Professional Documents
Culture Documents
MANAGEMENT (AUTONOMOUS)COLLEGE
JOB EVALUATION
Job Evaluation: It is a systematic and orderly process of
determining the worth of a job in relation to other jobs.
The objective of this process is to determine the correct
rate of pay. It is therefore not the same as job analysis. In
simple worlds, job evaluation is the rating of jobs in an
organization. This is the process establishing the value or
worth of jobs in a job hierarchy and compares the
relative intrinsic value or worth of jobs within an
organization.
Some renounced definitions of job evaluation are described below.
Job Small 1. Develop brief job descriptions for each 1. Simple 1. Crude
Ranking firm job 2. Inexpensive method
2. Appoint a cross- functional committee to 2. Subjectivity
select top and bottom most job
benchmarks
3. Compare jobs to these benchmarks and
rank
them
Job Medium 1. Develop a standard of reach job based 1. Simple 1. Difficulties in fixation
Grading and large on the job description 2. Easy to understand of standards for
sized firm 2. Create scale of value for the standard 3. Inexpensive different jobs
job 2. Subjectively
3. Compare jobs to standards and assign
values
4. Based on value, draw
classification of jobs
Point All types of 1. Develop detailed job descriptions 1. Comparatively objective 1. Time
Rating firms 2. Interview job occupants to 2. Easy to interpret consuming
understand the jobs 2. Expensive
3. Create benchmark points for each skills
in terms of quality and
quantity
Factor All types of 1. Compare each job with five universal 1. Step-by-step formal 1. Complexity
comparison firms jobs factors such a)Responsibilities method 2. Time consuming
b) Skill 2. Easy to translate into
c) Physical efforts monetary terms
d) Mental effort
e) Working conditions 2.Assign value to
BASIC SALARY
What is Basic Salary?
Basic salary refers to the amount of money that an employee receives
prior to any extras being added or payments deducted. It excludes
bonuses, overtime pay or any other potential compensation from an
employer. The whole amount of basic salary is part of the take-home
salary. Basic salary is fully taxable.
Basic salary forms the core of the salary structure, constituting for
40-45% of the total CTC(COST TO COMPANY). Other salary
components like Gratuity, Provident Fund and ESIC(EMPLOYEE
STATE INSURANCE CORPORATION) are determined according to
the basic salary. The designation of the employee as well as the
industry in which he or she is in, are some of the components
factored in while assessing the basic salary.
Factors to Keep in Mind While Setting Basic Pay
Employers need to keep the following points in mind while
deciding on how much the basic pay for an employee should be:
• Basic Salary
• Contribution to Pension/Provident fund, Group Life, etc.
•House Rent Allowance, Travel Allowance, Children Education
Allowance and other similar allowances
• Overtime and Bonus
DEARNESS ALLOWANCE
Dearness Allowance
Dearness Allowance is cost of living adjustment allowance
which the government pays to the employees of the public
sector as well as pensioners of the same. DA component of
the salary is applicable to both employees in India and
Bangladesh.
Dearness Allowance can be basically understood as a
component of salary which is some fixed percentage of the
basic salary, aimed at hedging the impact of inflation. Since,
DA is directly related to the cost of living, the DA
component is different for different employees based on
their location. This means DA is different for employees in
the urban sector, semi-urban sector or the rural sector.
• Dearness Allowance rates
The DA rates are set as per the salary of the government employee. A
percentage of the salary has been paid to the employee as his / her cost
of living. As per the 6 pay commission the rate in 2015 January was
th
113% where the rate has increased to 119% in July 2015. In January
2016, the Dearness allowance rates have reached at 125%. That means
the rate gets hiked by 6% for the central government employees.
•
• Dearness allowance calculator
For the central government employees, the rate for the DA is 125%
which is 6% higher than the last rate 119%. Since 1972, the regulations
and rates were settled for DA. Since then the rates kept revising in each
half of every year. In January 2015 the rate was settled at 113% for the
central government which was raised to 119% in the second half of the
same year. This year, in January, the rates again raised by 6% for the
central government employees and reached to 125%.
Dearness Allowance in 7th Pay Commission
• This is paid to the employees by the central government for
maintaining their standard of living. So employees who are working
under in central government offices shall get the benefits of DA.
• DA may also vary from Rural to Urban areas due to different
living conditions and cost of living in these areas.
• The central government also offers dearness allowance to its
pensioners and so if you have worked for the central government and
are currently drawing pension then you shall be eligible to get the
benefit of DA.
• Under the 6 CPC the government has recommended to offer DA
th
Balanced Scorecard
Productivity / Gain-
Sharing
Team / Group
Incentives
Short Term Pay-for-Performance
Plans
■ Merit Pay
■ Lump-Sum Bonuses
■ Individual Spot Awards
■ Individual Incentives
Long-Term Incentive Plans
■ Gain-Sharing Plans
■ Profit Sharing Plans
■ Earnings-at-Risk Plans
Individual Incentive Plans
Method of Rate Determination
Units of production per Time period per unit of
time period production
(1) (2)
=8*0.50=Rs 4.00
Case 2 Output =80 units
Earnings
As the output is equal to the standard, the worker is entitled to time wage plus 20%
bonus
Time wages =8*0.50= Rs 4.00
Bonus =20*4 = Re 0.80
100
Total earnings = Rs 4.80
Case 3 Output =110 units
As the output is more than th Std, the worker is entitled to a high piece rate
10*0.10= Rs 11.00
Emerson’s Plan
Up to 67% of efficiency, the workr is determined by dividing the time taken by the Std
Time-rate
Up to 100% efficiency, 20% bonus is paid to workers
An additional bonus of Rs 1% is added for each additional 1% eficiency
Case 1 Output in 10 Hrs: 50 units
Efficiency: 50%( below 67%, the worker is eligible for 50% of the time wae as bonus)
Case 2 Output in 10 Hrs : 100 units
Efficiency : 100% (time-wage + 20% bonus)
Case 3 : Output in 10 Hrs : 130 units
Efficiency : 130%
At the rate of 20% at 100% efficiency and 1% increase for every 1% increase in
Efficiency, the worker is eligible for 50% of the time wage as bonus:
Time wag =10*1 Rs 10.00
Bonus =50*10.00 Rs 5.00
100
Rs 15.00
Conditions for Effective Incentives Plans
P – Potential
E – Enthusiasm
R – Reliability
F – Flexibility
O – Orientation
R – Reengineering
M – Motivation
Why Performance management?
Before proceeding further, let us have a look on why performance
management is needed. If there is no measure to performance, there
will be no sign of feedback and continuous improvement. When
employees monitor and assess themselves on their performance, then
no lines can be drawn to link employee’s contribution with
organizational goals. At the end there will be a large gap which
remains unfilled thereby affecting the organization’s growth. In any
marketing firm, number of sales and customer service are the
determining factors. Sales persons should be motivated to improve the
number of sales in a day, by measuring their performance, giving them
actual feedback for their improvement and acknowledge them for their
outstanding performance.
Reward System
Many think that appraisal (measuring performance) is the only
necessary branch out from the performance management system, but
the system includes two other important subsystems,
Feedback system – for aligning performance with organizational
goals.
Reward system – for motivation and continuous improvement.
The reward systems include returns given to the employees in the form
of cash (benefits, pay raises) or recognition programs (intangible form).
The traditional approach of rewarding employees was only based on
their job description and not on how they perform. Even the benefits
and incentives are biased to the seniority position in a job. Though the
employee performs well, he has to wait in a queue to attain the
seniority for the pay raise. So this approach had no records for
motivation and continuous improvement in the minds of employees.
Why Link Reward to Performance
To connect two ends of the rope, a knot is required; to make it lengthy and useful for long run.
Likewise, the tie up between the reward and performance should be made for employee
retention and their commitment to work, which ultimately improvise the contributing factor of
the employee. Employees should perform well to be rewarded and the approach designed for
this is “Pay for Performance”. Apart from the base pay, which is based on job description, a
variable pay should be announced for their outstanding performance. Although the pay raise
motivates the employees to an extent, ultimately they want them to be appreciated and
recognized in a society for their work, here comes the employee recognition program. Many
employees become less committed to work not because of their low pay structure, but for the
lack of recognition. Both types of rewarding system should be ensured for higher motivation,
retention, engagement and job satisfaction.
A simple example for performance based reward system can be best explained by the game of
cricket. When a bowler or batsman performs well in a match, his performance is rewarded by
the cricket council through the title “Man of the Match” and cash award. It motivates the
winner and also the team players to perform well for their team.
Performance-Linked pay or pay for performance is money
paid relating to how well one works.
2. To borrow money at a lower after-tax cost: ESOPs are unique among benefit plans in
their ability to borrow money. The ESOP borrows cash, which it uses to buy company shares or
shares of existing owners. The company then makes tax- deductible contributions to the ESOP
to repay the loan, meaning both principal and interest are deductible.
3. To create an additional employee benefit: A company can simply issue new or treasury
shares to an ESOP, deducting their value (for up to 25% of covered pay) from taxable income.
Or a company can contribute cash, buying shares from existing public or private owners. In
public companies, which account for about 5% of the plans and about 40% of the plan
participants, ESOPs are often used in conjunction with employee savings plans. Rather than
matching employee savings with cash, the company will match them with stock from an ESOP,
often at a higher matching level.
Demerits of ESOP
1. Though voluntary in nature, some employees may feel they are
being forced to join.
● Objective:
This is the first major legislation on Social Security to
provide protection to worker in contingences such as
illness, long term sickness or any other health risk due
to exposure to employment injury or occupational
hazards. Under the scheme medical facilities are also
made available to the legal dependents or insured
person. The scheme is extended to retired personnel
as well as to permanently disabled workers and their
family.
Employee State Insurance Act
Objective:
● The equal remuneration act provides for payment of
equal remuneration to men and women workers and
for the prevention of discrimination on the ground of
sex against women in the matter of employment and
for matters connected therewith or incidental thereto.
●
The penalties are ranging from Rs 5000/- to Rs.
35,000/- and prosecution by State/Central Govt.
Industrial Disputes Act
Objective:
Objectives
● To provide for fixing minimum rates of wages in certain
employment and the provisions of the act are intended to
achieve the object of doing social justice to the workers
employed in the scheduled employment by prescribing
minimum rates of wages for them
● The infancy benefit for the new establishment is for the first 5
accounting years in which the employer sells goods/services
The overtime is not wages as such no bonus on
● overtime
The commission paid to employee is not remuneration as
● such no bonus on Commissions
The Dearness Allowance is part of wages and attract
●
Bonus
Payment of Bonus Act
chaired by government nominated members representing the public. Wage board function industry-wise
with broad terms of reference, which include recommending the minimum wage differential, cost of
living, compensation, regional wage differentials, gratuity, hours of work etc.
THE OBJECTIVES OF WAGE BOARDS :
(a) To work out wage structure based on the principles of fair wages as formulated by the
Committee on Fair Wages.
(b) To work out a system of payment by results.
(c) To envolve a wage structure based on the requirements of social
justice.
(d) To evolve a wage structure based on the need for adjusting wage
differentials in a manner to provide incentives to workers for advancing their skill.
GROWTH AND DEVELOPMENT OF WAGE BOARDS
The history of wage boards in India dates back to the 1930’s. The Royal Commission on Labour
recommended the setting up of tripartite boards in Indian industries. It said :
We would call attention to certain cardinal points in the setting p of (wage – fixing) machinery of this
kind. The main principle is the association of representatives of both employers and workers in the
constitution of the machinery. Such representatives would be included in equal members, with an
independent element, chosen as far as possible in agreement with or, after consultation with, the
representatives of both the parties.
Take decisions regarding wage adjustments suo motu or on reference from parties or from the
government.
No action was taken during that plan period. However, the Second Plan emphasized the need for determining
wages through industrial wage boards. It observed.
The existing machinery for the settlement of wage disputes has not given full satisfaction to the parties
concerned. A more acceptable machinery for settling wage disputes will be the one which gives the parties
themselves a more responsible role in reaching decisions. An authority like a tripartite wage board, consisting
of an equal number of representatives of employers and workers and an independent chairman, will probably
ensure more acceptable decisions. Such wage boards should be instituted for individual industries in
different areas.
This recommendation was subsequently reiterated by the 15th Indian Labour
conference in 1957 and various industrial committees. The government decision to
setup the first wage board in cotton textile and sugar industries in 1957 was also
influenced by the Report of the ILO.
The appointment of a wage board often results from the demands for labour
unions. It has been reported: The formation of wage boards in all industries has
been the result of demands and pressures on the part of trade unions. In their
efforts to secure the appointment of wage boards, trade unions have to repressurise
not only the government but also the employers whose formal or informal consent
to their establishment must be obtained.
In India, the Bombay Industrial Relations (Amendment) Act of 1948 may be regarded as perhaps the earliest
legislation included a provision for the establishment of wage boards in any industry covered by the act.
Accordingly,
the first wage board was set up in Bombay for the cotton textile industry. The principal purpose of starting
wage boards was to relieve the IndustrialCourts and Labour Courts of a part of their adjudication work.
The amending act of 1953 has tried to avoid multiplicity of proceedings under the Act.
It empowered Industrial Courts and Labour Courts wage boards to decide all matters connected with or
arising out of any industrial matter or dispute.
Industries Covered
The first non – statutory wage board was set up for the cotton textile
and sugar industries in 1957. Since then, 24 wage boards covering most of the major
industries, have been setup by the Centre: cotton textiles, sugar, cement, working journalists
and non – working journalists (twice each), jute, tea, coffee and rubber plantations, iron ore,
coal mining, iron and steel, engineering, ports and docks, leather and leather goods,
limestone and dolomite. On 17th July 1985, three wage boards were constituted, one each for
working journalists, non – working journalists and the sugar industry. But no central act
contains any provision for setting up wage boards. They are set up by a resolution of the
government; and they come to an end with the submission of their reports.
COMPOSITION AND FUNCTIONS OF WAGE BOARDS
The wage boards is, as a rule, tripartite body representing the interest of labour, management and the public. Labour and management
representatives are nominated in equal numbers by the government, after consultation with and with the consent of major central
organizations. Generally, the labour and management representatives are selected from the particular industry which is investigated. These
boards are chaired by government – nominated members representing the public.
They function industry – wise with broad terms of reference, which include recommending the minimum wage, differential cost of living
compensation, regional wage differentials, gratuity hours of work, etc.
designed to collect information on the prevailing wage rates and skill differentials, means of assessing an industrys
paying capacity and workloads, prospects for industry in the immediate future, and regional variations in the prices of
widely consumed consumer goods. The questionnaire is sent out to labour unions, employers
government agencies.
3. The third step is to convene secret sessions at which members of the board make proposals and counter – proposals regarding
the items covered under the terms of reference.
In evolving a wage structure, the board takes into account:
. (a) the needs of the industry in a developing economy including the need for
maintaining and promoting exports:
. (b) the requirements of social justice, which ensures that the workman who
produces the goods has a fair deal, is paid sufficiently well to be able at least to
sustain himself and his family in a reasonable degree of comfort, and that he is not
exploited;
. (c) the need for adjusting wage differentials (which is in relation to occupational
differentials; inter-firm differentials; regional or inter-area differentials; inter-
industry differentials and differentials based on sex) in such a manner as to provide
incentives to workers for improving their skills.
Pay Commission
WHAT IS A PAY COMMISSION ?
o The pay commission is an administrative system that the
government of India set up in 1956 to determine the salaries
of government employee.
o Since India independence, seven pay commission have been
set up on a regular basis to review and make recommendation
on the work and pay structure of all civil and military
divisions of the government of India.
o Headquarter in Delhi, the commission is given 18 months
from the date of its constitution to make its
recommendations.
ALL PREVIOUS PAY COMMISSION
First Pay Commission:
o The third pay commission set up in April 1970 gave its report
in March 1973, it took almost 3 years to submit the report,
and create proposals that cost the government Rs. 1.44
billion.
o The chairman was Raghubir Dayal.
o Appointment of temporary employees, equal payment should
be made for equal work, externally competitive compensation
to prevent misbalance with other employees.
o Dearness allowances should be treated as part and parcel of
compensation structure.
CONTD ...
Fourth Pay Commission:
❖ Housing Facility:-
o To achieve 70% houses in Delhi and 40% in all other town
to take lease accommodation and allot to the govt.
employees.
o Land and building acquired by it department may be used for
constructing houses for govt. Employees.
CONTD ...
❖ House Building Allowance:-
o Simplify the procedure of HBA
o Entitle to purchase second and used houses
❖ Common Category - Equal Pay for similar nature of work be
provided.
❖ Compassionate appointment - remove ceiling of 5% and give
appointment within three months.
❖ Traveling Allowance:-
Non- Executive Rs. 4000 per day+ DA Rs. 2500 per day+ DA
CONTD ...
❖ Patient Care Allowance to all Para-medical and staff working in
hospitals.
❖ All allowances to be increased by three times.
❖ Training:- Sufficient budget for in-service training.
❖ Leave Entitlement-
o Increase Casual leave 08 to 12 days & 10 days to 15 days.
o Declare May Day as National Holiday.
o In case of Hospital Leave, remove the ceiling of maximum 24
months leave and 120 days full payment and remaining half
payment.
CONTD ...
❖ Income Tax:
o Allow 30% standard deduction to salaried employees.
o Exempt all allowances.
o Raise the ceiling limit as under:
• General- 2 lakh to 5 lakh.
• Sr. Citizen – 2.5 lakh to 7 lakh.
• Sr. Citizen above 80 years of age -5 lakh to 10 lakh.
o No income Tax on pension and family pension and Dearness
Relief.
CONTD ...
4. Canon of Economy:
⎫ This principle states that there should be economy in tax
administration
⎫ The maximum part of tax collection should be brought to the
government treasury
What is Tax ?
• "Taxes are dues that we pay for the privileges of
membership in an organized society."
• Tax is a compulsory payment made to the Government
for services it provides us, though people may not be
completely satisfied or convinced with these services.
– eg: Income tax is an instrument used by the government to
achieve its social and economic objectives
Types Of Taxation
Direct Tax Vs. Indirect Tax
Common Practices To Save Taxes
• Taxpayers generally plan their affairs so as to attract
the least incidence of tax
• Taxpayer spares no efforts in maximizing his profits
and attracting the least incidence
• The tax gatherer, on the other hand tries to break
the plans whose sole objective is to save taxes
• Three common practice to save taxes
– Tax Evasion
– Tax Avoidance
– Tax Planning
Common Practices To Save Taxes
TAX PLANNING
• Tax planning can be defined as an arrangement of one’s
financial and economic affairs by taking complete legitimate
benefit of all
– deductions
– exemptions
– allowances and
– rebates so that tax liability reduces to minimum
• Tax laws are fully complied within its framework
• Not taking form of colorable devices
• Having no intention to deceit the legal spirit
• Planning of tax must be correct both in form and substance
Common Practices To Save Taxes
TAX PLANNING
• Example:
– Suppose, at the end of the income year, an assesse finds his taxes
have been too high in comparison with last year and he intends to
reduce it
– Now, he may do that, to a great extent by making proper
arrangements to get the maximum tax rebate u/s 88
– Such plan does not involve any long term commitment, yet it results in
substantial savings in tax
Methods of Tax Planning
Long Term Tax Planning
Long range tax planning means a plan charted out
• – at the beginning of the income year
– to be followed around the year
– This type of planning does not help immediately as in the case of short
range planning but is likely to help in the long run
• e.g.
• If an assesse transferred shares held by him to his minor son or spouse,
though the income from such transferred shares will be clubbed with his
income u/s 64, yet is the income is invested by the son or spouse, then the
income from such investment will be treated as income of the son or spouse
Moreover, if the company issue any bonus shares for the shares
• transferred, that will also be treated as income in the hands of the son or
spouse
Methods of Tax Planning
Permissive Tax Planning
6
National differences in compensation
Payment
Type of Company
Varying Cost of
Living Varying
Complexities of Inflation Rate
Compensation
Management
Objectives of Employee
Benefit
Compensation mobility in a
management
Management Cost-effective
•Labour Market
• Competitive strategy
Characteristics
• Organisational Culture
• Local conditions
• Human Resource Structure
•Home & Host Country govt.
roles
•Employee-Employer
Relations
• Industry type
• Subsidiary role
• Competitor’s Strategies
• Level of Technology MNC’s Compensation
Package
Internal variables influencing International
Compensation Strategy
• Goal orientation
• UK-based foam manufacturer Zotefoam, where equality is a key aspect of HRM in
the company’s mission, the only perks that differentiate executives from other
workers are private health insurance and a car allowance – MD of the firm sees the
internationalizing firm as one with minimal status differences between levels in the
org. hierarchy
• Capacity to pay
• Cost constraints on the enterprise
• Competitive strategy
• If for eg., as part of the MNC competitive strategy, the IHRM strategy is to be a
market leader in employee compensation in order to compete for the most
competent candidates, then the levels of compensation might well be higher than
if the competitive strategy is based on, say, the provision of secure employment.
Cont….
• Organization culture
• Workforce characteristics
• Age, education level, qualifications and experience, along with
workforce tastes and preferences, and labor relations factors such as
nature of employment relationship (level of TU involvement within
MNCs) will result in different international compensation approaches
External variables influencing International
Compensation Strategy
• In terms of culturally determined values and attitudes towards compensation policy and
practices – local culture influences international compensation strategy through the
dominant societal values, norms, attitudes and beliefs concerning for eg. bases for
compensation differences (performance, family connections, gender), degrees of
compensation differences between managerial and non- managerial employees, and the
propensity for using particular types of compensation (pay incentives and benefits)
• Education and skill levels, ages and experiences of those in the labor market
• Industry type
• Competitors’ strategies
• Even if the MNC is not seeking to be a market leader in international
compensation, it generally cannot afford to fall behind market rates
across its locations, as it will risk losing valuable employees to
competitors
Components Of Global Compensation
Package
Base Salary and Allowances Taxes Retirement Benefits
Incentive Pay
• Relocation Allowance
• Hardship Premium
Base Salary and Incentive Pay
Base Salary
• The restriction generally lifts in 3-5 years when the stock vests.
Relocation Allowance –
ν
The employee pays up to the amount of taxes he or she would
pay on remuneration in the home country.
ν
Employee is entitled to any windfall received if total taxes are
less in the host country than in the home country
• Ad-hoc
• Laissez Faire
• Pension
A pension is a contract for a fixed sum to be paid regularly to a person,
typically following retirement from service.
Types of pensions
Components BS- Basic Salary, VB MW – Monthly BS- Basic Salary BS- Basic Salary, VB
– Variable bonus, LTI wage, BA – Basic FB – Fixed – Variable bonus,
– Long tern Allowance, OT – Bonus, NMB – Compulsory
incentives, CBC – Overtime, VB – Non monetary benefit
Compulsory benefit Variable bonus benefits) contributions, VBC-
contributions, VBC- Voluntary benefit
Voluntary benefit contribution
contribution
Link with Excellent linkage Moderate linkage Poor linkage Moderate Linkage
performance
Basis of Annual merit Seniority and Seniority in Job Job Level
Increase increase age, performance level
ratings, spring
wage negotiation
Influencing Achievement – Hierarchy; Material Material
Cultural orientation Patience Possessions Possessions
variables Material possession Status seniority
REFERENCES
https://www.slideshare.net/ramesh112/legal-framework-on-compensation-structure
https://www.slideshare.net/swatikamthe_86/incentives-plans
https://www.slideshare.net/visavadiya/incentive-11967459
https://www.slideshare.net/HRM751/job-evaluation-29030394
https://www.slideshare.net/kakhwarisandeep/job-evaluation-16452457
https://www.slideshare.net/appugk007/fringe-benefits-by-kappi
https://www.slideshare.net/Manisha_D_Vaghela13/payment-of-bonus-act-1965-159705
https://www.slideshare.net/preeti52/chapter-5-international-compensation
https://www.slideshare.net/saravananmurugan334/corporate-tax-planning-54087295
http://www.eiilmuniversity.co.in/downloads/Compensation-Management.pdf
http://www.pondiuni.edu.in/sites/default/files/Compensation-mgt-260214.pdf
https://examupdates.in/compensation-management/