The role of HR in the Payment of Salaries

Payment of salary and wage is isa sa important function ng isang human resource kung saan
sila yung nagseset ng salary sa mg employee whether kung may salary increase, deduction or
salary changes.Yung payment of salary is yung nakukuha ng employee sa company na pera.
And yung salary na marereceive is depende sa efforts and contributions na ginawa nila sa
kompanya or kaya depende sa position kung nasa lower management or top management.

Theories of Wages

Classical Wage Theory

Sabi dito labor is like commodity na dapat bayaran according sa supply and demand. Kung
saan pag mataas yung supply ng labor kesa sa demand then mas mababa yung price wage.
And kapag mataas naman yung demand sa labor kesa sa supply then mas tataas yung price
wage. Sabi ang Wages is dapat hindi mas mababa sa subsistence level o yung cost of living ng
employee. Kapag mababa yung supply ng labor then magkakaroon ng competitive bidding sa
mga employer. Kung saan itataas nila yung wages para maattarct yung mga employees na
saknila magtrabaho.
Just Wage Theory

Wage Fund Theory

Is from john stuart mill sabi dito nakapende kung gaano kalaki yung wage na ipapasahod nila sa
total wage fund and total number ng employee sa company. Yung wage is ididivide sa workers
proportionally. The hogher the fund the higher the wage na ibibigay sa employees the lower the
fund the lower the wage naman.
Bargaining Theory of john davidson
Sabi dito nakadepende yumg wage sa bargaining power ng worker or unioin vs. sa employers.
Sabi nga dito labor is like commodity na nabibili sa kahit anong halaga ng user. Which is yung
nagbebenta ng labor is yung mga workers or employee and yung buyer is yung employer or
yung company na gagamit sa kanila. Sa bargaining theory yung mga union or employees is
makikipagbargain sa management tingkol sa service nila then after nun the manangment ay
magseset ng wage rate according sa value ng labor ng mga wokers. If yung workers is
magaling sa bargaining process then pwede tumaas yung sagod nila
The marginal productivity theory
It says here na yung wages is nakapende sa supply ng labor and damand for labor. kung saan
workers are paid according to their economical worth. Sabi dito workers mobility is one factor na
nakakaapekto sa wage structure ng mga business. Ito yung mga employees na palipat lipat ng
kompanya dahil meron silang nakikita na mas magandang opprtunies and benfits dito. Theres
assumption na kapag tumaas yung workers sa kompanya then bababa yung value ng marginal
product,
The purchasing power theory
This theory said that yung increase ng wage ay dahil sa sa pagtaas ng labor income ng
employee which result na tataas din yung purchasing power nila na magspend ng pera para sa
goods and services.

Labor Theory of Value

This theory gives value in the labor of the employees o yung wage ng employee is nakapenede
sa kanilang performance sa kanilang trabahao. dahil sila yung gumagawa ng product or services
and if wala ito there will be no goods for human’s consumption. Therefore, yung nga laborer must
get a greater share of the profit in the goods and services that they produce.

The standard of living theory of wage

Sabi dito is wage should be base on the cost of living ng mga tao kung saan ang nakapaloob
sa cost of living is yung mga basic nececessities ng pamilya yung mga damit pagkain shelter.
And kapag tumaas yung economic growth sa bansa then tataas thin yung sweldo. Then
pagtumaas yung sweldo ng employee mas lalaki yung consumtion nila. Then pagtumaas
naman yung consumption psibleng tumaas yung prices ng good and again tataas na naman
living wages nila dahil tumaas yung cost of living. Its like never ending argument therefore the
government snd labor management must determined the level of living wages ng mga
employee
Wage and salary survey
is a tool na ginagamit ng organization para malaman kung anong average wage ang ibibiigay
nila sa employee base sa kanilang trabaho. And may dalawang klase ng survey which is
informal and formal
Informal is through telephone pr informal interview while yung formal naman is yung mga nasa
hr dept is gumagawa ng questionnaire tungkol sa mga benchwork job na meron din sa ibang
company.

Procedure in Conducting survey

Define the labor market
First step sa survey is to know kung sinong labor market mo o yung sasagot sa survey. Such as
kung anong industry ang pipilin depende sa business mo next is kung saan like provinve ba o
city and last is kung ilang tao ang sasagot sa survey.

List if key job position

Dito sa second step idedermine mo kung anong job position ang sasagot sa survey kung mga
nasa linya ba ng supervisor ba manager o kaya foreman.
Detailed description of job
Next step naman is parang yung step two lang but in more detailed way dahil aalamin mo rin
yung job description like yung particular duties and responsibility nila sa trabaho.

Collection of salary data

Next step is ito na yung mga questionns na nakalagay sa survey para makakuha ng information
tungkol sa mga problems and bagay na kailangan maresolba ng kompanya which is yung
tungkol sa sahod.

Compilation of salary data

Next is dito mo na cocolectahin lahat ng survey na pinasagutan and dito na iaanalyze yung mga
data na nakalap. And yung mga data na yun ay makakatulong sa management para maka
create ng plan kung anong average rate of wage ang iimplement nila.

Presentation of the Result of survey

Lastly dito mo na iprepresent yung result ng survey which is na evaluate na and gagawa na ng
plan yung hrd para sa revison ng wage structure sa kompanya.

Data trend graph

Eye inspection
Yung data trend graph is sinusulat gamit ang kamay. This technique is the most reliable and
least scientific dahil di mo kailangan ng scientifc computation sa pag gawa ng graph.
Karawaniwang ginagamit ang technique naito ng mga experts sa job evaluation dahil mas
magaling sila sa judgement analysis.

The least squares

This technique is gumagamit ng statistical formula para sa result ng survey where in straight line
is use. And this technique is more accurate dahil kinokomput sya at mas napepresent yung
conncetion ng money value sa kasa trabaho.

The second degree curve

This technique is gumagamit ng statistical formula para sa result ng survey same as least
square but ang ginagamit na line dito is pacurve para mas lalong maidentify and accurate yung
presentztion ng trend of data graph

Wage Salary structure

Is yung pabibigay ng pay rate sa isang kalse ng trabaho according sa ranking position nito sa
companay kung nasa top managament middle or lower.
The development of wage and salary structure
Advantage
 Nakakaapekto ito sa earning ng income ng isang employee para maging satisfied sila sa
standard living nila and para makaiwas sa poverty.

 Para mas mapadali yung recruitment sa mga employee and mamentain ang effectibe
labor force

 Dito nadedevelop yung morale ng employee which is mas lalo syang nagiging willing
magtrabaho sa kompanya which may result na maging productive sya at efficient sa
trabaho.

 Dito narerepresent nila yung competitive advantage nila sa ibang industry either equal or
mas mataas yung wage nila sa ibang industry. Na pwedeng makaattract sa mga
employees na magstay sa kompanya or lumipat.

 Nakatutulong ito para maprepare yung budget allocation ng organization and para mas
mapadali ang pag compute ng ng sagod pag merong salary adjustment dahil may
referemce na sila

 Nireremove nito lahat ng pay distortion sa mga employee. Which is yung pay distortion
is yung pagtaas ng wage ng employee na mababa ang pwesto kaysa sa employee na
may mataas na pwesto

 Dahil dito mas nadidistribute nila equally yung wage sa mga employees according sa
kung anong position nila sa organization

Wage structure design

Is to establish structure in the job classes and its rate ranges.
Walang standard pay grade sa structure sa kada kompanya dahil nakapende parin ito sa kung
ilan yung klase ng mga trabaho and kung gano kadami yung employee. Kung madaming job
classes sa kompanya then mataas yung chance na madaming kalaseng pay grade ang meron
sa wage structure depende sakanilang duties responsibilities and other factor variances. After
magawa yung pay structure is iaassign na nila yung mga employees according sa kanilang job
classification. If yung salary o yung pay grade ng isang employees is mababa sa minimum pay
grade then ang tawag dun sa green circle rate. Karaniwang nakakaexprience nito is yung mga
employees na nasa training stage pa. tatas lang to sa minimum kapag Nakita na yung
performace nya or mameet nya requirements sa trabaho.
Salary range
Is the range of salary kung gano kalaki and kaliit yung ibabayad nila sa employee according sa
function nila sa kompanya. And also may salary adjustment according sa result ng performance
evaluation ng employee to avoid distorting the salary pay plan.
Salary adjustment with high seniority
There is a situation kung saan kapag matagal na ang employee sa company o high seniority
then nakakareceived sya ng madaming salary increase na posibleng mas mataas sa pay grade
ang tawag dito is red circle rate

 Review the performance of employee is kung nagagawa naman ng employee yung

trabaho higher than the expection and has a potentional of promotion. Then yung
employee is dapat mapromote and bigyan ng new salary garade. But before mabago
yung salary grade nya ioobserve sya ng 3 months kung ganon parin ba yung
performance nya or kung may nagbago
 If yung performance review naman ng employee is hindi maganda then theres a
possibility na hindi sya mapromote and magkaroon ng increase salary.

Methods of wage payment

Wage payment is a way kung paano ka magbibigay ng compensation sa workers according sa
time and effort na inispend nila para matapos yung trabaho

By the timed work

Is this method the workers are paid base sa time na inispend nila sa tabaho. This method is
called non incentive wage plan dahil kahit gaano ka kaproduvtive o maeffort ka sa trabaho hindi
tataas sweldo mo dahil yung wage mo is according sa hour rate na inispend mo sa trabaho. The
formula in this method is
HXR=W
H stand for hour kung ilang oras ka magtatrabaho
R stand for rate kung ilan yung katumbas na rate sa kada oras
W stand for wage ito na yung total earning wage sa trabaho

By the amount of work produce

In this method workers are paid according sa quality ng trabaho nila. This method is incentive
wage plan and yung common incentive plan is piecework. Piecework salary are depend sa
kung ilang pieces ang kayang maproduce ng employee sa trabaho and yung kada piraso nay
un is may value which is cale piece rate. The formula in this method is
NXU=W
N stands for number kung ilang units ang kayang iproduce
U stande for rate kung anong value ng kada unit
W stand for wage kung ilan yung total earning sa trabaho.

Wage and salaries policies

Characteristics

 The wage and salary plan must be easily understood dahil gusto rin malaman ng
employees kung pano magpasahod yung companya and para mapanatag ang mga
employees kung tama ba or sapat ba yung sahod na narereceive nila sa trabaho

 Salaries and wage plan should be easily computed bukod sa gusto malaman ng
employee kung paano magpasahod yung company gusto rin nila malman kung paano
kinokumpute yung salaries nila and para makasigurada na tama at hindi kulang yung
narereceive nila na sahod. Therefore the computation must be to easily undertsand para
mas madaling maintindihan ng employees if ever gusto nila magconpute. The wage
payment must be explained sa orientation ng employees para malaman nila na magiging
based sa effort and responsibilities ang magiging sagod nila.

 Salaries must be made relevant with efforts there should be a standard effort na nakaset
sa isang trabaho para mas lalong galingan ng employee na maging prodictive. Once na
na meet nya yung standard theres a chance na magkaroon sya ng reward which is
pwedeng tumaas yung sahod nila.
  The incentive wage plan must properly give the employees their incetives earning dahil
nameet nila yung standard effort sa kanilang trabaho. Dahil dito naseset sa mind ng
employees na ang reward and penalty sa kompanya is may connection sa trabahong
ginagawa nila

 The method of payment should be stable and unvarying dapat constant lang yung wage
payment plan sa company dahil pag pabago bago yun magtataka yung employees kung
bakit ganon yung nagyayari whether dinadaya ba sila o hindi. Therefore, dapat mag fix
na ng plan yung company para maiwasan ang pagtataka ng mga employees

Morale renewal in the workplace

Know the leaders have limitations
According kay steve berglas yung mga tao na may na achieve na but wala naman syang basic
character para maovercome yung stress then it will lead to stress. Same as sa mga leader they
have limitation na kapag di nila tinataglay yung required character then it will result to arrogance
aloneness adventure seeking and adultery

Choose character
According kay john maxwell wala tayong control sa buhay natin kung sino gusto nating
magulang kung san natin gusto ipanganak or makapili ng talent na gusto natin . Pero sabi nya
may control tayo and may choices tayo kung anong character ang gusto natin sa sarili natin.
And in workplace you can create your own character if magiging honest ka ba respectful
ambitious many more

Walk the talk

Integrity is important in workplace. Because integrity is yung pagkakaroon ng employee ng good
character trait which is honesty trustworthy responsible loyal reliable. If yung yung employee is
may integrety then mas vinavalue sya ng employers dahil di naman yun natuturo katulad ng
skills eto ay denedevelop ng tao sa sarili nya.
Avoid compromising

Use the same measure in yourself

if gusto mo ng leader na hindi corrupt immoral or incompetent you must set the same measure
of standards sa sarili mo. Dapat kung gaano katas yung standards when it comes to work
ganon din na standard ang meron ka. Dahil ang pangit naman na yung judgment mo sa iba is
mataas but you yourself is tamad naman sa trabaho.
Face the mirror
Para hindi ka maging trouble maker sa workplace you shoud make changes in yourself.
Observe yourself if may character ka bang di maganda na kailangan improve or maybe ask
your coworkers if may hindi ba sila nagugustahan sa ugali mo. After nun take their answer
positively and make reflection kung pano mo maiimprove yung character mo.

Show the mirror to your leader

May ibang leaders na hindi napapansin na hindi maganda yung character nila or kaya may
nagawa na pala silang mali na di nila napapansin. So what employees must also do to make
their leader honest is let them know na they are still being watch and evaulated by them kahit na
leader sila dahil yung position nila is still temporary na pwede pang magbago.

Don’t just admit mistakes correct them

One step in morale renewal is pagkatanggap ng mga pagkakamali. Once na nalaman mong
may pagkakamali ka kailangan mong tanggapin yun and ang katapat nun icocorrect ka which is
good para hindi na maulit yung mistakes na nagawa and para maging lesson narin sa iba

Have an improvement plan

To have a better Morale renewal you must create a improvement plan wherein kailangan mong
magexert ng effort para malutas mo yung problem sa character mo. Magseset ka ng objectives
and then you will monitor and check it regularly if may may changes na ba sa character mo

Rebuild and do not slide back

Once na narebuild mo na yung character mo into great one you must not slide back o wag mo
nang balikan yung character na meron ka noon except na lang kung gusto mo icompare yung
progress mo noon and in present. You must set your mind in the future not in the past

Labor and wages

Its says that the job type and its compensation is important in society. Where in yung klase ng
trabaho mi is connected in your wealth status. Dati yung term na ginagamit para maclassify
yung workers ay blue collar and whit collar
Which is yung blue collar is yung mga manual laborer like construction food service
manufacturing
And yung white collar naman is yung mga office worker na hindi na kailangan ang manual
labor
Pink collar naman is majority of women in work like nurse secretary teachers

But today merong 3 bagong categories para maclassify yung labor grade
Skilled labor
Are the wokers na merong specialized training or technical skills na magagamit nila sa trabaho .
the wokers her is either white collar or blue collar as long as meron silang specialized skill para
maperform yung duties nila sa trabaho. Example are yung mga caepenters electrican business
manager police etc

Unskilled worker
Are wokers na hindi na kailangan ng specialized training or specific skill para magawa yung
trabaho. Example are yung mga construvtion worker factory worker cashier line worker this is
typically from blue collar worker that is good in manual labor.

Professionals
Is yung trabaho na kailangan ng advanced skills and education. Yung mga tao na madaming
taon na nagaral para sa particular job nayun. And the most common examples are doctors
lawyers and teacher.

Non competing labor grades

Is broad categories of labor kung saan hindi na kailangan magcompete ng workers sa isat isa.
And kung lilipat naman yung employee into higher category ang kailangan nilang gawin is to
gain new skills and training.