Professional Documents
Culture Documents
Compensation
Compensation
COMPENSATION
Compensation is what employees receive in
exchange for their contribution to the
organization
Compensation affects the purchasing power
of an employee
It is a clear indicator of his power and prestige
Compensation effects a person economically ,
sociologically and psychologically
COMPONENTS OF COMPENSATION
Base or Primary Compensation
Basic compensation an employee gets – wage / salary
Allowances : DA + Other Allowances
DA: Cost of living adjustment allowance; mitigate the impact
of inflation; percentage of the basic salary
Monthly Salary = Basic Wages + Allowances
Supplementary Compensation
Variable Pay
incentives
profit- sharing
Bonuses – Executives – percentage of profits
Fringe Benefits
LTA
Medical
Legal formalities – P.F. , E.S.I. , Bonus
sick leave with pay
Medical Insurance
Life Insurance
Recreation facilities
Free Housing Facilities
Free Transport Facilities
Cooperative Credit Society
Education facilities – employee / children
Perquisites or Perks
company car
executive eating facilities
children’s education
mobile phones
club membership
loans
use of company plane
company paid parking ( Trade Tower)
Business class Air travel
Chauffer Service
personal home repairs
legal counselling
Wage
• Is a montary compensation paid by an
employer to an employee in exchange of work
done or his contribution to the organization.
• Payment may be calculated as a fixed amount
for each task completed , or at an hourly or
daily rate, or based on an easily measured
quantity of work done.
•
TIME WAGE SYSTEM
Employee is paid – daily , weekly , monthly
Wages are paid to employees – according to
the time work – irrespective of the quantity of
work done
Industries where Quality of goods – of
extreme importance
ADVANTAGES OF TWS
Simple and easily understood
Better Quality work – no speeding up
Less wastes – proper handling of tools and
machines
Stable income to employees
DRAWBACKS OF TWS
Inefficiency – no link between productivity
and wages
Lack of Motivation – equal wages – efficient
and inefficient worker
Strict Supervision – requires close and strict
supervision
PIECE WAGE SYSTEM
Output or productivity of workers
payment is made according to the quantity
idle time – will not be paid – as the case under
time wage system
ADVANTAGES OF PRS
Provides incentive – to produce more
Fairness- correlating wages with productivity
Costing of production becomes easier – wages
constant factor of production
Lesser Supervision
DRAWBACKS OF PRS
Ignores Quality- thorough inspection and
quality control becomes essential
Excessive Speed – may cause injury / undue
wastage of raw material / undue wear and
tear
Strained IR – if worker output is low – due to
fault of management
TIME VS. PIECE WAGE
BASIS TIME WAGE SYSTEM PIECE WAGE SYSTEM
Time or Output Wages-time spent on the Wages – number of units
job produced