Compensation and benefits in

HRIS
• 12 COMPENSATION One of the Most Complex Topics in HRM
Turning To Technology For HelpAll Compensation Programs
Should Be IntegratedConsistent Message aboutWhat Adds
Value In The OrganizationType Of Behavior And Culture That
Is DesiredMichael J. Kavanagh, Mohan Thite, and Richard D.
Johnson - Human Resource Information Systems: Basics,
Applications, and Future Directions, 2e © 2012 SAGE
Publications, Inc.

• .
• 14 COMPENSATION Fair Labor Standards Act (FLSA)
Exempt Vs. Nonexempt WorkersNon-Exempt Workers:Must
Be Paid At Least The Minimum WageMust Pay Time
Worked In Excess Of 40 Hours A Week Overtime At A Rate
Of 1.5 Times The Normal PayMust Provide Records To The
Federal Government On Hours Worked And Regular And
Overtime Pay For All Non-exempt WorkersMichael J.
Kavanagh, Mohan Thite, and Richard D. Johnson - Human
Resource Information Systems: Basics, Applications, and
Future Directions, 2e © 2012 SAGE Publications, Inc.
• 15 TYPICAL COMPENSATION DATA INPUTS
InternalJob/ People/ OrganizationalExternalMarket
Survey, Reward PracticesGeneratedJob Evaluation, Salary
Structure, Merit Metrics, Reward GuidelinesEmployee
Group Specific DataExecutive Compensation, Sales
Compensation, Gain-sharing ProgramsMichael J.
Kavanagh, Mohan Thite, and Richard D. Johnson - Human
Resource Information Systems: Basics, Applications, and
Future Directions, 2e © 2012 SAGE Publications, Inc.
• 16 TYPICAL COMPENSATION REPORTS
Budget ReportsEmployee Compensation
ReportSalary Survey,EEO ReportsMichael J.
Kavanagh, Mohan Thite, and Richard D.
Johnson - Human Resource Information
Systems: Basics, Applications, and Future
Directions, 2e © 2012 SAGE Publications, Inc.
• 17 COMPENSATION DATA OUTFLOWS
Primary Data Outflow is to
PayrollAudiencesCompensation
AnalystsManagersBenefits AnalystsData sent to
Federal, State And Local Agencies,Rewards Survey
FirmsMichael J. Kavanagh, Mohan Thite, and
Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future
Directions, 2e © 2012 SAGE Publications, Inc.
• 18 COMPENSATION DECISION SUPPORT
The Major Rewards Decision That Has To Be Made About Every
Employee Is How Much Should He Or She Be PaidDSS Deal
With:Job EvaluationThe Use Of Market DataMarket
PricingBuilding A Salary StructureDeveloping A Merit
MatrixRunning Incentive ProgramsSales CompensationExecutive
PaySchuster (2004) Argue That Web Management Of Pay And
Rewards Is One Of Two Great Innovations In The Rewards
Field.Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson
- Human Resource Information Systems: Basics, Applications,
and Future Directions, 2e © 2012 SAGE Publications, Inc.
• 19 BENEFITS Retirement Income Protection
Pension Plans, Defined Contribution Plans, etc.Income
ProtectionWorkers’ Compensation, Life Insurance,
etc.Medical And Other Health BenefitsHealth, Dental,
Major Medical, etc.Paid Time OffVacation, Holidays,
etc.Miscellaneous BenefitsDependent Care, Tuition
Reimbursement, etc.Michael J. Kavanagh, Mohan Thite,
and Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e
© 2012 SAGE Publications, Inc.
• 20 BENEFITS Differ From Compensation
Employee Pays All Or Part Of The Cost Of Most
BenefitsMost Organizations Have Some Flexibility In The
Benefits ProgramGrowing Trend To Outsource Benefits
Programs And AdministrationHRIS Requirements to
support Benefits can be ComplexMichael J. Kavanagh,
Mohan Thite, and Richard D. Johnson - Human Resource
Information Systems: Basics, Applications, and Future
Directions, 2e © 2012 SAGE Publications, Inc.
• 21 TYPICAL BENEFITS DATA INPUTS
Data Supporting Relationship With Current And
Prospective VendorsData Supporting Internal
Management Of Benefits ProgramsData Supporting
Employee Data Input & ManagementData Supporting
Federal, State And Local Laws And Regulations Governing
Benefit PracticeMichael J. Kavanagh, Mohan Thite, and
Richard D. Johnson - Human Resource Information
Systems: Basics, Applications, and Future Directions, 2e
© 2012 SAGE Publications, Inc.
• 22 TYPICAL BENEFITS REPORTS
Required Federal and State Government ReportsEx.
Annual Benefits Report to EmployeesEmployee
“Rewards Scorecard”Web-based AccessView
Reports Anytime/AnyplaceMichael J. Kavanagh,
Mohan Thite, and Richard D. Johnson - Human
Resource Information Systems: Basics, Applications,
and Future Directions, 2e © 2012 SAGE
Publications, Inc.
• 23 BENEFITS DATA OUTFLOWS
Internal Data FlowsPayroll And AccountingExternal Data
FlowsBenefits Providers, Outsourced Benefits
Administrators,Federal, State And Local Government
AgenciesLarge Cost Savings with Electronic
TransferAT&T - $15 millionMichael J. Kavanagh, Mohan
Thite, and Richard D. Johnson - Human Resource
Information Systems: Basics, Applications, and Future
Directions, 2e © 2012 SAGE Publications, Inc.
• 24 BENEFITS DECISION SUPPORT
Some Overlap With ReportsCan generate reports
which help benefits managers manage the complexity
of benefits administrationHelp Employees Determine
what level of coverage to sign up forBy Transferring
Responsibility To EmployeesReduced CostsReduced
Administration BurdenMichael J. Kavanagh, Mohan
Thite, and Richard D. Johnson - Human Resource
Information Systems: Basics, Applications, and Future
Directions, 2e © 2012 SAGE Publications, Inc