A Presentation on Project Report

Date of Presentation: 02-07-2011

A STUDY ON COMPENSATION MANAGEMENT IN DIVISIONAL SUB TREASURY OFFICE

Presented by: C.V.S KIRANMAYEE
MBA IV SEM Reg. No: 09BF1E0056

Under the Guidance of Mr. K. MUNI BHASKAR
Asst. Professor

Introduction:
Compensation is payment in the form of hourly wages or annual salary combined with benefits such as insurance, vacation, stock options, etc. that can positively or negatively affect an employee's work performance. An ideal compensation management system will help you significantly boost the performance of your employees and create a more engaged workforce that s willing to go the extra mile for your organization. Such a system should be well-defined and uniform and should apply to all levels of the organization as a general system.. Plus you ll enjoy clearer visibility into individual employee performance when it comes time to make critical compensation planning decisions.

There are number of Treasury departments in our country according to the state wise as I was listed here some of the Treasury Departments in some of the states. .Industry profile: The compensation management plays a vital role in any government organization. These roles and responsibilities are done by the employees in those organizations particularly in the Treasury Departments.

Pensions and Salaries are issued through Banks.2 VISION: Divisional Sub-Treasury is committed to provide consistently long term planning and to continuously improve the services through a process of team work for the at most satisfaction of the Indian Citizens. .Company profile: DIVISIONAL SUB-TREASURY OFFICE is the public sector and Mandal Revenue Office of Andhra Pradesh State. 2. In initial stage it consists of 9 employees and when it is converted into divisions it consists of 10 employees as of 2003. It is the largest system in the India. 2.1 HISTORY: Divisional Sub-Treasury was established by British Government. India.

C Wages Over time allowance . 2. comfortable. Pay Bills.R. (010) (011) (012) (013) (014) (015) (016) (017) (018) (019) (020) (030) Salaries Pay other allowances DA Sumptuary allowances I.A Medical reimbursement Encashment of E. To provide employee satisfaction.4 OPERATIONS: STO operates different functions like Passing of Bills. Contigency. To attain a position of reputation and respect in the society. punctual and committed towards services.L L.3 CORPORATE PHILOSOPHY: To provide safe.T.2.R H. Foot Traveling Allowances (FTA) and Medical Reembracement. Travelling Allowances(TA). clean.

5 PRESENT SIZE: Number of ATO s in A.2.P Number of ATO s in District Number of PPOs(Pension Payment Orders) Number of Mandals Villages Number of Drawing Officers Number of Employees Number of Banks Number of Stamp Vendors 2.6 SERVICES: Challan Number Refunds Stamps Stamp Refunds : : : : : : : : : 85 4 2218 3 53 120 1889 10 4 .

TREASURY WORKS: Bill Form ‡Challan form APTC form 10 ‡Employee Advance bill form APTC form 40 ‡Salary bill form APTC form 47 ‡TA bill form APTC form 52 ‡Abstract contingent bill APTC form 57 ‡Fully vouched contingent bill form APTC form 58 ‡Refund of revenue APTC form 62 ‡Deposit repayment bill form APTC form 64 ‡Pension Bill form APTC form 75/76 ‡Grants in aid bill form APTC form 102 ‡Scholarships and stipends bill form APTC 103 ‡Loan Bill form APTC form 108 ‡Stamp discount bill form .

Compensation is essential and very difficult to give. Compensation system gives an idea how to allot the salary to particular employee in particular area. To know the employee benefits provided by this organization. To know about the relationship between the employees. To grab maximum Information about the role of Compensation management. For this we can take so many factors to consider each and every employee. . To know how the compensation given to individuals based on job analysis or performance appraisal or seniority.Need for the study: It is needed because it facilitates the various payroll systems in the organization.

.Scope of the study: ‡The Scope of study is confined to identify and analyze the Employee salaries in Divisional SubTreasury Office. ‡This project will be a major contribution to Divisional Sub-Treasury Office in pursuit of Employee Compensation System. ‡This may enable the corporation HR Department to handle the queries more effectively. ‡Among all these maintaining is a challenging task in an organization and concentration on employee payroll and their opportunities.

‡To adapt the organization culture.Objectives: ‡To know about the compensation system in that organization. Rewards etc. . ‡To know the salary structure. ‡To know how to distribute the compensation for different levels of employees. ‡To know the Incentive plans.

It are very difficult to convince. ‡To every employee the researcher explain the meaning of questions.Limitations: ‡Most of the employees are not give the answers to the questionnaires. ‡They thought that we are taking all the particulars and disclose to others. . ‡Some of the employees are not giving much importance to my project ‡They are not believe what all these. ‡Government employees are hesitating while I am asking questions.

which is very important in the collection of data. . PRIMARY DATA: Primary data is connected through administering the questionnaire by direct contact and also involved in personal discussions to obtain insights of the information. The data source. Collection of the data is of primary importance in the research process. is primary data and secondary data. SECONDARY DATA: Secondary data is collected through document provided by the External guide. Data which is collected for the purpose of research helps in proper analysis which is helpful to conduct research effectively.Research Methodology: Data is collected from primary and secondary sources.

The enquiry covered a sample of few employees selected in Divisional Sub-Treasury Office. of employees 120 Sample size 100 .METHODOLOGY: The present study is an empirical one and field method is used for collection of required data.No 1 No. the personal interview technique was employed to collect the relevant from the selected employees. SAMPLING UNIT: The sampling unit for the study consists of all cadres of employees in Divisional Sub-Treasury Office. SAMPLING SIZE: S.

. CONVENIENCE SAMPLING The type of sampling depends upon the convenience of the researcher.SAMPLING TECHNIQUE Sampling can be broadly classified into probability sampling and non probability sampling. But the study is conducted by non random convenient sampling techniques for the purpose of assuring the sampling size. RANDOM SAMPLING This type of sampling can be choosing on the basis of random. STATISTICAL TOOLS USE The design tool used to analyze the data is percentage method. QUANTITATIVE ANALYSIS The data is collected through questionnaire regarding the purpose of approval and positive and negative aspects of existing system were analyzed quantitatively and qualitatively and inferences were summarized.

What Is Analysis: After the data have been collected. Why is Interpretation: Interpretation is essential for the simple reason that the usefulness and utility of research finding lie in proper interpretation. . The analysis of data requires number of closely related operations.Data Analysis Definition: Analyzing the given data of the respondents. What Is Interpretation: Interpretation refers to the task of drawing inferences from the collected facts after an analytical and / or experimental study. the researcher turns to task of analyzing them.

1.5 0 Inference: From the above data.5 12.No 1 2 3 Opinion Yes No Can¶t Say No.5 Yes. Aware of payroll system Respondents Can't Say.of Respondents 105 15 0 Percentage 87. it is observed that out of 120 respondents. 105 respondents are aware of payroll system in the organization. 0 No .12. 87. Are you aware of payroll system in your organization? S.5 Yes No Can't Say .

of Respondents 27 30 32 31 Percentage 22 25 27 26 35 30 25 25 20 15 10 5 0 1 Year 2-5 Years 5-10 Years 10-20 Years 22 27 26 Employee associate with this organisation Respondents Employee associate with this organisation Percentage . How long you associate with this organization? S.NO 1 2 3 4 Years 1 year 2 ± 5 years 5 ± 10 years 10 ± 20 years No.2.

Inference: From the above data. it is observed that out of 120 respondents. . (22%) 27 respondents are associate with this organization has been 1 year. (25%) 30 respondents are associate with this organization has been 2 5 years. (27%) 32 respondents are associate with this organization has been 5 10 years and (26%) 31 respondents are associate with this organization has been 10 20 years.

115 . it is observed that out of 120 respondents.No 1 2 3 Opinion Yes No Can¶t Say No. Yes No Can't say Yes.of Respondents 115 5 0 Percentage 96 4 0 Salary determines the status of the Employee Respondents No. 0 Inference: From the above data. 5 Can't Say. (96%) 115 respondents says that salary determines the status of the employee inside the company.3. Is the amount of salary determines the status of the employee inside the company? S.

of Respondents 60 40 20 Percentage 50 33. Can't say.4. (50%) 60 respondents says that compensation strategy influence internal training and development programs.33 16. 20 Yes. 60 No.67 Inference: From the above data. it is observed that out of 120 respondents. Does the compensation strategy influence internal training and development programs? S. 40 Yes No Can't say .No 1 2 3 Opinion Yes No Can¶t Say No.

(100%) 120 respondents says that the organization pay for based on their seniority.5. it is observed that out of 120 respondents.No 1 2 Opinion Performance Seniority 140 120 100 80 60 40 20 0 No. What does the organization pay for? Does it pay for performance or seniority or some combination of the two? S.of Respondents 0 120 Percentage 0 100 Inference: From the above data. Performance Seniority Respondents percentage .

No 1 2 3 Opinion Important Not Important Don¶t Know 70 No. 60 50 50 40 Role of Performance Appraisal Respondents 25 25 30 Role of Performance Appraisal Percentage 20 10 0 Important Not Important Don't Know . (50%) 60 respondents says that role of performance appraisal in the organization is not important.6. What is the role of performance appraisal in the organization? S.of Respondents 30 60 30 Percentage 25 50 25 Inference: The above Chart shows that out of 120 respondents.

10 Can't say. Does the compensation philosophy and plan fit with the rest of the organization? S.33 66. Compensation Philosophy & plan fit with the rest of the Org Respondent Yes.of Respondents 10 80 30 Percentage 8.7. (66.No 1 2 3 Opinion Yes No Can¶t Say No.67 25 Inference: The above Chart shows that out of 120 respondents. 80 . 30 Yes No Can't say No.67%) 80 respondents says that the compensation philosophy and plan fit with the rest of the organization.

Bonus awards are usually made S.of Respondents 0 0 0 120 Percentage 0 0 0 100 Inference: The above Chart shows that (100%) 120 respondents says that Bonus awards are usually made annually.8. 120 100 100 80 Bonus Awards are usually made Respondents Bonus Awards are usually made Percentage 60 40 20 0 0 0 0 Monthly Quaterly Semi annually Annually .NO 1 2 3 4 Period Monthly Quarterly Semi annually Annually 140 No.

83 65 No. Other Benefits Beside your Salary Respondents Other Benefits Beside your Salary Percentage Medical Travel Phone Overtime . (65%) 78 respondents says that the employees are entitled with medical allowance benefit.67 0 25.67 10 0 0 25.NO 1 2 3 4 Benefits Medical Travel Phone Over time 90 80 70 60 50 40 30 20 9. Are you entitled to any other benefits besides your salary? S.9.of Respondents 78 11 0 31 Percentage 65 9.83 Inference: The above Chart shows that out of 120 respondents.

67 0 Inference: The above Chart shows 100 that out of 120 respondents.10. 20 18. (81.No 1 2 3 Period Half yearly Yearly Every 2 years 120 No. How often is the compensation policy reviewed? S.of Respondents 22 98 0 Percentage 18.33 81.33 81.67 Compensation Policy Reviewed Respondents Compensation Policy Reviewed Percentage 0 Half-yearly Yearly Every 2 years .67%) 98 80 respondents says that 60 the compensation policy 40 reviewed Yearly.

of Respondents 90 10 20 Percentage 75 8. Are you happy with the compensation amount? S.No 1 2 3 Opinion Yes No Can¶t Say No. Are you happy with compensation Management Respondents Can't Say.67 Inference: The above Chart shows that out of 120 respondents. 20 Yes No.11. (75%) 90 respondents says that the employees are happy with their compensation amount. 10 No Can't Say Yes. 90 .33 16.

Do you get timely and regular compensation? S. 37 Yes. Yes No.83 8. 10 Inference: The above Chart shows that out of 120 respondents. (60.33 Do you get Timely & Regular Compensation Respondents Can't Say.83%) 73 respondents says that the employees are getting timely and regular compensation. 73 No Can't Say .83 30.of Respondents 73 37 10 Percentage 60.No 1 2 3 Opinion Yes No Can¶t Say No.12.

83%) 67 respondents says that the organization is not having formal committee which reviews workers performance.67 55.of Respondents 32 67 21 Percentage 26. 21 Yes. 67 . Is there a formal workers performance? S. 32 Yes No Can't Say No.50 Inference: The above Chart shows that out of 120 respondents. (55.83 17.13. Formal committee which reviews work performance Respondents Can't Say.No 1 2 3 Opinion Yes No Can¶t Say committee which reviews No.

No 1 2 3 Opinion Yes No Don¶t Know 140 No.of Respondents 120 0 0 Percentage 100 0 0 Inference: The above Chart shows that (100%) 120 respondents says that the employees having workers union. Do you have a workers union? S. 120 100 80 Do you have workers union Respondents Do you have workers union Percentage 60 40 20 0 Yes No Don't Know .14.

. ‡In this treasury majority of the employees state that salary determines the status of the employees. ‡All the employees can take their salaries through ATMs and they can easily done their transactions. ‡The sitting arrangement of employees in the organization is not in a design manner ‡To call sub ordinates in the office there is no alarm. ‡Most of the employees are satisfied with their compensation. ‡Employees are updated in changes take place in the compensation.Findings: ‡Irrespective of their qualification they got the high designated jobs based on their seniority ‡Arrangement of bills is not in systematic way. ‡The designation and name plate are not placed on their tables. ‡50% of the employees say the role of performance appraisal is not important.

Suggestions: ‡Systematic arrangement of bills then it makes the work easily and quickly without any delay. ‡The sitting arrangement of employees in the organization should be in a design manner. . ‡Performance appraisal system importance should be known to all the employees. By this they will improve better. ‡Officer should keep an alarm to call the office subordinate by this they can easily call up without any time consuming. ‡The designation and name plate should be placed on their tables then it is very easy to recognize and meet them to the people.

SPSR Nellore District. Kavali. They provide increment annually and they increase the percentage based on their salaries. in Sub-Treasury Office. so.Conclusion: The Employees are satisfied with this compensation system. . so government should improve the compensation system regularly.90% of employees are satisfied and only 10% of the employees are dissatisfied with the compensation system. finally what I conclude is role of compensation system is very important without this no one can survive and cannot work properly in the organization.

B. 2008.google. 9th Edition.citeHR.com ‡www.D Singh.wikipedia.R kotari.scribd. ‡Compensation Management. 2nd Edition. WEBILOGRAPHY: ‡www. 2006. 2004. C. ‡Business Research Methodology.BIBILOGRAPHY: ‡Compensation and Reward system. Donald R Cooper.com ‡www. ‡Research Methodology.com . Excel. 2008.com ‡www. Pearson.

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