MODULE 4

 Performance Appraisal
 Compensation
 Job Evaluation

Presented By,
31. Kaveri K
32. Kavita S
33. Kavyashree
34. Kenchappa N
35. L. Girija
36. M. A Keerthi
37. M. Ranjith Kumar
38. Malashree
39. Mallikarjun
40. Manjula
PERFORMANCE
APPRAISAL

Evaluation of employee's job

performance against set criteria to
determine strengths, weaknesses,
and areas for improvement.
PROCESS OF
PERFORMANCE
APPRAISAL

 Establish Performance Standards

 Communicate Performance Expectations to Employee
 Measure Actual Performance
 Compare Actual Performance with Standards
 Discuss the Appraisal with the Employee
 Initiate Corrective Action

PRESENTATION TITLE 3
ESSENTIAL CHARACTERISTICS OF
AN EFFECTIVE APPRAISAL SYSTEM

Less Time Consuming

Post Appraisal Interview
Match your Needs
Continuous Feedback
Reliability and Validity
COMPENSATION

Payment for work or services

rendered.
COMPENSATION PLANNING

1. Job Analysis

2. Job Evaluation

3. Market Research

4. Salary Structures

5. Performance Management

6. Communication and Implementation
 OBJECTIVES OF
COMPENSATION PLANNING

1. Attract and Retain Talent

2. Motivate and Reward Performance
3. Ensure Fair and Competitive Compensation
4. Enhance Employee Satisfaction and Engagement
5. Support Organizational Goals and Objectives
6. Facilitate Employee Development and Retention

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JOB EVALUATION

• Job evaluation determines job worth.

• Assess job factors like skills, responsibilities.

• Establish internal job hierarchy.

• Ensure fair and equitable pay.

• Classify and compensate jobs appropriately.

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COMPENSATION PAY STRUCTURE IN INDIA

1. Basic Salary
2. Dearness Allowance (DA)
3. House Rent Allowance (HRA)
4. Conveyance Allowance
5. Performance-Based Pay
6. Provident Fund (PF)
7. Employee State Insurance (ESI)
8. Gratuity
9. Stock Options (in specific industries)
 WAGE & SALARY ADMINISTRATION

Wages and salaries are the remuneration paid or payable to employees for work performed
on behalf of an employer or services provided.

Objectives of wages and salary administration

1) To established a fair and equitable remuneration
2) To attract competitive competent personnel
3) To retain the present employees to improve productivity to control casts to improve
union management relationship to improve public image of the company
 FACTOR AFFECTING WAGES

Demand for
Ability to Cost of
and supply of Productivity Regulation
pay living
labor

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METHODS OF WASTE PAYMENT

Time with system

Peace veg system

Balance or debt method

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THE PROCESS OF WAGE DETERMINATION

 Job analysis
 Job evaluation
 Wage survey
 Developing wages structure
 Wage administration
 Employee appraisal
STATE REGULATION OF
WAGES

The minimum wages Act, 1948

The payment of wages act,1936
The equal remuneration act,1972

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FACTORS INFLUENCING COMPENSATION LEVELS

Education and Industry and

Job Market
Qualifications Sector

Experience and Geographic Job

Seniority Location Responsibilities

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 EXECUTIVE COMPENSATION

1. Top level executives receive financial

2. Compensation includes salary, bonuses, incentives.
3. Stock options and RSUs granted
4. Say- on-pay allows shareholder voting.
5. Controversies over high executive pay.
6. Regulations monitor executive compensation practices.