Principles of Compensation

PRINCIPLES OF COMPENSATION
There should be definite plan to ensure that differences in pay for jobs
are based upon variations in job requirements , such as skill effort ,
responsibility or job or working conditions, and mental and physical
requirements.
The general level of wages and salary should be reasonably in line
with that prevailing in the labour market.
Equal pay for equal work, i.e., if two jobs have equal difficulty
requirements, the pay should be the same, regardless of who fills
them.
An equitable practice should be adopted for the recognition of the
individual differences in ability and contribution.
There should be clearly established procedure for hearing and
adjusting wage complaints.
The employees and the trade union ,,should be informed about the
procedure used to establish wage rates.
The wage rate should be sufficient to ensure for the workers and his
family reasonable standard of living
The wage and salary structure should be flexible.
Prompt and correct payments of the dues of the employees must be
ensured and arrears of payment should not accumulate.
For revision of wages , wage committee should always be preferred to
the individual Judgment
The wage and salary payments must fulfill a wide variety of human
needs , including the need for self actualization .
Internal Factors of Compensation Management:
The internal factors exist within the organization and influences the
pay structure of the company. These are as follows:
1. Ability to Pay: The prosperous or big companies can pay higher
compensation as compared to the competing firms whereas the
smaller companies can afford to maintain their pay scale up to the
level of competing firm or sometimes even below the industry
standards.
2. Business Strategy: The organizations strategy also influences the
employee compensation. In case the company wants the skilled
workers, so as to outshine the competitor, will offer more pay as
compared to the others. Whereas, if the company wants to go smooth
and is managing with the available workers, will give relatively less
pay or equivalent to what others are paying.
3. Job Evaluation and Performance Appraisal: The job evaluation
helps to have a satisfactory differential pays for the different jobs. The
performance Appraisal helps an employee to earn extra on the basis of
his performance.
4. Employee: The employee or a worker himself influences the
compensation in one of the following ways.
Performance: The better performance fetches more pay to the
employee, and thus with the increased compensation, they get
motivated and perform their job more efficiently.
Experience: As the employee devote his years in the organization,
expects to get an increased pay for his experience.
Potential: The potential is worthless if it gets unnoticed. Therefore,
companies do pay extra to the employees having better potential as
compared to others.
External Factors of Compensation Management:

The factors that exist out of the organization but do affect the
employee compensation in one or the other way. These factors are as
follows:
1. Labor Market: The demand for and supply of labor also influences
the employee compensation. The low wage is given, in case, the
demand is less than the supply of labor. On the other hand, high pay is
fixed, in case, the demand is more than the supply of labor.
2. Going Rate: The compensation is decided on the basis of the rate that
is prevailing in the industry, i.e. the amount the other firms are paying
for the same kind of work.
3. Productivity: The compensation increases with the increase in the
production. Thus, to earn more, the workers need to work on their
efficiencies, that can be improved by way of factors which are beyond
their control.The introduction of new technology, new methods, better
management techniques are some of the factors that may result in the
better employee performance, thereby resulting in the enhanced
productivity.
4. Cost of Living: The cost of living index also influences the employee
compensation, in a way, that with the increase or fall in the general
price level and the consumer price index, the wage or salary is to be
varied accordingly.
5. Labor Unions: The powerful labor unions influence the
compensation plan of the company. The labor unions are generally
formed in the case, where the demand is more, and the labor supply is
less or are involved in the dangerous work and, therefore, demands
more money for endangering their lives.
6. Government: To protect the working class from the exploitations of
powerful employers, the government has enacted several laws. Laws
on minimum wages, hours of work, equal pay for equal work,
payment of dearness and other allowances, payment of bonus, etc.

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PRINCIPLES OF COMPENSATION

External Factors of Compensation Management:

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