Compensation Chapter 1

CHAPTER 1
INTRODUCTION TO
COMPENSATION MANAGEMENT
DEJENE ADUGNA (PHD)

Introduction
 Compensation refers to all forms of pay going to employees
and arising from their employment.
 Is what employees receive in exchange for their contribution

to the organization
 Compensation is a reward Employees receive in exchange

for their performance.
……Definition Compensation
 Is total Monetary and nonmonetary rewards provided by

companies to attract, motivate, and retain employees.
 It shows standard of living, status in the society, motivation,

loyalty, and productivity depend upon the remuneration he or
she receives.
 Employee gets the compensation in two forms. They are

direct compensation and indirect compensation
 Direct compensation is given in the form
Forms of of salary, wages, bonus, etc.
compensation
 Indirect compensation is given in the
form of benefits such as health care,
educational, travel, etc.
Compensation mgmt. defined
 CM deals with the strategies, policies and processes required to

ensure that the contribution of people to the organization is
recognized by both ﬁnancial and non-ﬁnancial means.
 It is about the design, implementation and maintenance of
reward systems (reward processes, practices and procedures),
which aim to meet the needs of both the organization and its
stakeholders.
 The overall objective is to reward people fairly, equitably and
consistently in accordance with their value to the organization in
order to further the achievement of the organization’s strategic
goals.
Principles of compensation
 To be legal: It must get approval from the govt. or top

management in the organization
 To be adequate: compensation must be sufficient so that
needs of the employees are fulfilled substantially
 To be Motivational: compensation must increase the
level of motivation and job satisfaction of the employees.
 To be equitable: compensation policy should be declared
in such a way so that no discrimination can be observed.
Principles of compensation
 To provide security: Employeesmust have

guarantee of getting wages or compensation
regularly without any break.
 To be cost benefit effective: The organization must

make a balance between cost for giving
compensation and benefits to be accrued from the
employees.
Components of Compensation
A typical compensation of an employee comprises of

following components:
 Financial compensation
 Non financial compensation
Financial compensation
 Refers to financial benefits offered and provided to

employees in return of the service they provide to the
organization.
Includes:
 Basic pay
 Incentives
 Bonus
 Allowances
Financial compensation..
A)basic pay/salaries and wages

 Refer to the cash component of the wage structure
based on which other elements of compensation
may be structured.
 It is normally a fixed amount which is subject to
changes based on annual increments or subject to
periodical pay hikes
Financial compensation..
b)Dearness Allowance
 The payment of dearness allowance facilitates
employees and workers to face the price increase or
inflation of prices of goods and services consumed by
him.
 The onslaught of price increase has a major bearing on
the living conditions of the labor.
Financial compensation…
c)Incentives
 Incentives are paid in addition to wages and salaries and are also called
‘payments by results’.
 Incentives depend upon productivity, sales, profit, or cost reduction
efforts.
 There are: (a) Individual incentive schemes, and (b) Group incentive
 Individual incentives are applicable to specific employee performance.
 Group incentive are paid to the group when the given task demands
group efforts for completion
Financial compensation…
d)Bonus
The bonus can be paid in different ways.
 It can be fixed percentage on the basic wage paid
annually or in proportion to the profitability.
 There is also a bonus plan which compensates the
managers and employees based on the sales revenue or
profit margin achieved.
 Bonus plans can also be based on piece wages but
depends upon the productivity of labor.
Non financial compensation
 These benefits give psychological satisfaction to employees even

when financial benefit is not available.
Such benefits are:
(a) Recognition of merit through certificate, etc.
(b) Offering challenging job responsibilities,
(c) Promoting growth prospects,
(d) Comfortable working conditions,
(e) Competent supervision, and
(f) (Job sharing and flexi-time.
Forms of Compensation
 Direct compensations
 Indirect compensations
Components of Compensation:
 A typical compensation of an employee comprises of

following components:
 Financial compensation
 Non financial compensation
1)Financial compensation: Financial compensation refers to financial
benefits offered and provided to employees in return of the service they
provide to the organization.
a)Basic Wages/Salaries
Basic wages / salaries refer to the cash component of the wage structure based
on which other elements of compensation may be structured. It is normally a
fixed amount which is subject to changes based on annual increments or
subject to periodical pay hikes.
Objectives of Compensation Management
 1. Acquire qualified personnel:

 Compensation needs to be high enough to attract applicants.
 Pay levels must respond to supply and demand of workers in
the labour market since employees compete for wages.
 Premium wages are sometimes needed to attract applicants
who are already working for others.
 2. Retain present employees:
 Employees may quit when compensation levels are not competitive, resulting in higher
turnover.
 3. Ensure equity:
 Compensation management strives for internal and external equity.
 Internal equity requires that pay be related to the relative worth of jobs, so that similar jobs get
similar pay.
 External equity means paying workers what their counterparts in other firms in the labour
market are being paid.
 5. Control costs:
 A rational compensation system helps the organization obtain and retain workers at a
reasonable cost. Without effective compensation management, a worker could be over or
under-paid.
Types of Compensation
 They are direct and indirect.
 The direct and indirect compensation is also called as extrinsic and intrinsic or
tangible and intangible.
 Direct, extrinsic or tangible compensation can be both monetary and non-monetary
forms.
 With direct compensation, the employer exchanges monetary rewards for work done.
 Base pay and variable pay are the most common forms of direct compensation.
 Indirect, intrinsic or intangible compensation commonly consists of employee benefits.
Base Pay
 Base pay: The basic compensation that an employee receives, usually as a wage or
salary.
 Base pay may be hourly and salaried, which are identified according to the way pay is
distributed and the nature of the jobs.
Variable Pay
 Another type of direct pay is variable pay, which is

compensation linked directly to individual, team, or
organizational performance.
 The most common types of variable pay for most employees
take the form of bonuses and incentive program payments.
Benefits
 Many organizations provide numerous extrinsic rewards in an indirect manner.
 With indirect compensation, employees receive the tangible value of the rewards
without receiving the actual cash.
 A benefit is an indirect reward-health insurance, vacation pay, or retirement pensions
given to an employee.
Factors Influencing the Compensation Management
 Labour market:
 When there is a demand for some specific type of human
resource and during employment season, it is necessary that to
attract the people, the organization has to provide high end
package.
 International Labour Force:
 With the out sourcing concept and multinational companies being operating in the
countries, the organization has to keep a balance between the in house and international
labour force.
 Economic condition:
 The economic condition is understood by considering the degree or level of
competitiveness in the industry which affects the organization’s ability to pay high
wages.
 Government:
 The Government directly affects the compensation system of an organization through
wage controls, hourly wage rate, and minimum wage rate etc.
 Labour Union:
 Labour union influence the compensation system. Generally unionized workforce gets
better pay than non-unionized group.
THE END

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CHAPTER 1

DEJENE ADUGNA (PHD)

 Is what employees receive in exchange for their contribution

 Compensation is a reward Employees receive in exchange

 Is total Monetary and nonmonetary rewards provided by

 It shows standard of living, status in the society, motivation,

 Employee gets the compensation in two forms. They are

 CM deals with the strategies, policies and processes required to

 To be legal: It must get approval from the govt. or top

 To provide security: Employeesmust have

 To be cost benefit effective: The organization must

A typical compensation of an employee comprises of

 Refers to financial benefits offered and provided to

A)basic pay/salaries and wages

 These benefits give psychological satisfaction to employees even

 A typical compensation of an employee comprises of

 1. Acquire qualified personnel:

 Another type of direct pay is variable pay, which is

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