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Transcript of SIH ppt
COMPENSATION & REWARD STRATEGY
By:-
Deepak Angrish
Dheeraj
Kokil
Manisha
Rahul Tejyan
Prabhat Tomar
COMPENSATION AND REWARDS- NEW DEVELOPMENTS
Competency-based Pay and Rewards Progammes
•Steps in designing Competency-based Pay system:-
1. Identify competencies and distinguish between proficiency levels
2. Assess the competency level of job-holders
3. Create pay bands
4. Develop a pay delivery system
Team-based Pay and Rewards
Advantages
Disadvantages
Trends in Top-Level Executive Compensation
Components of Executive Compensation:-
Salary Short-term incentives Long-term incentives Benefits Perquisites
EXECUTIVE COMPENSATION PACKAGE
MEANING OF EXECUTIVE COMPENSATION
Executive compensation is how top executives of business corporations are paid.
The purpose of compensation of an executive is for an individual who is in a management position at highest levels.
This category includes presidents vice presidents managing directors and general managers.
FEATURES OF EXECUTIVE COMPENSATION
Managerial compensation cannot be compared to the wage and salary schemes meant for in other employees in organizations.
Secrecy is maintained in respect of executive compensation.
Executive pay is not supposed to be based individual performance rather on organizational performance
MEANS OF COMPENSATION
There are four basic tools executive compensation packages in organization. These are:
Base salary. Allowances. Incentives. Perquisites.
COMPENSABLE FACTORS
The US compensation institutes Phoenix plan uses compensable factors:
Job related experience. Training time required. Frequency of review of work. Utilization of independent choice. Frequency of reference to guidelines. Frequency of work transferred through supervisor Analytical complexity. Time spent in processing information.
INDIAN PRACTICES
Executive compensation in India is built around three important factors.
Job complexity. Employers ability to pay. Executive human capital.
PRIVATE SECTOR vs. PUBLIC SECTOR
The salary of top executives of public sector are miserable compared to private sector .
EXAMPLES: S B I of India chief is paid 10%of HDFC
Bank Managing Director BHEL’S chief is getting about 10 to 12
lakhs per annum as against ABB ‘S MD getting nearly 40 to 50 lakhs
Compensation System Components
Base salary Conveyance Special allowances Gratuity Hra(house rent allowances) Travelling allowances Provident fund Medical claim Bank facility Bonus Providing cars Stocks and share
EXECUTIVE COMPENSATION GIVEN IN DIFFERENT COMPANIES
EXECUTIVE COMPENSATION OF ORACLE
SALARY INCLUDES
Basic salary Conveyance Special allowances Gratuity Provident fund H R A( House Rent Allowances) Traveling Allowances Medical claim Bank facility
IBM EXECUTIVE COMPENSATION PACKAGE
Two main components of executive compensation package Base salary and Cash Incentive/ Bonus Long-term Incentive Compensation
Two main elements drive compensation package Competitive marketplace Complexity of leading IBM
Executive Compensation at Disney: Base Salary Performance base annual bonus
Net Income, ROE, ROA, EPS Stock or cash awards
Stock options Initial employment, promotion, renewal or fully
vested.
Business Strategy and Compensation
Dimensions of Compensation1. Bases for Determining Pay Levels Job or Skill Performance or Seniority Individual performance or Group performance Short-term vs. Long-term orientation Risk Aversion or Risk Taking Compensation Level or Market Internal Equity or External Equity Hierarchy or Egalitarianism Fixed Pay or Incentives Quantitative or Qualitative Measures of Performance
Contd.
2. Design of Compensation System Bonuses or Deferred compensation Intrinsic Rewards or Extrinsic Rewards
3. Administrative Framework Centralized pay administration vs. Decentralized Open pay or Secret pay Participation or Non-participation of employees in
Pay Decisions Bureaucratic pay or Flexible pay policies
Strategic Compensation Patterns
Basics for Pay Design to Pay Administrative
Framework
Basics for Pay Design to pay Administrative
Framework
Mechanistic Compensation Strategies
Organic Compensation Strategies
Business strategy and Compensation Strategy Linkage
Defender strategy
Prospector strategy
Analyzer strategy
Mechanistic strategy
Organic strategy
Mixed compensation strategy
Business Strategy Compensation Strategy
Compensation Strategies of High-technology Firms
Individual based compensation Risk sharing Market driven pay Higher discretion Aggregate incentives Time orientation
Reward System Components of Rapidly-growing Firms
Base pay/Salary
Benefits
Short-term pay incentives
Long-term pay incentives
Organizational Life Cycles and Compensation Strategy
At Start-up stage
At Growth stage
At Mature stage
At Decline stage
Total Compensation and Rewards Strategy
Components of total compensation and rewards strategy:-
a) Audit of current programmes
b) Internal business factors
c) External environmental and market factors
THANK YOU……!!