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Compensation Dimensions: Dr. G C Mohanta, Be, MSC (Engg), Mba, PHD (MGT)

This document discusses various dimensions of employee compensation, including: 1) Payment for work and performance such as basic pay and bonuses that are given for meeting job requirements and productivity standards. 2) Payment for non-working days such as paid leave that allows for a better lifestyle and work-life balance. 3) Continuation of income benefits that provide financial assistance if employment ends such as unemployment insurance or severance pay.

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Siva Venkata Ramana
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134 views

Compensation Dimensions: Dr. G C Mohanta, Be, MSC (Engg), Mba, PHD (MGT)

This document discusses various dimensions of employee compensation, including: 1) Payment for work and performance such as basic pay and bonuses that are given for meeting job requirements and productivity standards. 2) Payment for non-working days such as paid leave that allows for a better lifestyle and work-life balance. 3) Continuation of income benefits that provide financial assistance if employment ends such as unemployment insurance or severance pay.

Uploaded by

Siva Venkata Ramana
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Compensation Dimensions

Dr. G C Mohanta, BE, MSc(Engg), MBA, PhD(Mgt)


Professor
Al-Qurmoshi Institute of Business Management
Hyderabad
Compensation Dimensions
Payment for Work and
Performance
 Payment for work and performance includes the
disbursement of money within a short-term period (weekly,
monthly and bonus/annual awards)
 The total amount of payment given to the employee will
depend on the following:
- Needs for the specified job.
- Results that meet or exceed the standards of quantity,
quality or time.
- Innovations that lead to the increase in productivity,
loyalty, trustworthiness and a combination of some or all of
these features.
 The components that are usually included in the payment
for work and performance are basic pay, premium and
premium differences, short-term bonus, merit payment and
certain allowances.
Payment for Non-working Days
 The past few years have seen a reduction in working
hours.
 In addition, employees today enjoy more official non-
working days and longer paid leave.
 Components of payment for non-working days raise
labour costs.
 On the other hand, such payment allows for lifestyle
change and enhancement of the quality of life.
Loss of Job Income Continuation Benefit
 Job security has always been an important aspect of
employment.
 Employees need to be assured of their job and economic
security.
 Accidents, personal problems, work performances are some
of the reasons that will cause a temporary cessation of
employment or a permanent termination.
 The change in the current technological and economic
climate will limit, and at times eliminate, the need and
demand for certain products and services.
 This will lead to the reduction or disintegration of an
organisation.
 Various components, like unemployment insurance,
unemployment added-benefits and salary during the
severance period, have been generated to assist affected
employees who have neither been offered any alternative
position by the organisation, nor found other work.
Disability Income Continuation
Benefit
 When an employee suffers from a disability due to an
illness or accident, he is unable to execute his tasks
effectively.
 In addition to paying for daily living expenses, the
employee also has to pay for the hospital bills.
 Employee compensation, in the form of medical leave
and short-term and long-term disability plans, exists
to assist an employee who is incapable of working due
to poor health.
Deferred Income
 Most employees depend on programmes provided by their
employers to ensure a continuous income after retirement.
 There are two main reasons why such programmes exist.
 First, most people do not have enough savings upon
retirement to enable them to continue enjoying the
comfortable lifestyle they were accustomed to when they
were working.
 Therefore, programmes like the retirement allocation
planning programme, savings and thrifty plans, annuities
and additional income plans are drawn up by organisations
to provide employees an ongoing income after their
retirement.
 Secondly, the laws and tax regulations make the deferred
income plans more attractive to the employees.
Spouse/Family Income
Continuation Benefit
 Employees with families worry that they will not be
able to provide and care for and support their
dependants in the event of their death or disability.
 To this end, certain plans have been created to provide
the dependants with the financial means to go on if an
employee dies or is incapacitated due to temporary or
permanent disability.
Health, Accident and Liability
Protection
 Apart from income to sustain a comfortable lifestyle,
income for products and services to heal an illness or
disability is also of great concern to employees.
 Therefore, an organisation offers various insurance
plans to assist employees in paying for their medical
care and treatment.
Income Equivalent Payments
 Income equivalent payments are also known as
perquisites or perks.
 Some of these special benefits are exempted from tax,
and this is advantageous for employers and employees.
 Examples of special benefits are provision of credit
cards, allowance to attend official meetings, subsidised
food and childcare services.

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