OLPSHR04 – COMPENSATION AND ADMINISTRATION

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CHAPTER 1 - INTRODUCTION TO COMPENSATION

Objectives:
a.) Define compensation;
b.) Understand the concept of compensation;
c.) List components of compensation;
d.) Know the process of determination of compensation;
e.) To identify factors considered in deciding the compensation; and
f.) To evaluation the compensation

PRE-TEST 1

Directions: Write TRUE if the statement is correct and FALSE if incorrect.

1. Compensation of employees for their services is important responsibility of human
resource management. Every organization must offer good wages and fringe benefits to
attract and retain talented employees with the organization. TRUE
2. Monetary payments are not direct form of compensating the employees and have a great
impact in motivating employees. FALSE
3. Wages represent hourly rates of pay, and salary refers to the monthly rate of pay,
irrespective of the number of hours put in by the employee TRUE
4. Wages and salaries are not subject to the annual increments. They differ from employee
to employee, and depend upon the nature of job, seniority, and merit. FALSE
5. The increasing prices reduce the compensation to nothing and the money’s worth is
coming down based on the level of inflation. TRUE
6. The payment of dearness allowance, which may be a fixed percentage on the basic
wage, enables the employees to face the increasing prices. TRUE
7. Incentives depend upon productivity, sales, profit, or cost reduction efforts. TRUE
8. 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 labour. TRUE
9. The payment of commission as a component of commission is practiced heavily on
target based sales. TRUE
10. Depending upon the targets achieved, companies may not pay a commission on a
monthly or periodical basis. FALSE
11. The fairness of compensation is not totally based on the productivity and not by other
qualitative factors. FALSE
12. The purpose of fringe benefits is to retain efficient and capable people in the organization
over a long period. They foster loyalty and acts as a security base for the employees.
TRUE
13. The theory behind profit-sharing is that management feels its workers will fulfill their
responsibilities more diligently if they realize that their efforts may result in higher profits,
which will be returned to the workers through profit-sharing. TRUE
14. It needs to be remembered that the HRA or the House Rental Allowance is determined
by a mix of factors that includes the location of the employee and governmental policies
along
with the grade of the employee. TRUE

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15. The components of compensation that have been discussed above are the base
requirements for any HR Manager who is in charge of fixing the compensation for
potential employees. Hence, all HR professionals and managers must take this following
aspect into account when they determine the compensation to be paid to employees.
TRUE
16. The primary result of the operation of the law of supply and demand is the creation of the
going wage rate. It is not practicable to draw demand and supply curves for each job in
an organization even though, theoretically, a separate curve exists for each job. TRUE
17. It is an essential ingredient of long-term labour contract unless provision is made to
reopen the wage clause periodically. TRUE
18. Ability to pay is an important factor affecting wages, not only for the individual firm but
also for the entire industry. TRUE
19. High wages and low costs are possible only when productivity increases appreciably.
20. The higher education standards and higher skills required for the jobs have made the
organizations provide competitive compensations to their employees. TRUE

A. INTRODUCTION
 Compensation is defined as the total amount of the monetary and non-monetary pay
provided to an employee by an employer in return for work performed as required.
Essentially, it's a combination of the value of your pay, vacation, bonuses, health
insurance, and any other perk you may receive, such as free lunches, free events, and
parking. These components are encompassed when you define compensation
 Companies base compensation on numerous factors. Some companies pay more
attention to the following factors than others do but almost all companies use some
form of analysis to set compensation. They want to fairly compensate employees to
encourage positive morale, high motivation, and low turnover.

B. DEFINITION
 Gary Dessler in his book Human Resource Management defines compensation in these
words “Employee compensation refers to all forms of pay going to employees and
arising from their employment.” The phrase ‘all forms of pay’ in the definition does not
include non-financial benefits, but all the direct and indirect financial compensations.
 According to Thomas J. Bergmann(1988) compensation consists of four distinct
components: Compensation = Wage or Salary + Employee benefits +Non-recurring
financial rewards+ Non-pecuniary rewards.
C. THE CONCEPT OF COMPENSATION
 Compensation refers to a wide range of financial and non-financial rewards to
employees for their services rendered to the organization. It is paid in the form of
wages, salaries and employee benefits such as paid vacations, insurance maternity
leave, free travel facility, retirement benefits etc., Monetary payments are a direct form
of compensating the employees and have a great impact in motivating employees.
D. COMPONENTS OF COMPENSATION
 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. Wages represent hourly rates of pay, and salary refers
to the monthly rate of pay, irrespective of the number of hours put in by the employee.
Wages and salaries are subject to the annual increments. They differ from employee to
employee, and depend upon the nature of job, seniority, and merit.

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 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 labour. The increasing prices reduce the compensation to nothing and the money’s
worth is coming down based on the level of inflation. The payment of dearness
allowance, which may be a fixed percentage on the basic wage, enables the employees
to face the increasing prices. 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 programmes. Individual incentives are applicable to specific
employee performance. Where a given task demands group efforts for completion,
incentives are paid to the group as a whole. The amount is later divided among group
members on an equitable basis.
 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. The Government also prescribes
a minimum statutory bonus for all employees and workers. 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 labour.
 Non-Monetary Benefits - 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.
 Commissions - Commission to managers and employees may be based on the sales
revenue or profits of the company. It is always a fixed percentage on the target
achieved. For taxation purposes, commission is again a taxable component of
compensation. The payment of commission as a component of commission is practiced
heavily on target based sales. Depending upon the targets achieved, companies may
pay a commission on a monthly or periodical basis.
 Mixed Plans - Companies may also pay employees and others a combination of pay as
well as commissions. This plan is called combination or mixed plan. Apart from the
salaries paid, the employees may be eligible for a fixed percentage of commission upon
achievement of fixed target of sales or profits or Performance objectives. Nowadays,
most of the corporate sector is following this practice. This is also termed as variable
component of compensation.
 Piece Rate Wages - Piece rate wages are prevalent in the manufacturing wages. The
laborers are paid wages for each of the Quantity produced by them. The gross earnings
of the labour would be equivalent to number of goods produced by them. Piece rate
wages improves productivity and is an absolute measurement of productivity to wage
structure. The fairness of compensation is totally based on the productivity and not by
other qualitative factors.
 Fringe Benefits - Fringe benefits may be defined as wide range of benefits and
services that employees receive as an integral part of their total compensation package.
They are based on critical job factors and performance. Fringe benefits constitute
indirect compensation as they are usually extended as a condition of employment and
not directly related to performance of concerned employee. Fringe benefits are
supplements to regular wages received by the workers at a cost of employers. They
include benefits such as paid vacation, pension, health and insurance plans, etc. Such
benefits are computable in terms of money and the amount of benefit is generally not

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predetermined. The purpose of fringe benefits is to retain efficient and capable people
in the organization over a long period. They foster loyalty and acts as a security base
for the employees.
 Profit Sharing - Profit-sharing is regarded as a stepping stone to industrial democracy.
Profit-sharing is an agreement by which employees receive a share, fixed in advance of
the profits. Profit sharing usually involves the determination of an organization’s profit at
the end of the fiscal year and the distribution of a percentage of the profits to the
workers qualified to share in the earnings. The percentage to be shared by the workers
is often predetermined at the beginning of the work period and is often communicated
to the workers so that they have some knowledge of their potential gains. To enable the
workers to participate in profit sharing, they are required to work for certain number of
years and develop some seniority. The theory behind profit-sharing is that management
feels its workers will fulfill their responsibilities more diligently if they realize that their
efforts may result in higher profits, which will be returned to the workers through profit-
sharing.
E. TYPES OFCOMPENSATION / BASE AND SUPPLEMENTARY COMPENSATION
 Total compensation returns are more transactional. They include pay received directly
as cash (like base, merit, incentives, cost of living adjustments) and indirectly as
benefits (like pensions, medical insurance, programs to help balance work and life
demands, brightly coloured uniforms). Programme to pay to people can be designed in
a wide variety of ways, and a single employer typically uses more than one.
 Direct /Base Compensation - Direct compensation refers to monetary benefits offered
and provided to employees in return of the services they provide to the organization.
The monetary benefits include basic salary, house rent allowance, conveyance, leave
travel allowance, medical reimbursements, special allowances, bonus, Pf/Gratuity, etc.
They are given at a regular interval at a definite time.
 Basic Salary - Salary is the amount received by the employee in lieu of the work done
by him/her for a certain period say a day, a week, a month, etc. It is the money an
employee receives from his/her employer by rendering his/her services
 House Rent Allowance - Organizations either provide accommodations to its
employees who are from different state or country or they provide house rent
allowances to its employees. This is done to provide them social security and motivate
them to work.
 Conveyance - Organizations provide for cab facilities tto their employees. Few
organizations also provide vehicles and petrol allowances to their employees to
motivate them
 Leave Travel Allowance - These allowances are provided to retain the best talent in
the organization. The employees are given allowances to visit any place they wish with
their families. The allowances are scaled as per the position of employee in the
organization.
 Medical Reimbursement - Organizations also look after the health conditions of their
employees. The employees are provided with medi-claims for them and their family
members. These medi-claims include health-insurances and treatment bills
reimbursements.
 Bonus - Bonus is paid to the employees during festive seasons to motivate them and
provide them the social security. The bonus amount usually amounts to one month’s
salary of the employee.
 Special Allowance - Special allowance such as overtime, mobile allowances, meals,
commissions, travel expenses, reduced interest loans; insurance, club memberships,

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etc are provided to employees to provide them social security and motivate them which
improve the organizational productivity
 Direct Compensation
 Indirect /Supplementary Compensation - Indirect compensation refers to non-
monetary benefits offered and provided to employees in lieu of the services provided by
them to the organization. They include Leave Policy, Overtime Policy, Car policy,
Hospitalization, Insurance, Leave travel Assistance Limits, Retirement Benefits, Holiday
Homes.
 Leave Policy - It is the right of employee to get adequate number of leave while working
with the organization. The organizations provide for paid leaves such as, casual leaves,
medical leaves (sick leave), and maternity leaves, statutory pay, etc.
 Overtime Policy - Employees should be provided with the adequate allowances and
facilities during their overtime, if they happened to do so, such as transport facilities,
overtime pay, etc.
 Hospitalization - The employees should be provided allowances to get their regular
check-ups, say at an interval of one year. Even their dependents should be eligible for
the medi-claims that provide them emotional and social security.
 Indirect Compensation
 Insurance - Organizations also provide for accidental insurance and life insurance for
employees. This gives them the emotional security and they feel themselves valued in
the organization.
 Leave Travel - The employees are provided with leaves and travel allowances to go for
holiday with their families. Some organizations arrange for a tour for the employees of
the organization. This is usually done to make the employees stress free.
 Retirement Benefits - Organizations provide for pension plans and other benefits for
their employees which benefits them after they retire from the organization at the
prescribed age.
 Holiday Homes - Organizations provide for holiday homes and guest house for their
employees at different locations. These holiday homes are usually located in hill station
and other most wanted holiday spots. The organizations make sure that the employees
do not face any kind of difficulties during their stay in the guest house.
 Flexible Timings - Organizations provide for flexible timings to the employees who
cannot come to work during normal shifts due to their personal problems and valid
reasons.
F. FACTORS CONSIDERED IN DECIDING THE COMPENSATION
 Employers decide on what is the right compensation after taking into account the
following points. The Job Description of the employee that specifies how much should
be paid and the parts of the compensation package. The Job Description is further
made up of responsibilities, functions, duties, location of the job and the other factors
like environment etc. These elements of the job description are taken individually to
arrive at the basic compensation along with the other components like benefits, variable
pay and bonus. It needs to be remembered that the HRA or the House Rental
Allowance is determined by a mix of factors that includes the location of the employee
and governmental policies along with the grade of the employee. Hence, it is common
to find a minimum level of HRA that is common to all the employees and which
increases in proportion to the factors mentioned above.
 External Factors
 Demand and Supply of Labour - Wage is a price or compensation for the services
rendered by a worker. The firm requires these services, and it must pay a price that will
bring forth the supply which is controlled by the individual worker or by a group of

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workers acting together through their unions. The primary result of the operation of the
law of supply and demand is the creation of the going wage rate. It is not practicable to
draw demand and supply curves for each job in an organization even though,
theoretically, a separate curve exists for each job.
 Cost of Living - Another important factor affecting the wage is the cost of living
adjustments of wages. This tends to vary money wage depending upon the variations in
the cost of living index following rise or fall in the general price level and consumer price
index. It is an essential ingredient of long-term labour contract unless provision is made
to reopen the wage clause periodically.
 Labour Union - Organized labor is able to ensure better wages than the unorganized
one. Higher wages may have to be paid by the firm to its workers under the pressure or
trade union. If the trade union fails in their attempt to raise the wage and other
allowances through collective bargaining, they resort to strike and other methods
hereby the supply of labour is restricted. This exerts a kind of influence on the employer
to concede at least partially the demands of the labour unions.
 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., have been enacted and enforced to bring about a measure of fairness in
compensating the working class. Thus, the laws enacted and the labour policies framed
by the government have an important influence on wages and salaries paid by the
employers. Wages and salaries can’t be fixed below the level prescribed by the
government.
 Prevailing Wage Rates - Wages in a firm are influenced by the general wage level or
the wages paid for similar occupations in the industry, region and the economy as a
whole. External alignment of wages is essential because if wages paid by a firm are
lower than those paid by other firms, the firm will not be able to attract and retain
efficient employees. For instance, there is a wide difference between the pay packages
offered by multinational and Indian companies. It is because of this difference that the
multinational corporations are able to attract the most talented workforce.
 Internal Factors
 Ability to Pay - Employer’s ability to pay is an important factor affecting wages not only
for the individual firm, but also for the entire industry. This depends upon the financial
position and profitability of the firm. However, the fundamental determinants of the
wage rate for the individual firm emanate from supply and demand of labour. If the firm
is marginal and cannot afford to pay competitive rates, its employees will generally
leave it for better paying jobs in other organizations. But, this adjustment is neither
immediate nor perfect because of problems of labour immobility and lack of perfect
knowledge of alternatives. If the firm is highly successful, there is little need to pay more
than the competitive rates to obtain personnel. Ability to pay is an important factor
affecting wages, not only for the individual firm but also for the entire industry.
 Top Management Philosophy - Wage rates to be paid to the employees are also
affected by the top management’s philosophy, values and attitudes. As wage and salary
payments constitute a major portion of costs and /or apportionment of profits to the
employees, top management may like to keep it to the minimum. On the other hand, top
management may like to pay higher pay to attract top talent.
 Productivity of Workers - To achieve the best results from the workers and to
motivate him to increase his efficiency, wages have to be productivity based. There has
been a trend towards gearing wage increase to productivity increases. Productivity is

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the key factor in the operation of a company. High wages and low costs are possible
only when productivity increases appreciably.
 Job Requirements - Job requirements indicating measures of job difficulty provide a
basis for determining the relative value of one job against another in an enterprise.
Explicitly, job may be graded in terms of a relative degree of skill, effort and
responsibility needed and the adversity of working conditions.

G. EMPLOYEES RELATED FACTORS

 Several employees related factors interact to determine his remuneration. These include i)
Performance: productivity is always rewarded with a pay increase. Rewarding
performance motivates the employees to do better in future. ii) Seniority: Unions view
seniority as the most objective criteria for pay increases whereas management prefer
performance to effect pay increases. iii) Experience: Makes an employee gain valuable
insights and is generally rewarded iv) Potential: organizations do pay some employees
based on their potential. Young managers are paid more because of their potential to
perform even if they are short
of experience.
H. ORGANIZATIONAL POLITICS
 Compensation surveys, job analysis, job evaluation and employee performance are all
involved in wage and salary decisions. Political considerations may enter into the equation
in the following ways: i) Determination of firms included in the compensation survey:
managers could make their firm appear to be a wage leader by including in the survey
those organizations that are pay followers. ii) Choice of compensable factors for the job
evaluation plan: Again, the job value determined by this process could be manipulated iii)
Emphasis placed on either internal or external equity and iv) Results of employee
performance appraisal may be intentionally disported by the supervisor
I. EVALUATION OF COMPENSATION
 Today’s compensation systems have come from a long way. With the changing
organizational structures workers’ need and compensation systems have also been
changing. From the bureaucratic organizations to the participative organizations,
employees have started asking for their rights and appropriate compensations. The higher
education standards and higher skills required for the jobs have made the organizations
provide competitive compensations to their employees. Compensation strategy is derived
from the business strategy. The business goals and objectives are aligned with the HR
strategies. Then the compensation committee or the concerned authority formulates the
compensation strategy. It depends on both internal and external factors as well as the life
cycle of an
organization

ACTIVITY 1

Directions: Read and answer the following statement

1. Why salary is important for each of the employee?
2. What benefits should the employee receives from the employer?

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QUIZ 1

Directions: Identify the following statement and write your answer in the blank.
1. __________ in his book Human Resource Management defines compensation in these
words “Employee compensation refers to all forms of pay going to employees and arising
from their employment.” GARY DESSLER
2. According to __________ compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+
Non-pecuniary rewards. THOMAS J BERGMANN
3. __________ refers to a wide range of financial and non financial rewards to employees
for their services rendered to the organization. COMPENSATION
4. __________ refer to the cash component of the wage structure based on which other
elements of compensation may be structured. BASIC WAGES/SALARIES
5. __________ are paid in addition to wages and salaries and are also called ‘payments by
results’. INCENTIVES
6. The __________ can be paid in different ways. It can be fixed percentage on the basic
wage paid annually or in proportion to the profitability. BONUS
7. __________ wages are prevalent in the manufacturing wages. The laborers are paid
wages for each of the Quantity produced by them. PIECE RATE
8. __________ may be defined as wide range of benefits and services that employees
receive as an integral part of their total compensation package FRINGE BENEFITS
9. __________ is regarded as a stepping stone to industrial democracy. Profit-sharing is an
agreement by which employees receive a share, fixed in advance of the profits. PROFIT-
SHARING
10. __________ refers to monetary benefits offered and provided to employees in return of
the services they provide to the organization. DIRECT COMPENSATION
11. __________ is the amount received by the employee in lieu of the work done by him/her
for a certain period say a day, a week, a month, etc. SALARY
12. __________ is a price or compensation for the services rendered by a worker. WAGE
13. __________ organizations do pay some employees based on their potential. Young
managers are paid more because of their potential to perform even if they are short of
experience. POTENTIAL
14. Experience: Makes an employee gain valuable insights and is generally rewarded.
EXPERIENCE
15. __________ Unions view seniority as the most objective criteria for pay increases
whereas management prefer performance to effect pay increases. SENIORITY
16. __________ productivity is always rewarded with a pay increase. Rewarding
performance motivates the employees to do better in future. PERFORMANCE
17. Employer’s __________ is an important factor affecting wages not only for the individual
firm, but also for the entire industry. ABILITY TO PAY
18. __________ is able to ensure better wages than the unorganized one. Higher wages
may have to be paid by the firm to its workers under the pressure or trade union.
ORGANIZED LABOR
19. Another important factor affecting the wage is the __________ adjustments of wages.
This tends to vary money wage depending upon the variations in the cost of living index
following rise or fall in the general price level and consumer price index. COST OF
LIVING

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20. The employees are provided with leaves and __________ to go for holiday with their
families. Some organizations arrange for a tour for the employees of the organization.
This is usually done to make the employees stress free. LEAVES AND TRAVEL
ALLOWANCE

POST TEST 1

Directions: Write TRUE if the statement is correct and FALSE if incorrect.

1. The higher education standards and higher skills required for the jobs have made the
organizations provide competitive compensations to their employees. TRUE
2. Depending upon the targets achieved, companies may not pay a commission on a
monthly or periodical basis. FALSE
3. High wages and low costs are possible only when productivity increases appreciably.
4. The payment of commission as a component of commission is practiced heavily on
target based sales. TRUE
5. Ability to pay is an important factor affecting wages, not only for the individual firm but
also for the entire industry. TRUE
6. 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 labour. TRUE
7. It is an essential ingredient of long-term labour contract unless provision is made to
reopen the wage clause periodically. TRUE
8. Incentives depend upon productivity, sales, profit, or cost reduction efforts. TRUE
9. The primary result of the operation of the law of supply and demand is the creation of the
going wage rate. It is not practicable to draw demand and supply curves for each job in
an organization even though, theoretically, a separate curve exists for each job. TRUE
10. The payment of dearness allowance, which may be a fixed percentage on the basic
wage, enables the employees to face the increasing prices. TRUE
11. The components of compensation that have been discussed above are the base
requirements for any HR Manager who is in charge of fixing the compensation for
potential employees. Hence, all HR professionals and managers must take this following
aspect into account when they determine the compensation to be paid to employees.
TRUE
12. The increasing prices reduce the compensation to nothing and the money’s worth is
coming down based on the level of inflation. TRUE
13. It needs to be remembered that the HRA or the House Rental Allowance is determined
by a mix of factors that includes the location of the employee and governmental policies
along with the grade of the employee. TRUE
14. Wages and salaries are not subject to the annual increments. They differ from employee

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to employee, and depend upon the nature of job, seniority, and merit. FALSE
15. The theory behind profit-sharing is that management feels its workers will fulfill their
responsibilities more diligently if they realize that their efforts may result in higher profits,
which will be returned to the workers through profit-sharing. TRUE
16. Wages represent hourly rates of pay, and salary refers to the monthly rate of pay,
irrespective of the number of hours put in by the employee TRUE
17. The purpose of fringe benefits is to retain efficient and capable people in the organization
over a long period. They foster loyalty and acts as a security base for the employees.
TRUE
18. Monetary payments are not direct form of compensating the employees and have a great
impact in motivating employees. FALSE
19. The fairness of compensation is not totally based on the productivity and not by other
qualitative factors. FALSE
20. Compensation of employees for their services is important responsibility of human
resource management. Every organization must offer good wages and fringe benefits to
attract and retain talented employees with the organization. TRUE

ASSIGNMENT 1

Directions: Read and answer the following statement

1. In 2007, the Indian subsidiary of a multinational refinery became a Government of India
company. The government company had announced an ambitious expansion programme
which meant doubling the work force in less than four years. In 2007 at the time of wage
revision, the union and management agreed to a two-tier pay structure. Those already
employed will be eligible for a higher grade and those who are (to be) recruited afresh will
get a lower grade though jobs are similar in skill, responsibility and effort. Both the union
and the management justified that this is an innovative practice widely followed in
deregulated companies abroad, particularly the airlines in North America.

Questions
a) Is it fair agreement
b) Would it contravene with the concept of equal pay for equal work?.

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REFERENCES:

Bhatia S.K.(2003), NEW COMPENSATION MANAGEMENT IN CHANGING

ENVIRONMENT, Deep and Deep, Publishers, New Delhi.

Chappra T.N. (2006) ESSENTIALS OF ORGANIZATIONAL BEHAVIOR,

Dhanpat Rai and Company Delhi.

Fisher, Cynthia D, Schoenfeld Lyle F. Shaw James. B (2004) HUMAN

RESOURCE MANAGEMENT, Biztantra, New Delhi p.543.

Flippo, Edwin B. (1989), PERSONNEL MANAGEMENT, Mc-Graw-Hill, Tokyo.

Gupta. C.B. (2005): HUMAN RESOURCE MANAGEMENT, Sultan Chand

Publishers, New Delhi

Khan, S.M. “EFFECT OF LIKING SYNDROME ON COMPENSATION NEED

SATISFACTION” Indian Journal of Industrial Relations, 38 (2) Oct.2002, 199-
210.

Mathis, Robert L. and Jackson Jphn. H (2003), HUMAN RESOURCE

MANAGEMENT, Thomson South Western, Australia
LINKS
TOPICS LINKS FOR VIDEO

Definition of Compensation https://youtu.be/PXRfvbH8yv4

The Concept of Compensation https://youtu.be/lCx0m5IQQaQ
Components of Compensation https://youtu.be/WQlJCAbl_nE
Types of Compensation/Base and https://youtu.be/wZoRId6ADuo
Supplementary Compensation
Factors Considered in Deciding the https://youtu.be/bDDzN8sS-g0
Compensation
Employees Related Factors https://youtu.be/akUdyh8ERvQ
Organizational Politics https://youtu.be/kBWgSrYx3To
Evaluation of Compensation https://youtu.be/dbbvzRqzgjg

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