Pay Model- Final.ppt

The Pay Model

Chapter 1 Mr. Lorenzo E. Garin Jr. Instructor

Chapter Topics  Compensation:  Forms

A

of Pay

Pay Model

 Book

Plan

Definition

Key Questions and Issues  How

differing perspectives affect our views of compensation

 Definition

of compensation

◦ The meaning of compensation most appropriate from an employee's view: return, reward, or entitlement  Examining “network

offers an instructor

of returns” a college

Key Questions and Issues (cont.)  Four

policy issues in the pay model

◦ Objectives of the pay model  Forms of pay received from work

Contrasting Perspectives of Compensation Society’s Views

Stockholders’ Views

Employees’ Views

Managers’ Views

Compensation: Definition  Society

◦ Pay as a measure of justice ◦ Benefits as a reflection of justice in society ◦ Job losses (or gains) attributed to differences in compensation ◦ Belief that pay increases lead to price increases

Compensation: Definition (cont.) 

Stockholders ◦ Using stock to pay employees creates a sense of ownership ◦ Linking executive pay to company performance supposedly increases stockholders' returns



Managers ◦ A major expense ◦ Used to influence employee behaviors and to improve the organization's performance

Compensation: Definition (cont.) 

Employees



Global Views – Vive la difference

◦ Major source of financial security ◦ Return in an exchange between employer and themselves ◦ Entitlement for being an employee of the company ◦ Reward for a job well done

◦ China: Traditional meaning of compensation providing necessities of life replaced with dai yu ◦ Japan: Traditional word kyuyo replaced with housyu; very recently the phrase used is teate

What Is Compensation? Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship

Exhibit 1.4: Total Returns for Work

Forms Of Pay  Cash  Cash

Compensation: Base Compensation : Merit Pay/ Cost-of-living adjustment  Cash Compensation : Incentives  Long- Term Incentives  Benefits : Income Protection  Benefits : Work/Life-Balance

Forms Of Pay  Relational

returns

◦ Psychological in nature

 Total

compensation

◦ Cash Compensation/ transactional  Base wages

 Difference between wage and salary

 Merit pay/cost-of-living adjustments

 Merit increases – given in recognition of past work behavior  Cost-of-living adjustments –same increases to everyone, regardless of performance

Forms Of Pay (cont.) ◦ Cash Compensation/ transactional (cont.)  Incentives/ Variable pay – tie pay increases directly to performance  Does not increase base wage; must be reearned each pay period  Potential size generally known beforehand  Long-term (stock options), and short-term

◦ Benefits  Income protection  Work/life balance  Allowances

Forms Of Pay (cont.) 

Total earnings opportunities: Present value of a stream of earnings

◦ Shifts comparison of today's initial offers to consideration of future bonuses, merit increases, and promotions



Relational returns from work



Organization as a network of returns

◦ Nonfinancial returns

◦ Created by different forms of pay, including total compensation and relational returns

A Pay Model  Three

basic building blocks:

◦ Compensation objectives ◦ Policies that form the foundation of the compensation system ◦ Techniques that make up the compensation system

Exhibit 1.5: The Pay Model

Compensation Objectives (cont.)  Efficiency

◦ Improving performance, increasing quality, delighting customers and stockholders ◦ Controlling labor costs

 Fairness

◦ Fundamental objective of pay systems ◦ Fair treatment by recognizing both employee contributions, and employee needs

 Procedural

fairness

Compensation Objectives (cont.) 

Compliance ◦ Conformance to Federal and State compensation laws and regulations



Ethics ◦ Organizations care about how its results are achieved



Objectives ◦ Guide the design of the pay system ◦ Serve as the standards for judging success of the pay system ◦ Policies and techniques are means to reach objectives

Four Policy Choices  Internal

alignment

◦ Focus - Comparisons among jobs or skill levels inside a single organization ◦ Pay relationships within an organization affect employee decisions to:  Stay with the organization  Become more flexible by investing in additional training  Seek greater responsibility

 External

competitiveness

◦ Focus - Compensation relationships external to the organization: comparison with competitors ◦ Pay is ‘market driven’

Four Policy Choices (cont.) 

External competitiveness (cont.) ◦ Effects of decisions regarding how much and what forms:  To ensure that pay is sufficient to attract and retain employees  To control labor costs to ensure competitive pricing of products/ services



Employee contributions ◦ Focus - Relation emphasis placed on employee performance  Performance based pay affects fairness



Management ◦ Focus - Policies ensuring the right people get the right pay for achieving the right objectives in the right way

Pay System Techniques  Techniques

tie the four basic policies to the pay

objectives  Many variations exist  Some techniques will be discussed through the book

Caveat Emptor Be An Informed Consumer  Is

the Research Useful?  Does the Study Separate Correlation from Causation?  Are there Alternative Explanations?

Summary The MODEL presented in this chapter provides a structure for understanding compensation system.  The three main components of the model  Compensation objectives  Policy decision  Techniques

Summary (cont.) Four Policy Decision of pay model  Internal alignment External competitiveness Employee performance  Management 

Terms: Base Pay is compensation based on time worked, such as annual salary or an hourly wage and it does not include pay benefits, overtime or incentive pay.  Compensation may be in the form of financial returns, tangible services, and benefits received by employees as part of their employment. It does not include other forms of rewards such as recognition and interpersonal relationships etc.  Indirect Pay is part of an employee’s total compensation package, non-cash items or services provided to employees in return for their contribution to the organization (i.e., health benefits, paid time off). Sometimes the costs for the items are shared by the employees. 

Merit Pay is a monetary reward given in recognition of outstanding performance which increases base pay. It may be paid in a lump-sum or added incrementally to base pay.  Performance Pay is a monetary onetime payment made to an employee, team or the whole organization for achieving results established at the beginning of a performance cycle.  Salary is direct compensation/pay calculated at an annual or monthly rate rather than by hour.  Wages are direct compensation/pay calculated by the hour 