Concepts of Compensation and Compensation Management

Concept of Compensation

The literal meaning of compensation is to counter-balance. In the case of  human resource management, compensation is referred to as money and other  benefits received by an employee for providing services to his employer. Money  and benefits received may be in different forms-base compensation in money  form and various benefits, which may be associated with employee’s service to  the employer like provident fund, gratuity, insurance scheme and any other  payment which the employee receives or benefits he enjoys in lieu of such  payment.

Employee Compensation

Cascio has defined compensation as follows:

“Compensation includes direct cash payments, indirect payments in the  form of employee benefits and incentives to motivate employees to strive  for higher levels of productivity”

Based on above description of compensation, we may identify its various  components as follows:

  1. Wage and Salary: Wage and salary are the most important component of  compensation and these are essential irrespective of the type of  organisation. Wage is referred to as remuneration to workers particularly,  hourly-rated payment. Salary refers to as remuneration paid to white-collar  employees including managerial personnel. Wages and salary are paid on  the basis of fixed period of time and normally not associated with  productivity of an employee at a particular time.
  2. Incentives: Incentives are the additional payment to employees besides  the payment of wages and salaries. Often these are linked with  productivity, either in terms of higher production or cost saving or both.  These incentives may be given on individual basis or group basis.
  3. Fringe Benefits: Fringe benefits include such benefits which are provided  to the employees either having long-term impact like provident fund,  gratuity, pension; or occurrence of certain events like medical benefits,  accident relief, health and life insurance; or facilitation in performance of  job like uniforms, canteens, recreation, etc.
  4. Perquisites: These are normally provided to managerial personnel either  to facilitate their job performance or to retain them in the organisation.  Such perquisites include company car, club membership, free residential  accommodation, paid holiday trips, stock options, etc.

Concept of Compensation Management

Compensation management, also known as wage and salary  administration, remuneration management, or reward management, is concerned  with designing and implementing total compensation package. The traditional  concept of wage and salary administration emphasized on only determination of  wage and salary structures in organisational settings. However, over the passage  of time, many more forms of compensation entered the  business field which necessitated to take wage and salary administration in  comprehensive way with a suitable change in its nomenclature.

Beach has  defined wage and salary administration as follows:

“wage and salary administration refers to the establishment and  implementation of sound policies and practices of employee  compensation. It includes such areas as job evaluational, surveys of  wages and salaries, analysis of relevant organisational problems,  development and maintenance of wage structure, establishing rules for  administering wages. wage payments, incentives, profit sharing, wage  changes and adjustments, supplementary payments, control of  compensation costs and other related items”

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