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1 .

What is Employees Compensation? State its two components? Explain the various steps involved in establishing pay rates?

2 .
Give overview of legislations affecting compensation?

3 .
What are different elements of managerial compensation?

4 .
Outline the main employees services benefits?

5 .
What is goal sharing? Why organizations introduce goal sharing?

6 .
Define Benefits and incentives? Classify them? State its merits and demerits?

7 .
State the differences between absenteeism and retention? Explain the process, advantages and limitations of retention management

8 .
Explain performance based rewards and compensation schemes? Also explain competency mapping?

Case Detail :
Case Study- Seat of the pants

Gaurav cleaning centers doesnt have a formal wage structure nor does it have rate ranges
or use compensable factors. Wage rates are based mostly on those prevailing in the surrounding
community and tempered with an attempt on the part of Gaurav to maintain some semblance of
equity between what workers with different responsibilities in the stores are paid.
Needless to say, Gaurav doesnt make any formal surveys when determining what his
company should pay. He peruses the want ads almost everyday and conducts informal surveys
among his friends in the local chapter of the laundry and cleaners trade association. While Gaurav
has taken a seat-of-the-pants approach to paying the employees, his salary schedule has been
guided by several basic pay policies while many of his colleagues adhere to a policy of paying
absolutely minimum rates, Gaurav has always followed a policy of paying his employees about
10%above what he feels are the prevailing rates, a policy that he believes reduces turnover while
fostering employee loyalty. Of somewhat more concern to Pragati is her fathers informal policy of
paying men about 20% more than women for the same job. Her fathers explanation is, they are
stronger and can work harder for longer hours and besides they all have families to support.
1. Is the company at the point where it should be setting up a formal salary structure
based on a complete job evaluation? Why?
2. Gaurav policy of paying 10%more than the prevailing rates a sound one and how could
that be determined?

Case Study- Health care Business or Employees
By February 2004 strike by southern Delhi grocery workers against the states major
supermarket chains was almost 5 month old because so many workers were striking (70,000) and
because of the issues involved, unions and employers across the country were closely following
the negotiations. Indeed, grocery union contracts were said to expire in several cities later in
2004, and many believed the Delhi settlement-assuming one was reached-would set a pattern.
The main issue was employee benefits, and specifically how much (if any) of the
employees health care costs the employees should pay themselves. Based on their existing
contract, southern Delhi grocery workers had unusually good health benefits. For example they
paid nothing toward their health insurance premiums, and paid only Rs 420 co-payments for
doctor visits .However, supporting these excellent health benefits cost the big Southern Delhi
grocery chain over Rs168 per hour per worker.
The big grocery chains were not proposing cutting health care insurance benefits for their
existing employees. Instead, they proposed putting any new employees hired after the new
contract went into effect into a separate insurance pool, and contributing Rs56.7 per hour for their
health insurance coverage. That meant new employees health insurance would cost each new
employee perhaps Rs420 per week. And, if that Rs420 per week wasnt enough to cover the cost
of health care, then the employees would have to pay more or do without some of their benefits.
It was difficult situation for all the parties involved. For the grocery chain employers sky
rocketing health care cost per undermining their competitiveness; and the current employees
feared any step down the slippery slope that might eventually mean cutting their own health
benefits. The unions did not welcome a situation in which theyd end up representing two classes
of employees, one(the existing employees) who had excellent health insurance benefits,
another(newly hired employees)whose benefits were relatively meager and who might therefore
be unhappy from the moment they took their jobs and joined the union.

Please give your answer in at least 25 words and press save and continue button.

S. No. Questions

Question No. 1 Marks - 10

All forms of pay or rewards going to employees and arising from their employment


Skill based pay

Employee compensation

Broad banding

Wage curve