Dear all and C&B Specialists,
Please share your views on how environmental factors affect compensation and benefits. I am trying to search articles on the net but have not found any relevant ones. Please share your experienced highlights.
Regards,
Sanjukta
From India, Mumbai
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10Please share your views on how environmental factors affect compensation and benefits. I am trying to search articles on the net but have not found any relevant ones. Please share your experienced highlights.
Regards,
Sanjukta
From India, Mumbai
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Dear All,
I am wondering if someone will come up with a valid reply, but I cannot wait for so long. I thought this might be the one thing that I need to share with people who do not have an answer. I have found the answer. I have come across a good PowerPoint presentation on Compensation and Benefits, which might help you learn more about the subject. I will keep posting a few more files that I found while making the Compensation and Benefits training PowerPoint. Here it is.
Regards,
Sanjukta
From India, Mumbai
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I am wondering if someone will come up with a valid reply, but I cannot wait for so long. I thought this might be the one thing that I need to share with people who do not have an answer. I have found the answer. I have come across a good PowerPoint presentation on Compensation and Benefits, which might help you learn more about the subject. I will keep posting a few more files that I found while making the Compensation and Benefits training PowerPoint. Here it is.
Regards,
Sanjukta
From India, Mumbai
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Numerous examples exist, such as demographic, psychographic, and technology.
Let me enumerate through examples:
In old times, there were four stages in life. People used to engage in full-time study, then work, and eventually retire.
Now, the model has evolved. People can learn, earn, and enjoy concurrently.
It is crucial to check the population sizes of children, young adults, retirees, etc., as they significantly impact who will fund social security benefits and whether we have an adequate skilled workforce.
Technology can exert pressure on a target population. For instance, the rise of online tuitions due to improved telecom infrastructure and software may lead to a scarcity of talented teachers, resulting in schools having to pay more. Individuals may also choose to switch careers.
There are nine career anchors in a person's life; refer to the RSI instrument for more information.
The rise of environmental awareness can prompt industries to relocate from one place to another.
A valuable piece of advice for you would be to pursue formal learning in compensation and benefits.
Feel free to ask any questions.
I am a certified Compensation and Benefits Manager.
From India, Delhi
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Let me enumerate through examples:
In old times, there were four stages in life. People used to engage in full-time study, then work, and eventually retire.
Now, the model has evolved. People can learn, earn, and enjoy concurrently.
It is crucial to check the population sizes of children, young adults, retirees, etc., as they significantly impact who will fund social security benefits and whether we have an adequate skilled workforce.
Technology can exert pressure on a target population. For instance, the rise of online tuitions due to improved telecom infrastructure and software may lead to a scarcity of talented teachers, resulting in schools having to pay more. Individuals may also choose to switch careers.
There are nine career anchors in a person's life; refer to the RSI instrument for more information.
The rise of environmental awareness can prompt industries to relocate from one place to another.
A valuable piece of advice for you would be to pursue formal learning in compensation and benefits.
Feel free to ask any questions.
I am a certified Compensation and Benefits Manager.
From India, Delhi
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Dear Surya,
Thank you for your innovative reply. Could you please tell me what the challenges are in building effective compensation when compared with the rise in expenditure of simple living?
Regards,
Sanjukta
From India, Mumbai
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Thank you for your innovative reply. Could you please tell me what the challenges are in building effective compensation when compared with the rise in expenditure of simple living?
Regards,
Sanjukta
From India, Mumbai
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Sanjukta,
There is no innovative aspect in my answer to your query above. It was simply well-informed and comprehensive.
"Cost of living indexation" is simply an annual exercise that is taken care of by variable DA in the case of minimum wages and factored into annual increases. Salaries cannot increase in perpetuity.
Factor in global equity (worldwide) and external equity (outside the company) before allowing for increases as mentioned above. For example, a government sweeper gets X amount, a private contractor hires 5 sweepers on the same salary. Changes in legislation or technology can alter this altogether.
From India, Delhi
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There is no innovative aspect in my answer to your query above. It was simply well-informed and comprehensive.
"Cost of living indexation" is simply an annual exercise that is taken care of by variable DA in the case of minimum wages and factored into annual increases. Salaries cannot increase in perpetuity.
Factor in global equity (worldwide) and external equity (outside the company) before allowing for increases as mentioned above. For example, a government sweeper gets X amount, a private contractor hires 5 sweepers on the same salary. Changes in legislation or technology can alter this altogether.
From India, Delhi
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Dear Surya Vrat Rana,
Sr. Manager - HR & Admin,
I am amazed to see the list attached for different courses you have undergone as appended below: (CPCD, CCBM, CPTP, CODA, CLDM, WRAP, COPC, CIQA - QMS 9001 / OHSAS 18001, CIISA, etc.). Can you please tell me which, according to you, is the best course/learning to enhance expertise in compensation & benefits? I too need to expand my knowledge in the subject to incorporate new trends into our structure.
Thanks,
Manish
From India, New Delhi
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Sr. Manager - HR & Admin,
I am amazed to see the list attached for different courses you have undergone as appended below: (CPCD, CCBM, CPTP, CODA, CLDM, WRAP, COPC, CIQA - QMS 9001 / OHSAS 18001, CIISA, etc.). Can you please tell me which, according to you, is the best course/learning to enhance expertise in compensation & benefits? I too need to expand my knowledge in the subject to incorporate new trends into our structure.
Thanks,
Manish
From India, New Delhi
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Manish,
Normally, people start their careers in IR, payroll, or recruitment.
For an IR background, having worldwide responsibility in apparel production helps in understanding the rationale of social compliance and laws in the first place.
If people are skilled in payroll/direct taxes, then Compensation & Benefits is a good fit. In C&B, one learns how to create position descriptions and conduct job evaluations using job grading or Hay Point Factor, RSI index to understand an individual's career anchors, and the cafeteria system of benefits.
In recruitment, one can learn competence mapping, which forms the basis for all training programs, succession planning, etc.
We aim to understand if the individual is a good fit. Various tests are available to assist in making better judgments. For example, by conducting an English language test, we can assess a candidate's proficiency. Using tests has a significant advantage as they are free from rater bias.
Psychometric tests like PSI/MBTI help in better understanding and can be used as a basis for hiring or Training & Development.
Information security is a critical aspect, with ISO 27001 having 127 control points. Without this knowledge, an HR professional might not fully appreciate the importance of background checks, workplace surveillance, non-disclosure agreements, and other related matters. HR aspects are covered in three points.
To ensure effective procedures and policies, experience with ISO 9001 implementation is valuable.
For operational aspects, methods like Six Sigma and COPC come into play.
From India, Delhi
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Normally, people start their careers in IR, payroll, or recruitment.
For an IR background, having worldwide responsibility in apparel production helps in understanding the rationale of social compliance and laws in the first place.
If people are skilled in payroll/direct taxes, then Compensation & Benefits is a good fit. In C&B, one learns how to create position descriptions and conduct job evaluations using job grading or Hay Point Factor, RSI index to understand an individual's career anchors, and the cafeteria system of benefits.
In recruitment, one can learn competence mapping, which forms the basis for all training programs, succession planning, etc.
We aim to understand if the individual is a good fit. Various tests are available to assist in making better judgments. For example, by conducting an English language test, we can assess a candidate's proficiency. Using tests has a significant advantage as they are free from rater bias.
Psychometric tests like PSI/MBTI help in better understanding and can be used as a basis for hiring or Training & Development.
Information security is a critical aspect, with ISO 27001 having 127 control points. Without this knowledge, an HR professional might not fully appreciate the importance of background checks, workplace surveillance, non-disclosure agreements, and other related matters. HR aspects are covered in three points.
To ensure effective procedures and policies, experience with ISO 9001 implementation is valuable.
For operational aspects, methods like Six Sigma and COPC come into play.
From India, Delhi
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Hi!
It's nice to know that some people could attain so many credentials in their career. Indeed, we can learn a lot from people like you, Surya. I hope you'll try to interact more frequently and engage yourself in the discussions of various topics here at Cite HR.
The environment is a vast area to consider in compensation and benefits. If one were to look at the annual studies being conducted by major international consulting companies like Hay Group, Hewitt, Mercer, etc., you would see that their focus is more on the C&B practices of organizations operating in the areas where their studies are conducted. However, the market data and reports they produce only serve as reference materials in determining a company's C&B—whether their existing pay and benefits are externally competitive or not.
There are three other factors that would typically come into play when top management in an organization decides to make changes to their C&B structure. These factors are: the employees' demand for internal equity, the organization's ability to afford the total C&B cost, and the overall capability of the organization to sustain the total C&B cost in the long term. I refer to these factors (along with the market data) as the "basic principles in compensation."
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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It's nice to know that some people could attain so many credentials in their career. Indeed, we can learn a lot from people like you, Surya. I hope you'll try to interact more frequently and engage yourself in the discussions of various topics here at Cite HR.
The environment is a vast area to consider in compensation and benefits. If one were to look at the annual studies being conducted by major international consulting companies like Hay Group, Hewitt, Mercer, etc., you would see that their focus is more on the C&B practices of organizations operating in the areas where their studies are conducted. However, the market data and reports they produce only serve as reference materials in determining a company's C&B—whether their existing pay and benefits are externally competitive or not.
There are three other factors that would typically come into play when top management in an organization decides to make changes to their C&B structure. These factors are: the employees' demand for internal equity, the organization's ability to afford the total C&B cost, and the overall capability of the organization to sustain the total C&B cost in the long term. I refer to these factors (along with the market data) as the "basic principles in compensation."
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
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