DEAR ALL,
I HAVE BEEN ASSIGNED AN VERY EXHAUSTIVE PROJECT ON COMPENSATION & EMPLOYEE BENEFITS WHICH SHOULD COVER PRACTICAL ASPECTS EXCLUSIVELY. MAY I PLEASE REQUEST YOU ALL TO HELP ME OUT WITH THIS. I AM MENTIONING THE CONTENTS ON WHICH INFO IS REQUIRED. I ALSO WANT TO KNOW WHAT IS GROSS MARGIN . HOW IS IT RELATED WITH EMPLOYEE COMPENSATION & BENEFITS. IF POSSIBLE MAY I PLEASE REQUEST YOU TO ATTACH FILES WITH PRACTICAL HYPOTHETICAL DATA FOR BETTER UNDERSTANDING. I AM COMPLETELY NEW TO COMPENSATION & BENEFITS SUBJECT REQUEST YOU ALL TO HELP ME FOR MY PROJECT.
How to Analyze organizational pay practices to ensure market competitiveness and internal parity.How to Develop and implement salary structure and administrative guidelines in line with compensation policy.How to Execute salary increases within budgetary limits & aligned to compensation policies. How to Recommend special compensation programs or incentive systems for employees to support the orgn objectives. How should we undertake the administeration of performance review system to ensure compliance with salary administration guidelines.
how to use Improving Business Results Through People model to develop a detailed reward strategy - that is not only aligned with your business needs, but that is a form of competitive advantage for ur company.
§ how to gain a deep understanding of market pay practices, including how to deal with limited or conflicting market data.How to Explore different approaches to establish internal equity. What r the Methods to Practice designing a salary structure & dealing with the challenges of limited salary increase budgets.What r different short term incentive plan types and their application in different business scenarios.What r the design principles and best practices in areas such as types of measures, funding, and payouts.What r the common mistakes organizations make in the area of short term incentives & how to avoid them.
§ how to design performance management systems that motivate rather then deflate.how to bring the business plan to each employee's desktop through high-achievement goal setting that goes beyond the SMART model to tackle real-world challenges. How to Develop real manager capabilities to give coaching and reviews that build winners.
§ How to Resolve a conflict between two senior managers over pay issues.
§ How to Explore the brutal truth about how pay operates in new & emerging markets. how to build real manager commitment & capability .
§ How to Explore different delivery vehicles & how to choose the right approach for your company.How to design a long term incentive plan. how to ensure alignment between the interests of the shareholders & plan participants.
1. The environmental factors effecting compensation
& benefits.Government regulation & social security in
compensation.Social changes & demographics in compensation.Changes in compensation due to collective
bargaining.Changes in the compensation administration due to outsourcing & globalization.
2. Rewards & Basics of Compensation-Compensation basics.Components of compensation system.Equity theory.
3: Building Internal Equity-Job description,Establishing internal equity: job evaluation methods,Using job rankings,Creating job grading,Creating point plans,Hay plan overview.
4. Building External Equity-Different aspects of establishing external equity,Salary survey,Designing salary surveys,Periodicity of salary surveys.
5. Building Individual Equity-Performance pay options,Building performance pay systems,Steps in introducing pay for performance system,Pay for performance: the challenges.
6. Benefit Plans & Total Reward Planning-Benefit plans,Mandated benefits,Security/Insurance benefits,Retirement benefits,Time off related benefits,Non-monetary perquisites,Monetary perquisites,Cafeteria plan/flexible benefit plans.
7.
Total Reward Planning-Reward strategy objectives,Components of total reward.
YOUR HELP WILL BE HIGHLY APPRECIATED IN THIS REGARD.
MANY THANKS, WARM REGARDS,
VISHAL D
From India, Mumbai
53I HAVE BEEN ASSIGNED AN VERY EXHAUSTIVE PROJECT ON COMPENSATION & EMPLOYEE BENEFITS WHICH SHOULD COVER PRACTICAL ASPECTS EXCLUSIVELY. MAY I PLEASE REQUEST YOU ALL TO HELP ME OUT WITH THIS. I AM MENTIONING THE CONTENTS ON WHICH INFO IS REQUIRED. I ALSO WANT TO KNOW WHAT IS GROSS MARGIN . HOW IS IT RELATED WITH EMPLOYEE COMPENSATION & BENEFITS. IF POSSIBLE MAY I PLEASE REQUEST YOU TO ATTACH FILES WITH PRACTICAL HYPOTHETICAL DATA FOR BETTER UNDERSTANDING. I AM COMPLETELY NEW TO COMPENSATION & BENEFITS SUBJECT REQUEST YOU ALL TO HELP ME FOR MY PROJECT.
How to Analyze organizational pay practices to ensure market competitiveness and internal parity.How to Develop and implement salary structure and administrative guidelines in line with compensation policy.How to Execute salary increases within budgetary limits & aligned to compensation policies. How to Recommend special compensation programs or incentive systems for employees to support the orgn objectives. How should we undertake the administeration of performance review system to ensure compliance with salary administration guidelines.
how to use Improving Business Results Through People model to develop a detailed reward strategy - that is not only aligned with your business needs, but that is a form of competitive advantage for ur company.
§ how to gain a deep understanding of market pay practices, including how to deal with limited or conflicting market data.How to Explore different approaches to establish internal equity. What r the Methods to Practice designing a salary structure & dealing with the challenges of limited salary increase budgets.What r different short term incentive plan types and their application in different business scenarios.What r the design principles and best practices in areas such as types of measures, funding, and payouts.What r the common mistakes organizations make in the area of short term incentives & how to avoid them.
§ how to design performance management systems that motivate rather then deflate.how to bring the business plan to each employee's desktop through high-achievement goal setting that goes beyond the SMART model to tackle real-world challenges. How to Develop real manager capabilities to give coaching and reviews that build winners.
§ How to Resolve a conflict between two senior managers over pay issues.
§ How to Explore the brutal truth about how pay operates in new & emerging markets. how to build real manager commitment & capability .
§ How to Explore different delivery vehicles & how to choose the right approach for your company.How to design a long term incentive plan. how to ensure alignment between the interests of the shareholders & plan participants.
1. The environmental factors effecting compensation
& benefits.Government regulation & social security in
compensation.Social changes & demographics in compensation.Changes in compensation due to collective
bargaining.Changes in the compensation administration due to outsourcing & globalization.
2. Rewards & Basics of Compensation-Compensation basics.Components of compensation system.Equity theory.
3: Building Internal Equity-Job description,Establishing internal equity: job evaluation methods,Using job rankings,Creating job grading,Creating point plans,Hay plan overview.
4. Building External Equity-Different aspects of establishing external equity,Salary survey,Designing salary surveys,Periodicity of salary surveys.
5. Building Individual Equity-Performance pay options,Building performance pay systems,Steps in introducing pay for performance system,Pay for performance: the challenges.
6. Benefit Plans & Total Reward Planning-Benefit plans,Mandated benefits,Security/Insurance benefits,Retirement benefits,Time off related benefits,Non-monetary perquisites,Monetary perquisites,Cafeteria plan/flexible benefit plans.
7.
Total Reward Planning-Reward strategy objectives,Components of total reward.
YOUR HELP WILL BE HIGHLY APPRECIATED IN THIS REGARD.
MANY THANKS, WARM REGARDS,
VISHAL D
From India, Mumbai
I got this information from net.It might be useful for you.
Impact of benefit awareness on employee and organizational outcomes: a longitudinal field examination
Article Abstract:
Research was conducted to determine the effect of low cost benefit awareness intervention programs on employee awareness of such programs and if the increased benefit awareness impacted on individual and organizational outcomes. Using employees from a state government agency located in the southeastern US as respondents, results indicated that benefit awareness can be considerably influenced even by a simple low cost intervention program. While no effect on employee job satisfaction was established, results suggested albeit inconclusively that an intervention program had an effect on perceptions of organizational effectiveness.
author: Hennessey, Harry W., Jr., Perrewe, Pamela L., Hochwarter, Wayne A.
Publisher: International Society of Certified Employee Benefit Specialists
Publication Name: Benefits Quarterly
Subject: Human resources and labor relations
ISSN: 8756-1263
Year: 1992
Nibedita Roy
From India, Bangalore
Impact of benefit awareness on employee and organizational outcomes: a longitudinal field examination
Article Abstract:
Research was conducted to determine the effect of low cost benefit awareness intervention programs on employee awareness of such programs and if the increased benefit awareness impacted on individual and organizational outcomes. Using employees from a state government agency located in the southeastern US as respondents, results indicated that benefit awareness can be considerably influenced even by a simple low cost intervention program. While no effect on employee job satisfaction was established, results suggested albeit inconclusively that an intervention program had an effect on perceptions of organizational effectiveness.
author: Hennessey, Harry W., Jr., Perrewe, Pamela L., Hochwarter, Wayne A.
Publisher: International Society of Certified Employee Benefit Specialists
Publication Name: Benefits Quarterly
Subject: Human resources and labor relations
ISSN: 8756-1263
Year: 1992
Nibedita Roy
From India, Bangalore
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