Book -Chapter 1 The Pay Model © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. Learning Objectives • Compensation - Definition • Forms of pay • A pay model © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-2 Perspectives of Compensation Society’s Views Stockholders’ Views Employees’ Views Managers’ Views © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-3 Perspectives of Compensation • Society • Considers pay as a measure of justice • Job benefits- Reflection of justice in society • Stockholders • Using stock to pay employees creates a sense of ownership • Linking executive pay to company performance increases stockholders' returns © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-4 Perspectives of Compensation • Managers • Major expense • Can be used to: • • Influence employee behaviors Improve organizational performance • Employees • Major source of financial security • The right/Entitlement for being an employee of the company • Reward for a job well done © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-5 Incentive and Sorting Effects of Pay on Employers’ Behaviors • Pay affects motivational intensity, direction, and persistence • Incentive effect: Degree to which pay influences individual and aggregate motivation • Sorting effect: Effect that pay can have on the composition of the workforce • How an organization pays, can result in sorting effects © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-6 What is Compensation? • All forms of financial returns and tangible services and benefits employees receive as part of an employment relationship © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-7 Forms of Pay • Total compensation • Pay received directly as cash and indirectly as benefits • Relational returns • Are psychological © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-8 Exhibit 1.4 - Total Returns for Work © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-9 Forms of Pay • Base wage • Cash that an employer pays in return for the work performed • Depends on/A function of the skill or education an employee possesses • Salary-Pay for employees: • • Who are exempt from regulations of the Fair Labor Standards Act (FLSA) Is calculated at an annual or monthly rate © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-10 Forms of Pay • Wage-Pay for workers: • Covered by overtime and reporting provisions of the Fair Labor Standards Act • Is calculated on hourly basis • Merit pay/Cost-of-living adjustments • Periodic adjustments to base wages on the basis of changes in: • What other employers are paying for same work • Overall cost of living • Experience or skill © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-11 Forms of Pay • Pay increases are given in recognition of past work behavior • Same increases given to everyone, regardless of performance • Incentives (Variable pay) • Related to performance • Do not increase base wage • Potential size of the payment will generally be known beforehand © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-12 Forms of Pay • Are one-time payments • May be long-term (stock options) or short-term • Benefits • Income protection • Medical insurance, retirement programs, and life insurance • Work/life balance • Vacations, financial planning, referrals for child and elder care, and telecommuting • Allowances © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-13 Forms of Pay • Total earning opportunities • Comparison of today's initial offers to consideration of future • Relational returns from work • Nonfinancial returns that substantially impact employee behavior • Network of returns • • Created by different forms of pay Useful if bonuses and development opportunities work together © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-14 A Pay Model • Basic building blocks • Compensation objectives • Policies that form the foundation of the compensation system • Techniques that make up the compensation system © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-15 Exhibit 1.5 - The Pay Model © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-16 Compensation Objectives • Guide the design of the pay system • Serve as standards for judging the success of the pay system • Compliance - Conforming to federal and state compensation regulations © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-17 Four Policy Choices • Internal alignment • Compares jobs or skill levels inside a single organization • Pertains to the pay rates for employees doing: • • Equal work Dissimilar work © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-18 Four Policy Choices • Pay relationships affect employee decisions to: • Stay with the organization • Become more flexible by investing in additional training • Seek greater responsibility © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-19 Four Policy Choices • External competitiveness • Pay comparisons with competitors • Pay is ‘market driven’ • Objective: • To ensure that pay is sufficient to attract and retain employees • To control labor costs to ensure competitive pricing of products/ services © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-20 Four Policy Choices • Employee contributions • Understanding the basis for judging performance, helps perceive pay as fair • Management • Right people get the right pay for achieving the right objectives in the right way © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-21 Pay Techniques • Tie the four basic policies to the pay objectives • Many variations exist © 2014 by McGraw-Hill Education. This is proprietary material solely for authorized instructor use. Not authorized for sale or distribution in any manner. This document may not be copied, scanned, duplicated, forwarded, distributed, or posted on a website, in whole or part. 1-22
