School of Management and
Information Technology and
School of Multidisciplinary Studies
Professors’ Perceptions towards
Compensation Offered by
De La Salle—College of Saint Benilde
in Comparison and Contrast with
Other Learning Institutions
Adrian Mark Alarcon
and Its Effect on Their
Crisostomo Vincenzo Espenilla
Performance
Wenna Katherine Sy
Edlin Ventura
Coleen Villacruz
Introduction
Wenna Katherine Sy
Background of the Study
Wenna Katherine Sy
Background of the Study
Compensation – human resource function that
deals with every type of reward that
individuals receive in exchange for
performing organizational tasks; the main
reason why most individuals seek
employment. (Dessler, 2008)
Background of the Study
Background of the Study
Drive
Functions
of Pay
Motivation
Compensation
Reward
Background of the Study
Core Components of Compensation
Base Pay
Cost-of-Living Adjustments
Employee Benefits
Incentives
Non-recurring rewards
Research Problem
Crisostomo Vincenzo Espenilla
Research Problem
What are the perceptions of SMIT and SMS
Professors towards compensation offered
by De La Salle—College of Saint Benilde
and its effect on their performance and
how they differ with other learning
institutions they are associated with?
Objectives
Crisostomo Vincenzo Espenilla
General Objective
Gather and present the perceptions of SMIT
and SMS Professors towards their
compensation and its effect on their
performance and how they differ with
other institutions they are affiliated with.
Specific Objectives
(01) Determine the approximate average
difference in professors’ hourly pay in
DLS-CSB and that of other learning
institutions.
Specific Objectives
(02) Assess how good compensation affects
professors’ performance inside the
classroom.
Specific Objectives
(03) Find the effect of good compensation
on professors’ attitude towards their
students.
Specific Objectives
(04) Determine how professors’ attitude
(motivation, drive, and enthusiasm) that is
being demonstrated in De La Salle—
College of Saint Benilde differs with how
they work in other learning institutions
they are connected with.
Specific Objectives
(05) Know the difference between work
demands in De La Salle—College of Saint
Benilde and that of what is being required
in other learning institutions they are
associated as well.
Significance of the Study
Crisostomo Vincenzo Espenilla
Significance of the Study
To the Human Resource Department of
De La Salle—College of Saint Benilde.
Significance of the Study
To the Human Resource Management
Program of the School of Management
and Information Technology,
De La Salle—College of Saint Benilde.
Significance of the Study
Other Researchers
Significance of the Study
Other Learning Institutions
Review of
Related Literature
Edlin Ventura
Review of Related Literature
Motivation Leads to
Greater Performance
Bruce, A. & Pepitone, JS. (1999)
Motivating Employees
Review of Related Literature
Pay as Motivator
Pattern, T.H. (1979)
Classics of Personnel Management. (1st ed.)
Review of Related Literature
Compensation Practice
Promoting Competitive
Advantage
Martocchio, JJ. (2006)
Strategic Compensation: A Human
Resource Management Approach. (4th ed.)
Review of Related Literature
Compensation
Structure Effects
Henderson, R.I. (1994)
Compensation Management: Rewarding Performance.
(6th ed.)
Review of Related Literature
Influencing Job
Decisions
Heneman & Schwab (1982)
Impacts of Pay on Employee Behaviors and Attitudes:
An Update.
Review of Related Literature
Salary Effects on Job Satisfaction,
Work Relationships &
Commitment
Thesis: De La Salle University—College of Saint Benilde. (1994)
The Significant Factors in the Restructured
Compensation Program that Affect Job Satisfaction as
Perceived by SGS Employees.
Review of Related Literature
Considerations are to be Made on
Perceptions of Employees
Thesis: De La Salle University—College of Saint Benilde. (1994)
An Evaluation of the Compensation Scheme in
Relation to Job Performance Based on the
Perceptions of Employees in the Civil Registry
Division of the National Statistics Office.
Definition of Terms
Coleen Villacruz
Definition of Terms
Appraisal System.
A method in which
employees are given raises after observing
work efficiency in performing duties based
on pre-determined performing standards
Definition of Terms
Attitude. Refers to the motivation, drive, and
enthusiasm that is being demonstrated by an
employee towards work, and interpersonal
relationship with subject or clients (referring
to students in this study), supervisors and
colleagues.
Definition of Terms
Compensation. Financial and non-financial
rewards granted to an employee after
rendering service which may be composed of
base pay, allowances, benefits and
incentives.
Definition of Terms
De La Salle—College of Saint Benilde (DLS-CSB)
The base company of the research. It is a
tertiary learning institution which is one of the
17 district schools composing the De La Salle
Philippines.
Definition of Terms
Educational Pay Differential. Usually for
professional occupations such as teachers,
educational pay differentials provide
progressively higher salary rates based upon
the employee’s completion of specified
academic requirements (e.g. MS, MBA, PhD,
etc.).
Definition of Terms
Hourly Pay. The rate of pay, in terms of
pesos, per hour of work done. In relation
to the research, an hourly pay for college
educators is usually expressed as pay per
subject unit.
Definition of Terms
Human Resource Department.
The office assigned to encompass personnel
responsibilities including workforce planning,
job design and job analysis, selection and
staffing, employee training, performance
appraisal, compensation, and employee
involvement.
Definition of Terms
Job Evaluation. Determination of the relative
importance or ranking of jobs in an
organization, for wage setting purposes, by
systematically rating them on the basis of
selected factors, such as skill, responsibility,
experience, etc.
Definition of Terms
Job Satisfaction.
Employee’s thinking, feeling and action
towards work.
Definition of Terms
Motivation. Processes that account for
an individual’s intensity, direction,
and persistence of effort toward
attaining a goal.
Definition of Terms
Other Learning Institutions. Refers to
institutions (center, institute, school,
college, or university) offering tertiary
education other than
De La Salle—College of Saint Benilde.
Definition of Terms
Performance. Refers to efficiency of an
employee based on pre-determined
performing standards.
Definition of Terms
Professors. Refers (in this study) to parttime instructors and professors of
De La Salle—College of Saint Benilde
who are at the same time a part-time
educator in other learning institution/s.
Definition of Terms
SMIT – School of Management and
Information Technology. A division of
De La Salle—College of Saint Benilde
that mainly deals with Business and
Information Systems & Technology
Education.
Definition of Terms
SMS – School of Multidisciplinary Studies.
A division of De La Salle—College of
Saint Benilde that offers Basic General
Education Courses.
Methodology
Adrian Mark Alarcon
Methodology
Research Design
Adrian Mark Alarcon
Research Design
Description
Research Design
Qualitative
Method of Data
Collection
Adrian Mark Alarcon
Method of Data Collection
In-Depth Interview
Participants
Adrian Mark Alarcon
Participants
At least 20 respondents
Faculty members of SMIT& SMS
Teaching in other learning institutions
Paid on an hourly basis
Scope and Limitations
Adrian Mark Alarcon
Scope and Limitations
Researchers Refer Only to a
Group of Respondents
Scope and Limitations
Variability of a Participant’s
Response
Scope and Limitations
Generalizability
Appendix: Interview Questions
1. Why did you consider being part time professor rather than full-time?
2. How many learning institutions are you currently teaching in? Name them.
3. How much is your hourly pay in DLS-CSB? If confidential, what is the range?
4. How much is your hourly pay in other institutions? If confidential, what is the range?
5. If 3 & 4 were not answered: Which learning institution pays the most per hour?
6. Which learning institution provides more benefits?
7. What incentives does the learning institutions offer that made you take the job?
8. Does compensation affect your choice in choosing a learning institution to teach in?
9. Students from what institution you work in do you think are the easier to handle?
10. Do you treat students from different learning institutions the same way? Why?
11. Which of them do you most feel comfortable with?
12. Which of them do you feel more eager to teach?
13. Do you believe that the higher the compensation, the harder the job is?
14. Do you feel more motivated when you are teaching where compensation is higher?
15. If there was an incident that only allowed you to go to only one of your current
learning institution to teach a class, which among them would be you priority?