a detailed review of employee remenuration

1. EMPLOYEE
REMENURATION
PRESENTATION BY
G.Harsha Kiran(11052003)
G.Santhoshasai(11052022)

2. Definition
 It refers to the reward or
compensation given to the employees
for their work performance .
 Remuneration leads to motivation.
 Salaries effect on the employees
productivity and work performance.

3. Components of Employee
remuneration
 The remenuration packets of an
employee include wages
/salary, incentives , fringe benefits
, prequisities and finally non monetary
benefits.

4. Wages /Salary
 Wage is the payment given to
employee .
 Salary include allowances and also
annual increment.
 Wage is the hourly rate of employee
by the employer pay while salary
refers to monthly rate pay .

5. Incentives
 Incentives are addition to regular wage
payment incentives depend on
productivity sales , profit
considerationefforts etc.
 The purpose behind this incentives is
to encourage motivate employees to
take more interest in work and in
according to the results get incentives
as incentives are payment by results.

6. Fringe benefits
 These are monetary benefits provided
to employees these include :
1.provident fund
2.gratutiy
3.medical care
4.hospitalization payment
5.accident relief

7. Cont….d
6.health hand group insurance
7.subsidized canteen facility
8.recreation facility
9.provision of uniforms to employees

8. Prequities
 These are special benefits offered to
manager
 The purpose is to retain in competent
executives by offering some special
benefits it include
a. company car for travelling
b.club membership.
c.paid holidays
d.accomdation
e. Stock option scheme.

9. Nonmonetary benefits
 They include:
a.comfortable working conditions
b. impartial promotions
c. support to workers facing special
problems
d. provision of welfare facilities to
employees

10. Wage payment system
 They are two basic system of wage
payment these are
1. time rate system
2.piece rate system

11. Time rate system
 Under this system remenuration is
directly linked with the time spent by
an employee on patticular job

12. Piece rate system
 It is a method in which remenuration
paid on the basis of number of units or
pices produced by an employee .

13. Advantages to company
 A well designed compensation plan
and benefits to company in following
ways:
 Job satisfaction
 Motivation
 Low absenteeism
 Low turnover.

14. Advantages to employees
 Piece of mind
 Increase of self confidence.

15. Role of hrm in remenuration
 Hrm devolps policies on salaries and
other benefits to employees for
deriving commitement to the
organsiation.
 Hrm tries to offer economic benefits.

16. Factors influencing
remenuration
 External factors
 Internal factors

17. External factors
 Labour market
 Cost of living
 Labour union
 Government legislations
 The society
 The economy

18. Internal factors
 Buiness strategy.
 Job evaluation and performance
appraisal
 The employee.

19. Hr practices in TCS
 A violate global economy and dynamic
market conditions have compelled hr
functions to reduce costs, maximize
operational efficiency and focus on
strategic initiatives.
 it is delivered with minimal risk and
controlled costs.

20. Tcs advantages
 they provide hr services in three
models
 Integrated host technology and
sevices on a process as a service
model.
 Customer preferred enviroment
followed by transactional services.

21. Cont…d
 Transactional services on customer
owned technology enviroment.
 it results in sigiinificant cost reductions
and enhances your hr process

22. T c s provides
 Tcs offering focuses on process
across the whole spectrum of hr
services
1. recruitment and resourcing
2.work force administration
3.compensation and benefits.
4. performance and learning.
5.payroll and time.

23. Cont..d
 Tcs hr services are backed by industry
experience , hr expertise and global
coverage
 They provide comprehensive
traditional and enabled multi process
services that are specially designed to
allow you to consecrate on your core
business activities.

24. Cont..d
 These process are the enabled by the
following range of tools , methodologies
and activities under well orchestrated
governance model:
1. service delivery model
2.It and infrastructure
3.Process and transformation tools
4.Analytics and third party vendor
management.

25. Business value
 Consolidation and transformation of multiple
disparate HR systems and processes on TCS’
Global HR Platform, resulting in up to 50% increase
in productivity, over 30% reduction in costs and
real-time HR insights and analytics
 Up to 40% cost savings on in-scope processes
combined with 100% compliance to agreed service
standards
 Significant measurable improvements in employee
satisfaction within 6-12 months

26. Hr practices in IBM
 Is a new employee orientation class
designed to help the employees hit the
ground running as they begin their
career at IBM.
 IT help understand the company's core
values, rich heritage of technology
leadership, Innovation, and the
important role employees are being
asked to play as the company continue
to drive growth and innovation.

27. Competencies
 These competencies set a common standard of
excellence across the organization and form the
basis of people development within IBM.
 They will also help to focus the learning time on
developing the characteristics identified -- and
validated -- as being key to achieving success.
 IBM compensation and benefits are among the very
best in the industry.

28. Type of payments
 Base payment
 Variable payment
 Commission &incentive payment
 Stock options
 Awards and recongistion

29. Career at IBM
 The employees of IBM who have
access to On Demand Workplace,
have access to a variety of websites
and tools to effectively manage career
and build expertise, which includes:
1.e-learning,2.global campus ,3.carrier
sites and tools,4.academic learning
assistance programme.

30. IBM Values
 Dedication to every client's success.
 Innovation that matters - for our
company and for the world.
 Trust and personal responsibility in all
our relationships.

31. THANK YOU ONE & ALL