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By Abhinaya Chakkirala The concept of linking pay to performance has been in existence for a while now. Largely taking form from the West, variable pay made inroads into emerging markets like China through the MNCs and gradually made way into the Indian corporate sector, at least two decades back. Compensation in... |
 By Niranjana Harikumar The strategic nature of rewards is an area that has received increasing attention over the past few years. Today, organizations understand the linkage between business strategy, talent strategy and reward strategy. In recessionary times, amid tremendous pressure on the bottom line, organizations... |
 By Udaya Reddy There is a world of difference between doing a great job and being recognized for doing a great job. It is the impact on employee morale, motivation and the resulting effect on employee engagement, productivity and stickiness with the... |
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Reviewed 7/28/2010 Scope—This article—primarily for the benefit of HR professionals who are not compensation specialists—discusses all the steps involved in developing and implementing a market-based pay structure. It refers to but does not include a detailed discussion of job evaluation or of other internally focused methods of setting... |
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Introduction to Sales Compensation Sales compensation is unique from nonsales variable pay plans in that the sales compensation... |
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SHRM Briefly Stated 7/1/2004 Definition of Job Analysis Job analysis is the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of... |
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By Lisa A. Burke, Ph.D., SPHR 2009
Compensation is a critical area of human resource (HR) management, and one that can greatly affect employee behavior. To be effective, compensation must be perceived by employees as fair, competitive in the market, accurately based, motivating and easy to understand. This case is rated as slightly challenging and...
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Job analysis is the systematic study of a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the personal qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in job analysis is that the job, not the person doing the... |
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“Have an HR-related question? Take advantage of your exclusive benefit of membership (excluding student members) and tap into the knowledge of SHRM's team of certified HR Knowledge... |
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These sample policies are EXAMPLES and are not “model” policies. The policies have not been reviewed legally and do not necessarily reflect the employment laws in the various states of India. SHRM urges you to use these as samples, not as models; adapt them to your own organization’s policies, practices and culture, and above all, have it... |
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Ravi
Experience, literature and research clearly indicate that variable pay (VP) programmes are a key element in improving employee productivity. Smartly designed variable pay programmes can lead to an increase in discretionary performance, higher levels of employee engagement and the employers’ ability to influence not just the output (what) but...
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Subject Matter Expert
Experience, literature and research clearly indicate that variable pay (VP) programmes are a key element in improving employee productivity. Smartly designed variable pay programmes can lead to an increase in discretionary performance, higher levels of employee engagement and the employers’ ability to influence not just the output (what) but...
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 Multi-generational Diversity in the workplace – An India perspective. As the world’s second largest country, India has a population of more than 1.21 billion people. Of this, 29.7 per cent of the population is between 0-14 years of age, 64.9 per cent between 15-64 years of age and 5.5 per cent above 65 years. By 2020, the median age in India will...
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SHRM Briefly Stated
7/1/2004
Definition of Job Analysis
Job analysis is the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs and the conditions under which the work is performed. An...
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SHRM Briefly Stated
12/1/2006
Introduction
According to a recent survey by Deloitte Development, 56% of certified employee benefit specialists reported that providing reward programs that attract, motivate and retain talent was a top priority. 1 Employing total rewards as a key motivational force is not a new concept. However, it is very often...
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