Wage and Salary Administration

WAGE AND SALARY
ADMINISTRATION
COMPENSATION
Compensation may be defined as money received in the performance of work, plus the many
kinds of benefits and services that organizations provide to their employees. ‘Money’ is included
under direct compensation (popularly known as wages, i.e., gross pay); while benefits come
under indirect compensation, and may consist of accident and health insurance, the employer’s
contribution to retirement, pay for vacation or illness, and employer’s required payments for
employee welfare as social security. A ‘wage’ (or pay) is the remuneration paid, for the service
of labour in production, periodically to an employee/worker. “Wages” usually refer to the hourly
rate or daily rate paid to such groups as production and maintenance employees (“blue-collar
workers”).
Indian Labour Organisation (ILO) defined the term wage as “the remuneration paid by the
employer for the service of hourly, daily, weekly and fortnightly employees”.
‘Salary’ normally refers to the weekly or monthly rates paid to clerical, administrative and
professional employees (“white-collar workers”).Earnings are the total amount of
remuneration received by an employee during a given period. This includes salary, dearness
allowance, house rent allowance, city compensation allowance, other allowance, overtime
payments, etc.
WAGE AND SALARY ADMINISTRATION
Wage and salary administration is defined as the process by which wage and salary levels and
structures are determined in organisational settings. Wages are payments for labour services
rendered frequency, expressed in hourly rates, while a salary is a similar payment, expressed in
weekly, monthly or annual rates.
Thus the term ‘wage’ frequently connote payments in terms of the number of hours worked and
may fluctuate depending upon hours actually worked. The determination of wage rates,
administration of wage policies and satisfying the employees as regards to wages and rates of
wages is an important aspect of wage administration.As a matter of fact wage and salary
administration is one of the major responsibilities of modern manpower management.
NATURE:
1. The basic purpose of wage and salary administration is to establish and maintain an equitable wage and salary structure.
2. It is concerned with the establishment and maintenance of equitable labour cost structure i.e. an optimal balancing of
conflicting personnel interest so that the satisfaction of the employees and employers is maximised and conflicts are
minimised.
3. The wage and salary administration is concerned with the financial aspects of needs, motivation and rewards.
4. Employees should be paid according to the requirements of their jobs i.e. highly skilled jobs are paid more compensation
than low skilled jobs.
5. To minimise the chances of favouritism.
6. To establish the job sequences and lines of production wherever they are applicable.
7. To increase the employees’ morale and motivation because a wage programme can be explained and is based upon facts.
CHARACTERISTICS:
1. Payment of wages is in accordance with the terms of contract between the employer and the
worker.
2. The wages are determined on the basis of time-rate system or piece-rate system.
3. Wages change with the change in the time spent by the labourer.
4. Wages create utility.
5. Wages may be paid weekly, fortnightly, hourly, or on monthly basis.
6. Wage is the reward paid to the workers for the services rendered by them.
7. Wages can be paid in cash or in kind.8.All kinds of allowances are included in wages.
OBJECTIVES:
i. To compare or draft company HR policy

ii. Find out the income level and return ratio of similar industries
iii. To understand wage differentiations
iv. To examine the competitiveness of entry level employees
v. To establish hiring rates favorable to the community
vi. To keep abreast wage and salary rates with production cost
vii. To minimize labour turnover due to pay disparity
viii. To increase employee’s satisfaction and morale
ix. To learn about the trend of perks and benefits in the market
x. To resolve existing labour problems concerning compensation.

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WAGE AND SALARY

i. To compare or draft company HR policy

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