Pay system
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A payment system is any system used to settle financial transactions through the transfer of monetary value. Common payment systems include operational networks that link bank accounts to enable monetary exchange using bank deposits. There are several types of pay schemes such as individual, profit sharing, and group based schemes. Performance pay can include merit pay, incentive pay, profit sharing, and performance bonuses. While pay systems aim to improve employee performance and retention, they can also lead to problems like reduced satisfaction and increased competition between employees if not implemented properly.
Pay system
- 1. PAY SYSTEM A payment system is any system used to settle financial transactions through the transfer of monetary value, and includes the institutions, instruments, people, rules, procedures, standards, and technologies that make such an exchange possible. A common type of payment system is the operational network that links bank accounts and provides for monetary exchange using bank deposits. BENEFITS OF PAY SYSTEM Improves Employee Performance Improves Retention Help to achieve the organisational goal Keep the employee motivated Boost the employee morale Improve the discipline factor in employees To increase social security of employees TYPES OF PAY SCHEMES Individual based schemes Profit sharing schemes Group based schemes Employee share ownership schemes (employee equivalent to employer) TYPES OF PERFORMANCE PAY Merit pay Incentive pay Group incentive Profit sharing Performance bonus Non-monetary awards Total awards Cafeteria style or flexible pay (choose an option provided by the organisation)
- 2. PROBLEM ASSOCIATED WITH THE PAY SYSTEM Reduced satisfaction Increases competition Hostility between the people Complexity PRINCIPLE OF SALARIES AND WAGES ADMINISTRATION: Wage policies should be carefully developed having in mind the interests of management, the employees, the consumers and the community. There should be a definite plan to ensure that differences in pay for jobs are based upon variations in job requirements such as skill, effort, responsibility or job or working conditions, mental and physical requirements. It should be sufficiently flexible and responsive to the internal and external condition of the organisation. Job descriptions and performance ratings should be periodically checked to keep them up-to-date. There should be a clear procedure to hearing and resolving the problem of wages complain. It should be meet variety of human needs, including the need of self- actualization. Payment should be prompt and correct. Payment should be in line managed with the minimum wages. FACTOR INFLUENCING TWAGES AND SALARIES ADMINISTRATION 1. EXTERNAL FACTOR Demand and supply: The labour market conditions or demand and supply forces operate at the national and local levels and determine organizational wage structure. When the demand of a particular type of labour is more and supply is less than the wages will be more. On the other hand, if supply of labour is more demand on the other hand, is less then persons will be available at lower wage rates also. Cost of living: The wage rates are directly influenced by cost of living of a place. The workers will accept a wage which may ensure them a minimum
- 3. standard of living. Wages will also be adjusted according to price index number. The increase in price index will erode the purchasing power of workers and they will demand higher wages. When the prices are stable then frequent wage increases may not be undertaken. Trade unions bargaining power: The wage rates are also influenced by the bargaining power of trade unions. Stronger the trade union higher well be the wage rates. The strength of a trade union is judged by its membership, financial position and type of leadership. Union’s last weapon is strike which may also be used for getting wage increases. If the workers are disorganized and disunited then employers will be successful in offering low wages. Government legislation: To improve the working conditions of workers, government may pass a legislation for fixing minimum wages of workers. This may ensure them a minimum level of living. In under developed countries bargaining power of labour is weak and employers try to exploit workers by paying them low wages. In India, Minimum Wages Act, 1948 was passed to empower government to fix minimum wages of workers. Psychological and social factors: Psychological the level of compensation is perceived as a measure of success in life. Management should take into consideration the psychological needs of the employees while fixing the wage rates so that the employees take pride in their work. Sociologically and ethically, the employees want that the wage system should be equitable, just and fair. These factors should also be taken into consideration while devising a wage programme. Economy: Economy also has its impact on wage and salary fixation. While it may be possible for some organizations to thrive in a recession, there is no doubt that economy affects remuneration decisions. A depressed economy will probably increase the labour supply. This, in turn, should lower the going wage rate. Technological development: With the rapid growth of industries, there is a shortage of skilled resources. The technological developments have been affecting skills levels at faster rates. Thus, the wage rates of skilled
- 4. employees constantly change and an organization has to keep its level up- to the mark to suit the market needs. Prevailing market rates: No enterprise can ignore prevailing or comparative wage rates. The wage rates paid in the industry or other concerns at the same place will form a base for fixing wage rates. If a concern pays low rates than workers leave their jobs whenever they get a job somewhere else. It will not be possible to retain good workers for long. 2. INTERNAL FACTOR Ability to pay: The ability to pay of an enterprise will influence wage rates to be paid. If the concerns is running into losses then it may not be able to pay higher wage rate. A profitable concern may pay more to attract good workers. During the period of prosperity, workers are paid higher wages because management wants to share the profits with labour. Job requirements: Basic wages depend largely on the difficulty level, and physical and mental effort required in a particular job. The relative worth of a job can be estimated through job evaluation. Simple, routine tasks that can be done by many people with minimum skills receive relatively low pay. On the other hand, complex, challenging tasks that can be done by few people with high skill levels generally receive high pay. Management strategy: The overall strategy which a company pursues should determine to remuneration to its employees. Where the strategy of the organization is to achieve rapid growth, remuneration should be higher than what competitors pay. Where the strategy is to maintain and protect current earnings, because of the declining fortunes of the company, remuneration level needs to be average or even below average. Employee: Several employee related factors interact to determine his remuneration. Performance or productivity is always rewarded with a pay increase. Rewarding performance motivates the employees to do better in future.
- 5. Seniority. Unions view seniority as the most objective criteria for pay increases whereas management prefer performance to effect pay increases. Experience. Makes an employee gain valuable insights and is generally rewarded. Potential. Organization do pay some employees based on their potential. Young managers are paid more because of their potential to perform even if they are short of experience. INCENTIVES The term INCENTIVES mean, something which encourages a person to do something. Or the “extra financial reward/ motivation”. Incentives is the performance-link reward to improve motivation & productivity of the employees. Incentives includes all that provide extra pay for the extra performance in addition to regular wages for the job. Why Incentives are Important? Incentives are considered beneficial to both employers as well as employees in following ways. Workers are likely to work at their best when they are offered monetary rewards for good performance. Provide opportunity for hard-working & ambitious employees to earn more. To improve work-flow, work methods & man – machine relationship. To bring employee involvement to make employee innovative. Incentives are the sound technique of improving productivity. Help to improve discipline and industrial relation. The cost of supervision are reduced. To obtain desired result. What makes an Incentives plan effective? In the absence of mutual trust between management & workers, an incentives may be viewed as an attempt to improve production/ profit only. Incentive plan should be installed in consultation with workers & union. Payment of incentives should be free from bias & established through scientific/ proper work study. To implement incentives plane effectively minimum wages should be guaranteed to every workers.
- 6. It should be easy to understand & simple to operate so that employee can calculate their own earnings. It should provide equal opportunity to all workers to earn incentives pay. Plan should not be very costly in operation. Plan should be flexible to adopt any changes later on. Payment of incentives should be prompt i.e. as early as possible. It should be adequate to motivate each employees. Every plan should be reviewed periodically.