wage level strategies of an organization
DESCRIPTION
This PPt was made by me for my Compensation and Benefit class presentation.TRANSCRIPT
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Wage Level strategies of an Organization
(Case analysis of Commercial Banks)
Presented By:Ajay KantAmit ThakurAshutosh JhaNikhil ShahRohit Kumar Singh
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Wage Level Strategy
Refers to: The organization’s intention regarding its
overall compensation expenditure relative to external condition in labor market (External Competitiveness)
Pay Level refers to the average of the array of rates paid by an employer.
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External Competitiveness
The two key decisions regarding external competitiveness are:
Determining what competitors are paying
Setting pay levels relative to competitors
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Objectives of Wage-Level policy
1) To attract an adequate supply of labor to meet human-resource requirements.
2) To keep present employees reasonably satisfied with the level of their compensation.
3) To prevent unwanted and costly turnover.
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Pay Level Decision Impacts Labor Cost
No. of employees
Average pay level
Labor costs
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What Shapes External Competitiveness?
Product Market factors
Organizational factors
Labor Market factors
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Product Market Factors
Product Demand: The product market sets the upper limit for an employer’s pay level
Degree of Competition: Employers in highly competitive markets will be less able to raise prices without loss of revenues.
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Organizational factors
1. Industry: Labor intensive technologies necessitate more
employees and therefore tend to pay less.Industries with non-labor intensive technologies
can afford to pay higher wages since wages have less impact on total costs of production.
2. Employer Size: Large organizations tend to pay higher wages.
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Labor Market factors
1) Occupations: Skill required for an occupation limit ease of mobility between fields.
2) Geography: Establishes how far employee would be willing to
move, or how far employers would be willing to search to find qualified employees.
The geographic scope of the relevant market tends to increase as the qualifications for the work increases
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Labor Market factors (Contd.)
3) Product Market Competitors:Critical when organizations are labor intensive have high recruiting costs difficulty attracting employees when demand for the product is elastic and
supply of labor is inelastic and labor skills are specific to the product market.
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Competitive Pay Policy Options
Four Types:
1) Pay With the Competition
2) Lead Policy
3) Lag Policy
4) Hybrid Pay Policies
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Pay With the Competition (Match) [1 of 2]
attempts to ensure that an organization’s wage costs are approximately equal to those of its product competitors
that its ability to attract people for employment will be approximately equal to its labor market competitors
avoids placing an employer at a disadvantage in pricing products or in maintaining a qualified work force;
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Pay With the Competition (Match) [2 of 2]
may not provide an employer with a competitive advantage in its labor markets.
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Lead Policy
maximizes the ability to attract and retain quality
employees and minimizes employee dissatisfaction
with pay;
may offset less attractive features of the work;
a lead policy only when hiring new employees may
lead to dissatisfaction of current employees.
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Lag Policy
Setting a lag policy to follow competitive rates may
hinder a firm’s ability to attract potential employees.
If pay level is lagged in return for the promise of
higher future returns, this may increase employee
commitment and foster teamwork; this may possibly
increase productivity.
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Hybrid Pay Policies (1 of 2)
1) Employers have more than one pay policy.
2) Policy may vary for different occupational families
above market for critical skill groups below or at market for others
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Hybrid Pay Policies (2 of 2)
3) Policy may vary for different pay elements
above market in total compensationbelow market in base payabove market in incentives & rewardsat or above market in benefits
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Consequences of Pay Level Decisions
Contain labor costsIncrease pool of qualified applicantsIncrease quality and experienceReduce voluntary turnoverIncrease probability of union-free statusReduce pay-related work stoppages
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Case Analysis of Commercial Banks
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Banking in India April 1, 1935 :The Reserve Bank of India(RBI) was
established on. 1949 :RBI nationalized . 1955: SBI was created by taking over Imperial bank
of India. 1969: Nationalisation of 14 major banks. 1975: Creation of regional rural banks. 1980: Nationalisation of seven banks with deposits
over 200 crore. 1991: Advent of Indian Financial & Banking Sector
Reforms
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Indian Financial & Banking Sector Reforms
Financial markets Regulators The banking system Non-banking finance companies The capital market Mutual funds Deregulation of banking system Capital market developments Consolidation imperative
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Comparison of Salaries of CEO’s of Public and Private sector Banks
Private Sector Banks:
Public Sector Banks:
• ^ includes arrears for 6th Pay Commission
• Source: http://www.bankingonly.com/detail-news.php?news_id=224
Name of executive Bank Gross Pay
Chanda Kochhar ICICI Bank 208.74
Aditya Puri HDFC Bank 340.85
Shikha Sharma Axis Bank 152.16*
Name of executive Bank Gross Pay
O P Bhatt SBI 26.51
M D Mallya^ Bank of Baroda 23.30
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“HR Practices of Indian banks have so far been managed
by neglect.” “Even if we train our people, after sometime, we realize
that we are training people for Yes Bank Ltd, HDFC Bank Ltd or Standard Chartered Plc. Never before (have) we faced such an issue. This needs serious attention,”
Anil Khandelwal, chairman and managing director of Bank of Baroda
“There is a shortage in the pipeline, If this crunch continues, there will be a shortage of manpower and we will end up paying huge amount of salary to get and retain talent.”
Shailendra Bhandari, CEO of Centurion Bank of Punjab Ltd
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If public sector banks are required to compete with private banks on a level playing-field, there is a good case for compensating them, too, on a competitive base. There is also the risk that if the public sector bank compensation is not improved, the public sector may lose talent to the private sector.
D. Subbarao, RBI Governor
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Thank-You