The main objective of wage and salary administration is to establish and maintain an equitable wage and salary system. This is so because only a properly developed compensation system enables an employer to attract, obtain, retain and motivate people of required calibre and qualification in his/her organisation. These objectives can be seen in more orderly manner from the point of view of the organisation, its individual employees and collectively. There are outlined and discussed subsequently:
The compensation system should be duly aligned with the organisational need and should also be flexible enough to modification in response to change.
Objectives of system should be to:
- Enable an organisation to have the quantity and quality of staff it requires.
- Retain the employees in the organisation.
- Motivate employees for good performance for further improvement in performance.
- Maintain equity and fairness in compensation for similar jobs.
- Achieve flexibility in the system to accommodate organisational changes as and when these take place.
- Make the system cost-effective.
From individual employee’s point of view, the compensation system should have the following objectives:
- Ensures a fair compensation.
- Provides compensation according to employee’s worth.
- Avoids the chances of favouritism from creeping in when wage rates are assigned.
- Enhances employee morale and motivation.
These objectives include:
- Compensation in ahead of inflation.
- Matching with market rates.
- Increase in compensation reflecting increase in the prosperity of the company.
- Compensation system free from management discretion.
Beach has listed the five objectives of wage and salary administration:
- To recruit persons for a firm
- To control pay-rolls
- To satisfy people, reduce the incidence of turnover, grievances, and frictions.
- To motivate people to perform better
- To maintain a good public image.
Principles of wage and salary administration:
The main principles that govern wage and salary fixation are three:
- External Equity
- Internal Equity
- Individual Worth.
1. External Equity:
This principle acknowledges that factors/variables external to organisation influence levels of compensation in an organisation. These variables are such as demand and supply of labour, the market rate, etc. If these variables are not kept into consideration while fixing wage and salary levels, these may be insufficient to attract and retain employees in the organisation. The principles of external equity ensure that jobs are fairly compensated in comparison to similar jobs in the labour market.
2. Internal Equity:
Organisations have various jobs which are relative in value term. In other words, the values of various jobs in an organisation are comparative. Within your own Department, pay levels of the teachers (Professor, Reader, and Lecturer) are different as per the perceived or real differences between the values of jobs they perform.
This relative worth of jobs is ascertained by job evaluation. Thus, an ideal compensation system should establish and maintain appropriate differentials based on relative values of jobs. In other words, the compensation system should ensure that more difficult jobs should be paid more.
3. Individual Worth:
According to this principle, an individual should be paid as per his/her performance. Thus, the compensation system, as far as possible, enables the individual to be rewarded according to his contribution to organisation.
Alternatively speaking, this principle ensures that each individual’s pay is fair in comparison to others doing the same/similar jobs, i.e., ‘equal pay for equal work’. In sum and substance, a sound compensation system should encompass factors like adequacy of wages, social balance, supply and demand, fair comparison, equal pay for equal work and work measurement.