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Remuneration and Benefits, external (environmental) - Coggle Diagram
Remuneration and Benefits
Compensation Administration
retribution concept
is what we give to
Ours contributors
by
help us earn money
Items
Total Remuneration
is composed in
Indirect Retributions or Benefits
encompasses
wide variety of programs
example
Medical insurance
vacation
unemployment benefit
Direct Compensation or Remuneration
es
fixed amount an employee receives
either in the form of
hourly pay
monthly salary
Design of a Remuneration System
a compensation system is developed
enables the company to meet its strategic objectives
adapts to the characteristics of the company and the environment
Salary Administration Objectives
objectives to
develop
keep
improve the remuneration system
are
Acquisition of qualified personnel
Retain current employees
guarantee equality
Encourage proper performance
Comply with legal provisions
Improve administrative efficiency
control costs
Remuneration (Direct Remuneration)
salary concept
compensation that the employer
must pay the worke
due to the employment relationship
minimum wage concept
It constitutes
lesser amount of money
the employer must pay the worker
fixed by
time unit for the region
activity
profession in question
minimum wage determination
will be taken into account
regional differences in cost of living
eneral economic and social policy of the country
employment and income distribution policy
nature and risk of work
The Salary Compound
internal (organizational) factors
Typology of the organization's positions
Organization salary policy
Organizational competitiveness
deductions
some are
income tax amount
social security fee
payment of debts that the worker
payment of monthly installments for the purchase of houses
Indirect Retributions
are
the benefits
general are common to all employees
social services
that for what
Types of Social Benefits
In the exercise of the position
example
bonuses, life insurance, production awards
Out of office (in the company)
example
rest, restaurant, bar,
transport
Outside the company
example
recreation, community activities
Regarding your demands
example
Legal Benefits and Spontaneous Benefits
as to its nature
example
Monetary benefits and non-monetary benefits
Regarding your goals
example
Assistance Plans, Recreational Plans, Supplementary Plans
Fundamentals of Benefit Programs
beginning
It is convenient to carry out surveys or polls
individual needs, but as a group
coverage as wide as possible
profit vs. Obligation
Planning of Social Services and Benefits
to define there is
Criteria
are
factors that weigh relatively
in the weighting on the program
Goals
are
short-term and long-term expectations of the organization
in relation to the results of the program
Types of Remuneration (Salary)
Performance Pay
Competency-based compensation
suggests
a higher salary
if you are qualified to perform the position
three assumptions
Individual employees and work teams
overall company results depend on individual performance
reward all your employees in
depending on your performance
By Production Volume
there are two bases
salarys
daily or hourly wages
per diem
your goal is
reimburse the collaborator for the expenses
what has he had to incur
to carry out their assignments
By Professional Services
method is used
valuation
compensable factors are
troubleshooting
job scope
technical knowledge
experience
external (environmental)
Labor market situation
Economic Situation
Labor legislation