1. The Pay Model
Chapter 1
Mr. Lorenzo E. Garin Jr.
Instructor

2. Chapter Topics Compensation: Definition Forms of Pay A Pay Model
Book Plan

3. Key Questions and Issues
How differing perspectives affect our views of compensation
Definition of compensation
The meaning of compensation most appropriate from an employee's view: return, reward, or entitlement
Examining “network of returns” a college offers an instructor 3

4. Key Questions and Issues (cont.)
Four policy issues in the pay model
Objectives of the pay model
Forms of pay received from work

5. Contrasting Perspectives of Compensation
Society’s Views
Stockholders’ Views
Employees’ Views
Managers’ Views

6. Compensation: Definition
Society
Pay as a measure of justice
Benefits as a reflection of justice in society
Job losses (or gains) attributed to differences in compensation
Belief that pay increases lead to price increases

7. Compensation: Definition (cont.)
Stockholders
Using stock to pay employees creates a sense of ownership
Linking executive pay to company performance supposedly increases stockholders' returns
Managers
A major expense
Used to influence employee behaviors and to improve the organization's performance

8. Compensation: Definition (cont.)
Employees
Major source of financial security
Return in an exchange between employer and themselves
Entitlement for being an employee of the company
Reward for a job well done
Global Views – Vive la difference
China: Traditional meaning of compensation providing necessities of life replaced with dai yu
Japan: Traditional word kyuyo replaced with hou- syu; very recently the phrase used is teate

9. What Is Compensation?
Compensation refers to all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship

10. Exhibit 1.4: Total Returns for Work

11. Forms Of Pay Cash Compensation: Base
Cash Compensation : Merit Pay/ Cost-of-living adjustment
Cash Compensation : Incentives
Long- Term Incentives
Benefits : Income Protection
Benefits : Work/Life-Balance

12. Forms Of Pay Relational returns Total compensation
Psychological in nature
Total compensation
Cash Compensation/ transactional
Base wages
Difference between wage and salary
Merit pay/cost-of-living adjustments
Merit increases – given in recognition of past work behavior
Cost-of-living adjustments –same increases to everyone, regardless of performance

13. Forms Of Pay (cont.) Cash Compensation/ transactional (cont.) Benefits
Incentives/ Variable pay – tie pay increases directly to performance
Does not increase base wage; must be reearned each pay period
Potential size generally known beforehand
Long-term (stock options), and short-term
Benefits
Income protection
Work/life balance
Allowances

14. Forms Of Pay (cont.)
Total earnings opportunities: Present value of a stream of earnings
Shifts comparison of today's initial offers to consideration of future bonuses, merit increases, and promotions
Relational returns from work
Nonfinancial returns
Organization as a network of returns
Created by different forms of pay, including total compensation and relational returns

15. A Pay Model Three basic building blocks: Compensation objectives
Policies that form the foundation of the compensation system
Techniques that make up the compensation system

16. Exhibit 1.5: The Pay Model

17. Compensation Objectives (cont.)
Efficiency
Improving performance, increasing quality, delighting customers and stockholders
Controlling labor costs
Fairness
Fundamental objective of pay systems
Fair treatment by recognizing both employee contributions, and employee needs
Procedural fairness

18. Compensation Objectives (cont.)
Compliance
Conformance to Federal and State compensation laws and regulations
Ethics
Organizations care about how its results are achieved
Objectives
Guide the design of the pay system
Serve as the standards for judging success of the pay system
Policies and techniques are means to reach objectives

19. Four Policy Choices Internal alignment External competitiveness
Focus - Comparisons among jobs or skill levels inside a single organization
Pay relationships within an organization affect employee decisions to:
Stay with the organization
Become more flexible by investing in additional training
Seek greater responsibility
External competitiveness
Focus - Compensation relationships external to the organization: comparison with competitors
Pay is ‘market driven’
See the Lawler article, PP for details on these points. 19

20. Four Policy Choices (cont.)
External competitiveness (cont.)
Effects of decisions regarding how much and what forms:
To ensure that pay is sufficient to attract and retain employees
To control labor costs to ensure competitive pricing of products/ services
Employee contributions
Focus - Relation emphasis placed on employee performance
Performance based pay affects fairness
Management
Focus - Policies ensuring the right people get the right pay for achieving the right objectives in the right way

21. Pay System Techniques
Techniques tie the four basic policies to the pay objectives
Many variations exist
Some techniques will be discussed through the book
See the Lawler article, PP for details on these points. 21

22. Caveat Emptor - Be An Informed Consumer
Is the Research Useful?
Does the Study Separate Correlation from Causation?
Are there Alternative Explanations?

23. Summary
The MODEL presented in this chapter provides a structure for understanding compensation system.
The three main components of the model
Compensation objectives
Policy decision
Techniques

24. Summary (cont.) Four Policy Decision of pay model Internal alignment
External competitiveness
Employee performance
Management

25. Terms:
Base Pay
is compensation based on time worked, such as annual salary or an hourly wage and it does not include pay benefits, overtime or incentive pay.
Compensation
may be in the form of financial returns, tangible services, and benefits received by employees as part of their employment. It does not include other forms of rewards such as recognition and interpersonal relationships etc.
Indirect Pay
is part of an employee’s total compensation package, non-cash items or services provided to employees in return for their contribution to the organization (i.e., health benefits, paid time off). Sometimes the costs for the items are shared by the employees.

26. Merit Pay
is a monetary reward given in recognition of outstanding performance which increases base pay. It may be paid in a lump-sum or added incrementally to base pay.
Performance Pay
is a monetary onetime payment made to an employee, team or the whole organization for achieving results established at the beginning of a performance cycle.
Salary
is direct compensation/pay calculated at an annual or monthly rate rather than by hour.
Wages
are direct compensation/pay calculated by the hour