Al-Qurmoshi Institute of Business Management, Hyderabad

compensation km hr compensation system tm designing talent management knowledge management compensation management employee benefits compensation and benefits pay introduction person focus to pay skill based pay job analysis job evaluation pay for performance hrm perquisites pay for person executive knowledge incentive pay creating executive compensation case study internal equity person based pay pay structure sustainable hrm team linking merit pay with competitive strategy compensation strategy tm system talent management system building competency based pay job based pay variable pay systems building internally consistent compensation system competency types developing equity theory creating internal equity through job analysis and seniority pay longevity pay employee behaviour role of compensation in organisation non-financial compensation system components benefits minimum wage incentives person focus wage and salary factors affecting wages fair wage fringe benefits concept of reward system of compensating strategic compensation living wage concept of compensation compensation dimensions concept of total reward system role new trends establishing pay plans flexible benefits business strategy merit pay competencies team based pay job description incentive pay for position alvesson earl hansen nature alternative views & types of knowledge alternative views earl and alvesson knowledge management framework of hansen framework nature of knowledge management solutions infrastructure mechanisms knowledge management systems factors influencing assessment knowledge management assessment organisational performance products people organisational impacts processes 3 p compensation concept: pay for position new trends in compensation management - flexible b totally integrated employee benefit program designing and planning emotional intelligence human resource management global mergers index roi outsourcing scorecard six sigma process international paauwe’s hrm model sustainable paradox framework benefit central government flexible workforce questions and answers internal assessment assignments question paper 3p compensation strategic management strategic compensation management esi epf employee benefit costing veba funding legal information strategy leaders steps model valid information systems features knowledge intensive firms key processes kif location rise knowledge worker location of knowledge rise of knowledge worker 3 p compensation concept paradox theory lens of theorizing strategic hrm strategic integration work life integration work life overview talent reservoir segmenting institutional strategies dealing with talent management grid competency meaning characteristics information strategy broad-banding merits of time wage merits of piece wage time wage plan aligning compensation strategy with hr strategy & aligning business human resource strategy plans establishing pay plans compensation philosophy compensation plan salary survey market wage surey wage survey methods of wage survey modified retirement flextime flexible compensation workplace flexibility cafeteria compensation non-financial system job characteristics job organisation demerits of piece wage merits of balanced wage balanced wage plan time wage plan environment piece wage plan environment demerits of time wage piece wage plan depth of knowledge knowledge depth breadth of knowledge knowledge breadth core competencies core competency competency effectiveness assassment pay for longevity seniority advantages of seniority pay internally consistent components of compensation system equity types of equity types of data collected through job analysis objectives of pay plans incentive pay and team based pay pbr payment by result individual performance related pay aim of team based pay types of team based pay gain-sharing profit sharing employee stock ownership plan esop stock options scheme advantages of team based pay disadvantages of team based pay competitive strategy linking elements of merit pay job specification advantages & disadvantages of classification metho individual equity external equity job descriptions advantages & disadvantages of ranking method advantages & disadvantages of factor comparison me job evaluation methods job analysis methods advantages & disadvantages of point method personal equity building market competitive compensation system choosing compensation survey conducted by third pa 3-p compensation pay for knowledge payment for non-working days disability income continuation benefit deferred income balance wage method exploring and defining compensation context piece wage method time wage method aligning compensation strategy with business strat hr strategy bases for traditional pay system bases for modern pay system merit person f building pay structures that recognise individual individual contribution knowledge program designing pay for knowledge program constructing a pay structure pay for knowledge program steps in the job evaluation process calculation of minimum wage exploring & defining compensation context compensation context work-life performance & recognition developmental & career opportunities reward total reward five elements of total rewards new trends in compensation management work-life balance broad banding pay transparency part-time work compressed workweek telecommuting job environment loss of job income continuation benefit spouse/family income continuation benefit accident and liability protection health payment for work and performance income equivalent payments compensation for indian central government employe central government employees compensation package compensation and reward fringe benafits intrinsic compensation total compensation components of compensation extrinsic compensation factors influencing compensation govt. regulations for compensation in india job sharing