Impact of Compensation Practice on Employee Informatics a study of Vindhyanchal NTPC Singrauli (M.P.) Siddiqui M.U.1, Vishwakarma Vishwanath2 1Professor and Head (Commerce), Govt. P.G. CollegeWaidhan, Distt. Singrauli (M.P.) 2Guest Faculty (Commerce), Govt. Autonomous Degree College, Satna (M.P.) *Corresponding Author E-mail:
Online Published on 12 March, 2024. Abstract Compensation is the remuneration received by an employee in return for their contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and sales commission. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Direct Compensation is typically made up of salary payments and health benefits. The creation of salary ranges and pay scales for different positions within the company are the central responsibility of compensation management staff. Direct compensation that is in line with industry standards provides employees with the assurance that they are getting paid fairly. Indirect Compensation focuses on the personal motivations of each person to work. Although salary is important, people are most productive in jobs where they share the company's values and priorities. These benefits can include things like free staff development courses, subsidized day care, the opportunity for promotion or transfer within the company, public recognition, the ability to effect change in the workplace, and service to others. Employees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. Top Keywords Compensation, Human Resource Management, Employee Performance. Top |