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Compensation and Benefits

Compensation and benefits in HR management encompass salary, financial, and non-financial perks given to employees, a key tool for optimizing their potential and performance.

Objectives of Compensation and Benefits

Employers prioritize cost minimization, while employees seek greater rewards. It aims to bridge this gap with the following objectives:

  • Cost control for the organization
  • Compliance with labor laws and clear communication of salary structures
  • Enhancing the company's reputation for employee satisfaction
  • Ensuring long-term Employee Retention
  • Meeting employees' needs and expectations in exchange for their work

Types of Compensation

Compensation is divided into two types: Monetary and Non-monetary.

  • Direct Compensation: It encompasses salaries and benefits, contributing to employee retention and deterring attrition. Illustrations comprise bonuses, recognition, commissions, profit-sharing, and overtime pay.

  • Indirect Compensation: It fosters a sense of belonging and loyalty via non-cash benefits such as internet and mobile reimbursements, recognition, transfers, promotions, company housing, office vehicles, and educational scholarships. These methods address diverse employee needs and enhance satisfaction and retention.

The Total Rewards Model

Total Rewards Model

The Total Rewards model, developed by WorldatWork, highlights that total rewards consist of two components:

  • Direct compensation: Including salary (base and variable pay) and other monetary benefits like health care, retirement pay, and allowances

  • Indirect compensation: Encompassing work-life balance, recognition, Training and Development opportunities, such as mentoring, and talent programs, all essential for a fulfilling career

Emerging Role of Compensation and Benefits

Effective Compensation and Benefits practices play a pivotal role in human resource management, offering numerous advantages to companies:

  • Improvement of job evaluation processes
  • Support in crafting practical employee goals
  • Cultivation of colleague bonds and motivation
  • Conflict prevention through labor law compliance
  • Employee loyalty enhancement via talent retention
  • Increased employee efficiency and dedication by fostering job satisfaction

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