Description

Compensation & Benefits

April 2025 Examination

 

 

1. You are an HR Manager of newly established organization i.e. ABC Pvt. Ltd. It is a manufacturing organization of readymade garments. The worth of the job decides the salary structure which will be given to employees recruited for a particular job role. Being the HR Manager, you need to explain various methods which you can use for job evaluation by giving suitable examples. (10 Marks)

Ans 1.

Introduction

Job evaluation is a systematic process used by organizations to determine the relative value of different job roles within the company. As an HR Manager at ABC Pvt. Ltd., a newly established garment manufacturing firm, it is crucial to develop a fair and transparent salary structure that aligns with the responsibilities and requirements of each job position. Job evaluation helps in ensuring internal equity, external competitiveness, and overall employee satisfaction. By assessing job roles based on factors such as skills, responsibilities, working conditions, and market trends, businesses can create an equitable pay structure that motivates employees and enhances organizational productivity. In the garment manufacturing sector, where multiple roles range from machine operators to

 

 

2. Ram and Rahul are two individuals working in two different organizations. Ram is paid based on number of units manufactured in a period whereas Rahul receives hike in the current year based on performance in the previous year. Identify the pay systems used by both organizations and explain other pay systems in detail. What is the utility of both pay systems as employed in both the organizations. (10 Marks)

Ans 2.

Introduction

Compensation plays a crucial role in employee motivation, productivity, and job satisfaction. Organizations use different pay systems to ensure fair compensation while aligning with business objectives. Ram and Rahul represent two distinct pay structures. Ram’s compensation is based on the number of units he manufactures, which indicates a piece-rate pay system, where wages are directly linked to output. On the other hand, Rahul receives a salary hike based on his previous year’s performance, reflecting a performance-based pay system, where compensation is tied to individual or organizational success. These two pay systems are commonly used in manufacturing and

Its Half solved only

Buy Complete assignment from us

Price – 290/  assignment

NMIMS University Complete SolvedAssignments  session APRIL 2025

buy cheap assignment help online from us easily

we are here to help you with the best and cheap help

Contact No – 8791514139 (WhatsApp)

OR

Mail us-  [email protected]

Our website – www.assignmentsupport.in

 

 

3. Mr. Vardhan wants to design a competitive compensation policy for its sales team.

The sales team since is responsible for the productivity and growth of organization, therefore Mr. Vardhan wants to employ a scientific and rational method to compensate the sales team. Considering above scenario, Answer the following questions.

1. A) Explain the rationale of designing a sales compensation plan. (5 Marks)

Ans 3a.

Introduction

A well-structured sales compensation plan is crucial for driving the performance and motivation of a sales team. Since sales professionals directly contribute to revenue generation and business growth, their compensation must be designed to encourage productivity, reward high performance, and align with organizational goals. Mr. Vardhan’s objective is to implement a scientific and rational compensation method to ensure fairness, competitiveness, and motivation within his sales team. This discussion focuses on the

 

1. B) What factors are kept in mind by HR Practitioner while designing a Sales compensation plan for Mr. Vardhan. (5 Marks)

Ans 3b.

Introduction

Designing an effective sales compensation plan requires careful consideration of various factors to ensure it motivates employees, aligns with business goals, and remains competitive in the market. Mr. Vardhan, in his quest to develop a rational compensation structure, must focus on multiple elements such as market trends, business strategy, role-specific factors, and financial feasibility. A well-structured plan will not only enhance sales