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					 SALARY AND COMPENSATION
                                Term Report




                                  Report by:

                              Faryaz Ali Shaikh




        College of Business Management, IoBM Karachi.

              INTRODUCTION TO STUDY & METHODOLOGY

Statement of the problem: -
The following analysis has been made keeping in view the human resource practices being
followed in organizations mainly Salary and Compensation. To achieve this purpose, a data
analysis has been presented to help examine the whole compensation system in Reliance
Insurance Company Limited.

Objectives and scope of the Study:

The scope of the analysis revolves around the following main objectives:
   Compensation System of the organization
   To Calculate corporate past performances

Methodology: -

The Questionnaire method is adopted for data collection from the selected
organization representative with the help of Questionnaire. Other sets of information
were collected through secondary sources, i.e. the organizations’ websites. Structured
interview is also conducted. Annual report is being used to calculate Organization’s
corporate Performances.

Importance of the Research: -
      This research has a great importance. It will benefit not just one department but to
       the organization as a whole.

      As this report carries critical analysis of the compensation and salary structure, it will
       help to give information regarding all the areas of compensation and benefits at RIC.

      It also focuses attention of the management on the area, which needs greater
       attention and modification.

      It also helps in identifying the weaknesses of the structure, which needs to be
       modified.

      It also provides an outline plan to remove weaknesses of the compensation and
       benefit structure and therefore increase the overall effectiveness of the compensation
       and benefits structure of RIC.

      It projects the future corporate personnel expenditure.




Introduction of the company
Reliance Insurance Company Limited, was incorporated in Pakistan in the year 1981
with a share capital of Rs. 5.0 Million by two leading industrial houses of Pakistan,
namely Al-Noor Group and Amin Bawany Group. Al-Noor Group is headed by renowned
industrialist Mr. Ismail H. Zakaria, who is also the chairman of Reliance Insurance, while
Amin Bawany Group is headed by Mr. Mohammad Amin Ahmed Bawany, who is also the
Director of Reliance Insurance. Both the groups having successfully implemented a
number of projects, are currently leading industrial groups of Pakistan.

The Present Authorised Capital of the Company is Rs.500 Million while paid-up capital
is                    Rs.                      176.225                      Million.

'Reliance Insurance' Completed 26 Years of quality service in November,2007 and is
celebrating its Silver Jubilee and are extremely thankful to all those who have catalyzed
our                                      success                                    story.

Reliance is one of the leading General Insurance Company of Pakistan having a network
of 28 branches at all important places throughout Pakistan employing a full time work
force of 203 persons. It underwrites all classes of General Insurance and enjoys
reputation second to none. Apart from the traditional covers such as Fire, Accident,
Motor, Marine (Import and Exports), Loss of Profits, Personal Accident, Group
Hospitalization, Workmen's Compensation, Burglary, Cash-in-Safe or in Transit etc., it
also transacts non-traditional covers such as Machinery Breakdown and Loss of profits
following Machinery Breakdown, Contractors All Risks, Erection All Risks, Bond and the
like.
Since its establishment, Reliance has progressed smoothly and steadily. Its Gross
Premium income has increased from Rs. One Million in 1983 to Rs. 526.88 Million in
2006, while the Pre-Tax profit has increased from Rs. 0.14 Million in 1983 to Rs. 80.63
Million in 2006. At the end of 2006 General Reserve stood at Rs. 62.50 Million and
Technical           Reserves           at         Rs.           273.24          Million.

Reliance has been assigned Insurer Financial Strength (IFS) rating of "A-" by both the
recognized rating agencies of Pakistan. i-e JCR-VIS Rating Company Limited &
Pakistan Credit Rating Agency Limited. Their Press Release Dated 29th June,2006
and 10th July,2006 respectively is available on their website i.e. www.jcrvis.com.pk and
www.pacra.com for visitors. Following surveillance of rating based on 2006 financials,
JCR-VIS Credit Rating Company Limited (JCE-VIS) vide its Press Release dated 10th
September, 2007 upgraded a 'Positive' outlook to 'Reliance' whilst maintaining rating at
'A-'            (              Single                A              Minus              ).

Reliance Insurance Company has the following Vision & Mission goals and is
continuously              striving             for               excellence.

VISION : To be recognized as a professional and dependable business entity committed
to play a meaningful role in the development of insurance industry in Pakistan and to
safeguard    the    legitimate   interests  of   all   stakeholders,   namely,policy-
holders,shareholders,reinsurers,employees and all other business associates/partners.

MISSION : To provide quality service and protection to its Clients aiming at achieving a
respectable volume of business and become a prominent player through good
governance and sound professionalism focussing to become a well-known and respected
Corporate entity in the eye of Society and Government.
Board Of Directors :

   1. Ismail H. Zakaria ( Chairman )
   2. Mohammed Amin Ahmed Bawany
   3. A. Aziz Ayoob
   4. Irfan Zakaria Bawany
   5. Mohammad Omer A. Bawany
   6. Zohair Zakaria
   7. Ahmed Ali A. Bawany
   8. Noor M. Zakaria
   9. Ashfaq Patel
   10. Ysin Siddik
   11. A. Razak Ahmed ( Chief Executive & Managing Director )

Human Resources of Reliance Insurance Company
There is possibly no greater challenge in HR than recruiting, motivating, engaging,
developing and rewarding so many people in a Group with so many brands. The size of
the challenge is matched only by the success of their Human Resources approach: they
act as internal consultants across the Group, creating and delivering business-specific
solutions. Their remit covers every issue involving staff recruitment, training,
development, reward, career building, and change management. They need to
understand the specifics of each business and deliver solutions which are consistent
across the Group yet sensitive to individual requirements. With a consultancy HR model
well established, HR services are delivered to the business through Business Partners,
project-based HR Consultants and a range of technical specialists.

Within RIC there are HR professionals working within the Group's Central Functions as
well as aligned in the business. There are also specialist technical areas such as
Remuneration and Benefits, Policy and Employment, HR Shared Services, Health, Safety
and Wellbeing, Group Resourcing and Group Organizational Effectiveness.

The greatest advantages organizations have are their human resource. People have unique
capabilities and can accomplish great things however they need a supportive and
encouraging environment. They can be trained to perform uncountable tasks but they need
the investment that they can develop the specific skills and knowledge for the required tasks.

There are different factors that affect the human resource of any company. External factors,
which are the Labor markets, employment system. It is necessary to enhance the skills of the
manpower and train them to meet the requirements of the jobs, so that the company does
not need to hire people from out side. Economic and Social factors affect the lower economic
rewards for rotations. Environmental factors affect in a way that the companies like
multinationals hire people from abroad, so they need to make those employees adjust to
their organizational culture and procedures.
          COMPONENTS OF COMPENSATION
                   SYSTEMS
Compensation will be perceived by employees as fair if based on systematic
components. Various compensation systems have developed to determine the value of
positions. These systems utilize many similar components including job descriptions,
salary ranges/structures, and written procedures.

The components of a compensation system include:

         Job Description A critical component of both compensation and selection
          systems, job descriptions define in writing the responsibilities, requirements,
          functions, duties, location, environment, conditions, and other aspects of jobs.
          Descriptions may be developed for jobs individually or for entire job families.
         Job Analysis The process of analyzing jobs from which job descriptions are
          developed. Job analysis techniques include the use of interviews,
          questionnaires, and observation.
         Job Evaluation A system for comparing jobs for the purpose of determining
          appropriate compensation levels for individual jobs or job elements. There
          are four main techniques namely Ranking, Classification, Factor Comparison,
          and Point Method.
         Pay Structures Useful for standardizing compensation practices. Most pay
          structures include several grades with each grade containing a minimum
          salary/wage and either step increments or grade range. Step increments are
          common with union positions where the pay for each job is pre-determined
          through collective bargaining.
         Salary Surveys Collections of salary and market data. May include average
          salaries, inflation indicators, cost of living indicators, salary budget averages.
          Companies may purchase results of surveys conducted by survey vendors or
          may conduct their own salary surveys. When purchasing the results of salary
          surveys conducted by other vendors, note that surveys may be conducted
          within a specific industry or across industries as well as within one
          geographical region or across different geographical regions. Know which
          industry or geographic location the salary results pertain to before comparing
          the results to your company.
         Policies and Regulations is also an important component that has their
          implications and so should be taken care of while designing the system.
                       Compensation Plans

Develop a program outline.

      Set an objective for the program.
      Establish target dates for implementation and completion.
      Determine a budget.

Designate an individual to oversee designing the compensation program.

      Determine   whether this position will be permanent or temporary.
      Determine   who will oversee the program once it is established.
      Determine   the cost of going outside versus looking inside.
      Determine   the cost of a consultant's review.

Develop a compensation philosophy.

      Form a compensation committee (presumably consisting of officers or at least
       including one officer of the company).
      Decide what, if any, differences should exist in pay structures for executives,
       professional employees, sales employees, and so on (e.g., hourly versus salaried
       rates, incentive-based versus non contingent pay).
      Determine whether the company should set salaries at, above, or below market.
      Decide the extent to which employee benefits should replace or supplement cash
       compensation.

Conduct a job analysis of all positions.

      Conduct a general task analysis by major departments. What tasks must be
       accomplished by whom?
      Get input from senior vice presidents of marketing, finance, sales, administration,
       production, and other appropriate departments to determine the organizational
       structure and primary functions of each.
      Interview department managers and key employees, as necessary, to determine
       their specific job functions.
      Decide which job classifications should be exempt and which should be
       nonexempt.
      Develop model job descriptions for exempt and nonexempt positions and
       distribute the models to incumbents for review and comment; adjust job
       descriptions if necessary.
      Develop a final draft of job descriptions.
      Meet with department managers, as necessary, to review job descriptions.
      Finalize and document all job descriptions.


Evaluate jobs.
      Rank the jobs within each senior vice president's and manager's department, and
       then rank jobs between and among departments.
      Verify ranking by comparing it to industry market data concerning the ranking,
       and adjust if necessary.
      Prepare a matrix organizational review.
      On the basis of required tasks and forecasted business plans, develop a matrix of
       jobs crossing lines and departments.
      Compare the matrix with data from both the company structure and the industry
       wide market.
      Prepare flow charts of all ranks for each department for ease of interpretation
       and assessment.
      Present data and charts to the compensation committee for review and
       adjustment.

Determine grades.

      Establish the number of levels - senior, junior, intermediate, and beginner - for
       each job family and assign a grade to each level.
      Determine the number of pay grades, or monetary range of a position at a
       particular level, within each department.

Establish grade pricing and salary range.

      Establish benchmark (key) jobs.
      Review the market price of benchmark jobs within the industry.
      Establish a trend line in accordance with company philosophy (i.e., where the
       company wants to be in relation to salary ranges in the industry).

Determine an appropriate salary structure.

      Determine the difference between each salary step.
      Determine a minimum and a maximum percent spread.
      Slot the remaining jobs.
      Review job descriptions.
      Verify the purpose, necessity, or other reasons for maintaining a position.
      Meet with the compensation committee for review, adjustments, and approval.




Develop a salary administration policy.

      Develop and document the general company policy.
      Develop and document specific policies for selected groups.
      Develop and document a strategy for merit raises and other pay increases, such
       as cost-of-living adjustments, bonuses, annual reviews, and promotions.
      Develop and document procedures to justify the policy (e.g., performance
       appraisal forms, a merit raise schedule).
      Meet with the compensation committee for review, adjustments, and approval.

Obtain top executives' approval of the basic salary program.

      Develop and present cost impact studies that project the expense of bringing the
       present staff up to the proposed levels.
      Present data to the compensation committee for review, adjustment, and
       approval.
      Present data to the executive operating committee (senior managers and
       officers) for review and approval.

Communicate the final program to employees and managers.

      Present the plan to the compensation committee for feedback, adjustments,
       review, and approval.
      Make a presentation to executive staff managers for approval or change, and
       incorporate necessary changes.
      Develop a plan for communicating the new program to employees, using slide
       shows or movies, literature, handouts, etc.
      Make presentations to managers and employees. Implement the program.
      Design and develop detailed systems, procedures, and forms.
      Work with HR information systems staff to establish effective implementation
       procedures, to develop appropriate data input forms, and to create effective
       monitoring reports for senior managers.
      Have the necessary forms printed.
      Develop and determine format specifications for all reports.
      Execute test runs on the human resources information system.
      Execute the program.

Monitor the program.

      Monitor feedback from managers.
      Make changes where necessary.
      Find flaws or problems in the program and adjust or modify where necessary.




RESPONSES                OF     QUESTIONNAIRE                       ANALYSIS
Reward Management: Diagnostic Checklist
Following were the responses and explanation given by the organization management
on the questions regarding the compensation management and reward processes in the
organization




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