 सामलिक्यों मैं हो मुखतारा हमेद वर्चिल यूँश्टी के कोर स्विम न चोश मैंज्मेद के साथ और आज हम आज पना लेक्चे नमब तुँँटी ये दिसकरेंगे आज कर सेचन शुरू करते हैं और ये सेचन शकों लेक्चे नमब तुँँटी ये गे हम आ ये सहें धॉच भालู่ और टी कर लेक्चेर शिथ दे का स tampoco कब हीं वbab look.. यो कर टी ख़ी च मैंडों आज अपनी क्च्छेभ, आज ये दा़ा का � station सामलात कर collections. आज कर सेचन नमा Tran नहीं हृपा की ब्रॉँा के रह्कोंभर्टुक्मा़। पर द Saturn.. एक बाूत पाद सदम � merchants के जाब एब हुए, नहीं। वेई, ब्रॉएर व eramदुतार्ई की जाब штम्ង एजेMed फ्य तेपत्फय? ब मने गर्या, विखह रहसे बी कोतिर finest अवड़्साया जीवान्स छीचाती दरावेदी डेखाता जब हम जब अनज़़िस पारड़। जीवान्जिय की भादी और वादी सीट कि देखाता है, नज ब परदी जीवान्ने चीवान्टा ची लैच बरघे आफीन सीट कै रईग़े नज बादीचा अप रहां. तो ओधा उर्थाब एजवाब. उखुष मतर्च पडे काम नेँ है, ठाछांगाध मत्डे फा जाए, नवाध, और अभाश्टाप, पिकराच याप, तो वूवापाव याद एफ याब बाचाटूद। उस्थाड्पौर्दाब जाआाप. you determine the worth of any job. opacity base p fhe rhe aqla step hota, that is, you prise that job. k waves ki worth kya hoi? on osse e gaya base phe rhe aq, then you decide about the compensation. and then we call it is a compensation system, its complete system working in any organization.8 और दोऄुके आल जाह। धदिए़तम। सूवान्가 क्यटे concepts 2 जیک् त्री पियरैनिनेक्रूँ थरी brewing जाह। वी चोन ठब चना चाती बिया पुरत । ये मेंझा नात Basil after pricing, after evaluation, now how you will develop the compensation system, how you will decide about the pay and what are the things affecting the agnation. next move, see this model carefully, started with job analysis, yes what is the outcome of it, based on it you do job evaluation and based on job evaluation you make a pay structure for your agnation after evaluation or pay structure you define it based on it then you decide who will get what and how much when the pay structure is formed then you will decide about the individual pay individual rewards or compensation now it can also vary even within the same group same class, same grade and there the performance pressure is also playing the white row because based on it you will increase or decrease the salary there are annual increments in the salary that when you have successfully completed one year the next block you will get as much as your increment will be now it is not necessary to get it for everyone but again you cannot just stop by nothing you have to justify it if someone wants to get an increment or if he wants to get an extra increment then there will be a justification for it where will you get that justification from from the performance pressure and if you do not give it to anyone or if you want to stop the increment again that will be justified through this performance pressure from all this your pay policies will be based on all these things and see how everything is linked with one another to give you some results so let us start our compensation system topic I hope the basic things are now clear you know what is the job worth what is the valuation why one person is getting less and other is getting more why even within the same setup a person can get more than the other so this is not the thing to see let us move ahead what is pay by the way the way it is defined pay is a statement of an employee's work by home an employer now how can that employer decide about the worth again remember the previous thing based on job evaluation based on the performance the employer has to decide the worth of the employees so that will be his or her pay so what is this this is the worth which is in the eyes of the employer now if we talk about the worth of course it is how much they are paying you that is your worth this is the definition of pay in the eyes of the employer what he or she is thinking about pay what about the employees so that is the second part pay is the perception of worth by an employee now what employees feel about his or her worth this will determine his or her pay this will be paid in his eyes you must have heard it many times some friend, some colleague some elder that I left that job because the pay was not in my expectation I don't want to join that job because they are paying me less even in his eyes his worth when we convert it in financial terms we call it pay now let's see the importance of this thing when we are talking about the human resource management strategic model in the books you will see that reward is playing or this financial compensation is playing the pivotal role but remember this is not the only thing but because right now we are talking about reward or financial compensation so let's focus on this and understand this now our HR prepared their strategies about the people working in the organization now their main focal point their activities is to attract people to select them to engage them of course and retain them in the beginning of the lecture instead of keeping them it is in the same sense but for all these activities see that reward is playing the central role keeping other than constant like environment of the world the boss, the team and other things so people will go towards that structure where they will get good reward they will join in that place where they get better compensation but remember we are keeping other things constant and they will stay with those organizations where their compensation is up to the mark or their expectations are the same and ultimately for all these things for the people, for the organization to achieve the desired result it is helpful it implies compensation let's take it again let's take it a little further this implies compensation refers to all forms of pay or rewards and all these rewards compensation which we are talking about whatever benefit and they are going to implies from where they are coming of course from employer side so compensation system which we are talking about all the incentives all the benefits that you get from the employees or from the employer side so that is compensation okay what is ahead again it consists of two parts that can be direct financial or indirect financial benefits one is that you get salary in the face of paycheck then there are some such benefits of course the money is needed of course institution of your employer but you get it in the face of a coin not in the face of money like you get a car house for living and so on we will discuss this ahead so when we are talking about direct or indirect compensation what is the basis of this when we are talking about salaries you hear words, wages, salaries all these things we are talking about incremental salary performance base these are small concepts I share them with you so that things can be done with you increments of time how much time you have used on the basis of that you get salary on hourly basis which we call wages or you get salary which can be done on weekly basis can be done on twice a month can be done on monthly basis but can be done on the basis of performance that is on the basis of piece work how is the commission if you are with the sale team whatever sale you will generate the agnation has fixed certain portion of that as your commission you see the insurance in pharmaceutical the business of medicine or the marketing the commission again it is the reason of that you have a thrust the more you work the more business you will bring for your agnation what is the meaning of piece work pay is tied directly to what the worker produce like in a production unit let's see what is the work of the government in agnation the pieces you will make you will get compensation piece work basis of compensation as I told you wages or salaries we mix them together but there is a little difference what is the difference wages we call it generally refers to hourly compensation paid to the operating employees the basis of wages is time the more time you have the more money you will get sometime people have fixed you have the 20 hours per week permission to work you work the more hours you complete wages we call it compared to this other things we call salary that is the income that is paid an individual not on the basis of time but on the basis of performance it is fixed and there are different ways we get salary on monthly basis but in few countries even in other countries they can have the weekly payment system they can have the buy monthly payment system again it is the convenience what is total compensation when we are asking somebody that this will be your when we are telling somebody that this will be your total compensation what are the things that are included compensation of any employees can be divided into two broader categories we call them intrinsic and extrinsic which are your rewards when we are talking about extrinsic in this the financial rewards direct financial rewards the same wages can be mentioned salary can also be included you can have the bonuses commission, pay incentive what are the different types what are the indirect insurance retirement benefits which used to be our pension system paid vacations food services credit opportunities recreation trip paid leaves these are indirect financial compensation reward what about intrinsic recognition is one very important reward promotion opportunities working conditions interesting work and remember one thing when we are talking about compensation don't just think that money is the everything no but again it depends which level you are our next lecture is coming in which we will try to relate money to performance and we will see what role money is taking money is very important no doubt but sometime this is not most of the time it is not the only factor but again which level we are talking about if it is at the initial level basic nirjain gipuri of course money is very important there but in the organization we see that sometime even the smile of your boss is enough for your appreciation this is the big big reward those who come and threaten you your teacher, your elder your parents, your boss well done it has so much value which may not be money when we are dealing with the people we have to always when we are talking about the reward system when we are talking about the compensation and motivation we should not only concentrate on the direct financial rewarding but we should also see some intrinsic reward system too let me tell you that recognition itself when you top it you get a medal what is its financial worth you get an appreciation on a piece of paper if you break it according to the money then how much value will be may be none but you feel pride in your life so when we are talking about total compensation so it comprises of so many different things intrinsic, extrinsic reward and even within the extrinsic reward you can have direct financial and indirect some benefits we get and this is our next topic next lecture and if somebody is not satisfied with the pay so what will be the outcome you are talking about the compensation what are the consequences of paid dissatisfaction if somebody joined the young ration and joined on a special salary but as soon as he started his job he figured out I think I should have been getting more what will happen on that stage if he understands that he should get more salary then it will affect his performance he or she may behave differently it will go on strike you will get angry he or she may start writing I am not happy with my salary I have been cheated or whatever and he or she might start looking for some other jobs they might be thinking this is not the right place if he or she compensates my worth then I should go somewhere else if he or she goes on strike or tell grievances or somewhere if he or she is looking for another job then what will be the outcome there will be a lot of vacations and you know what is turn over you have discussed it before what is turn over turn over is basically that how many people are leaving your organization is it good or bad of course it is bad on the organization part if people leave it and leave it quickly then what will happen it will cost the organization they will have to interview them have to section them and in the market they will have a bad reputation they will not be able to work there I don't know what is wrong there so when people have a big desire or they think they may not get a good salary they should get more what will be the outcome that people will start leaving they will take interest in their work and they will start abstaining and meanwhile they will get a good job similarly if they are dissatisfied with their pay so for them there will be less tax they will think that we are doing a good job when their tax rate will be less then what will happen of course again one outcome will be a turn over and they will get dissatisfied with their job and they will start doing the same when you don't enjoy your job when you don't enjoy what will happen what will be the outcome then you can have psychological withdrawal you don't feel like working there lethargic behaviour will be yours attitude will be yours and they will start getting sick this is also a sign that when you visit barbar dispensary when you visit barbar medicine that is also one indication that something is bothering him or her at this place they are not satisfied with their work maybe it is work, it is salary there might be different reason but still this is indication for management something is wrong and gradually the mental health of a person gets reduced so all these things are very dangerous for the organization now it doesn't mean that when you see someone sick you increase the salary because it is a system where everything should be atrocious and for that all these job evaluation systems or compensation system you are trying to understand is so that you can make such a system in your institution where things should start working smoothly you should all focus on your main work and start delivering both monetary and non-monitory compensation. 3 phases, we are studying in compensation management system. Phase 1, you have to evaluate every job to ensure internal equity based on each job's relative work. आप उसकी इकविटि देकते कर जेतनी वो आप कर और भी थी आप सेवाँद ची कर देवाँ परकी। पं değer tend to the value of the job, to which the party is hurt. वो उध्वर थी योंगी त ही अब योंख थी अथब जो ती ती वो अपकाब ती सो तो योंगी प्रफांँस दूसे किस्दूच के आप कंप्रपते हैं अदूच के जो गई, कि वत के बाद टब मकापले में अप देखते हो तो ख़ैशे को कि ताप उज़ाप को आप आप च आञुज than अप problèmes अप्छ अहलिएक फ्लन अप आजक्त cảmattform lasers वचष्रस को तो यसनो को तुश्टेझें । अप्छट्धिन क्यह अप्च्रेत खौल॥ फालीएा । अगर बाखी सारी चीज़े काज़ते जाएं, like environment, working environment, opportunity to grow, तो फिर सेलरी जो तिया फिर कमपन्सेशन आप, वो बड़ा इंपार्टर डोल प्ले कारी होती है, कि लोग अट्रेक्त होतेंगे, अचे या वो आगनाशन जो आना वो अच्छे, they are very good paymasters. तो पेला जो बिक फ्री में से, पेला अबजेक्तेप जो है, proper compensation management का है, के आप अप अच्छे लोगों को ट्रेक्त कर सके अपनी तरफ, अपने आदारे की तरफ, अपनी अगनाशन की तरफ, कि देष्ट काम, the qualified people की वो आप, कि वो आप, अपके साथ, अपके साथ, अपने अबजेक्तेप जो है, proper compensation management का है, के आप अच्छे लोगों को ट्रेक्त कर सके अपनी तरफ, अपने अदारे की तरफ, अपनी आगनाशन की तरफ, कि देष्ट काम, the qualified people की वो आप, कि वो आप, और अपके साथ, जाब शूरू कर हैं. तु रटेन, ख़्डी रटेन नहीं है, पलके उनको भी दिसकरेज कर है, के जो ख़ाए प्लेख़ नहीं है, तो गो पताए कि अप इतनी साथरी नी मिलेगी बलके, हमें तो अगर पर्फामवास नी देएंगे, तो अगला धिनक्रिमट भी नी मिलेगे. तु रटेन ख़ाए नहीं पलगाए नहीं वो दिसकरेज नहीं रटेनचन आप लोग पर्फामविंग फीपुर. अगर अप भी तु वो पर्फामविंग नहीं है, तो भी बहुत हुँँ. या तो आप उसकी शलडी को वहाप यें प्लाग कर देगे. आप कुर्तेन आप नी ज़गाए पे नराज होतेन है, येस आल्टीमेट लिए विल गो अगत. तुस्ता तरी का यह के यह के यह तु शुड आप सो वो खाए. तो इसी तरा आग्नाश्यर के अंदे तुस्रे नप्लाएस के लिए भी, ठुस्ता यह से से से प्सिःसकते है, तुस्सबगाई इसी के बेस पे आप रिवाड देजाएड बिहावीड लेतेने, के ज़ा आपको पताए है क्या आप अच्चा काम करेँगे आप को रिवाड मिलेगाए, नहीं अच्चा करेँगे तो रिवाड रुक मी सकताए, अगर एक अच्छा सिस्टम है, तो you can control the cost, that is why we say, this is also a good object right. उसके बार, comply with legal regulation, rule, government agencies, government के दारे जाना, they are also very much observing, किसी को, दिस्कमिनेशन तो नहीं हो जी सल्गी के अंदर, और फिर तो government भी यह दिसाइत करती है, वो दिसाइत करती है कि मिन्मार प्यज़ी वेज़ी के औने चाहीं, क्रिटीरी अ पिक्स करती है, कि से जो वो नहीं, दिगरी के साथ आगे तो you will be qualifying for the rate 17 job आच्चल जिस्ट्वा होता है, तो आगर आप का अच्चल सिस्ट्वा है, प्रापर सिस्ट्वा है, तो आप वो रूड अगुलेशन को भी आदाप उसको कपलाए कर है, तीगे, और अब जक्तिब is to facilitate understanding, understanding of what, within the organization creating a good culture, fair treatment right, everybody is getting fair treatment. If you do the good job, you will get reward, if you will do bad, if you will not come to the expectation, you will lose those benefits, those incentives. उसी कि भेज्पि आप की अपकी जो मागित में खमपेटेंसी है, खमपेटेटेमनेस है, वो बड़ती है, और अगनाशिंग की जो प्रोराटीयस होता ही, कि वो आपना एक, अपने गोल्ज अपनी स्टैटगीश बनाती है, उसक में मड़त मिलती है उनको, और कुच्टिर, और वल्यूँ क्यो उआदाराकी बंतिय है, वो भी एक अच्टिर सिस्तम के रही बंतिय है। थंप्र कोत यो, अग्टीर लगकि ते लिए था एहन वरूँाहरी देखा. बड़ा ख्राँ सिस्तारी हैं, बड़ा ख्राँ सेच्टानी कोई नहीं हो दे, हर कोई इस यह तुसे पे प्रश्राइस ने करा, सब पता है, सब को, कि मैं यह सिस्तारी है, सब को मेलेगा. तु, as a manager, then it will be easy for you to do it. तु, you can do it. तु, you can do it. तु, you can do it. तो साल का साद लिए था नहीं तो प्याजा तुर से अब आप अग़्। खचतानी कोई नहीं हो दी, हर कुई उसे पे प्रस्राइस नि कराग, सब पतान, सब को जे छिस्टर मैं से यह उसके जिर रही है, सब को मेलेगा, लग याद Danny Pajit इसमिजात लग, ज़ूर आली जमदी आपुयोटा। Aaliyo Dandi जो पेट जिदमिन करने काता है, जो भॉक जानग करता है, क्योखे आप भूई जानग करने करता है? एक प्रानक्तान टिन्जात को थी क्योगा जाहने कराचना? के what other employers are paying for comparable jobs किसे batch parking भी नहीं कहतें कमpear करतें तुश्टों के साँ की वो क्या करें? तहें तफ ट्मेटीच बनातें क्यो जितर्मन करती ये worth of each job ये in your organization आप गोस तुज़ जाभ वाल्वेल।्यन उगो method जो जो तो आपने पहले last section number चुकें उसके जेई वो ववगत क्यएट करते हैं ववगत क्यटरमन करते हैं और देविल ज़ें ख्लासइपाई तैम ग्रॉट्स, चमील जब जाच में तुग प्य ग्रेज तुब मुत्रिप ग्रेज बनते हैं मुखत्लिख गुप्सक्ल कों ग्रेडों की शकल में कनवर्ट किया जाते है। मैंने एक दो दो फाप पहले भी ग्रेट का जिकर किया, सैल्री के रेंजिस बनाई जाती है। मुखत्लिख इंस्छुशन है जहांप एक गुप सिस्टम है। आप आप आप आप आप आप... अप इस्टम जाते है। और वागे एक जाते है। उरहरे की एक रेंज होती है, जिसके अंदर मुख्लिप ताईम फ्रेम के अंदर अखते होगे, मुख्लिप स्टेज़ से बताई जाते है, जैसे हमने जाब वेलॉशन के अंदर देखाता. तो अगते है, ग्रेटिंग सिस्टम रही, अगते अगते नहीं। तो आगते है प्रइस इस पे ग्रेट बाई जाब रही है, अपके आप इस को गराफी के लेग लेभी खार सकते हैं, आजकल तो कमपिट्राइ सिस्टम बने होगे आपको अपके अंदर अपके अप प्रिक्स होते हैं, आपके आप आपके तो लेप आपके और सकते है, और वेट तो आपके वहागा, अपके लिए जाब तो सचाएगा बदोगो साप्दा और च्रिएद सुब णत ठुवागा, और पर थोड़ा बोथ उसमें जो तूनिंग करनी होती आन्पे ताके योशी शुट खाम अप विदे गुट पेप लैं इस गराफी के लिए मैं आप को वोई चीज बताता हों के देखें तो चीजे देखें आमनी, सल्री योर अपने आप इसकी अंदर आप नहीं देखें कि एगर एक बलाग को लें, कि फ्रे गरेद विट्च उद्चो तीए लग़ सी के एक लिए सकेल हैं उसका मींनिम्म पाँच साज शुरू के, पन ताली सी जाता जाता है उसके मुखत्रिफ सेजजग आतें उरस्में मिनिम्म्म्म और बैक्सिम्म दोना लिमित होतीं और खिर एक मेट पोईट भी आता है तो आपनी अपने अबलुशिन पोईट के मताबिक पर देहना कि सैलिक किस यखा पिख्स होती है पे कहापे पिख्स होती अपनी बादे शावर में जाएखे तो अपकोस वो फरक है उस फरक को बी इस शूऊशन जोगा अदार हैं उसको उस कंपंपलसेशन प्लैन में इंकाप्टेट करते हैं जा वो दिटरमन करते हैं कितने इसकी कितने इसकी बेनेपिरस होने चावने चावने अपको पताया था किजितना आप प्लदोज करोगे उतने अच्चाएट को मेंगे रहेगा उद्दाडिस आुथ यश्चात प्रमीटर फार में जाएखे तो इसकी ज़ाएखे if the bargaining power can if the bargain power is in the hand of the employees then of course they will be asking more if the bargaining power is in other hand employer they might pay the less it is the demand supply relationship market with demand X很好 supply could be meeting they actually pay the bucket बागेनिक पावल जोईा वो निया सकतने एक नहीं के अटा प्लाब हैं आद और लोग आद बहेत अड़ा रह हैं जाबनी मुल्री हैं. अम तो यह से कम नहीं आएंगे लेकन, if the things are in another way, यह स्प्लाई ज़ादा है, लोग माकित में बहुत वेलेपल है, जाब नहीं मिल रहीं तो देन, it is the employer who will decide के नहीं जी, अम तो यह पेख कर सकते है, आपने आना है, तीख है, वरना तेंग क्यो रही मुज्ग झो बाओने बोगी बागरने प्रे लीए बीट में तो सुолько प्रसाई तो लाई कगynanei bHi-vaare is also playing a very white role, when deciding how much to pay, what else? जाब रेकवायमेंस, at some time, certain jobs have a different kind of requirements. उसके लिए गया आप के अग्स्टा जो अप योंचधरस्चोएंगे वो बी इस में टनकारपेट करने परटें क्योंगे वो वो उसकी रेक्वाविट हैं तो उस तोटल कमपन्सेशन में वो जीजें भी आईन. आपने लोगो रख है, तो उनको वीडिंग भी राद को भी आपको अपको अपको नका स्टेच आए अप वर्ग, तो फिर आपने उनको स्टेग के लेगे वी फिसल्टिल्ती परवाइट करनें. तो आप आपने लेगे भी फिसल्टिल्ती को समझतें तो यहाड तो भाज समच आगी आपको, कोंझे ख़्टर यह जो दिटरमन करतें किस, हैल्डी क्या अनी चाई है? आपने च़ाए तो अठ़ट्टर्टिल्ग को समझतें गब एक्टी. एक्टी पर्षट्ट्टिल्ग की जब आप बाट करतें तो अट्ट्काम अवर इंपोट किसी की भी, जब आप यह सो कमपेर करते हैं अपने से तुस्टे के साथ, यह ताकिंगोड़ एक्टी. अगर आप समझतें के मेरी जो पर्फाम्मस है, अपकटी तो भी नहीं तो दोनोगो उसी साथ से ख़ब अप भगगगगगगगगगगगगगगग. एक्टी तुएरी क्या बताती है, अपको अपकी क्या दिस्क्ष्छट दश्व्ट क्या करती है. तो अपकटी तुस्टे करते है, तो � 접स यfera कर करते है? तो खा hoyा भपम भगगगगगगगखगगगगगगग腰 गेव खए्ते सबत læन क devil is laying golf. ठाग ठैग स्ना कई शमक्चक Member is just going to華. जो परिवल दीक सब एक तो श्थ搬नालागया घाना के लिस थ भगगगग मह işte. if the performance of person a is less than person b and on the basis of that then we will say that if it is like the salary of a person then we will say that person a is other way around if the performance we will talk about the salary of a person if the output and input of the person if the output and input of the person is less than the other person then we will call it 100% payday or 100% rewarded person if it is equal then equity is equal and if the reward of person a is more than the effort of the person a gets from the other person it is over rewarded so these three situations can happen when we talk about equity under rewarded also can happen over rewarded also can happen and equity also can happen at par also so when we talk about pay equity what we have to try to do is to keep the balance and this is not only the equity inside the organization but of course you have to also compare with the outside the market so we have to keep this balance otherwise there will be consequences if you are under paying if you are over paying then there can be some benefits or some benefits but of course there are some cons we call it loss there are disadvantages so let's see some examples where we will see that if with reference to the market if you are paying more than marketers are paying or less than market is paying what are the advantages and disadvantages so per example let's say when you are paying above the market rate so what are the advantages of that if you are paying more than market is paying of course you will attract better employees you will attract better employees and what is your general opinion that the turnover rate is also high your employees themselves will go for a lot of research that too will be minimized and your sporting culture of the organization will also become strong so very strong attraction and advantages if you are paying more than market what are the disadvantages that your cost will increase and secondly a kind of sense of entitlement will develop yes we deserve it so motivation factor will reduce maybe for long term and if you are paying at the market rate at par with the market rate what are the advantages advantages are higher quality of human resources at mid range of market driven compensation cost when you are paying at all places then you will get good people at reasonable price at reasonable pay structure because this is the offer at all places and if you can have other things better but what are the disadvantages now why do you have good people because they know that if they will come to you they will get the same money why don't you stay with the same people where they are already worth that attraction will reduce for good performance turnover will vary with labour demand up and competing firm now the turnover rate depends on the demand supply relationship competing firm now if you are paying below the market rate so what is going to happen advantages of course you will feel that you are saving money cost is your job but at the same place you may benefit from more supply and less demand labour is available in the market if you don't have an option then you can benefit from it but you can have disadvantages more than disadvantages what are the advantages you will not get good people for quality of your workforce will be less job satisfaction will be less when you get a chance or because of this your turnover rate will be higher so there are certain conditions which are necessary for proper fair pay what is that what should be your consistency within the organization under the system everyone should be taken as one external competitiveness should be kept in mind what market indicators are telling you and and how is the contribution of the employees should be participated in that decision so these things will tell you whether your pay structure is a compensation fair or not let's see what are the roles the line manager they are paying in the compensation issues are compensating of the workforce line manager the main boss they evaluate the worth of the jobs of course they get the help from the human resource department so what happens that the line manager they evaluate the worth of the job oh yes HR department will help them and sometime under certain circumstances they might have and they have the right to go for higher side or even lower side so what is the first thing for the line manager that they evaluate the worth of the job ok apart from that they negotiate the starting salaries as I said they can negotiate there they have that range according to the situation worth of that person who is starting the job or according to the situation even according to the requirement there is urgency it is a normal thing so they negotiate it and then recommend the pay raises and promotions even after a performance appraiser that they should increase their salary they should promote they should retain the money they should promote to be recommended and then notify HR department of the job changes if they want to change somebody from one place to another place one scale to another scale so this is the work of the line manager what about the HR department what kind of role they are playing in the compensation decisions they establish the rates of pay of course based on job evaluation however see the job evaluation process usara when we read the job evaluation we discussed that they monitor it and conduct salary service or they recommend on the space that it should have that much salary they establish the procedure for administrating administering the pay plan they ensure compliances with the anti-discrimination laws they make sure that they make sure that they make sure that the government has told you if this rule is not less than this then it is not less than that or they are not discriminating on any basis because otherwise they have to face the music and they also communicate the benefits and all those informations to the concerned employees and of course to concerned departments by account department we have next salary and we pay it up I think enough of the compensation let us see what we have covered so far in this lecture we started with the compensation system and in compensation total compensation system 2 types of compensation they were intrinsic and extrinsic reward system or extrinsic we saw in 2 cases direct financial monetary reward and the second is the benefits or intrinsic we saw that recognition promotion opportunities and so on then we discussed about the objectives of effective compensation management why we want to do that of course to attract good people apart from that we discussed other things then we will also discuss the steps for establishing pay rates in which we have started the service all those things and how to determine what other factor determine how much you should be paying that you have bargaining power with whom how much you can pay the company government rule regulation and so on so I believe this is clear now but we are not done with the compensation because we are still left with the other incentives and benefits so our next topic should be benefits and other incentives let's stop it here and till next time but remember one thing and what is that one thing and what is that something that reinforcement strategy from my side reinforcements that you should work hard you should have the benefit of listening and reading so for the next lecture what you have to read about the benefits and what you have to read read it again see it again see it again and again what is right what is confusing if things are not clear come back to us we will help you with this belief that you will do your job thank you very much and keep hard working Allah Hafiz Assalamu Alaikum