V Tailored v/s loosely coupled

V Egalitarian v/s Hierarchical

V Equity Theory
V Tournament theory
BY: Tejbir Kaur
áevels: Hierarchical Egalitarian
Differentials: áarge small
Criteria: person/job person/job
Supports: Close fit áoose fit
Work org: Individual perf Teams perf
Fairness: Equal treatment
 ë rs s
str ct r

 t cy
Skill s
s

Skill based structure- link pay to the
depth of the skills, abilities and
knowledge a person acquires that
are relevant to work. In contrast a
job based plan pays employees for
the job to which they are assigned,
regardless of the skills they possess.
Repth or specialist- In corporate law,
Finance, welding or hydraulic
maintenance, teacher.
Generalist or breadth-with
knowledge in all phases of operation
including Marketing, Manufacturing,
Finance, and Human resources.
r Supports the strategy and objectives
r Supports work flow
r Its fair to employees
r Motivates behavior towards
organizational objectives.
 Systematic process of identifying and
collecting information about skills
required to perform work in an
organization. e.g.
1. What is the objective of the plan?
2. What information should be
collected?
3. What methods should be used?
4. Who should be involved?
5. How useful are the results for pay
purpose?
 mat handling mixing filling packaging

Entry level A1 B1 C1 D1

Accomplished A2 B2 C2 D2

Advanced A3 B3 C3 D3
—ore- competencies: often linked to
mission statements that express an
organization·s philosophy, values,
business strategies and plans.
—ompetency sets: begins to translate
each core competency into action.
—ompetency Indicators: are the
observable behavior that indicate
the level of competency within each
set. These indicators may be used
for staffing and evaluation as well as
for pay purposes.
ã Skills (demonstration of expertise)
ã Knowledge (accumulated
information)
ã Self concepts(attitude, values)
ã Traits(to behave in a certain way)
ã Motives(that drives behaviors)
ã ±rganization strategy.
ã Work flow
ã Fair to employees
ã Motivates organization objectives.
V áeading for results(using initiative)
V Building workforce effectiveness(cross
functional teams)
V áeveraging technical and business
systems(knowledge, skills)
V Doing it the right way(modeling, teaching
and coaching company values)