Hr Specialist - Policy,compehsation &
Brandon 69
Manager - Hr
Working In Mnc

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Hi All
I have a PG Diploma in HR and am working as HR Trainee in a very big IT Company in the corporate wing of HR.
I would like to do a specialised course, which is worthwhile to do and has value in the job market, in the field of Compensation and Benefits.
Requesting you all to advice me please.


You can do the course from Hewitts. The name of the program is "Hewitt's very own Performance & Rewards Training Program - 'Secrets of a Compensation Superstar'".
You can see the details on Hewitts India website.
Prashant Jha


In India Compensation and Benefits predominantly a role of accountants or Finance people. Or for change they says payroll or SAP Pay Roll kind of things which is basically software driven tool to salary calculattion nothing else.

To understand compensation and benefits we have to see western world their pay scale and philosophy for pays which differes from company to company. THis western pay scale has three elements.
Minimum- Midpoint and Maximum in each grade of scale which defines the salary range assigned to particular grade scale. this scale breack up into four quarters first two in minimum to mid and next two quaters mid to maximum.

Fresh graduate or new entrent are placed into bottom of scale as per job evaluation on point rating scale assigned ratings as per job weightages to fit into particular grade level in the organization.

The above is glimps of what exaclty western world practiced in compensation & benefits. They religiously conduct salary survey every three years to update their scale and grades ranges. No employee is eligible until he perform for any annual merit increase ( Annual Increment) and salary stagnent if employee struck to maximum of his approved scale until he is promoted to the next position assigned grade.

This is totally different pay philosphy of western world which is prevelent in Middle East specially in Oil and Gas and other MNC.

If you want to know about India there is time scale with annual increments and jumpping promotion scale kind of scales prevelent that too in public sector or government jobs. In private sector horse trading and something patch up for benefits component to reimburse some expenses in the name of perks is game of this business.

You will find it difficult to sum up uniform compensation & benefits practices in India. Therfore, this is more of speculative business. I don't know what technology drives and justify salary scales and over compensaton structure because there is no law except Minimum wages act or Payment of wages act which cover only restriction and limitations nothing about principle of compensation or benefits have been embodied into any legislation in India to explain what is what?

We here in western world frequently exchange and update oursleves with consultants on this issues and market surveys. for example Hay Group, MERCER, Watson Wyatt, MERIC, and many are in this field they conduct regular surveys globally except India because there is no uniform salary practices. Or Indian salary concept is left on bargaining and negotiations with employer or within four walls of employer what he deemed fit he does nothing justified his structrue and components of compensation because this become norm.

Its totally confusing.

I share my experience with you because I worked in all Government and Private sector in India and they are found at par with African standard in this subject because I worked in Africa too. Now I am in Middle East as specialist on the same issue.



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