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Compensation Management

Compensation Management

Compensation management is a critical part of talent management and employee retention. It uses financial and nonmonetary benefits to attract recruits, reduce turnover, spur performance and boost employee engagement. It is responsible for ensuring that salary and bonuses remain competitive and benefit programs change with the needs of the workforce. The people in this role not only work with data but are also keen to understand the complexity of benefits administration.

Compensation management software is standard in human capital management software suites. It is used to budget employee salaries and provides information about how salary changes with a job role. Although HR has charge of compensation management systems, it can be accessed by managers in a firm.

The software is typically configured to give supervisors a departmental view of the employee data they need to make salary offers, the issue raises and grant bonuses. An employee's performance management data may be displayed along with compensation information.

Ensuring that salaries are competitive is a major benefit of compensation management systems. Compensation data that's in tune with the market gives hiring managers critical data they need when making an offer to a candidate. This applies as well to raises and bonuses to the incumbent workforce. Employees today have opportunities to find out about their peers' salaries and benefits. A good compensation management system is alert to the market, and this can help motivate employees and reduce turnover.

Compensation management requires the use of external data. Managers gather salary market data by industry, company size, job role and geography. They can use government data, information from publicly available sites that gather user reported salary data, as well as purchase data from third-party firms that conduct ongoing surveys of salary and benefits.

The most popular products in category Compensation Management All category products

SAP SuccessFactors
RBC HR Аnalytics

F.A.Q. about Compensation Management

Why is Compensation Management so important?

  1. Compensation management makes a company vigilant. It drives managers to be on the lookout for star performers who must be given rewards for their efforts, which ultimately decreases the risk of losing a valuable employee.
  2. It is positive reinforcement. Yes, money doesn’t make the world go round and if line managers are not friendly, helpful and supportive retention is difficult. But cash prizes and consistent monetary perks in conjunction with a great work environment allow companies to grow by leaps and bounds through motivated, hard-working employees.
  3. Compensation management enhances the company’s reputation. When workers are satisfied with their monetary and intangible rewards, they attract better prospects for vacant positions, bringing new, fresh talent to the organization.

Benefits of Compensation Management for your Organization

  • One of the most significant benefits associated with compensation management is that it helps the organization achieve employee satisfaction. A happy employee will be more productive while contributing to the overall profit of the business. This makes employees realize that they are getting equal returns for the time and effort they are dedicating to the organization. The practice of compensation management exerts a positive impact on the employees by influencing them to perform better and increasing their overall efficiency.
  • This stabilizes the labor turnover rate as employees get compensated for their work at a competitive market rate.  They do not feel the need of leaving the organization. It can then be concluded that compensation management helps to increase the loyalty of the employees towards the organization.
  • Compensation management is an important aspect of the job evaluation process. It augments the whole process by setting up standards for the company that are realistic as well as achievable, as far as the compensation practices of the organization are concerned.
  • It is a practice which helps to improve the relationship of the company with the labor union, as it allows the compliance of different labor laws and acts. If the organization is following the compensation practices same as that of the market, there will be no dispute to settle between them and the labor union.
  • It helps the professional growth of employees, as their efficiency increases, when there is a reward present for achieving a certain level of production. This also means that the deserving employees are fairly compensated for the efforts they are putting into their work, thus helping the organization to retain the best talent.
  • Compensation Management is the practice that if followed properly, will turn the organization into a hub of talent. This means that more human capital will get attracted to the company when they will view the compensation package that it will be offering. Also, the organization must keep in mind that monetary rewards are not something that only derives the motivation of the workforce. The overall compensation package must also include the non-monetary rewards, where the employees should be appreciated for the effort they are putting in their work. Therefore, the organization must ensure that its compensation package is based on monetary as well as non-monetary rewards.

How to Manage Compensation

Very small businesses may use multiple spreadsheets to track and calculate different aspects of their employees’ compensation. This isn’t an efficient system, but when you only have a few employees, it may suit your needs. However, as your business grows and you hire more staff, your old spreadsheets just won’t do the job anymore.

Spreadsheets take a lot of time to update. For a growing workforce, they can become unmanageable. When employee data is spread between multiple sheets, finding and tracking information is time-consuming and you could misplace important data.

In some cases, the compensation data that gets misplaced can have serious, negative impacts on your business. For example, if your new employee is mistakenly not added to your benefits plan and then they become seriously injured, they won’t have any coverage. This is devastating for the affected employee and can damage morale for the rest of the team.

This is why businesses turn to compensation management software as they grow. With this software, all the information your HR department needs are in one place. Since the information is in one place, you can quickly and efficiently analyze your employees’ compensation and make any necessary changes.