Thesis Presentation slide for students1.pptx

Thesis presentation

1. WELCOME TO MY PRESENTATION

2. Shirin Islam ID : M210202092 Session:2021-2022 Department of Management Studies, Jagannath University. Dissertation Paper on Impact of Compensation Management Practices on Employees’ Performance: A Case Study of Saima Fashion Submitted By Under the Supervision of Dr. Liza Khanam Professor Department of Management Studies, Jagannath University.

3. Outline Abstract Introduction Objectives Methodology Analysis Findings Conclusion Recommendations References Questions

4. ABSTRACT Focuses on the impact of compensation management on the employees’ performance. Background and objectives of the study are presented at the starting point. Data analysis represents a positive relationship between compensation management and employee performance. Compensation management practices are essential for organization to become more sustainable and make employee more competent.

5. INTRODUCTION Value of work of the employees according to the agreement between employer and employee . Helps in motivating the employees and improving organizational effectiveness. Achieve several purposes assisting in recruitment, job performance and job satisfaction. motivated employees’ become satisfied in terms of fulfilling their wants; both financial and non-financial demonstrate improved performance.

6. OBJECTIVES Objective-1 Objective-2 Objective-3 To find out the impact of these compensation packages on employees performance. To identify the factors of compensation packages that influenc employees to the highest degree of performance . To analyze the relationship between Base Pay, Rewards, Job Security and Employee Performance.

7. METHODOLOGY Study Design This was a specific market-based cross-sectional study. It uses quantitative data. Study Area Saima Fashion, Tongi. Study Population Male and female employess of different aged are at the Saima Fashion. Sample Size I have taken 20 samples for this study. Sample Selection Participants are selected based on inclusion and exclusion criteria and then included in the study by convenient sampling technique for data collection.

8. METHODOLOGY Data Collection Method The data was collected by employing a pre-tested questionnaire. The questionnaire includes sections to evaluate demographics and associated factors. Research Instrument Structured questionnaire used to obtain relevant data from the respondents . The likert-scale-based scoring system is ued to collect the data. Coceptual Framework Independent Variables: Demographic variable, Behavioral variable Dependent Variables: Employee Performance of the organization Data Management The questionnaire consists of 02 sections, including personal information, compensation management status and how it impact on employee’s performance that will be taken from the participants.

9. Data Analysis Technique Regression and correlation analysis was used to understand the topic. Correlation was used to show the relationship between variables. Regression analysis was used for prediction of outcome. METHODOLOGY Ethical Consideration Ethical clearance was taken from the owner of Saima Fashion.

10. DATA ANALYSIS Dscriptive Statistics     Mean Std. Deviation N Employee_Performance 4.6750 .46665 20 Base_Pay 3.3400 .91560 20 Rewards 4.2900 .38648 20 Job_Security 4.3333 .41885 20

11. DATA ANALYSIS Correlations among the variables of compensation mnagement and employees’ performance. Relationship Standardized Coefficients t Outcome Base_Pay Employees ’ Performance .122 .452 Supported Rewards Employees ’ Performance .297 .136 Supported Job_Security Employees ’ Performance .254 .097 Supported

12. FINDINGS Base pay is more effeicient variable and it influences to the employees greatly to perform a better job. There is a positive relation between rewards and employees’ performance. Employees will be more satisfied when they have been rewarded for their performance. Job security assure that employees can feel secured in their job. So, job security has positive impact on employee performance . Compensation Management create a great impact on employees’ performance. It has a significant value on employees’ performance.

13. CONCLUSION The study concludes that compensation management has asignificant positive effect on employees’ performance. A ll the independent variables have positive and high correlation to the employee performance . A ll managers to ensure that the use of compensating policy meets employee's expectation in order to have good and effective performance . A strong commitment from the top management and the provision of proper compensation management to ensure the better performance of employees.

14. RECOMMENDATIONS The organization should provide the reward according to the input of the individual employee . The organization has to be paid salary to the employee in the right time and meets their needs . Management should give compensation management policy the priority it deserves and be willing to carry it out with new ideas. The administration of compensation policy should be objective rather than subjective in order to enhance employee's productivity and organizational goals.

15. REFERENCES Abdulkhaliq, S. &. (2019). The Impact of Job satisfaction on Employees' Performance. Management and Economics Review . Adeoye, A. O. (2014). Compensation management and employee performance. Journal of Social Science . Bakar, A. &. (2018). effective Leadership as the Mediator between emotional Quotient and Teachers' work Performance. Indian Journal of Public Health Research & Development . Donohoe, A. (2019, June 07). Bizfluent . Retrieved from Bizfluent web site: https://bizfluent.com/facts-7218608-employee-performance-definition.html Dr. Pradip Kumar Das, D. M. (2021). Compensation Management. Lulu Publications. Henderson, R. I. (2012). Compensation Management in a knowledege-Based World. Henderson, R. I. (2012). Compensation Management in a Knowledge-Based World. Litmos. (2024). Litmos.com . Retrieved from Litmos.com web site: https://www.litmos.com/platform/define-what-is-employee-performance Omar, M. M. (2015). Workload, role conflict and role conflict and work-life balance among employees of an enforcement agency in Malaysia. International Journal of Business, Economics and Low . Onurah, A. (2023). Compensation Management: A tool for organizational growth and employee performance. Advance Journal of Management and Social Sciences . Patnaik, B. C. (2012). Compensation management: A theoritical preview. TRANS Asian Journal of Marketing & Management . Rusmiati, E. &. (2021). Analysis of The Impact Of Risk and Workload on Motivation and Impact on Employee Performance. International Journal of Economics, Business and Accounting Research . Singh, P. (Feb23, 2021). Understanding the rational behind compensation management. Project Lead @ Zinnov . Siti Nur Zahirah, C. M. (2022). Study of factors influencing on employee performance. International Journal of Academic Research in Business & Social Sciences . The Peak Performance Center. (2024). The Peak Performance Center . Retrieved from The Peak Performance web site: https://thepeakperformancecenter.com/business/performance-management /

16. QUESTIONS Base Pay The organization provide sufficient salary. The existing compensation system applicable to all the employees in the organization. The existing compensation system in the organization is enough to influence the performance of the employees. The salary received by staff meets the immediate needs of the staff. The input of individual workers is equal to the compensation the receive from the organization. Rewards Organization provides rewards according to employees’ merit and performance. Organozation evaluate employees’ merit before providing reward to the employee. Promotion system in the organization affects employees’ performance . Employees do their job better when they have been rewarded for their merit . Organization follows the principles of fairness and equity when provide reward to the employees .

17. Job Security QUESTIONS Organization provide job security to employees. Job security encourages employees to do better performance . Employees feel more secured in the organization. Employees’ Performance Employees’s feel satisfied when they get proper compensation . Employees’ performance dependent on organization’s compensation system.

18. THANK YOU