Professional Documents
Culture Documents
(INDIA)
The School of Management & Entrepreneurship
Bachelor of Business Administration
Module
Compensation & Benefits
Management
BBA Semester-V (2012-2014)
Module Leader
Dr. Vikrant Makhija
www.aurouniversity.edu.in
If you pick the right people and give them the
opportunity to spread their wings - and put compensation
and rewards as a carrier behind it - you almost dont
have to manage them.
Jack
Welch
COMPENSATION MANAGEMENT
Page 2
TABLE OF CONTENT
Sr. NO.
Topic
Page
Nos.
Introduction
Methodology
Learning Outcomes
10
Marked Assessment
13
14
Right of Students
14
10
14
11
Recommended Reading
15
12
Journals
15
13
Magazines
16
14
Week 1
17
15
Week 2
19
16
Week 3
20
17
Week 4
22
18
Week 5
23
19
Week 6
24
20
Week 7
25
21
Week 8
26
22
Week 9
28
23
Week10
29
COMPENSATION MANAGEMENT
Page 3
24
Week11
30
25
Week12
32
26
Week 13
33
27
Week 14
34
28
Week 15
36
29
Week 16
37
30
39
31
Sample Project
44
Introduction
Page 4
A new paradigm for human resource is in the offing. Shift the focus from ROI
(Return on Intangibles) to ROI (Return on Investment).
Hence, compensation
COMPENSATION MANAGEMENT
Page 5
Presentations
Lectures
Simulations and games
Case Analysis and Discussion
Learning Diary
Group Discussions
Seminars
Workshops
Individual and Group Assignments
Page 6
Compensation Management
Compensation Benchmarking
Team-based pay
COMPENSATION MANAGEMENT
Page 7
Learning Outcomes
All elements of this module-lecture, seminars, workshops and self-study exercises
may be assessed in form of descriptive answers, multiple choices as well as
subjective examination.
Knowledge and Understanding
1. Identify how compensation management plays a significant role in operation of
business.
2. Critically analyse the outcomes of deciding and designing the compensation
system.
3. Determining the importance of sound compensation system.
4. Understand the various components of compensation system.
5. Understand the relationship between productivity and compensation.
6. Identify the types of compensation system.
7. Understand the market dynamics impacting wage determination.
8. Analyse the importance and function of Collective Bargaining.
TRANSFERABLE SKILLS
PRACTISED
COMPENSATION MANAGEMENT
TAUGHT
ASSESSED
Page 8
for investigation in
ii.
case studies
Constructive
problem
identification and
problem solving.
D. Learning Skills
i.
Use library skills
ii.
Develop
independence in
iii.
learning
Use a range of
X
X
X
X
X
academic skills
(analysis &
research)
E. Information Technology
i.
Use IT as a resource
for information.
F. Team Work Skills
G. Presentation Skills
X
X
X
X
Lecture
COMPENSATION MANAGEMENT
Page 9
Week1/
August,
Introduction to
Compensation
Management
2014
Expectation Setting,
Registration of Research Paper (10 marks*) and
project (10 marks*) topic within first week of the
class.
Economic
Theories and
Compensation
2014
Week 3/
2014
Week 4/
2014
Week 5 /
2014
Employee
Compensation
and Labour
market
Employee
Motivation and
Compensation
Employee
Benefits
Week 6/
2014
5 marks
Presentation by students on Revenue to payroll cost
percentage in different sectors and why percentage
varies from industry to Industry
Case Study
COMPENSATION MANAGEMENT
Page 10
Week 7/
2014
Week 8/
2014
Compensation
System for
Internal Parity
Benchmarked
Compensation
System
10 marks:
Presentation by Students on Research Paper and the
submission of paper in hard copy
Week 9/
Linking Results
with Pay
2014
Week 10/
2014
Week 11/
2014
Team Based
Compensation
Sales
Compensation
Plan
5 marks
Presentation by students on Does working in team affect
the productivity of individual Performer?
Week 12/
2014
Performance
Management
5 marks
Presentation by Students on compensation system of two
different organisations.
Week 13/
2014
International
Guest Lecture
Compensation
Management
COMPENSATION MANAGEMENT
Page 11
Week 14/
August,
2014
Week 15/
August,
2014
Week 16/
Septemb
er, 2014
Statutory
Compliance:
1) Payment of
Bonus Act. 1965
2) Payment of
Gratuity Act
1972
Statutory
Compliance:
1) Minimum
Wages Act 1948
2) Payment of
Wages Act 1936
Statutory
Compliance:
1) Employee
State Insurance
Act 1948 2)
Employee
Provident Fund
and Misc.
Provisions Act
1952
Case Studies
Case Studies
Wrap up session for the module.
DISCLAIMER: The Module Leader can bring about any change in the curriculumcontent, evaluation-assessment parameters & style, sequence of lectures without
any prior information or notice.
Note: All written work will be passed through plagiarism detector approved by the
Examination Office.
Guest Lecture: The guest lecture would be arranged according to the availability
of the guest (Working on the dates)
Marked Assessment
1.
Research Paper: Presentation (10 marks): week 2 , 23rd August,
2013
COMPENSATION MANAGEMENT
Page 12
You have to find a topic related to compensation and benefit and within 1 week
have to register the topic with me (registration of the topic after the due date would
lead to deduction of 2 marks from 10 marks). For the format of the research paper,
please refer the following link
http://www.emeraldinsight.com/journals.htm?issn=1750-6204
According to the decided date the student would give a detailed presentation of the
same in power point in the class. The soft copy should be submitted to me on the
same day, Hard Copy to be submitted in one file (same day presentation).
Following will be the scoring scheme:
Topic (2 marks) + Presentation (2 marks)+
marks)
2. Presentations
Each Presentation carries the weightage of 20 marks.
Preface describing what and why
Formatting, Presentation, Source of Information
Data Analysis
Value Addition
3.
20%
20%
40%
20%
Mid Term Exam: There will be two mid-term exams. Best of two will be
considered for the 20 marks.
Page 13
4.
5.
6.
7.
assistance.
Attentiveness should be strictly followed.
Come with an open mind for Assignments, Group Discussion, etc.
RIGHT OF STUDENTS:
1.
2.
You can look forward to access and support from faculty but not dependence.
You are encouraged to question and challenge views, ideas and logic of the
faculty through providing your logic. You can express your beliefs. However,
3.
4.
more meaningful.
You can seek outside class time from faculty for discussing any issue related
5.
to the course.
You have right to disagree with the faculty on any issue. If the issue needs a
6.
7.
on merits of logic.
In the events of disagreement, a faulty decision would be final.
COMPENSATION MANAGEMENT
Page 14
COMPENSATION MANAGEMENT
Page 15
WEEK 1
COMPENSATION MANAGEMENT
Topic Overview
To develop a competitive advantage in a global economy, the compensation
program of the organization must support totally the strategic plans and actions of
the organisation. Compensation is what employees receive in exchange for their
COMPENSATION MANAGEMENT
Page 16
terms
compensation
and
Benefit
from
different
Exordium:
1.1 What is Compensation?
1.11
1.12
Core compensation
Benefits
2.0
3.0
Types of wages
3.1
3.2
3.3
Minimum Wages
Living Wages
Fair Wages
4.0
5.0
6.0
7.0
8.0
Discussion Question
COMPENSATION MANAGEMENT
Page 17
What are the important compensation domains? Which domain do you feel
influences
compensation design in India?
Activity:
Study the handbook and make suggestions for exclusion and inclusion with
rationale for content or pedagogy including the assessment methodology.
REGISTRATION FOR RESEARCH PAPER AND A PROJECT
Next week:
Finalisation of Research paper and project topic, coverage, sample, objective etc. To
be presented by students, individually on power point.
Assessment:
Preface describing what and why
Formatting, Presentation, Source of Information
Data Analysis
Value Addition
20%
20%
40%
20%
WEEK 2
Economic Theory and Compensation
Topic Overview
The Relationship between employer and employee seen today has been
transformed over a long period of time so did the compensation planning. How the
labour markets and the wages have been determined by the economic conditions
or scarcity and demand of the particular skill or whims and fancies of the employer
COMPENSATION MANAGEMENT
Page 18
Chapter Objectives
After studying this chapter, the students will be able to:
1.0
2.0
3.0
Understand the various points of view through which the employee has
been considered
4.0
Lecture Outline
1.0
Introduction
2.0
Economic theories
3.0
4.0
3.3
Classic School
3.2 Marxian School
Neo- Classical School
3.4
Keynasian School
3.5
Philips Curve
Employee Benefit
4.1 Benefit and TC
4.2 Equity in Benefits
4.3 Productivity linked benefit
WORKSHOPS
COMPENSATION MANAGEMENT
Page 19
WEEK 3
Employee Compensation and the Labour Market
Topic Overview
One of the impacts of trade and economic growth on human life or human societies
has been that the price of labour is determined quite like any other commodity
price determined by the market dynamics. Paradigm might have been shifting, time
to time or market to market, to consider labour as cost or asset or capital but
the reward and compensation or even the psychological dimension of
compensation has been decided by the economic factors.
Chapter Objectives
After studying this chapter, the students will be able to:
1.0
2.0
Appreciate
compensation
The
interaction
between
the
market
pricing
3.0
4.0
and
the
Lecture Outline
1.0
COMPENSATION MANAGEMENT
Page 20
Unemployment
2.1 Types
2.2 Causes
2.3 Cost
3.0
4.0
Minimum Wages
Living Wages
Fair Wages
WORKSHOPS
Presentation by students on Revenue to payroll cost percentage in different
sectors and why percentage varies from industry to Industry
Week 4
Employee Motivation and Compensation
Topic Overview
Motivation of employees has a direct impact on the productivity of the organisation.
Higher the engagement level (motivation) higher the productivity is. There are
researches showing the direct correlation between the level of motivation of
employees in the companies and their stock process. Hence, more and more
organisations are striving to create the compensation system which uplifts the level
of motivation.
Chapter Objectives
COMPENSATION MANAGEMENT
Page 21
2.0
3.0
4.0
Lecture Outline
1.0
Objective of Motivation
2.0
Theories of Motivation
3.0
4.0
WEEK 5
Employee Benefits
Topic Overview
Benefits today are the biggest non-wage component of compensation. Why
organisations are willing to give their employees benefits which are not intrinsic.
Benefits are not only all about economic value, its the psychological value which
creates the bind between the employee and the organisations
Chapter Objectives
After studying this chapter, the students will be able to:
COMPENSATION MANAGEMENT
Page 22
Lecture Outline
1.0 Types of benefits
2.0 Need to offer benefits
3.0 Statutory benefits
4.0 Fringe benefits
5.0 The impact of Benefits
SEMINAR
Review of progress in Research Papers
Next week:
Mid Term Exam (Best of two)
WEEK 6
COLLECTIVE BARGAINING
Topic Overview
Employees and employer with differing interests must work together, if their
respective goals are to be attained. Yet, the very fact of differing interests causes
an atmosphere of opposing forces, which inhibits desirable cooperative efforts. In
organised industrial life, ways must be sought to minimise tensions and promote
bargaining. Here collective bargaining is the cornerstone of congenial industrial
relations and of constructive peace. It helps to bring the unreserved cooperation
between employees and employer by minimising the lacuna between the varying
interests of union and management.
COMPENSATION MANAGEMENT
Page 23
Chapter Objectives
After studying this chapter, the students will be able to:
1.0
2.0
Explain the characteristics, necessity, importance and principles of
collective bargaining
3.0
4.0
5.0
Discuss the collective bargaining process including negotiations and
contract administration
6.0
7.0
Understand the recent trends in collective bargaining i.e., shift to individual
bargaining
Lecture Outline
1.0
2.0
3.0
4.0
5.0
6.0
COMPENSATION MANAGEMENT
Page 24
WEEK 7
Compensation Plan for Internal Parity
Topic Overview
Peer Parity is pivotal for employee satisfaction and sustainable engagement scores,
which have direct bearing on Employees motivation to perform. There are various
methods to ensure that two jobs which are same or similar are weighted equally
based on the job analysis. The tools of job analysis are readymade and tailor-made.
The effectiveness of compensation management has huge dependence on the
quality of job analysis and evaluation.
Chapter Objectives
After studying this chapter, the students will be able to:
1.1Understand the concept of internally consistent compensation system
5.0Analyse the objectives and need for job analysis
6.0Analyse the objectives and need for job evaluation
7.0Discuss the various type so convention of job analysis
8.0How to do the job analysis and evaluation
Lecture Outline
1.0 Internal Consistency: Job Analysis, Job definition, Job evaluation
2.0 Job Analysis:
2.1 The reference point
3.0 Different Conventions of Job Analysis
3.1 Position Analysis
3.2 Functional Job Analysis
3.3 Fleishman Job Analysis
3.4 Occupational Analysis
3.5 MOSAI-CE
3.6 DOL Methodology (DOT)
3.7 O*NET
COMPENSATION MANAGEMENT
Page 25
4.0
5.0
6.0
7.0
2.0
3.0
4.0
COMPENSATION MANAGEMENT
Page 26
Lecture Outline
1.0
2.0
2.0
3.0
Scope of survey
4.0
5.0
6.0
Statistical Analysis
WORKSHOP/ SEMINAR
COMPENSATION MANAGEMENT
Page 27
Lecture Outline
1.0
2.0
3.0
4.0
5.0
SEMINAR
Students Presentation on Compensation trends
Rough Draft/ Progress of the project to be discussed
Next WEEK : Mid Term Exam (Best of two)
WEEK 10
Team Based Pay
Topic Overview
Is organisation the sum total of various functions in the organisation? Or, are these
functions interrelated, striving for the common goal, which makes the organisation
COMPENSATION MANAGEMENT
Page 28
Chapter Objectives
After studying this chapter, the students will be able to:
1.
2.
3.
4.
Lecture Outline
1.
2.
3.
4.
5.
6.
7.
8.
9.
Kinds of team
Team designs
Analysing team work
Self managed work team
Skill-Based Pay,
Knowledge-based pay,
Competency-based pay
Knowledge, Skill and Ability Model
Incentives program for Team Members
SEMINAR
Mid Term Exam
Next week:
Presentation by Students on Does working in team affect the productivity of
the individual?
COMPENSATION MANAGEMENT
Page 29
WEEK 11
Sales Compensation Plan
Topic Overview
More and more organisations, including the fortune companies are realising that
conventional methods of rewarding the sales team are not being effective in
todays world. Management has started feeling that the conventional methods are
not achieving its desired out come and are failing to hold on the performing talents,
whereas Sales team is losing the confidence in the prevailing conventional systems
as they think that despite they being the revenue earner, their efforts are not
appreciated and rewarded. With all this uncertainty and potential conflict, its
understandable that some companies ignore warning signs and delay developing a
new sales compensation plan. By not redesigning a planor creating an ineffective
planhowever, companies can find themselves behind the competition; losing
precious market share, customer share, and high performers; and generating
subpar performance and results.
Chapter Objectives
After studying this chapter, the students will be able to:
1.
2.
3.
4.
Demonstrates the importance of involving various constituencies,
especially sales team.
5.
Lecture Outline
1.
2.
COMPENSATION MANAGEMENT
Page 30
How Do You Know When Your Sales Compensation Plan Is Really Broken?
4.
5.
Administration
6.
7.
WORKSHOP
Presentation by Students on Does working in team affect the
productivity of the individual?
Next Week:
Presentation by Students on compensation system of two different organisations.
WEEK 12
Performance Management
Topic Overview
The prerequisite for linking performance with the compensation is to evolve a
system to measure and manage performance. As HR professionals, we understand
the performance management is critical process to ensure optimal efficiency in an
environment which is highly dynamic and ever changing. Having said this, there is
no denial from the fact that the one of the biggest HR challenges any organisation
faces is to implement effective and acceptable performance management system,
which is not perceived as ineffective or subjective or full of bias.
Chapter Objectives
After studying this chapter, the students will be able to:
1. Implement performance management system as tool to raise performance
bar.
2. Align the Performance management process with management objective
3. Analyse development needs through appraisal system
4. Understand the challenges related to appraisal process
5. Enable an organisation to articulate business and individual objectives
Lecture Outline
COMPENSATION MANAGEMENT
Page 31
WEEK 13
International Compensation Management
Topic Overview
In order to seamless industrial growth for the growing economy like India, It is so
very important for to insure industrial harmony. The divide between the capitalist
and labour in India is increasingly narrowing down. The numbers of Industrial
disputes are sharply on decline. Labour laws and their effective implementation has
played an important role, though there is lot is desired to be done in terms of more
effective implementation of and revision of labour laws in order to pace up to be
the race to be among top two economies of the world. There are some laws which
are directly related to compensation plan.
Chapter Objectives
After studying this chapter, the students will be able to:
1.0 Learn about different provisions of the following acts impacting
compensation plans
1.1 The Payment of Bonus Acts, 1965
1.2 The Payment of Gratuity Act, 1972
1.3 The Minimum Wages Act, 1948
1.4 The Payment of Wages Act, 1936
COMPENSATION MANAGEMENT
Page 32
2.0
Meaning of Bonus
3.0
4.0
Definitions
5.0
6.0
7.0
8.0
Inspector/penalty/ Offences
WORKSHOPS
Case Studies
1.0
2.0
3.0
4.0
5.0
Quantum of gratuity
WORKSHOPS
Case Studies
WEEK 14
International Compensation Management
Topic Overview
COMPENSATION MANAGEMENT
Page 33
2.0
3.0
4.0
5.0
Advisory Boards
WORKSHOPS
Case Studies
1.0
2.0
3.0
4.0
Responsibilities
COMPENSATION MANAGEMENT
Page 34
6.0
WEEK 15
International Compensation Management
Topic Overview
Continued from Week 14
In order to seamless industrial growth for the growing economy like India, It is so
very important for to insure industrial harmony. The divide between the capitalist
and labour in India is increasingly narrowing down. The numbers of Industrial
disputes are sharply on decline. Labour laws and their effective implementation has
played an important role, though there is lot is desired to be done in terms of more
effective implementation of and revision of labour laws in order to pace up to be
the race to be among top two economies of the world. There are some laws which
are directly related to compensation plan.
Chapter Objectives
After studying this chapter, the students will be able to:
1.0 Learn about different provisions of the following acts impacting
compensation plans
1.1
1.2
1.3
1.4
1.5
1.6
Lecture Outline
1.0
COMPENSATION MANAGEMENT
Page 35
4.0
Definitions
5.0
6.0
Contributions
7.0
Benefits
WORKSHOPS
Case Studies
Wrap up I
WEEK 16
Employees Provident Funds and Miscellaneous Provisions Act 1952
Topic Overview
Continued from Week 15
In order to seamless industrial growth for the growing economy like India, It is so
very important for to insure industrial harmony. The divide between the capitalist
and labour in India is increasingly narrowing down. The numbers of Industrial
disputes are sharply on decline. Labour laws and their effective implementation has
played an important role, though there is lot is desired to be done in terms of more
effective implementation of and revision of labour laws in order to pace up to be
the race to be among top two economies of the world. There are some laws which
are directly related to compensation plan.
Chapter Objectives
After studying this chapter, the students will be able to:
1.0 Learn about different provisions of the following acts impacting
compensation plans
1.1 The Payment of Bonus Acts, 1965
COMPENSATION MANAGEMENT
Page 36
Lecture Outline
1.0
2.0
3.0
4.0
Definitions
5.0
Inspector/penalty/ Offences
WORKSHOPS
Case Studies
COMPENSATION MANAGEMENT
Page 37
PRELIMINARY PAGES
Title Page
Title short (length is 10-12 words); reflective of the content, problem, and
the main variables to be studied; free of value judgment; should be written
in inverted pyramid boldface, and capital letters
Authors Name / Month and Year of Completion
Institutional Affiliation
Deed of Declaration
Acknowledgment
Certificate of the Company (if any)
Certificate of the University (AURO)
Preface
- brief, comprehensive summary of the contents of the manuscript or
synthesis of the study which includes the objectives, methodology, highlights of
the results, conclusions, and recommendations)
Table of Contents
List of Tables
List of Figures
List of Appendixes Tables
List of Appendix Figures
COMPENSATION MANAGEMENT
Page 38
I CHAPTERS
INTRODUCTION
-
gives the background of the project and the rationale for conducting
the
Study
points out the vital contribution of the results of the study and
who will
Benefit from it.
Scope and Limitations of the Study
COMPENSATION MANAGEMENT
Page 39
Definition of Terms
-
III
IV
METHODOLOGY
-
COMPENSATION MANAGEMENT
Page 40
Sources of Data
-
indicates the sampling procedures (if primary data) and the data
collection methods such as survey, questionnaire, and others
COMPENSATION MANAGEMENT
Page 41
VI
BIBLIOGRAPHY
section
APPENDIXES
-
COMPENSATION MANAGEMENT
Page 42
SAMPLE OF PROJECT
A Project Report
Presented to the Faculty of the
School of Management & Entrepreneurship
AURO University
Surat
In Partial Fulfilment
Of the Requirements for the Degree of
Master of Business Administration
COMPENSATION MANAGEMENT
Page 43
Submitted by:
Submitted to:
October 2014
DEED OF DECLARATION
I, __________________________________, hereby submit my research paper entitled
_____________________________________________________
___________________________________ And truthfully declare that the above-titled
paper is a product of my original research investigation.
I further declare that, should the school eventually discover that a substantial
portion of my paper is lifted, in to, from original sources, using exactly the
words of the author in more than 50% of the whole content, I reserve the right
to AURO University, Surat to recall my MBA Diploma and cancel the degree
granted to me.
___________________________
MBA Candidate
COMPENSATION MANAGEMENT
Page 44
COMPENSATION MANAGEMENT
Page 45
CERTIFICATE (AURO)
ACKNOWLEDGMENT
I heartily wish to extend heartfelt appreciation and gratitude to numerous Mentors,
benefactors, and constituents who have collectively endowed the Wherewithal,
faith and encouragement for me to navigate and complete my Project journey.
COMPENSATION MANAGEMENT
Page 46
PREFACE
COMPENSATION MANAGEMENT
Page 47
TABLE OF CONTENTS
COMPENSATION MANAGEMENT
Page 48
Page
BIOGRAPHICAL DATA
iii
ACKNOWLEDGMENT
IV
PREFACE
LIST OF TABLES
VI
INTRODUCTION
LIST OF TABLES
COMPENSATION MANAGEMENT
Page 49
CHAPTER I
INTRODUCTION
(4 spaces)
Page 50
Page 51
Generic drugs refers to medicines with the same active ingredients and the same
dosage forms as those of the original/branded medicines but manufactured by
different licensed holders.
CHAPTER II
REVIEW OF RELATED LITERATURE
(4 spaces or 2 double spaces)
COMPENSATION MANAGEMENT
Page 52
CHAPTER III
THEORETICAL/CONCEPTUAL/OPERATIONAL FRAMEWORK
(4 spaces)
COMPENSATION MANAGEMENT
Page 53
CHAPTER IV
RESEARCH METHODOLOGY
Research Design
(2 spaces)
The study will utilize both descriptive and causal research designs. The
research problems and objectives posed at the beginning of the study will be
answered through a descriptive research design. The design will focus on
describing the respondents personal and family profile as well as their perceptions
COMPENSATION MANAGEMENT
Page 54
Analytical Procedures
CHAPTER V
RESULTS AND DISCUSSION
(4 spaces)
Socioeconomic Profile of the Respondents
(2 spaces)
Age.The
________________________________________________________________
COMPENSATION MANAGEMENT
Page 55
________________________________________________________________________
(2 spaces)
Gender__________________________________________________________________
________________________________________________________________________
3 spaces)
________________________________________________________________________
________________________________________________________________________
Page 56
________________________________________________________________________
CHAPTER VI
SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS
Summary
COMPENSATION MANAGEMENT
Page 57
________________________________________________________________________
________________________________________________________________________
Conclusions
_______________________________________________________________________
_
________________________________________________________________________
Recommendations
(2 spaces)
________________________________________________________________________
________________________________________________________________________
BIBLIOGRAPHY
GENERAL GUIDE TO FORMATTING A BIBLIOGRAPHY
COMPENSATION MANAGEMENT
Page 58
For a book:
Author (last name first). Title of the book. City: Publisher, Date of publication.
EXAMPLE:
Dahl, Roald. The BFG. New York: Farrar, Straus and Giroux, 1982.
For an encyclopaedia:
Encyclopaedia Title, Edition Date. Volume Number, "Article Title," page numbers.
EXAMPLE:
The Encyclopaedia Britannica, 1997. Volume 7, "Gorillas," pp. 50-51
For a magazine:
Author (last name first), "Article Title." Name of magazine. Volume number, (Date):
page numbers.
EXAMPLE:
Jordan, Jennifer, "Filming at the Top of the World." Museum of Science Magazine.
Volume 47, No. 1, (Winter 1998): p. 11.
For a newspaper:
Author (last name first), "Article Title." Name of newspaper, city, and state of
publication. (Date): edition if available, section, page number(s).
EXAMPLE:
Powers, Ann, "New Tune for the Material Girl." The New York Times, New York, NY.
(3/1/98): Atlantic Region, Section 2, p. 34.
For a person:
COMPENSATION MANAGEMENT
Page 59
For a film:
Title, Director, Distributor, Year.
EXAMPLE:
Braveheart, Dir. Mel Gibson, Icon Productions, 1995
CD-ROM:
Disc title: Version, Date. "Article title," pages if given. Publisher.
EXAMPLE:
Compton's Multimedia Encyclopaedia: Macintosh version, 1995. "Civil rights
movement," p.3. Compton's News media
Magazine article:
Author (last name first). "Article title." Name of magazine (type of medium). Volume
number, (Date): page numbers. If available: publisher of medium, version, date of
issue.
EXAMPLE:
Rollins, Fred. "Snowboard Madness." Sports Stuff (CD-ROM). Number 15, (February
1997): pp. 15-19. SIRS, Mac version, Winter 1997.
Newspaper article:
COMPENSATION MANAGEMENT
Page 60
Online Resources
Internet:
Author of message, (Date). Subject of message. Electronic conference or bulletin
board (Online). Available e-mail: LISTSERV@ e-mail address
EXAMPLE:
Ellen Block, (September 15, 1995). New Winners. Teen Booklist (Online). Helen
Smith@wellington.com
COMPENSATION MANAGEMENT
Page 61
APPENDIXES
Q1.
15 * 4= 60 Marks
1.
2.
COMPENSATION MANAGEMENT
Page 62
Section B
Q1. Write short notes on any Four of the following:
5 * 2 = 10 Marks
1.
2.
3.
4.
5.
6.
SECTION C
Please read the following two cases and answer the questions given at the end of
each. (Compulsory)
15 * 2 = 30 Marks
1.
2.
COMPENSATION MANAGEMENT
Page 63