SYNOPSIS
Download as docx, pdf0 likes17 views
This study examines the wage administration system at Oil India Limited, including the various wage elements, methods of calculation, and factors that influence wages. It analyzes opinions of unionized employees through a survey of 70 employees. The results show that government regulations and trade unions are the most important factors in shaping wages. The organization pays employees proportionately to their work and ability, revising wages periodically through agreements. However, the last pay revision caused some dissatisfaction by withdrawing certain allowances and benefits. Additionally, employees were unaware of the newly implemented cafeteria approach. The recommendations are to increase knowledge of the cafeteria approach, eliminate issues with the bell curve method for performance pay, and consider restoring withdrawn allowances in the next revision
1 of 1
Download to read offline
Ad
Recommended
Does corporate governance beget firms performance2
Does corporate governance beget firms performance2Adeeldd
油
This research proposal aims to investigate the relationship between corporate governance practices and firm performance of Fortune 500 companies. The study will examine the impact of variables like board size, board independence, frequency of board meetings, presence of large shareholders, and CEO compensation on firm performance measures including return on assets, stock return, and Tobin's Q. Secondary data will be collected from 2004-2013 on a sample of 100 companies from the Fortune 500 list and multiple regression models will be used for analysis. The results could provide insights into governance practices that lead to better performance among major market players.Financial statement analysis of beximco ltd
Financial statement analysis of beximco ltd Rifat Ahsan
油
This document analyzes the 2011 financial statements of Beximco Pharmaceuticals Ltd. It summarizes that non-current assets increased 276% and current assets increased 99.73% from 2009-2011. Equity increased 147% and current liabilities increased 135% over this period. Net sales increased 64.67% while costs increased 65.89%, leading to a 65.13% rise in gross profit. Despite a 13% rise in administrative expenses and 17.44% rise in operating expenses, net profit increased 4.7%. Cash flow from operating activities rose 87.51% while cash used for investing and financing rose 96.79% and 169.45%, respectively.Wage & Salary Administration class 2
Wage & Salary Administration class 2Anantha Bellary
油
This document discusses compensation management and wage theories. It covers the different elements that make up total compensation, including base pay, incentives, and benefits. It also discusses objectives of wage policies, wage legislation like the Payment of Wages Act and Minimum Wages Act, compensation issues, wage determination methods, and various theories of wages like subsistence theory, wage fund theory, and marginal productivity theory. Maslow's hierarchy of needs and Herzberg's two-factor theory are also summarized.Employee issues, process and its characteristics
Employee issues, process and its characteristicsshaheelthapa18
油
Chapter-4. Employee issues, process and its characteristicsLabour cost and wage payment system
Labour cost and wage payment systemAman Agarwal
油
This document discusses labour costs and wage payment systems. It defines direct and indirect labour costs. Direct labour costs are wages paid to workers who directly convert raw materials into finished products. Indirect labour costs are wages paid to supporting workers not directly involved in production. The two main wage payment systems are time rate and piece rate. Time rate pays workers based on time worked, while piece rate pays based on units of output completed. The document analyzes the advantages and disadvantages of each system.Wage and salary administration
Wage and salary administrationSakir Khan
油
The document discusses various aspects of wage and salary administration. It outlines objectives like recruiting employees and controlling payroll costs. It discusses principles like external equity, job evaluation, and maintaining competitiveness. Factors that determine wage structures include cost of living, productivity, and prevailing wages. Different types of wages like minimum, fair, and living wages are defined. Advantages and disadvantages of time wages and piece wages are provided. Guidelines for effective incentive plans emphasize linking pay to performance and clear communication. Key labor laws governing wages in India like the Minimum Wages Act, Payment of Wages Act, and Payment of Bonus Act are also summarized.Compensation Management
Compensation ManagementMs. Shery Asthana
油
This document discusses key concepts related to wages and compensation management. It defines wages, salaries and earnings and outlines the objectives of compensation programs such as maintaining equity and creating skilled workforces. It also examines factors that influence wage determination like ability to pay, demand and supply, prevailing market rates and cost of living. Methods of wage payment like time rates, piece rates and incentive plans are covered. The importance of wages and salary administration for attracting employees and ensuring satisfaction is also discussed.Wage policy in India and abroad ...
Wage policy in India and abroad ...SWADEEP SHUKLA
油
This document discusses compensation management and provides information on wage-related acts and institutions in India. It covers objectives of acts like the Payment of Wages Act and the Minimum Wages Act, which regulate wages, deductions from wages, and aim to eliminate malpractices. It also describes wage boards, which determine fair wages by industry and region, and pay commissions, which make recommendations on pay structures for public sector employees in India.Job analysis PPT
Job analysis PPTSIDDHARH BHARTI
油
The document discusses job analysis and work analysis within organizations, emphasizing their importance for effective job execution and human resource development. It outlines the processes involved in collecting, analyzing, and using information related to job roles, responsibilities, and qualifications, while also highlighting the significance of performance evaluation for employee advancement. Furthermore, the document addresses occupational health and safety considerations derived from work analysis.Wages & salary administration
Wages & salary administrationBibin Ssb
油
Compensation and remuneration include wages, salaries, incentives, fringe benefits, perquisites, and non-monetary benefits. Wage and salary administration establishes compensation policies and practices, covering job evaluation, wage surveys, analyzing organizational issues, developing wage structures, and controlling costs. The objectives are to attract qualified employees, reduce grievances, enhance motivation, and plan labor costs. Wage theories include reinforcement theory, equity theory, agency theory, marginal productivity theory, and surplus value theory to explain how compensation impacts employee performance and behavior.Wage and salary Administration
Wage and salary AdministrationLijin Mathew
油
The document discusses the importance of wage and salary administration within organizations, emphasizing the need for a balanced compensation structure that motivates employees while controlling costs. It outlines the differences between wages, salaries, and overall compensation, as well as various payment methods and legal frameworks guiding wage payments. Key objectives include attracting competent personnel, retaining staff, and ensuring fair compensation based on market and individual performance factors.Wage and salary administration.pdf csjmu
Wage and salary administration.pdf csjmuabhishekbajpai209
油
This document discusses compensation and wage administration. It covers objectives of compensation which include establishing fair pay, attracting employees, retaining employees, improving productivity and controlling costs. It also discusses factors that influence compensation including unionization, employee tenure, job type, and company size. Methods of wage payment discussed include time wages based on time worked and piece wages based on output. Theories of wages explained include subsistence theory, wages fund theory, and surplus value theory.labour cost control
labour cost controlAjit Kumar
油
This document discusses labour cost control and labour cost management. It defines direct and indirect labour and explains different types of wages payment systems like time wage, piece wage and incentive wage systems. It also discusses factors for labour cost control like labour records, control of production methods and labour cost analysis. Methods to measure and control labour turnover are provided. The roles of different departments in labour cost management are outlined.Compensation planning
Compensation planningRicha Shroff
油
This document discusses compensation planning and various components of compensation. It covers direct and indirect compensation, objectives of compensation, types of compensation including wages, salary, incentives, fringe benefits and perks. It describes different wage systems like time rate, piece rate and balance method. It also discusses wage fixation, differentials and various incentive plans.RECRUITMENT,TRAINING, EVALUATION AND COMPENSATION OF THE PHARMACIST.
RECRUITMENT,TRAINING, EVALUATION AND COMPENSATION OF THE PHARMACIST.ChetanSingh665283
油
This document discusses the recruitment and training of pharmacists. It begins by outlining the recruitment process for pharmacists in both government and private sectors, including application screening, interviews, and testing. It then describes the different types of tests used in evaluating candidates, such as intelligence, aptitude, personality, and trade tests. The document also outlines the various types of training pharmacists may receive, such as induction, promotional, refresher, job, and safety training. It discusses methods of on-the-job and off-the-job training and the subjects that should be covered. Finally, it addresses compensation and benefits for pharmacists, including wages, salaries, incentives, bonuses, and non-financial benefits.13
13Dreams Design
油
Wage refers to payment for a fixed task, while salary refers to a fixed payment for work performed regardless of hours. Compensation includes wages, salary, and payments for loss or injury. Effective compensation management aims to achieve organizational objectives like acquiring and retaining a qualified workforce. Objectives of compensation management include ensuring internal equity between jobs, external equity with market rates, and complying with legal regulations. The compensation management process involves job analysis, evaluation, conducting wage and salary surveys, and setting pay rates. Compensation data comes from sources like the Department of Labor, employer associations, and self-conducted surveys. Challenges to effective compensation include strategic objectives, prevailing wages, union influence, government constraints, comparable worth policies, andLabour Cost Accounting.pptx
Labour Cost Accounting.pptxShreyaBanerjee52
油
This document discusses various methods for controlling labor costs, including managerial, operational, and organizational procedures. It describes different wage payment systems such as time rates, piece rates, and incentive plans. It also covers topics like labor turnover calculation, attendance tracking, idle time, overtime work, and non-monetary incentives. The document provides details on implementing an effective labor cost control system within an organization.Project presentation on wages historical overview (1)
Project presentation on wages historical overview (1)Kambhampati Rama Pujith
油
The document provides a comprehensive overview of wages, exploring historical trends in different sectors from 1926 to 2016, the role of pay commissions, governing laws, and trade unions in shaping wage policies. It highlights various types of wages such as minimum, living, and fair wages, while addressing wage differentials influenced by factors like gender and region. Despite improvements in wage structures over time, challenges such as poor implementation of laws, lack of awareness, and persistent wage gaps remain significant issues.JOB EVALUATION MODULE 3.pptx
JOB EVALUATION MODULE 3.pptxHooHaaRtv
油
This document discusses different methods for evaluating jobs and determining appropriate wages, including ranking, grading, point, and factor comparison methods. It also defines key concepts related to wages, such as minimum wage (enough to satisfy basic needs), living wage (enough to support a family), and fair wage (equal pay for equal work). Job evaluation determines the relative worth of jobs to establish a rational pay structure, while wage policy guides organizations in setting wage levels and structures.Wage Administration-India
Wage Administration-IndiaFaisal Khan
油
This document provides an overview of wage and salary administration. It defines key terms like wage, salary, and compensation. It discusses factors that influence compensation levels such as cost of living and prevailing wage rates. It also outlines different wage payment methods including time wage systems, piece wage systems, and balance or debt methods. Executive compensation is discussed, including how it is determined by compensation committees and boards of directors. Highest paid CEO salaries from 1990-2000 are listed for various companies in India and globally. The document aims to establish a scientific and balanced wage structure for organizations.Wages and sallery administration
Wages and sallery administrationapurv1993
油
Wage and salary administration involves the development and management of compensation systems, distinguishing between wages (based on work done) and salaries (fixed amounts for regular periods). It outlines three types of wages: minimum wage, fair wage, and living wage, which vary in standards and criteria. Additionally, the document discusses the determination of wages through job analysis, salary surveys, pay grades, and wage administration rules.WAGE AND SALARY ADMINISTRATION.pptx
WAGE AND SALARY ADMINISTRATION.pptxSamkitPareta
油
This document discusses objectives and principles of wage and salary administration. It outlines organizational objectives like attracting qualified employees, maintaining fairness, and flexibility. Individual objectives include fair compensation, pay reflecting worth, and avoiding favoritism. Collective objectives are not defined. Components of wage determination include general factors like cost of living and productivity. Methods include payment by time, payment by results like piece-work, and salary progression structures. Theories discussed are wage fund theory, subsistence theory, surplus value theory, marginal productivity theory, and bargaining theory. Key Indian wage legislation is also listed.Hrm Wage Salary Administration
Hrm Wage Salary Administrationajithsrc
油
Wage and salary administration aims to establish a scientific pay structure to avoid conflicts between employers and employees regarding compensation. It should consider economic, psychological, legal and growth perspectives. In India, wages are an important issue due to poverty, unemployment and population. Factors like prevailing wages, financial position, unions, policies, and economic conditions influence compensation. Time-rate and piece-rate each have benefits and drawbacks for workers and employers. Minimum wages provide for basic needs while living wages include comforts and insurance; fair wages fall between these levels. Laws regulate wages and dearness allowance aims to offset inflation but has drawbacks. Developing an effective pay system requires analyzing jobs and surveying wages to establish equitable, competitive compensation.Hrm Wage Salary Administration
Hrm Wage Salary Administrationajithsrc
油
Wage and salary administration aims to establish a scientific pay structure to avoid conflicts between employers and employees regarding fair compensation. It should consider economic, psychological, legal and growth factors. In India, wages are not fixed systematically due to poverty, unemployment and population issues. Time-rate and piece-rate wages each have benefits and drawbacks for workers and employers. Developing an effective pay system involves job analysis, evaluation, surveys, establishing pay grades and structures, and monitoring for adjustments.24 26
24 26INTERNATIONAL INDEXED,REFERRED,MULTILINGUAL,INTERDISCIPLINARY, MONTHLY RESEARCH JOURNAL
油
The document summarizes a research paper on the impact of India's New Economic Policy on the wages of small-scale industrial workers in Kolhapur M.I.D.C. The study analyzed wages from 1990-2001 for workers of different skill levels and gender. Key findings include:
1) Wages increased for all worker categories but growth slowed in the later period. Skilled workers saw the largest rise while unskilled saw the smallest growth and a decline in real wages over time.
2) Male workers earned substantially more than females. However, female wages grew faster at 185% over the period versus 148% for males.
3) Wage inequality increased within skill and gender groups over timeAnnual Compensation and Factors
Annual Compensation and FactorsKejal Nahar
油
This document discusses compensation and the factors that influence it. Compensation includes both financial compensation like wages and salaries as well as non-financial compensation like benefits and recognition programs. It is determined based on both internal factors like ability to pay, job requirements, and employee performance as well as external factors like cost of living, labor market conditions, government regulations, and technological changes. The goal of compensation is to attract, motivate, and retain qualified employees in a fair and competitive way.Ppt of wage policy
Ppt of wage policyjyoti444
油
This document discusses factors to consider when formulating a wage policy. It covers definitions of key wage concepts like minimum wage, living wage, and fair wage. It also outlines influences on wages like the labor market, cost of living, unions, and government legislation. The objectives of wage administration include recruiting employees, controlling payroll costs, motivating performance, and maintaining fair wage standards. Wage policies aim to guide wage structures and determine relative shares for workers, management, and other stakeholders in an industry or economy.More Related Content
Similar to SYNOPSIS (20)
Job analysis PPT
Job analysis PPTSIDDHARH BHARTI
油
The document discusses job analysis and work analysis within organizations, emphasizing their importance for effective job execution and human resource development. It outlines the processes involved in collecting, analyzing, and using information related to job roles, responsibilities, and qualifications, while also highlighting the significance of performance evaluation for employee advancement. Furthermore, the document addresses occupational health and safety considerations derived from work analysis.Wages & salary administration
Wages & salary administrationBibin Ssb
油
Compensation and remuneration include wages, salaries, incentives, fringe benefits, perquisites, and non-monetary benefits. Wage and salary administration establishes compensation policies and practices, covering job evaluation, wage surveys, analyzing organizational issues, developing wage structures, and controlling costs. The objectives are to attract qualified employees, reduce grievances, enhance motivation, and plan labor costs. Wage theories include reinforcement theory, equity theory, agency theory, marginal productivity theory, and surplus value theory to explain how compensation impacts employee performance and behavior.Wage and salary Administration
Wage and salary AdministrationLijin Mathew
油
The document discusses the importance of wage and salary administration within organizations, emphasizing the need for a balanced compensation structure that motivates employees while controlling costs. It outlines the differences between wages, salaries, and overall compensation, as well as various payment methods and legal frameworks guiding wage payments. Key objectives include attracting competent personnel, retaining staff, and ensuring fair compensation based on market and individual performance factors.Wage and salary administration.pdf csjmu
Wage and salary administration.pdf csjmuabhishekbajpai209
油
This document discusses compensation and wage administration. It covers objectives of compensation which include establishing fair pay, attracting employees, retaining employees, improving productivity and controlling costs. It also discusses factors that influence compensation including unionization, employee tenure, job type, and company size. Methods of wage payment discussed include time wages based on time worked and piece wages based on output. Theories of wages explained include subsistence theory, wages fund theory, and surplus value theory.labour cost control
labour cost controlAjit Kumar
油
This document discusses labour cost control and labour cost management. It defines direct and indirect labour and explains different types of wages payment systems like time wage, piece wage and incentive wage systems. It also discusses factors for labour cost control like labour records, control of production methods and labour cost analysis. Methods to measure and control labour turnover are provided. The roles of different departments in labour cost management are outlined.Compensation planning
Compensation planningRicha Shroff
油
This document discusses compensation planning and various components of compensation. It covers direct and indirect compensation, objectives of compensation, types of compensation including wages, salary, incentives, fringe benefits and perks. It describes different wage systems like time rate, piece rate and balance method. It also discusses wage fixation, differentials and various incentive plans.RECRUITMENT,TRAINING, EVALUATION AND COMPENSATION OF THE PHARMACIST.
RECRUITMENT,TRAINING, EVALUATION AND COMPENSATION OF THE PHARMACIST.ChetanSingh665283
油
This document discusses the recruitment and training of pharmacists. It begins by outlining the recruitment process for pharmacists in both government and private sectors, including application screening, interviews, and testing. It then describes the different types of tests used in evaluating candidates, such as intelligence, aptitude, personality, and trade tests. The document also outlines the various types of training pharmacists may receive, such as induction, promotional, refresher, job, and safety training. It discusses methods of on-the-job and off-the-job training and the subjects that should be covered. Finally, it addresses compensation and benefits for pharmacists, including wages, salaries, incentives, bonuses, and non-financial benefits.13
13Dreams Design
油
Wage refers to payment for a fixed task, while salary refers to a fixed payment for work performed regardless of hours. Compensation includes wages, salary, and payments for loss or injury. Effective compensation management aims to achieve organizational objectives like acquiring and retaining a qualified workforce. Objectives of compensation management include ensuring internal equity between jobs, external equity with market rates, and complying with legal regulations. The compensation management process involves job analysis, evaluation, conducting wage and salary surveys, and setting pay rates. Compensation data comes from sources like the Department of Labor, employer associations, and self-conducted surveys. Challenges to effective compensation include strategic objectives, prevailing wages, union influence, government constraints, comparable worth policies, andLabour Cost Accounting.pptx
Labour Cost Accounting.pptxShreyaBanerjee52
油
This document discusses various methods for controlling labor costs, including managerial, operational, and organizational procedures. It describes different wage payment systems such as time rates, piece rates, and incentive plans. It also covers topics like labor turnover calculation, attendance tracking, idle time, overtime work, and non-monetary incentives. The document provides details on implementing an effective labor cost control system within an organization.Project presentation on wages historical overview (1)
Project presentation on wages historical overview (1)Kambhampati Rama Pujith
油
The document provides a comprehensive overview of wages, exploring historical trends in different sectors from 1926 to 2016, the role of pay commissions, governing laws, and trade unions in shaping wage policies. It highlights various types of wages such as minimum, living, and fair wages, while addressing wage differentials influenced by factors like gender and region. Despite improvements in wage structures over time, challenges such as poor implementation of laws, lack of awareness, and persistent wage gaps remain significant issues.JOB EVALUATION MODULE 3.pptx
JOB EVALUATION MODULE 3.pptxHooHaaRtv
油
This document discusses different methods for evaluating jobs and determining appropriate wages, including ranking, grading, point, and factor comparison methods. It also defines key concepts related to wages, such as minimum wage (enough to satisfy basic needs), living wage (enough to support a family), and fair wage (equal pay for equal work). Job evaluation determines the relative worth of jobs to establish a rational pay structure, while wage policy guides organizations in setting wage levels and structures.Wage Administration-India
Wage Administration-IndiaFaisal Khan
油
This document provides an overview of wage and salary administration. It defines key terms like wage, salary, and compensation. It discusses factors that influence compensation levels such as cost of living and prevailing wage rates. It also outlines different wage payment methods including time wage systems, piece wage systems, and balance or debt methods. Executive compensation is discussed, including how it is determined by compensation committees and boards of directors. Highest paid CEO salaries from 1990-2000 are listed for various companies in India and globally. The document aims to establish a scientific and balanced wage structure for organizations.Wages and sallery administration
Wages and sallery administrationapurv1993
油
Wage and salary administration involves the development and management of compensation systems, distinguishing between wages (based on work done) and salaries (fixed amounts for regular periods). It outlines three types of wages: minimum wage, fair wage, and living wage, which vary in standards and criteria. Additionally, the document discusses the determination of wages through job analysis, salary surveys, pay grades, and wage administration rules.WAGE AND SALARY ADMINISTRATION.pptx
WAGE AND SALARY ADMINISTRATION.pptxSamkitPareta
油
This document discusses objectives and principles of wage and salary administration. It outlines organizational objectives like attracting qualified employees, maintaining fairness, and flexibility. Individual objectives include fair compensation, pay reflecting worth, and avoiding favoritism. Collective objectives are not defined. Components of wage determination include general factors like cost of living and productivity. Methods include payment by time, payment by results like piece-work, and salary progression structures. Theories discussed are wage fund theory, subsistence theory, surplus value theory, marginal productivity theory, and bargaining theory. Key Indian wage legislation is also listed.Hrm Wage Salary Administration
Hrm Wage Salary Administrationajithsrc
油
Wage and salary administration aims to establish a scientific pay structure to avoid conflicts between employers and employees regarding compensation. It should consider economic, psychological, legal and growth perspectives. In India, wages are an important issue due to poverty, unemployment and population. Factors like prevailing wages, financial position, unions, policies, and economic conditions influence compensation. Time-rate and piece-rate each have benefits and drawbacks for workers and employers. Minimum wages provide for basic needs while living wages include comforts and insurance; fair wages fall between these levels. Laws regulate wages and dearness allowance aims to offset inflation but has drawbacks. Developing an effective pay system requires analyzing jobs and surveying wages to establish equitable, competitive compensation.Hrm Wage Salary Administration
Hrm Wage Salary Administrationajithsrc
油
Wage and salary administration aims to establish a scientific pay structure to avoid conflicts between employers and employees regarding fair compensation. It should consider economic, psychological, legal and growth factors. In India, wages are not fixed systematically due to poverty, unemployment and population issues. Time-rate and piece-rate wages each have benefits and drawbacks for workers and employers. Developing an effective pay system involves job analysis, evaluation, surveys, establishing pay grades and structures, and monitoring for adjustments.24 26
24 26INTERNATIONAL INDEXED,REFERRED,MULTILINGUAL,INTERDISCIPLINARY, MONTHLY RESEARCH JOURNAL
油
The document summarizes a research paper on the impact of India's New Economic Policy on the wages of small-scale industrial workers in Kolhapur M.I.D.C. The study analyzed wages from 1990-2001 for workers of different skill levels and gender. Key findings include:
1) Wages increased for all worker categories but growth slowed in the later period. Skilled workers saw the largest rise while unskilled saw the smallest growth and a decline in real wages over time.
2) Male workers earned substantially more than females. However, female wages grew faster at 185% over the period versus 148% for males.
3) Wage inequality increased within skill and gender groups over timeAnnual Compensation and Factors
Annual Compensation and FactorsKejal Nahar
油
This document discusses compensation and the factors that influence it. Compensation includes both financial compensation like wages and salaries as well as non-financial compensation like benefits and recognition programs. It is determined based on both internal factors like ability to pay, job requirements, and employee performance as well as external factors like cost of living, labor market conditions, government regulations, and technological changes. The goal of compensation is to attract, motivate, and retain qualified employees in a fair and competitive way.Ppt of wage policy
Ppt of wage policyjyoti444
油
This document discusses factors to consider when formulating a wage policy. It covers definitions of key wage concepts like minimum wage, living wage, and fair wage. It also outlines influences on wages like the labor market, cost of living, unions, and government legislation. The objectives of wage administration include recruiting employees, controlling payroll costs, motivating performance, and maintaining fair wage standards. Wage policies aim to guide wage structures and determine relative shares for workers, management, and other stakeholders in an industry or economy.SYNOPSIS
- 1. This is a study of the entire process of wage administration at Oil India Limited, the various wage elements of concern, their methods of calculations, the factors that shape wage administration and the opinion of unionised employees regarding the wage administration system at Oil India Limited. It also deals with performance related payment system or differential payment. The cost of living, Government regulations, directives of the pay commission, trade unions and the fulfilment of mutual agreements, comparability with other firms wages, demand and supply, the performance of the organisation and productivity of the workmen are included as factors of interest. The analysis was carried out using a sample of 70 unionised employees of Oil India Limited, Duliajan. The sampling technique used was stratified probability sampling. The method of data collection was questionnaire and interviews with the unionised employees. Our results show that the Government regulations and trade unions are the most important factors in shaping wages of the unionised employees. The organisation remunerates proportionate to employees work and ability and the wage agreement takes place from time to time. The method of wage payment in the organisation is quite reasonable, however, the last pay revision brought about some dissatisfaction amongst the unionised employees. This was mainly because many of the allowances or benefits were withdrawn following the implementation of the new wage plan. Another finding of this report is that the unionised employees were unaware of the newly implemented Cafeteria approach. Thus, the recommendations are in the direction of imparting knowledge regarding the Cafeteria Approach, to do away with the inconvenience created by the bell curved method of PRP and consideration of the withdrawn allowances in the next wage revision.