Aligning compensation strategy with business strategy & HR strategy and Seniority & Longevity pay

1. Aligning Compensation Strategy with Business Strategy & HR Strategy and Seniority &
Longevity Pay
By Dr. G C Mohanta, BE, MSc (Engg.), MBA, PhD (Mgt.), Professor, Al-Qurmoshi
Institute of Business Management, Hyderabad, India
The Compensation Strategy of an organisation should be aligned with Business Strategy and HR
Strategy.
Aligning Compensation Strategy with Business Strategy
In the first column of the following table, the Business Strategy of a typical company has been
mentioned. The Compensation Strategy mentioned in the second column should be aligned with
the Business Strategy of the company.
Business Strategy Compensation Strategy
– Achieving competitive
advantage through innovation
– Achieving competitive
advantage through quality
– Achieving competitive
advantage through low costs
– P- Provide financial incentive/reward
and recognition for innovation
– Link reward to quality performance
–
- Review all reward practices to ensure
they provide value for money
Aligning Compensation Strategy with HR Strategy
In the first column of the following table, the HR Strategy of a typical company has been
mentioned. The Compensation Strategy mentioned in the second column should be aligned with
the HR Strategy of the company.
HR Strategy Compensation Strategy
➢ Attracting staff - The reward
package on offer must be sufficiently
attractive
from that of its labour market competitors.
➢ Retaining staff- Retaining effective
performers should be the central aim of a
reward strategy.
➢ Driving change- Pay can be used
specifically as one of the tools supporting
change management process.
➢ Corporate reputation- Establish a
positive corporate reputation.
➢ Affordability- How limited resources
should be deployed in order to maximise the
– Total reward approaches that help to make
the organisation a great place to work
– Competitive pay structure that helps to
retain high quality employee
– Variable pay schemes that contributes to
the motivation of the people
– Performance management process that
promotes continuous improvement
– Performance management processes that
identify learning needs and how they can be
satisfied
– Career family structure that defines

2. positive impact of reward management.
➢ Purchasing Power- The absolute level
of weekly or monthly earnings determines
the standard of living of the recipient, and
will therefore be the most important
consideration for most employees.
➢ Composition- How is the package
made up? The growing complexity and
sophistication of payment arrangements
raise all sorts of questions about pay
composition.
knowledge and skills requirement
– Total reward approaches that emphasize
the importance of enhancing the work
environment
Seniority & Longevity Pay
Salary or wages based on seniority or length of service with an organization. The greater the
length of service, the greater the longevity pay. It may also be used as a bonus for remaining on a
job beyond a certain period.
These systems reward employees with periodic additions to base pay according to employees’
length of service in performing their jobs.
Design of Seniority Pay and Longevity Pay Plans
Seniority Pay Longevity Pay
To reward job tenure or employees’
time as members of a company
explicitly through permanent increases
to base pay.
To reward employees who have
reached pay grade maximum and
who are not likely to move into
higher grades.
Advantages of Seniority Pay
To Employees To Employers
Perceive they are treated fairly because they
earn pay increases according to seniority,
which is an objective standard.
It facilitates the administration of pay
programs. Employers are less likely to offend
employees by showing favouritism to others.