Hello everybody good evening to all of you.
This is Vineet Gautam
Your coach your trainer
Motivational speaker corporate trainer mind coach and life
coach
Certified mind coach, but today actually I am going to train
teach something as
a corporate trainer
You can meet up or Anna
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Job dekh rahe hai toh is cheez ko namag me rakhe birkul
clear rahe concept clear ho
Knowledge ko update karke rakhe taaki aap interview me jab
jaate hai toh aap se sawal pucha jaye toh aap jawab
de paye aur Selection aapka ho aur sirf selection hi nahi
aap kaam bhi kar paye after joining
Dusra point jo main baat karna chahata tha jo duty thi wo
thi
Compensation and benefits ki
Ye human resource management department ke andar hi aata hai
first tha talent management aur second tha compensation and
benefits
In a smaller companies the compensation and benefits roles
can often
Be overseen by one or two human resources professionals by
choti si company
1-2 employees
Compensation and benefits They take care of this work.
Which employee has to be compensated?
What benefits should be there?
Everything is planned.
Salary comes under compensation.
Under that, TA, DA, Home Announce,
Education Allowance and other things are there.
Benefits PF, ESI, all plans are done by HR department.
Okay? But companies with a larger workforce
I have told you that small companies do this.
But in a company small company 1-2 employees do this work.
Okay? In a small company 1-2 employees do this work. But
companies with a larger workforce
But if a company has a very large workforce will typically
split up the duties.
HR functions in compensation include evaluating the pay
practices of competitors and establishing compensation
structure.
How do you have to give compensation?
For that profile, what your competitors are paying you
should know that on that basis you will design the salary.
The compensation department is also responsible for
creating job description. The job description or job
profile is also created by the compensation department with
department managers.
With department managers you need an account manager.
What is the job profile of an account manager?
How is compensation decided?
You go for job interview and you are asked how much you
will pay?
What is the salary?
How is the salary designed? You are asked how much salary
you want?
How do you speak?
You don't think.
You just tell your friends that he works in this company
and he gets this much salary.
Or you were getting 20 and you wanted 25.
But when HR department is going to hire a new employee, how
does it decide the salary?
So they sit with the department manager and discuss the job
profile of the new employee.
And how much benefit he will get from the job profile.
Then they decide the salary.
If the salary is Rs.
1000 and if he pays Rs.
100000 then Rs.
10,000 salary is decided.
So this thing will be done by the compensation department.
But with talent management as well as working with talent
management on succession.
Talent management department will have to do this planning.
Because mainly who does the hiring?
Talent management.
So compensation department will sit with that particular
department manager plus talent manager.
Because they have to do the hiring.
So when all three people sit together then the job profile
of the new employee is discussed and designed.
And then the compensation salary is decided.
With salary there are other departments which are called
CTC overall.
All those things are designed as to how much will be the
salary.
I told you that if he works for Rs.
200000 then Rs.
20000 salary is decided.
So Rs. 20000 salary will not be given in-hand.
Out of that salary is divided.
General employee is happy that he got bonus on Diwali.
Let me tell you one thing that this bonus is also kept with
the company from the same benefit.
And at the end it is given to you on Diwali.
This is the reality.
No matter what they say.
So if they start giving separately bonus to employees on
Diwali then it will become a big amount. For a big concern
where there are 1000-2000 employees.
That is why when compensation is decided according to the
job profile at the same time this amount is also deducted
and kept. So that at the right time the employee can be
given a better relationship development.
All these things are not opened in front of the employee.
But it happens.
At the same time, salary is given in-hand.
But no TA, no DA, no home allowance, no education
allowance, no ESI, no PF, no Diwali bonus, no other
benefits.
Then the demand will increase as an extra. As an extra.
You give the basic salary in-hand.
Small companies mostly do this. There all these things are
not there.
So they do.
But there also pressure is created. That is why they also
do things like this.
So you have seen the role of the compensation department.
Compensation department is responsible for creating job
descriptions.
The job profile in tandem with department managers.
The particular department.
Because you know HR department does recruiting for each
department. So talent management will do the recruiting.
But who will decide the compensation?
The compensation department will do.
So who will do it?
With the department manager.
As well as working with talent management.
Along with talent management also has to do it.
Because hiring talent management department will do. Clear?
Now on the benefits side
HR practitioners are typically responsible for functions
such as negotiating group health coverage rates.
Health coverage.
ESIPF ESIPF with insurance department.
With insurance department ESIPF is discussed.
And who does it?
Now I will tell you a little thing.
In the company the ESIPF arrangement is done.
So how much to give?
Many times the company gets insurance for its employees.
So how much to give?
And from where to adjust the money? This thinking and
deciding is also a compensation. is a simple separate team
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training development training development department
training development department training development
department training development department What kind of
training is required for a particular
employee according to the needs of the day?
Getting that training arranged somehow is their duty.
It is their duty to get that training arranged somehow.
Many a times, training is done through the seniors of the
company.
Or, we hire corporate trainers from outside to train the
employees on campus.
So, this is also a way.
We give training in different kinds of skills.
Marketing and sales department, communication training,
presentation, public speaking are the most important for
sales and marketing.
Negotiation skills, convincing skills, professional skills
are the work of the training and development department.
And who will do that?
They will do it.
With whom?
With sales and marketing.
With sales manager and marketing manager.
Account department needs some updates.
So, with account manager.
So, these things happen.
I think it is clear.
You are understanding the point.
So, training and development is a very important role.
Otherwise, your company system organization will dominate
you and take away all your work.
You will have nothing left.
Mostly, in government departments, employees are not
trained.
Go to the government bank.
With great difficulty, they started training later.
They took business like private bank.
Why? Because employees are trained there.
Everything is updated.
System is updated.
Infrastructure is updated.
You cannot deny the importance of this.
So, what is training and development?
Every company wants to see its employees thrive.
Which means providing them with all the tools they need to
succeed.
What is it? Every company wants to give all the tools to
its employees so that they can be successful.
They need to succeed with all the tools.
These tools are not necessarily physical.
Such as laptops, job related software or tools for any
particular trade.
They can include new employee orientation, leadership,
training programs.
These are the things you need.
You need laptops or some other tools.
Finally, you need to arrange employee orientation,
leadership, and training programs.
Personal and professional development.
Both types of training.
Personal grooming.
Personality development.
Communication.
Emotional skills.
Public speaking.
Presentation skills.
Negotiation skills.
Problem solving skills.
Conflict resolution skills.
You can retain your skills only when you enhance and polish
them.
If you are not able to do this, then you are going to have
a problem.
You are going to have a problem.
If you are thinking that you have 15 years of experience.
Now what will be the problem?
If you have not updated yourself, then you will have a
problem.
So, keep updating yourself.
Otherwise, you will have a problem.
Believe it.
Understood? So, this is your managerial training.
Personal and professional development.
And managerial training.
Training and development.
Sometimes called learning and development.
Training, learning, and development.
Learning is an integral part of the HR team.
An integral part of the HR team.
Very important.
Depending upon the type of employee role played at the
company, the training team might be responsible for
building out instructional programs that have a direct
effect on the success of the business.
The training team might be responsible for building out
instructional programs.
Training programs designed for the employees, whether it is
personal or professional.
Technical training for their particular department.
Training that can be updated and upgraded as per the
current time.
Training that can be updated and upgraded as per the
current time.
Training that can be updated and upgraded as per the
current time.
This is possible.
And who will do it?
The HR department will do it.
Understood? Who will do it?
The HR department will do it.
Today, many colleges and universities offer degrees in
training and development.
Today, many colleges are offering such degrees.
Today, many colleges and universities offer degrees in
training and development.
Today, we need a trained person who is not able to give
degrees to colleges.
Today, we need a trained person who is not able to give
degrees to colleges.
College to Campus to Corporate.
Campus to Campus to Corporate.
Why? Why Campus to Corporate?
Campus to Corporate is because
College is not able to provide training on Campus to
Corporate.
The missing part, The missing part, is to build a bridge.
is to build a bridge.
Is to build a bridge.
Is to build a bridge. purpose is be helpful in this role.
So, we do certification and we train you all these things.
Practical training, that's why I am saying again and again,
whatever I am teaching, you should listen to it carefully,
understand it, if not once, then do it twice, so that you
can be so capable that you can use it practically, if you
are not capable
to use it practically, then there is no point in listening
to it, understand it, you should understand that it has
become the same as you have studied in school or college,
and you have become capable to use it practice.
The today's
video is sitting with talent management and training and
development, training and development
and training and development, training and development,
training and development, training
and development, training and development, training and
development, training and development,
training and development, training and development,
training and development, or management and
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