Compensation Management : Assignment

COMPENSATION
MANAGEMENT

Table of Contents
QUESTION1....................................................................................................................................3
INTRODUCTION ..........................................................................................................................3
Compensation strategy of the company. ...............................................................................4
MAIN BODY...................................................................................................................................5
Compensation objectives, internal alignment, external competitiveness, contribution and
management in the company. ................................................................................................5
CONCLUSION ...............................................................................................................................9
REFERENCE.................................................................................................................................10
QUESTION2..................................................................................................................................11
INTRODUCTION.........................................................................................................................11
Brief summary......................................................................................................................12
Results and findings.............................................................................................................13
Analyses...............................................................................................................................14
General critique....................................................................................................................15
Contributions........................................................................................................................16
REFERENCE.................................................................................................................................18

QUESTION1
1.INTRODUCTION
1.1 Compensation is the amount of money in form of cash or non cash which the
organisation gives to the employees and employers. This is very important for every business
and is also treated as the largest expense for the organisations because every successful
organisation is existing and generating profits with the help of employees and employers who are
working for acquiring a reliable benefit in form of compensation (Uddin and. et. al., 2014). This
compensation will help them in living a standardised life and fulfil the requirements of families.
It includes different elements like salaries, wages, bonuses, etc. This will be very helpful in an
organisation for the employees as it will motivate them, develop and provide them future career
opportunities and assures that they are committed towards the accomplishment of business goals
and objectives. Thus, this is most effective tool through which the employees can be rewarded
and managed effectively and efficiently.
1.2 The competitive base pay is concerned with providing an assurance on the rate or amount
of money for which the employee will work and it is decided between the organisation and
employee before the actual work starts. The competitive salary is the salary provided by
company above the standard price or rate of jobs which is prevailing in the market industry. It is
different and varies from person to person depending on their skills and capabilities. This salary
or pay is the exclusion of additional pay which includes different bonuses, on call compensation,
rewards, over time work, etc. The company sets the base for the employees because it enhances
their position in relation to the seniority and positioning in the hierarchical structure of the
organisation.
1.3 Incentive plans are the methods in which employees of the organisation are kept
motivated on regular basis and they are given incentives when they accomplishes the business
targets and goals effectively and efficiently (Gupta, 2014). There is no level of theses incentives
plans and it can be given to all the levels of employees including lower level, middle level and
upper level. These plans play a very critical and important role because it helps in attracting and
retaining the customers in the organisation. Such plans are very useful in inspiring and
promoting positive atmosphere in the organisation. They must have proper set of goals and
objectives because if the company lacks proper objectives then this will discourage the morale

level of employees and this leads to the inefficiency and ineffectiveness of the incentive plans.
There are various types of incentive plans which can be used by the organisations like individual
incentive programs and group incentive programs. The individual incentive programs involves
Halsey plan, rowan plans, Emerson plans, etc. while group incentive program involves Taylor
plan, Merrick plan and Gantt plan. These plans will not only motivate employees but also creates
the feeling of promoting team work in them and this boost their morale.
2. Compensation strategy of the company
2.1 Background of the company
The organisation which is undertaken in this report is Air Asia which has started its
operations from the year 1996 and deals in airline industry (Xavier, 2014). The headquarter of
Air Asia is in Malaysia and is one of the largest company in the the country to provide low price
flights for the customers. It provides various products and services to its customers like air
transport, food, shopping, etc.
2.2 Current practice at the company
Presently the Air Asia is practising different and fair compensation plans for its
employees. It provides various benefits to them not only in monitory term but also in non
monitory aspects. The company provides flexible working hours for its employees that is they
work only for 5 days a week and there is a career progression and bonuses for performances.
When they need to travel with air Asia, then they are eligible to get up to 90% of discounts.
Apart from this, they are given different type of bonuses according to their performances.
Employees are given flexibility in availing leaves like paternity leaves, maternity leaves,
examination leave, etc. They get travel benefits in which they are travel freely yearly with
different flight coupons which are designed specially for employees. They provide reliable and
credible salaries to their employees depending upon their education, skills, potential, etc.
2.3 Responsibility of compensation administration
Compensation administration is a part of the organisation which is involved in planning,
organising, directing and controlling the payment actions of the company which are rendered to
the employees in return of the work performed by them in the organisation. They work closely
with the human resource department of the company. The responsibility of these administrators
are to design and set the salary of each employee working in the Air Asia depending upon their
skills, educational qualifications, job position, etc. They take into account the different plans for

devising salaries through which proper in hand salary can be set for the employees (Renz, 2016).
They take care of the other benefits which are to be given to the employees and makes proper
record of leaves and makes adjustments in the salaries accordingly. It helps each and every
employee if they face any problem regarding the compensation, pay, bonuses, incentives, etc.
MAIN BODY
3. Compensation objectives, internal alignment, external competitiveness, contribution and
management in the company
Compensation objectives
In every organisation, the success is dependent on the employees and thus, employees
must be treated as asset for the company who needs to be compensated regularly. The main issue
which has been identified in this is the high labour turnover. In order to control and fix this
problem, there are various objective for compensation plans which are decided by the Air Asia
and they are discussed below:
 Attracting candidates and employees: When the organisation is working well then, the
main purpose behind providing different compensation is concerned with the attracting
the qualified candidates and employees towards the organisation so that they remain
loyal towards the company (Vassilieva, Kim & Ikeuchi, 2018). Apart from this, satisfied
personnel will not switch the job until and unless they will be compensated more than the
existing company so the company will be able to retain them.
 Retaining the employees: When the employees and candidates are compensated as per
their expectations, then they will be able to fulfil their needs and requirements.
Furthermore, they will be able to provide good lifestyle and education to their families.
Hence, this will retain them with the organisation and leads to lower labour turnover
rates.
 Boost the morale of employees: It is very important that the employees working in the
company to remain motivated and works with full potential and efforts to accomplish the
business goals and objectives. Thus, compensation has the major role to play in this, as
this will keep the employees encouraged towards the offerings of the organisations
products and services.

 Maintaining work life balance: With the help of compensation plans, the employee will
be able to maintain proper and effective balance between the professional and personal
life. This is because, they will get proper working hours and with this they will be able to
give proper time to the families as well and also flexibility in working hours makes their
mind free from stress or burden of work.
 To maximise return on investment: The another important objectives of compensation
is to increase the return on investment for the company (Ingram and. et. al., 2015). This
means that compensation plan is created within the budget and this helps in driving
productivity performances with the help of pay for performances and other strategies
which will motivate the employee to work with full efforts.
Issues of compensation objectives
When the organisation focuses on deciding the different structures of pay and establishes
the objectives for compensation, then it faced several problems. The Air Asia will have to work
closely with other departments in order to compute the pay for their employees. The issues which
will arise in devising this will be like different forms of pay. The company will have to consider
the various forms of pay including cash and non cash compensations. The computation of non
cash forms of pay is very difficult for the employees. Every organisation has certain underlying
philosophies so the compensation programs of the business must consider the importance and
value of people which is another tough task.
Internal alignment
The term internal alignment is concerned with supplying and comparing the different
skills and capabilities required to perform a job in a single organisation. The services performed
by individuals in Air Asia are compared by considering the suitable contributions which are
made by the individuals in order to accomplish business goals and objectives. Thus, this
establishes the pay relationship in regard with different jobs, responsibilities, capabilities within
the single company. There are various factors which will be considered by the Air Asia in order
to assess the inter alignment and such factors are discussed below:
 The first and foremost factor is the laws and regulations. There are various legislations
which must be adopted by the organisations for the protection of employees interest and
rights (Khlat, Kay & Gorisse, 2014). For instance, the Air Asia will adopt the law of
discrimination where they will assess the capabilities and competencies of the individuals

irrespective of their gender, caste, religion, etc. and pay them according to their skills
rather than considering all such aspects. Therefore, this factor enhances the equal pay for
equal work done by the individuals and they are paid for their qualifications and ability to
perform the work.
 The second factor which will influence the internal alignment of Air Asia is concerned
with the organisational strategy. Under this, the belief is that the pay structure which is
not aligned with the organisation strategy can create a hurdle for the success of the
business enterprise.
 The another factors which has a greater impact on internal alignment of Air Asia are
human resources of the company. This factors comprises of the educational
qualifications, skills, potentials, experiences, knowledge, etc. of the individuals. The pay
structure for the person is decided by considering all these things. The more, the person
possess the skills and qualification, the higher will be their pay for performing the work
within the organisation.
 The last factor which influences the internal alignment is related with the complete
policies of the HR (Chan and. et. al., 2014). Incertain companies, the HR has a policy
regarding the pay structure like incentives and bonuses are given to the employees for
performing the relevant work in a desired manner which motivates and encourages the
individual to perform the work at higher levels. Furthermore, if the company has more
levels then it will have provide an opportunity for the employees for more and more
promotions but then, the amount of bonuses and incentives will become less during to
various levels.
External competitiveness
External competitiveness plays a vital role in compensation management. The external
competitiveness is a changing system in which the Air Asia will compete with other businesses
operating and functioning in the external world. Thus, this is related to establishing a pay
structure of the company in comparison with the other competitive companies. It helps the
business organisation, in setting the pay structure of the employees above or equal to that of
competitors so that they can attract and retain the people within the organisation. Thus, it decides
the mix of the pays for the employees (Gupta & Shaw, 2014). The concept of analysing the
external competitiveness is important because it will let company know the pay structures

prevailing in the market and adopt the manner through which they will be able to attract and
retain the employees.
There are several factors which act as support in shaping and developing the pay
structure for external competitiveness like labour market factors wherein the Air Asia will
evaluate the skills and competencies of different labour. The another factor is product market
where the business enterprise will consider the level of competition among different products
and services offered by the financial condition of the company. The organisation factors also
have influence on depicting the various attributes of each employees of the company such the
business strategies, manner of working in achieving business goals and objectives, etc. in order
to improve level of productivity and efficiency. Therefore, the issues related to external
competitiveness are high prices of fuel, better services by competitors, etc. Such issues can be
solved with the appropriate functioning and operation of the Air Asia.
Contributions
The term contribution is concerned with providing benefit and advantages to the
organisation. By adopting proper compensation plans for the Air Asia, the company is able to
attract and retain the employees (Qu and. et. al., 2016). Every individual works for the sake of
some or the other form of compensation and this strongly contributes in the overall benefit and
success of the company. Therefore, the following are the some of the major contributions
discussed below:
 The first and foremost contribution is it maximises the level of satisfaction of employees.
When employees of the Air Asia are satisfied with their pay and salaries then they work
with full zeal and confidence in order to attain the desired business goals and objectives.
When employees are happy and stay satisfied then their contribution to the company
maximises the productivity. It makes them clear with policies and procedures of the
company.
 It also helps in stabling the labour turnover rate. When employees are happy and satisfied
with their compensations then they remain connected with the operations and functioning
of the company and works with full zeal for attaining the objectives. This leads to
reduction in the labour turnover and absenteeism rate.

 The compensation management has a strong contribution in the procedure of job
evaluation. With this, the business enterprise will be able to set the standards for the
company and adopt the practices which will be realistic and attainable.
 The effectiveness of the compensation plans further helps in establishing and improving
the relations with the labour union of the company because it allows the compliance of
different labour laws and legislation acts (Kaplan & Atkinson, 2015). If the company is
adopting the similar compensation practices which are prevailing in the market, then this
will contribute in settling the dispute between the labour union and the company.
 The effective compensation practices also contributed in improving the professional
growth and abilities of the employees. This is possible when employees will get suitable
reward then this will inspire and motivate them to work for the betterment of the business
goals and objectives and this will improve their overall personality.
Management in the company
The management in the company will have a greater role to play in compensation
management. There are different operating and managerial functions like planning, organising,
recruiting, training, etc. for the employees which are performed by different department of the
management like Marketing, human resource department, finance department, sales, etc. Thus,
for the effectiveness and efficiency of each employee, it is very crucial for the Air Asia to adopt
the suitable compensation plan which will motivate them to work with complete efforts and
potentials in order to attain the business goals and objectives (Noe and. et. al., 2017). Generally,
the human resource department of the company is responsible for compensation management
plans for all other departments of the business enterprise. When there is good and effective
compensation plans, then the company will be able to establish a positive and favourable
atmosphere. This further helps in building good and proper employee relation. With this, the
overall working atmosphere of the management in the company improves. The human resource
management of the company has further divided the compensation plans into financial and non
financial aspects where in the financial rewards are concerned with bonuses, incentives and non
financial are concerned with the security, insurance, allowances, recognitions, etc. Thus, the
management of the company will be able to increase the level of confidence and efficiency of
employees.

4. CONCLUSION
From the above discussion, it has been concluded that compensation management is very
important in current business world for the betterment of the employees. The competition among
the companies are increasing at a rapid rate and for this reason the companies are highly
concentrating on the pay structures. The compensation plan helps in retaining and attracting the
employees towards the company. It act as a powerful support for stimulating the employees in
order to improve the level of productivity and efficiency.

REFERENCE
Books and Journals
Noe, R. A. and. et. al., (2017). Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Kaplan, R. S. & Atkinson, A. A. (2015). Advanced management accounting. PHI Learning.
Qu, Q., and. et. al., (2016). Marine ecological environment management based on ecological
compensation mechanisms. Sustainability.8(12). 1267.
Gupta, N. & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research.
Human Resource Management Review.24(1). 1-4.
Chan, L. H. and. et. al., (2014). Substitution between real and accruals-based earnings
management after voluntary adoption of compensation clawback provisions. The
Accounting Review.90(1). 147-174.
Khlat, N., Kay, M. R. & Gorisse, P. (2014). U.S. Patent No. 8,633,766. Washington, DC: U.S.
Patent and Trademark Office.
Ingram, T. N. and. et. al., (2015). Sales management: Analysis and decision making. Routledge.
Vassilieva, O., Kim, I. and Ikeuchi, T. (2018). U.S. Patent Application No. 10/063,317.
Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Uddin, M. R. and. et. al., (2014). Compensation management from Islamic perspective.
European Journal of Business and Management.6(17). 37-43.
Gupta, M. (2014). Employees’ satisfaction towards monetary compensation practices. Global
Journal of Finance and Management.6(8). 757-764.
Xavier, B. (2014). Shaping the future research agenda for compensation and benefits
management: Some thoughts based on a stakeholder inquiry. Human resource
management review.24(1). 31-40.

QUESTION2
INTRODUCTION
Compensation management is one of the most important aspect because it helps in
deciding the relevant pay for the company. This comprises of everything which is offered by the
business enterprise to the employees in exchange of the work performed by them (Osibanjo and
et. al., 2014). Furthermore, the compensation which is offered to the employees is competitive in
nature and each employee has different set of compensation plans depending upon their skills,
knowledges, qualifications, etc. This will consider the appropriate article on compensation
management and state the objectives, domain, audience, journal, conceptual or empirical
classifications, etc. Furthermore, the organisation under taken is Air Asia which has commenced
the operations from the year 1994 and deals in airways industry.
The article which undertaken in this report is “Close the Gender Pay Gap with Career
Parity”. The primary objectives for taking this article is to eliminate the discrimination based on
gender. It aims to provide equal pay to the workers for performing the equal amount of work
both for the male and female. The domain of the article is Stephen Miller, CEBS who has
covered the benefits and compensation plans for SHRM. The Stephen Miller is a editor at
National Association of Securities Dealer and holds the certified employee benefit specialist
(CEBS) accreditation (Close the Gender Pay Gap with Career Parity, 2019).
The intended audience of the article are the readers who have a strong concern regarding
the equal compensation plans irrespective of the gender gap. The readers are those individuals
who works in the corporates and raises the issue regarding the pay gaps for performing the same
level of work. Apart from this, the audience can be the editors or writers who have the interest in
human resource policies and compensation plans for the company. The general background of
reader will have the focus on benefits of human capital and talents. For better understanding of
the article, it is essentially important for the reader to understand the different concepts of human
resource management. The reader must be familiar with the compensation and its usefulness for
the current business enterprises. The reader must have analysed and interpreted the different
components of the compensation and the way it helps in accomplishing the organisational
objectives and improves the productivity of the employees as well (Schiemann, 2014S). The
level at which the article is written is very professional and authentic research that has been done

by the author for elaborating and explaining the different aspects of the gender gap in
compensation. Yes, there is appropriate journal with a name “A grand gender convergence” and
it is important to take this into consideration because it will help in linking the article to the
different gender gap cases. This journal depicts that women are no lesser than men then why they
are given less importance in relation to the compensation at workplaces.
The term conceptual and empirical are two different type of research which is done by
author for achieving the aim of the businesses (chmid and Wurster, 2016). In the conceptual
articles, the author uses the different types of concepts, models and philosophies for generating
the conclusions and results. Whereas, the empirical articles are the ones which are based on some
observations and are data driven. The result obtained under empirical are based on experiences
and comes up with proper and relevant conclusions and interpretations. Therefore, the article
“Close the Gender Pay Gap with Career Parity” is empirical because under this, proper data has
been derived for the article which represents the different conclusions and interpretations.
Brief summary
The article is based on the topic “Close the Gender Pay Gap with Career Parity”. This
means the organisations must focus on eliminating the gender discrimination while paying their
employees. From the article, it has been derived that the major portion of gender gap exist in US
due to the fact that more men employees are employed at higher level than females and so they
are getting higher pay (Stewart and Brown, 2019). According to article, the new public policy
issues statement has stated that it helps in supporting the equal pat act for equal work performed
by different gender people. It puts emphasis on one of the major concern that women will be
required to work for how long so that they can earn the equal amount of pay compared to that of
men. The Pay scale software has been used regularly in order to find the career break penalty.
For the purpose of overcoming this gap issue, the articles is focussed towards the remedy
which can be adopted by the organisations that helps in addressing the pay parity for the
organisation. Furthermore, the gender pay equity has become one of the major concern in many
companies. Many companies have emphasised on recruiting the external consultants and various
law firms who will help them in identifying and providing the proper solution to the problem.
Therefore, the organisations pay gap analyses helps in comparing the average pay of man with
that of women (Buckingham and Goodall, 2015). The obtain result will summarise the gender
disparity.

Results and findings
The articles which has been used in the discussion has presented several findings and
results. Such outcomes has been favoured the fact that gender pay must be removed in order to
raise and improve the potential of women at workplaces (Reiche and et. al., 2016). The following
are the findings which has been derived:
 Women in US earns 17.6% less than the men but this gap is slowly minimising for the
people who are working at same level, in the same company and performs the same
function.
 When different factors are taken into consideration including the experiences, knowledge,
qualifications, etc. then women are earning 98.7% for every dollar which is being earned
by men for performing the similar task.
 The major drawback behind the increase in gap is considered to be that women tends to
take many leaves for taking care of their home and for other personal reasons compared
to men. So for this reason, they are hired at lower wages and pays within the organisation
(Sanchez-Marin & Samuel Baixauli-Soler, 2014).
 Though the new laws has been enacted for removing the pay gap that is equality of pay
but it has been observed that the commencement of law is not sufficient for raising the
effectiveness and productivity of the company.
 The enactment of paternity and maternity leaves has helped the female employees in
improving their abilities at workplaces. The new laws relating to the maternity leave has
ensured the leave will be provided for 41 days for new mothers and 22 days for new
fathers.
 The new campaign of Men care has been abolished which emphasis on the participation
of male members and when male employees are on leave then women are given equal
opportunities and advancements at the workplace.
 The another reason which has been discovered for the gender gap is that majority of the
women do not discuss their salary expectations at the time of job interviews (Yu & Xu,
2016). And man discusses the expectations of their pay during the initial time of their
interview. Thus, with this male employees has done better negotiation compared to
female employees.

Analyses
Since the article was written in 2019 only, so there is not that much changes as per the
expectations. But the concept of SHRM has been evolved at a greater pace in the business
organisation and it has been viewed that when men and women are working at same level in the
same organisation then they will be entitled to equal level of pay for accomplishing the same
work (Osibanjo, Pavithra & Adeniji, 2014). This concept has been focused by several
organisations and the human resource department is working effectively on this aspect. Yes, the
lesson or idea which has been discussed in the article is still applicable in many organisation. It is
very important to raise the concern of women in order to build their morale and increase their
productivity. This issue of inequality of pay has been solved to the greater extent. In present
business world, the women are no longer behind the man in each and every field, they only
require a minimum support to show their capabilities and effectiveness. For this, purpose, the
organisations are organising various training and personality development programs for women
where they are provided with training on various aspects like communication, critical thinking,
etc. Apart from this, the companies are giving the maternity and paternity paid leaves not only to
women but also to the men and this motivates the women in improving their effectiveness and
productivity.
The article is not confined to the professional life of individual, it has a strong influence
to the personal life as well (Abernethy, Kuang & Qin, 2014). One of the point used in the article
about women is that they do not discussed their expectation of salary during the time of
interview. This is same with women in their personal life as well, they do not expect much from
anyone and works at their level best. They work whole heartedly with full potential and zeal in
their personal life as well which makes them multitasking. Apart from this, women have more
negotiation power in personal life and this must be used by them in their professional life as well.
The another important guideline from the article is related to the enactment of equal pay
act so that women can be provided with equal opportunities and advancements. This again has a
strong impact on their personal life. They do not want equality at workplace only but when
women work equal to the men than they believe that such equality must be maintained in the
personal life as well. The home jobs and taking care of children becomes the equal responsibility
for the men as well. When women returns back to home, then they require the equal amount of

rest and peace as the men wants. The cooking and home clean work is shared between the men
and women equally (Upneja & Ozdemir, 2014).
General critique.
Research is conducted in better and effective manner because there is discussion about
topic which is current and faced by many organisation. This topic is related to social issue of
society which has to be resolved to maintain equality in society. Presentation of study is also
done in appropriate manner because it covers problems and makes strategies to deal with it. So,
research is conducted in better manner. There is improve in skills of researcher such as
punctuality, exploring, decision making, etc. With conducting researcher, individuals is able to
perform activities within specified time (O'Reilly III and. et. al., 2014). This is fruitful in
personal as well as professional life of candidates. There are different sources through which
information is collected, so in this case there is decision making skills to select which source
which gives positive impact on performance of individuals as providing correct
recommendations and conclusion. Under this article, there is discussion about difference on the
basis of remuneration to males and females, if individuals face such issues in future, then they
have idea to deal with it. So, this investigation is fruitful for researcher and reader as well in
context of future considerations.
But at the same time, there are some negative aspects as well. As compensation issue is
relevant to current market, so search is done from different sources to make research effective.
But this creates confusion among researcher and affects changes their research because of lack of
time. There is improper planning regarding performing research activities so there are
duplication of activities which affects research outcome (Schultz, 2015). While operating in team
due to improper division of work, there is personal conflict among individuals and they are
diverted from their core activities. This is not fruitful for achieving set aims and find solution of
the problem. There are some candidates who are engage in conducting research activities but
they have lack of knowledge about basic concept this is bad impression for completing research.
As outcome of this research, there are some ways through which imbalance in
remuneration can be resolved. For this, there must be equal pay to female while they are working
at same designation as compared to males. There must be same leaves as females to ales so they
are able to take responsibilities from family side. Lastly, negotiation skills of females must be
improved. While interview, there must be proper discussion about salary so they are able to

represent in front of management of organisation properly. Females are more responsible
towards their family as compared to males. So sometimes, there is impact on cultural values.
Hence, there is requirement of change in culture at organisation which as to be more friendly.
Employers have to provide parental leaves to both mother and father, so child care can be done
in more appropriate manner (Pepper & Gore, 2015).
Hence, there are some positive as well as negative aspects while conducting this
research. But at last, this research is conducting in better way which enhance skills and
knowledge of researcher and reader is able to know about issue and its strategies to solve issues.
Contributions.
An article makes a "contribution" by adding to the knowledge of researchers in a research
field
There is an article which is related to compensation on the basis of gender inequality is
effective to enhance knowledge of researcher. While conducting this investigation, there is use of
different online sources, books, etc. through which researcher is able to enhance knowledge
about topic. This knowledge is effective for researcher in their personal and professional aspects.
There is increment in knowledge of individual which assist them to perform research on related
topic in near future. Investigator is able to understand difference in pay scale because of gender
inequality (McKeown and. et. al., 2015). So, with this they are able to enhance knowledge about
reasons of pay inequality, ways through which these issues can be resolved. There is
enhancement of knowledge of researcher because they have to in- depth study different sources
through which they can enhance their knowledge and make strategies in order to deal with
research issue.
In current market, it is important to have complete and absolute information. Research
can be conducted with considering different aspects which are related to research topic, hence
there is enhancement in data exploring skills of researcher. This assist individual to collect
appropriate data and they are able to collect proper skills in near future while conducting
investigation. Research can not conducted with one person, there is requirement of other
individuals as well such as tutors, subordinates, etc. So this builds improvement in interpersonal
skills through which effective communication is possible. There is requirement of cool and calm
nature through which team work can be done with providing positive and relevant

recommendations and conclusion. Different tools and techniques are used to conduct
investigation in better and effective manner, so with the help of researcher there is enhancement
in the knowledge of individuals which is important in curriculum prospects.
Is it salient (relevant and current) to a particular scientific issue or managerial problem? Are
the issues addressed introduced in a way that their relevance to practice is evident?
As per selected article, there is discussion about difference in pay scale on the basis of
gender inequality. This topic is related to Human resources management because this is related
to compensation. There is difference in pay scale of males and females though they are working
at same position (Goldin, 2014). Hence, this topic is related to managerial problem which is
related to management of company. Issues discussed is addressed in proper and effective manner
which is important and significant for practising proper HRM policies. This article covers all the
aspects related to HR policies and it provides solution of the problem as well. Hence, article
address issues in evident and appropriate manner.

REFERENCE
Books and Journals
Osibanjo, A. O. and. et. al., (2014). Compensation packages: a strategic tool for employees'
performance and retention. Leonardo Journal of Sciences. (25). 65-84.
Schiemann, W. A. (2014). From talent management to talent optimization. Journal of World
Business.49(2). 281-288.
Schmid, S. & Wurster, D. J. (2016). Are international top executives paid more? Empirical
evidence on fixed and variable compensation in management boards of German MNCs.
European Journal of International Management.10(1). 25-53.
Stewart, G. L. & Brown, K. G. (2019). Human resource management. Wiley.
Buckingham, M., and Goodall, A. (2015). Reinventing performance management. Harvard
Business Review.93(4). 40-50.
Reiche, B. S. and. et. al., (2016). Readings and cases in international human resource
management. Taylor & Francis.
Sanchez-Marin, G. & Samuel Baixauli-Soler, J. (2014). CEO reputation and top management
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