A PROJECT REPORTS ON

“ WAGES OF SALARY ADMINISTRATION ”.

AT
TO STUDY ABOUT THE CULTURE OF HR
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
(2022-2023)
TOWARDS PARTIAL FULFILLMENT OF
BACHELOR OF BUSINESS ADMINSTRATION
SUBMITTED BY
MR PUSHPARAJ BAPU GARUD.
TYBBA(HR)
UNDER GUIDANCE OF
PROF.MRS. NIKHIL DESHMUKH SIR

PANCHVATI COLLEGE OF MANAGEMENT AND

COMPUTER SCIENCE NASHIK-422003.

MGV’S
 PANCHVATI COLLEGE OF MANAGEMENT AND
COMPUTER SCIENCE, PANCHVATI NASHIK-422003

CERTIFICATE
Certified that the project report entitled WAGES OF SALARY
ADMINISTRATION ”. With special reference to HR PROCESS Has
been completed by PUSHPARAJ BAPU GARUD. as partial
fulfillment of bachelor of business administration (B.B.A) under
the Savitribai phule Pune University during the academic year
2022-2023.

The work has been assessed by us and we are satisfied that

the same is up to standard envisaged for the same level of the
course, and that the said work may be presented to external
examiner.

EXTERNAL EXAMINER. INTERNAL EXAMINER.

HOD.
 ACKNOWLEDGEMENT

It is great pleasure to me in acknowledging my deep sense of

gratitude to all those who have helped me in completing this
project successfully.
First of all I would like to thank savitribai phule Pune
University for providing me an opportunity to undertake a project
as a partly fulfillment of BBA DEGREE.

I would like to thank our HR Specilisation madam and my

project guide Mrs SONAL PUROHIT MA’M whose valuable
guidence and encouragement at every phase of the project has
help to prepare this project successfully.
Finally I would like to express my sincere thank to my family
all the faculties office staff and library staff of panchvati college
of management and computer science Nashik and friends who
helped in some or other way in making this project.

Place:- Nashik. PUSHPARAJ B GARUD

Date:-. /. /. TYBBA

HR
 DECLARATION.

This is to declare that I, PUSHPARAJ B GARUD, Student of

bachelor of business administration 2022-2023 PANCHVATI
COLLEGE OF MANAGEMENT AND
COMPUTER SCIENCE NASHIK , have given original data and
information to the best of my knowledge in the project report
titled “ CROSS CULTURAL OF HUMAN RESOURCE MANAGEMENT .
Under the guidance of our HR MADAM prof SONAL PUROHIT
MADAM and the partial fulfillment of the recruitment towards
the completion of the said course.

I have prepared this report independently and I have

gathered all the relevant information personally. I have prepared
this project for BBA For the year 2022-2023.

I also agree in principle not to share the vital information

with any other person outside the organisation and will not be
submit the project report to any other University.

Place:- Nashik PUSHPARAJ BAPU

GARUD
Date :-. /. /. TYBBA
Abstract: One of the most important and difficult Problem of management is that of
determining the rate of Monetary compensation i.e., the control of wage and Salary levels is
of paramount importance. The main Objectives of wage and salary administration are to
Control the cost, to establish a fair and equitable Remuneration to all, to utilize the wages
and salary device As an incentive to greater employee productivity and to Maintain a
satisfactory public relations image. In order to Achieve objectives the top management or
the chief Executive officer is responsible for developing the policies And procedures to
administer the wages and salaries. The Personal managers, being a staff officer, place an
Important role in developing wage and salary policies And procedures. In some organizations,
the work is Assigned to a wages and salary committee composed of Line and staff executives
which makes the wage and salary Surveys, approves the systems of job description and job
Evolution, recommends the wage policies and the wage And salaries scheme department
wise.
CHAPTER 1:
INTRODUCTION OF TOPIC

Wage and salary administration is defined as the process by which wage and
salary levels and structures are determined in organisational settings. Wages are payments
for labour services rendered frequency, expressed in hourly rates, while a salary is a similar
payment, expressed in weekly, monthly or annual rates. Thus the term ‘wage’ frequently
connote payments in terms of the number of hours worked and may fluctuate depending
upon hours actually worked.

The determination of wage rates, administration of wage policies and satisfying

the employees as regards to wages and rates of wages is an important aspect of wage
administration. As a matter of fact wage and salary administration is one of the major
responsibilities of modern manpower management.

SALARY: a major responsibility of an organization is to make sure that its Workers’ salaries
are paid as at when due. The organization has to be certain That salaries paid can satisfy the
basic physiological and safety needs of their Employees, which when satisfied, one can expect
them to put their best effort In order to achieve the organizational objectives. Therefore,
salary refers to a Fixed regular payment usually made every month or annually to the
employees Of an organization concerned. Salary could be an agreed amount of money
Between the employer and the employee to be paid at the end of every month In respect of
the services to be rendered. Salaries are compensation paid based On an annual rate of pay,
though it is usually paid monthly irrespective of the Number of hours worked.

WAGES: It is the reward that individual receives from an organization in Exchange of his
labour. People who work in an organization are engaged in an Exchange relationship. The
employees exchange the labour for financial Rewards. To the employer, the most important
oblication he owes his employees is their wages. Wages are compensation paid on hourly,
daily or weekly basis. It is usually paid to labourer, part time workers etc. workers are paid
based on the number of hours worked and not actually on the amount of work done.
Therefore, wages are regularly or usually hourly, daily etc payment made or received for work
or services rendered by an employee. However, both salaries and wages are payment for
labour or services rendered.
ADMINISTRATION: There is no universality in defining administration. Administration is
inevitable because where policies or decision are made, they Must be applied. According to
Augustus Adebayo, administration is the Organization and direction of resources both human
and material for the Accomplishment of specific goal. Individual now tend to define
administration From their personal.

BAGROUND OF THE STUDY

Organization is the most significant and integral point of administration. Without Proper
organization, administration is not possible. Thus organization is important to Every
administrative action. For no administrative action can be implemented without An
organization. Therefore, no organization can exist without people or human Resources to
pilot its affairs. People or human resources have been identified as the Core element in an
organization.
The concept of organization has been variously defined, for instance, Waldo (1978) Defined
it as “the structure of authoritative and habitual personal interrelations in an Administrative
system”. Organisation has also been defined as “social units Deliberately constructed and
reconstructed to seek specific goals” (Quoted in Makae And Pitt. 1980).
Gulick (1937) defines organization as a formal structure of authority through which Work
sub-divided are arranged, defined and coordinated for the designated objective Or goal. As
it were, individuals who created an organization in order to achieve some Specific aims and
objectives in turn, the organization attract individuals who wish to Become members for the
purpose of their own need for money, interest status and Symbols.
Organization is said to be a holistic of both human, capital and material resources with The
aim of putting their resources together to meet goals and objectives. Ideally an Organization
should seek to accomplish all its set objectives. However, salary is one Of the first and basic
fundamental human needs. This is because the immediate Problems confronting a school
graduate or a new applicant is how to secure a good job So that he can earn a living.
Therefore, salary administration, means a method and Process that any organization uses for
compensating their workers for service Rendered. Salary is also a process of determining
monetary reward for service Rendered by the employees to an organization. In a nutshell,
salaries and wages Administration is the establishment and implementation of sound policies
and method Of employee’s compensation.
On productivity, the need for productivity improvement exists virtually in all countries Of the
world whether developed or developing countries like Nigeria etc. The primary Reason for
this, is precisely because of increased productivity and performance and Economic growth.
Consequently, industrial development effort will come to naught Unless a nation’s
productivity also improves in the developing countries. It is Generally accepted that salaries
and wages have to bear some relationship to Productivity. The theory is that wages cannot
diverge significantly from productivity Without causing either inflation or unemployment.
The implication is that a dynamic Economy with full employment and no inflation might be
an achievement in the Performance of the organization.

1.1 STATEMENT OF THE PROBLEMS

The usually enhanced remuneration paid to the civil servants, have been rendered
Inadequate by the high rates of inflation pervading the economy over the years. The Civil and
public services have witnessed a lot of neglect which has led to a drop in Salary and wages
and efficiency of both civil and public servants. In response to this, Study in the public and
civil services, the employers of labour (government and private Enterprises) introduce the
method and process of compensating their employees Through what is called salaries and
wages administration. Though, employers will Impact positively on the employees morale
and subsequently induce their Performance. This work is set to solve the problems of salaries
and wages and Performances in an organization. This will go a long way in improving their
Performance and hence lead to higher productivity. Promotion policy should be Awarded as
at when due. From the analysis above, it shows that if workers’ salaries And wages are
equitable it will enhance the performance of the employees. The Problems of salaries and
wages not paid as at when due, salaries and wages increment Etc need to be solved through
good salaries and wages policy. There should be no Delay on annual leave, maternity leave,
transport allowance, housing allowances, and Medical allowances.

1.2 SIGNIFICANCE OF THE STUDY

Salaries and wages administration is one of the newest personnel challenges in Modern
organization. This study hopes to provide a comprehensive document that Would discuss
salaries and wages administration in Nigeria and its impact on performance in an
organization. The research work is of a great importance to the employers and employees in
the following ways:
a. To attract and retain sufficient and suitable employees that will help the Organization
to achieve its objectives.
 • To reward employees of their efforts and commitment to the Organization.

•To motivate workers to a high performance.

b. It also reveals the extent to which salary and wages administration policy Can go a
long way in improving workers’ performance in the Organization and hence lead to
increased productivity.

The employees and the employers are the beneficiaries of this study because when
Employees are well paid, they tend to work well by so doing, the organization is
Increasing their productivity because the employees are committed to their work.

Objective –
Wage and Salary Administration – Objectives

i. To compare or draft company HR policy

ii. Find out the income level and return ratio of similar industries
iii. To understand wage differentiations
iv. To examine the competitiveness of entry level employees

v. To establish hiring rates favorable to the community vi. To keep abreast

wage and salary rates with production cost

vii. To minimize labour turnover due to pay disparity viii.

To increase employee’s satisfaction and morale ix. To
learn about the trend of perks and benefits in the market

x. To resolve existing labour problems concerning compensation.

Wage and salary Nature –
Nature:

1. The basic purpose of wage and salary administration is to establish and maintain an
equitable Wage and salary structure.

2. It is concerned with the establishment and maintenance of equitable labour cost

structure i.e. An optimal balancing of conflicting personnel interest so that the
satisfaction of the employees And employers is maximised and conflicts are
minimised.

3. The wage and salary administration is concerned with the financial aspects of needs,
Motivation and rewards.

4. Employees should be paid according to the requirements of their jobs i.e. highly
skilled jobs Are paid more compensation than low skilled jobs.

5. To minimise the chances of favouritism.

HYPOTHESIS :
For the purpose of this study, the following hypotheses are postulated:
(a) That the salaries and wages of the organization has no significant relationship With
the workers’ performance (Ho)That salaries and wages administration has a
significant relationship with the Workers’ performance in the organization
(b) Salaries and wages is not a criteria for employees’ commitment to work Salaries and
wages is a criteria for employees’ commitment to work .
(c) There are no inadequacies in the provision of salaries and wages of workers as At
when due .
c. There are inadequacies in the provision of salaries and wages of workers as at When
due (Hi).
 d. Salary and wages administration is not important in an organization (Ho)
Salary and wages administration is important in an organization (Hi)
e. Improvement of workers is not based on salaries and wages (Ho) Improvement of
workers is based on salaries and wages (Hi)
f. There is no need for salary and wages administration in an organization (Ho)
There is need for salary and wages administration in an organization (Hi)

SCOPE OF THE STUDY:-

The study enables me to understand the working of a Personnel department in

manufacturing units and Especially implementation of wage and salary Administration.
Wage and salary administration is taken up as we can see the industry are becoming
very competitive and the organizations are trying to gain an edge by possessing quality
people. One of the technique that is used is by paying attractive salaries.

Zuari Cements is one of the organization which is Established in the protected period.
Now it has to compete With the new organizations who attract the experience Talent by
giving them ransom salaries. This study is taken up to understand the implementation Of
wage and salary administration and suggest if any the Techniques to retain the quality
employees.

IMPORTANCE OF STUDY:-

Many organizations today, in order to competent enough to meet the challenges

need tocontinuously changes to develop wage and salary administration.
Thus, Company’s are supposed to adopt well built wage and salary
administration.
Need for the study is that the performance of wage and salary administration is
to be studied in order to make changes if any, in order to retain the employees and also
toattract.
The new employees to meet the challenges of the organization.
The study also aims at evaluating the practical wage and salary administration
undertaken by the organization in their work environment to improve their working skills .
LITERATURE REVIEW
Due to universal applicability of salaries and wages system in an organization, some
Literature exist even though it may vary in inform of structure and system of Application.

THEORETICAL REVIEW

According to Dagget and Habu (2004:31) “Salary administration is the method and Process
that an organization uses for compensating their workers”. They argued that Workers cannot
obtain financial job satisfaction unless the organization achieved its Goals Stoner and
Freeman (2002:97) consider a new pay approach as an approach Towards salary system that
leads to the process of setting and achieving organization Objectives. These scholars advance
that linking pay to the labour market and variable Pay to success of the organization, the
managers can use the salary system to foster Teamwork and other organizational goals. It is
therefore necessary for the reward System not to make inflationary rate in the country into
related business to be Introduced by both private and public sectors of the Nigeria economy.
Strong and Freeman observed further that every good compensation or salary policy is aimed
at Attracting, retaining and motivating high quality employees in an organization. It is Also
aimed at rewarding organization members for high performance and high Productivity by
making sure that compensation method are such that the organization Can shoulder
conformably. As Obikeze and Anthony (2003:286) pointed out, salaries or wages are the
reward that Individuals receive from organization in exchange for their labour and that every
Organization has its distinct salary system. Choosing a successful salary system Depends on
considerations of salary levels, salary structure and individual pay Determination. Lawal
(2006:22) argues that there are some factors that affect salary And wages level in an
organization. Some of these factors are:
(a) Influence of trade union
(b) Prevailing salaries and wages in the industries
(c) Government legislation
(d) The labour market
(e) Organization ability to pay
(f) Productivity level.

Lawal also argues that every orgnisation has its salary system. Choosing a successful
Salary and wages depend on the consideration of salary level, structure and individual
Pay determination and performance (Lawal 2006: 23).
According to Kamar (2005: 48) there are three typical ways in which organization can
Administrate its salaries and wages.Ad hoc increase in salaries and wage are given
erratically often at the demand of the Employees rather than at the initiative of the
company. In a small organization, it can Produce an illogical and unfair salary structure
which will cause discontents and Jealousy. For obvious reasons, salaries and wages
paid by this system are intended to be confidential. Incremental scales, in this system,
long service and loyalty are encouraged by regular high trade. Salaries in the
incremental system is non-confidential because all staff’s jobs are evaluated and
graded. The salary and wages range appearing as most schemes permit a manager
toward increment for excepmerit or withhold an increment for unsatisfactory work
or conduct but as a robe, the standard increment is given autocratically. It is
customary for salaries and wages incremental system to be non-confidential.
CHAPTER 2

METHODOLOGY :-
This chapter includes various tools and techniques that are Used by the investigation that the
method followed in Processing the research survey Methodology includes a systematic way
of collecting the Data through sample design, analyzing it, processing data, Interpreting the
data for requirements.
SOURCE OF DATA :-
Primary data
Secondary data

Analysis of data
Primary data is collected in order to avoid any mistakes Due to transcription which may arise
when collected Through secondary sources. The data is collected by Questionnaire method.
Secondary data is collected from the companies’ reports, Manuals and brochures. Through
company records, Books, HR reports etc.

SAMPLING PROCEDURE:
The sampling method used was random sampling. The Sampling method was used because
of lack of time and Lack of knowledge about the universe. The sample size Was fixed to 100
respondents; the sampling procedure is Response form.

STATISTICAL TOOLS USED: BAR DIAGRAM, PIE CHART

PERCENTAGE ANALYSIS:

In this research, various percentages are identified in the Analysis and they are presented
pictorially by way of bar Diagrams and pie charts in order to have a better quality.
2.1 INSTRUMENT OF DATA COLLECTION
The instruments used in this research are personal interview, personal observation and The
use of questionnaire.

OBSERVATION TECHNIQUE: This entails watching the various employees at Work in the
various departments and sections and the reaction of workers to the Work assigned to them.
Furthermore, it entails making observation on the nature of Industrial relation that exist in
that workplace etc.
PERSONAL INTERVIEW: The researcher interviewed various grades of Employees of ZUARI
CEMENTS LIMITED. , The oral method ensures anonymity Of the information and this
undoubtedly makes for more accurate and reliable information.
THE QUESTIONNAIRE: The questionnaire was designed to accommodate the Sample of the
population under study it has an open ended answers questions for Respondent to agree or
disagree. The open ended answers resulted from the need to Seek out individual opinions.

2.2 METHOD OF DATA COLLECTION

The researcher formally approached the Director of Personnel Management in ZUARI
CEMENTS LIMITED. on the cadres of officers. The copies of the Questionnaire were
distributed to the respondents. The fact that all the respondents are Staff and employees of
ZUARI CEMENTS LIMITED. of Area, and are under the same Roof made it easier for the
administration and collection of the questionnaires on the Respondents as the method of
data collection.
CHAPTER 3
FINDING AND ANALYSIS

SUMMARY OF FINDINGS

The purpose of this work is to examine salary and wages administration as a tool for

Improving employees’ performance in an organization in Nigeria, A case study of

Olamaboro Local Government Area of Kogi State.

In the course of this work, the objectives of the study raised research question on what

Salary and wages administration is all about. The study objective, questioned if the

Existence of salary and wags administration could lead to improvement of employee’s

Performance. The study was to ascertain whether the performance of employee’s is a

Product of salary and wages administration.

The study made an attempt to explore the role salary administration play in increasing

Productivity and performance in the development of public service. The study also

Investigated the contribution of salary administration with regard to increment, how

The council handles salary and wages, how salary motivates workers on the
Enhancement of productivity and performance of economic growth in the Nigeria

Economy. This is because employees believe that the method of payment will also

Boost their purchasing power. The analysis of the data indicated that salary administration
has positive role to play and has been playing in fostering economic
and administrative development in INDIA .

3.1 FINDING
One of the most important steps in the research process is data analysis. This chapter Seeks
to present and analyse the data collected through the means of questionnaire and Personal
interview with a view to finding out answers to the research questions raised In the proposal.
This chapter also seeks to test the ability of the hypotheses with Questions to verify them.
The accomplishing responses are evaluated in order to Validate or reject the hypotheses. The
researcher considers this order of presentation Necessary for easy reading and
understanding.

3.2 ANALYSIS
Table 3.2.1 shows that out of the 150 respondents in ZUARI CEMENTS LIMITED. 69 (47.59%)
Respondents were under the age bracket of 36 – 44 years while 46(31.75%) Respondents are
within the age bracket of 18 – 35 years while 30 representing (20.69%) respondents are
within from the age bracket of 45 years and above. It might Therefore be logical to summarize
from the observation that workers in ZUARI CEMENTS LIMITED. falls within the working age.
This is because as managers, they Must have undergone through some experience and
educational training.
Table 3.2.1 ( employee / workers)

Age group Frequency Percentage

18-35 46 31.75

36-44 69 47.59

45+ 30 20.59

Total 145 100

The frequency distribution of respondents by gender shows that there was a wide Disparity

in gender distribution of the 150 sample. Male respondents had much Greater population of
the total number of employees in the ZUARI CEMENTS, than the Female respondents. 93
respondents representing 64.14% constituted the male while 52 (35.86%) respondents
constitutes the female. The gap was wider in the case of Unemployment.

The table below show or summarizes the sex distribution as described above.

Table 3.2.2
 Gender Frequency Percentage

Male 93 64.14

Female 52 35.86

Total 145 100

The data shows that most of the respondents were married. The married respondents
Constituted 100 representing 68.97 while 40(27.58%) respondents are single and 5(3.45%)
respondents are divorced which is the lowest. It is the general belief that Married people are
responsible human being. It can be deduced from the table that a Majority of the

respondents is responsible. However, the table below shows the detail Data collected from
the survey .

Table no. 3.2.3

Marital status Frequency Percentage

Single 40 27.58

Married 100 68.97

 Divorce 5 3.45

Total 145 100

3.2.4 Income Distribution of Respondents

INCOME PER ANNUM Frequency Percentage

1.5 lakh – 2 lakh 20 26.21

2 lakh - 3 lakh 60 41.38

3 lakh – 4 lakh 20 13.79

5 lakh – 6 lakh 17 11.72

 Above 6 lakh 10 6.90

Total 145 100

Table 3.2.5 below, it shows at glance that 55 representing 37.93% respondents have Served
between 16-20 years, 25(17.24%) respondents served between 20 years and above while 23
respondents served between 6-10 years and 22 (15.17%) respondents served between 11-
15 years while 20(13.79%) respondents served between 1-5 years constituting the lowest
Percentage

3.2.5 Length of a service

Length of a service Frequency Percentage

1 – 5 years 20 13.79

6 – 10 years 23 15.87

11 – 15 22 15.17
Years
 15 – 20 55 37.93
Years

20 years above 25 17.24

Total 145 100

Table 3.2.6 below shows that 90 representing 62.07% accepted that the salary they Earn

motivates them to work harder. However, 51(35.17%) respondents are with a Contrary view
, while 4(2.76%) respondents says they did not know whether the Salaries have a motivating
effect on their work. It will therefore be deduced that since Majority of the respondents have
agreed to the view, we conclude that, what they earn Increases their productivity and their

performance.

Table 3.2.6 Respondents view on Salary and Motivation

Option Frequency Percentage

Yes 90 62.07
 No 91 35.17

I don’t know 4 2.76

Total 145 100

From the survey(Table 3.2.7), 89 (61.38%) respondents says that they are satisfied with the
way Salary and wages matters are being handled by the council while 37 (25.52%)
Respondents are not satisfied and 17(11.75%) respondents said the council handles Salary
and wages in a terrible manner which could be as a result of lack of prudence And

accountability while 2(1.36%) respondents said they did not know the Management handle
their salaries and wages.

Table 3.2.7 respondents view on the way the council handles salaries and wages matter

Option Frequency Percentage

Yes 89 61.38
 No 37 25.52

I don’t know 17 11.75

Terrible 2 1.38

Total 145 100

The survey indicated that 68(46.90%) of the respondents often get salary increment Every

year while 29(20%) respondents get salary increment in every 2 and 5 years Respectively

while this means that something is responsible for lack of constant increase in salary ranging

from lack of promotion, corruption and misappropriation of funds or denying employees

entitlement such as fringe benefits and bonus.

Table 3.2.8 respondents view on salary Increment

Option Frequency Percentage

Every year 68 46.90

Every 2 year 29 20

Every 5 years 29 20

Once in a while 19 13.10

Total 145 100

The data reveals that 100(68.96%) respondents accepted that increase in salary boosts

Workers morals while 37 (25.52%) respondents disagreed with that opinion and 8(5.52%)
respondents are not sure whether increase in salary boosts their morale. From the analysis,
it could be deduced that if salary increases, it will also increase Workers productivity and
performance.
3.2.9 Respondents’ views on whether salary increment boosts their morale

Option Frequency Percentage

Yes 100 68.96

No 37 25.52

Not certain 8 5.52

Total 145 100

The table below shows that 73(50.34%) respondents agreed that bank payment is used By
the local government while 40(27.59) respondents also said that table payment is Used and
12(8.28%) respondents said they did not know because sometimes the Council uses both
table and bank payment just as responded by the 20 respondents.

3.2.10 Respondents’’ views on salary payment method

 Option Frequency Percentage

Satisfactory 59 40.69

Unsatisfactory 39 26.89

Fair 34 23.45

I don’t know 13 8.97

Total 145 100

FINDING
Meaning that salary Administration has a significance relationship with workers productivity.

This is Because, from the tested hypothesis, the researcher discovered that the method of
Payment was also revealed that salary increment boosts employee’s morals and lead to High
productivity, and the salary they earned has a connection with motivation. The employers of
labour are aware of the fact that salary is also one way of improving workers’ performance

in organization. It should be noted that if salaries are not adequately paid when due and
when salary increment and the method of payment, promotion, the way salary issues are
handled, training is unsatisfied, the multiplier effect as regard to workers, output will be
negative. In a nutshell, the decision for the acceptance of Hi (alternative hypothesis) has
been taken based on the hypothesis tested using three frequencies from the analysis.

FINDING OF THE STUDY

According to this survey, I could conclude following:

1. Compensation has major impact coming out of age and experience i.e. more age, more
experience, more CTC. Therefore, more the length if the service, higher the

2. As the industry goes number of settlements, it reaches to saturation point, then the
increase in the direct wages is minimum.

3. As it matures to saturation point, more benefits come out of facilities and benefits rather
than rise in direct wages. 4. Any entrepreneur business organization is run to earn profits and
ultimately to make money. In a typical manufacturing set up the buyer i.e. customer decides
the product price. A product consists of following cost put on it.
CHAPTER 4
CONCLUSIONS
The importance of human resources to any organization be it private or public cannot Be
overemphasized. Organization objectives cannot be accomplished without taking Care of the
interest of employees who co-ordinate the activities of the organization. To achieve
effectiveness and efficiency of workers and to reduce wastage at the work Place, employers
of labour must take care of the interest of their workers. However, it Is generally assumed
that salaries and wages administrators should be a model who Should establish terms and
conditions for employers which set standard for employers to follow. The impact of salary
administration on employees’ performances in this respect has not been encouraging in
Nigeria. There has been a drastic reduction in the real salaries of workers both in private and
pubic organizations which has not been possible for them to live on their grossly reduced
salaries and wages. It is therefore inevitable that if such large reduction is real salaries and
wages take place, they will service adverse effect on morale, productivity and the devoting
which the employees give to their official duties.It should also be noted that there will be
strong pressure on them to take second job or Engage in strong pressure to take other form
of income generation which could have Delicious effects on the provision of service to public.
This will require that job Objectives be produced so that there are some criteria against which
to judge Individual performance (output).

From this project report, I could conclude that compensation management plays integral role
in obtaining organizational goals.

1. Any compensation program must have the strong linkage to the profitability
at the production level and business level.
2. The program should ensure that it establishes accountability, ownership and
service orientation at all level.
3. The key to motive employees is compensation package i.e. direct wages are
low but other benefits are more which are based on productivity. They vary
according to productivity.
4. Compensation helps to retain competent employees in the organization.
5. Attractive compensation package also enhance the competitiveness of the
company.
CHAPTER 5
RECOMMENDATIONS/ SUGGESTIONS

People are the most important of all the resources required for the attainment of
Organizational goal. As such, human resources have to be managed with the greatest Care
and skills in order to motivate staff and enhance productivity and performance of Their
organization. Boosting people’s morale is an extremely complex task, it involves Provision of
external rewards like pay rise and method of administration, promotions And praise
compliments. It also involves the creation of conducive environment so That people can get
self administered reward such as satisfaction from accomplishing of challenging task.
However, among the method of boosting employer’s morales is salary administration.

In view of the above, the following recommendations are made:

(1) That the salary administration policy for public officers be implemented across Board
so that all the level officers especially the junior cadre can have a sense Of belonging.
This will go a long way in improving their performance and Hence lead to higher
productivity.

(2) That salary increment should be rewarded as at when due from the analysis, it Shows
that if workers remuneration increases, it will improve employee Performance. They
should be no delay on the increment.

(3) Promotion policy in the public service especially in ZUARI CEMENTS LIMITED. be
improved and should be done on merit as when due to Deserving officers.

(4) The researcher also advocates for good government. Adequate funding, Constant
auditing and accountability be strictly adhered to in handling salaries And wages
matter in ZUARI CEMENTS LIMITED .

(5) Staff training and development should be pursuing vigorously. Training should Be
organized by pursuing vigorous fields to improve employee’s capabilities in The
execution of their responsibilities and their performance.

(6) There should be cordial relationship between the leader and the lead. There Should
be forum created where the top management officers interact and share Ideas with
their subordinates. This will give subordinate a sense of belonging And a psychological
boost their morale which will enhance their productivity And their performance in an
organization.

SUGGESTIONS FOR FURTHER STUDY

1. The effect of the abuse or neglect of salary and wages administration in

Organization.

2. Comprehensive analysis on the impact of salary and wages administration in

an Organization.

SUGGESTIONS

Transport Facility:The company may provide transport facility rather than giving
Conveyance allowance. On giving an informal talk with employee of the company, it
was found that the employees are more interest in having pick- up and drop facility.

Festival Advance:Company may provide a festival advance facility which will prove
more beneficial for the employees and which will help them in fulfilling their needs
arising during the course of any festive occasion.

Salary Survey:Company should conduct salary survey to find out and study recent
patterns in similar industry. Based on the finding of such surveys they should
restructure the compensation.

Flexible To Suit Added Liabilities:As employees grow in the organization,

simultaneously his family liabilities also grow. To accommodate such liabilities like
children education, dependent family members’ marriage, and medical expenses
this should be considered in deriving compensation package.

Continuous Training And Rewards:- In the competitive era, to keep feet one need to
continuously upgrade him by way of knowledge base and develop things which may
utilize for organizational development. Thus, there has to be proper consideration
for rewarding such things.

DISCUSSION
The finding that salary and wages administration enhance employees’ performance

And productivity corroborated the views of Mohammed (2005) who observed that
the

Functions of salaries and wages administration are to attract capable, competent

and

Qualified employees into the organization and to motivate workers into greater and

Effective performance, and to ensure continued dedication, commitment and

retention

Of workers in an organization.

The findings of this study are also in accord with that of Akintoye (2000) who

Asserted that money remained the most significant motivational strategy for
achieving

Employees’ greater performance and improved productivity in organizations.

IMPLICATIONS

The research work has the intention of discovering and understanding the effect of

Salary and wages administration in organization as a tool for improving

employee’s

Performance in an organization. The study revealed that most of the staff have full

Knowledge and experience of the topic of study, while some were enlightened
through

Inter personnel interview. However, most staff expressed their satisfaction over
the

Application of salary and wages administration as a tool for improving employee’s

Performance in an organization.
 CHAPTER 6
LIMITATIONS OF THE STUDY

Though adequate care has been taken while doing the Project. This Project still suffers from
certain limitations. They are The Quality of work life involves a wider range. The Present study
examines it from identified and selected Dimensions only. Time factor is the main constraints
for the study Information is bias while collecting the data from Employees With the constraint
of the information, employees are Hesitating to give the required information and were not
Responding well.

The finding of this research work had Its limitations in the following aspects:

(a) Time: The research lacked sufficient time. During this research work one of Research
was based on the fact that the research work was combined with the Preparation of
final year examination and this expected date of project Submission was not shifted.
(b) Finance: The scope of these works was limited due to lack of fund. The fund Available
at the time of this research work was not enough for the researcher to Execute all she
intends to execute. This lack of fund limited some aspect of the Research work.
(c) Distance: The barrier of space and distance was another factor that obstructed The
accomplishment of the actual desire of the research. This is based on the Fact that
the case study for the research work was in ZUARI CEMENTS LIMITED. in SINNAR
State while the researcher was resident in Nasik and as a Result, frequent movement
was not possible all the time for the researcher.