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of designating payment schemes in such a manner that it should match with the conditions. Although, there is no specific criteria or any particular system designed, which can provide management to classify payment systems, especially to help at the time of choosing payment system. Also there is no particular format or method which is available to suit unusual or unpredicted situations. It has been said that when basic necessities are satisfied, like food, shelter, clothing, then other higher needs comes further. Therefore employees expect from the management to redefine their jobs, so that their jobs can be enlarged and they get work promotions, which could enlarge their range of skills. There is need for training to enlarge the skills of employees, which they expect more from the management's side to be classified as continuous process. Management have to deal with all these problems. Firstly, they have to classify the schemes and motivate the workers. Secondly, they have to add the procedure that provides them opportunity of the design of organisation. Thirdly, to add the aims of the managers which they would need to set themselves. Consequently, there are many other factors while discussing the pay rates by the management.

Pay Structure

The time, management selects the pay rate for their workers, they have to choose how they will reward them. The system's transparency is the basic key to make certain that everyone knows the system of their payment calculation and on what basis they are receiving their bonouses or enhancements.

What is Pay Structures?

According to Armstrong and Brown, Definition: “Pay structure gives a structure for managing base pay and other aspects of reward”

Some main types of pay structures are

- Traditional graded structures

- Broadbanded structures

- Graded pay structures

- Job families

- Mixed model ( broadbanded and job family)

- Pay spines

- Individual job structures

In many organisations, there is lack of formal pay structures and they use ‘spot rates' for different jobs or people. There is no scope of progress in pays, just what they think at that time the pay should satisfy minimum needs for the workers & that will be the pay of that worker. For example, Thistle Hotels acquired a market-driven spot rate approach. According to the authors, in the UK ,there are great numbers of organisations with less than 100 employees have no formal pay structure, just what they think at the time of the appointment of the employees, they are worth, that will be the pay structure of them. But in other big organisations, they use the formal structure of pay which

- Appoint pay scales grouped into grades.

- Progress the actions for pay progression.

- Specify the criteria on which individuals or jobs can shift between grades, bands or levels.

Factors Affecting Pay Rates

Managers freedom of action make manager more flexibility in determining an employee's pay rate within a specified salary range. Wit本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。