: julio 7, 2022
La compensación y los beneficios a menudo se usan indistintamente en la conversación diaria, pero los términos no se refieren al mismo concepto.
Compensación vs Beneficios
La principal diferencia entre compensación y beneficios es que la compensación se refiere a una recompensa financiera que se le da a un empleado en función de su desempeño. Se proporciona compensación para atraer a personas talentosas y calificadas a unirse a su empresa, mientras que se brindan beneficios para motivar a un empleado a desempeñarse bien en las tareas dadas.
Los beneficios son un intercambio de valor por el trabajo proporcionado. El beneficio se refiere a una recompensa financiera no – otorgada a un empleado para apreciar sus esfuerzos en el servicio. Por ejemplo, además del salario mensual pagado a un empleado, también pueden ser elegibles para días de vacaciones pagados, seguro de salud, transporte de la compañía, etc.
Tabla de comparación entre compensación y beneficios
Parámetro de comparación Compensación Beneficios Definición Remuneración dada a cambio de mano de obra Subconjunto de compensación Form Monetario y no – monetario Formas de valor no – Tipo Forma de compensación directa e indirecta Componentes Pago básico, pago variable, beneficios Seguro de salud, seguro de invalidez, seguro de vida, tiempo libre pagado, beneficios adicionales, etc. Factores relevantes Trabajo proporcionado y desempeño del empleado, estándares de la industria, costo de vida, salario mínimo Requisitos legales, conveniencia del beneficio
¿Qué es la compensación?
La suma total de todo lo que una persona recibe a cambio de su trabajo o los servicios que brinda se denomina compensación. Es un término general que cubre tanto la remuneración monetaria como la no monetaria -. La compensación monetaria o financiera se puede dividir en pago básico y pago variable.
El pago básico es la cantidad mínima de dinero que se le debe a un empleado por su trabajo sin tener en cuenta otros factores como bonificaciones, incentivos y horas extras.
Esto generalmente se calcula de acuerdo con factores como el papel del empleado en la empresa, los estándares de la industria -, los costos de vida y el salario mínimo legalmente obligatorio.
Es un monto fijo y imponible que constituye el núcleo de todo lo que el empleador puede gastar en el empleado.
A diferencia del pago básico, que es el mismo para todos los empleados de la misma designación, independientemente de su contribución a la empresa,el pago variable se da en función del rendimiento del individuo y de las empresas en su conjunto.
A medida que aumenta la competencia entre industrias, el pago variable se está convirtiendo en un modo de compensación buscado por los empleadores. En lugar de solo una compensación por el trabajo, el pago variable toma la forma de una recompensa por el desempeño de un empleado que los distingue del resto.
Esto los incentiva a trabajar más duro porque esta es una recompensa que se basa en el cumplimiento de ciertos objetivos y no solo en acciones.
No solo los empleados se vuelven más eficientes y orientados a objetivos -, sino que los costos fijos de la compañía también se reducen, ya que estas recompensas solo deben otorgarse cuando se alcanzan los objetivos antes mencionados.
La compensación también se puede clasificar en compensación directa e indirecta.
El primero consiste en el dinero pagado a los empleados por su trabajo e incluye tanto el pago variable como el básico. La compensación indirecta, por otro lado, está compuesta por beneficios no monetarios – proporcionados a los empleados a costa del empleador.
Esto incluye esquemas de seguridad como la compensación del trabajador, el seguro de salud y los planes de pensiones, así como las vacaciones pagadas.
¿Qué son los beneficios?
Además de los salarios que reciben como remuneración financiera, los empleados también reciben formas adicionales de valor a cambio de su trabajo llamado beneficios.
Son una parte de la compensación total debida a los empleados. Los beneficios no son – recompensas monetarias pagadas por el empleador y varían en alcance y disponibilidad de una empresa a otra.
Brindar beneficios incentiva a los empleados a desempeñarse mejor y aumenta la lealtad a la empresa al proporcionarles una red de seguridad y un sistema de soporte adicionales.
Hay muchos tipos diferentes de beneficios y algunos pueden ser muy valiosos. El seguro de salud es uno de los tipos más buscados, ya que la atención médica y el tratamiento pueden ser prohibitivamente costosos.
Del mismo modo, el seguro de discapacidad es importante ya que compensa a los empleados por el período en el que no pueden trabajar debido a alguna enfermedad o lesión. Otro beneficio importante es el seguro de vida, ya que garantiza una medida de apoyo financiero para los dependientes del empleado en caso de fallecimiento.
Muchas compañías también ofrecen planes de jubilación para que los empleados tengan una red de seguridad a la que recurrir cuando se jubilen. Las vacaciones pagadas también están disponibles en casi todas las empresas.
Junto con estos beneficios estándar, las empresas también pueden ofrecer una variedad de beneficios dependiendo de su capacidad financiera.
Estos se denominan beneficios complementarios y van desde préstamos educativos hasta cuidado infantil, descuentos para empleados y gimnasios de oficina.
A menudo se proporciona a los empleados alojamiento y transporte de la empresa hacia y desde el lugar de trabajo, así como alimentos subsidiados o incluso comidas gratis.
Dependiendo de las leyes de cada país, algunos beneficios podrían ser legalmente obligatorios. Por ejemplo, la mayoría de los países tienen estatutos que requieren que los empleadores brinden seguridad social, seguro de salud, licencia de maternidad remunerada, etc.
Sin embargo, los beneficios complementarios son completamente voluntarios y es únicamente la decisión del empleador si se ofrece o no.
Diferencias principales entre compensación y beneficios
- La compensación consiste en todas las formas monetarias y no monetarias – de remuneración debida a un empleado del empleador. Los beneficios son un subconjunto de compensación.
- Los beneficios son únicamente formas de valor no monetarias -.
- La compensación puede ser directa o indirecta. Los beneficios son una forma indirecta de compensación.
- La compensación monetaria se divide en pago básico y pago variable.
- La compensación monetaria no – consiste en beneficios que van desde el seguro de salud hasta el tiempo de vacaciones pagado y la vivienda y el transporte de la empresa.
Síntesis
La compensación y los beneficios son cruciales para el funcionamiento de cualquier empresa u organización. Los empleados que reciben una compensación adecuada por su trabajo obtienen mejores resultados en todos los niveles.
Al proporcionarles una red de seguridad adicional a través de beneficios, las empresas pueden garantizar que los empleados sean personas más felices y darles espacio para la superación personal -.
Además, al ofrecer mejores paquetes de beneficios, los empleadores pueden atraer y retener más talento. Todos estos factores combinados contribuyen al bienestar general de la empresa y pueden aumentar considerablemente la productividad y las ganancias.
- https://www.coverfox.com/personal-finance/tax/basic-salary/
- https://careerwise.minnstate.edu/jobs/benefittypes.html
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