Introduction Wenna Katherine Sy Background of the Study Wenna Katherine Sy.

School of Management andInformation Technology and School of Multidisciplinary Studies Professors’ Perceptions towards Compensation Offered byDe La Salle—College of Saint Benilde in Comparison and Contrast with Other Learning Institutionsand Its Effect on Their Performance

Adrian Mark AlarconCrisostomo Vincenzo

EspenillaWenna Katherine Sy

Edlin VenturaColeen Villacruz

Introduction

Wenna Katherine Sy

Background of the Study

Wenna Katherine Sy

Background of the Study

Compensation – human resource function that deals with every type of reward that individuals receive in exchange for performing organizational tasks; the main reason why most individuals seek employment. (Dessler, 2008)

Background of the Study

Compensation

Financial Non-financial

Background of the Study

Drive

Motivation

Compensation

Reward

Functionsof Pay

Base Pay

Cost-of-Living Adjustments

Employee Benefits

Incentives

Non-recurring rewards

Background of the StudyCore Components of Compensation

Research Problem

Crisostomo Vincenzo Espenilla

Research Problem

What are the perceptions of SMIT and SMS Professors towards compensation offered by De La Salle—College of Saint Benilde and its effect on their performance and how they differ with other learning institutions they are associated with?

Objectives

Crisostomo Vincenzo Espenilla

General Objective

Gather and present the perceptions of SMIT and SMS Professors towards their compensation and its effect on their performance and how they differ with other institutions they are affiliated with.

Specific Objectives

(01) Determine the approximate average difference in professors’ hourly pay in DLS-CSB and that of other learning institutions.

Specific Objectives

(02) Assess how good compensation affects professors’ performance inside the classroom.

Specific Objectives

(03) Find the effect of good compensation on professors’ attitude towards their students.

Specific Objectives

(04) Determine how professors’ attitude (motivation, drive, and enthusiasm) that is being demonstrated in De La Salle—College of Saint Benilde differs with how they work in other learning institutions they are connected with.

Specific Objectives

(05) Know the difference between work demands in De La Salle—College of Saint Benilde and that of what is being required in other learning institutions they are associated as well.

Significance of the Study

Crisostomo Vincenzo Espenilla

Significance of the Study

To the Human Resource Department of De La Salle—College of Saint Benilde.

Significance of the Study

To the Human Resource Management Program of the School of Management and Information Technology, De La Salle—College of Saint Benilde.

Significance of the Study

Other Researchers

Significance of the Study

Other Learning Institutions

Review of Related Literature

Edlin Ventura

Review of Related Literature

Motivation Leads to Greater Performance

Bruce, A. & Pepitone, JS. (1999) Motivating

Employees

Review of Related Literature

Pay as Motivator

Pattern, T.H. (1979) Classics of Personnel Management. (1st

ed.)

Review of Related Literature

Compensation Practice Promoting Competitive

Advantage

Martocchio, JJ. (2006)Strategic Compensation: A

Human Resource Management Approach. (4th ed.)

Review of Related Literature

Compensation Structure Effects

Henderson, R.I. (1994)Compensation Management: Rewarding

Performance. (6th ed.)

Review of Related Literature

Influencing Job Decisions

Heneman & Schwab (1982)Impacts of Pay on Employee Behaviors and

Attitudes: An Update.

Review of Related Literature

Salary Effects on Job Satisfaction, Work

Relationships & Commitment

Thesis: De La Salle University—College of Saint Benilde. (1994)

The Significant Factors in the Restructured Compensation Program that Affect Job

Satisfaction as Perceived by SGS Employees.

Review of Related Literature

Considerations are to be Made on Perceptions of Employees

Thesis: De La Salle University—College of Saint Benilde. (1994)

An Evaluation of the Compensation Scheme in Relation to Job

Performance Based on thePerceptions of Employees in the Civil

Registry Division of the National Statistics Office.

Definition of Terms

Coleen Villacruz

Definition of Terms

Appraisal System. A method in which employees are given raises after observing work efficiency in performing duties based on pre-determined performing standards

Definition of Terms

Attitude. Refers to the motivation, drive, and enthusiasm that is being demonstrated by an employee towards work, and interpersonal relationship with subject or clients (referring to students in this study), supervisors and colleagues.

Definition of Terms

Compensation. Financial and non-financial rewards granted to an employee after rendering service which may be composed of base pay, allowances, benefits and incentives.

Definition of Terms

De La Salle—College of Saint Benilde (DLS-CSB) The base company of the research. It is a tertiary learning institution which is one of the 17 district schools composing the De La Salle Philippines.

Definition of Terms

Educational Pay Differential. Usually for professional occupations such as teachers, educational pay differentials provide progressively higher salary rates based upon the employee’s completion of specified academic requirements (e.g. MS, MBA, PhD, etc.).

Definition of Terms

Hourly Pay. The rate of pay, in terms of pesos, per hour of work done. In relation to the research, an hourly pay for college educators is usually expressed as pay per subject unit.

Definition of Terms

Human Resource Department. The office assigned to encompass personnel responsibilities including workforce planning, job design and job analysis, selection and staffing, employee training, performance appraisal, compensation, and employee involvement.

Definition of Terms

Job Evaluation. Determination of the relative importance or ranking of jobs in an organization, for wage setting purposes, by systematically rating them on the basis of selected factors, such as skill, responsibility, experience, etc.

Definition of Terms

Job Satisfaction. Employee’s thinking, feeling and

action towards work.

Definition of Terms

Motivation. Processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Definition of Terms

Other Learning Institutions. Refers to institutions (center, institute, school, college, or university) offering tertiary education other than De La Salle—College of Saint Benilde.

Definition of Terms

Performance. Refers to efficiency of an employee based on pre-determined performing standards.

Definition of Terms

Professors. Refers (in this study) to part-time instructors and professors of De La Salle—College of Saint Benilde who are at the same time a part-time educator in other learning institution/s.

Definition of Terms

SMIT – School of Management and Information Technology. A division of De La Salle—College of Saint Benilde that mainly deals with Business and Information Systems & Technology Education.

Definition of Terms

SMS – School of Multidisciplinary Studies. A division of De La Salle—College of Saint Benilde that offers Basic General Education Courses.

Methodology

Adrian Mark Alarcon

Methodology

Research Design

Method of Data

CollectionParticipants

Scope and Limitations

Research Design

Adrian Mark Alarcon

Research Design

Description

Research Design

Qualitative

Method of Data Collection

Adrian Mark Alarcon

Method of Data Collection

In-Depth Interview

Participants

Adrian Mark Alarcon

Participants

At least 20 respondents

Faculty members of SMIT& SMSTeaching in other learning institutions

Paid on an hourly basis

Scope and Limitations

Adrian Mark Alarcon

Scope and Limitations

Researchers Refer Only to a Group of

Respondents

Scope and Limitations

Variability of a Participant’s

Response

Scope and Limitations

Generalizability

Appendix: Interview Questions1. Why did you consider being part time professor rather than full-time?2. How many learning institutions are you currently teaching in? Name them. 3. How much is your hourly pay in DLS-CSB? If confidential, what is the range?4. How much is your hourly pay in other institutions? If confidential, what is the range?5. If 3 & 4 were not answered: Which learning institution pays the most per hour?6. Which learning institution provides more benefits?7. What incentives does the learning institutions offer that made you take the job?8. Does compensation affect your choice in choosing a learning institution to teach in?9. Students from what institution you work in do you think are the easier to handle? 10. Do you treat students from different learning institutions the same way? Why?11. Which of them do you most feel comfortable with?12. Which of them do you feel more eager to teach?13. Do you believe that the higher the compensation, the harder the job is?14. Do you feel more motivated when you are teaching where compensation is higher?15. If there was an incident that only allowed you to go to only one of your current learning institution to teach a class, which among them would be you priority?