Identification and classification of compensation components for Faculty Members with Interpretive structural Modelling (ISM) method (case study: selected universities of mazandaran province)

Given the challenges of new ventures, management of total rewards considered as the main concern for HRMS and management. In this regard, designing effective compensation programs is one of the most important measures of HRM plays an important role in attracting, retaining HRS and thus the success of the organization, because achieving and maintaining the competitive advantage of organizations depends on attracting and retaining Qualified HRS and commensurate with organizational goals .According to the importance of compensations in organizations. The main purpose of this study is identification and classification of compensation components for faculty members.in this research, qualitative-quantitative interpretive structural modeling was used to identify and prioritize the components.at first, experts compensation models were examined and the most important components were identified. By Using two separate questionnaires based on the experts opinions19 final components were approved and placed at 6 levels.The components of COLAS, organizational status and prestige, incentives, financial and cash rewards based on performance and independence at work are expressed at the first level as the most effective components and all of the components lead directly and indirectly to these 4 components. two components of base pay and challengment job at the sixth level act as the cornerstone of the faculties' compensation system model, and strengthening these two components will lead to improvements in the compensation system or any fundamental change and improvement in a compensation system, must be done through these components and these are expressed as the most effective component in the compensation system.