Hi,
ours is a very small company established around 15 yrs back. we had hired a personal assistant @ salar 4000/- and an accountant @ salary 5000/- two years back, when there was not much of IT in bangalore.
but today i we hire a front offive executive the avg salary is around 7000/- or 8000/-
how do i remove this difference. i cant give them salary hike so that their salryies are equal to current senario. and as it is the market is low.
What do i do plz help.
From India, Bangalore
4ours is a very small company established around 15 yrs back. we had hired a personal assistant @ salar 4000/- and an accountant @ salary 5000/- two years back, when there was not much of IT in bangalore.
but today i we hire a front offive executive the avg salary is around 7000/- or 8000/-
how do i remove this difference. i cant give them salary hike so that their salryies are equal to current senario. and as it is the market is low.
What do i do plz help.
From India, Bangalore
dear neha you have to remove these differences by increasing their salary otherwise they will go somewhere else.you have to give their marketing worth. tks js malik
From India, Delhi
From India, Delhi
Sir
But i cant give them this kind of salary increase. is there no other way?
we have cases where one accounts person is getting 5k and other one is getting 20K. we have managed to maintain that by separeting the profile slightly . the lower salaried person looks only the salary PF and other cash vouchers where as the higher paid person has to go out and collect cash from other people like suppliers and bank.
but thei front office and the pa problem is difficult. Moreover the responsibilities of the pa are goin to be given to the front office person also. and accidently the front office person is a ref. from PA.
plz suggest.
From India, Bangalore
But i cant give them this kind of salary increase. is there no other way?
we have cases where one accounts person is getting 5k and other one is getting 20K. we have managed to maintain that by separeting the profile slightly . the lower salaried person looks only the salary PF and other cash vouchers where as the higher paid person has to go out and collect cash from other people like suppliers and bank.
but thei front office and the pa problem is difficult. Moreover the responsibilities of the pa are goin to be given to the front office person also. and accidently the front office person is a ref. from PA.
plz suggest.
From India, Bangalore
Dear
you shoould have analysed the problem before you hired. Now what you can do is to give them some hike in order to keep their morale up and say to them that at an appropriate time it will be taken care.
sk
From India, Delhi
you shoould have analysed the problem before you hired. Now what you can do is to give them some hike in order to keep their morale up and say to them that at an appropriate time it will be taken care.
sk
From India, Delhi
i mean how can a person work at same salary for such a long time 15 years ???? really wierd it is dear :confused::confused:
From India, Pune
From India, Pune
Hello Neha,
You must introduce some kind of salary grades and salary scales for each grades.
According to their experience and market price for this jobs adjust their salary at par with market to justify increase of pay.
Becasue your employer will not accept random salary increase without giving him proper feedback how these people are bahind market salary for the position they work in your organization.
This may eventually result in sudden resignation and recruitment or replacement at higher price if these people leave organization. If these people have acquired efficiency and perfection then new recruit or replacement will take atleast six months and the loyalty with organization these people has shown shall be rewarded to retain such talented people.
Employer has to be convinced that because these people work for us does not mean they are inefficient but they are underpaid because we did not valued their price as per market. If these people move to another organization they may be offered as per current mareket price therefore salary has to be restored to market.
Regards
Rashid
From Saudi Arabia
You must introduce some kind of salary grades and salary scales for each grades.
According to their experience and market price for this jobs adjust their salary at par with market to justify increase of pay.
Becasue your employer will not accept random salary increase without giving him proper feedback how these people are bahind market salary for the position they work in your organization.
This may eventually result in sudden resignation and recruitment or replacement at higher price if these people leave organization. If these people have acquired efficiency and perfection then new recruit or replacement will take atleast six months and the loyalty with organization these people has shown shall be rewarded to retain such talented people.
Employer has to be convinced that because these people work for us does not mean they are inefficient but they are underpaid because we did not valued their price as per market. If these people move to another organization they may be offered as per current mareket price therefore salary has to be restored to market.
Regards
Rashid
From Saudi Arabia
I have to agree with the others - a salary hike is the best option to bring others on teh same level. It is the ethical thing to do. Compare JD's, do performance reviews, this will also be of help.
We have an occupation dispensation system, that evaluates qualifications and experience, either or both if a person has, and upgrade them accordingly. If a person os also on teh same level for so long depending on the consistency on their good performance, an upgrade is possible too. Even upgrading in salary is possible if the level of work is the same as a higher level person or higher salary person. There is always a way to do this. The cost of living will always rise.
I should think that private companies have more insentives to succeed.
We have an occupation dispensation system, that evaluates qualifications and experience, either or both if a person has, and upgrade them accordingly. If a person os also on teh same level for so long depending on the consistency on their good performance, an upgrade is possible too. Even upgrading in salary is possible if the level of work is the same as a higher level person or higher salary person. There is always a way to do this. The cost of living will always rise.
I should think that private companies have more insentives to succeed.
Dear Neha,
Hiring with such a hoch poch salary scales will 100% creates problem in employees. You must have policy regarding salary scale. Give increment to the old staff – if deserves will reduce this gape. Well, be aware from next time and introduce Salary Scale as per designation / work specification will help you a lot.
Regards
Pankaj Chandan
From India, New delhi
Hiring with such a hoch poch salary scales will 100% creates problem in employees. You must have policy regarding salary scale. Give increment to the old staff – if deserves will reduce this gape. Well, be aware from next time and introduce Salary Scale as per designation / work specification will help you a lot.
Regards
Pankaj Chandan
From India, New delhi
dear neha,
I want to know from you is..why are you bothering about difference of their salaries.As a hr you should not compare the salaries of the employees..because salaries will be different based on the job profile and job specifications.
You can manage them like this..
As a front office executive should be good looking ,good communication skills,should hold the patience to attend all the calls..and communicate the info to respective departments.
As a PA or accountant,those above qualities are not mandatory to work for them.
You just differenciate the job description like this..then there is no chance of comparing..and if they ask you about their salaries..you can explain this to the employees at the same time for the employer..
Hope this info can help you.
Regards
Sabitha:)
From India, Hyderabad
I want to know from you is..why are you bothering about difference of their salaries.As a hr you should not compare the salaries of the employees..because salaries will be different based on the job profile and job specifications.
You can manage them like this..
As a front office executive should be good looking ,good communication skills,should hold the patience to attend all the calls..and communicate the info to respective departments.
As a PA or accountant,those above qualities are not mandatory to work for them.
You just differenciate the job description like this..then there is no chance of comparing..and if they ask you about their salaries..you can explain this to the employees at the same time for the employer..
Hope this info can help you.
Regards
Sabitha:)
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employer cannot compel employees to open salary act in its bank - Kerala HC 14.3.2017.pdf
LEAVE SALARY CALCULATOR OF W.B.Govt employees.xls
Letter to employees for salary cut.docx