Jessiejpr
Hr Consultant & Trainer, Cipd
Rajsawster
Hr Specialist - Policy,compehsation &
Mana88
Student
Kulvir
Hr Manager
Abhi16march
Manager Hr
K.Ravi
Loading.......
Priya.m24
Corporate Trainer

Dear Sir's
We have to give increment in every year to the emps on the basis of their performnace it is vary to compnay to company.
I would like to ask- Why do the emp think that they should get increment or promotion in the appraisal of this year???
What extra-ordinary or remarkable thing they have done at their workplace to get entitled for increment?
What is so extra-ordinary did this year at the work-place?

but i think we shuld give the increment to the emps as the per the inflation rate not to more than ths.
and shuld be rewarded to the extra-ordinary performance.

one more thing if we will rewarding the emps so wat parameters shuld be there.
I am looking forward to replies n opinion of all my senors

thanks n regards,

abhishek tiwari

31st July 2008 From India, Pune
hi..........
i think employees should get increment according to inflation but their performance should be the criteria for getting more increment and promotion.........
you ask that why increment?????
as increment is considered to be part of retention strategy atleast employees should get a reward for staying in the organisation............otherwise if no increment and promotion they feel themselves at the same place even after 5 years.........noone want to stay at same place.............
So i think emplyees deserves increment if company is performing that is just because of emplyees...........
31st July 2008 From India, Ludhiana
I feel Mana is totally right.
According to me, retention of key employees is critical to the long-term success of any organization. The performance of employees is often linked directly to quality work and increased product sales and even to the image of a company. Whereas the same is often indirectly linked to, satisfied colleagues and reporting staff, effective succession planning and deeply embedded organizational knowledge and learning.
Employee retention matters, as, organizational issues such as training time and investment, costly candidate search etc., are involved.
Employees must feel rewarded, recognized and appreciated. Giving periodical raise in salary or position helps to retain the key staff.

5th August 2008 From India, Delhi
@@their performance should be the criteria for getting more increment and promotion.........
i think so but i think nd in my opinion> we shuld rewarded to better performer like give a good incentives ,give promotion as u ll promting anyone salary ll be increase automatically as per the companies polcy.
I think it shuld be like ths
Best performer Promotion + incentives
Betterperformer Incentives +inflataion rate
Good performer Incentives + inflataion rate
Normal performer Inflation rate
Non performer no need to give increment
waiting for more comments
5th August 2008 From India, Pune
Hi,
I completely agree with your recommendations on incentives. Good thought.
I will be attending a seminar tomorrow evening on the same, if there are any new thoughts will definitely share it with you.
Regards,
Jessie J
5th August 2008 From United Arab Emirates, Dubai
heyiiiiiiiiiiiiii jessieeeeeeeeeeeeeee m waiting of u................................................. .............................day after tommorrow wid ur new thought nd exp...hope u ll share wid meeeeeeeeeeeeee
n thanks for the comments
5th August 2008 From India, Pune
increment should be given because the employees have contributed to the growth of the organization that year. So they should be a part of profit sharing.
I dont think there is any company who will give good increment if the company is running into loss.
Increments & Bonus are very much proportionally related to the organization growth.
16th September 2008 From India, Mumbai
Every employee working in an organization invests his valuable skills, competance, time and energy for ther growth of employers business.

Employer do own business but employees, customers, suppliers and bancking or financial instutions including society is having equal stake in all businesss organizations. Because the money he borrowed from the bank is public money hence he is responsible to society too.

Employee being stake holder in the organization is also shareholder to his right equally proportionate to his input in the revenue generating process. Merely hiring employee does not end the story or paying interest to bankers doesnot end bankers right on business.

Employee is compensated for all the hardship he face during employment is remuneration capable of being expressed in terms of money whic may be in the form of Basic salary, Allowances, Benefits and perks etc is components to compensate for his job worth to the organization.

Inflation rate deminishing the purchaising power of money threfore has been compensated in the form of Variable Dearness Allowance based on cost of living index or All India Cunsumer Price Index issued by Simla Labour Bureau every three years. This is only practiced in Government sector, Some Private Sector and Minimum Wages Boards across India in different states.

Generally Medium Scale and Small Scale employes working in white collor jobs are deprived claverly by Owners and they pay annual increments to employees is one kind of deception to deprive them from cost of living payment. This is tricky area he kills two issues first avoid cost of living regularly and show annual chairty show based on the cameoflauged performance linked increment.

But increment is different and has no link to inflation. Inflation rate has to do with monetary value driven by the market which reduce purchaising power adding burdon on employees and reducing job worth if Cost of living is compensated that means its resporation of the job worth.

Increment: An increase in an employee's basic salary based on relative job performance, and position in salary range relative to peers.

Promotion: The reassignment of an employee to a different job classified in a higher grade code based on organization needs, existence of a vacant approved job, fulfillment of job requirements relative to peers and subject to management approval.

I think the above explanation is self explanatory, We HR professional should not have any doubt or misrepresentation of the terms to spread myth that employer is always right because he is owner of business and should have right to take employees for granted.

Regards

sawant



16th September 2008 From Saudi Arabia
Your question itself is absurd go and read your books once again :roll::roll:
What rights you have to decide who is performer and who is non performer,
feedback when given unrequested is nothing but CRITICISM thats what all the HR do, so improve yourself first, :neutral::neutral:
30th April 2009 From India, Pune
Dear Ravi ,
No need to read book,,its should be follw by student and not by us ...and onemore thing i dont think there is smething wrong inmy quest ...need to improveurself man.....here i am just discuiing and nthing ...its al my opinion ..if u dont hv any idea so no need to poke ur nose anywhere .....
Thanks for the reply itwas logical for u but truely illogical for others ..............

30th April 2009 From India, Pune
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