Core - Hr Activities
Hr & Admn. Executive
10,00,000 to 12,00,000 is 20% hike..as per current market situation...it is a very good hike.
The industry standards are different for different areas like sales & marketing ppl do a get a good hike upto 30% at times but depending upon the market situation for systems & HR the standard is 20%.
If confirmed employees are also given a salary hike..then as an exception HR give a nominal hike after having discussions with reporting mgrs
24th February 2009 From India, Mumbai
1. Market... growth
2. Sector / Industry
3. Function (HR, sales, marketing, supply chain, administration, technology - networking, securities, web, etc.)
4. Performance of the Company
5. Overall distribution amount... w.r.t. the above listed
6. Performance of the individual and ratings
7. Joining date... if someone has joined in between the performance pay cycle or maybe just before the beginning of the last quarter, the individual might not get a hike equivalent to that given to an individual you is being evaluated for performance during the entire year.
8. Most organizations have distributions as per the bell curve
In the current market scenario a hike of 20% is considered extremely good. There are organizations which may end up giving a marginal hike in salary this year or may be an absolutely no hike this year. There are certain organizations which have reduced the salaries... pay cuts - 5%, 10%, 15%, 20% and even 25%. In such a scenario, salary hike is out of question.
Performance Bonus distribution is either being considered in parts... 50 - 60% now and the remaining later. Many companies won't even be distributing a performance bonus.
24th February 2009 From India, Pune
Consider the following:
1. Present market scenario - Hewit survey says average increase will be around 8.25%
2. Individual performance
3. Strategy of your organisation
4. Functional departments
5. Last year bottomline achievement / current year order booking / backlog
6. Can use bell curve method
24th February 2009 From India, Madras
Aftercompletion of performance apprisal people will be graded A,B,C,D,E.Employees who arerated between 80-100 are given A and they can be given an increase of 20%.Those who are graded B can be given 15 %,Graded C can be given 10 % D can be given 5 % for E no increase.These all depend on the Top Management Decision.Please collect a new copy from Finance Dept a copy of Budget look in to the provision for Salary,new hires etc ten only you can think of salary hike.If you are
24th February 2009 From United Arab Emirates, Dubai
25th February 2009 From India, Kakinada
I would suggest you discuss with the Function Heads and try to categorise employees based on their performance
Star - 15% to 20% increment
Performer - 8 to 10% increment
Doer - 5% Increment
Outlier - No Increment
You can tweek in individual increment percentage so that your overall percentae remain well within your budget.
25th February 2009 From India, Bangalore
Usually performance is evaluated on the basis of his job role and how does he performe on the same. In addition, you can look at his KRA's and his targets and then based on targets you can see how much has he done from his targets and then decide an increment based on Management.
26th February 2009 From India, Mumbai
Sorry to say, but this is not the excel calculation we are looking for and as an HR professional we are suppose to maintain confidentality & integrity, and the excel you have sent contains information about your company employees, which is against the code of conduct. I request you to please delete it immd and just provide us the info which is asked for.
27th February 2009 From United States, Winston Salem