You are an HR professional of a company. Suppose an employee of your company comes to you and complains that he/she and his/her colleague have joined the company on the same day and in the same team. The employee claims that he is better at work than his/her colleague, but he didn't get a salary hike as his/her colleague did. How would you console this individual? Please advise.
Thanks,
Anita
From India, Bangalore
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Thanks,
Anita
From India, Bangalore
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One more explanation can be that the person has more experience than you. If that is the case, don't worry; in the next appraisal, you will also be receiving the same salary or so. You have to handle this case with full care and diplomacy.
Regards,
Puja
From India, Delhi
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1Regards,
Puja
From India, Delhi
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Hello,
At the time of recruiting an employee, salaries are negotiated/offered based on what the employer considers fair, just, or generous. The prospective employee accepts and joins. No comparisons are made as facts of others are not known.
Increments are based on performance as judged by the functional superiors (at least should be) within the overall limits of the organization. HR's role is simply that of a facilitator/coordinator of the process of Performance Appraisal/Increments - I mean generally.
Based on these assumptions, the reported dialogue is, at best, a grievance-handling/resolving opportunity as far as HR is concerned. HR can use its good offices with the concerned superiors, not to plead the case of the aggrieved, but to point out a need to reevaluate the department's process by its bosses to ensure fairness, objectivity, and transparency to establish credibility.
Personally, I would like to handle the presented situation in this manner.
Regards,
Samvedan
August 27, 2010
From India, Pune
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At the time of recruiting an employee, salaries are negotiated/offered based on what the employer considers fair, just, or generous. The prospective employee accepts and joins. No comparisons are made as facts of others are not known.
Increments are based on performance as judged by the functional superiors (at least should be) within the overall limits of the organization. HR's role is simply that of a facilitator/coordinator of the process of Performance Appraisal/Increments - I mean generally.
Based on these assumptions, the reported dialogue is, at best, a grievance-handling/resolving opportunity as far as HR is concerned. HR can use its good offices with the concerned superiors, not to plead the case of the aggrieved, but to point out a need to reevaluate the department's process by its bosses to ensure fairness, objectivity, and transparency to establish credibility.
Personally, I would like to handle the presented situation in this manner.
Regards,
Samvedan
August 27, 2010
From India, Pune
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