Hi! Can anybody who have hands on experience on increment and fitment of salary exercise can comment on the following issue!

In my organization people who complete their probation period i.e. 6 months from joining, are eligible for salary review as it is done every year on 1st April every year. Means, on 31st March if anybody has a conformed service are there for the review.

In case if anybody joins on 2.10.2006 s/he is not eligible since s/he does not have confirmed service on 31.3.2007. S/he has to wait till April2008 but maximum increment will be for 12 months.

But in case anybody joins on 1 Sept 2006 , s/he will get pro-rata increment for 7 months. Considering above I want to listen how you guys deal the matter or what's your policy. Only those who is into compensation division may comments.

From India

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Dear Pardip,
A better way to do the first increments for joiners is on anniversray of joining. The rationale is that for a new joiner a year of srvice gives the organisation enough time to assess his performance. Further it is fair as others in the organisation are appraised for a period of 12 months.
Now to bring the new joiners in the regular appraisal / increment cycle, his/her next (following year) increment is done along with the rest ( April 1 in you case) and the increment is prorated.
Hope this is of help to you.
Faizal Haque

From India, Vadodara
Dear Faizal,
Thanks for reply..u are absolutely right...this is the one option I have already decided...since earlier organization used to follow the practice...
However I was also thinking that put the new joinees increment in slab system. For example:
a) those who have joined April -June will get 100% of increment
b) Those who have joined july - Sept will get 75 5 of increment
c) Those who have joined oct-Dec will get 50% of increment
and finally d) those who have joined Jan- mar will not entitled for the increment for the year.
Though the option you have given is perfect one but the problem is that one person would be continuously involved in the correction which may be avoided by exercising the matter one in a year.
Thanks again for promt reply...

From India
I agree to Faizal's sugg. for any probationer it is also better to do the salary review only after completion of a year. A years time is a fair assessment time period both for you as well as for the new employee to
decide on his committment levels.

From India, Kochi
First thing is yearly increment is a policy matter which is approved by all HODs and CMD. It differs from organisation to organisation depending upon its culture. However, usually a person is entitled for increment if he/she serve at least 6 month continuas servises. That is in that case he has to join on or before 1st September. Sometimes few company give increment on confirmation also after 6 months. In a word there is no static rule, only depend on mutually understanding or corporate policy.

From India, Delhi
Dear Pradeep,
Greetings! Spent 14ys+ in HRD. Have suggestion..In today's diverse organisation also i've experienced for motivational measures cos like Reliance give "Default Ratings" to all employees. Increments are by annual there in. Most of Private organisations are on Annual Mode.
Best Suggestion out of my experience to save money of mid-level employers is to cut down Review period for administrative set of employees for 3 months (IT companies are also following this trend) and allow them increments Pro-Rated.
Illustration : Simple Calculation Mr X has joined -
Sequence- DOJ, No. of Days worked in F/Y, Base salary if he is class 4 category, Incremented Amount in lump sum decided by small/mediocre entrepreneurs, PRO RATED INCREMENT AMT. to the no. of days he was with the company in F/y ,
25/07/'18 250.00 8000 1200 822 8822 actual pro-rated affect =10%

From India, Mumbai

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