Boss2966
Industrial Relations
Kannanmv
Hr & Administration
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Sriramwarrier
Recruitments, Training, Couselling &
Lovee123
Hr-recruitment,pms,employee Engagement
HRMITALEE
H.r Executive
+6 Others

Dear Seniors,
I am working in a telecom sector as HR Exec. I am the only HR here. March has already been passed and all the employees are asking me about their increment. I have verbally reminded MD about increment for all staff a month ago, but still no action has been taken. There is not so much formal procedures in our company. Its like an open door policy.
Should I verbally remind him or through formal application, or should I wait for this month. If I should write a letter to him, Kindly forward the format for that.
Thanks & Regards
Neha Narang
29th April 2011 From India
Neha,
If MD sits in the same location, go talk to him/her directly, you may be able to influence the decision immediately
If in another location, try speaking on the phone and support the same through a gentle reminder.
there is no format for the same, as you have mentioned yours is a informal company + open door policy , you can very well present this in a simple way to MD directly
29th April 2011 From India, Mumbai
Hello Neha Narang,

Since you have already reminded him a month back & he hasn't responded, is there any reason for his non-response, as far as you know?

How is the company doing financially? If it isn't doing very well, you know the reason why he didn't respond. In this case, as the HR person, you need to figure-out the way to handle the employees. Ask for time from your MD to discuss ways of handling the situation & then plan-out a way: the dual purpose being that you should handle the Company's situation as well as ensure there's no communication-gap with the employees. It's in such situations that the role of HR becomes critical--to ensure the employees don't leave.

If the Company is doing well, and yet the increments have not been given, then you still need to meet the MD, BUT with a different set of queries--like when the increments are likely to be given, approx quantums, reasons for the delay--which need to be told to the employees, etc. You haven't mentioned anything reg employee-strength or the Annual Appraisals--do you have any such practice in your Company? If yes, then your job is simplified to an extent. If not, then I think you have another issue/problem to be handled even before the quantum of increments are discussed.

Rgds,

TS
29th April 2011 From India, Hyderabad
Thanks to all for your valuable time and suggestion.
There were no such formal increments before this. The employee strength in office is around 20 and field staff is around 150. But, I have to handle only office staff.
29th April 2011 From India
Hello Neha Narang,
You haven't answered my other queries.
Also, how are the field staff being handled? I am sure there must be some sort of a scheme for them--else all of them would have quit long back.
Also suggest check out with your HR contacts who are working in other companies in the same sector [doesn't matter if you know them or not too, you can introduce yourself & check things out, though in which case they may not be so forthcoming with details]. The idea is basically to find out ways of handling your MD when you try to discuss the issue again.
Rgds,
TS
29th April 2011 From India, Hyderabad
Dear Neha Narang,
As you have mentioned that you are the only person in HR department, all the employees will be looking upon you to take up the matter with your MD. I also understand that you have no formal system for giving increments.
In my opinion I would recommend that you frame an performance appraisal process and submit it to your MD for his views. Upon his approval you can follow the process and submit the duly filled appraisal forms to him for consideration with your comments.
If there are no formal reporting procedures then you can draw up a self appraisal form and forward it to your MD for approval.
As you are the only person you can gain lot of respect amongst your colleagues and Management if you implement new initiatives. Believe that you are the KING now in your organisation as you can strike a difference in the organisation's culture.
M.V.KANNAN
30th April 2011 From India, Madras
Dear Neha
My self Rohit Sutar. this is same condition for me. same i am working in telecom company. our MD is not increment our salary. he don't know rules & he can't accept any rules.
Regards
Rohit Sutar
30th April 2011 From India, Pune
Dear Neha,
What was the reaction of yr.MD when U discussed the matter with him. U said there was no increment given at all in the past, is't true? How this could be, yr. co is just < one yr. old ?
However, an increment is due after completion of one yr. service or completion of probationary terms in line with the terms of the appt.letter. First go thro' the terms of such letters if any issued to yr. staff. If there is no mention, request such of those staff who have completed one yr.of service (without any bad remarks) letters of request and bunch them up, attach with yr. remarks and forward thro' yr. Reporting officer to yr. MD. I think U also due an increment isn't ?
Or else discuss the matter all over again with yr.MD, if U don't have any responsible officer between U and ask for his directions in the matter and do
Kumar, Bg.
30th April 2011 From India, Bangalore
I talked to him about the increments for all staff. He has already planned for increments and told me about the same.
There were increments before but company does not have any formal procedure for the same.
30th April 2011 From India
Rohit, Are u working as HR there and since when? Do you have authority to talk to your MD about this matter?
30th April 2011 From India
Now Neha, you discuss with your MD about the Appraisal System and try to implement as a step towards implementing the HR system in your organisation.
Start implementing the Promotion Policy, Appraisal System, Leave Policy, Employee Retention Techniques, Motivation Techniques, etc...... one by one and establish yourself as a king of HR in that company. You must become a mobile encyclopedia of your company's HR.
All the best.
30th April 2011 From India, Kumbakonam
I would suggest that you show him the ADVANTAGES of giving an increment. Finally everything is business and decisions are based on whether my investment is worth it or not. What returns can I expect from my business? (Returns do not have to be financial, btw)
1st May 2011 From India, Bangalore
Dear Neha Reminder thru mail is the best option.You make a list of employees with due date of increments. Write a mail in a professional way with best possible reason. Regards Madhu
2nd May 2011 From India, Delhi
Dear Neha, Thanks for sharing your case. Please let me know how that was solved when things done. It is really interesting case for me too. With thanks, Htet Oo Wai
2nd May 2011 From Singapore
Dear Sir, I want to know about the salary increment procedure. How do we decrease our office clerk salary (We will increase their subsidies) without infringe the labor law. Sharif
10th May 2015 From Bangladesh, Dhaka
HELLO friends i have been working with a company where in I am the only H.R person, we do not have a particular Increment Policy in our company thus I want to design a well accepted Increment Plan/Process for my company please can any one help me
31st August 2015 From India, Nashik
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™