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Salary scale
Hi i am a part of a it recruitment team we are facing a lot of challenge to match with salary expectations of skilled resources in it java. generally people with experience betweenn 2 7 years have very high salary expectations it s no longer 30 over current ctc salary expectations are any where between 50 to 150 hike? is this hike justified? what are your experiences and views. awaiting your reply.
How to calculate percentage hike to be given to the employee
Hello i am working in an it company and as a part of the performance appraisal i need to calculate the percentage hike to be given to the employees as a result of their ratings in the annual appraisal process.we follow a five point rating scale 5significantly exceeds expectations 4exceeds expectations3meets expectations2meets most expectations and 1below expectations. now i need to decide as to what ratings to be assigned to the above mentioned scale for eg: someone who will get the rating as 3 will be given 8 hike etc please can someone help me with this? thanks and regards monicag
Bpo salary hike for a team to 20 employees
Hi all i have a company of 60 employees in india for last 7 years where we have various departments. software development. testing support sys admin and bpo. we wanted to maintain a common salary structure in the company and the confusion started when the developers felt they deserved to be paid more than a bpo department. current salary structure: table 1: hike percentage after an year grade hike percentage below expectations 0 meets expectations 10 20 exceeds expectations 21 30 outstanding performance 31 40 table 2:hike percentage after year two and onward grade hike percentage additional components below expectations 0 0 meets expectations 10 20 0 exceeds expectations 21 25 bonus amount 30000 outstanding performance 26 30 bonus amount 50000 ibonus employees will be eligible for bonus after confirmation or in second year of their service. in case we hire experienced person then that person will fall under year 2 and onwards slab of appraisals./i considering our company is based in delhicost of living is high and the bpo team is of 20 employees what salary structure can you all suggest. i have had a look at various website trying to understand bpo salary hikes however it will not be fair to compare to those standards as my company is very small in size.
Performance management when expectations are not clear
Performance management when expectations are not clear... >> introduction> > there were two incidents which inspired me to > write this writeup when expectations are not > clear. sometime back i had this interaction with a > ceo of one of the most famous company in bangalore > in his words it is impossible to give clearcut > job responsibilities and job specifications to an > employee. second incident was email from one of my > friend from noida stating sanjeev i expected a > lot from you but you failed. well having > expectations are important and equally important is > to communicate it properly. > > why expectations?> > before i start expecting anything from others i > must be clear as what i am expecting from myself. > those who have no expectations from themselves > have no right to expect anything from others. so > just ask your self: > > what are your expectations from yourself?> where do you see yourself in next 57 yrs? > how you wish to be remembered by your family > members your friends your subordinates and your > colleagues? > > expectations in relations> imagine if you dont know what are the expectations of: > your parents > your children > your gurus/teachers/faculties > your students > your spouse > your friends family members and people around you > > > dont presume things? dont think that everybody > knows everything? if there are no expectations > there will be no challenge no passion no > motivation nothing. that is where i mentioned > that silence is a crime > > expectations in profession/workplace >> how often do you appraise your > employees/teammembers? > what are your expectations from your > employees/teammembers? > what are the parameters to measure their > performance? > have you communicated to them? > what will be the consequences if they fail? > what will be the rewards if they exceed the > expected level? > > you can read the complete article at: > > > conclusion> > having expectations setting expectations is > important and equally important is to communicate > them. if you are having expectations you are having > parameters to measure those expectations you are > the judge you appraised the person but you failed > to communicate to that person what is the use of > such expectations? > > have expectations from your self. have > expectations from people around you. incase of > selfexpectations write it properly and incase of > having expectations from others communicate it > properly. just because we are not having clearcut > expectations we are having highattrition rate at > corporate level and broken families at personal > level. true i may fail. i may not be able to live > upto the level of your expectations but then i will > know the margin of failure. > > looking forward to your comments and feedback have > a great time and yes pleaseee pleaseee do take care > of your good self. > warm regards nithya :d
Retention policy - as per current market trends and lucrative market, employees are resigning one by one
I am working with an it company. as per current market trends and lucrative market employees are resigning one by one and it is not possible to match their expectations in terms of salary as business is not growing as per their salary expectations rate. hence i want to design a retention policy to retain the new joiners at least or any methods if you can suggest to lower the attrition. regards swati
Expectations from traning & development
Hi i am pradnya may i know what are the expectations of employee & employer from the training & development process in the manufacturing industry. so that the t&d program will be effective.