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  • Mr. Ramamurthy N has hit the nail on the head. Salary rise can not be based on one's expectations. It has to be based on performance as well as employer's capacity to pay. At the same time salary rise has to be consistent for all and fair to all, in an organization.
  • To ensure this organization needs to have fair, transparent and consistent PMS in place.

From India, Pune
IF the candidate is in some imp business related post i.e sales, marketing, or technical, production you can give her hike or if she is HR you can also remove her because if you remove one HR there will be 100 HR candidates waiting in line to get job, but this is not in case of technical, core business competence cases. Just because HR knows and does appraisal and increment does not mean they demand any salary, just give her warning and terminate her
This is real and harsh truth, whether you agree or not ;()

From India, Madras
Dear All,
I am workin in a software company and my dout is that our few employees they are working from last seven years and their basic is above 6500/-and they are in PF and their salary is also very high
And the contribution is also same employee as well as employeer . Now we want to make both contribution maximum 780/- RS . Could you please suggest on this that can we make it or not . If we can make it what will be the procedure . Please suggest as soon as possible
Thanks & Regards
Sanjay Sharma

From India, Hyderabad
Dear Ravi,

Your message is completely insulting HR Professionals. Do you know how much time they spend for Employees and for Management. Right from your recruitment till your leaving, who takes care of an employee in the company. Sales guys headache is only sales, Technical guy takes care of only Technical issues, but HR Professional takes care of All employees and Management. They Employee HR and Management HR.

Do you know how much effort they put to recruit one right sales / technical/ marketing person. If HR doesn't select a right person in the company, company takes lot of time to survive.

HR has to take care of Employees Issues and management issues, they are the bridge between Employer and Employee.

They are backbone of the company. Everyone is important to the company.

Do you know onething, one company will have only one HR and Many Technical People / Marketing / Sales Professionals.

As you think there are number of HRs in the market, like a right technical person, company also needs right HR.

HRs are hardworkers, they should be given importance in any company. HR names itself says that HUMAN RESOURCE. These technical / marketing / sales people are not Human beings. We read people & management and balance both.

Don't ever speak wrongly about the importance of people. Everyone is important for every company on this earth to fulfill thier tasks.

Do you suggest to warn HR Professionals, what do you think of HRs professions. Go and see the review about HRs. And then reply to this message.

Dear HR Professionals, don't entertain this kind of messages from those, who doesn't know the value of a HR Professionals.

Thank you.

Regards,

Sanjay Sharma

From India, Hyderabad
  • Very wrong approach Mr. Ravi.
  • You can not and should not terminate employee because he/she is expecting and demanding more salary. Just explain and justify the rise offered and why more increment can not be offered to him/her and pacify.

From India, Pune
I feel that salary hike is very tricky. What i suggest that u can scale ur employees monthly basis so that at the end of the year u have to just add up the monthly scores and put the scores in a range and each range corresponds to a increment%. the monthly scores would depend upon a few parameters which u can take into consideration for eg; taking reponsibilities; target; and other factors which u feel is essential for scoring. and give the scores each month in front of the employee so that he/ she can also have a say and also undersatnd ur point of expectations. So that the end of the year there may not be any tauntrums. Its just a suggestion
From India, Durgapur
Dear sir / mada,
iam working in salon retail industry, here most of the canddates were not getting ESI,Pf & other benefits fromthe previous company, here we are giving all the facilities, eventhough they wont bother & always they are expeting high salary.without notice period they are leaving
kindly suggest how to handle these.
Rgds,Venu
R & R Salons pvt ltd.

From India, Bangalore
Hello friends ,, those who shouted at me please note the employee is daily coming and asking to kavita to increase salary, what nonsense is this??????? just because the employee is HR you need not be soft with him her HR should understand his salary and their worth, and not come daily and remind to increase salary, what will you do if someone daily comes to you and reminds to increase salary.. COMEON PEOPLE SPEAK SENSE JUST BECAUSE THE EMPLOYEE IS HR MEANS YOU SHOULD NOT CONSIDER HIM HER, Daily anycome complains and cribs and spreads negativity needs to be terminated immediately.
From India, Madras
  • Whether employee is from HR or any other department or function issue needs to be addressed in a same manner.
  • You can not and should not terminate employee because he/she is reminding you about something daily.
  • Why employee is coming daily and reminding, because she did not get any satisfactory and firm answer from the management. Here management is behaving in a very defensive manner. Once they are decisive and assertive and give firm reply to employee, she will not come again to remind.
  • Employee is not at fault, expecting more salary and reminding about it is not a crime or misconduct and there is no case to take very extreme and harsh step like termination.

From India, Pune
Hello Kavitha,
You have said that she is handling HR and filled with more responsibilities and not be able to do any more. Though it is not proper to hike her salary second time, you may examine the hike given to others in the organisation performing same or similar activities. In case you find that the hike given is justified, you may share the data with her and convince. If not, you may consider giving some lumpsum amount or non-monetary reward.
R Sathishan

From India, Mumbai

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