Ashutosh ThakreDear Arpita,
You need to know as to the reason the Hike has been asked?
Have you hired her on a low salary then her other team mates with the same experience? Had she been promised an hike in the salary at the time of interview?
Also if the above are negative, then you need to explain the candidate the increment policy, and also how the performance is calculated in your company.
Also speak with the department, if the increment is justified based upon her performance and have they promised her anything.
Lastly, be ready with backups for the candidate, as she may leave the company if the answer is not in her favour.
From India, Mumbai
Adding to the above reply, there are few criteria for a person to seek for salary increase. One is market value, the other one is peer/sub-ordinate salary difference and last one could be her financial/personal commitment. So you have check out this areas to know the real reason for hike.
On a other hand, check whether she has an offer which made her to ask for a double hike in her salary which will en-route her to resign without quoting major reason for leaving. so this could be the probables for her request and as an HR try to find out real reasons before taking it further to next level for any decision making.
arpita_soffront HrActually she is 2.5 years experience and join on feb now we are decided to confirm her as a permanent and reviewed her salary but she said that if it will be double then its ok but it can't possible as in our company she is getting her standard salary.
Then its up to her to decide and you need not to bother about it. Go by the company's policy and rest will happen on its own. So communicate that to her clearly so that she may not have hopes on this.
The problem is hers not yours. If you agree or recommend there will be a queue of employees seeking higher pay if not 2.5 times at least less. Where is the end. Stay firm and say no. Even if you offered low salary on her joining why she agreed. Ir your company has annual/periodical review of performance for pay revision all the more you should refuse.
Enforce respecting your system by others by such decisions.
From India, Madras
Hussain MBAThis situation happens rarely but not any issue in this case. Salary hike depends on experience of the employee when she joined in your company and market value of her designation in her role.
From India, Guntur
Adoni SugureshDear Arrpitha,
I am not clear about your employee demand hike in salary within six months. Are she is on probation ? Whether the salary fixed for her or less If less why she has accepted the offer ? The request for any hike in the salary should be some reasons. The employee should prove his/her efficiency in their duties and responsibilities assigned to him/her. Every company is having its own policy to review the performance of the employee once in a year. If normal increment is allowed once in a year after completion of probationary period. Even then within a year no employee can demand any hike in the salary , provided if any exemption cases. Even to award a special increment it shall be given only to deserving candidates subject to his/her achievement, output and service evaluation. Even in Trade union negotiations also salary hike will be on bargaining and not on demand. I think she may not be interested in the job and that why she is asking more salary. Problem is hers. It is not advisable to accept her demand. You can go as per your company policy. If she is not happy, let her decide to continue or not ?
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar