Mindhour Partner, Ass.professor/adm. Officer,
Spl Educators Posh Programs
To my knowledge there is no hard and fast rules with regards to the return invested on each employee. It purely depends on the nature of the business and the business model of the organization. I think it is tough to predict it and also generalization is also how far possible.
11th September 2014 From India, New Delhi
As far as my knowledge goes, I think it is generalised as I had heard it from an HR professional long back. However, m not too sure if the factor 5, remains the same or it has increased in the current scenario.
11th September 2014 From India, Mumbai
HR & IR Asvisor
12th September 2014 From India, Mumbai
Neither factor 5 nor factor 10 can be a fixed parameter to gauge the delivery of an employee to the organisation. It will mainly depend upon the area of work assigned to an employee deputed only in sales/marketing. You can not put any factor to the salary paid to a Security Guard, an Accountant, an office clerk or Receptionist, a purchase officer, a Store Keeper, a Timekeeper, an HR Executive, a maintenance engineer etc. In view of this it is only a misleading concept to attach any factor to the salary of an employee as supposed by you.
I hope this clears your query.
Srivastava C.M. Lal
14th September 2014 From India, New Delhi
15th September 2014 From India, Delhi
It is one of the best question, what an employer seek/expect from the employee, for the fixed salary or to the salary received from him, perhaps, a salary is not a fixed money an employee can receive without reasons, causes, work done/service carried over for a fixed period. It is the kind an employee receive from the employer for the time he/she is spending in his office as an asset for the works/services of the employee. There is certainly a benefit exist in the service/work done or being done to the employee.
The service/work certainly defined either hidden or in front, in either case the benefits are mutually agreed upon by the employer and employee to carry over the task to the satisfaction of the employer or to the satisfaction of the reporting officer. Even a time keeper`s work is fully defined he/she is closely watching the time of in and out of the other employers and the work/period of stay in the factory, working place, office etc., this finally considered for calculation of salary fixed or floating according to the kind/benefit fixed. Further, salary is fixed in accordance to the work each employee carried upon in merit, customer care, sales, marketing, supervisor, accounting, production, purchase, Office maintenance, cleaning, socio-cultural benefits of the organisation, and the employee, employer commitments, some of the employee are assets who work beyond the actual money they are receiving, some of the workers need been calculated, some need whip, some need motivation this is all the categories working in a nut for the process of the organisation to develop in the market/country/area of operation etc.,
Thus every aspect is considerable for fixing a salary fixed or floating with benefits in the society, a wide open contradictory, conflicting yet, the organisation have to survive from all these facts and grow with zeal...
15th September 2014 From India, Arcot
After going through all the replies, I feel that if a position is contributing for the growth of the organization with full efforts that is the real ROI for that position.
For instance, a role of an office assistant is to support the designed persons to the maximum. Say if it is a project based company, then the extra time the person is investing to support the team can be viewed as the ROI. If my view which may look vague, I request my seniors to correct me in this regard.
23rd September 2014 From India, New Delhi