HR Generalist Salary Based on Recruitment
I need help or suggestions. I wanted to know if any company bases the HR Generalist's salary on recruitment when she has no authority over selection. If she joined in March and her April salary was on hold, with no notice given before the salary date, and she received the mail after 7 o'clock, is this the right way to handle things?
Joining and Initial Expectations
She joined in March as an HR Generalist. When she joined, everyone told her to recruit employees quickly on the day of joining. After one week, she asked if she was a recruiter here, and she asked a girl who interviewed her. The girl always gave diplomatic answers, saying she would give work after some time, focusing on hiring first. Today marks her completion of 2 months, during which she hired 2 persons in the company, both of whom were personal contacts. In total, she hired 4 people; one performed poorly and left the job, and another was a reference from an employee.
Performance Warning and Salary Hold
On the 4th of May, she received a warning mail stating her performance was not good in April, followed by a warning for 7 days to prove herself and improve her performance. After that, there was no further discussion with her, and on the salary date, the owner informed her that her salary would be on hold. The reason cited was the mail regarding her performance and lack of hiring, even though the selection process was not under her control. How can her performance be judged solely on hiring, especially when immediate staff was needed? The boss mentioned that she had completed all tasks except one. Therefore, the salary was put on hold. This is the current situation. Please help.
From India, Thane
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I need help or suggestions. I wanted to know if any company bases the HR Generalist's salary on recruitment when she has no authority over selection. If she joined in March and her April salary was on hold, with no notice given before the salary date, and she received the mail after 7 o'clock, is this the right way to handle things?
Joining and Initial Expectations
She joined in March as an HR Generalist. When she joined, everyone told her to recruit employees quickly on the day of joining. After one week, she asked if she was a recruiter here, and she asked a girl who interviewed her. The girl always gave diplomatic answers, saying she would give work after some time, focusing on hiring first. Today marks her completion of 2 months, during which she hired 2 persons in the company, both of whom were personal contacts. In total, she hired 4 people; one performed poorly and left the job, and another was a reference from an employee.
Performance Warning and Salary Hold
On the 4th of May, she received a warning mail stating her performance was not good in April, followed by a warning for 7 days to prove herself and improve her performance. After that, there was no further discussion with her, and on the salary date, the owner informed her that her salary would be on hold. The reason cited was the mail regarding her performance and lack of hiring, even though the selection process was not under her control. How can her performance be judged solely on hiring, especially when immediate staff was needed? The boss mentioned that she had completed all tasks except one. Therefore, the salary was put on hold. This is the current situation. Please help.
From India, Thane
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Hello there,
The company has the right to withhold the salary subject to the policy mentioned in the appointment or offer letter. However, the above-mentioned scenario is unfair, and I believe that most consultancies and startups are now focusing on maximizing their employee profits, using them as resources. We cannot blame them in those situations, particularly when performance is indicated.
If there is a delay, it is better to leave that job and search for a better one. But don't forget to collect the No Objection Certificate (NOC) and documents.
From India, Hyderabad
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31The company has the right to withhold the salary subject to the policy mentioned in the appointment or offer letter. However, the above-mentioned scenario is unfair, and I believe that most consultancies and startups are now focusing on maximizing their employee profits, using them as resources. We cannot blame them in those situations, particularly when performance is indicated.
If there is a delay, it is better to leave that job and search for a better one. But don't forget to collect the No Objection Certificate (NOC) and documents.
From India, Hyderabad
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PERFORMANCE EVALUATION FORM.doc
Performance Evaluation Guidelines.ppt