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Anonymous
One of the employees in our company is asking for a hike within 1 year of his joining stating a number of reasons. Being an Hr of the company, how should I convince the candidate to work on the current salary. But if not convinced, then how much hike should be given. Kindly suggest some solutions to this issue.
From India, Pune
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Vmlakshminarayanan
Agm - Hr&admin
Pocket HRMS
Human Resource Solutions

vmlakshminarayanan
919

Hi,

It is very common employees use to follow up for increment with HR with some hope.

Have you communicated to the employee at the time of joining that he /she is eligible for increment only after completion of one year only? Not sure.

In case of such request from employees you should educate them that as per Company process increment will be processed after one year service only that even after the completion of performance appraisal only. Give them hope and also the tentative date /month from which increment will be awarded.

How much hike can be given is your Company's discretion based on the performance of the employee and performance of the Company as a whole. The normal industry norm is 10-15 % but can be less also. It is company specific.

From India, Madras
Anonymous
Hi Lakshmi Narayan,
The employee has already got the increment as per the appraisal policy of the company but not satisfied with it. Due to high travelling expense, demanding a good raise in the salary as he is also getting a good offer from another company.

From India, Pune
Pocket HRMS
8

To handle salary negotiations transparently and fairly as an HR representative, follow these steps:

1. Gather information: Understand the employee's reasons for the salary increase request and their expectations.

2. Review company policies: Familiarize yourself with salary increment and promotion practices.

3. Assess performance: Evaluate the employee's achievements and contributions to determine if their request aligns with their performance.

4. Conduct market research: Compare the employee's current salary to industry standards.

5. Discuss growth opportunities: Emphasize professional development and long-term benefits.

6. Offer alternatives: Explore non-monetary benefits like bonuses or training programs if a salary increase is not possible.

7. Communicate limitations: Transparently explain any budget or policy restrictions, providing a timeline for future discussions.

8. Negotiate: Find common ground through compromise, considering smaller raises or incremental increases.

Remember, adapt these steps to individual circumstances and prioritize open communication and fairness throughout the process.

From India, Dombivali
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