Struggling with Designing a Salary Structure as a New HR? Seeking Guidance!

Dear CiteHR members and seniors,

I need to design a salary structure and basic pay plan for my organization. I am a fresher with little experience in HR and would appreciate help from all of you.

How should I design the basic pay structure? I have fixed CTC ranges for all grades. What should be the basic pay, and how many increments are possible within a particular grade?

Seniors, please assist me as soon as possible.

Thanks and Regards,
Minal Patil

Dear CIT HR members,

I, Kishan Singh, worked for a private limited company for six months without a formal appointment. On October 2, 2010, one of the directors informed me not to come to the office.

My current issue is that he does not answer my calls. However, if I try calling from different numbers, he picks up and tells me to wait. I have been waiting for two months now, and I am considering taking legal action against him.

During my employment, my salary was transferred to my bank account monthly. I only have this as proof of my work, as I did not receive an appointment letter or submit a resignation letter.

Please advise me on the steps I should take against him.

Kishan Singh

Please find the attached file for the salary structure calculator, which I obtained from this site. It may be helpful to you.

Dear Minal,

I am providing you with a very simple structure of Salary Breakup:

CTC = (whatever salary) Basic + DA (20% to 40% on CTC) HRA (40% to 50% on Basic + DA) M.A (Fixed 15000) T.A (Fixed 9600) LTA (5% to 10% on CTC) PF (12% on Basic + DA) Bonus (8.33% on Basic + DA) Gratuity (4.82%) Performance Incentive: Other Allowances:

(Calculate according to percentage then subtract from CTC and manage the remaining amount as performance incentive and other allowances)

If your company provides ESI benefits: ESI (Total Contribution = 6.5%) Emr: 4.75% Eme: 1.75%

If you need more information related to the Salary structure, you can email me at saini.asha14@gmail.com.

Warm Regards, Asha Saini

Dear Ms. Minal,

Any salary restructuring or revision is one of the important HR processes that significantly impact an organization. It is crucial to be extremely careful in designing these policies, as any misstep can affect employee morale and make talent retention challenging. There are several key points to consider during salary restructuring, and having a good understanding of your organization is essential. Below are some details to have handy before beginning the process:

1) What kind of business are you in?
2) Size of the organization
3) Any joint ventures
4) Presence (domestic and international, if applicable)
5) Total manpower strength
6) Present sales / FTE
7) Statutory compliances
8) Present cadres and CTC details
9) Any specific HR issues that need addressing through this process
10) Present performance management system
11) Any specific budget or target concerning CTC expenditure

I hope this information will assist you in understanding the subject matter. Once you have gathered the necessary information, we can explore actual salary restructuring options. There are various approaches to handling this process.

Regards,

Santosh

Dear Girish,

These are the maximum amounts that are tax-exempted. A company can also offer more than this, but that excess amount will be taxable.

Minal.