Hi All, Is anyone aware of the benefits (In addition to than salary hike) given to the employee after promotion. Regards Soumya
From India, Kochi
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From India, Kochi
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It is proportional to employee grade and organization (size, turnover, etc.). If you have a grade system in your organization, then you can obtain information from your HR. There are numerous benefits, and they vary from organization to organization. Some organizations extend the limits of the benefits, while some introduce new ones.
With profound regards,
[Your Name]
From India, Chennai
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294With profound regards,
[Your Name]
From India, Chennai
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Dear Ms. Shalini,
As per your request, please find examples below. Please note, not every company can afford to offer benefits to their employees as it is proportional to the organization's turnover, annual profits, nature of business, and business objectives.
1) Executive HR is promoted to Senior Executive HR and escalated to the next level.
Grade level benefits: Petrol allowance, postpaid mobile (allowance restricted to a limit), performance bonus.
2) Senior Executive HR is promoted to Assistant Manager HR.
Grade level benefits: In addition to the previous grade, enhancement in House Rent Allowance (HRA), enhanced performance bonus, loan facility, option to pursue higher education or certification course provided you serve the organization for a specific period - Terms & conditions apply.
3) Assistant Manager HR is promoted to Manager HR.
Grade level benefits: In addition to the previous grade, company vehicle with petrol allowance, raised loan limit, children education allowance, medical insurance, option to undergo further education/certification programs, vacation allowance.
Motivational benefits (short term) are different from benefits associated with the grading system (long term). Small benefits in the form of gift vouchers, money, perks, points system can be carried out either monthly or quarterly to boost employee morale. Again, it depends upon the organization's operational policies associated with targeted productivity.
Organizing events, training programs, get-togethers come under employee motivational policies but not under employee benefits.
The best benefit is to reward employees based on their noted performance. This will help them deliver more than expected. It's like a give-and-take policy.
Moreover, if you adopt the policy "Pay well, extract well," it can work wonders because if an employee fails to meet their targets, they may not receive the same pay as before. In essence, they were paid a specific salary to achieve certain targets. Hence, you are motivating them to earn their livelihood.
It depends on employee psychology. If we happen to employ a rare breed of employees, habitual of taking complete ownership and accountability, I consider that we are blessed, and at the same time, we can enjoy our life.
Should you have any queries, please feel free to revert.
With profound regards
From India, Chennai
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As per your request, please find examples below. Please note, not every company can afford to offer benefits to their employees as it is proportional to the organization's turnover, annual profits, nature of business, and business objectives.
1) Executive HR is promoted to Senior Executive HR and escalated to the next level.
Grade level benefits: Petrol allowance, postpaid mobile (allowance restricted to a limit), performance bonus.
2) Senior Executive HR is promoted to Assistant Manager HR.
Grade level benefits: In addition to the previous grade, enhancement in House Rent Allowance (HRA), enhanced performance bonus, loan facility, option to pursue higher education or certification course provided you serve the organization for a specific period - Terms & conditions apply.
3) Assistant Manager HR is promoted to Manager HR.
Grade level benefits: In addition to the previous grade, company vehicle with petrol allowance, raised loan limit, children education allowance, medical insurance, option to undergo further education/certification programs, vacation allowance.
Motivational benefits (short term) are different from benefits associated with the grading system (long term). Small benefits in the form of gift vouchers, money, perks, points system can be carried out either monthly or quarterly to boost employee morale. Again, it depends upon the organization's operational policies associated with targeted productivity.
Organizing events, training programs, get-togethers come under employee motivational policies but not under employee benefits.
The best benefit is to reward employees based on their noted performance. This will help them deliver more than expected. It's like a give-and-take policy.
Moreover, if you adopt the policy "Pay well, extract well," it can work wonders because if an employee fails to meet their targets, they may not receive the same pay as before. In essence, they were paid a specific salary to achieve certain targets. Hence, you are motivating them to earn their livelihood.
It depends on employee psychology. If we happen to employ a rare breed of employees, habitual of taking complete ownership and accountability, I consider that we are blessed, and at the same time, we can enjoy our life.
Should you have any queries, please feel free to revert.
With profound regards
From India, Chennai
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Employee Motivation.ppt
Employee Benefits.doc