I need your professional advice. I am employed as an HR Officer, and my problem is that the employees we are hiring now are three or four grades below my grade and have no professional qualifications, yet they are being offered a salary higher than mine. How do I approach my employer to request an adjustment of my salary so that it is higher than that of the junior employees we are currently hiring? Our salaries are typically reviewed once a year, and the HR Manager has advised me to wait for that scheduled review. What valid and strong reasons should I present for this salary review? I await your response.
From Zimbabwe
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From Zimbabwe
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Yes , you should wait for the review time and industries pay more for technical cadre as they are directly linked to the production of the industry and profit of the company.
From India, Bangalore
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From India, Bangalore
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Addressing Salary Discrepancies: Immediate Action Required
There is no need to wait for the annual increment in this case. You can approach the management and express that you believe it's unfair to receive lower pay than individuals who are junior and less qualified. Additionally, mention that your salary needs to be adjusted accordingly. It would also be embarrassing if someone were to find out and question your ability due to the lower salary.
Both the management and HR should not have allowed this situation to develop in the first place. If they are not willing to listen, then you should consider changing your job if possible. Why should you wait six months for a review? Why should you lose six months of deserved higher pay? What if the revised pay is not satisfactory? You will change jobs then too, but after losing six months.
From India, Mumbai
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2508There is no need to wait for the annual increment in this case. You can approach the management and express that you believe it's unfair to receive lower pay than individuals who are junior and less qualified. Additionally, mention that your salary needs to be adjusted accordingly. It would also be embarrassing if someone were to find out and question your ability due to the lower salary.
Both the management and HR should not have allowed this situation to develop in the first place. If they are not willing to listen, then you should consider changing your job if possible. Why should you wait six months for a review? Why should you lose six months of deserved higher pay? What if the revised pay is not satisfactory? You will change jobs then too, but after losing six months.
From India, Mumbai
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First, let us know if there is a salary structure/band or Compensation & Benefits Policy existing in your setup. Generally, salaries will differ based on the type of experience, qualification, and nature of the job (Technical/Non-Technical).
It is usual in any company that there will be salary gaps between existing employees and new joiners. I advise not to look at the juniors and start feeling upset. Please concentrate on your job, aim high, and look at higher benefits. Once you start looking down, you begin comparing yourself with juniors and start feeling dissatisfied, not working towards growth in the organization.
Start performing well and make the people around you understand and realize that you need a good hike. Don't go and beg for a hike. It looks unprofessional. Let your performance speak for itself.
If you still feel that you are not being recognized for the work you are doing, do not complain but simply consider leaving the organization for better opportunities.
Best wishes,
Kumar
From India, Hyderabad
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It is usual in any company that there will be salary gaps between existing employees and new joiners. I advise not to look at the juniors and start feeling upset. Please concentrate on your job, aim high, and look at higher benefits. Once you start looking down, you begin comparing yourself with juniors and start feeling dissatisfied, not working towards growth in the organization.
Start performing well and make the people around you understand and realize that you need a good hike. Don't go and beg for a hike. It looks unprofessional. Let your performance speak for itself.
If you still feel that you are not being recognized for the work you are doing, do not complain but simply consider leaving the organization for better opportunities.
Best wishes,
Kumar
From India, Hyderabad
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Dear geezmk38, you have not specified the field for these juniors. In most organizations, freshers taken through campus will be put through a special training program spanning from 6 months to 18 months and are consciously paid a higher salary than lateral recruitments.
And always remember, you are an HR professional. As part of your job, you do come across confidential salary data. Remember, your job is to use this data for record purposes and make MIS reports when required. This data is not to be personally used by you in any way for comparison purposes with other employees. How would you like it if someone came and told you they know what salary you are getting? It's disconcerting, right?
To all well-meaning advisors, please do not misguide Geezmk38. I'm sure many managers will not appreciate their juniors coming to them with salary issues based on confidential data, especially if you have official access to that data. In a company with strict norms, the person may even lose their job for compromising on data.
I agree with Mr. jkumarjk. You should concentrate on your job and look at becoming a seasoned HR professional in your career. Don't let your mind waver with these small issues. Eventually, competency and hard work will pay off. You can see yourself a few years down the line with a higher comp than these juniors. Remember us then. All the best...
Regards
From Netherlands
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And always remember, you are an HR professional. As part of your job, you do come across confidential salary data. Remember, your job is to use this data for record purposes and make MIS reports when required. This data is not to be personally used by you in any way for comparison purposes with other employees. How would you like it if someone came and told you they know what salary you are getting? It's disconcerting, right?
To all well-meaning advisors, please do not misguide Geezmk38. I'm sure many managers will not appreciate their juniors coming to them with salary issues based on confidential data, especially if you have official access to that data. In a company with strict norms, the person may even lose their job for compromising on data.
I agree with Mr. jkumarjk. You should concentrate on your job and look at becoming a seasoned HR professional in your career. Don't let your mind waver with these small issues. Eventually, competency and hard work will pay off. You can see yourself a few years down the line with a higher comp than these juniors. Remember us then. All the best...
Regards
From Netherlands
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