Dear Physhed,
Sorry for responding late. I really do feel that not only salary, but for that matter, anything should not have secrecy in organizations, especially new deals. I still don't understand the fact that a group of people at the top talk about the new deal in a closed cubicle and only some targets are rolled out to the lower structure. Why is this happening? Let all know about the deal - they should have the objective, the profits, etc. But to tell you the fact, still, we are good preachers but not better practitioners. Hopefully, one day, let's change the way an organization works.
Thank you.
From India, New Delhi
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Sorry for responding late. I really do feel that not only salary, but for that matter, anything should not have secrecy in organizations, especially new deals. I still don't understand the fact that a group of people at the top talk about the new deal in a closed cubicle and only some targets are rolled out to the lower structure. Why is this happening? Let all know about the deal - they should have the objective, the profits, etc. But to tell you the fact, still, we are good preachers but not better practitioners. Hopefully, one day, let's change the way an organization works.
Thank you.
From India, New Delhi
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Asha, I am also very keen on doing this benchmarking and completing the job descriptions of all our employees. Please share with me all the information you get from other sources that are not available in this forum.
From United Arab Emirates, Dubai
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3From United Arab Emirates, Dubai
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Hi Rekha!
Further to your email with Sachu, I would like to inquire if I can also request from you a salary structure schedule. I have already tried to research from different private companies, and they have chosen not to disclose their salary scale, which I understand because they likely have confidentiality agreements regarding their records. I also made inquiries with various government organizations to check for an existing standard salary scale in the Emirates, but I received no affirmative feedback. It was quite disappointing because most of them responded in an annoyed tone or even hung up the phone, showing they did not care at all. This was far from my expectations in this Arab country because unlike in the US, Asia, or India, the government usually has a publicly available salary scale through government agencies involved in research and statistics.
We are engaged in consultancy services here in the UAE with six departments: Administration, Finance, Marketing, Research, and Consultancy. In terms of job responsibilities' value, Consultancy is the most important department, while Marketing and Research are almost at the same level. Administration and Finance are the least significant. Currently, we have Salary Grades 1 to 6, each with four quartiles at every level.
I would like to understand how far each department and job category are from each other, and perhaps with your guidance, I can create my own salary scale based on your sample.
I hope you can assist me with this.
Thank you!
Best regards,
wdpamintuan
Rekha, salary structure is crucial and needs careful validation, especially here. It is essential to ensure that your salary structure, job grades, and bands align with your industry and area. This way, you can provide factual data as backup when employees question salary ranges, such as for project managers.
Within each range, it is important to establish the median/midpoint and link the job description to how you determine an employee's salary.
There are numerous resources available to assist you, but it is recommended to start with your industry and area specifics.
Could you please provide details about your industry? If I have relevant information, I can share it with you.
Cheers!
Rekha
From United Arab Emirates, Abu Dhabi
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Further to your email with Sachu, I would like to inquire if I can also request from you a salary structure schedule. I have already tried to research from different private companies, and they have chosen not to disclose their salary scale, which I understand because they likely have confidentiality agreements regarding their records. I also made inquiries with various government organizations to check for an existing standard salary scale in the Emirates, but I received no affirmative feedback. It was quite disappointing because most of them responded in an annoyed tone or even hung up the phone, showing they did not care at all. This was far from my expectations in this Arab country because unlike in the US, Asia, or India, the government usually has a publicly available salary scale through government agencies involved in research and statistics.
We are engaged in consultancy services here in the UAE with six departments: Administration, Finance, Marketing, Research, and Consultancy. In terms of job responsibilities' value, Consultancy is the most important department, while Marketing and Research are almost at the same level. Administration and Finance are the least significant. Currently, we have Salary Grades 1 to 6, each with four quartiles at every level.
I would like to understand how far each department and job category are from each other, and perhaps with your guidance, I can create my own salary scale based on your sample.
I hope you can assist me with this.
Thank you!
Best regards,
wdpamintuan
Rekha, salary structure is crucial and needs careful validation, especially here. It is essential to ensure that your salary structure, job grades, and bands align with your industry and area. This way, you can provide factual data as backup when employees question salary ranges, such as for project managers.
Within each range, it is important to establish the median/midpoint and link the job description to how you determine an employee's salary.
There are numerous resources available to assist you, but it is recommended to start with your industry and area specifics.
Could you please provide details about your industry? If I have relevant information, I can share it with you.
Cheers!
Rekha
From United Arab Emirates, Abu Dhabi
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Dear Colleagues,
Setting up a salary structure for a new company should be a challenge for the HR professional. There are diverse ways of setting the standards:
1. Use industry benchmarks as a guide.
2. Consider the location of the company/factory.
3. Take into account employee qualifications.
4. Define responsibilities/job descriptions of employees.
5. Consider the nature of tasks to be carried out - hazardous or safe.
6. Assess the availability of qualified applicants such as air pilots, medical doctors, chartered professionals, etc.
7. Consider years of experience post-qualification and hands-on experience.
You could then create other subheads to accommodate allowances/subsidies, for instance:
- Lunch Subsidy
- GSM/Mobile Phone Allowance
- Tea Break Allowance
- Dressing Allowance for the marketing team and allied staff
- Sales Commission
- Production Bonus
- Shift Allowance
- Fuel (Petrol/Diesel) Allowance
- Traveling Allowance
- Education/Professional Membership Allowance
Generally speaking, depending on the industry and nature of operation, HR could create as many subheads as possible to increase people's income and serve as incentives.
Thanks.
From Nigeria, Lagos
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Setting up a salary structure for a new company should be a challenge for the HR professional. There are diverse ways of setting the standards:
1. Use industry benchmarks as a guide.
2. Consider the location of the company/factory.
3. Take into account employee qualifications.
4. Define responsibilities/job descriptions of employees.
5. Consider the nature of tasks to be carried out - hazardous or safe.
6. Assess the availability of qualified applicants such as air pilots, medical doctors, chartered professionals, etc.
7. Consider years of experience post-qualification and hands-on experience.
You could then create other subheads to accommodate allowances/subsidies, for instance:
- Lunch Subsidy
- GSM/Mobile Phone Allowance
- Tea Break Allowance
- Dressing Allowance for the marketing team and allied staff
- Sales Commission
- Production Bonus
- Shift Allowance
- Fuel (Petrol/Diesel) Allowance
- Traveling Allowance
- Education/Professional Membership Allowance
Generally speaking, depending on the industry and nature of operation, HR could create as many subheads as possible to increase people's income and serve as incentives.
Thanks.
From Nigeria, Lagos
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Dear All,
As you all know, the basic purpose behind keeping salary secret is not to spread dissatisfaction amongst employees. Salary increments and promotions need to be announced in order to convey the criteria to employees. This, in turn, will establish transparency and reduce destructive discussions.
When deciding on the salary for a particular position, I believe the best approach is to work on the Job Description, or if possible, on Job Evaluation. By working on the JD, you will understand:
- The expected output from the job and the activities involved.
- How the job is linked to the attainment of the company's objectives.
- The required skill set for the job.
Then, based on the JD, you can conduct a market survey in your industry to determine the associated costs. It is not advisable to conduct the survey based on designations, as this would be like comparing apples with apples. It is recommended to start with lower-level jobs; for senior positions, consultancy involvement is advisable.
Regards,
Deepa
From India, Gurgaon
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As you all know, the basic purpose behind keeping salary secret is not to spread dissatisfaction amongst employees. Salary increments and promotions need to be announced in order to convey the criteria to employees. This, in turn, will establish transparency and reduce destructive discussions.
When deciding on the salary for a particular position, I believe the best approach is to work on the Job Description, or if possible, on Job Evaluation. By working on the JD, you will understand:
- The expected output from the job and the activities involved.
- How the job is linked to the attainment of the company's objectives.
- The required skill set for the job.
Then, based on the JD, you can conduct a market survey in your industry to determine the associated costs. It is not advisable to conduct the survey based on designations, as this would be like comparing apples with apples. It is recommended to start with lower-level jobs; for senior positions, consultancy involvement is advisable.
Regards,
Deepa
From India, Gurgaon
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Dear All,
For an organization with fewer than 30 members, it is not fair to set up grades for salary. Let the employees feel that they are receiving personal attention, and their salary is purely based on their performance. Ensure that you provide periodic increments for their experience in the field and performance appraisals.
Teamwork is crucial for any organization. If salary increments depend on changing the grade, employees may perceive it as challenging, which could impact teamwork.
Don't disclose someone's salary; let some believe they have a high or low salary. What truly matters is how well they perform and their level of satisfaction with their situation.
Best,
Betsy Simon
From India, Kochi
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For an organization with fewer than 30 members, it is not fair to set up grades for salary. Let the employees feel that they are receiving personal attention, and their salary is purely based on their performance. Ensure that you provide periodic increments for their experience in the field and performance appraisals.
Teamwork is crucial for any organization. If salary increments depend on changing the grade, employees may perceive it as challenging, which could impact teamwork.
Don't disclose someone's salary; let some believe they have a high or low salary. What truly matters is how well they perform and their level of satisfaction with their situation.
Best,
Betsy Simon
From India, Kochi
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Creating a Competitive Salary Structure.doc