Hi all,
Thanks a ton, dear Sohini and Megha. I hope a few more issues will also be cleared in some time. I should give more time to sort out those issues. I have struggled a lot to reach here. I am happy as my work has got recognition.
From India, Mumbai
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3Thanks a ton, dear Sohini and Megha. I hope a few more issues will also be cleared in some time. I should give more time to sort out those issues. I have struggled a lot to reach here. I am happy as my work has got recognition.
From India, Mumbai
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Dear Chandru,
Hi Preeti, The general survey on HR's salary that I have done differs with metros. The bandwidth varies with the nature and reputation of the company.
Bombay:
Trainee (fresh): 7,500 - 9,000
Executive (1-2 years): 8,000 - 14,000
Sr Executive (2-5 years): 12,000 - 25,000
Asst Manager (5-7 years): 18,000 - 30,000
Manager (5-10 years): 25,000 - 50,000
Sr manager (>10 years): 45,000 - 70,000
Chennai:
Trainee (fresh): 6,000 - 9,000
Executive (1-2 years): 8,000 - 10,000
Sr Executive (2-5 years): 10,000 - 18,000
Asst Manager (5-7 years): 15,000 - 25,000
Manager (5-10 years): 20,000 - 40,000
Sr manager (>10 years): 40,000 - 60,000
Though the salary difference is by a few thousand in the bandwidth, the cost of living and the type of industry (IT/ITES/Mfrg/Construction/Service), nature of the company (domestic/MNC) matter a lot in salary fixation. Appraisals mostly happen when every employee completes one year of service. Some companies conduct appraisals in Jan/Jun, and in such cases, the locked-up months are not considered for arrears. For instance, if someone joins in Feb, they have to wait until Jun for a hike, and the hike will be effective from June only.
If recruitment is done only in Jan or June, then there are no issues. However, this may not always be possible as some employees may leave, and new ones will join. Those who are affected by delayed appraisals might choose to leave. Therefore, there will be a continuous process of some employees joining and others completing one year.
This can provide rough guidance and cannot be authenticated. I hope I have given a clear picture to some extent.
Regards,
Chandru
Chennai
Dear Chandru,
Can I get a salary bandwidth for Delhi too? I'm alone handling 1400 odd employees in Delhi, Jaipur, Ludhiana, etc., and looking after the entire HR activity ranging from Line HR to Strategic roles. I am currently earning only 2.10 Lakh/annum.
Kindly reply, as it will help me in deciding my future.
Regards,
Pali
From India, New Delhi
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Hi Preeti, The general survey on HR's salary that I have done differs with metros. The bandwidth varies with the nature and reputation of the company.
Bombay:
Trainee (fresh): 7,500 - 9,000
Executive (1-2 years): 8,000 - 14,000
Sr Executive (2-5 years): 12,000 - 25,000
Asst Manager (5-7 years): 18,000 - 30,000
Manager (5-10 years): 25,000 - 50,000
Sr manager (>10 years): 45,000 - 70,000
Chennai:
Trainee (fresh): 6,000 - 9,000
Executive (1-2 years): 8,000 - 10,000
Sr Executive (2-5 years): 10,000 - 18,000
Asst Manager (5-7 years): 15,000 - 25,000
Manager (5-10 years): 20,000 - 40,000
Sr manager (>10 years): 40,000 - 60,000
Though the salary difference is by a few thousand in the bandwidth, the cost of living and the type of industry (IT/ITES/Mfrg/Construction/Service), nature of the company (domestic/MNC) matter a lot in salary fixation. Appraisals mostly happen when every employee completes one year of service. Some companies conduct appraisals in Jan/Jun, and in such cases, the locked-up months are not considered for arrears. For instance, if someone joins in Feb, they have to wait until Jun for a hike, and the hike will be effective from June only.
If recruitment is done only in Jan or June, then there are no issues. However, this may not always be possible as some employees may leave, and new ones will join. Those who are affected by delayed appraisals might choose to leave. Therefore, there will be a continuous process of some employees joining and others completing one year.
This can provide rough guidance and cannot be authenticated. I hope I have given a clear picture to some extent.
Regards,
Chandru
Chennai
Dear Chandru,
Can I get a salary bandwidth for Delhi too? I'm alone handling 1400 odd employees in Delhi, Jaipur, Ludhiana, etc., and looking after the entire HR activity ranging from Line HR to Strategic roles. I am currently earning only 2.10 Lakh/annum.
Kindly reply, as it will help me in deciding my future.
Regards,
Pali
From India, New Delhi
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Hi all,
The same is the case for Preeti. A friend of mine is a Commerce graduate with a Post Graduate degree in Personnel Management & Industrial Relations and LL.B. Additionally, he has a total of 9 years of experience in Factory HR activities, including attendance management, salary calculations, disciplinary actions, liaising with government departments, ensuring statutory compliances, conducting HR audits, and negotiating with unions. What would be his salary? Currently, he is working in Mumbai.
Please let me know.
Avinash K.
From India, Mumbai
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The same is the case for Preeti. A friend of mine is a Commerce graduate with a Post Graduate degree in Personnel Management & Industrial Relations and LL.B. Additionally, he has a total of 9 years of experience in Factory HR activities, including attendance management, salary calculations, disciplinary actions, liaising with government departments, ensuring statutory compliances, conducting HR audits, and negotiating with unions. What would be his salary? Currently, he is working in Mumbai.
Please let me know.
Avinash K.
From India, Mumbai
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Dear Preeeeti,
I have a suggestion. Why don't you conduct a small survey with either your friends or a random selection of companies? You need to consider the company's budget for that specific opening. If the company can afford it, then you can negotiate. Firstly, consider the job responsibilities in your current company and compare them with the job responsibilities and designation in the prospective company. You should also do a random pros and cons analysis if you consider the candidate and the future demand of the organization. Remember to keep the career path in mind.
Regards,
Sheryl
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I have a suggestion. Why don't you conduct a small survey with either your friends or a random selection of companies? You need to consider the company's budget for that specific opening. If the company can afford it, then you can negotiate. Firstly, consider the job responsibilities in your current company and compare them with the job responsibilities and designation in the prospective company. You should also do a random pros and cons analysis if you consider the candidate and the future demand of the organization. Remember to keep the career path in mind.
Regards,
Sheryl
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It depends on the size of company and the experience of the person to say I am working in a start up company where in with experince of 1year I am getting 1.5lakhs P.A in Hyderabad
From India, Hyderabad
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From India, Hyderabad
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Dear all,
I am really new to this field, but I still want to share my viewpoint. The salary for any individual should be viewed as a form of recognition. Organizations should recognize this and structure the pay packages accordingly.
Often, HR department positions are paid less than their counterparts. There should be a consistent level of payment, and HR professionals should be valued at the same level as other functions such as finance or marketing.
Regards,
Hrishikesh
From India, Nagpur
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I am really new to this field, but I still want to share my viewpoint. The salary for any individual should be viewed as a form of recognition. Organizations should recognize this and structure the pay packages accordingly.
Often, HR department positions are paid less than their counterparts. There should be a consistent level of payment, and HR professionals should be valued at the same level as other functions such as finance or marketing.
Regards,
Hrishikesh
From India, Nagpur
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Dear All,
Regarding the salary aspect, everything seems quite confusing. The service industry sectors and years of experience both play a role. It's noticeable that the IT sector offers a significantly higher salary compared to other sectors. Some argue that education is also a crucial factor. However, I've observed instances where individuals with 5-6 years of experience, but only holding a graduate degree, earn more than MBA holders.
While this holds true to some extent, my friend, who works as an HR Manager in an Education consultancy with 2 years of experience, earns a salary of 3.75 Lacs. She completed her MBA with me and has attained a good position and salary.
This situation often leaves me feeling perplexed. Most websites mainly focus on Cost to Company (CTC) structures prevalent outside India. What about us here?
Regards, Pali
From India, New Delhi
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Regarding the salary aspect, everything seems quite confusing. The service industry sectors and years of experience both play a role. It's noticeable that the IT sector offers a significantly higher salary compared to other sectors. Some argue that education is also a crucial factor. However, I've observed instances where individuals with 5-6 years of experience, but only holding a graduate degree, earn more than MBA holders.
While this holds true to some extent, my friend, who works as an HR Manager in an Education consultancy with 2 years of experience, earns a salary of 3.75 Lacs. She completed her MBA with me and has attained a good position and salary.
This situation often leaves me feeling perplexed. Most websites mainly focus on Cost to Company (CTC) structures prevalent outside India. What about us here?
Regards, Pali
From India, New Delhi
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Hi,
Once management decides to promote an employee to a higher position, it strongly indicates their satisfaction with his/her work performance, experience, and education levels, among other factors. Management can determine the appropriate pay for that employee based on:
1. The company's pay structure for that position
2. Competitive industry pay for the same position
3. Experience level, education, and age group
All these points should be considered when confirming the salary hike. In the current market conditions, what you are paying for that position is less. If a dry promotion is given without the right monetary benefits, the candidate may become demotivated, leading to a potential decrease in productivity, in my opinion.
Thanks,
IV
From India, Madras
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Once management decides to promote an employee to a higher position, it strongly indicates their satisfaction with his/her work performance, experience, and education levels, among other factors. Management can determine the appropriate pay for that employee based on:
1. The company's pay structure for that position
2. Competitive industry pay for the same position
3. Experience level, education, and age group
All these points should be considered when confirming the salary hike. In the current market conditions, what you are paying for that position is less. If a dry promotion is given without the right monetary benefits, the candidate may become demotivated, leading to a potential decrease in productivity, in my opinion.
Thanks,
IV
From India, Madras
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Hi Preeti,
Your question regarding a salary hike for employees, please understand one thing as an HR professional: there is no end to the expectations of any employee. In this scenario, if you have appreciated an employee's efforts, all the salary appraisals that you conduct in your organization need to be rationalized correctly. You cannot overpay a person; at the same time, you cannot underpay them either. The point here is how you justify whatever hike you offer to any employee depends on how you rationalize the salaries internally.
I will give you an exercise as I don't want your creativity to be unexplored. Please think about ways to rationalize the salaries internally and let me know. Then I will share with you the best ways to satisfy all employees.
Good luck,
RK
From India, Hyderabad
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Your question regarding a salary hike for employees, please understand one thing as an HR professional: there is no end to the expectations of any employee. In this scenario, if you have appreciated an employee's efforts, all the salary appraisals that you conduct in your organization need to be rationalized correctly. You cannot overpay a person; at the same time, you cannot underpay them either. The point here is how you justify whatever hike you offer to any employee depends on how you rationalize the salaries internally.
I will give you an exercise as I don't want your creativity to be unexplored. Please think about ways to rationalize the salaries internally and let me know. Then I will share with you the best ways to satisfy all employees.
Good luck,
RK
From India, Hyderabad
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Hi All,
This is in continuation of the mail regarding Sal's discussion and subsequent suggestions from respective members. I have a query: for example, a person having 3+ years of experience in HR (1+ year in recruitment, 2 years as an HR Generalist), managing a team of 150 members in the service industry and currently working in Hyderabad.
What would be the ideal salary for a person in this role? Please consider that the individual mentioned is MBA (HR) qualified.
I kindly request all respective members to provide their valuable suggestions on this matter.
Regards,
Swati Rao
From India, Hyderabad
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This is in continuation of the mail regarding Sal's discussion and subsequent suggestions from respective members. I have a query: for example, a person having 3+ years of experience in HR (1+ year in recruitment, 2 years as an HR Generalist), managing a team of 150 members in the service industry and currently working in Hyderabad.
What would be the ideal salary for a person in this role? Please consider that the individual mentioned is MBA (HR) qualified.
I kindly request all respective members to provide their valuable suggestions on this matter.
Regards,
Swati Rao
From India, Hyderabad
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