Hi,
I m working in a reputed law firm as HR and during our annual appraisal , the hike given to me was not the same as for others when I questioned my CEO she said that since I am in HR (support functions) I cannot compare my self to production (lawyers) so the hike percentage will be always less for support in comparison to production. I absolutely do not agree to this comment. I felt very demotivated. Please guide me how should I tackle this issue. I have been a real value add to this firm and have bought in several processes they need in the HR, infact they never had an HR before and so i have started everything from scratch and I get this back is really annoying me.
From India, Calcutta
I m working in a reputed law firm as HR and during our annual appraisal , the hike given to me was not the same as for others when I questioned my CEO she said that since I am in HR (support functions) I cannot compare my self to production (lawyers) so the hike percentage will be always less for support in comparison to production. I absolutely do not agree to this comment. I felt very demotivated. Please guide me how should I tackle this issue. I have been a real value add to this firm and have bought in several processes they need in the HR, infact they never had an HR before and so i have started everything from scratch and I get this back is really annoying me.
From India, Calcutta
Dear Shilpa,
Don't worry this is not your fault because your CEO does not understand the importance of HR role in the organisation. Mostly this always happen with CEO's who are two young and belong to operations.
Please show her the importance of HR.
With Best Wishes,
From India, Vadodara
1Don't worry this is not your fault because your CEO does not understand the importance of HR role in the organisation. Mostly this always happen with CEO's who are two young and belong to operations.
Please show her the importance of HR.
With Best Wishes,
From India, Vadodara
Dear Shilpa,
I can understand your feelings.
However, it is general observation companies have lower budget of increment for support functions (Admin / HR / Backoffice) comparitive to marketing / production justifying they are on the field or they get business. You can refer your HR policies for the bifurcation.
I would advise you document your achievements and major contributions and then speak to your seniors positively that the salary rise should have been commensurate with your work. You have not mentioned your tenure in the firm as it is also one of the important factors.
All the best.
Regards,
Vaishalee
From India, Pune
I can understand your feelings.
However, it is general observation companies have lower budget of increment for support functions (Admin / HR / Backoffice) comparitive to marketing / production justifying they are on the field or they get business. You can refer your HR policies for the bifurcation.
I would advise you document your achievements and major contributions and then speak to your seniors positively that the salary rise should have been commensurate with your work. You have not mentioned your tenure in the firm as it is also one of the important factors.
All the best.
Regards,
Vaishalee
From India, Pune
This practice is prevalent in many organisations. They accord preference to the core dept than support dept. pon
From India, Lucknow
From India, Lucknow
Dear All,
Thanks for the updates and information.
@Milap123 I agree they never had an HR earlier in this firm, and secondly my CEO is 60 yrs + and is mostly into marketing and client relationships. So I guess she really does need to know the importance. @ Vaishalee I agree will document my work now regularly and actually I joined here only last august 2010, still as per our firms policy the production team get s bi annual appraisals and new joinees also get a raise after 3 months based on their performance.
My CEO has told me time and again that I am doing very well and am adding value to the firm however I see no monetary raise like the production team. I love my job and role here but due to this I am getting rather down and demotivated.
From India, Calcutta
Thanks for the updates and information.
@Milap123 I agree they never had an HR earlier in this firm, and secondly my CEO is 60 yrs + and is mostly into marketing and client relationships. So I guess she really does need to know the importance. @ Vaishalee I agree will document my work now regularly and actually I joined here only last august 2010, still as per our firms policy the production team get s bi annual appraisals and new joinees also get a raise after 3 months based on their performance.
My CEO has told me time and again that I am doing very well and am adding value to the firm however I see no monetary raise like the production team. I love my job and role here but due to this I am getting rather down and demotivated.
From India, Calcutta
Hi Shilpa,
Do not get demotivated. Continue your good work. It will pay you one day. Once you have considerable achievements in your credit, you can apply elsewhere. You have joined in last August so don't be in a hurry to leave the job.
Look at the positive aspects of this job.
All the best !
Regards,
Vaishalee
From India, Pune
Do not get demotivated. Continue your good work. It will pay you one day. Once you have considerable achievements in your credit, you can apply elsewhere. You have joined in last August so don't be in a hurry to leave the job.
Look at the positive aspects of this job.
All the best !
Regards,
Vaishalee
From India, Pune
Hi Shilpa,
Please take my advice seriously.
Take any industry / activity the people who do the core job which brings business always get more power , pay and respect. Whether you accept it or not whether the other members accept it or not its the truth.
In manufacturing industries the engineers, mechanical engineers, electrical engineers are highly paid, my true exp the HR mgr of Mfg industry Was paid 40K whereas the Manufacturing Manager was paid Rs.100K ,,, the HR manager did not cry ?
Ok please understand what your CEO told is correct , dont feel bad for less payment, payment is not anything paisa aaj hain kal nahi hain, enjoy your work and enjoy life , cheers ;)
From India, Madras
Please take my advice seriously.
Take any industry / activity the people who do the core job which brings business always get more power , pay and respect. Whether you accept it or not whether the other members accept it or not its the truth.
In manufacturing industries the engineers, mechanical engineers, electrical engineers are highly paid, my true exp the HR mgr of Mfg industry Was paid 40K whereas the Manufacturing Manager was paid Rs.100K ,,, the HR manager did not cry ?
Ok please understand what your CEO told is correct , dont feel bad for less payment, payment is not anything paisa aaj hain kal nahi hain, enjoy your work and enjoy life , cheers ;)
From India, Madras
Please dont brainwash shilpa, let her know the truth and how company works,,,
, may i know on what basis you tell that HR is paid at par with the Core Business people? any example? and how the CEO is wrong????
From India, Madras
, may i know on what basis you tell that HR is paid at par with the Core Business people? any example? and how the CEO is wrong????
From India, Madras
This is prevalent in many organizations, where the support functions may get lesser increment compared to operations or core functions.
Please try to deal with this situation wearing your professional hat. As an HR department, you are privy to lot of employee and business information related to individual increments, which is accessible by you only because you are from HR. Let this information not be your benchmark to ask for a higher increase. Take an example:-
There was an HR operations person in my previous organization, who had access to annual increment data for the organization. When she came to know of what increment she was getting, (even before she got the letter), she confronted the HR head saying, she has got a very low increment compared to the core functions, and needs to be paid more.
The HR head asked her to draw a line between her personal case and professional duties. The increment data she had access to was part of her professional duties and should not be a factor to decide her own case. There are various other variables involved.
I do not agree that because we are in HR, we should be paid more, or at par with operations. It is all dependent on our respective roles, experience and the maturity of the organization to reward the support functions, commensurate to our job and achievements. There could be 2 people in HR in different organizations, doing the same role, but paid differently. This is a fact of life, like the sun rising and setting.
Do have a talk with your management on what are your achievements, savings in time and money for the organization and how you have made a difference to you role and the company. At the end of it, if you still feel you have been shortchanged and the organization is not willing to recognize your work, maybe it’s time to think of other options.
From Netherlands
Please try to deal with this situation wearing your professional hat. As an HR department, you are privy to lot of employee and business information related to individual increments, which is accessible by you only because you are from HR. Let this information not be your benchmark to ask for a higher increase. Take an example:-
There was an HR operations person in my previous organization, who had access to annual increment data for the organization. When she came to know of what increment she was getting, (even before she got the letter), she confronted the HR head saying, she has got a very low increment compared to the core functions, and needs to be paid more.
The HR head asked her to draw a line between her personal case and professional duties. The increment data she had access to was part of her professional duties and should not be a factor to decide her own case. There are various other variables involved.
I do not agree that because we are in HR, we should be paid more, or at par with operations. It is all dependent on our respective roles, experience and the maturity of the organization to reward the support functions, commensurate to our job and achievements. There could be 2 people in HR in different organizations, doing the same role, but paid differently. This is a fact of life, like the sun rising and setting.
Do have a talk with your management on what are your achievements, savings in time and money for the organization and how you have made a difference to you role and the company. At the end of it, if you still feel you have been shortchanged and the organization is not willing to recognize your work, maybe it’s time to think of other options.
From Netherlands
Dear all,
Thanks for all the information and I feel kind of enlightened now, yes I do feel a bit let down, however that will never affect my work and I am and will always do my work with all the dedication as I love my role here an dam quite passionate about it too.....
but hearing such words from my peers, gives me some kind of a special strength and flow to carry on smiling. I know and believe the fact that if one does his/work passionately and sincerely, then success both monetary and otherwise follows
Thanks again dear all.
Shilpa
From India, Calcutta
Thanks for all the information and I feel kind of enlightened now, yes I do feel a bit let down, however that will never affect my work and I am and will always do my work with all the dedication as I love my role here an dam quite passionate about it too.....
but hearing such words from my peers, gives me some kind of a special strength and flow to carry on smiling. I know and believe the fact that if one does his/work passionately and sincerely, then success both monetary and otherwise follows
Thanks again dear all.
Shilpa
From India, Calcutta
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