Dear All,
We are a Pharmaceutical KPO in Chandigarh and are planning to create salary bands for different grades.
Could anyone please suggest me on which grounds do we create salary bands. Is it the qualification, experience or the designations?
Members of this site have provided very useful information to the people like me who are new to HR.
I hope to receive help/suggestions from seniors on this site.
Many Thanks.
From India, Delhi
4We are a Pharmaceutical KPO in Chandigarh and are planning to create salary bands for different grades.
Could anyone please suggest me on which grounds do we create salary bands. Is it the qualification, experience or the designations?
Members of this site have provided very useful information to the people like me who are new to HR.
I hope to receive help/suggestions from seniors on this site.
Many Thanks.
From India, Delhi
Hi Jyoti,
Preparing a salary band will completely depends on the designations wise only.
First frame all the designations and allot their work levels, then fix salary range to each level in orderly.
Based on the levels and the range of salary for the level, the salary for the employee will be fixed by considering his relevant experience and qualification with in the range.
I hope i am clear about this.
Welcome the suggestions from seniors.
Cheers,
***Sree.
From India, Hyderabad
Preparing a salary band will completely depends on the designations wise only.
First frame all the designations and allot their work levels, then fix salary range to each level in orderly.
Based on the levels and the range of salary for the level, the salary for the employee will be fixed by considering his relevant experience and qualification with in the range.
I hope i am clear about this.
Welcome the suggestions from seniors.
Cheers,
***Sree.
From India, Hyderabad
Dear Jyoti,
While creating salary bands, you should initiate it with the list of Hirearchy. Hirearchy based on the designation should be interlinked with the work profile alloted. And, designing of designation will be based on their level of expertise, qualification etc.
Salary and facilities provided to employee's will be based on their designation and it will going to be inflated from lower to above designations.
Finally, you can create the band. Let say beginners or the fresher will be provided A grade, now in this grade as well, u should do different-2 segreggation based on their experience and qualification. Ex: Employee with 0-1 year experience will be provided A1 and 1-1.5 yrs experience is A2; The reason for giving this segreggation is to create distinction with the people of experience.
This band would be decided while defining the job description where you can entertain any one in b/w 0-3 year experience as a team member.
Similarly, after team member for team developer, you can rate it as B1 or B2.
Jyoti, this can be customised or modified as per company and requirement.
Please do respond, if u find it useful.
Regards,
Rachna
From India, Delhi
While creating salary bands, you should initiate it with the list of Hirearchy. Hirearchy based on the designation should be interlinked with the work profile alloted. And, designing of designation will be based on their level of expertise, qualification etc.
Salary and facilities provided to employee's will be based on their designation and it will going to be inflated from lower to above designations.
Finally, you can create the band. Let say beginners or the fresher will be provided A grade, now in this grade as well, u should do different-2 segreggation based on their experience and qualification. Ex: Employee with 0-1 year experience will be provided A1 and 1-1.5 yrs experience is A2; The reason for giving this segreggation is to create distinction with the people of experience.
This band would be decided while defining the job description where you can entertain any one in b/w 0-3 year experience as a team member.
Similarly, after team member for team developer, you can rate it as B1 or B2.
Jyoti, this can be customised or modified as per company and requirement.
Please do respond, if u find it useful.
Regards,
Rachna
From India, Delhi
Dear Sri and Rachna,
Many thanks for providing such a useful information to me. I had few doubts which are now clear after going through your responses.
I have the hierarchy, JD's and the designations ready and now would just need to work on salary bands.
Just one more clarification please. We do have grades which are based on the designations (Eg. A, A1, B, B1 etc.). Are the grades and the salary bands interlinked/same thing? Or they need to be separate?
From India, Delhi
Many thanks for providing such a useful information to me. I had few doubts which are now clear after going through your responses.
I have the hierarchy, JD's and the designations ready and now would just need to work on salary bands.
Just one more clarification please. We do have grades which are based on the designations (Eg. A, A1, B, B1 etc.). Are the grades and the salary bands interlinked/same thing? Or they need to be separate?
From India, Delhi
Dear Jyoti,
In your company, they might have defined grades based on salary parameters. In reciprocation to this, Bands can be defined on the basis of level of expertise, qualification and skill set.
Ex: In lowest hirearchial team of 5 members where we want people to be Graduate with industry experience of 2 - 4 years and, we hire someone with the experience of 2 years with Grade A1, accordingly we can keep the policy in which individual will be ranked as A2 once he/she will complete 1 year with the company and will attain any predefined standard of Skill Set.
Jyoti, reason of doing such thing is to keep on providing new motivation in the work and to acknowledge their hardwork because most of the companies revise the designation after 1.8 months or 2 years span of time.
Please provide feedback, if this is useful.
Regards,
Rachna
From India, Delhi
In your company, they might have defined grades based on salary parameters. In reciprocation to this, Bands can be defined on the basis of level of expertise, qualification and skill set.
Ex: In lowest hirearchial team of 5 members where we want people to be Graduate with industry experience of 2 - 4 years and, we hire someone with the experience of 2 years with Grade A1, accordingly we can keep the policy in which individual will be ranked as A2 once he/she will complete 1 year with the company and will attain any predefined standard of Skill Set.
Jyoti, reason of doing such thing is to keep on providing new motivation in the work and to acknowledge their hardwork because most of the companies revise the designation after 1.8 months or 2 years span of time.
Please provide feedback, if this is useful.
Regards,
Rachna
From India, Delhi
Hi Rachna and Sree,
Thank you for the information provided.
I am done with the grades but we have done it on the basis of the designations/hierarchy.
Since we are a Pharmaceutical KPO, the salaries varies with diff departments. So, even at the manager level, salaries differ in the technical and non-technical departments.
Thank you so much for your help and the wonderful advices/suggestions.
Looking forward to stay connected !
From India, Delhi
Thank you for the information provided.
I am done with the grades but we have done it on the basis of the designations/hierarchy.
Since we are a Pharmaceutical KPO, the salaries varies with diff departments. So, even at the manager level, salaries differ in the technical and non-technical departments.
Thank you so much for your help and the wonderful advices/suggestions.
Looking forward to stay connected !
From India, Delhi
Hi Rachna and Sree,
Thank you for the information provided.
I am done with the grades but we have done it on the basis of the designations/hierarchy.
Since we are a Pharmaceutical KPO, the salaries varies with diff departments. So, even at the manager level, salaries differ in the technical and non-technical departments.
Thank you so much for your help and the wonderful advices/suggestions.
Looking forward to stay connected !
From Pakistan, Karachi
Thank you for the information provided.
I am done with the grades but we have done it on the basis of the designations/hierarchy.
Since we are a Pharmaceutical KPO, the salaries varies with diff departments. So, even at the manager level, salaries differ in the technical and non-technical departments.
Thank you so much for your help and the wonderful advices/suggestions.
Looking forward to stay connected !
From Pakistan, Karachi
Hi Rachna, Do we also need to survey the salaries provided by the competitors so that the salary n band will be competitive in the industry.
From India, Pune
From India, Pune
Hi,
Please visit the following:
https://www.citehr.com/234807-should...ansparent.html
https://www.citehr.com/48128-how-str...ary-bands.html
https://www.citehr.com/220364-need-c...lary-band.html
From India, Gurgaon
Please visit the following:
https://www.citehr.com/234807-should...ansparent.html
https://www.citehr.com/48128-how-str...ary-bands.html
https://www.citehr.com/220364-need-c...lary-band.html
From India, Gurgaon
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Salary-Note.doc
SALARY SHEET CALCULATION.xls