hi most of the company divide the gross salary as: Basic: 45% DA : 20% HRA: 20% CCA : 15% if any thing else feel free to ask me cheers sangita
From India, Hyderabad
From India, Hyderabad
Hi Aparna
Genereally any company will calculate the Gross Salary in the following Mannner
Basic : 60% of Gross
H.R.A.: 40% of Gross
apart from the above you can specify your company allowance like Education, Medical, special Allowance, conveyance Allowance etc.
This is the easiest way for you to implement.
For any clarification mail to me.
Regards,
Y.Venumadhava Reddy
From India, Hyderabad
5Genereally any company will calculate the Gross Salary in the following Mannner
Basic : 60% of Gross
H.R.A.: 40% of Gross
apart from the above you can specify your company allowance like Education, Medical, special Allowance, conveyance Allowance etc.
This is the easiest way for you to implement.
For any clarification mail to me.
Regards,
Y.Venumadhava Reddy
From India, Hyderabad
basic pay accounting for 1/3 of total annual cash (excluding bonus/variable pay) is ideal. this helps to actually balance the salary vis-a-vis the annual total cash and retirals.
further to the point on basic pay, i would like to emphasize that deciding how the basic salary will be increased upon ensuing increments is equally important when you are following the cost to company (CTC) methodology. it is clear that whilst you have established what percentage of the CTC will be basic pay, it becomes equally important to have an element of control over its growth with subsequent increases in CTC. one model that can be suggested is that the increase in basic pay should not be more that 50% of the total increment - subject to the overall % ceiling of the ratio. incase, because of historical reasons, if any employee's basic is out of tune with the generally decided ratio norm, a maximum of 5% to 10% of the increment amount should go into the basic salary. combinations using this method can be used according to co.'s pay philosophy/policy.
regards,
mxsingh
further to the point on basic pay, i would like to emphasize that deciding how the basic salary will be increased upon ensuing increments is equally important when you are following the cost to company (CTC) methodology. it is clear that whilst you have established what percentage of the CTC will be basic pay, it becomes equally important to have an element of control over its growth with subsequent increases in CTC. one model that can be suggested is that the increase in basic pay should not be more that 50% of the total increment - subject to the overall % ceiling of the ratio. incase, because of historical reasons, if any employee's basic is out of tune with the generally decided ratio norm, a maximum of 5% to 10% of the increment amount should go into the basic salary. combinations using this method can be used according to co.'s pay philosophy/policy.
regards,
mxsingh
Aparna,
Basic is usually 40 percent of gross salary.
Attrition = Total no.of resignations in a month*100/(total no.of employees at the beginning of the months+total no.of new joinees-total no of resignation)
Regards.
From India, New Delhi
Basic is usually 40 percent of gross salary.
Attrition = Total no.of resignations in a month*100/(total no.of employees at the beginning of the months+total no.of new joinees-total no of resignation)
Regards.
From India, New Delhi
Hi Aparna
generally organisations keep this component in the range of 30 to 40% of the total emoluments that to depending on the Co. policies.
Well, in any case this 30 to 40% of gross should not be less then the minimum wage rates.The same should not exceed or go towards the higher end bcoz P.F., Gratuity, Leave encashment, Notice pay deduction etc. are calculated by keeping the "Basic Salary"as a base.
Thanks
Manju.
From India, Delhi
generally organisations keep this component in the range of 30 to 40% of the total emoluments that to depending on the Co. policies.
Well, in any case this 30 to 40% of gross should not be less then the minimum wage rates.The same should not exceed or go towards the higher end bcoz P.F., Gratuity, Leave encashment, Notice pay deduction etc. are calculated by keeping the "Basic Salary"as a base.
Thanks
Manju.
From India, Delhi
Rajat/Sangitha/ Suresh,
In our organisation we have designed the salary structure as given below.
Please suggest if this is not up to the mark as you are promoting 40% and above.
Because as far as we know, we are not sidelining any legal requirement. Please Correct me if I am wrong.
ONE of the reasons to have low Basic pay is to give maximum benefits to employees in hand as they are not very much willing to go for such contributions.
This does not mean we wont correct ourselves if we are wrong and hence I am seeking your help for the same.
Yearly & Monthly Break Up of Gross Salary
Basic 30%
HRA 20%
City Compensatory All. 30%
Conveyance Rs.800 per month
Special Allowance Balance
Awaiting reply from everybody.
Regards,
Shreepad
In our organisation we have designed the salary structure as given below.
Please suggest if this is not up to the mark as you are promoting 40% and above.
Because as far as we know, we are not sidelining any legal requirement. Please Correct me if I am wrong.
ONE of the reasons to have low Basic pay is to give maximum benefits to employees in hand as they are not very much willing to go for such contributions.
This does not mean we wont correct ourselves if we are wrong and hence I am seeking your help for the same.
Yearly & Monthly Break Up of Gross Salary
Basic 30%
HRA 20%
City Compensatory All. 30%
Conveyance Rs.800 per month
Special Allowance Balance
Awaiting reply from everybody.
Regards,
Shreepad
Hi Aparna,
Basic is 60% of gross salary.. Anyways it purely depends how much % the management decides.
Some co's follow 40% of gross salary... Basic salary must not be less than Rs. 2700/-.
Regards,
Joylyn
From India, Bangalore
Basic is 60% of gross salary.. Anyways it purely depends how much % the management decides.
Some co's follow 40% of gross salary... Basic salary must not be less than Rs. 2700/-.
Regards,
Joylyn
From India, Bangalore
Hi Pooja, That is is formula for employee retention. The calculation of gratuity is: Gratuity = (Monthly Salary x 15 days) / 26 x No. of yrs. of service Regards Subha
From India, Hyderabad
From India, Hyderabad
ATTRITION
if at the starting of the month u had x employees , at the end of month y employees and within the month z left the company then
attrition rate for that month is ----
{ (z ) divided by (y)} multiplied by 100
similarly u can find yearly attrition,,,,,,,,,
atrition is always negative turnover can be positive and negative bothways..........
BASIC SALARY
basic is approximately 35-40 % of CTC..........ratio is lesss as the ctc goes higher,,,,,,,,,because companies want to reduce PF contribution...
From India, Gurgaon
if at the starting of the month u had x employees , at the end of month y employees and within the month z left the company then
attrition rate for that month is ----
{ (z ) divided by (y)} multiplied by 100
similarly u can find yearly attrition,,,,,,,,,
atrition is always negative turnover can be positive and negative bothways..........
BASIC SALARY
basic is approximately 35-40 % of CTC..........ratio is lesss as the ctc goes higher,,,,,,,,,because companies want to reduce PF contribution...
From India, Gurgaon
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
SALARY SHEET CALCULATION.xls