DEAR PHYSHED ,
SORRY FOR RESPONDING LATE ,I RELLYY DO FEEL THAT NOT ONLY SALARY FOR THAT MATTER ANY THING SHOULD NOT HAVE SECRACY IN THE ORGANIZATIONS ESPECIALLY NEW DEALS ..I STILL DONT UNDERSTAND THE FACT THAT A GROUP OF PEOPLE AT THE TOP TALK ABT THE NEW DEAL IN A CLOSED CRUBICLE AND ONLY SOME TARGETS ROLLED OUT TO THE LOWER STRUCTURE WHY IS THIS HAPPENNING LET ALL KNOW ABT THE DEAL THEY HAVE GOT THE OBJECTIVE ,THE PROFITS ETC BUT TO TELL U THE FACT STILL WE ARE GOOD PREACHERS BUT NOT BETTER PRACTIONERS HOPE FULLYY ONE DAY LETS CHANGE THE WAYYY AN ORGANISATIONNN WORKS
From India, New Delhi
SORRY FOR RESPONDING LATE ,I RELLYY DO FEEL THAT NOT ONLY SALARY FOR THAT MATTER ANY THING SHOULD NOT HAVE SECRACY IN THE ORGANIZATIONS ESPECIALLY NEW DEALS ..I STILL DONT UNDERSTAND THE FACT THAT A GROUP OF PEOPLE AT THE TOP TALK ABT THE NEW DEAL IN A CLOSED CRUBICLE AND ONLY SOME TARGETS ROLLED OUT TO THE LOWER STRUCTURE WHY IS THIS HAPPENNING LET ALL KNOW ABT THE DEAL THEY HAVE GOT THE OBJECTIVE ,THE PROFITS ETC BUT TO TELL U THE FACT STILL WE ARE GOOD PREACHERS BUT NOT BETTER PRACTIONERS HOPE FULLYY ONE DAY LETS CHANGE THE WAYYY AN ORGANISATIONNN WORKS
From India, New Delhi
Asha,
I also very keen on doing this benchmarking and completing the job descriptions of all our employees...please do share with me all the info you get from other sources and which are not available in this forum...
From United Arab Emirates, Dubai
3I also very keen on doing this benchmarking and completing the job descriptions of all our employees...please do share with me all the info you get from other sources and which are not available in this forum...
From United Arab Emirates, Dubai
Hi Rekha!
Further to your e-mail with sachu, I would just like to enquire if I can also request from you a salary structure schedule. I already tried to make the research from different private company and they opted not to disclosed their salary scale which I understand because most likely they would have this confidentiality with their records. Also, I made the enquiry from various government organization to check if there is an existing standard salary scale in the emirates but I received no affirmative feedback. It was really a great dismay because most of them will just answers me in a very annoyed voice or sometimes they hang-up the phone because they don't care at all. It is far from my expectation in this arab country because unlike US, Asia or India the government have their salary scale which you can obtain from some government agencies who are conducting the research and statistics.
Basically we are engage in a consultancy services here in UAE. We have six department, Administration, Finance, Marketing, Research and Consultancy. In terms of job/responsibilities value Consultancy is the very important department, while Marketing and Research are almost in the same level and Administration and Finance is the least of them all. Currently we have this Salary Grade 1 to 6 which have four quartile on each level.
I would just like to have an idea if how far is the gap of each department and job category from each other then maybe from your sample I can create my own salary scale.
I hope you can help me with this one.
Thank you!
Best regards,
wdpamintuan
From United Arab Emirates, Abu Dhabi
Further to your e-mail with sachu, I would just like to enquire if I can also request from you a salary structure schedule. I already tried to make the research from different private company and they opted not to disclosed their salary scale which I understand because most likely they would have this confidentiality with their records. Also, I made the enquiry from various government organization to check if there is an existing standard salary scale in the emirates but I received no affirmative feedback. It was really a great dismay because most of them will just answers me in a very annoyed voice or sometimes they hang-up the phone because they don't care at all. It is far from my expectation in this arab country because unlike US, Asia or India the government have their salary scale which you can obtain from some government agencies who are conducting the research and statistics.
Basically we are engage in a consultancy services here in UAE. We have six department, Administration, Finance, Marketing, Research and Consultancy. In terms of job/responsibilities value Consultancy is the very important department, while Marketing and Research are almost in the same level and Administration and Finance is the least of them all. Currently we have this Salary Grade 1 to 6 which have four quartile on each level.
I would just like to have an idea if how far is the gap of each department and job category from each other then maybe from your sample I can create my own salary scale.
I hope you can help me with this one.
Thank you!
Best regards,
wdpamintuan
From United Arab Emirates, Abu Dhabi
Dear Colleagues,
Setting up a salary stucture for a new Company should be a challenge for the HR professional.
There are diverse ways of setting the standards.
Use Industry Benchmark as a guide
Location of Company/Factory
Employee Qualifications
Responsibilities/Job Description of Employees
Nature of Task to be Carried Out-Hazardous or Safe
Availability of Qualified Applicants-Air Pilot, Medical Doctors, Chartered Professionals etal
Years of Experience Post Qualification & Hands-on Experience
You could then create other sub-heads to accommodate allowances/subsidies, for instance:
*Lunch Subsidy
*GSM/Mobile Phone Allowance
*Tea Break Allowance
*Dressing Allowance-Marketing Team & Allied
*Sales Commission
*Production Bonus
*Shift Allowance
*Fuel-Petrol/Diesel Allowance
*Travelling Allowance
*Education/Professional Membership Allowance
Generally speaking depending on the industry and nature of operation HR could create as many sub-heads as possible to alleviate peoples income and at the same time serve as incentive.
Thanks.
From Nigeria, Lagos
Setting up a salary stucture for a new Company should be a challenge for the HR professional.
There are diverse ways of setting the standards.
Use Industry Benchmark as a guide
Location of Company/Factory
Employee Qualifications
Responsibilities/Job Description of Employees
Nature of Task to be Carried Out-Hazardous or Safe
Availability of Qualified Applicants-Air Pilot, Medical Doctors, Chartered Professionals etal
Years of Experience Post Qualification & Hands-on Experience
You could then create other sub-heads to accommodate allowances/subsidies, for instance:
*Lunch Subsidy
*GSM/Mobile Phone Allowance
*Tea Break Allowance
*Dressing Allowance-Marketing Team & Allied
*Sales Commission
*Production Bonus
*Shift Allowance
*Fuel-Petrol/Diesel Allowance
*Travelling Allowance
*Education/Professional Membership Allowance
Generally speaking depending on the industry and nature of operation HR could create as many sub-heads as possible to alleviate peoples income and at the same time serve as incentive.
Thanks.
From Nigeria, Lagos
Dear All,
As you all know that the basic purpose behind keeping salary secret is not to spread dissatisfaction amongst employees.
Salary Increment, promotion needs to be announced in order to spread to spread message among employees the criteria behind for the above. This inturn will establish transparency and will also reduce destructive discussion.
With regard to deciding salary for a particular position. I think the best way is to work on the Job Description or if possible on Job Evaluation.By working on JD you will get to know :
what output is expected from this Job/what activities are involved in the job.
How the job is linked in attainment of Company's Objective
what kind of skill set is required to do the Job.
Then on the basis of JD you can get the survey done in the Market in your industry so as to find the costing associated with the job.It is not advisable to have the survey done on designation basis.
By this way you are comparing Apple with Apple.
This is advisable to start with lower job, for senior position you should always take help of consultancy involved in this.
Regards
Deepa
From India, Gurgaon
As you all know that the basic purpose behind keeping salary secret is not to spread dissatisfaction amongst employees.
Salary Increment, promotion needs to be announced in order to spread to spread message among employees the criteria behind for the above. This inturn will establish transparency and will also reduce destructive discussion.
With regard to deciding salary for a particular position. I think the best way is to work on the Job Description or if possible on Job Evaluation.By working on JD you will get to know :
what output is expected from this Job/what activities are involved in the job.
How the job is linked in attainment of Company's Objective
what kind of skill set is required to do the Job.
Then on the basis of JD you can get the survey done in the Market in your industry so as to find the costing associated with the job.It is not advisable to have the survey done on designation basis.
By this way you are comparing Apple with Apple.
This is advisable to start with lower job, for senior position you should always take help of consultancy involved in this.
Regards
Deepa
From India, Gurgaon
Dear All:
For an organization with less than 30 members, it is not fair to setup grades for Salary. Let the employees feel that they are getting personal attention and their salary is purely based on their performance. Be sure that you provide periodic increments for their experience in that field and performance appraisals.
For any organization team-work matters a lot. If 'salary incrementation' depends on changing the grade, they may take it as a difficult one. It will affect the team-work.
Let some know some one's salary. Let some pretend that they have high / low salary !! We just matters how they perform and how much are they satisfied with their situation.
Betsy Simon
From India, Kochi
For an organization with less than 30 members, it is not fair to setup grades for Salary. Let the employees feel that they are getting personal attention and their salary is purely based on their performance. Be sure that you provide periodic increments for their experience in that field and performance appraisals.
For any organization team-work matters a lot. If 'salary incrementation' depends on changing the grade, they may take it as a difficult one. It will affect the team-work.
Let some know some one's salary. Let some pretend that they have high / low salary !! We just matters how they perform and how much are they satisfied with their situation.
Betsy Simon
From India, Kochi
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Salary Comparison Sheet.xls
Salary-Note.doc