31- This is very common problem faced by any HR. A consistent, prudent and fair stand on all such situations will prove you as a good HR.
- Firstly convince yourself about employees argument and demand. In case you are convinced then alone you will be able to present his case to management and may get positive response from management. Do not look at this case as a case of individual but have a organization wide perspective. Management wants you to be HR of entire organization and not of a individual. Your presentation to management should be for set of employees and not for individuals.
- Lastly, in spite of your best efforts management may not agree with you. But do not ever give any false promise or false hope to employee. Be very clear and transparent and let employee make his own decision.
- In such a situations only thing you can do is put in your fair and best efforts and forget about outcome or results.
From India, Pune
Dear Nischal
In my views it is always better to retain the talent than to think about any other option. To retain the talent is a complex issue and this needs a prudent experience. ponder about it talk to the other seniors and then take a stand.
From India, Madras
In my views it is always better to retain the talent than to think about any other option. To retain the talent is a complex issue and this needs a prudent experience. ponder about it talk to the other seniors and then take a stand.
From India, Madras
Dear CiteHR members,
Same thing had happened with me as I was not given my due appraisal despite promises from the management.And also it happened for 2years that I was have a great output at work but still was never motivated else appreciated.
Infact juniors were hired at higher pay packages and it was really disheartening that freshers were hired at higher pay packages.Why is it so that hard work was not valued and even asking for hike called for critiscism.
Infact,I was willing to participate in the activities enthusiastically but was demoraled by everyone.
Although my experience and work profile were good but still new companies hire only for minimal rise on last pay package.
How to rise please suggest??How to grow in monetary and knowledge terms???
Please,please guide....
Regards
MK
From India, Delhi
Same thing had happened with me as I was not given my due appraisal despite promises from the management.And also it happened for 2years that I was have a great output at work but still was never motivated else appreciated.
Infact juniors were hired at higher pay packages and it was really disheartening that freshers were hired at higher pay packages.Why is it so that hard work was not valued and even asking for hike called for critiscism.
Infact,I was willing to participate in the activities enthusiastically but was demoraled by everyone.
Although my experience and work profile were good but still new companies hire only for minimal rise on last pay package.
How to rise please suggest??How to grow in monetary and knowledge terms???
Please,please guide....
Regards
MK
From India, Delhi
Hi Nischal
This is a very common scenerio. As an HR person you must act immediately. Get the permission from the Management to terminate the employee immediately. Call him to your office, tell him that he is a very able and important part of the organisation. It is also true that his salary is less compared to the market rate.
Still, the company has its own policies and procedures. It is very difficult to revise the salary of one employee,especially under a threat that he will quit if it is not done. So give him the assurance that he will definitely be compensated at the time of annual increment. His case will be considered as aspecial case too.
All said, if he still insists that he will quit, get his resignation then and there, accept it and show him the door with all end service benefits.
Inform the conserned dept about his exit, tell them to share the additional resposbilities untill a new person is recrited on emergency. Go for an immediate replacement.
Baiju
From United Arab Emirates, Dubai
This is a very common scenerio. As an HR person you must act immediately. Get the permission from the Management to terminate the employee immediately. Call him to your office, tell him that he is a very able and important part of the organisation. It is also true that his salary is less compared to the market rate.
Still, the company has its own policies and procedures. It is very difficult to revise the salary of one employee,especially under a threat that he will quit if it is not done. So give him the assurance that he will definitely be compensated at the time of annual increment. His case will be considered as aspecial case too.
All said, if he still insists that he will quit, get his resignation then and there, accept it and show him the door with all end service benefits.
Inform the conserned dept about his exit, tell them to share the additional resposbilities untill a new person is recrited on emergency. Go for an immediate replacement.
Baiju
From United Arab Emirates, Dubai
Dear,
1. First of all when he was hired, you (the management) would have shown him the salary structure and compensation for the post, right? If he felt that his salary was low, he should have demanded more at the time of interview itself. After accepting the offer and joing the organization and even worked for sometime, then he starts saying that his salary is lower than the market standard, means he is indecisive. Leave alone how important the role is.
2. Secondly, just because someone puts in his resignation, you should not increase his salary. As someone rightly put it, if you start doing so, everyone will start the same strategy of putting you a threat of resigning and then demanding more. There is no end to it.
3. What you should ideally do is that try to understand the salary level of your industry. If you feel that you are paying reasonably a good salary, you need not worry.
4. These kind of people (working only for money) will not look at other benefits such as organization's background, growth opportunities for the organization and self in the long run, conducive work environment, freedom to take decision, etc.
5. Even if you increase his salary, what is the guarantee that he will not still look for a job still. If someone offers a better salary, he will still quit.
6. therefore try to talk to him and have patience till next annual review. If he does not have patience, allow him to push off.
Balaji
From India, Madras
1. First of all when he was hired, you (the management) would have shown him the salary structure and compensation for the post, right? If he felt that his salary was low, he should have demanded more at the time of interview itself. After accepting the offer and joing the organization and even worked for sometime, then he starts saying that his salary is lower than the market standard, means he is indecisive. Leave alone how important the role is.
2. Secondly, just because someone puts in his resignation, you should not increase his salary. As someone rightly put it, if you start doing so, everyone will start the same strategy of putting you a threat of resigning and then demanding more. There is no end to it.
3. What you should ideally do is that try to understand the salary level of your industry. If you feel that you are paying reasonably a good salary, you need not worry.
4. These kind of people (working only for money) will not look at other benefits such as organization's background, growth opportunities for the organization and self in the long run, conducive work environment, freedom to take decision, etc.
5. Even if you increase his salary, what is the guarantee that he will not still look for a job still. If someone offers a better salary, he will still quit.
6. therefore try to talk to him and have patience till next annual review. If he does not have patience, allow him to push off.
Balaji
From India, Madras
It's the duty of the management to think on the matter. if the employees are under paid and looking for green pastures as a HR you can't get it solved unless the management of the organization steps in and decided something about increments, hikes.. etc. it's some thing like management set the rules of the game and you play accordingly..
Regards
Md. Mujahid
From United States, Washington
Regards
Md. Mujahid
From United States, Washington
kindly do some wage survey as you described about the market standard select some of the competitor company and do the survey and submit the same to your mgmt about the present uprising tread in the salary hike this will help you to have a clear discussion with ur mgmt
Pls suggest me if a employee join a company and after one month he dead in a road accident, he is covered under gratuity act or not,
From India, New Delhi
From India, New Delhi
Dear Hitesh,
Pl.clarify -
1. Was the deceased employee met with the fatal accident while he was on official duty? / in the course of employment ?
2. He served for only one month, presumably he has't fulfilled the qualifying service. Does your co. follow Gratuity Act or your own gratuity rules/fund based scheme ?
3. Does the employee covered under Workmen's compensation Act ?
4. Was he covered under DLIS as a part of EPF ? or ESI Scheme.
Pl.exmine the issue from the above view point and clarify so that it will be easy to give my opinion.
Sorry for his tragic demise.
kumar.s.
bg.
From India, Bangalore
Pl.clarify -
1. Was the deceased employee met with the fatal accident while he was on official duty? / in the course of employment ?
2. He served for only one month, presumably he has't fulfilled the qualifying service. Does your co. follow Gratuity Act or your own gratuity rules/fund based scheme ?
3. Does the employee covered under Workmen's compensation Act ?
4. Was he covered under DLIS as a part of EPF ? or ESI Scheme.
Pl.exmine the issue from the above view point and clarify so that it will be easy to give my opinion.
Sorry for his tragic demise.
kumar.s.
bg.
From India, Bangalore
Hi All,
Ideally i would have compared the salary standards and later would have asked Employee to eye higher designation with higher expecting salary, as Employee had already served the organisation for a decent tenure so he would definitely look for growth along with salary. The words to be used are to be well chosen and very clear.
Thanks & Regards,
Nalla kishore
Team Lead HR
From India, Bangalore
Ideally i would have compared the salary standards and later would have asked Employee to eye higher designation with higher expecting salary, as Employee had already served the organisation for a decent tenure so he would definitely look for growth along with salary. The words to be used are to be well chosen and very clear.
Thanks & Regards,
Nalla kishore
Team Lead HR
From India, Bangalore
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