Hi All,
Thanks a ton dear sohini and Megha.
I hope few more issues will also be cleared in some time. I should give more time to sort out those issues. I have struggled alot to reach here. Am happy as my work has got recognistion.
From India, Mumbai
2Thanks a ton dear sohini and Megha.
I hope few more issues will also be cleared in some time. I should give more time to sort out those issues. I have struggled alot to reach here. Am happy as my work has got recognistion.
From India, Mumbai
Dear Chandru,
Can I get a salary bandwidth for Delhi too. I'm alone handling 1400 odd employee in Delhi, Jaipur, Ludhiana etc. and looking after the entire HR activity starting from Line HR to Strategic one. Is getting only 2.10 Lakh/annum.
Kindly reply, as it'll help me in deciding my future.
Regards,
Pali
From India, New Delhi
Can I get a salary bandwidth for Delhi too. I'm alone handling 1400 odd employee in Delhi, Jaipur, Ludhiana etc. and looking after the entire HR activity starting from Line HR to Strategic one. Is getting only 2.10 Lakh/annum.
Kindly reply, as it'll help me in deciding my future.
Regards,
Pali
From India, New Delhi
Hi all,
Same is the case of Preeti. Friend of Mine is Commerce Graduate having Post Graduate in Personnel Management & I.R. and LL.B. above all he has total Exp. of 9 yrs. in Factory HR Activities e.g. starting from attendance to full & final, salary calculation, disciplinary action, liasoning with govt. dept., statutory compliances, HR audits, negotiation with union. what would be his salary??? now he is working in Mumbai.
Please let me know.
Avinash K.
From India, Mumbai
Same is the case of Preeti. Friend of Mine is Commerce Graduate having Post Graduate in Personnel Management & I.R. and LL.B. above all he has total Exp. of 9 yrs. in Factory HR Activities e.g. starting from attendance to full & final, salary calculation, disciplinary action, liasoning with govt. dept., statutory compliances, HR audits, negotiation with union. what would be his salary??? now he is working in Mumbai.
Please let me know.
Avinash K.
From India, Mumbai
Dear Preeeeti,
I have a suggestion, why dont you do a small survey with either your friends or some random selection of companies . You need to consider the companies budget for that particular opening , If company can afford then you can negotiate.
Firstly consider the job responsibilities in the current company and the job responsibilities of the prospective company along with the designation . You need to do a random pros & cons if you consider the candidate and the future demand of the organization.
Be sure to keep in mind the carrer path.
Regards,
Sheryl
I have a suggestion, why dont you do a small survey with either your friends or some random selection of companies . You need to consider the companies budget for that particular opening , If company can afford then you can negotiate.
Firstly consider the job responsibilities in the current company and the job responsibilities of the prospective company along with the designation . You need to do a random pros & cons if you consider the candidate and the future demand of the organization.
Be sure to keep in mind the carrer path.
Regards,
Sheryl
It depends on the size of company and the experience of the person to say I am working in a start up company where in with experince of 1year I am getting 1.5lakhs P.A in Hyderabad
From India, Hyderabad
From India, Hyderabad
Dear all,
I am really nascent into this field, but still want to put a view. The salary part for any person should be more as recognition. The organisations should understand this and accordingly structure the pay package.
Often HR department posts are less paid than their counterparts. Their should be a maintained level in payments and HRites should also be considered at equal level of other functions like finance or marketing.
Regards,
Hrishikesh
From India, Nagpur
I am really nascent into this field, but still want to put a view. The salary part for any person should be more as recognition. The organisations should understand this and accordingly structure the pay package.
Often HR department posts are less paid than their counterparts. Their should be a maintained level in payments and HRites should also be considered at equal level of other functions like finance or marketing.
Regards,
Hrishikesh
From India, Nagpur
Dear All,
For this salary part, everything is very confusing. The sectors in service industry play a part as well as years of experience. :huh: IT Sector is providing much more salary than any other sector.:?:
Some will say education is also important. But I've seen many people who are having 5-6 yrs experience but a graduates holding much more salary than the MBA holders.
In some part it is true, but again my freind who is with Education consultants as an HR Manager is having 2 yrs experience and salary is 3.75 Lacs. She has done MBA with me and is now having a good position and salary.
I really get confused with all this. The websites are basically related to CTC prevailing outside India. Wat about us???????:confused:
Regards,
Pali
From India, New Delhi
For this salary part, everything is very confusing. The sectors in service industry play a part as well as years of experience. :huh: IT Sector is providing much more salary than any other sector.:?:
Some will say education is also important. But I've seen many people who are having 5-6 yrs experience but a graduates holding much more salary than the MBA holders.
In some part it is true, but again my freind who is with Education consultants as an HR Manager is having 2 yrs experience and salary is 3.75 Lacs. She has done MBA with me and is now having a good position and salary.
I really get confused with all this. The websites are basically related to CTC prevailing outside India. Wat about us???????:confused:
Regards,
Pali
From India, New Delhi
Hi,
Once management decided to promote an employee to higher position it shows strongly they satisfied about he / her work performance, exp and education levels etc. Management can decide the right pay to that employee based on
1. Company pay structure according to that position
2. Comptetetive industries pay for the same position
3. Experiance level and Education / Age group
All these points can consider while confirm the salary hike. As per present market conditions what you are paying is less for that position. If at all given dry promotion to her without right monitory benefits, candidate can get demotivated and you may not get level of prodictivity from the candidate as per my openion.
Thanks
IV
From India, Madras
Once management decided to promote an employee to higher position it shows strongly they satisfied about he / her work performance, exp and education levels etc. Management can decide the right pay to that employee based on
1. Company pay structure according to that position
2. Comptetetive industries pay for the same position
3. Experiance level and Education / Age group
All these points can consider while confirm the salary hike. As per present market conditions what you are paying is less for that position. If at all given dry promotion to her without right monitory benefits, candidate can get demotivated and you may not get level of prodictivity from the candidate as per my openion.
Thanks
IV
From India, Madras
Hi Preeti,
Your question regarding salary hike to employees, please understand one thing as a HR that there is no end to expetations of any employee. In this case senario,if you have appriciated a employees efforts. All your salary appraisals that you are doing in your organization they need to rationalized in right sense. You cannot overpay a person at the same time you cannot under pay him also. So, the point here is how to you justify whatever hike you do for any employee or not depends on How you rationalize the salaries internally.
So, i will give you one excercise as i dont want your creativity to be unexplored. Please think bout the ways to rationalize the salaries internally and let me knw. Then i will tell you the best ways to satisfy all employees.
Good Luck
RK
From India, Hyderabad
Your question regarding salary hike to employees, please understand one thing as a HR that there is no end to expetations of any employee. In this case senario,if you have appriciated a employees efforts. All your salary appraisals that you are doing in your organization they need to rationalized in right sense. You cannot overpay a person at the same time you cannot under pay him also. So, the point here is how to you justify whatever hike you do for any employee or not depends on How you rationalize the salaries internally.
So, i will give you one excercise as i dont want your creativity to be unexplored. Please think bout the ways to rationalize the salaries internally and let me knw. Then i will tell you the best ways to satisfy all employees.
Good Luck
RK
From India, Hyderabad
Hi All,
This is in continuation to the mail of Sal discussion and subsequent suggestions from respective members, I have query for ex a person having 3+ yrs exp as HR (1+ yrs in recruitments 2 yrs as HR Generalist) managing a team of 150 members in service Industry currently working in Hyderabad.
What will be ideal salary of a person like this ? Keeping in mind the above person is MBA (HR) qualified.
I request all the respective members to provide their valuable suggestions on this.
Regards
Swati Rao
From India, Hyderabad
This is in continuation to the mail of Sal discussion and subsequent suggestions from respective members, I have query for ex a person having 3+ yrs exp as HR (1+ yrs in recruitments 2 yrs as HR Generalist) managing a team of 150 members in service Industry currently working in Hyderabad.
What will be ideal salary of a person like this ? Keeping in mind the above person is MBA (HR) qualified.
I request all the respective members to provide their valuable suggestions on this.
Regards
Swati Rao
From India, Hyderabad
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Salary-Note.doc
SALARY SHEET CALCULATION.xls