Dear Sarika,
A simple way to find out the previous company salary is to ask for Form No. 16 and Income tax return. This will provide all necessary information. You may ask for these documents at the time of the offer so that the employee can provide them immediately. Additionally, at the time of the offer, you may also request the salary slip.
With regards, wish you a happy New Year and Happy Diwali.
Himanshu Pathak
Ahmedabad
9227233315
From India, Ahmadabad
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4A simple way to find out the previous company salary is to ask for Form No. 16 and Income tax return. This will provide all necessary information. You may ask for these documents at the time of the offer so that the employee can provide them immediately. Additionally, at the time of the offer, you may also request the salary slip.
With regards, wish you a happy New Year and Happy Diwali.
Himanshu Pathak
Ahmedabad
9227233315
From India, Ahmadabad
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I agree with Shining's idea also.
In my opinion, though I am a fresher, it may not count to all of you. However, what I feel is that reference checks should only be done to understand an employee's behavior and the qualities they have demonstrated in their last job.
From India, Pune
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In my opinion, though I am a fresher, it may not count to all of you. However, what I feel is that reference checks should only be done to understand an employee's behavior and the qualities they have demonstrated in their last job.
From India, Pune
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Hiiiiiiiiiiii,
Dear all
I am agree with Mr. Raj. Raj is cent percent correct because every profressional have own level and there is no need to find out his previous salary. Strictly it should not to be checked.
But if the company wants to check the previous salary of his new joinees, the company should use the Grapevine Communication (Informal Communication). Through it the company would know about the previous salary of new joinees's.
The term grapevine communication is often used interchangeably with the term informal communication. The term originated in the 1860s during the American Civil War. It was used as a term that described the telegraph lines that were strung through the trees in a manner that resembled grapevines. It also came to mean informal communication that was not very effective because the telegraph system was not a reliable source of communication at the time. Almost a century later, it was discovered that the path of grapevine communication does resemble a cluster of grapes.
It has been shown that informal communication or grapevine communication occurs when formal communication is not sufficient. Research and studies have concluded that informal communication occurs either when insufficient of ambiguous information is transmitted through formal communication. Some organizational theorists feel that some informal or grapevine communication is needed in organizational life.
The way grapevine communication works is one person, Person 1, sends a message to Person 2 and Person 3. Then, Person 2 tells Person 4 and Person 5. And Person 3 tells Person 6. Not all participants within the grapevine send messages. Some participants are just receivers. Liaisons within an organization usually help facilitate grapevine communication. The use of this type of communication is common among managers as well as subdivision employees.
The types of rumors that are spread through grapevine communication can be classified into two groups, spontaneous and premeditated. Spontaneous rumors are spread when people are stressed or in an untrustworthy environment. Premeditated rumors spread within highly competitive environments. These two groups can be broken down into four classifications: wish fulfillment, anxiety, wedge drivers, and home stretchers. These types of rumors can also be spread through other types of informal network structures such as the single strand chain, the cluster chain, the probability chain, and the gossip chain.
Jitendra Mishra derived 8 reasons Grapevine communication Exists. Some of the reasons include the need for faster communication, useful messages transmitted, outlets for imagination and apprehension, and helps build teamwork and corporate identity. Surprisingly, 75% of all organizations’ practices, policies, and procedures are shared through grapevine communication. Studies have shown the employees find informal communication such as grapevine communication to be more effective than formal channels of communication.
From India, Delhi
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Dear all
I am agree with Mr. Raj. Raj is cent percent correct because every profressional have own level and there is no need to find out his previous salary. Strictly it should not to be checked.
But if the company wants to check the previous salary of his new joinees, the company should use the Grapevine Communication (Informal Communication). Through it the company would know about the previous salary of new joinees's.
The term grapevine communication is often used interchangeably with the term informal communication. The term originated in the 1860s during the American Civil War. It was used as a term that described the telegraph lines that were strung through the trees in a manner that resembled grapevines. It also came to mean informal communication that was not very effective because the telegraph system was not a reliable source of communication at the time. Almost a century later, it was discovered that the path of grapevine communication does resemble a cluster of grapes.
It has been shown that informal communication or grapevine communication occurs when formal communication is not sufficient. Research and studies have concluded that informal communication occurs either when insufficient of ambiguous information is transmitted through formal communication. Some organizational theorists feel that some informal or grapevine communication is needed in organizational life.
The way grapevine communication works is one person, Person 1, sends a message to Person 2 and Person 3. Then, Person 2 tells Person 4 and Person 5. And Person 3 tells Person 6. Not all participants within the grapevine send messages. Some participants are just receivers. Liaisons within an organization usually help facilitate grapevine communication. The use of this type of communication is common among managers as well as subdivision employees.
The types of rumors that are spread through grapevine communication can be classified into two groups, spontaneous and premeditated. Spontaneous rumors are spread when people are stressed or in an untrustworthy environment. Premeditated rumors spread within highly competitive environments. These two groups can be broken down into four classifications: wish fulfillment, anxiety, wedge drivers, and home stretchers. These types of rumors can also be spread through other types of informal network structures such as the single strand chain, the cluster chain, the probability chain, and the gossip chain.
Jitendra Mishra derived 8 reasons Grapevine communication Exists. Some of the reasons include the need for faster communication, useful messages transmitted, outlets for imagination and apprehension, and helps build teamwork and corporate identity. Surprisingly, 75% of all organizations’ practices, policies, and procedures are shared through grapevine communication. Studies have shown the employees find informal communication such as grapevine communication to be more effective than formal channels of communication.
From India, Delhi
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Thank you, Asha Mathew.
I believe Raj Kumar, to some extent, you are also correct, and the others who are supporting his reply as well. A HR profile does hold significance for a company, and as an HR professional, you have to thoroughly check the complete background of the candidates. If HR professionals are overlooking these fundamental aspects, it would be challenging to justify the salary that HR professionals negotiate from the company.
Regards
From India, Mumbai
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I believe Raj Kumar, to some extent, you are also correct, and the others who are supporting his reply as well. A HR profile does hold significance for a company, and as an HR professional, you have to thoroughly check the complete background of the candidates. If HR professionals are overlooking these fundamental aspects, it would be challenging to justify the salary that HR professionals negotiate from the company.
Regards
From India, Mumbai
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Hi Raj,
What you said is correct, and we need not verify the previous salary details like a detective. If the employees submit their salary slips, that could be better. Every company should have its own norms and policies. According to that, we can work.
Looking forward to your support.
Regards,
Sumana
From India, Hyderabad
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What you said is correct, and we need not verify the previous salary details like a detective. If the employees submit their salary slips, that could be better. Every company should have its own norms and policies. According to that, we can work.
Looking forward to your support.
Regards,
Sumana
From India, Hyderabad
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dear all.. i would like to know pay roll process and sallary generations norms as i am looking out for the job in HR-Pay roll sumana
From India, Hyderabad
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From India, Hyderabad
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What is the necessity? You will be paying as per your company’s pay packages only. G. Harikumar
From India, Mumbai
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From India, Mumbai
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any person who apply in PGDBM HR from distence learning amity 1st SEM pls provide assinment. and last year exam paper( pls send mail ID)
From India, Delhi
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From India, Delhi
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Dear Sarika,
If your company policy requires you to verify his experience and salary, consider hiring a background verification agency. Alternatively, once the candidate joins your organization, you can contact his/her previous company's HR/Finance department to request the necessary details.
Please refrain from contacting the candidate immediately after accepting the offer letter, as this could disrupt their presence during the notice period. You may include a note in the offer letter stating that background verification will be conducted to authenticate the information provided by the candidate, even if you do not actually conduct it.
At times, it is essential to verify the salary and experience of a candidate, as it reflects their ethics and character. If you are seeking a cost-effective method, contact the candidate's previous company and identify yourself as calling from [Your Company Name] Bank to verify their salary. The decision on the verification process lies with your company. Take all necessary steps to ensure thorough verification. Ask yourself, "Have I taken all the required actions to accomplish this task?" and "Has the objective been achieved?"
Beg, Borrow, Steal
Thanks,
Chaitanya Deshpande
From India, Bangalore
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If your company policy requires you to verify his experience and salary, consider hiring a background verification agency. Alternatively, once the candidate joins your organization, you can contact his/her previous company's HR/Finance department to request the necessary details.
Please refrain from contacting the candidate immediately after accepting the offer letter, as this could disrupt their presence during the notice period. You may include a note in the offer letter stating that background verification will be conducted to authenticate the information provided by the candidate, even if you do not actually conduct it.
At times, it is essential to verify the salary and experience of a candidate, as it reflects their ethics and character. If you are seeking a cost-effective method, contact the candidate's previous company and identify yourself as calling from [Your Company Name] Bank to verify their salary. The decision on the verification process lies with your company. Take all necessary steps to ensure thorough verification. Ask yourself, "Have I taken all the required actions to accomplish this task?" and "Has the objective been achieved?"
Beg, Borrow, Steal
Thanks,
Chaitanya Deshpande
From India, Bangalore
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Hello,
The salary offer depends on the candidate's profile, including experience, education, core qualities, and personal stability. However, while selecting a candidate, we have to consider our company's profile, such as tier 1, tier 2, position, location, and most importantly, the minimum and maximum salary brackets approved or affordable to management. For critical positions, a maximum of 10% to 15% hike on the maximum salary bracket for that particular position can be offered.
It is the recruiter's responsibility to attract core competency profiles within our salary bracket.
Regards,
Brijesh
From India, Pune
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The salary offer depends on the candidate's profile, including experience, education, core qualities, and personal stability. However, while selecting a candidate, we have to consider our company's profile, such as tier 1, tier 2, position, location, and most importantly, the minimum and maximum salary brackets approved or affordable to management. For critical positions, a maximum of 10% to 15% hike on the maximum salary bracket for that particular position can be offered.
It is the recruiter's responsibility to attract core competency profiles within our salary bracket.
Regards,
Brijesh
From India, Pune
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