I am working in a start up IT company. Maximum hiring has done before I joined. Employees are offered with spot CTC. Now I have to make a grade pay and standardise the employee salary. Plz suggest how to do so step by step.
Hi Shreyasi,
Such things happens in small, non-corporate entities. While its ok the Proprietor/Partners, CEO will have the authority/liberty, powers to fix the remuneration, perks of employees at their will, as the firm grows it becomes necessary proper policies are evolved, framed and approved for implementation in order to bring-in professionalism in admin. In this circumstances, you'll have your hands full to conceive, evolve, formulate and put in place certain framework for the good of organisation. You'll have good experience and responsibilities side by side in your endeavour. Friends in CiteHR voluntarily help & guide you for proper approach to achieve.
To start with -
1. Prepare an organisation chart, the existing one as per hierarchy along with EXISTING remuneration, in a pyramid model. This also should show clearly their duties and responsibilities, alongside, the JD (job description), qualification/experience etc;
2. Study the structure of similar organisations in your own lines, ascertain other details like designation, remuneration, JD, responsibilities etc.
3. Compare both juxtaposed and when done you'll know where you are; and note down what are all required to catch up with others, short list where to tinker with.
4. Prepare a combined Organisation chart (revised & to be proposed) incorporating what you have noted down. Now you are ready with your own proposed chart comprising all aspects, discuss with your HR Manager, who in turn will other HoDs, promoters and gets finalised & approved. There you'll have a fresh all-in-organisation chart for you/everyone to follow.
There are a few useful links on to your right of screen which will provide certain helpful attachments, use them.
If you'll need any assistance, continue this thread.
From India, Bangalore
1073Such things happens in small, non-corporate entities. While its ok the Proprietor/Partners, CEO will have the authority/liberty, powers to fix the remuneration, perks of employees at their will, as the firm grows it becomes necessary proper policies are evolved, framed and approved for implementation in order to bring-in professionalism in admin. In this circumstances, you'll have your hands full to conceive, evolve, formulate and put in place certain framework for the good of organisation. You'll have good experience and responsibilities side by side in your endeavour. Friends in CiteHR voluntarily help & guide you for proper approach to achieve.
To start with -
1. Prepare an organisation chart, the existing one as per hierarchy along with EXISTING remuneration, in a pyramid model. This also should show clearly their duties and responsibilities, alongside, the JD (job description), qualification/experience etc;
2. Study the structure of similar organisations in your own lines, ascertain other details like designation, remuneration, JD, responsibilities etc.
3. Compare both juxtaposed and when done you'll know where you are; and note down what are all required to catch up with others, short list where to tinker with.
4. Prepare a combined Organisation chart (revised & to be proposed) incorporating what you have noted down. Now you are ready with your own proposed chart comprising all aspects, discuss with your HR Manager, who in turn will other HoDs, promoters and gets finalised & approved. There you'll have a fresh all-in-organisation chart for you/everyone to follow.
There are a few useful links on to your right of screen which will provide certain helpful attachments, use them.
If you'll need any assistance, continue this thread.
From India, Bangalore
Hi,
Further to Shreyasi's query,
In a growing proprietorship co like ours, we do not have a structured pay system. Our HO in mumbai and overseas operations and so far the salaries offered at time of joining based on the last drawn pay of the employee. Hikes till date offered at a flat lumpsum based on overall performance of company and employee. However as co is growing, now the plan is to structure the system slightly, and come out with grading systems from exe to senior level staff. A brief jd was prepared for the mumbai staff few yrs ago, which needs to be revised. Our mgmt does not want to design a complex system for offering hike/ promotion, instead a simple one - where promotion only offered to deserving one, while to motivate others of same grade, can offer some perks/incentives/ allowance like travel , etc.
Would like to know few perks/allowances offered as per the current trends and norms even at a junior level ?
Regards,
MHN
From India, Mumbai
Further to Shreyasi's query,
In a growing proprietorship co like ours, we do not have a structured pay system. Our HO in mumbai and overseas operations and so far the salaries offered at time of joining based on the last drawn pay of the employee. Hikes till date offered at a flat lumpsum based on overall performance of company and employee. However as co is growing, now the plan is to structure the system slightly, and come out with grading systems from exe to senior level staff. A brief jd was prepared for the mumbai staff few yrs ago, which needs to be revised. Our mgmt does not want to design a complex system for offering hike/ promotion, instead a simple one - where promotion only offered to deserving one, while to motivate others of same grade, can offer some perks/incentives/ allowance like travel , etc.
Would like to know few perks/allowances offered as per the current trends and norms even at a junior level ?
Regards,
MHN
From India, Mumbai
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