Hi all, am Bolatito an accountant from Nigeria. I find this forum very interesting and informative. Please keep the good work up.
I am faced with a task of reviewing my company's salary structure. We presently have a grade structure but we are faced with a challenge where the high level staff are clustered at maximum grade band and the low level staff are almost meeting up with them.
Please how do i resolve this, is it by reviewing the grade bands and what happens to benefits attached on these grade bands. Thanks
From Nigeria, Ibadan
I am faced with a task of reviewing my company's salary structure. We presently have a grade structure but we are faced with a challenge where the high level staff are clustered at maximum grade band and the low level staff are almost meeting up with them.
Please how do i resolve this, is it by reviewing the grade bands and what happens to benefits attached on these grade bands. Thanks
From Nigeria, Ibadan
Can someone please make a comment, i really need an urgent answer. I have been going through articles but kept on having problem in downloading. Pleaseeeeeeeee am waiting.
From Nigeria, Ibadan
From Nigeria, Ibadan
Hi,
Could you show us your structure details ? I think after going through your structure, it will be more easier to comment / suggest on it.
Even though, I have not known about your structure, I can understand the problems you are facing. There is definitely a solution to it. After going through the structure we can do benchmarking.
Santosh Iyer
From India, Pune
12Could you show us your structure details ? I think after going through your structure, it will be more easier to comment / suggest on it.
Even though, I have not known about your structure, I can understand the problems you are facing. There is definitely a solution to it. After going through the structure we can do benchmarking.
Santosh Iyer
From India, Pune
HI I didnt really understand what you are thrying to say. If at the max grade you have high level employees then how come the low level employees are reaching the same level.....
From India, New Delhi
From India, New Delhi
Sush,
To tell you frankly, what I have understood is that as there was no proper system set, many of the employees (who doesn't deserve to be at that point) are that higher cadre.
If we consider that his maximum employees are in Executive cadre and you want a solution for it, we can benchmark that the gradation will start from Executive cadre, which will definitely bring those higher cadre to the lower cadre.
Correct me if I am wrong.
Santosh Iyer
From India, Pune
To tell you frankly, what I have understood is that as there was no proper system set, many of the employees (who doesn't deserve to be at that point) are that higher cadre.
If we consider that his maximum employees are in Executive cadre and you want a solution for it, we can benchmark that the gradation will start from Executive cadre, which will definitely bring those higher cadre to the lower cadre.
Correct me if I am wrong.
Santosh Iyer
From India, Pune
HI Santosh, Thanks for your concern. Please find attached a copy of the structure. Will appreciate your assistance. I will also send it to your mail in case of possible downloading problem. Bolatito
From Nigeria, Ibadan
From Nigeria, Ibadan
Hi Such,
Thanks for your comment. To answer your question on what brought about the gap.
There was a time when the gap was so much between the low and high level employees. And management felt it should be bridged by having a different percentage increment for the two levels during yearly appraisals.
The high level officers get a lower percentage compares with the lower level employees.
Thanks
From Nigeria, Ibadan
Thanks for your comment. To answer your question on what brought about the gap.
There was a time when the gap was so much between the low and high level employees. And management felt it should be bridged by having a different percentage increment for the two levels during yearly appraisals.
The high level officers get a lower percentage compares with the lower level employees.
Thanks
From Nigeria, Ibadan
Hi Sush/Delhi
Thanks for your comment. To answer your question on what brought about the gap.
There was a time when the gap was so much between the low and high level employees. And management felt it should be bridged by having a different percentage increment for the two levels during yearly appraisals.
The high level officers get a lower percentage compares with the lower level employees.
I bolden the word management to reply Sush that truly we may not have a proper system because there is no formal hr in house.
Thanks
From Nigeria, Ibadan
Thanks for your comment. To answer your question on what brought about the gap.
There was a time when the gap was so much between the low and high level employees. And management felt it should be bridged by having a different percentage increment for the two levels during yearly appraisals.
The high level officers get a lower percentage compares with the lower level employees.
I bolden the word management to reply Sush that truly we may not have a proper system because there is no formal hr in house.
Thanks
From Nigeria, Ibadan
Hi Bolatito To tell you frankly, I jam a bit confused about your actual problem. Could you please elaborate in details?
From India, Pune
From India, Pune
i guess u r right Santosh....
I just saw the attached file..... Boy the number or salary groups is .........I guess the first thing that need to be done is bring down the number of groups..You can have a wider range sitting in one group rather than having the current situation....
In that way you will have a clear demarcation as well...
From India, New Delhi
I just saw the attached file..... Boy the number or salary groups is .........I guess the first thing that need to be done is bring down the number of groups..You can have a wider range sitting in one group rather than having the current situation....
In that way you will have a clear demarcation as well...
From India, New Delhi
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