Hello,
This is Sonal.I need help in designing salary slabs for my company.The company is having the following designations:
Manager-IT,System Administrator,Asst. manager- HR, HR Executive,Software Engineer, Solutions Consultant, Technical Consultant,Project Lead, Marketing Executive, research Trainee- Marketing,Asst. manager Finance, Finance executive.
Please let me know as I am having an urgent requirement for the same.
Regards,
Sonal
From India, Mumbai
This is Sonal.I need help in designing salary slabs for my company.The company is having the following designations:
Manager-IT,System Administrator,Asst. manager- HR, HR Executive,Software Engineer, Solutions Consultant, Technical Consultant,Project Lead, Marketing Executive, research Trainee- Marketing,Asst. manager Finance, Finance executive.
Please let me know as I am having an urgent requirement for the same.
Regards,
Sonal
From India, Mumbai
Dear Sonal ,
if u can send me the decided CTC for the every designation as you know the CTC decided as per the responsibilites and the Financial structure of the comapny then i can send u the breakups, every organization has its own slabs depends upon the fincial size of the company or you send me the size , structure of the comapny then i will make the slab for each designation.
rgds
Mahavir Singh
From India, New Delhi
if u can send me the decided CTC for the every designation as you know the CTC decided as per the responsibilites and the Financial structure of the comapny then i can send u the breakups, every organization has its own slabs depends upon the fincial size of the company or you send me the size , structure of the comapny then i will make the slab for each designation.
rgds
Mahavir Singh
From India, New Delhi
Dear Sonal,
As suggested by Mahavir you need to categarie the designations as per the seniority. Basedd on the seniority you need to mention average CTC agaiainst each designation. this will give you mean of the scale. By using statistical tools as well you can reach to the solution for creating salary slabs. In case you want more details then you can revert to me.
rgds.......sharad
From India, Mumbai
As suggested by Mahavir you need to categarie the designations as per the seniority. Basedd on the seniority you need to mention average CTC agaiainst each designation. this will give you mean of the scale. By using statistical tools as well you can reach to the solution for creating salary slabs. In case you want more details then you can revert to me.
rgds.......sharad
From India, Mumbai
I have completed my MBA HR(Regular) at SRM University.
I find myself good at communication too.
I find some HR impressed with me during the interviews still i could not manage a Job for myself. They call it Recession.
I also completed a certificate course on Human Resource management at Ma Foi Academy.
I have attached my CV please find if there is any mistakes.
If i get myself into Recruitment ? is that i ve to be in recruitment all my life.
From India, Madras
I find myself good at communication too.
I find some HR impressed with me during the interviews still i could not manage a Job for myself. They call it Recession.
I also completed a certificate course on Human Resource management at Ma Foi Academy.
I have attached my CV please find if there is any mistakes.
If i get myself into Recruitment ? is that i ve to be in recruitment all my life.
From India, Madras
Dear Sonal
Greetings!
I am Swati Sinha from Ways Staffing Services. We are delhi based consultant, handling recruitment for whole over India. We have good data base of IT and non-IT people .Probably we can help you out in this.
Please find attached our Company Profile and Terms & Condition for your reference.
We can start sourcing candidates for you and shortlisting them after we receive the go-ahead. In the mean time we will send you the hard copy of our terms & conditions.
Looking forward to hearing from you.
Thanks & Regards,
Swati Sinha
Wayz Staffing Services
B-5,Sector-23,Noida
Telefax: 91 120 4298556/9999856029
E-mail:wayz_hr@yahoo.co.in
From India, Bangalore
Greetings!
I am Swati Sinha from Ways Staffing Services. We are delhi based consultant, handling recruitment for whole over India. We have good data base of IT and non-IT people .Probably we can help you out in this.
Please find attached our Company Profile and Terms & Condition for your reference.
We can start sourcing candidates for you and shortlisting them after we receive the go-ahead. In the mean time we will send you the hard copy of our terms & conditions.
Looking forward to hearing from you.
Thanks & Regards,
Swati Sinha
Wayz Staffing Services
B-5,Sector-23,Noida
Telefax: 91 120 4298556/9999856029
E-mail:wayz_hr@yahoo.co.in
From India, Bangalore
Dear Sonal
for the above purpose at first you have to divide the different designations into slabs Like one slab is for executives one for Asst managers & for managers only after this One can suggest salary slab based on your organisation CTC Structure
Regards
Lokesh Sharma
From India, Delhi
3for the above purpose at first you have to divide the different designations into slabs Like one slab is for executives one for Asst managers & for managers only after this One can suggest salary slab based on your organisation CTC Structure
Regards
Lokesh Sharma
From India, Delhi
Dear Sonal
Not only slabs, you'll have to make a tentative organization chart also indicating peer positions in different functional areas; as you have designations in Finance, HR, Sales/Marketing, technical (S/W) positions as well.
You'll have to decide whether Astt. Managers in HR and Finance, Sales and S/W development will have the same salary structure or a differential salary structure ?
Compensation Management is not just listing out designations level-wise and putting some slab against each level.
You'll have to be clear about many things; e.g. how would you compensate a CA with 3 years experience, a MBA-HR with same experience and a B.Tech (S/W) with the same experience ? Even in Technical area; you'll have to be clear on how you intend to fix salary for a graduate from IIT and one from an REC with different experiences with reputed companies.
Overall, there should be a sense of equity and fairness; else you'll find people leaving every three months after joining,
Apart from above; every co. has its own ways of breaking up the salary components.
Compensation management is very creative; just like an architect designing a home for every plot size and owner's profile and requirement; there can be n number of solutions.
Regards.
From India, Delhi
Not only slabs, you'll have to make a tentative organization chart also indicating peer positions in different functional areas; as you have designations in Finance, HR, Sales/Marketing, technical (S/W) positions as well.
You'll have to decide whether Astt. Managers in HR and Finance, Sales and S/W development will have the same salary structure or a differential salary structure ?
Compensation Management is not just listing out designations level-wise and putting some slab against each level.
You'll have to be clear about many things; e.g. how would you compensate a CA with 3 years experience, a MBA-HR with same experience and a B.Tech (S/W) with the same experience ? Even in Technical area; you'll have to be clear on how you intend to fix salary for a graduate from IIT and one from an REC with different experiences with reputed companies.
Overall, there should be a sense of equity and fairness; else you'll find people leaving every three months after joining,
Apart from above; every co. has its own ways of breaking up the salary components.
Compensation management is very creative; just like an architect designing a home for every plot size and owner's profile and requirement; there can be n number of solutions.
Regards.
From India, Delhi
Dear Sonal,
Salary structure differs from company to company. I suggest you do the followings:
1. Prepare an Org. chart with levels under each dept. & head count.
2. Prepare budget for overall cost under salary head.
3. Do a competitor's analysis and find out how much your competitors are paying for similar skill sets and if, you can afford the same or slightly more.
4. Define whether you want salary to be skill based or performance based. If skill based, keep the fixed components high with low variables and incase, you want it to be performance based, keep high variable with lower fixed CTC.
This process will help you to arrive at accurate figures.
Best Regards,
Dishank
From India, Bangalore
Salary structure differs from company to company. I suggest you do the followings:
1. Prepare an Org. chart with levels under each dept. & head count.
2. Prepare budget for overall cost under salary head.
3. Do a competitor's analysis and find out how much your competitors are paying for similar skill sets and if, you can afford the same or slightly more.
4. Define whether you want salary to be skill based or performance based. If skill based, keep the fixed components high with low variables and incase, you want it to be performance based, keep high variable with lower fixed CTC.
This process will help you to arrive at accurate figures.
Best Regards,
Dishank
From India, Bangalore
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