Hi everyone.. I just want to tell you if one of worker's salary was increased by the management more than his supervisor should not HR speak about that with the management? What do you think? Please give your comments
Thank you
From Sri Lanka, Colombo
1Thank you
From Sri Lanka, Colombo
1. why management taken such decision
2. Does it mean that management do not know the salary of supervisor?
3.Is thesalaryrevision is done without knowledge of HR?
4. Is it like that management dont want services of the supervisor?
From India, Pune
2. Does it mean that management do not know the salary of supervisor?
3.Is thesalaryrevision is done without knowledge of HR?
4. Is it like that management dont want services of the supervisor?
From India, Pune
Supervisor and worker must be in two different grades.
What are the rules for grant of increment?
It is HR only who takes up for grant of increment etc.
What reason has been quoted for the grant of increment of this nature?
Needs to be looked into as it could upset relationship between worker and supervisor and among workers itself.
From India, Pune
What are the rules for grant of increment?
It is HR only who takes up for grant of increment etc.
What reason has been quoted for the grant of increment of this nature?
Needs to be looked into as it could upset relationship between worker and supervisor and among workers itself.
From India, Pune
It seems your establishments does not have proper salary bands which often leads to this anomalous situation.The queries asked by the seniors will help you locate it. Frame a grade-wise salary structure to prevent such overlapping in future.
B.Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
B.Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
Who has granted the increment ?
How is it that it was done without hr knowing about it ?
As such some highly skilled workers may be paid higher than the supervisors. We need to know the complete details of the matter. Questions with vague background rarely gets you anything other than academic answers
From India, Mumbai
How is it that it was done without hr knowing about it ?
As such some highly skilled workers may be paid higher than the supervisors. We need to know the complete details of the matter. Questions with vague background rarely gets you anything other than academic answers
From India, Mumbai
I also agree to Mr. Saswata Banerjee. In manufacturing company it happens. In our company we also pay higher amount to highly skilled workmen. It depends on their skill set on particular job, years of experience and market rate. If you consider a case of boiler welder then a boiler certified welder gets Rs 40,000/- to 50,000/- per month but a supervisor may not get that much of amount with same years of experiance.
From India, Bhubaneswar
From India, Bhubaneswar
Dear colleague,
As stated by experienced professionals, it is reality that a worker with certain skill set, experience and market rates draws more than junior supervisor. Here the issue is salary of a worker is increased more than that of Supervisor's without HR being involved. This is not done as HR can bring a different point of view in the people decisions which is his forte and to bypass him and take such decision goes against the grain of the organisation and bound to cause ripples.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
As stated by experienced professionals, it is reality that a worker with certain skill set, experience and market rates draws more than junior supervisor. Here the issue is salary of a worker is increased more than that of Supervisor's without HR being involved. This is not done as HR can bring a different point of view in the people decisions which is his forte and to bypass him and take such decision goes against the grain of the organisation and bound to cause ripples.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Hi! This situation (salary of staff is higher than his supervisor) is what we call (in compensation) SALARY DISTORTION.
The distortion of salaries can always happen when a company has no valid Salary Structure that is based on appropriate "job grades" and "job classes".
The situation in some countries (like India) is really problematic because it confuses the use of the term "salary component" as the "salary structure".
To avoid salary distortion, companies must adopt a valid Salary Structure that is based on Job Classification and Job Grading. A salary structure that has valid job classes and job grades will be able to define the "rate range" of each job grade and job class. Hence, supervisors will always have higher job grades --- and therefore higher salary rates. Non Supervisors will also have their respective rate ranges --- but always lower than supervisors.
Please remember that your company must always have a Salary Structure that is compliant with the first compensation principle of Internal Equity -- i.e. big jobs must be paid more than small jobs. Hence, the giving of higher salary to a staff (that is more than the supervisor) violates the first principle and should be corrected.
Best regards.
From Philippines, Parañaque
The distortion of salaries can always happen when a company has no valid Salary Structure that is based on appropriate "job grades" and "job classes".
The situation in some countries (like India) is really problematic because it confuses the use of the term "salary component" as the "salary structure".
To avoid salary distortion, companies must adopt a valid Salary Structure that is based on Job Classification and Job Grading. A salary structure that has valid job classes and job grades will be able to define the "rate range" of each job grade and job class. Hence, supervisors will always have higher job grades --- and therefore higher salary rates. Non Supervisors will also have their respective rate ranges --- but always lower than supervisors.
Please remember that your company must always have a Salary Structure that is compliant with the first compensation principle of Internal Equity -- i.e. big jobs must be paid more than small jobs. Hence, the giving of higher salary to a staff (that is more than the supervisor) violates the first principle and should be corrected.
Best regards.
From Philippines, Parañaque
Dear Friend,
It is a bad decission. This type of decission will demoralise the working groups. There should be hirerarchy in payment as per with the position. You may keep even one rupee difference. Why your management took such a decission without consent of HR, they know only. It is a biased decission.
From India, Mumbai
It is a bad decission. This type of decission will demoralise the working groups. There should be hirerarchy in payment as per with the position. You may keep even one rupee difference. Why your management took such a decission without consent of HR, they know only. It is a biased decission.
From India, Mumbai
If a subordinate deserves higher salary than his supervisor because he ie equipped with better skills, then promote him to higher grade to avoid anomalies, failing which it may lead to other consequences like subordinate not obeying supervisor's instructions or disrupting team spirit or as Prabhat said,demoralizing supervisors who shoulder more responsibility for less salary.That's why grading of posts with corresponding salary bands can avoid this anomaly.
B.saikumar
HR & Labour Relations advisor
Navi Mumbai
From India, Mumbai
B.saikumar
HR & Labour Relations advisor
Navi Mumbai
From India, Mumbai
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Salary-Note.doc
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