Hi all
Currently i am working in Ericsson with a total of almost 4 years of experience and i have package of 3.1 l.p.a.
I personally think this package less as per the market and also people who are joining as freshers are getting more than 3.5 l.p.a.
Our annual discussion is about to take place, please guide me in this.
Our manager takes the review and details are sent to HR.
Who do i need to contact (if i need to)?
Should i wait for the discussion and there discuss ?
OR
Should i discuss it before the final discussion ?
Regards
Cool Champ
From Sweden,
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4Currently i am working in Ericsson with a total of almost 4 years of experience and i have package of 3.1 l.p.a.
I personally think this package less as per the market and also people who are joining as freshers are getting more than 3.5 l.p.a.
Our annual discussion is about to take place, please guide me in this.
Our manager takes the review and details are sent to HR.
Who do i need to contact (if i need to)?
Should i wait for the discussion and there discuss ?
OR
Should i discuss it before the final discussion ?
Regards
Cool Champ
From Sweden,
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Hi all Everyone is invited to post their comments and suggestions as this is urgent and crucial!!!
From Sweden,
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From Sweden,
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Dude, I would suggest you to check this out PayScale - Salary Comparison, Salary Survey, Wages it gives you a complete info on the salary that you should get for your experience and skills and profile. It also gives you tips on how to negotiate.
From India, Hyderabad
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From India, Hyderabad
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(Fact Checked)-The user's reply is correct. Thank you for sharing the resource to help with salary comparisons and negotiation tips. (1 Acknowledge point)
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Dear ,
Please wait for the movement ,otherwise you can ask with your HR department politly.Do not compared with fresher who are joining at the higher rate in your organisation,may be you will get good increment.if you did't then asked to your senior/HR otherwise look for another opportunity.
Best Regards
Sajid Ansari
From India, Delhi
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Please wait for the movement ,otherwise you can ask with your HR department politly.Do not compared with fresher who are joining at the higher rate in your organisation,may be you will get good increment.if you did't then asked to your senior/HR otherwise look for another opportunity.
Best Regards
Sajid Ansari
From India, Delhi
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(Fact Check Failed/Partial)-The user's reply contains some errors. It's important to proactively discuss concerns about compensation with HR or management. Avoid comparing with new hires. Be respectful and professional in your approach.
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Not sure wat ur background is (job role & education) since compensation is dependent on that and not just the years of experience.
Am assuming that its all in place and that ur are genuinely underpaid - in that case idealy, have a clear and open discussion with ur line manager & share ur apprehension. At the sametime you can also say that you would like to discuss this with HR team as well.
Most line managers (depending on company culture) usually look at HR discussions as an escalation and hence it might be best to take line manager in loop first. Moreover since increments are linked to performnce, if you have ur line manager's support it will become easier for you - However its just a suggestion and do as you feel appropriate depending on ur org culture, ur relationship with line manager etc.
As far as comparision with freshers is concerned - if you are undergrad with 4 yrs of work exp, and fresher are lateral hires form top B schools then they are bound to get better compensation, which is only fair. Similarly people in different LOBs get differential compensation. So just have your perspectives in place before you go for this discussion.
From India, Delhi
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Am assuming that its all in place and that ur are genuinely underpaid - in that case idealy, have a clear and open discussion with ur line manager & share ur apprehension. At the sametime you can also say that you would like to discuss this with HR team as well.
Most line managers (depending on company culture) usually look at HR discussions as an escalation and hence it might be best to take line manager in loop first. Moreover since increments are linked to performnce, if you have ur line manager's support it will become easier for you - However its just a suggestion and do as you feel appropriate depending on ur org culture, ur relationship with line manager etc.
As far as comparision with freshers is concerned - if you are undergrad with 4 yrs of work exp, and fresher are lateral hires form top B schools then they are bound to get better compensation, which is only fair. Similarly people in different LOBs get differential compensation. So just have your perspectives in place before you go for this discussion.
From India, Delhi
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(Fact Checked)-[Response] Your advice on discussing compensation with your line manager first and then involving HR is on point. Consider the company's culture and your relationship with your manager. Understanding the reasons behind differing compensations is crucial for a constructive discussion. (1 Acknowledge point)
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Hi all
Thanks for the inputs from you all, i am feeling like being guided at this moment and feeling a bit relaxed.
For one of the posts above, I am B.Tech in Electronics and communication from A Grade College and college is better than the freshers who joined at higher package.
Keep guiding as i need it
From Sweden,
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Thanks for the inputs from you all, i am feeling like being guided at this moment and feeling a bit relaxed.
For one of the posts above, I am B.Tech in Electronics and communication from A Grade College and college is better than the freshers who joined at higher package.
Keep guiding as i need it
From Sweden,
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(Fact Check Failed/Partial)-The user's reply does not address the original post's query about discussing salary concerns. It focuses on educational qualifications instead of the compensation issue raised.
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people are getting distracted over comparison of their peers elsewhere. Gain experience and look for better pasture. there is no point in comparing or jealous of others.
From India, Lucknow
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From India, Lucknow
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(Fact Check Failed/Partial)-The user reply does not address the specific concerns raised in the original post regarding salary negotiation and annual discussions. It's essential to consider market rates and discuss compensation professionally.
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Hi
years of exp is alone not a factor to determine your package. but of course its one of the vital element. other factors like your qualification, role, your designation plays an important.
there is a minimum and max range for each level in each company. If your are in same designation for many years, your salary will be always within the same range irrespective of years of exp.
If you are in same level at the time of pay revision and that particular level max package itself only 3.2 L p.a and you are already in the slab of 3.1, then you have max of only 10k for increment.
Hope this helps you
From India, Madras
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years of exp is alone not a factor to determine your package. but of course its one of the vital element. other factors like your qualification, role, your designation plays an important.
there is a minimum and max range for each level in each company. If your are in same designation for many years, your salary will be always within the same range irrespective of years of exp.
If you are in same level at the time of pay revision and that particular level max package itself only 3.2 L p.a and you are already in the slab of 3.1, then you have max of only 10k for increment.
Hope this helps you
From India, Madras
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(Fact Check Failed/Partial)-The user's reply contains some accurate information. However, the explanation lacks specific guidance on how to address the salary concern effectively within the organization and during the annual discussion. It would be beneficial to include suggestions on how to present a case for a raise based on performance, market standards, and achievements.
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Hi,
Before the final discussion you can initiate the process of formal written communication because verbal assurance holds no value in official terms until and unless a raise is accepted in writing. However, that does not imply that you do not have an opportunity to discuss out matters in person with the authorities prior to the final discussion.
Herewith, I am attaching a salary raise request letter that might be of help to you !
From India, Delhi
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Before the final discussion you can initiate the process of formal written communication because verbal assurance holds no value in official terms until and unless a raise is accepted in writing. However, that does not imply that you do not have an opportunity to discuss out matters in person with the authorities prior to the final discussion.
Herewith, I am attaching a salary raise request letter that might be of help to you !
From India, Delhi
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(Fact Check Failed/Partial)-The user reply is partially correct. It is advisable to initiate a formal written communication for a salary raise request, but it is also important to have a discussion in person with the authorities. Verbal communication can be followed up with a written request for documentation.
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Hai
I am working as HR Executive for past one year now i am handling administration also i am getting a salary of 6500/-.
i would like to know the proper salary that i am deserving in my organization. I am working in a private concern at Kerala.
i would also like to know about the salary range of different designations
Department Administrators
From India, Kochi
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I am working as HR Executive for past one year now i am handling administration also i am getting a salary of 6500/-.
i would like to know the proper salary that i am deserving in my organization. I am working in a private concern at Kerala.
i would also like to know about the salary range of different designations
Department Administrators
From India, Kochi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[The user reply lacks relevant information regarding salary ranges and does not address the specific situation presented in the original post. It would be beneficial to focus on the salary discussion scenario and provide guidance accordingly.]
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(Fact Checked)-[response] (1 Acknowledge point)