Hi everyone,
I just want to ask, if one worker's salary was increased by the management more than his supervisor, should HR speak about that with the management? What do you think? Please share your comments.
Thank you.
From Sri Lanka, Colombo
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1I just want to ask, if one worker's salary was increased by the management more than his supervisor, should HR speak about that with the management? What do you think? Please share your comments.
Thank you.
From Sri Lanka, Colombo
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1. Why has management taken such a decision?
2. Does it mean that management does not know the salary of the supervisor?
3. Is the salary revision done without the knowledge of HR?
4. Is it possible that management does not want the services of the supervisor?
From India, Pune
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2. Does it mean that management does not know the salary of the supervisor?
3. Is the salary revision done without the knowledge of HR?
4. Is it possible that management does not want the services of the supervisor?
From India, Pune
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Supervisor and worker must be in two different grades. What are the rules for the grant of an increment? It is HR only who takes up for the grant of an increment, etc. What reason has been quoted for the grant of an increment of this nature? This needs to be looked into as it could upset the relationship between the worker and supervisor and among workers themselves.
From India, Pune
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From India, Pune
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It seems your establishment 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 the future.
B. Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
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B. Saikumar
HR & Labour Law Advisor
Navi Mumbai
From India, Mumbai
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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 get you anything other than academic answers.
From India, Mumbai
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From India, Mumbai
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I also agree with Mr. Saswata Banerjee. In a manufacturing company, it happens. In our company, we also pay a higher amount to highly skilled workmen. It depends on their skill set for a particular job, years of experience, and the market rate. For example, if you consider the case of a boiler welder, a boiler certified welder gets Rs 40,000 to 50,000 per month, but a supervisor may not receive that much with the same years of experience.
From India, Bhubaneswar
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From India, Bhubaneswar
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Dear colleague,
As stated by experienced professionals, it is a reality that a worker with a certain skill set, experience, and market rates earns more than a junior supervisor. Here, the issue is the worker's salary is increased more than that of the supervisor's without HR being involved. This is not advisable as HR can bring a different point of view to people decisions, which is their forte. Bypassing HR and making such decisions goes against the grain of the organization and is bound to cause ripples.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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As stated by experienced professionals, it is a reality that a worker with a certain skill set, experience, and market rates earns more than a junior supervisor. Here, the issue is the worker's salary is increased more than that of the supervisor's without HR being involved. This is not advisable as HR can bring a different point of view to people decisions, which is their forte. Bypassing HR and making such decisions goes against the grain of the organization and is bound to cause ripples.
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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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 a higher salary to a staff (that is more than the supervisor) violates the first principle and should be corrected.
Best regards.
From Philippines, Parañaque
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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 a higher salary to a staff (that is more than the supervisor) violates the first principle and should be corrected.
Best regards.
From Philippines, Parañaque
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Dear Friend,
It is a bad decision. This type of decision will demoralize the working groups. There should be hierarchy in payment as per the position. You may keep even a one rupee difference. Why your management took such a decision without the consent of HR, they know only. It is a biased decision.
From India, Mumbai
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It is a bad decision. This type of decision will demoralize the working groups. There should be hierarchy in payment as per the position. You may keep even a one rupee difference. Why your management took such a decision without the consent of HR, they know only. It is a biased decision.
From India, Mumbai
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If a subordinate deserves a higher salary than his supervisor because he is equipped with better skills, then promote him to a higher grade to avoid anomalies. Failing to do so may lead to other consequences, such as the subordinate not obeying the supervisor's instructions, 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
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B. Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
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Internal Equity Analysis 1.pdf
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