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Question
a new laboratory assistant- Anna- has greatly impressed the human resource manager with her work skills and work ethic. she was told that she would have a performance appraisal after both 6 & 12 months. subject to positive performance record, she could expect a salary adjustment. normally, salary increases are 5% p.a. however because of her positive 6 month appraisal, the human resource manager wants to increase her pay by 10%. Cherie being an employee there for 10 years, has only ever had an annual increment of nothing greater than 5%. Cherie feels like she has been treated unfair as she has always been a good worker and have often worked long hours- without compensation. therefore Cherie makes an appointment with the HR manager to discuss my dissatisfaction over Anna's proposed salary increase.
Taking the role of the human resource manager what could be discussed/justified with both cherie and Anna

Answer
Discussions with Anna
Since Anna is doing good on her job she will be given what was promised at the time of hiring.  Good performers do get paid better than her peers.

She should be motivated to continue with her doing well in her job.

Discussions with Cherie.

1. Need to hire new employees at different salary levels due to market conditions.
2. Peer salary comparisons are generally encouraged as the outcomes of 2 employees are different
3. Lower salary hikes are more to do with individual performance which appears average
4. Business needs different types of employees and it is wrong to compare with salary of others !
5. If she needs higher salary increments she needs to work extra hard and prove her capabilities.  

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Raghav

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HR Shared Services HR Consulting - including HR Outsourcing Recruitments Process Outsourcing Staffing Onsite HR / Recruiters HR Policies & Processes Compensation and Benefits Survey Employee Surveys Feedback Performance Management Succession Planning Creating Leadership pipeline Competency mapping Developing Learning / Centres of Excellence Business HR HR / Employee Manuals - Dashboards HR Audits Gap Analysis Exit Process Outsourcing Learning Process Outsourcing Start Up HR

Experience

Professional Experience & Achievements HR Policy Design & Implementation Involved in Policy making & manuals Comparative Industry study, Gap Analysis Updating and introduction of new ones Design and implementation of HR trackers relating to policies and practices Comp & Benefits and Rewards management Design and implementation Compensation and Benefits Policy Periodic Benchmarking Compensation and restructured Compensation / Levels Updating Grades and designations Advising Management on current trends in C & B with respect to annual increases. Financial impact analysis and creation of budgets for the year. Presenting Reports to Management effective cost control, Manpower cost budgets, and forecasting incremental changes for implementation. Presenting on Quarterly C&B data based on the reports from professional bodies Hewitt / Mercer supplemented by collecting informal data from other companies Parity analysis for new hires vis--vis the existing employees in similar grades / level Designed and implemented a robust and transparent Rewards Recognition system Performance Management Talent Acquisition Part of Project Team for composition and positioning of team members. Documented the level / grade and budgets for open positions, project estimation with respect to manpower costs and hiring costs. Designed and implemented cost effective hiring solutions maximizing Employee referrals with innovative campaigns. Career Management: Learning & Development Initiatives Communication and change management Employee Engagement Employee Retention

Organizations
Ness Technologies Inc Bluestar Infotech

Publications
2 Blogs www.hrinindia.blogspot.com

Education/Credentials
Post Graduate in HRM

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