Dear all
This is in ref to the predecied salary slabs in the organisation.
After every appraisal or at the time of salary revision the question comes how much to give rise on the basic salary?
Are there some technical parameters to decide salary slabs?? instead of general 20 or 30 % rise.
The proposed rise must create some impact on financial position of the co.
how to study feasibility of the same.??
pls guide on salary slbs as for nxt fin yr i wnt make predecided slabs & increments according to slbs only.
regards,
swapna
cite HR member:huh:
From India, Pune
This is in ref to the predecied salary slabs in the organisation.
After every appraisal or at the time of salary revision the question comes how much to give rise on the basic salary?
Are there some technical parameters to decide salary slabs?? instead of general 20 or 30 % rise.
The proposed rise must create some impact on financial position of the co.
how to study feasibility of the same.??
pls guide on salary slbs as for nxt fin yr i wnt make predecided slabs & increments according to slbs only.
regards,
swapna
cite HR member:huh:
From India, Pune
It mainly matters with 2 things......Appraisal score and company profits....
You need to determine the % of the revenue generated by the company the management is willing to share in salary cost. Then after the appraisal you can plot a bell curve on appraisal scores and take a call on % of increment to be given at different levels.
Rgrds,
From India, Mumbai
You need to determine the % of the revenue generated by the company the management is willing to share in salary cost. Then after the appraisal you can plot a bell curve on appraisal scores and take a call on % of increment to be given at different levels.
Rgrds,
From India, Mumbai
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Salary Structure Policy ().xls
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