I am an HR in IT Firm. I completed my 1 year on 2nd March 2017 in this company and was supposed to get an yearly increment as mentioned in the appointment letter and as per the policies also. Though, at the time of the interview i was promised to get increment after my 3 months of joining. But company was not going well financially. So even after reminding them for their promise, they didn't do that.
I told them for my increment after my 1 year completion, but at the time of discussion they said that we cant increase the salary of HR Dept. You know our financial condition is not good and blah blah. I understood, but others (Developers) are getting their increment, Why is it so?? That's complete partiality.
What could be done in this case?
From India, Jaipur
I told them for my increment after my 1 year completion, but at the time of discussion they said that we cant increase the salary of HR Dept. You know our financial condition is not good and blah blah. I understood, but others (Developers) are getting their increment, Why is it so?? That's complete partiality.
What could be done in this case?
From India, Jaipur
Dear Ruchi,
To whom to give salary increment and that too by what per cent is the discretion of the management. Yes, management is expected to promote fairness in day to day life. However, this may not be possible from the owners of SMEs.
Now you have two options. One is to continue without grumbling. If the company weathers this crisis and moves on, the management will be obliged to you forever for not abandoning them in their bad days. They will not demonstrate their generosity directly, but they might do it indirectly. I have seen few cases wherein few staff who worked even without salary for the months were rewarded at the later stage. However, your continuation also comes with risk. This risk is about sustenance of the enterprise. What if management winds up their business? Will they rehabilitate you?
The second option is to put up proper application for the annual salary increment. If you do not get any proper reply or if the reply is not satisfactory then you may tender resignation. However, before quitting, make sure that you have alternate employment ready.
As far as parity with the operations staff is concerned, this could be far-fetched. In most of the companies or even industries, operations are given whip hand and HR is always treated as second rung department.
Sometimes in life we get confused about the choices. Whether the choice was right or wrong that we come to know as the layers of time unfold!
All the best!
Dinesh Divekar
From India, Bangalore
7884To whom to give salary increment and that too by what per cent is the discretion of the management. Yes, management is expected to promote fairness in day to day life. However, this may not be possible from the owners of SMEs.
Now you have two options. One is to continue without grumbling. If the company weathers this crisis and moves on, the management will be obliged to you forever for not abandoning them in their bad days. They will not demonstrate their generosity directly, but they might do it indirectly. I have seen few cases wherein few staff who worked even without salary for the months were rewarded at the later stage. However, your continuation also comes with risk. This risk is about sustenance of the enterprise. What if management winds up their business? Will they rehabilitate you?
The second option is to put up proper application for the annual salary increment. If you do not get any proper reply or if the reply is not satisfactory then you may tender resignation. However, before quitting, make sure that you have alternate employment ready.
As far as parity with the operations staff is concerned, this could be far-fetched. In most of the companies or even industries, operations are given whip hand and HR is always treated as second rung department.
Sometimes in life we get confused about the choices. Whether the choice was right or wrong that we come to know as the layers of time unfold!
All the best!
Dinesh Divekar
From India, Bangalore
Hello Dinesh Sir,
Thanks a ton!!!
But why there is a partiality between Developers and HR? Are HR's not working properly ?
I am understanding their situation from the day i joined. I dont even have a prob with it.
The problem is with the partiality that they do as I know within coming week i would be informed for 2 more increments that need to be made for developers.
Regards
Ruchi
From India, Jaipur
Thanks a ton!!!
But why there is a partiality between Developers and HR? Are HR's not working properly ?
I am understanding their situation from the day i joined. I dont even have a prob with it.
The problem is with the partiality that they do as I know within coming week i would be informed for 2 more increments that need to be made for developers.
Regards
Ruchi
From India, Jaipur
As Mr. Divekar has rightly explained that " In most of the companies or even industries, operations are given whip hand and HR is always treated as second rung department. "
Here the developer is a bread winner of the firm wherein the HR is not, so the owner will always lenient to developers.
From India, Ahmadabad
Here the developer is a bread winner of the firm wherein the HR is not, so the owner will always lenient to developers.
From India, Ahmadabad
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