Kanwal Ishaq - SHRM-CP® - CHRP® - SPHR®’s Post

Must have heard from the people demanding raise in salary, there expectation for increase, then must have discussed with the senior management for the budgetary limitations. Then have the chart prepared for consultation with the management, then convincing the people to accept the proposed rise and preparing their mind to have good expectations in the future.

Bonuses and good salary increments are not an employees entitlement but rather a reward which is based on their profound contributions at their workplace which yields visible and significant results. Gone are the days when blanket increments and bonuses are rewarded to all workers. Organisations are paying workers for 8 hours of work carried out in a day, hence it doesn't make sense to reward a worker for their routine job apart from taking into consideration the inflation factor. Rewards should only be bestowed when a kpi or a task which requires innovation, exertion of due diligence and competence yields results which are proportionate to the expectations of the top management. Thus kpi of tasks needs to be determined by the employees and an agreeable terms reached with the top management prior to its execution. Subsequently, the next phase of determining the activities, time frame, anticipated results and method of measuring the success of every individual activity takes place. This method of awarding Bonuses and increments are fair and practical method which does not discriminate any workers based on demographic orientation and easy to be accomplished. #hr.

Did you know that 73% of organizations state that "overall base salary positioning relative to the market" is a determining factor in their organization's annual salary increase budget according to our last year survey? See how organizations like yours are adapting to the economic landscape and challenges related to the evolving labor market. https://okt.to/qLXr7E

Did you know that 73% of organizations state that "overall base salary positioning relative to the market" is a determining factor in their organization's annual salary increase budget according to our last year survey? See how organizations like yours are adapting to the economic landscape and challenges related to the evolving labor market. https://okt.to/wKzvxb

💼 CTC Breakdown Simplified💼 If you're preparing for salary negotiations and want a clear understanding of CTC without variable components, here's a quick guide: - 💰 10 LPA CTC = ₹68,000/month - 💰 20 LPA CTC = ₹1,20,000/month - 💰 30 LPA CTC = ₹1,75,000/month - 💰 40 LPA CTC = ₹2,28,000/month - 💰 50 LPA CTC = ₹2,82,000/month These figures are based on a 12% Provident Fund (PF) deduction and a basic salary component that accounts for 50% of the total CTC. 🔑 Pro Tip: Focus on negotiating stock options before bonuses, as bonuses tend to be fixed. Use these insights in your next HR discussion to steer the conversation toward a higher package! 💼 #CTC #SalaryNegotiation #CareerGrowth #HR #ProvidentFund #JobSearch #SalaryBreakdown #LinkedInTips #SalaryHike #Compensation

To get 3rd highest employee salary: SELECT DISTINCT salary FROM employees ORDER BY salary DESC LIMIT 1 OFFSET 2;

How does your latest salary review compare to your peers across the market? As NQ salaries have steadily risen over the last couple of years, we've seen a huge disparity in how firms have reflected these increases for Associates at more senior levels. In some cases, firms that are only £20,000 apart at the NQ level can be as much as £100,000 apart for 5PQE Associates. Our latest salary survey, published this month, has all the information you need to know where your own compensation fits into the overall picture. If you'd like to request a copy, please drop me a DM.

When you know how much company taking benefit of you😉😁

Companies are increasingly losing employees to competitors due to higher salary offers. This trend underscores the importance of regularly updating compensation packages. Get salary insights for your recruiting with Workable’s Salary Estimator: https://hubs.ly/Q02Bmy3V0