Hi all,
the response is really good. Different views with solid backup of clarity. Thanks to all for your contirbution.
I really liked the opinion of Jeroo. The opinion is balanced.
YES, you should stay with a company for atlest 1 year to declare what you are for the company. Here, I would quote that "Standing FIRST in a class of 100 members is an easy job, but maintaining the FIRST RANK is a difficult task for sure". So, stay with the organization for one year, proove yourself and your worth for the organization. Look at your salary, if you think that you are getting right package, fair enough or else discuss this with the management. If management thinks that you are the one that organization needs it would defenitely hike your salary. Incase, the organization does not hike your salary, you can explain them the things after getting the job with nice package. So that, you too would be leaving the organization in good terms that has provided you a break.
Please correct, If something seems unpractical or has contrtadictions over here.
Thanks & Regards,
Kiran.
From Netherlands
18the response is really good. Different views with solid backup of clarity. Thanks to all for your contirbution.
I really liked the opinion of Jeroo. The opinion is balanced.
YES, you should stay with a company for atlest 1 year to declare what you are for the company. Here, I would quote that "Standing FIRST in a class of 100 members is an easy job, but maintaining the FIRST RANK is a difficult task for sure". So, stay with the organization for one year, proove yourself and your worth for the organization. Look at your salary, if you think that you are getting right package, fair enough or else discuss this with the management. If management thinks that you are the one that organization needs it would defenitely hike your salary. Incase, the organization does not hike your salary, you can explain them the things after getting the job with nice package. So that, you too would be leaving the organization in good terms that has provided you a break.
Please correct, If something seems unpractical or has contrtadictions over here.
Thanks & Regards,
Kiran.
From Netherlands
OK Kiran I think what you have discussed is a common situtation faced by all HR professionals and line managers.
Lets us take this from two angles
1. Company's perspective - which gave a chance anticipating a long term association with the employee and benefitting from the expertise gained by such fresher in due course of time.
2. Employees perspective- Want to rise the career ladder high ASAP and to be well compensated to have that feel good feeling and pride in the peer/ friends group.
As this is a regular situation in most companies than what as per my experience is:
1. A performance review after 6 months of joining the organization
2. Chart a career growth plan after discussion with employee and a the reporting authority
3. Link the % achievement of the KRA to the C&B plan.
This judiciously assessed performance will help both parties to analyze the situation and command accordingly.
If the candidate is fairer in demand, there is no point in losing an experienced candidate who has already gelled up with the culture.
So we say performance wins
Hope this helps
regards
From India, Madras
Lets us take this from two angles
1. Company's perspective - which gave a chance anticipating a long term association with the employee and benefitting from the expertise gained by such fresher in due course of time.
2. Employees perspective- Want to rise the career ladder high ASAP and to be well compensated to have that feel good feeling and pride in the peer/ friends group.
As this is a regular situation in most companies than what as per my experience is:
1. A performance review after 6 months of joining the organization
2. Chart a career growth plan after discussion with employee and a the reporting authority
3. Link the % achievement of the KRA to the C&B plan.
This judiciously assessed performance will help both parties to analyze the situation and command accordingly.
If the candidate is fairer in demand, there is no point in losing an experienced candidate who has already gelled up with the culture.
So we say performance wins
Hope this helps
regards
From India, Madras
Hi Kiran
All the MNC's these days are rewarding employees basing on their performance.Any employee who works would expect something from the employer at the end of the day.It would be a very good learning experience for the employee but when you see from the perspective of the employee he would finally see what has he gained from the hardwork he has done.When he does the work with so much dedication inturn he would expect something which would really motivate him.
I agree that the employer has given him good chance to grow but it depends on purely the employee's performance.
So I would say that even if the employer doensn't hike his salary they should atleast acknowledge his achievements.
All the MNC's these days are rewarding employees basing on their performance.Any employee who works would expect something from the employer at the end of the day.It would be a very good learning experience for the employee but when you see from the perspective of the employee he would finally see what has he gained from the hardwork he has done.When he does the work with so much dedication inturn he would expect something which would really motivate him.
I agree that the employer has given him good chance to grow but it depends on purely the employee's performance.
So I would say that even if the employer doensn't hike his salary they should atleast acknowledge his achievements.
Radha,
I accept your View Point. In this particular case, you are thinbking only from the view point of only this employee, but being a HR professional you should think from all the ways like how is a decision of yours is going to effect the existing employees and many other points.
So, evn if he is performing well, you just cannot hike his salary to some 4000 - 5000 bucks that too only after six months. This act of yours may hurt the feeling of existing employees. So, in this act of you trying to retain him, you might loose som other valuable and loyal employees.
So, the better thing would be wait for 9 months to an year and see what organization has got in store for you and then take the decision accordingly if the hike is not as good as you expected.
End of the day, If you are not getting the right package, the only possible reasons are two. One is, you are the wrong candidate to receive the package or the organization you are working with is the wrong that is not capabl of paying you enough that you deserve.
Wat say??
From Netherlands
I accept your View Point. In this particular case, you are thinbking only from the view point of only this employee, but being a HR professional you should think from all the ways like how is a decision of yours is going to effect the existing employees and many other points.
So, evn if he is performing well, you just cannot hike his salary to some 4000 - 5000 bucks that too only after six months. This act of yours may hurt the feeling of existing employees. So, in this act of you trying to retain him, you might loose som other valuable and loyal employees.
So, the better thing would be wait for 9 months to an year and see what organization has got in store for you and then take the decision accordingly if the hike is not as good as you expected.
End of the day, If you are not getting the right package, the only possible reasons are two. One is, you are the wrong candidate to receive the package or the organization you are working with is the wrong that is not capabl of paying you enough that you deserve.
Wat say??
From Netherlands
Well, this is a very interesting Case Study in itself as I my self am in this situation.
Like one of the member did mention. Most of the B.I.G MNC's we know have a specialist in each department to handle any sort of the mess. So, its quite clear that in bigger companies there's not much an employee can do but stick his department and work in there until and unless he's purposely performs below average and moves to a different department(eventually will hit his pocket.)
Now coming to the point where an person is given a chance to work in a smaller organization. Yes! Those guys are giving him a brake into the industry but, its risk that small companies are taking hoping that the employee is going to stick to the company and grow. Now the growth of any employee in any firm irrespective if it being a big co or a small firm depends on his efficiency and how hardworking he or she is. Even if fresher is given a higher responsibility within a short period (say in this case 6 months) time one should remember the company is taking the risk and the same time trying to check if that employee can handle such a higher job responsibility efficiently and effectively??!! I am sure all of you are aware that in every organization the next pay hike is generally given after the first 6months based on performance till date.
Given such an opportunity to an fresher is a big deal at least for a small company, its more less a calculate risk they take probably if the fresher can handle the situation he will either cry of higher pay even before getting the # right or leave the organization. If the guy is good at this job he's basically groomed on the new responsibilities and please he cannot expect a huge hike in pay until he's got a phenomenal business to the company that a 10% close rate. I hope everybody agrees all organization has its own growth structure for all the employees whether it be a experienced person or a fresher. And this growth structure is 70% based on performance the remaining 30% is toward the experience one has and how this experience helped the company achieve its goals and a few other factors.
At times not everybody who's employed in a small firm happens to perform well, but extra responsibilities are given just keep that guy busy and not to make it feel like his/her job is monotonous. Having said this even if an senior employee is with a company with all the experience hasn't done much to help the company to achieve its goal or his teams goals will not be rewarded. One way of retaining a employee is either giving him a hike or incentive or holiday packages or either a few coupons. Now this depends from organization to organization. Its very hard to retain a employee who's made up his mind to leave the organization just for a few bucks or for a bigger brand name. Now thats our work as HR guys how we get him back one way is to offer the stuff I have mentioned at the beginning of the paragraph.
Eg: Each one of us go shopping don't we? When we shop most of us are attracted to big name in the brand industry!! Why, we don't know is it quality, quantity or just because you like the brand? Some of wouldn't mind going into a non-brand shop and pick up something he or she likes just because they like the stuff that vendor has.
Now one should remember each individual has his/her choice to make. It depends what a person is looking for is it money or is it they are looking to learn more through experience. Most of us are carried away by the amenities and facilities a big company offers when compared to a smaller firm (all they can do is pay your salary and give you a option to grow.)
Conclusion: Like one of my fellow Hyderbadi talked about economics and its comparison to this topic. I would just like to add this sentence " Human mind is bundle of desires."
Like one of the member did mention. Most of the B.I.G MNC's we know have a specialist in each department to handle any sort of the mess. So, its quite clear that in bigger companies there's not much an employee can do but stick his department and work in there until and unless he's purposely performs below average and moves to a different department(eventually will hit his pocket.)
Now coming to the point where an person is given a chance to work in a smaller organization. Yes! Those guys are giving him a brake into the industry but, its risk that small companies are taking hoping that the employee is going to stick to the company and grow. Now the growth of any employee in any firm irrespective if it being a big co or a small firm depends on his efficiency and how hardworking he or she is. Even if fresher is given a higher responsibility within a short period (say in this case 6 months) time one should remember the company is taking the risk and the same time trying to check if that employee can handle such a higher job responsibility efficiently and effectively??!! I am sure all of you are aware that in every organization the next pay hike is generally given after the first 6months based on performance till date.
Given such an opportunity to an fresher is a big deal at least for a small company, its more less a calculate risk they take probably if the fresher can handle the situation he will either cry of higher pay even before getting the # right or leave the organization. If the guy is good at this job he's basically groomed on the new responsibilities and please he cannot expect a huge hike in pay until he's got a phenomenal business to the company that a 10% close rate. I hope everybody agrees all organization has its own growth structure for all the employees whether it be a experienced person or a fresher. And this growth structure is 70% based on performance the remaining 30% is toward the experience one has and how this experience helped the company achieve its goals and a few other factors.
At times not everybody who's employed in a small firm happens to perform well, but extra responsibilities are given just keep that guy busy and not to make it feel like his/her job is monotonous. Having said this even if an senior employee is with a company with all the experience hasn't done much to help the company to achieve its goal or his teams goals will not be rewarded. One way of retaining a employee is either giving him a hike or incentive or holiday packages or either a few coupons. Now this depends from organization to organization. Its very hard to retain a employee who's made up his mind to leave the organization just for a few bucks or for a bigger brand name. Now thats our work as HR guys how we get him back one way is to offer the stuff I have mentioned at the beginning of the paragraph.
Eg: Each one of us go shopping don't we? When we shop most of us are attracted to big name in the brand industry!! Why, we don't know is it quality, quantity or just because you like the brand? Some of wouldn't mind going into a non-brand shop and pick up something he or she likes just because they like the stuff that vendor has.
Now one should remember each individual has his/her choice to make. It depends what a person is looking for is it money or is it they are looking to learn more through experience. Most of us are carried away by the amenities and facilities a big company offers when compared to a smaller firm (all they can do is pay your salary and give you a option to grow.)
Conclusion: Like one of my fellow Hyderbadi talked about economics and its comparison to this topic. I would just like to add this sentence " Human mind is bundle of desires."
I am a product of a smaller organization. The exposure one gets in a smaller organization is much higher in respect to all section or departments. The experience one can gain from the small company can be used in the future as in smaller company " YOUR VOICE IS HEARD QUITE CLEARLY AND YOUR SUGGESTIONS " is considered.
It depends from individual to individual to whether he wants to stick in a smaller company and grow to help the organization to achieve the goal its aimed for and at the same time widen his horizon. I am myself a fresher in one of the small companies and I have got 2 fantastic promotions in less than a year 1 based on my performance and the other just to check if I can handle a higher responsibility. I had a colleague who was a senior guy with over 9years experience, he left the company just because of the brand name and the money, now he's back again just because his voice wasn't being heard by anybody in his new organizations and his suggestion were taken for granted. End of the day I would like my voice to heard by everybody and how my ideas can help me and the company achieve the goal and this is possible in a smaller firm when compared to a bigger firm until and unless you have a uncle of your who's the Manager for that area and has a key role to play in the organizations decision making.
At least for me for the moment I want to learn as much as I can. Most other's may not think alike.
It depends from individual to individual to whether he wants to stick in a smaller company and grow to help the organization to achieve the goal its aimed for and at the same time widen his horizon. I am myself a fresher in one of the small companies and I have got 2 fantastic promotions in less than a year 1 based on my performance and the other just to check if I can handle a higher responsibility. I had a colleague who was a senior guy with over 9years experience, he left the company just because of the brand name and the money, now he's back again just because his voice wasn't being heard by anybody in his new organizations and his suggestion were taken for granted. End of the day I would like my voice to heard by everybody and how my ideas can help me and the company achieve the goal and this is possible in a smaller firm when compared to a bigger firm until and unless you have a uncle of your who's the Manager for that area and has a key role to play in the organizations decision making.
At least for me for the moment I want to learn as much as I can. Most other's may not think alike.
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