dear Sarika
simple way to find out previous company salary is to ask Form No 16 and Income tax return.
This will provide all information
You may ask this at the time of offer so that employee will give immediately.
At the time of Offer you may also ask for salary slip.
with regards
wish you happy new year and happy diwali.
himanshu pathak
Ahmedabad
9227233315
From India, Ahmadabad
4simple way to find out previous company salary is to ask Form No 16 and Income tax return.
This will provide all information
You may ask this at the time of offer so that employee will give immediately.
At the time of Offer you may also ask for salary slip.
with regards
wish you happy new year and happy diwali.
himanshu pathak
Ahmedabad
9227233315
From India, Ahmadabad
I Agree with Shining's idea also...
In my opinion though I am a fresher it may not count to you all but what I Feel is Reference check should only be done to know employees behaviour, what kind of qualities he has actually demonstrated in his last job.
From India, Pune
In my opinion though I am a fresher it may not count to you all but what I Feel is Reference check should only be done to know employees behaviour, what kind of qualities he has actually demonstrated in his last job.
From India, Pune
Hiiiiiiiiiiii,
Dear all
I am agree with Mr. Raj. Raj is cent percent correct because every profressional have own level and there is no need to find out his previous salary. Strictly it should not to be checked.
But if the company wants to check the previous salary of his new joinees, the company should use the Grapevine Communication (Informal Communication). Through it the company would know about the previous salary of new joinees's.
The term grapevine communication is often used interchangeably with the term informal communication. The term originated in the 1860s during the American Civil War. It was used as a term that described the telegraph lines that were strung through the trees in a manner that resembled grapevines. It also came to mean informal communication that was not very effective because the telegraph system was not a reliable source of communication at the time. Almost a century later, it was discovered that the path of grapevine communication does resemble a cluster of grapes.
It has been shown that informal communication or grapevine communication occurs when formal communication is not sufficient. Research and studies have concluded that informal communication occurs either when insufficient of ambiguous information is transmitted through formal communication. Some organizational theorists feel that some informal or grapevine communication is needed in organizational life.
The way grapevine communication works is one person, Person 1, sends a message to Person 2 and Person 3. Then, Person 2 tells Person 4 and Person 5. And Person 3 tells Person 6. Not all participants within the grapevine send messages. Some participants are just receivers. Liaisons within an organization usually help facilitate grapevine communication. The use of this type of communication is common among managers as well as subdivision employees.
The types of rumors that are spread through grapevine communication can be classified into two groups, spontaneous and premeditated. Spontaneous rumors are spread when people are stressed or in an untrustworthy environment. Premeditated rumors spread within highly competitive environments. These two groups can be broken down into four classifications: wish fulfillment, anxiety, wedge drivers, and home stretchers. These types of rumors can also be spread through other types of informal network structures such as the single strand chain, the cluster chain, the probability chain, and the gossip chain.
Jitendra Mishra derived 8 reasons Grapevine communication Exists. Some of the reasons include the need for faster communication, useful messages transmitted, outlets for imagination and apprehension, and helps build teamwork and corporate identity. Surprisingly, 75% of all organizations’ practices, policies, and procedures are shared through grapevine communication. Studies have shown the employees find informal communication such as grapevine communication to be more effective than formal channels of communication.
From India, Delhi
Dear all
I am agree with Mr. Raj. Raj is cent percent correct because every profressional have own level and there is no need to find out his previous salary. Strictly it should not to be checked.
But if the company wants to check the previous salary of his new joinees, the company should use the Grapevine Communication (Informal Communication). Through it the company would know about the previous salary of new joinees's.
The term grapevine communication is often used interchangeably with the term informal communication. The term originated in the 1860s during the American Civil War. It was used as a term that described the telegraph lines that were strung through the trees in a manner that resembled grapevines. It also came to mean informal communication that was not very effective because the telegraph system was not a reliable source of communication at the time. Almost a century later, it was discovered that the path of grapevine communication does resemble a cluster of grapes.
It has been shown that informal communication or grapevine communication occurs when formal communication is not sufficient. Research and studies have concluded that informal communication occurs either when insufficient of ambiguous information is transmitted through formal communication. Some organizational theorists feel that some informal or grapevine communication is needed in organizational life.
The way grapevine communication works is one person, Person 1, sends a message to Person 2 and Person 3. Then, Person 2 tells Person 4 and Person 5. And Person 3 tells Person 6. Not all participants within the grapevine send messages. Some participants are just receivers. Liaisons within an organization usually help facilitate grapevine communication. The use of this type of communication is common among managers as well as subdivision employees.
The types of rumors that are spread through grapevine communication can be classified into two groups, spontaneous and premeditated. Spontaneous rumors are spread when people are stressed or in an untrustworthy environment. Premeditated rumors spread within highly competitive environments. These two groups can be broken down into four classifications: wish fulfillment, anxiety, wedge drivers, and home stretchers. These types of rumors can also be spread through other types of informal network structures such as the single strand chain, the cluster chain, the probability chain, and the gossip chain.
Jitendra Mishra derived 8 reasons Grapevine communication Exists. Some of the reasons include the need for faster communication, useful messages transmitted, outlets for imagination and apprehension, and helps build teamwork and corporate identity. Surprisingly, 75% of all organizations’ practices, policies, and procedures are shared through grapevine communication. Studies have shown the employees find informal communication such as grapevine communication to be more effective than formal channels of communication.
From India, Delhi
Thanks Asha Mathew.
i believe Raj kumar upto some extinct you are also right and rest also those who are supporting his reply.
HR profile does mean something for company and as an HR you have to cross check the complete background of the candidates if HR are bypassing these common things then it would be very hard to justify the Salary the HR drag from the company.
Regards
From India, Mumbai
i believe Raj kumar upto some extinct you are also right and rest also those who are supporting his reply.
HR profile does mean something for company and as an HR you have to cross check the complete background of the candidates if HR are bypassing these common things then it would be very hard to justify the Salary the HR drag from the company.
Regards
From India, Mumbai
hi..raj
what you said is correct,
and we need not verify the previous sallary details like a detective.
if the employess submit his sallary slips that could be better.every company should have their own norms and policies...according to that we can work.
looking forward for your support tous
regards
sumana
From India, Hyderabad
what you said is correct,
and we need not verify the previous sallary details like a detective.
if the employess submit his sallary slips that could be better.every company should have their own norms and policies...according to that we can work.
looking forward for your support tous
regards
sumana
From India, Hyderabad
dear all.. i would like to know pay roll process and sallary generations norms as i am looking out for the job in HR-Pay roll sumana
From India, Hyderabad
From India, Hyderabad
What is the necessity? You will be paying as per your company’s pay packages only. G. Harikumar
From India, Mumbai
From India, Mumbai
any person who apply in PGDBM HR from distence learning amity 1st SEM pls provide assinment. and last year exam paper( pls send mail ID)
From India, Delhi
From India, Delhi
I support Jeeva, let us be humble.
Dear Sarika,
If at all your company policy demands you to verify his exp and salary, hire a background verification agency or once the the candidate joins your organization you can call his/her previous company HR/Finance dept and asks for the details.
Please dont call the candidate just after accepting the offer letter, as it might trouble his presence during the notice period served. You can add a note in the offer letter saying background verification would be conducted for authenticating the data provided by him/her. (Even though you dont do)
Sometimes it is necessary to check his salary or the experience. It reveals the ethics and the character of a man. If you are looking for a cost effective way, call the company and tell them you r calling from ...... Bank and you are verifiying his salary. It upto ur company to decide upon. Do whatever it takes. Just ask yourself a question 'Have i done everything to achieve this task', 'Whether the objective is achieved or not'
Beg,Borrow,Steal
Thanks
Chaitanya Deshpande
From India, Bangalore
Dear Sarika,
If at all your company policy demands you to verify his exp and salary, hire a background verification agency or once the the candidate joins your organization you can call his/her previous company HR/Finance dept and asks for the details.
Please dont call the candidate just after accepting the offer letter, as it might trouble his presence during the notice period served. You can add a note in the offer letter saying background verification would be conducted for authenticating the data provided by him/her. (Even though you dont do)
Sometimes it is necessary to check his salary or the experience. It reveals the ethics and the character of a man. If you are looking for a cost effective way, call the company and tell them you r calling from ...... Bank and you are verifiying his salary. It upto ur company to decide upon. Do whatever it takes. Just ask yourself a question 'Have i done everything to achieve this task', 'Whether the objective is achieved or not'
Beg,Borrow,Steal
Thanks
Chaitanya Deshpande
From India, Bangalore
Hello,
Salary offer depends on profile of candidate (experiance,education,core qualities and personal profile like stability) however while selecting candidate we hv to consider our company profile to(like tier 1,tier 2...etc,position,location and most imp the min and max salary bracket approved /offerdable to management.and for critical position max 10 % to 15 % hike on max salary bracket for particular position can be offered.
its recruitrs responsibility to get the core comp profiles within our salary bracket.
regards
brijesh
From India, Pune
Salary offer depends on profile of candidate (experiance,education,core qualities and personal profile like stability) however while selecting candidate we hv to consider our company profile to(like tier 1,tier 2...etc,position,location and most imp the min and max salary bracket approved /offerdable to management.and for critical position max 10 % to 15 % hike on max salary bracket for particular position can be offered.
its recruitrs responsibility to get the core comp profiles within our salary bracket.
regards
brijesh
From India, Pune
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