Deserve better pay packages
Prof Manhar Arora
The first week of every month brings a lot of happiness for every employee for an obvious reason as it is the time to get reward for one complete month's hard work.
It is not about the monthly reviews, where employees are grilled for not completing their targets and are forced to set even bigger milestones in the next month.
It is all about the salary day, when employees receive their equated monthly installment of their worth. It is reasonable to say equated monthly installments or EMI for the worth of an employee because this thing is mentioned as annual package in the offer letters the employees receive at the time of joining the organisation.
An employee's services are hired by the employer to accomplish the objectives of their businesses and for those services employees are paid salary in the shape of money and other fringe benefits.
Everyone in the organisation from office helper to the chief executive officer receive salaries for their services. No doubt the range of these salaries is quite wider, but all this had been decided in consideration of job description, responsibilities and nature of work and most important the kind of industry one is serving.
Salary has always and will always remain a hot topic of discussion in the workplaces. There would hardly be anyone who is satisfied with his /her salary.
Dynamic salary structure in the present organisations has created the disparity of
Apart from colleague’s references, competitor’s analysis, word of mouth in the market, there is one more parameter that is above all which allows you to achieve success and that is skills.
remuneration. Many a time employees working in the same designation with the same roles responsibilities are given different salaries.
It is not seen in the government organisations though as there are fixed notifications by the government authorities about the salary scales according to the designation and job descriptions.
But in private organisations it is very popular. There are several reasons for the private organisations to implement these practices, the most important one is that they are for profit making and to their view; dynamic salary structure encourages healthy competition among employees and become an important reason to give reward for the performers.
This practice also differentiates between performers and non- performers. But this is also true that with this practice everyone look upon other's salary and benefits to make oneself uncomfortable.
No surprise that this also leads to spoil the friendly relationship and encourage professional rivalry along with non- cooperation in the workplace.
Let's not talk unenthusiastic about dynamic salary structure, but let's change our approach to make use of this practice for individuals benefit while drawing more salaries from the employers.
One thing is very clear that these days in the corporate sector; salaries are decided according to the performance recognised by the employer. So it becomes all the more imperative to understand various parameters that work as bench mark for an employer to settle on the salaries.
The critical from the various parameters is about walking an extra mile than others. It is in relation to making extra efforts than the assign responsibilities.
It always pays when you do a little extra than what is expected. Even psychologically when anyone receives extra services or product for which payment has not been made, it is always valuable.
In the same manner, if employees makes some extra efforts and bring better results for the organisation for which he has not been paid, it always adds value in professional career.
This also has been viewed as a selfless character and an asset by the good and ethical employers. It is not easy for everyone as it requires focus, concentration and will to achieve success in professional life.
Another crucial parameter is about having good relationship with the colleagues. It is not limited to parties, get together, watching movies and matches, but by compassion, sensitivity and kindness for them.
Wherever colleagues require help assistance and support for growth in their personal and professional front, extending help at that situation is always appreciable. These activities do improve the peer appraisals and vital in the references at the time of increments and promotions.
Apart from colleague's references, competitor's analysis, word mouth in the market, there is one more parameter that is above all which allow you to achieve all said and that is skills.
Most of the employees once achieve the heights in their career, they become complacent and this attitude forces them to stop acquiring new skills. Present scenario and future expectation demands every professional to update their skills regularly.
If the skills are not updated regularly then the professionals becomes obsolete.
Keep in mind that salaries are going to increase but it is an employee who is responsible for it. There are no dearth of organisations those are paying higher salaries, but they do look for its worth in shape of surprising services.
Employees seeking to increase their salaries have to increase their worth not only in the eyes of an employer, but to themselves also.
All the very best, work sincerely and honestly, improve your worth and deserve better and bigger pay packages.