De­serve bet­ter pay pack­ages

Hindustan Times (Chandigarh) - Guide - - WORKSMART| - (Prof Arora is a Pun­jab­based ca­reer skill de­vel­oper with more than 15 years of busi­ness ex­pe­ri­ence. He can be con­tacted at aro­ra_­man­har@red­iff­mail.com)

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.

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