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HR & EYE SERVICE 5

 I worked in some places where I was always surprised at the behaviour of HR Managers when it came to annual salary increment.


Firstly, there was  this place without any formal measuring instrument, and salary increment was by departmental heads to staff and was accepted by the HR Manager.


Secondly, there was this other place where the HR Manager sent out a measuring instrument and departmental heads delay it to the extent that the Union used it to blackmail the HR Manager.


Thirdly, there were these two quoted companies that carried out performance appraisals but did not use it for annual salary increment.


Finally, there was a place that put a lot of efforts on the appraisal process, only to announce that due to the performance of the company, there would be no annual salary increment. Usually, this is after the company has gone to the stock exchange to show case her performance in the preceding financial year.


My position on all these especially the last company which I did not hide was that the performance appraisal process and outcome was a Disincentive to performance.


There are HR Managers that have conceded to the Union, negotiation of annual salary increment.


Comments

  1. Gaius Nzenwata28 September 2021 at 16:19

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    1. Gaius Nzenwata28 September 2021 at 16:23

      Well Spoken!
      Most HR Managers have lost their managerial skills in the aspect of negotiation and dialogue with the top management when it has to do with employee reward.
      In so doing, this slows the general operations of the organisation as employees are not motivated to put in their best to the job.
      CEO's and Business owner should learn to cascade their ideas and visions to their potential stakeholders (workforce) and not pork nosing in every administrative activity.
      Many organizations today had failed in this aspect as there tend to be sentiments in the workplace and class amidst grade in salary placement. placing more priority to candidates who came on board through the boss either on merit or otherwise without following due process or HR Best practice.
      HR Managers MUST be FAIR in their dealings with the workforce under them as it is agreed that the employees are the key stakeholders of the organization.

      Gaius Nzenwata
      HR Practitioner

      Delete
  2. Sam Obukelihor28 September 2021 at 20:20

    Gaius Nzenwata,
    Your comment is one in a million and it has made this year for me.
    I really need more comment comments this.
    Thank you.

    ReplyDelete

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