Skip to main content

HR BY GOOD QUALITY EDUCATION 5

 Most illiterate HR Practitioners negotiate their salaries with unofficial earnings at the back of their minds so that what they get paid is usually low and not competitive. 


On the other hand,  educated HR Professionals negotiate quality official salaries with blind eyes on unofficial earnings. 


Another very bad attitude of these illiterate HR Practitioners is their massive resistance to anybody who negotiates a higher salary or anyone earning more than them. They resist any form of salary increase that will increase the gap between them and others. 

As I stated somewhere earlier on in this Blog, apart from my first HR job,  no other position I occupied was any previous occupant paid more than I was paid. 


When I was to be engaged in one publicly quoted company,  my offer was delayed for two months until existing staff salaries were adjusted to meet my demand. 

In another place,  my salary was by far above that of the Chief Accountant. In this particular company,  I recommended a 100% salary increment for junior staff. Management only agreed when I said if profit does not go up by 80%, provided Management increases raw material purchase by 30%,  I shall resign my appointment. The Management did a 15% increase in raw material purchases and made a 100% increase in profit. 

There was another company where my salary was by far more than that of the General Manager (Finance),  although I was an Assistant General Manager. I recommended a 150% - 100% salary increase for managers and junior staff. The Chairman/Managing,  only approved the increases when he found out that I did not increase my salary. 

Finally, the salary I negotiated in one company was considered too large,  and to accommodate the so-called high figure,  I was offered three months' basic salary as a 13th-month salary. Two things happened: 

Firstly, When management approved an 8.5% salary increment across the board for all employees, the illiterate HR Practitioner gave me only 1.8%. 

Secondly,  When a management consultant was engaged to carry out a restructuring exercise and move staff salaries to consolidated mode,  the illiterate HR Practitioner,  threw away my 13th-month salary by adding only one-month basic salary as my 13th-month salary. 


These two actions were painful when you realize that the 8.5% would have been based on a consolidated salary which had been added three months' basic salary. 


Next week,  we shall take a break from strictly HR Functional matters to share in two or three weeks on Decision Making: A Strategy For Development. 

Comments

Post a Comment

Popular posts from this blog

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
3 comments
Read more

MANAGEMENT RASCALITY 5

A management consulting firm came to do a restructuring in a Conglomerate I worked and Evil almost had it's way. When the consultant submitted her draft report for discussion by HR Community made up of over twenty (20) Managers,  on the prompting of the HR Group Head, the consultant recommended that the HR Group Head should no-longer report to the Group Managing Director but to the Chief Operating Officer who reports to the GMD. My lone voice against the recommendation was rebuked by the HR Group Head pointing out that the COO has more daily operational duties. However, the absolute minority position was upheld in the final recommendation and today the Human Resources Director reports directly to the GMD.
Post a Comment
Read more

THE LAW OF REST 1

There are two Economics laws that best  explain, the law of Rest. These laws are: The law of Diminishing Returns and The Law of Marginal Utility. The Law of Rest states that when you work and rest and work again, you produce more than when you work continuously without rest. The application of this Law of Rest has been manifest in the practice of Bush Fallowing and/ or Shifting Cultivation in Agriculture. Applied to fair labour practice, it results in the principle of annual vacation for employees. Employees are meant to stop work and rest for 30 minutes after 4 hours of work. This accounts for why employees who work 8 hours a day,, are given 1 hour break in between the 8 hours. Applied to yearly work, every employee is entitled to a number of weeks vacation every year without negotiation. In fact in my clime, the law says, an employee shall not accumulate more than two years vacation. Any employee in any organisation where the CEO goes on vacation annually, and does not go on vaca...
3 comments
Read more