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What are the metrics you use for considering a raise for an employee? And how do you get higher management on board with the decision?
KPIs are the best way to determine this and performing employees should be given raisde as per company policy.
Of course everywork place you find someone who's doing good perfomence, keeping the work criteria, and so so, so before you take the decesion, you to go to the management if raising salary, we have to know the budget, or if it's a promotion you have to find a place where he can do his best perfomence.
Discipline in handling the work assigned to him in terms of performance and time
It is very easy, if the sun rises everybody see that. So if a employee has the potential to rise up his work, behave, personality everything express that he deserves to rise up or not......... Then i convince by telling them about his potential, his love & dedication for the company.
Its easy to analyze this,
1. If an employ is good in group activities and can manage multiple activities by his support or guidance or by himself, he is worth a raise and showing him up in front of the management is enough to convince them.
2. If the commercial value added by the employ is more than his target value along the sequence of time, the employ is worth a raise and is the way to convince the management as well.
3. further to this thee are few more aspects that include his behaviour, attitude, dedication and other criterias that also account to his increment.
There is no single tool that determine a pay rise to an employee, rather it is dependent on multiple factors. Most significantly the company's financial strength, business growth strategies and budget control coupled with organization's policies. In most of the case companies link the pay rise is directly linked to annual performance evaluation. You can offer a merit pay yearly or at an agreed intervals to offset of inflation and rising cost of living, some companies make it cost of living allowance COLA without linking to basic pay to avert the increase in end of service liabilities. While promotions are strictly subject to vacancy at higher levels, organogram, service merit and career development plan CDP etc. Convincing management for a payrise or promotion become sometime difficult and tend to be biased if your organization lacks clear policies on annual, merit increments and incentive / bonus and promotion policies. If such policies are in place then its a matter of making budgetary provisions beginnign of the year as per agreed overall pay rise percent which should come between 5 to 10% of annual manpower payroll cost for full time employee FTE
Regards
Thanks
It isn't come randomly !, there must be a specific criteria for such things which determine whether employee deserve the promotion - raise or not It is not related to feelings, it is related to goal hit, achievements and performance, commitment and other work standards However, when an employee matching all requirements above you have to send his - her name to managers board or general manager to get the permission of promotion or salary raise.
