So ,what should I do to protect the remaining human resources ?
Thank you!
Hot Topic Recommend
Quoting from [sam kr]:
I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.
So ,what should I do to protect the remaining human resources ?
Thank you!Hot Topic Recommend
it's difficult , try spirit controlling if you are in an eastern company
the similar problem will happen continually if you can't handle well,some young man need to earn more money to support their family,and they know how important is money.your company is all of you,maybe for them,it's just a stage.
Quoting from [sam kr]:
I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.
So ,what should I do to protect the remaining human resources ?
Thank you!Hot Topic Recommend
Very common
Salaries should be based on "market" rates and not on ones whims. The staff of One of my suppliers based in southern china is always new every 3-4 months. In the 4 years that I dealt with this company, I must have had 9-10 different contacts already. The factory owner is a good friend of mine who told me that his employees get pirated by other companies who offer better pay. Work is no different from doing business. If you can sell your goods for 10000, would you sell it to somebody else only willing to pay you 8000??
Quoting from [sam kr]:
I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.
So ,what should I do to protect the remaining human resources ?
Thank you!Hot Topic Recommend
Hi sam Kr,
Don't hesitate to pay more money while you found out there were some good employees in your office please. A good employees, not only means he/she worked hard, but also she/he can bring much business to your company, as well she/he should be very smart and skillful when she/he dive into the pool, so, worth them please.
Regards
Evanse Yip
DongGuan TaiHe shoes co.,Ltd
I think you should think about her/his ability carefully, if she/he is worth adding more salary, don't hesitate to pay more. But if you think this salary is equal as her/his alibity, and you don't want to add more salary any longer at this moment,you can explain the reasons.
Financial crisis have affect us all,everybody is working hard to solve this problem, we should calm down to face it. Keep your job.
Quoting from [sam kr]:
I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.
So ,what should I do to protect the remaining human resources ?
Thank you!
This problem is difficult to resolve, if your company is medium size, say about 50 employees, you need a HR (Human Resource) officer.
There are different category of staff in a company, each different level of tasks and responsibilities. The company ought to have a salary scale, structured to the level of skills the employee has for the task, which is evaluated in the degree of difficulty, decision making and physical strength and endurance.
To formulate a structure of salary scales for the different group/level of staffs, you need to engage a third party to do this job evaluation and install appraisal systems.
Every employee expects some salary increment after being on the job for some time, and the productivity increases according to the experience of the employee on the job. The employment structure is divided into two main groups: the managerial and the floor level, or line production staff, and in between, there are the Administration and Confidential staff who deals with accounts and secretarial works. The management level are the heads of department and the Supervisors, or lower management people. All this is to be internal, and the amount of money to be paid as basic salary shall be factored to the profit margin of the company on the sales. A variable component is important to spur them to give more to the company, this incentives come in the form of productivity, sales turnover, lesser rejects and cost savings. It may be considered as variable wage adjustments that can be removed if the productivity drops below the benchmark. In the sales department, this incentive is easier to calculate as sales commissions. This commission of a percentage of the sales figure goes to the sales person if s/he exceeds the quota of a bottom line, measured in terms of $.
Then you have to identify the top level staff and gauge their salaries in comparison with the job market. Check with other companies how much they are paying their staff of the same type of work, number of employees, responsibility and accountability. Give and take a margin of plus-minus 10 to 20%. If your staff is paid according to the market rate, and they wanted to move on to another company, have an eye-to-eye meeting with him/her and ask for the real reason. Sometimes it is not only the salary that is of their concern, it may be the distance to travel from their homes, or the environment, or the morale of the other staff, or s/he may be unhappy with the top management or peers. If he says he has better offer from an external company for the pay, then sit down and explain your game plan with him. Give him some profit-sharing incentives for him to stay on if he is your Black Knight. Don't make promises you cannot keep, and don't upset the others because of him, always keep the balance to manage the group of people you have.
Street
Tijit Pte Ltd
Motto: Digital is our name : Portable is our game
Tijit provides service and supply to Marine Shipping Industry both here in Singapore and abroad focused on portable instruments.
We provide Customer Service for...
More
Quoting from [sam kr]:
Hello,
Since we have suffered a lot due to the global crisis, we are likely to be reluctant to pay more for the staff.
However, if the good staff is very important for your company, why not pay more?Just little could satisfy him easily.
Things would happen again if you do not manage such case well.
Good luck!
Just personal opinion for your reference.
Quoting from [sam kr]:
The problem with many SME companies I know is poor administration and managment rather than salary of the workers. Many such company owners think that they are entitled to take every Dollar that flows into the company while the company itself is cash starved. and treat the employees as if they were slaves.whereas it shouldn't be like that at all ! The Company owner should always put himself first to suffer if something goes wrong. That is if he wants for his company to survive and flourish. He should fix a salary for himself just like everybody else in his company and not exceed that under any circumstances. Also there are other perks and incentives one should think of. like: fixed working hours, payment of salaries on time, better working environment, job security, budget and growth planning.....etc.etc.
Please suggest your ideas for improvements other than salary .
Thanks.
Quoting from [sam kr]:
I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.
So ,what should I do to protect the remaining human resources ?
Thank you!Hot Topic Recommend
It is quite common and reasonable.But i think at this special moment, the staff should work together with the owener to survive from such a cold winter. our company is like this, most of us trust our boss. and are willing to stay on even though the business is not good and salary raising is impossible.