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Hi all, Currently I am 1.6yrs experienced.I had completed my interview with HCL Technologies along with HR discussion around 1st week of July.On 20th July I received an email from HR saying I need to wait for 3 more weeks to get the offer letter. My salary was 3.8 LPA at the time of interview(it became 4LPA from August) and i asked for 6.5 LPA Need advice on whether or not to expect the Offer Letter in hand once 3 weeks are over? HCL Technologies
Hello guys, I have below offers:
T-system : 27 LPA fixed ( 2 days a week WFO mandatory from DOJ)
Tech Mahindra : 26 LPA ( including 10% variable ) + 1lakh JB ( WFH for now)
Which one is good for better opportunity and WLB.
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I am for pay transparency.
I spent a large chunk of my career as a fed and the pay ranges there are public knowledge. Just by knowing someone's level there you know the range of pay they make. Outside of the national security focused agencies, actual salary data is also published every year, so you can see exactly what Joe Schmoe down the cubicle row from you makes.
I don't particularly care about knowing the exact amount someone makes, but knowing salary ranges for a given role is a win-win as far as I'm concerned.
I’m curious why anyone would be against it???
Brainwashed
You'd be hard pressed to find someone against it, but I'm afraid that the way it's carried out, by associating a salary range to an employee's role, it's designed to drive salaries down.
This is not covered in the article, but I've been with two organizations who have tried this, and failed because of systemic gaming. Keep a look out for some old tricks from the early 2000's:
1. Announcements of job title renaming and shuffling the job descriptions.
2. Hiding other forms of compensations through bonuses, which will not be transparent.
3. Exclusion of leadership positions (including middle management) from the list of what's transparent - which is what we already see a lot of.
4. Outsourcing.
Very much for it, but it’s important to also have the discussion and recognize all of the factors that may go into the range. I’ve seen consultants expecting 15% raises because they did well over the course of the year, and they see the top end of the range as where they should be immediately.
Absolutely NOT! It’s no one else’s business what anyone makes. That’s personal and confidential. Negotiate what you think you’re worth, and not compared to others.
No worries! Kudos to you for keeping it up as I’m sure there are others who don’t quite understand what it is. There’s no telling at the moment what the ultimate affect will be but hopefully positive for those who need assurance on what their worth should be if it’s not there yet.
Not really, I think this is creating a lot of chaos and envy within people. Until my dad passed away, I didn’t know how much wealth he had and how much he was making. Peoples income and their amount of wealth is their business, being transparent will create a threat for people who are making more and this can create political upheaval
envy and resentment more often, but i am for anonymous transparency
All for it, without transparency there are so many people getting underpaid just because they didn’t negotiate or preform a market research for their role.
Or that superficial titles obfuscate where alignment is across the market.
my company on September 1 is releasing comp range for levels throughout the company. I don’t know why they’re doing this, but I can’t imagine this turning out well.
Something I have learned is that part of the population that is against pay transparency doesn't actually know/understand what it means.
The select few that are in fact against it tend to prefer shadier negotiation tactics.
Highly for. This gives power to the workers.
On top of it not being anyone else’s business, so many issues - 1) of course it would create envy and jealousy and an unhealthy work environment. 2) employers would be mad bc everyone would be coming to them for raises and a everyone would want to be paid as much as the next person when it might not be even be warranted. 3) mind your business and take care of your own business! Fight for what you think you’re worth and not compared to the next person. Knowing pay ranges of each level would be fine… other than that, knowing what each person makes is totally unacceptable and inappropriate.
Ahh now that is a different story, I misunderstood what pay transparency was then. I thought it was knowing what each individual made! Thank you for the clarification. I’ll leave my comment up though bc it may help.
I am absolutely for pay transparency. Employees should know what the position is worth. If an employee has certain skills, then perhaps certain bonuses can be negotiated for, or other options; however, the position should have a stated salary and benefits scale.
If it wasn't for pay transparency I'd still be stuck at my old firm making peanuts. I transitioned to a place that pays me well, has way more perks and I feel better overall each day.
It's good for employees. Information asymmetry benefits employers.
If you think like an owner you would not want it. Gives you leverage to offer more creative ways to compensate people rather than just cash/salary. Long time employees usually are less on the cash but get lots of other perks (cars, gifts, options). And of course low performers may have a value if they work cheaply (because deep down they know they are lucky to have a job). Of course as an employee you would want transparency to make sure you are getting the most comp. As an owner no
I love the transparency of our comp model. It’s not perfect and some luck involved because of project availability but overall seems to take care of people appropriately over the long term.
For, as long as there is some anonymity. I don’t need to know what Joe Smith is making. But I do think it’s fair to the average of a position- internal and external (for job openings).
Totally for it!