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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
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I have 6 yrs of HR exp, a PHR cert & an HRIP cert. I recently left my role as an HR Rep at a tech co b/c I was working 60+/week and the stress of the job was affecting my health. I recently received an offer at a new tech co that is $10k less than what I was previously making with comments from current EEs that this new co has a better WLB. Total comp is still a lot less than my prev company. Is less comp too much of a compromise for better WLB? What have you compromised for a better WLB?
PHR or SHRM-CP?
Our team has been adamant about matching inflation. Otherwise, a mass exodus is almost guaranteed.
I'm holding my breath for the mas exodus bc of inflation. Especially since the survey info we are benchmarking against is already aged
I just completed our comp and raise packages and we have 3 tiers of merit raises that may change every year based on inflation. Currently I was able to get 3/4/5% tiers approved. Basically the 3% tier is for employees who are meeting most of their KPIs, the 4 % tier is for employees meeting all of their KPIs and 5% is for rockstars who are meeting all but exceeding most KPIs. So essentially it’s a mix of merit and inflation raises. I’ve always hated the idea of across the board raises. They promote doing the bare minimum in my opinion.
We're benchmarking everything for market adjustments as of 2021 survey results and for anyone who is short of the 25th - median percentile they'll see between 2-3% coat of living increases. Idk how the decision was made but inflation was not a factor.
Thank you! We are taking a very similar approach.
Np I think I was unclear though, we're doing the benchmarking and then looking for folks who fall short. If they're short of 25th percentile then we're seeking approval for increases to bring them up, if they're at the 25th but high value (we just did performance reviews within performance pro and were basing it off the 5 pt scale factor that concludes it) then we're pulling them as close to the median as we feasibly can. that means like a 5% bump for some and like a 12% for others. It's crazy but the leadership opinion seems to be that this is like a one time mass pricing exercise and the fact that inflation is so high is making me try to get them used to a new normal. I'm really aware that the info we're using was likely collected spring 2021 and a lot of the cities where we have people has already upped the ante