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hello po sa inyo,

 

my boss wants to establish a company here in the philippines, and i was asked to handle this, we need a couple of staff, but the problem is i don't have any idea kung magkano ang entry level salary nile, here are the positions:

 

Manager

 

Programmer Analyst (min. 2 years experience)

 

Receptionist

 

i hope you guys can shed a light on this, salamat po

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rude angel... wages for those positions are usually determined to a large part by the industry that your company is operating in.

 

you usually compare or benchmark salaries w/ companies in the same industry or those whom you consider to be your comparators OR competitors...

 

you will also need to know your companies target market positioning -- eg pay at minimum, median or maximum... ask your boss who these companies are and what the firms target pay position is.

 

when you find out, you can then proceed to secure salary data from a reputable survey company eg watson wyatt. from there you can base your salary recommendations.

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hello po sa inyo,

 

my boss wants to establish a company here in the philippines, and i was asked to handle this, we need a couple of staff, but the problem is i don't have any idea kung magkano ang entry level salary nile, here are the positions:

 

Manager

 

Programmer Analyst (min. 2 years experience)

 

Receptionist

 

i hope you guys can shed a light on this, salamat po

dude!

 

we need to establish the rate, how big is ur grp ba?

 

well if u can also specify kung ano ung ibang requirements, that would help

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we already have office in singapore, japan hongkong and in shanghai, here in manila we will start po siguro with one manager, two programmer analysts and one front desk staff,

kung ganyan lang ka few ang staff... you can actually use the "going rate" approach. try to find out the average going rates for your openings ...

 

either ask other HR practicioners or buy survey data.

 

then from there, you can try to approximate a reasonable salary given your company's capability to pay.

 

you can develop your salary structure after you have hired these people.

 

i think youre priority at this point is to get people so you can get the company goin ryt? :)

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kung ganyan lang ka few ang staff... you can actually use the "going rate" approach. try to find out the average going rates for your openings ...

 

either ask other HR practicioners or buy survey data.

 

then from there, you can try to approximate a reasonable salary given your company's capability to pay.

 

you can develop your salary structure after you have hired these people.

 

i think youre priority at this point is to get people so you can get the company goin ryt? :)

My inputs po..

 

considering its a small team... one approach is to base the salary from your candidates, ie, among the top candidates... you get their salary info and get their average pay as your benchmark.

 

But if you need concrete salary info ahead which i guess you may require for your study before you proceed with opening an office here, you may contact local consulting companies for more realistic data. Another possible source is PMAP...and even Jobstreet and JobsDB.

 

 

regards

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My inputs po..

 

considering its a small team... one approach is to base the salary from your candidates, ie, among the top candidates... you get their salary info and get their average pay as your benchmark.

 

But if you need concrete salary info ahead which i guess you may require for your study before you proceed with opening an office here, you may contact local consulting companies for more realistic data. Another possible source is PMAP...and even Jobstreet and JobsDB.

 

 

regards

thats an okay approach to take if their budget can afford it.

 

ang risk kse jan is some candidates tend to jack up their "asking rates" especially for start up companies... ina anticipate kse nila ang volume of work and they know that the company really needs them...

 

thats the reason why iv always relied on market data for benchmarking purposes. this way - mas objective ang gamit mo na basis for determining pay...

 

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HR Pros...Goodday to all. Can i ask something, here goes...if a company declares a loss on its business, is this a sufficient reason for them to not give increases to its employees on the following year? Is this a practice in the industry? Hope to hear replies from you and much thanks in advance :)

My inputs po ulit...

 

1.a company declares a loss on its business, is this a sufficient reason for them to not give increases to its employees on the following year? Yes, it is sufficient. But even if you have sufficient reason (or not), its always about how you package your message and how consistent you will be to implement it. Some companies tried slashing increases but not including the Management team...needless to say, it'd result to labor concerns. My suggestion is for the Head of the company to get first the commitment of the heads of each dept to implement non release of increase...starting with them.

 

2. Is this a practice in the industry? Yes. A lot of companies use this during the asian crisis. It can even be used to justify redundancy or retrenchment program. However, make sure you make thorough study before implementation. Take into account potential productivity loss and maybe resignations from your talented employees.

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