Wyld Posted July 19, 2004 Share Posted July 19, 2004 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. Very valid points. bottom line here is a primary consideration in wage setting is the companys ability to pay. it wont and shouldnt declare salary increases when it does not have the earnings or the budget to justify them. if they do and are unable to give out the promised increases, they will have to deal with the greater problem of decreased employee morale. Quote Link to comment
Tokoy Posted July 19, 2004 Share Posted July 19, 2004 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, hi rude angel good day! this is quite off-tangent to the topic you've raised earlier. but this would also somehow help in your quest of putting up a satellite office here in philippines. this is one of the topic that was discussed in the HR board lately on the role of the philippine office as against the influence of the foreign office. i think you have to be very clear about this. you need to establish as to what extent is your role in terms of hiring, policy making particularly the pay structure and others because most often these foreign office have already a standard that they want to be followed. thanks Quote Link to comment
archer_dude Posted July 23, 2004 Share Posted July 23, 2004 Hi guys! Any kind soul here that can help me compute my withholding tax? I'm gonna give you the figures if someone's willing. It seems like the people in ourcompany's finance dept. are undergrads or agriculture grads. they don't seem toknow how to compute for it. Thanks in advance! Ciao. Quote Link to comment
Wyld Posted July 23, 2004 Share Posted July 23, 2004 archer dude if you mean w/holding tax levied on your monthly pay... thats roughly 32% of your pay... thats whats called a hypothetical tax .. its annualized at the end of the year in order to determine your tax due or refund ... the proper computation for that figure is at the back of the form 1701 that you file every year.... if you pm me your figures il tell you if theyre on track or not. Quote Link to comment
Tokoy Posted July 25, 2004 Share Posted July 25, 2004 Hi guys! Any kind soul here that can help me compute my withholding tax? I'm gonna give you the figures if someone's willing. It seems like the people in ourcompany's finance dept. are undergrads or agriculture grads. they don't seem toknow how to compute for it. Ciao. hey archer_dude! good day! i'm very much willing to help you. please PM me the following details: gross pay, civil status (the one you have declared in your existing company) and lastly the frequency of your pay if its semi-monthly or monthly. in return, i will give you a detailed computation of your income tax. Quote Link to comment
Switlass Posted July 26, 2004 Share Posted July 26, 2004 MOD NOTE: I have deleted several OT posts in this thread. This thread is truly helpful and it would be very selfish if we do not clean it of OT posts. There is a reason why there is a PM function. Quote Link to comment
Steppenwolf Posted August 3, 2004 Share Posted August 3, 2004 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... inputs po ulit... asking rates are expected to be 'jacked up'. its almost a given. as such, hr negotiatiors should make sure to get the current pay of the candidate. the candidate should be able to support this with other docs like ITR papers. when you get the current pay, a 25% increase is the normal benchmark in our industry to get a guy from another organization. its just a benchmark so its not a straightjacket formula. bottomline is what the company can offer and the contribution that the candidate can give back... Quote Link to comment
Wyld Posted August 3, 2004 Share Posted August 3, 2004 inputs po ulit... asking rates are expected to be 'jacked up'. its almost a given. as such, hr negotiatiors should make sure to get the current pay of the candidate. the candidate should be able to support this with other docs like ITR papers. when you get the current pay, a 25% increase is the normal benchmark in our industry to get a guy from another organization. its just a benchmark so its not a straightjacket formula. bottomline is what the company can offer and the contribution that the candidate can give back... agree ako given nga iyon.. kaya malakas ang aking reliance sa market data. of course standard procedure na for me to ask for the most recent payslip of my applicant. i use market data and current pay PLUS budget salary for the position in question to come up with a fair offer. Quote Link to comment
Tokoy Posted August 6, 2004 Share Posted August 6, 2004 A good BI is one important thing if you want to offer a fair rate. Of course you have to triangulate the following: your company pay scale, the industry level and the asking rate. The purpose of the BI is to get the actual salary of the person because of often the not asking price are bloated. In this sense, you can make a reasonable counter-offer. Quote Link to comment
tatel1ph Posted August 19, 2004 Share Posted August 19, 2004 Hi. Anybody attending the PMAP Conference in baguio? Quote Link to comment
Tokoy Posted August 21, 2004 Share Posted August 21, 2004 im scheduled to attend the conference in baguio but i have other work engagements i hope i could finish this one in time for the conference. were you able to attend the last conference in Cebu? Quote Link to comment
Tokoy Posted August 22, 2004 Share Posted August 22, 2004 Good PM HR people whats up? Quote Link to comment
tatel1ph Posted August 23, 2004 Share Posted August 23, 2004 im scheduled to attend the conference in baguio but i have other work engagements i hope i could finish this one in time for the conference. were you able to attend the last conference in Cebu? yes i was there last year. hope to see you in baguio then. Quote Link to comment
Tokoy Posted August 29, 2004 Share Posted August 29, 2004 yes i was there last year. hope to see you in baguio then. Good Day HR residents and posters! Hi tatel1ph! will PM you if my schedule will permit me to go to baguio. Quote Link to comment
specs Posted September 13, 2004 Share Posted September 13, 2004 good evening to all. can a company deny someone of their ( employees certificate )? thanx Quote Link to comment
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