给我加薪10%的话,管它升不升职.[Copy猫 (4-3 17:59, Long long ago)] [ 传统版 | sForum ][登录后回复]61楼
(引用 lqbz:我觉得加薪不升职，是我人生最大目标又拿钱，又崩担责任)其实责任本来就灰常灰常大所以对于同学们讲的升职责任加大等我表示毫无压力啊！ [本文发送自华新手机Wap版] [vickychen (4-3 18:52, Long long ago)] [ 传统版 | sForum ][登录后回复]62楼
Lz 期望值太高了。放低点幸福感就高了。你的情况是我最想要的。一年前换头衔，工作量大涨，薪水没涨。一年后涨薪水时我都累觉不爱了。而且还没你现在涨得多。老板还说不要认为涨薪水是应该的。是说你在新头衔下还能胜任才有的。我晕呀。看了我这情况你是不是好受多了。 [本文发送自华新手机Wap版] [Q+Q (4-3 18:55, Long long ago)] [ 传统版 | sForum ][登录后回复]63楼
(引用 Q+Q:Lz 期望值太高了。放低点幸福感就高了。你的情况是我最想要的。一年前换头衔，工作量大涨，薪水没涨。一年后涨薪水时我都累觉不爱了。而�...)老板mgmt skills太差，竟然说这种话！其实如果学历能力经验俱佳，能在外面找到更好的职位，更高的薪水的话，不用管老板说什么啦。
在那之前就该干嘛干嘛
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[vickychen (4-3 20:05, Long long ago)]
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(引用 vickychen:老板mgmt skills太差，竟然说这种话！其实如果学历能力经验俱佳，能在外面找到更好的职位，更高的薪水的话，不用管老板说什么啦。 在那之...)LZ具体是做什么的升职的话会和原来职责都一样吗？ [本文发送自华新iOS APP] [纱姿 (4-3 20:33, Long long ago)] [ 传统版 | sForum ][登录后回复]65楼
(引用 纱姿:LZ具体是做什么的升职的话会和原来职责都一样吗？)是这样的，平时就时不时有新的tasks，通常没有适合的人选都会assign给我。我本身workload就很重，工作性质决定了大家对我工作的要求比较严格。
不过我对新的tasks倒也很open，因为还能学到一些东西。
在这种前提下，回答你的问题，主要职责基本不变，不过一直都会有新的东西给我。
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[vickychen (4-3 20:45, Long long ago)]
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(引用 vickychen:我认为重要，尤其对找下一份工作。)老板也猜你这么想，所以不要提拔你，嘿嘿 [本文发送自华新iOS APP] [dazhong0703 (4-4 11:51, Long long ago)] [ 传统版 | sForum ][登录后回复]67楼
(引用 vickychen:是这样的，平时就时不时有新的tasks，通常没有适合的人选都会assign给我。我本身workload就很重，工作性质决定了大家对我工作的要求比较�...)case study - 很长老板心里想的和你不一样，你要让老板心里想的和你想的靠近。
Case : How Come They Make More Than I Do?
Background Information
Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed, Fran took pride in her ability to create a high-morale and high-performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them.
Then, early on Wednesday morning, Fran’s secretary, Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars.” Indeed, in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an administrative aide than as a secretary.
It was clear that Judy was upset about something as she seated herself in the chair next to Fran’s desk. Slowly, Judy placed a job-posting application form in front of Fran. She would not look her supervisor in the eyes.
Fran was surprised, to say the least. As far as Fran knew, Judy liked both her job and working in the Training Department. In turn, everyone else in the department liked and respected Judy.
Fran looked over the form and said casually, “So you want to post for the executive secretary job in the Branch Management Division.” She paused. “Could I ask you for some additional information, Judy? I’m kind of surprised.”
Judy looked at her clasped hands, thinking. Fran waited.
Finally, Judy looked up and said: “I noticed in last week’s job posting that the executive secretary position is graded as a 14. Now that’s two grades higher than my job!”
She caught her breath. “You know my friend Mary Johnson works over there. She told me that half the time the secretary sits around doing nothing.”
Judy continued, gathering some anger in her look and resentment in her voice. “Look, Fran, you know how hard I work, how hard we all work, around here. I mean, I’m always busy. I don’t see why I should work in a job graded at a 12 and work twice as hard and yet not be paid the same as that secretary. The requirements for the job are just a little higher than mine, and the merit raise you gave me last month hardly helped at all.”
Fran listened, then she replied: “It sounds to me, Judy, that you’re feeling angry because you think you should be paid more for the work you do and that you want to switch jobs rather than put up with things as they are. Am I right?”
Judy nodded her head in agreement.
Fran knew, though, that the Metro job evaluation system was up to date and that the executive secretary position to which Judy referred did require additional background experience, skills, and responsibilities beyond what was needed in Judy’s current job. Because her secretary was such a good employee and a nice person, Fran was quite concerned. She felt strongly that moving to the executive secretary job would not be what Judy really wanted, and she hated to lose Judy, especially if her decision was based on faulty reasoning and the move would not be good for her.
Fran tried to figure out what to do.
Case Questions
________________________________________
1. What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?
2. How should Fran respond to Judy’s request to transfer?
3. How should Fran respond to Judy’s salary complaints?
Case Discussion: How Come They Make More Than I Do?
Answers to Case Questions
1. What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?
Judy’s line of reasoning is as follows:
a. Her recent merit increase was not adequate enough reward for her hard work.
This is Judy’s opinion, and for her, it is true.
b. There is an open position that would pay much more than what she is making now.
It is true that this open position would pay her more than she is making now.
c. She has heard that the job in question is easier to do than the one she has now.
Unfortunately, this point is misleading and probably wrong. Her information is based on hearsay. In fact, grade differences of three levels mean these jobs require higher levels of talent, initiative, and responsibility. Judy has confused being busy with working at a higher level of difficulty.
d. Therefore, she wants to get an easier, higher paying job by moving to that new position.
She might get a higher paying job, but it would not likely be an easier job.
2. How should Fran respond to Judy’s request to transfer?
In many job-posting systems, the posting employee is required to notify his or her supervisor of the intention to post for a position. However, the employee is not required to obtain the supervisor’s permission. To the extent that this rule applies here, Fran cannot do anything but pass along the posting application.
However, it would be prudent of Fran to help Judy make the best career decision in this manner. While agreeing to move the job-posting application along, Fran should also counsel Judy. First, she should encourage Judy to do some career and job informational interviewing. For example, Judy should be encouraged to meet with people in the other department to learn what they really do. Second, she needs to think about what she wants in a job. Finally, Fran should explain to Judy that the jobs are graded differently because there are real and significant differences in the jobs. She should caution Judy that hearsay can be misleading and that she should look at the executive secretary position in terms of levels of skills and accountability, not just in terms of dollar differences.
3. How should Fran respond to Judy’s salary complaints?
It is likely that Judy is motivated in part by her anger and resentment over what she sees as an inadequate recognition of her hard work. Fran should work to communicate her appreciation for Judy’s contributions. In addition, Fran needs to note that Judy is performing a job that is higher than the job for which she was hired. Judy should institute a job re-evaluation request.
[小寒 (4-4 12:09, Long long ago)]
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只加钱不升值这是我梦寐已求得，这样多好啊。什么责任感阿之类的，我觉得都是浮云，又不能当饭吃，又不能卖了换包包。不过如果mm是那种事业心很重的就另当别论了。我是觉得很多时候我们就是个小棋子，生不生都不是我们所能决定的所以，别太纠结了，不爽就走吧。我觉得mm能找到更好的。
Ps我们公司升值更无人道，之前是升一级要等10年8年，但是现在政策变了，新人1年就能升值。那些senior很不开心，不过又能做什么？我们从年初就开始做appraisal, 然后不停review reivew，你直属的老板就算爱死你，也不代表尼能升，要写各种report,证明你的却比别的人要强，一个project ream比完了，还要和很多很多你都没见过，但是same grade 的人rank。超级头疼麻烦，不过这是公司规定，只能这样办，反正我也没啥事业心，混日子呗。
[头大 (4-4 12:46, Long long ago)]
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(引用 dazhong0703:老板也猜你这么想，所以不要提拔你，嘿嘿)外面找到好的照样走！哈哈 [本文发送自华新手机Wap版] [vickychen (4-4 14:10, Long long ago)] [ 传统版 | sForum ][登录后回复]70楼
7 in 10 planned to give their staff a 1 to 5% pay increase（zz[SINGAPORE] Salary hikes in Singapore are likely to remain conservative, even as pressing issues such as a shortage of skills and staff turnover continue to persist in the coming year.
So says a new report on the salary and employment forecast for Singapore this year by UK-based recruitment consultancy firm Michael Page, which polled more than 300 companies here.
The findings, released yesterday, showed that seven in 10 employers planned to give their staff a one to 5 per cent pay increase over the next 12 months.
Nearly a quarter (23 per cent) said that they would hand out a 6 to 10 per cent increase, while only 7 per cent said that they would pay 11 per cent or higher.
Some 74 per cent of employers said that all their staff would get an increase of some sort, but this would vary according to their performance. Five per cent, however, said that they would not give any raises at all.
This comes as employers expect to continue to struggle with the double whammy of a manpower shortage and staff turnover, said the report.
Nearly half of those surveyed, or 48 per cent, expect professional skills shortages, a six percentage point increase from last year.
Some 53 per cent, meanwhile, say that staff turnover will persist. This is a slight decrease from the 56 per cent that said so last year.
"While Singapore's employment market will continue to be active during 2014, employers are generally adopting a more considered approach with tighter controls around the recruitment process to make sure professionals are the right fit for their organisation," said PageGroup Singapore managing director Jerome Bouin.
"This approach, coupled with effective retention strategies, will be key to addressing staff turnover and the shortage of talent over the coming year," he added.
Mr Bouin remarked that the fact that Singapore continues to enjoy an influx of companies looking to establish themselves regionally was likely to help sustain the demand for skilled professionals.
"This demand is expected to see organisations lean towards hiring local talent as tighter local regulations make it harder to employ foreign professionals. As a result, attraction and retention strategies including offering employee benefits will take greater prominence," he said.
According to the survey findings, work-life balance options and employee benefits will be offered by some employers this year to retain their staff.
The top options they listed were flexible working arrangements (63 per cent), team building and off-site activities (46 per cent) and increased maternity and paternity leave (24 per cent).
And when it comes to dishing out bonuses as a retention tool, the vast majority of companies indicated they were willing to put their money where their mouth is.
Ninety per cent of employers said that they expect to award staff bonuses in the coming year, in addition to training and career progression opportunities.[新股新人 (4-4 15:00, Long long ago)]
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(引用 新股新人:7 in 10 planned to give their staff a 1 to 5% pay increase（zz[SINGAPORE] Salary hikes in Singapore are likely to remain conserv...)加薪范围肯定看公司本身。别公司加10%不代表你公司也能加这么多，别公司不加薪不代表你公司也不加薪。
看这些survey，对个人而言，没有太大意义。
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[vickychen (4-4 18:03, Long long ago)]
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如果是我，就果断跳[卡尔齐 (4-6 13:22, Long long ago)] [ 传统版 | sForum ][登录后回复]73楼
(引用 卡尔齐:如果是我，就果断跳)等拿证+调整后薪水收个3个月新雇主通常会问的。
同时找新机会，职位一定要升一级才跳，annual package更好点（这个有点难）。
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[vickychen (4-6 13:41, Long long ago)]
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职位都是虚衔，加薪才是实际的，给你加薪总比给你升职但是不加薪好呀职位都是虚衔，加薪才是实际的，给你加薪总比给你升职但是不加薪好呀[韩国服饰直邮 (4-16 18:13, Long long ago)] [ 传统版 | sForum ][登录后回复]75楼