Re: [MTC Global] [Weekend Big Debate-I] Do you support Salary Transparency ?

Salary transparency is prone to many merits and probably to none
or a few demerits.

Transparency or confidentiality in salary in fact carries no meaning as one's salary can be made known through various channels.
I had witnessed an undesirable outcome of confidentiality of salary in private professional institutes, half salary through cheque and half in cash (black). I had refused such a practice at which the management was taken aback, flowing against the current. I used to issue monthly salary slips to all employees, accrued amazing institute- growth- outcomes.
Transparent salary variability (performance based) promotes competitive spirit among employees, they find it justifiable, are happy and no envy.
Transparency needs un-bias-ness, fairness and open-ness that sometimes may create headache to organization.
Transparency has been advocated in old days, did exist then and more so advocated in all functional areas of the modern information era.

Regards,

Dr. P H Waghodekar, PhD (Egg), IIT,KGP, IE&M, 1985,
Advisor (HR), IBS & PME (PG)
Marathwada Institute of Technology,
NH 211, Beed by pass road,
Aurangabad: 431010 (Maharashtra) INDIA.
(O) 02402375113 (M) 7276661925
E-Mail: waghodekar@rediffmail.com
Website: www.mit.asia
and
Chairman, Advisory Board, MTC Global, Bangalore.

Engineering & Management Education: An Engine of Prosperity.
Classroom teaching must match with Boardroom needs!

From: Dr R P Singh
Sent: Sun, 12 Jul 2015 17:53:49
To: join_mtc@googlegroups.com
Subject: Re: [MTC Global] [Weekend Big Debate-I] Do you support Salary Transparency ?

In today's situation, in most private sector organisations, salary has become private and confidential and in many cases , even immediate bosses may not be aware of compensation of their subordinates.

Bosses are asked to give performance rating to their subordinates based on achievement of KRA's. However, final increment will depend upon appraisee manager's performance rating, competencies, market value and potential to shoulder higher responsibilities.

It is generally decided by Corporate HR / top management at corporate levels.

We find that old system of transparency in salary and increments, like in govt. / public sector, has been replaced by confidential and variable pay and increments in most private sector organisations today.

When range of variability is large and market demand driven, complete confidentiality has better chances of reducing the feeling of envy and discomfort among most employees, if implemented properly through structured transparent system of performance evaluation based on predefined measurement standards.

Regards,

Dr R P Singh

Sent from my Cyanogen phone

On 11 Jul 2015 16:44, "Prof. Bholanath Dutta" <bnath.dutta@gmail.com> wrote:

Undercurrent - a US based consultancy firm and Buffer-a social media management tool company making the news by encouraging the employees to make their salary public [ish].

IS there anything wrong ? If the company is professional and salary is linked with the performance.

Do you agree that such transparency is good for the health of the organisation [or individual] ?

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