Dear Mr. Tan
There are a lot of commentaries in the media on the China SMRT drivers.
The usual practice in the industry is that the pay is normally different for employees from different countries. The employers look at the gross expenses and the gross should be more or less the same across. Take for example, Indian technician with an “S” pass is paid minimum S$2K as per the law (they should have diploma in technology and some years of working in the similar industry). Work permit holder from Malaysia of “O” level and above is paid $1.6-1.7K as levy is part of the expenses to hire Malaysian. Same goes for Chinese.
Chinese workers are more vocal and demonstrative/assertive. While Indian and Bangladeshi are more compliance and submittal.
The employees have signed to the contract terms. It is always good HR policy to tell employees that they should not disclose their pay. This is to prevent the employees from becoming unsatisfied. It is also true that most executive will not share this info especially if the merit is built into the pay. For rank and file, they do compare. So expectation should be set.
This is just my personal view.
Regards,
Isabel
3 comments:
There are upsides & downsides to vocal, demonstrative/assertive & compliance/submittal.
I've encountered foreign colleagues who are so compliant that they carry out the stupid orders without question. Many bosses love these type of mindless 'automatons'. Only when problem/crisis hit do those lame bosses wonder why how come nobody voice out about the pitfalls.
For locals, the most glaring example is the pap govt filled with so many Yes Man/Women.
"...This is to prevent the employees from becoming unsatisfied. It is also true that most executive will not share this info especially if the merit is built into the pay."
This is the source of politics is it not?
It promotes and encourages discrimination and favouritism and even poor judgement.
If 2 people have exactly the same roles or similar duties and job scope, what did one do to get 3% more pay than the other?
It is prudent to create a rating scale that describes behaviour or actions for people to strive to achieve. If we do not know what is the target, we will not know where to go.
Creating rubrics add clarity to what is the desired outcome of a certain action. It can also determine the process of how to achieve it.
HR practitioners here lack the conviction to propose these to business owners. They are being dictated by people who have poor understanding of HR fundamentals.
The focus being a simplistic:
"Cut Costs!!"
@"It is always good HR policy to tell employees that they should not disclose their pay."
Firstly, it is good HR policy not to discriminate...LOL
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