Dec 6 2007, 10:54 AM
QUOTE(tishaban @ Dec 5 2007, 02:49 PM)
It's very similar to what you just mentioned. He talked to Shell HR for example who wasn't willing to pay more than RM6500 gross per month even though he's already earning a similar amount. Their excuse was age and a rigid salary structure.
This is not age discrimination (yah, excuse, the HR should not even mention it! 
). Shell is very very careful about any kind of discrimination.Your colleague probably applied for a job that is in the Job Group 7 payband (engineer position?). That payband has a maximum ~6.3k. Anything higher is not justifiable.
If he goes for a technical lead (JG6 ~ 7k) or Manager position (JG5 and above - 10K to unlimited cash
) he'll find the payband is very much higher.Which brings me to another point here - to illustrate an example: no matter how good your Windows technical skills are (i.e. troubleshooting, solving issues, implementation) you'll find it very hard to go above 6k unless you improve yourself with managerial skills. From a company's point of view, it's not how good your skillset is, it's how rare your skillset is.
Why do you think Unix/Oracle consistently earn more than Windows/SQL people? Or why SAP has so high pay, or Project Mgmt? But people in helpdesk, one-leg-kick troubleshoot in small companies don't earn that much? It's because more people can do some jobs than others.
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One more thing I forgot, your colleague will likely not be happy with Shell, because due to their increment structure, since he hit the maximum payband his yearly increment will likely be 1%, no matter how well he performs
This post has been edited by cwtien: Dec 6 2007, 11:00 AM
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. One of the reason was the increment policy. I know the objective and I do applaud it, but it penalizes the people closer to the payband......like me..... 
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