Did I really lose?

The hiring manager and the Head of Department both approved me. I quote the HOD’s words - “you are the exact type of candidate we want in our company”

Negotiations broke down due to salary agreement - if I look at things the other way, they lost a potential good employee because of HR’s blunder in negotiation. I refused to provide my salary info even though I knew the job was in my hand - who made the call here?

Your mentality speaks volumes on your thoughts - that we should be thankful for employers to offer us a job.

I don’t think of it on the same angle - I see it as a mutual benefiting relationship - I provide my skills, the company pays. There are no winners or losers here - just win-win or no deal.

I didn’t know HR had the power to reject me after hiring manager and HOD has approved.

How did you nego from 20% to 80%? Give some tips.

This happens more often than you think.

In my team, the range between the lowest and highest paying employee is RM10K - all doing the same job.

Since when HR cannot offer ad hoc increment?

Most likely is to use to look at what to offer the person. Not necessarily a bargaining chip, but in MNCs, anything above X% will have to be approved by higher authority, thus they will need the payslip to back it up, especially if someone uses bonus to form part of their new salary requirements.

That is the very definition of bargaining chip.

it is acceptable if you mean junior engineer is rm3k and senior engineer is rm13k, but if they are doing the same thing     

Do you think this is right? Salary different as much of 10k but do the same job? Unless this 10k only represents 20% of the salary ie 40k vs 50k. No wonder you started this thread. Ha...

I like how "it's just procedure" somehow makes it right

Oh... You're an HR person.. no wonder....

Most likely is to use to look at what to offer the person. Not necessarily a bargaining chip, but in MNCs, anything above X% will have to be approved by higher authority, thus they will need the payslip to back it up, especially if someone uses bonus to form part of their new salary requirements.

look at the bigger picture

what TS is doing is market (supply and demand) forces at work

Employer will always want to squeeze more and an employee will always demand more
that's how inflation works

Employee will always demand more salary
Employer will always bitch and moan
but eventually, at the same salary offering, they would get less and less applicant
and eventually, they would have to raise and pay more
that's how salary increment works

eventually, if more people like TS practice this
more employer would just forgo the payslip procedure
both sides will bitch and moan (like in this thread)
but eventually, majority would win
and hopefully, it would be the employee

Aha...

unker fuzzy, bonus is just 1 time, given to u in a month. usually HR asks for 3 months salary slip.

Sorry to break the bubble my friend, but indeed you lost.

You didn't play the game right.

No point if Jesus/Buddha/@11@h himself approved you if HR didn't.

No need to be in denial.

It was a fair fight after all.

You call their bluff, and they call yours.

In my 20+years in HR management, I've seen all kinds of people, too many to count.  Every month I have 200+ applications to sift through.

Most go to the trash though.

But I wish you all the best.

difficult to keep it confidential as the company has the right to know, but not necessary using it as bargaining chip to determine your next salary.

I bet TS bluffed on his salary and when he was offered the job, couldn't produce his salary slip as evidence.

anyhow, it is TS's right not to produce and it is the company's right not to hire. no one is right or wrong here

off course also depends on the company and hiring position, if it is high security company, they might even ask for your wife info,

was the payslip requested during the interview stage or as a follow up after you left ? and was asked by email or in person?