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Best Practices For Using Dotted Line Managers in India

in Human Capital Management

Summary:

We have a requirement to have dotted line managers in or India legal entity in addition to regular line managers. Dotted line managers however shouldn't have access to compensation details of their reports. We want to understand what are the standard practises when we use dotted line managers.

Content (please ensure you mask any confidential information):

For our India entity, we have requirement to maintain dotted line managers for employees in addition to line managers. Dotted line managers could be project based and can perform transactions like performance reviews, access trainings but should not have access to compensation information. Is it a common practice in India that dotted line managers cannot have access to compensation information? From a security perspective can anyone share how this has been achieved in system? Are there any standard guidelines while using dotted line managers?

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