COMPENSATION - SURVEY OR COMPENSATION ANALYSIS

One can Survey the Companies

    Or

One can survey the candidates.

(A) Surveying Companies :

    - Requires preparation of elaborate questionnaires

    - Establish "equivalence" (across a group of companies_ of

       .  Grades

       . Scales

       . Levels / designations etc

Without which, comparisons become difficult or infectious.

    - Convincing lot of companies to participate & give - out information in questionnaires and across the table.

    - Having convinced, getting them to do that

    - Setting aside one / two persons (who can command respect) to go and meet dozens of personnel Managers across the country over 2/3 months of time.

    - Then tabulate / analyse the data (thru computerization, of course), Plot graphs/ charts, draw conclusion write report, print and send - out copies to all participating companies.

All of above is

    . Tedious

    . Time - consuming

    . Pain - staking

    . Expensive

    . Not much remunerative ?

If found remunerative, we may still do this sometime in future when

    - Time/ money resources permit

    - We have acquired a "standing" for corporate to respond.

(B) Surveying Candidates

This is even more difficult because

    - A much larger SAMPLE - SIZE is required. Hence greater effort.

    - We cannot promise a copy of report of 2000 executives so, for them, there is no ensuring benefit (what is there for me?) why should be they take the trouble to fill in a questionnaire, spending 2 hours of his precious - time?

    - An executive is reluctant to part with this "CONFIDENTIAL" to somebody who is a total stranger - specially when he sees NO BENEFIT for himself. He is even afraid of this information leading to wrong parties.

All in all this is not a viable proposition.

However,

as far as we are concerned there is a THIRD & SIMPLE alternative which is also

    - Accurate

    - Reliable

    - Fast

    - Provides greater statistical analysis

In our EDS (Executive Data Sheet) we get detailed (break - up) data on an executives

COMPENSATION PACKAGE.

For that executive, we also know (from EDS),

    a - Name/ PEN

    b - City of Posting (Regional Pattern of Compensation)

    c - Edu. Quali - & year of Passing 

   (- Education - wise compensation pattern - year of Passing - wise analysis)

    d - Birth - Date

        (Age - wise analysis)

  e - Current Employer - Company

         (Company wise analysis if there are 20 executives from same company)

          Or

          at least

  - Industry - wise analysis (the industry to which a company belongs)

  f - Post Qualifications (MBA etc)

  Do these guys get a better package as compared to others ?

       . Of come "age"

       . Of same "Industry"

       . Of same basic "Edu. Quali"

g - Total years of Experience

         Across the Industries

           Or

         Within a given industry,

How do salaries "Progress" with exp?

h - Designation

      What are the salary - patterns within each "designation - groups" (hierarchy - levels) ? For same "designation - group", what are the differences / spreads based on

       . Industry

       . Edu

       . Exp.  etc.

Since May 1996, we have started receiving duly - filled in EDS

Till end Nov. 96, We have received ........... 2717

Of these, we have already entered  in computer    = 2000

Of course, there may be some EDS Where, the COMPENSATION - PACKAGE data

       . is totally missing

       . is incomplete

       . is confusing/ erroneous

We would have to ignore such EDS.

But

The balance do provide a good enough "population / sample" to carry - out several statistical analysis

We could thereafter use this analysis for

    - Incorporating "Highlight of Findings" or "overall Trends in compensation" in our quarterly MAILER to 1000 top companies.

    - "Selling" detailed report to those companies who are interested.

The enclosed pages show what type of analysis can be carried out. 

(A)  Designation Group : GENERAL MANAGER

        Designation Group : Manager

        Designation Group : Vice President

        For each "designation - group" repeat Graphs #1/ #2/ #3.

(B) Industry Group : Automotive

           . Consumer Goods

           . Power

           . Telecom

       For each Industry group, repeated graphs #1/ #2/ #3/ #4

(C) Edu - Qualification - Groups

       . Engineers

       . Charted Accountants

       . Co. Seevetaries

       . Commerce Graduates

       . MBAs etc etc

Repeat Graph #1 / #2 / #3/ #4 for each of the Edu. Quali. Groups

(D) REGION (North/ East/ West/ South. Central) / ALL INDIA

        Repeat all graphs "Posting - location" wise to bring - out "Regional Disparities/ Differences" for

          - Same Edu. group

          - Same Age group

          - Same Designation group

          - Same Industry group

          - Same Experience group

          - Same Function group

            (e.g. Mfg/ Mktg/ Sales/ Finances/ Personnel & Adm / R & D etc)

Besides the above mentioned analysis, one could also analysis different "Sub groups" within the total           compensation - package. These are

       . Basic

       . Allowances

       . Perks

       . Reimbursements

       . Annual Payments

       . Retirement benefits

       . Other Benefits

After calculating the "Percentage" (%) of each to the TOTAL package, one could compare these "Sub - Groups" across

       . Industries

       . Regions

       . Designations

To determine the influence of these (Industry - Region - Designation) on the various CONSTITUENTS (i.e. the sub - groups)

Does this analysis e.g. show that

    . Higher the designation higher the perks/ reimbursements

   . Western Region has better Reimbursements

    . North have more "allowance" %

       Or

    . Telecom Ind. has more Perks   etc etc.

    . What companies are offering "Loans" ?

    . What Companies are offering "Co - flats"?

    . what are "tax - free" components?

    . What are "trends" in specific allowances.

      eg.

    . Uniform allow / attire allow

    . Edu. allow / attire allow

    . Lunch/ Canteen allow / attire allow

    . Travel allow / attire allow

    . Entertainment allow / attire allow

    . HRA allow / attire allow

    . CCA allow / attire allow

    . ITA allow / attire allow

    . Medical   Reimbursement

If we wish to "market" compensation Analysis as a "By - Product", we could even consider modifying our EDS and devote one entire page to compensation package

Of course as the SAMPLE - SIZE groups, accuracy will also improve.

h.c.parekh

COMPENSATION - SURVEY

Nirmit / Nagle Saheb

 Let us discuss after you had opportunity to study enclosed not.

 All the "raw - data" required to implement this project is already entered/ available in our database.

 What we need is a software (a statistical Analysis Package) to process this data and prepare the graphs for analysis.

Once each graph is printed, anyone can write - down "observations Findings".

 And in this ease, we can genuinely claim our own "Authorship". We will also find a number of "buyers" if done quickly since Nirmit's remarks in Business world (Coming Salary squeeze) are still fresh in the minds of corporate.

h.c.parekh

LOGIC FOR NAMES OF COMPANIES

LOGIC FOR DECIPHERING "NAMES OF COMPANIES"

There are following alternatives.

 ALT # 1

 Create a MASTER - DIRECTORY of (say) 20,000 companies - names & store in memory.

Then anytime one of these names appears in a bio - data being scanned, and then the computer will recognize it (string of matching words) as a COMPANY NAME.

 ALT # 2

 Under this alternative, we try to devise logic. The logic can be what are the most commonly occurring words which proceed a "COMPNAY NAME”?

If there are no more than 10/15 such

·     Words or

·     Phrases or

·     Sentences

 then, it would be easy to identify a COMPANY - NAME as being, the "String of Words" following such words/ phrases / sentences. Let us see. The words/ Phrases found are as follows.

1. Worked with "        " as

    Worked as  ....... with...........

2. Presently working with ............as........

    Presently working as ............ with........

3. Joined...........

    Joined as ......... with..........

4. Posted for 2 years working

    Assignment at ...........

5. Transferred to.........

6. Working as........... in..........

     worked as ......... in ...........

7. Worked as ......... with / in ...........

 8. Since....... I am working as ..........

      For............

9. Nearly ten years in reputed concerns like: ............

10. At present I am holding a Key - position in ..............

       Division of.............

11. I am holding a key position in..........

12. I started as a management trainee with........

13. I started my career as.........

       In.............

14. Currently working as ................ with ..........

15. Working as Profit - centre head of ............

16. At present with ...............

        At present working with ..........

17. Joined as ................ in ...........

18. (Designation) in (Name of Company)

 19. Associated with ............

20. (Co. Name)   as  (Designation)

21. Since (date) I am working as (designation) in ...........

22. From (date) to (date), I was associated with ...........

23. Was deputed to ........... as .........

24. Was a consultant to .........

25. Also worked with ...........

26. Work experience at ............

27. I have worked for more than 10 years in...........

28. I have been working for more than 10 years in .........

Third alternative ?

1. Names starting with "M/S"

2. Names ending with

       . LTD

       . LIMITED

       . PRIVATE LIMITED

       . PRVT. LIMITED

       . (P)

       . (P) LTD

       . PVT LTD

       . (I) LTD

       . INDIA LTD

       . ENTERPRISES

       . (INDIA) LTD

  Fourth alternative

 Some candidates are very systematic and provide company - Name in a structured manner as

a. In a tabulation where one of the column reads "Employer" / Organization/ Company" etc.

b. Name of Company : ............

      Duration              : ...........

                    Designation         : ...........

                    Job - Profile / Responsibility : ............

 By itself (alone), none of the above mentioned alternatives, would give a 1005 accurate result. We may have to use all of these in a combination, perhaps in the following order :-

 First Logic .......... All # 4  (Check for structure/ tabulation)

Second Logic ......... Alt # 2   Check Proceeding / Succeeding words

Third logic  ...........   Alt  # 3   check for "Tell - tale" signs

 Fourth logic ........ Alt # 1   Compare with "Master Directory"

I could be wrong and may be the easier/ faster method could be to reverse above - mentioned order.

h.c.parekh

LOGIC TO ELIMINATE THE JUNK

Biodatas contain a lot of junk. Apart from patently irrelevant information’s, there are some pieces of information’s which are of "no immediate interest" to a client - company (although these could be of some use at a later date if that candidate gets employed with that client.

While scanning, we must weed out such USELESS INFORMATION.

What are these?

1. Marital Status

2. Hobbies / Other Interests

3. Extra - Curricular Activities

4. References:

 We need to retain this info. in our database in order to contact these person for "antecedent", but we do not wish to give - out this info. to clients in our converted bio - data.

5. Nationality:-

  As of Now, this info. is not relevant as long as our placement service is confined to

·     Indian Candidates

·     Indian Client - Companies

But

With our alliance with Foster Parner Global Network, we may, before long, expect to place.

·     Indian Executives in Foreign Cos.

·     Overseas Executives in Indian Cos.

At that time, we will need this info. We may even have to introduce this in our EDS (Executive Data Sheet).So let us keep it, wherever given.

6. Seminars Performed

 Seminars Attended

Training Programs attended

Other Courses attended

Conferences attended

7. Under - Graduate level Educational Qualifications   e.g. SSC/ HSC/ PUC   etc.

8. Scholarships

9. Sports/ Sportsmanship

10. Competitions (participated / won)

11. Career Objective Professional Objective

  All American Bio - datas start with a 2/6 line statement of career objectives. Indian Executives rarely mention this.  We may have to retain this in view of our desire to "go - global", also to go on NET.

12. Under "Edu. Qualifications"

        Long list of "topics - subjects" studied. This is wholly un necessary. However, for a candidate who is already a ph. D. or who is studying for this Ph. D (D. Sc), the subject of his THESIS / RESEARCH, if mentioned by him, should be faithfully reproduced. Quite often, this is of considerable intersect/ relevance to a potential employer.

13. Place of Birth

14. Height / Weight/ Glasses etc.  Health Status/ Physical data/ Personal Data.

15. Passport No./ Visas

16. Father's Name

       Family Member's Names

       Dependents

      & their addresses/ occupation/ Education etc.. 

17. Position Held out School/ Colleges Such as

          Scout Master

          Head Boy

          Master of Ceremony

          Perfect

          Treasure

          Seentary

          Chairman

18. Dramatics/ Public Speaking

19. Religious applications

20. Social affiliations (Rotary Club/ Lions Club. etc)

21. Copies of

          . Appointment Letters

          . Salary Certificates

          . Service Certificates

h.c.parekh