This document presents the findings of a salary survey conducted by Nigel Wright Recruitment of over 2,500 professionals in the consumer sector across several European countries. On average, respondents work 48.5 hours per week, with most working between 41-50 hours. The survey also examines job satisfaction, factors influencing career changes, salaries and bonuses, executive benefits, and salaries across various disciplines. Contact information is provided for those wanting to discuss recruitment needs.
The document provides an overview of Osram and the lighting industry in India. It discusses Osram's competitors in India such as Philips, Havells, and Surya Global. It then introduces Osram, describing its management, operations in India, subsidiaries, and certification. Key information includes that Osram is a wholly owned subsidiary of Osram GmbH, it has over 1200 employees in India, and its plant in Sonepat was awarded the Best4 Integrated Management certification.
The document is an exit interview questionnaire for employees leaving their jobs at Mabani Steel. It collects information about employees' likes and dislikes about their job, ratings of benefits, training, advancement opportunities, salary, management, and suggestions for department improvements. It asks reasons for leaving and will be used by HR and management to analyze issues and trends to aid in continuous improvement efforts.
HDFC Bank reported strong growth in net profit of 32.7% year-over-year and 12.4% quarter-over-quarter. Gross advances grew 37.7% year-over-year, significantly outpacing industry growth. Deposits also increased substantially by 30.4% year-over-year. Asset quality remained stable with gross NPAs at 1.2% and net NPAs at 0.3%, while the bank maintained a healthy capital adequacy ratio of 17%.
The document is a report from the E-Business Monitor that provides the results of a company's assessment in the areas of organization readiness, performance, and enablers. It classifies the company as a "professional" based on its scores and compares its results to global, country, sector, and department averages. It identifies areas for the company to improve in readiness, performance, and enablers based on the assessment results.
This document provides a pandemic planning guide for organizations. It discusses assessing risks from a potential flu pandemic, including impacts to employees, customers, suppliers and operations. It also outlines advance planning strategies in areas such as creating a healthy workplace, emergency operations, managing workforce issues, setting employment policies, supply chain management, customer communication and restoration planning. The guide stresses keeping updated on the latest pandemic flu developments and having open communication with all stakeholders.
AWARENESS OF CRISIL SME RATINGS AMONG VARIOUS EMERGING SME’sKharbgahlot
This document provides information about CRISIL (Credit Rating Information Services of India Limited), India's largest rating agency. It was incorporated in 1987 to provide objective credit ratings. CRISIL is majority owned by Standard & Poor's and also has other major Indian financial institutions as shareholders.
The document discusses CRISIL's business and services which include providing ratings for corporate and municipal debt, SME ratings, advisory services, investment research, financial news and risk analysis. It helps clients manage financial risk and provides inputs to help markets and public policy. CRISIL pioneered credit ratings in India and has the largest market share for ratings in Southeast Asia.
The document provides an overview of Osram and the lighting industry in India. It discusses Osram's competitors in India such as Philips, Havells, and Surya Global. It then introduces Osram, describing its management, operations in India, subsidiaries, and certification. Key information includes that Osram is a wholly owned subsidiary of Osram GmbH, it has over 1200 employees in India, and its plant in Sonepat was awarded the Best4 Integrated Management certification.
The document is an exit interview questionnaire for employees leaving their jobs at Mabani Steel. It collects information about employees' likes and dislikes about their job, ratings of benefits, training, advancement opportunities, salary, management, and suggestions for department improvements. It asks reasons for leaving and will be used by HR and management to analyze issues and trends to aid in continuous improvement efforts.
HDFC Bank reported strong growth in net profit of 32.7% year-over-year and 12.4% quarter-over-quarter. Gross advances grew 37.7% year-over-year, significantly outpacing industry growth. Deposits also increased substantially by 30.4% year-over-year. Asset quality remained stable with gross NPAs at 1.2% and net NPAs at 0.3%, while the bank maintained a healthy capital adequacy ratio of 17%.
The document is a report from the E-Business Monitor that provides the results of a company's assessment in the areas of organization readiness, performance, and enablers. It classifies the company as a "professional" based on its scores and compares its results to global, country, sector, and department averages. It identifies areas for the company to improve in readiness, performance, and enablers based on the assessment results.
This document provides a pandemic planning guide for organizations. It discusses assessing risks from a potential flu pandemic, including impacts to employees, customers, suppliers and operations. It also outlines advance planning strategies in areas such as creating a healthy workplace, emergency operations, managing workforce issues, setting employment policies, supply chain management, customer communication and restoration planning. The guide stresses keeping updated on the latest pandemic flu developments and having open communication with all stakeholders.
AWARENESS OF CRISIL SME RATINGS AMONG VARIOUS EMERGING SME’sKharbgahlot
This document provides information about CRISIL (Credit Rating Information Services of India Limited), India's largest rating agency. It was incorporated in 1987 to provide objective credit ratings. CRISIL is majority owned by Standard & Poor's and also has other major Indian financial institutions as shareholders.
The document discusses CRISIL's business and services which include providing ratings for corporate and municipal debt, SME ratings, advisory services, investment research, financial news and risk analysis. It helps clients manage financial risk and provides inputs to help markets and public policy. CRISIL pioneered credit ratings in India and has the largest market share for ratings in Southeast Asia.
Respondents working in the consumer sector reported average job satisfaction levels. Satisfaction was highest among senior managers and lowest among middle managers. Most respondents were satisfied with their work/life balance but motivated to change jobs for career progression or more money.
The document provides details about the telecom industry in India, including:
1) It discusses the growth of the telecom sector in India and provides an overview of wireline vs wireless services and GSM vs CDMA technologies.
2) It outlines the government's regulatory framework and policies to promote the industry, including liberalizing FDI limits.
3) It provides information on major players in the industry including state-owned and private companies.
The document discusses an impact assessment study conducted in Aceh, Indonesia in 2007 to analyze the effects of Start Your Business (SYB) training provided by the International Labour Organization to help develop micro and small businesses after the 2004 tsunami. The SYB program teaches entrepreneurship skills like developing a business plan. The study examined how SYB training contributed to new business startups and the challenges faced by participants.
This document summarizes a report titled "Profit or Pain from Your User Experience" which analyzes the return on investment (ROI) that can be achieved by improving the end-to-end online user experience. It finds that a typical business can increase online sales by 64% by improving the user experience. It also finds that up to 70% of contact center costs can be reduced. The report is divided into five sections that cover the executive summary, benefits and ROI analysis, internal organizational perspectives, and best practice guidelines. It also includes appendices with more detailed analysis on topics like reducing the "leaky pipe" of lost customers and measuring customer service.
Telecom Italia - Sustainability Report 2011Gruppo TIM
The letter from the Chairman discusses Telecom Italia's performance over the past 4 years in a challenging economic environment. It states that Telecom Italia has worked tirelessly to cut costs and improve competitiveness while dealing responsibly with staff redundancies. It has also rebalanced its presence in foreign markets and debt levels. Telecom Italia has developed constructive dialog with authorities and continued efforts to ensure compliance and ethical practices. Looking ahead, it will make important strategic choices considering sustainability and interests of all stakeholders over the short and long term.
[/SUMMARY]
The mobile telephony industry in India is growing rapidly with over 50 million subscribers by 2005 and projected to exceed 300 million by 2010. Key factors driving growth include falling mobile handset prices making them affordable for most consumers. Major players in the industry include Airtel, Reliance, Idea Cellular, and Tata Indicom providing services using GSM and CDMA technologies. The Telecom Regulatory Authority of India regulates the industry and promotes conditions for growth while maintaining fair competition between providers.
The document discusses occupational standards and their role in technical vocational education and training. It defines occupational standards as describing the competencies needed to perform work. Occupational standards are composed of discrete units of competence that define a particular scope of work. These standards are industry focused and reflect organizational needs. The document also discusses how occupational standards are developed by industry experts and keep pace with changing job requirements. It provides details on how units of competence are classified and packaged and how they are aligned with qualification levels in the national TVET qualification framework.
Comparative Study of Effectiveness of various mediums of AdvertisingShefaliW
The document discusses the importance of developing an effective advertising campaign rather than relying on single advertisements. It outlines the key steps in developing a cumulative response advertising campaign, including conducting market research, launching foundational ads to announce the product, running developmental ads to build awareness of key benefits, and maintaining awareness through frequent lower-cost reminder ads. The goal is to lower the cost of acquiring new customers over time as awareness and familiarity with the brand and product increases through the multi-stage campaign approach.
Welcome to the 2014 edition of the Nigel Wright Energy UK Oil and Gas Survey. As a company that is at the core of recruitment in the oil and gas sector, it is essential that we acknowledge market movements and understand the effects these changes have on employment and the overall business environment. Due to the effect that these fluctuations will ultimately have on any company’s recruitment strategy, we see it as essential to provide our clients with the most up-to-date information available.
Creative Compensation Strategies to Maintain Morale & Retain Talent CBIZ, Inc.
This presentation discusses key compensation strategies to maintain morale and retain talent. This includes *The turnover in the rebounding economy
& steps for designing a market-based compensation system
*Recognition and sustaining high performance through a merit matrix
*Compensation in closely held businesses
For more information, visit http://www.cbiz.com.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
This document summarizes a project report for a payroll system developed by a group of students for their Software Engineering course. The objectives of the project were to apply extreme programming techniques learned in class by developing a payroll system that calculates employee pay and deductions. Key deliverables included accepting employee hours and pay rates, calculating net pay, and generating payslips and payroll records. The system was developed in Visual Basic based on user stories gathered from clients. Testing with clients provided feedback that was used to improve the system, such as adding different pay rates for employees and calculating year-to-date totals.
The document evaluates Work Package 2 of the Docent Project. Based on feedback from surveys:
- The aims of WP2 and methodology for developing Learning Units were correctly defined and designed according to 83% and 67% of respondents.
- The 18 selected Learning Units and team of human resources involved in development were considered correctly selected by 50% and 67% of respondents.
- Communication and timing of actions in WP2 were rated as adequate by 58% and 67% but some felt decisions were rushed and the process cumbersome. Overall the effort resulted in satisfaction with results achieved.
This document provides guidance for Queensland VET sector providers on best practices for managing international education agents. It discusses the role of agents in the international education industry, why providers may choose to partner with agents, and key regulatory considerations around agent management. The document is divided into three sections: an overview of agents and the international education sector; steps in the agent management process; and templates and tools providers can adapt for their own agent management. Effective agent management is important for sustaining and growing international student enrolments. The guidance aims to help providers work productively with agents to achieve growth for Queensland and Australian international education.
Play Your BA Cards Right - David Avis - European BA Conference 2013IIBA UK Chapter
Play Your BA Cards Right! We've surveyed 100 Business Analysts for their professional opinions... Can you help our brave contestants win the prize of a lifetime?! David Avis takes a lighthearted flashback to the '80s to share some seriously insightful information.
The document is a study on the effectiveness of a training program conducted by an organization. It includes an abstract that discusses how training aims to bring permanent positive changes in employees' skills, knowledge, attitudes and behaviors to improve job performance. It also lists the expected benefits of training programs like higher productivity, better quality of work, and cost reduction. The document contains chapters on introduction, literature review, objectives, methodology, data analysis, findings, suggestions and conclusions. It also includes tables and charts related to the analysis of the training program.
INTERNSHIP PROJECT REPORT SUBMITTED IN PARTIAL FULFILMENT OFMani Shanker
This document is an internship project report submitted by Manishanker and Abubakar Siddique to the Indian Institute of Planning & Management in partial fulfillment of an MBA degree. The report details a marketing survey conducted of Zebronics, an electronics company. It includes an acknowledgement, table of contents, company profile of Zebronics, findings from surveys of retailers and customers on new product sales and satisfaction, and conclusions and recommendations.
Foviance multi channelcustomerexperiencereportKhellil Khellil
The document is a research report on multi-channel customer experience. It provides the following key information:
- The report is based on a survey of over 500 companies and agencies about their customer experience strategies and challenges.
- While most companies understand the importance of a joined-up, multi-channel customer experience, very few have integrated systems and processes in place to deliver this. Organizational structure is cited as a major barrier.
- Only 32% of companies say they have the integrated systems and processes needed to provide a seamless customer experience across channels. Most are still working on integrating different customer-facing systems and processes.
In this issue, we catch up with senior executives from some of the sector’s most dynamic brands to find out how companies are leveraging opportunities to grow, amidst what is an increasingly complex and challenging trading environment.
Here are some of the key themes and consumer brands that are featured in this edition:
Entrepreneurial careers - Ex Just Eat VP, Rasmus Wolff
Viral win for Petit Bateau - Clever campaign secures new talent
Buoyant Beam Suntory - Great times ahead for US-Japan
alliance
Brewing growth at Taylors of Harrogate - Yorkshire Tea set for global growth
The future of food - KMC reveal diversity of potato starch
Harman consumer lifestyle lift - Audio brand invests in change
Digital transform-action - HR and Digital unite for great
results at Pernod Ricard Spain
eos slips into the Nordics - New division for maker of
spherical lip balms
This brochure provides information on our specialist executive search offering for the consumer sector. It highlights the unique benefits we can offer using our 'no silos' approach.
More Related Content
Similar to 2012 European Consumer Sector Salary Survey
Respondents working in the consumer sector reported average job satisfaction levels. Satisfaction was highest among senior managers and lowest among middle managers. Most respondents were satisfied with their work/life balance but motivated to change jobs for career progression or more money.
The document provides details about the telecom industry in India, including:
1) It discusses the growth of the telecom sector in India and provides an overview of wireline vs wireless services and GSM vs CDMA technologies.
2) It outlines the government's regulatory framework and policies to promote the industry, including liberalizing FDI limits.
3) It provides information on major players in the industry including state-owned and private companies.
The document discusses an impact assessment study conducted in Aceh, Indonesia in 2007 to analyze the effects of Start Your Business (SYB) training provided by the International Labour Organization to help develop micro and small businesses after the 2004 tsunami. The SYB program teaches entrepreneurship skills like developing a business plan. The study examined how SYB training contributed to new business startups and the challenges faced by participants.
This document summarizes a report titled "Profit or Pain from Your User Experience" which analyzes the return on investment (ROI) that can be achieved by improving the end-to-end online user experience. It finds that a typical business can increase online sales by 64% by improving the user experience. It also finds that up to 70% of contact center costs can be reduced. The report is divided into five sections that cover the executive summary, benefits and ROI analysis, internal organizational perspectives, and best practice guidelines. It also includes appendices with more detailed analysis on topics like reducing the "leaky pipe" of lost customers and measuring customer service.
Telecom Italia - Sustainability Report 2011Gruppo TIM
The letter from the Chairman discusses Telecom Italia's performance over the past 4 years in a challenging economic environment. It states that Telecom Italia has worked tirelessly to cut costs and improve competitiveness while dealing responsibly with staff redundancies. It has also rebalanced its presence in foreign markets and debt levels. Telecom Italia has developed constructive dialog with authorities and continued efforts to ensure compliance and ethical practices. Looking ahead, it will make important strategic choices considering sustainability and interests of all stakeholders over the short and long term.
[/SUMMARY]
The mobile telephony industry in India is growing rapidly with over 50 million subscribers by 2005 and projected to exceed 300 million by 2010. Key factors driving growth include falling mobile handset prices making them affordable for most consumers. Major players in the industry include Airtel, Reliance, Idea Cellular, and Tata Indicom providing services using GSM and CDMA technologies. The Telecom Regulatory Authority of India regulates the industry and promotes conditions for growth while maintaining fair competition between providers.
The document discusses occupational standards and their role in technical vocational education and training. It defines occupational standards as describing the competencies needed to perform work. Occupational standards are composed of discrete units of competence that define a particular scope of work. These standards are industry focused and reflect organizational needs. The document also discusses how occupational standards are developed by industry experts and keep pace with changing job requirements. It provides details on how units of competence are classified and packaged and how they are aligned with qualification levels in the national TVET qualification framework.
Comparative Study of Effectiveness of various mediums of AdvertisingShefaliW
The document discusses the importance of developing an effective advertising campaign rather than relying on single advertisements. It outlines the key steps in developing a cumulative response advertising campaign, including conducting market research, launching foundational ads to announce the product, running developmental ads to build awareness of key benefits, and maintaining awareness through frequent lower-cost reminder ads. The goal is to lower the cost of acquiring new customers over time as awareness and familiarity with the brand and product increases through the multi-stage campaign approach.
Welcome to the 2014 edition of the Nigel Wright Energy UK Oil and Gas Survey. As a company that is at the core of recruitment in the oil and gas sector, it is essential that we acknowledge market movements and understand the effects these changes have on employment and the overall business environment. Due to the effect that these fluctuations will ultimately have on any company’s recruitment strategy, we see it as essential to provide our clients with the most up-to-date information available.
Creative Compensation Strategies to Maintain Morale & Retain Talent CBIZ, Inc.
This presentation discusses key compensation strategies to maintain morale and retain talent. This includes *The turnover in the rebounding economy
& steps for designing a market-based compensation system
*Recognition and sustaining high performance through a merit matrix
*Compensation in closely held businesses
For more information, visit http://www.cbiz.com.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
This document summarizes a project report for a payroll system developed by a group of students for their Software Engineering course. The objectives of the project were to apply extreme programming techniques learned in class by developing a payroll system that calculates employee pay and deductions. Key deliverables included accepting employee hours and pay rates, calculating net pay, and generating payslips and payroll records. The system was developed in Visual Basic based on user stories gathered from clients. Testing with clients provided feedback that was used to improve the system, such as adding different pay rates for employees and calculating year-to-date totals.
The document evaluates Work Package 2 of the Docent Project. Based on feedback from surveys:
- The aims of WP2 and methodology for developing Learning Units were correctly defined and designed according to 83% and 67% of respondents.
- The 18 selected Learning Units and team of human resources involved in development were considered correctly selected by 50% and 67% of respondents.
- Communication and timing of actions in WP2 were rated as adequate by 58% and 67% but some felt decisions were rushed and the process cumbersome. Overall the effort resulted in satisfaction with results achieved.
This document provides guidance for Queensland VET sector providers on best practices for managing international education agents. It discusses the role of agents in the international education industry, why providers may choose to partner with agents, and key regulatory considerations around agent management. The document is divided into three sections: an overview of agents and the international education sector; steps in the agent management process; and templates and tools providers can adapt for their own agent management. Effective agent management is important for sustaining and growing international student enrolments. The guidance aims to help providers work productively with agents to achieve growth for Queensland and Australian international education.
Play Your BA Cards Right - David Avis - European BA Conference 2013IIBA UK Chapter
Play Your BA Cards Right! We've surveyed 100 Business Analysts for their professional opinions... Can you help our brave contestants win the prize of a lifetime?! David Avis takes a lighthearted flashback to the '80s to share some seriously insightful information.
The document is a study on the effectiveness of a training program conducted by an organization. It includes an abstract that discusses how training aims to bring permanent positive changes in employees' skills, knowledge, attitudes and behaviors to improve job performance. It also lists the expected benefits of training programs like higher productivity, better quality of work, and cost reduction. The document contains chapters on introduction, literature review, objectives, methodology, data analysis, findings, suggestions and conclusions. It also includes tables and charts related to the analysis of the training program.
INTERNSHIP PROJECT REPORT SUBMITTED IN PARTIAL FULFILMENT OFMani Shanker
This document is an internship project report submitted by Manishanker and Abubakar Siddique to the Indian Institute of Planning & Management in partial fulfillment of an MBA degree. The report details a marketing survey conducted of Zebronics, an electronics company. It includes an acknowledgement, table of contents, company profile of Zebronics, findings from surveys of retailers and customers on new product sales and satisfaction, and conclusions and recommendations.
Foviance multi channelcustomerexperiencereportKhellil Khellil
The document is a research report on multi-channel customer experience. It provides the following key information:
- The report is based on a survey of over 500 companies and agencies about their customer experience strategies and challenges.
- While most companies understand the importance of a joined-up, multi-channel customer experience, very few have integrated systems and processes in place to deliver this. Organizational structure is cited as a major barrier.
- Only 32% of companies say they have the integrated systems and processes needed to provide a seamless customer experience across channels. Most are still working on integrating different customer-facing systems and processes.
Similar to 2012 European Consumer Sector Salary Survey (20)
In this issue, we catch up with senior executives from some of the sector’s most dynamic brands to find out how companies are leveraging opportunities to grow, amidst what is an increasingly complex and challenging trading environment.
Here are some of the key themes and consumer brands that are featured in this edition:
Entrepreneurial careers - Ex Just Eat VP, Rasmus Wolff
Viral win for Petit Bateau - Clever campaign secures new talent
Buoyant Beam Suntory - Great times ahead for US-Japan
alliance
Brewing growth at Taylors of Harrogate - Yorkshire Tea set for global growth
The future of food - KMC reveal diversity of potato starch
Harman consumer lifestyle lift - Audio brand invests in change
Digital transform-action - HR and Digital unite for great
results at Pernod Ricard Spain
eos slips into the Nordics - New division for maker of
spherical lip balms
This brochure provides information on our specialist executive search offering for the consumer sector. It highlights the unique benefits we can offer using our 'no silos' approach.
LG Electronics, the Korean consumer electronics manufacturer, has a long and rich history. The business, known as GoldStar until it changed its name to LG Electronics in 1995, was established in the aftermath of the Korean War, to provide the rebuilding nation with domestically produced consumer electronics and home appliances.
Following its successful re-fi nancing in 2014, together with
the creation of the Hovis Limited Joint Venture, Premier Foods
Human Resources Director, David Wilkinson, takes time to tell
Nigel Wright why the business is now a great place for people
looking to develop a rewarding career in the food industry.
Featured interview - John Stapleton, FMCG Entrepreneur and Co-Founder of New ...Nigel Wright Group
John Stapleton, a seasoned FMCG entrepreneur, chats to Nigel
Wright about his experiences growing and then selling New
Covent Garden Soup Company (NCGSC), as well as the learnings he has gained in his career since then, in the USA with Glencoe Inc., and through his current venture, Little Dish.
Featured interview - Jürgen Schmitz, Country Director Consumer Imaging Group ...Nigel Wright Group
Canon, the Japanese multinational corporation, is a leading
provider of consumer and industrial imaging products and
solutions around the world. Its products are diverse and
include optical and medical applications, cameras, camcorders, photocopiers, steppers and printers.
Featured interview - Sarah Doyle, Brand Director at EAT.Nigel Wright Group
EAT. is a leading brand in the £3billion specialist food and
coffee ‘to go’ market. It sells a wide range of soups, hot pots, salads, toasties, sandwiches, baked goods and coffee, which are freshly prepared in-house by EAT. each day.
Featured interview - Chr. Hansen focuses on the consumerNigel Wright Group
Chr. Hansen is a global bioscience company that develops
natural ingredient solutions for the food, nutritional,
pharmaceutical and agricultural sectors. The business was
established in the 19th century and in 2013 celebrated its
140th anniversary.
Beiersdorf AG, the German consumer products manufacturer,
reported its strongest annual sales revenues since 2008
last year. Its portfolio of brands including Nivea, Tesa and
Elastoplast are highly profi table in Europe and North America
but less so in emerging markets.
Featured interview - Miguel Chapa Marketing Director at Bel SpainNigel Wright Group
Bel Group is the French multinational owner of a range of iconic global cheese brands including Babybel, The Laughing Cow, Kiri, Leerdammer and Boursin. We caught up with Bel Spain’s Marketing Director Miguel Chapa Monteagudo to find out how the business has experienced rapid growth in Spain over the last few years despite challenging market conditions.
Sales of organic products in Germany have continued to increase significantly over the last few years, highlighting a clear change in German consumption habits. Executives from several leading organic companies in Germany discuss the challenges and opportunities in the industry, including rising costs of raw materials, maintaining high product quality, expanding international sales, and adapting to trends like increased vegan diets.
Featured interview - Paal Hansem, Founder and CEO at Fresh Fitness ASNigel Wright Group
Fresh Fitness is a Norwegian gym franchise and national
success story, boasting 27 centres and over 77,000 members.
We caught up with CEO Paal Hansem, who explains how
his ten year career in the grocery industry has helped him
successfully grow the business to become Norway's leading
chain of discount gyms and why he believes Fresh Fitness's
'low cost high quality' proposition has the potential to make
the company the biggest fitness franchise in Scandinavia.
With over 50 million consumers worldwide, eos – an acronym for Evolution of Smooth – has taken the health and beauty industry by storm. Founded in 2007, its journey began with a desire to avoid the traditional narratives of the beauty industry.
Featured interview - Pedro Diezma, CEO at Zerintia TechnologiesNigel Wright Group
Nigel Wright caught up with Pedro Diezma: author, explorer,
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role his firm Zerintia is playing in the development of cutting
edge Wearable Technology. He also chats about his passion
for personal development and his adventures in Mongolia
searching for Genghis Khan's tomb.
Featured interview - Victor Duran, Senior Vice President Direct to Consumer &...Nigel Wright Group
Victor Duran is the Senior Vice President of Direct to Consumer and Marketing at Amer Sports. He oversees marketing across Amer Sports' portfolio of brands as well as managing their retail and e-commerce business. Amer Sports aims to reach $3.5 billion in revenue by 2020 through initiatives like growing their apparel and footwear categories, expanding direct-to-consumer sales through retail and e-commerce, and developing connected devices and digital services. Duran discusses how Amer Sports innovates through scientific research and athlete partnerships, ensures product quality, differentiates its brands, and plans to achieve its growth objectives through strategic investments in people, digital capabilities, and demand generation.
Harman: Revolutionising change in audio equipment marketsNigel Wright Group
In 2012 Carsten Olesen was appointed GM & VP of Harman Lifestyle in Europe, the Middle East and Africa. A dedicated and passionate leader; Carsten had already served the global manufacturer of audio systems across Scandinavia, France, Germany and India during the previous 13 years.
Casall AB, a Swedish premium sports brand, hired a new CEO to lead international expansion. Nigel Wright consultants identified potential candidates through their extensive networks in sports and consumer goods. They provided weekly updates and identified a broad range of candidates from relevant industries. Two candidates advanced to the final interviews. Casall selected an individual with experience in sports goods and consumer products to strengthen Casall's position and lead it to new heights.
Learnings from working in centralised and decentralised organisations: implic...Nigel Wright Group
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Founded in 1886, C. E. Taylors & Sons, a Yorkshire based tea and coffee merchants, would have faded into history like countless other small regional tea and coffee importers – but for the fact that in 1962 it was purchased by Bettys, the iconic Yorkshire Tea Rooms.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
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Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
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3. nigel wright recruitment
consumer sector salary survey 2012
Welcome to Nigel Wright Recruitment’s UK Consumer Salary Survey 2012, which is The first part of the survey focuses on some general points of interest, such as levels of satisfaction, working
specifically designed to provide you with an insight into the salaries commanded by hours and respondents’ motivation to change jobs. This is followed by discipline-specific analyses of salaries,
professionals within this sector. as well as a section dedicated to executive level professionals.
Nigel Wright Recruitment has earned a strong reputation within the consumer sector across Europe for
CONTACT INFORMATION
providing a high quality recruitment service that is built upon our industry knowledge. We consider it
important to continue to bring you relevant, useful information that you can use, in an accessible format. For further information or to discuss your recruitment requirements please contact us on 0191 222 0770 and
you will be directed to a consultant specialising in your region. For more information on our services please
This survey has been compiled from the responses of over 2,500 respondents who completed our online visit www.nigelwright.com.
questionnaire in the final quarter of 2011/2012 as well as data from our own extensive database of candidates.
The survey represents a cross-section of respondents with the following profile:
• Location: UK (22%), Denmark (22%), Sweden (13%), Netherlands (11%), Belgium (11%), Norway (11%),
France (10%). We also include salary data for Spain, Germany, Switzerland and Italy.
• Consumer sub-sector: FMCG, Durables, Media and Digital, Utilities, E-commerce and technology, Retail,
Finance and Property, Travel and Leisure, Healthcare and Pharmaceuticals.
• Male 73%, female 27%.
• Average age: 40.
• 96% of respondents work in full-time employment.
• 86% of respondents are educated to degree level or above.
• 24% have been in their current position less than one year; 39% for between one and three years, 18% for
between three and five years and 19% for more than five years.
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4. nigel wright recruitment
contents
1. Non-monetary indicators 3. Executive benefits, bonuses and skills
1.1 Weekly hours worked by country 5 3.1 Executive benefit and bonus entitlement by country/territory 19
1.2 Job satisfaction by job level 6 3.2 Executive skills shortages by country/territory 20
1.3 Job satisfaction by discipline 7 3.3 Executive qualities needed to be successful by country/territory 21
1.4 Job satisfaction by country / territory 8
1.5 Factors influencing a change of roles 9 4. Analysis of salaries in relation to discipline
1.6 Factors influencing a change of roles by country/territory 10 4.1 Executive 22
1.7 Methods used to search for a new role 11 4.2 Marketing
23
1.8 Methods used to search for a new role by country/territory 12 4.3 Sales 24
4.4 Operations 25
2. Salaries, benefits and bonuses
2.1 Average percentage of salary increase received and expected by level 13 5. Contact information 26
2.2 Average percentage of salary increase received and expected by discipline 14
2.3 Average percentage of salary increase received and expected by country/territory 15
2.4 Importance of benefits as part of a remuneration package 16
2.5 Importance of benefits as part of a remuneration package by gender 17
2.6 Importance of benefits as part of a remuneration package by country/territory 18
4 nigel wright recruitment
5. 1. non-monetary indicators
1.1 weekly hours worked
This section presents information from respondents from all
disciplines and levels of the consumer sector, on their working hours,
levels of satisfaction and the factors that motivate them to change 1.1 – AVERAGE NO. OF HOURS WORKED PER WEEK
roles.
53
On average respondents work 48.5 hours per week. Forty eight
per cent of respondents work between 41-50 hours per week and a 52
further 26% work between 51-60 hours per week.
51
50
% OF RESPONDENTS
49
48
47
46
45
44
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nigel wright recruitment 5
6. 1.2 job satisfaction by job level
Respondents were asked to rate their level of job satisfaction on the
following five-point scale:
1.2 – JOB SATISFACTION BY JOB LEVEL
1 = very dissatisfied
2 = moderately dissatisfied 45 EXECUTIVE
3 = satisfied MANAGEMENT
40
4 = moderately satisfied NON MANAGEMENT
5 = very satisfied 35
% OF RESPONDENTS
30
The results show a fairly satisfied workforce in the consumer sector.
25
Although there are variations between the strength of respondents’
satisfaction, over 70% of respondents at each level of their 20
organisations rated themselves as being between satisfied and very
15
satisfied. This is encouraging for HR professionals and managers alike.
The challenge, then, is to find out why the other 20-30% is dissatisfied 10
and what can be done to change this, whilst ensuring that the 5
satisfaction level of the rest of the workforce is maintained.
0
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LEVEL OF SATISFACTION
6 nigel wright recruitment
7. 1.3 job satisfaction by discipline
Interestingly, respondents working within sales and operations seem
to have similar levels of satisfaction, with 83% and 80% respectively
rating themselves as satisfied to very satisfied in their jobs. Marketing 1.3 – JOB SATISFACTION BY DISCIPLINE
respondents are slightly less satisfied, with 77% rating themselves as
satisfied and above. 40 MARKETING
SALES
35
OPERATIONS
30
% OF RESPONDENTS
25
20
15
10
5
0
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LEVEL OF SATISFACTION
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8. 1.4 job satisfaction by country/territory
Those working in the Benelux and Nordic regions are more satisfied
in their current roles, than those based in the UK or France. 87%
1.4 – JOB SATISFACTION BY COUNTRY/TERRITORY
of workers in the Benelux and 85% in the Nordics were at least
satisfied in their jobs compared to 83% in France and 78% in the
UK. Norwegians (89%) were the most satisfied workers out of the 45 UK
countries surveys. 40
NORDICS
BENELUX
35 FRANCE
% OF RESPONDENTS
30
25
20
15
10
5
0
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LEVEL OF SATISFACTION
8 nigel wright recruitment
9. 1.5 changing jobs – factors influencing a change of roles internally or externally to another organisation
Respondents were asked to select the top three factors that would
motivate them to change jobs, both within their current company
(internally) and to another organisation (externally). In the consumer 1.5 – CHANGING JOBS
sectors, although money is important, the opportunity to gain new
skills and experience new challenges are also persuasive factors for 80 INTERNAL
employees considering their next move.
EXTERNAL
70
60
% OF RESPONDENTS
50
40
30
20
10
0
N
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INFLUENCING FACTOR
nigel wright recruitment 9
10. 1.6 changing jobs by country / territory (internal & external combined)
It is interesting to see how remuneration is not considered as
important to employees in the Nordic or Benelux regions as it is to
those based in the UK or France. Europeans in general, also appear 1.6 – CHANGING JOB BY COUNTRY / TERRITORY
to favour the opportunity to gain new skills when changing jobs more
so than workers in the UK. In the UK there is more of an emphasis on
90 UK
progression through promotion.
NORDIC
80
BENELUX
70 FRANCE
% OF RESPONDENTS
60
50
40
30
20
10
0
N
N
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INFLUENCING FACTOR
10 nigel wright recruitment
11. 1.7 methods used to search for a new role
Respondents were asked to select all methods that they would utilise
when looking for a new role. As the respondents surveyed were
mainly people already known to Nigel Wright Recruitment, it is no
surprise that our website is within the top three methods. 1.7 – METHODS USED TO SEARCH FOR A NEW ROLE
60
The key message from these results, however, is that although
social networking is now an integral part of searching for a new job,
50
candidates working in the consumer sectors still value the service
they receive from recruitment companies more so than anything else.
40
% OF RESPONDENTS
Candidates are more proactive today yet they still rely on the career
advice and introductions they receive from recruitment specialists.
30
20
10
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nigel wright recruitment 11
12. 1.8 methods used to search for a new role by country / territory
It is interesting to see the cultural differences in the methods used
by job seekers from different countries. The French, for example, 1.8 – METHODS USED TO SEARCH FOR A NEW ROLE BY COUNTRY / TERRITORY
appear to have a bigger emphasis on using online channels such as
job boards and social networking sites - Viadeo in particular being
popular. In the UK, despite the increasing importance of social 70 UK
NORDIC
networking for job seekers, those in the consumer sectors still value
60 BENELUX
trade magazines such as The Grocer and Food Manufacturer for FRANCE
identifying opportunities. 50
% OF RESPONDENTS
40
30
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10
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12 nigel wright recruitment
13. 2. salaries, benefits and bonuses
2.1 average percentage of salary increase received and expected by level
This section presents information from respondents from all
disciplines and levels of the consumer sector on their salaries, benefits
and bonuses.
2.1 – AVERAGE PERCENTAGE OF SALARY INCREASE RECEIVED AND EXPECTED BY LEVEL
As part of their last salary review respondents received, on average, a
4% increase. Overall, respondents were expecting the same again in
5.0 RECEIVED
their next salary review. EXPECTED
4.5
4.0
3.5
3.0
% INCREASE
2.5
2.0
1.5
1.0
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0.0
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LEVEL
nigel wright recruitment 13