The document provides an overview of economic growth trends, hiring trends, and salary projections for India for fiscal years 2014-2015 and 2015-2016. Some key points:
- Global and Indian GDP growth is projected to increase slightly from 2014-2015 to 2015-2016 across most sectors such as agriculture, manufacturing, and services.
- Indian salary increases are projected to be 10.6% on average for 2015-2016, higher than the previous year but still cautious. Increases vary by industry but dispersion remains low.
- Hiring is expected to increase most in manufacturing, pharmaceuticals, IT, and retail. Starting salaries also vary by education level. Voluntary attrition is projected to remain similar to
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Aims of Course
- Understand the principles of performance management and the appraisal process
- Identify and practice skills and techniques of effective appraisal interviewing
- Learn how to use the appraisal system as a motivational business tool
- Develop your performance management skills
Objectives of Appraisals
- Raising standards of performance and efficiency
- Strengthening staff/management relationships and motivation
- Improving communication
- Developing Managers and staff
- Assessing training development needs
- Assessing potential and assisting in manpower planning
- Forming a basis for rating and pay awards
- Maintaining up to date record of staff capabilities and skill sets
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Aims of Course
- Understand the principles of performance management and the appraisal process
- Identify and practice skills and techniques of effective appraisal interviewing
- Learn how to use the appraisal system as a motivational business tool
- Develop your performance management skills
Objectives of Appraisals
- Raising standards of performance and efficiency
- Strengthening staff/management relationships and motivation
- Improving communication
- Developing Managers and staff
- Assessing training development needs
- Assessing potential and assisting in manpower planning
- Forming a basis for rating and pay awards
- Maintaining up to date record of staff capabilities and skill sets
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
Performance Management And Appraisal - HRMFaHaD .H. NooR
Appraisal and Performance Management in HRM, A performance appraisal (PA), also referred to as a performance review, performance evaluation,[1] (career) development discussion,[2] or employee appraisal[3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
Performance Management And Appraisal - HRMFaHaD .H. NooR
Appraisal and Performance Management in HRM, A performance appraisal (PA), also referred to as a performance review, performance evaluation,[1] (career) development discussion,[2] or employee appraisal[3] is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Reward management introduces policies and strategies that reward every employee within the business fairly and consistently across the board. Rewarding employees for outstanding work makes them feel valued and can prove to be a powerful motivational tool that boosts productivity. The most successful reward management programs provide employees with opportunities to elevate themselves and allow businesses to recognize good workers.
Rewards can come in many forms, with the most effective supporting your business’s overall strategy, purpose, culture and performance, and employee requirements. If you are thinking about implementing a reward management scheme, you should give serious consideration to how you are going to manage it. What rewards will your employees appreciate – will these rewards benefit your employees financially, add to their lifestyle or improve their lives? Will the rewards benefit your company’s culture and boost its performance? Are you recognizing and responding to changes in reward expectations of employees?
A compelling reward management program promotes a healthy work-life balance that allows your employees to feel at and perform at their best. It can also contribute to thriving business culture and foster a compassionate environment and caring community. Whilst pay and benefits are significant, research has identified that non-financial rewards can be just as incentivizing for employees.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
This survey compiled responses from 552 European Chamber member companies and was produced in partnership with Roland Berger Strategy Consultants. European Chamber members are knowledge leaders in their areas of industry, and are the chief contributors to the Chamber's influential publications.
On a conference call Business Forward hosted on January 30, business leaders heard from Mark Doms of the U.S. Department of Commerce, on what the most recent GDP estimates indicate about the economy. Beth Ann Bovino of Standard and Poor’s discussed economic trends that may affect businesses and their customers.
Each quarter, the U.S. Department of Commerce releases an estimate of GDP, the measure of all economic output produced in the United States. Many business leaders and economists use GDP to assess the current state of the economy and forecast future consumer demand, revenue, earnings, and a range of other market metrics. We’re hosting the first conference call of our economic indicators series this month on GDP with two great experts and want to hear from you.
Listen to the full audio > https://www.youtube.com/watch?v=UwE3jt-fO9o&feature=youtu.be
Accenture works with the leading agrochemical companies to annually benchmark supply chain and business performance. This report highlights the key findings and insights from our 2015 study, which focused on the quantitative aspects of performance within the crop protection segment.
The BCM has been running for 10 years and has built up an extensive dataset on business confidence, financial performance and the challenges to business performance of the credit crunch, recession and recovery.
Link Me In Guides is Asia's leading LinkedIn™ specialist firm with offices in Singapore, Australia & the Philippines.
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Link Me In Guide’s team of copywriters have several decades of combined experience in journalism, marketing, human resources, teaching, and English literature.With over 16,000 hours of LinkedIn™ consulting experience, we have created 1,500 LinkedIn™ profiles for professionals from every major industry.
Every account receives the following treatment:
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Driving growth and differential performance among Class I railroadsDeloitte United States
Building a precision-scheduled railroad generated substantial benefit for Class I railroads and their shareholders when compared to their prior performance. However, with nearly all railroads pursuing the same strategy, we see differential performance among the Class I railroads driven primarily by changes in industrial production rather than strategic choices by management and Boards of Directors. Breaking away from the narrow range of industry peer performance will likely require more deliberate choices about the scope of operations and services that offer good prospects for returns on capital. Railroad executives should shift attention from operations to the configuration of commercial functions to help realize distinct competitive advantages and improved shareholder returns.
The LinkedIn Economic Confidence Outlook (LECO) is a survey of global business leaders. The Q2 2014 LECO survey was conducted during June 2014. More than 13,000 LinkedIn members, director-level and above, from various industries responded to the survey.
Follow our Economic Graph Showcase Page at: https://www.linkedin.com/company/linkedin-economic-graph
How to deal with people as Manager and Leader
These are few thumb rules which I have jotted down through my own experience over the years while working as Defence forces and Corporate HR Leader.
I have been sharing this PPT with Leaders in all my Organisations I served and has given tremendous results.
Employee Engagement- A recipe to boost Organisational PerformanceVipul Saxena
Its a book written based on well researched Data of large sample size, collected & analysed scientifically. The researched has established a "Conceptual Model" interlinking various factors twined as "Employee Engagement" Book has been launched globally & available on Amazon.in, .com, .uk, Flipkart, Google Play, AmazonKindle, other e-books
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
4. GLOBAL GDP GROWTH (SECTORAL)
Global GDP Growth Forecast by Sector for 2014-15 & 2015-16(By Kenanga Research)
Kenanga Forecast
2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 1H14 2H14 2014-15 2015-16
By Sector
Agriculture 4.3 0.1 2.4 5.8 1.0 2.1 4.6 5.6 5.2 3.2
Mining -2.4 -6.5 -0.3 -5.5 1.4 0.5 0.6 2.2 1.4 2
Manufacturing 1.2 -9.0 11.9 4.7 4.8 3.4 7.1 5.9 6.5 5
Construction 4.2 6.2 11.4 4.7 18.1 10.9 14.3 8.2 11.1 8.5
Services 7.6 2.9 7.4 7.0 6.4 5.9 6.3 5.6 5.9 5.5
Real GDP 4.8 -1.5 7.4 5.1 5.6 4.7 6.3 5.7 6.0 5.1
Note: *The government recently updated the overall GDP forecast but break-down still based on data published in
2013/14 Economic Report.
Source: Kenanga Research, Finance Ministry's Economic Report 2013/2014
5. Growth of the global gross domestic product (GDP) from 2010 to 2020
(compared to the previous year)
The statistic shows the growth in global gross domestic product (GDP)
from 2010 to 2014, with projections until 2020.
2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17 2017-18 2018-19 2019-20 2020-21
6. A Glance on Growth in 2015-16
Global GDP growth prospects
GLOBAL GDP at a Glance
a2 a4 a5 a6 a7
a8
a9
a10a11
a12
a13
9. India’s business outlook
7 out of 10 organizations foresee an improved business outlook in
The Indian economyis showing signs of a growth turnaround
Positive sentiment in the market driven by anticipation around a stable government pushing a pro-reform
agenda
Marginal recovery in globalgrowth (especially the US economymoving from strength to strength), low oil
prices in the Euro area impacting sentiment too
Source – Aon Hewitt Salary Increase Survey 2014-15
27.2% 26.6%
7.7%
4.0%
Declining
2015 (P) 2014 2013
69.4%
30.6%
65.1%
59.0%
10.4%
Improving Stabilizing
2015-16
10. India continues to lead the pack forAsia in salary increases
The projection does not include Variable Pay.
Almost all leadingAPAC nations projecting a marginal to significant improvement in salary increases
over the previous year
Source – Aon Hewitt Salary Increase Survey 2014-15
2010 2011 2012 2013 2014 2015 (P)
Figuresin %
Australia China Hong Kong India Japan Malaysia Phillipines Singapore
2010 3.8 7.9 3.1 11.7 2.4 5.2 6.4 3.6
2011 4.4 9 4.7 12.6 2.7 6 6.7 4.5
2012 4 9.4 4.8 10.7 2.3 6.2 7.1 4.6
2013 3.8 8.5 4.6 10.2 2.3 5.5 6.9 4.5
2014 3.4 7.9 4.5 10.4 2.2 5.4 6.4 4.4
2015 (P) 3.6 8.2 4.8 10.6 2.4 5.6 7.1 4.6
Salary increase trends across APAC have seen an upward move
11. Expectations of positive performance & market competitiveness have becomekey reasons for firms
revising their compensation budgets this year
Source – Aon Hewitt Salary Increase Survey 2014-15
83% of the organizations have revised their salary budgets FY 2014-15
Expectations of stronger performance cited as a key reason
Reasons for Higher Budgets (% of Org)
Multiple Responses
Strong expected company performance
Response to higher budgets among comparator group
Current pay levels are below market
68%
32%
31%
Budgets were reduced due to economic conditions
There was a freeze in place in 2014, removing the same
Shift in spending from variable pay to fixed pay
20%
4%
4%
12. Source – Aon Hewitt Salary Increase Survey 2014-15
Figures in %
Below India average proj.
Salary increase projections acrosssectors Above or at India average proj.
9.9 9.9
Low dispersion in 2015 -16between the highest and lowest paying industries (2.8%), down from 5-7% earlier .
The projection does not include Variable Pay
RE-Infra
LifeSciences
Media
Engg.Services
Chemicals
ITeS
Hi-Tech
ConsumerProducts
Engg.Manufacturing
IndiaAverage
Automotive
Energy
Transport
Telecom
Hospitality
Retail
FinancialInstitutions
12.2 12.0 11.8 11.7
9.8 9.5 9.4
10.8 10.7 10.7 10.6 10.6 10.6 10.4 10.2
TOP 3 BOTTOM 3
2015-16
India takes an upward yet cautious leap at 10.6%
13. Comparing 2014-15 and 2015-16
All manufacturing industries projected a salary increase higher than actuals of 2014-15
In 2015-16,all manufacturing industries projected asalary increase higher than payouts of 2014-15.RE – Infra,
Engineering Services and Automotive projectedthe highest movement
Consumer Products, Retail and Media projections are lower than 2014-15 payout
Hospitality and Transport projectionnumbers remained same as 2014-15
*In relative change terms, salary increase moved by 1.92(i.e. in comparison to 2014-15, the 2015-16 projected increase is 1.92% higher)
Source – Aon Hewitt Salary Increase Survey 2014-15
5.4
5.1
3.3 3.0
-7.1
RE-Infra
Engg.Services
Automotive
Engg.Manufacturing
ITeS
Hi-Tech
FinancialInstitutions
Energy
Telecom
India
Chemicals
LifeSciences
ConsumerProducts
Retail
Media
3.9 3.9 3.9
2.1 1.9
0.9 0.8
-0.9
-3.1
6.1
14. RE-Infra, after a gap of three years is again reporting the highest increase. Life Sciences continues to project
increases on the higher side
Consumer Products and Engineering Manufacturing have gone down in their ranking with regard to increases
Industries like Telecom, Retail and Financial Institutions that have traditionally given high increases, no longer
feature in the top 10
Source – Aon Hewitt Salary Increase Survey 2014-15
The top 10 industries with highest projected increases for 2015-
16 & their ranks across the years
15. Source – Aon Hewitt Salary Increase Survey 2014-15
1. Productivity Improvement
2. Capital Dilemmas- allocation &
access
3. Social License to operate(SLOT)
4. Resource nationalism
5. Capital projects
6. Price & currency volatility
7. Infrastructure access
8. Sharing the benefits
9. Balancing talent needs
10. Access to water & energy
Top 10 business risks for Mining and Metal Industries
16.
17. Source – Aon Hewitt Salary Increase Survey 2014-15
Highlights Of Increment FY 2014-15, Hiring & Salary
trends FY 2015-16
Actuals of FY 2014-15
The average salary across industry in FY 2014-15 was 10.4% apart from variable salary(incentive) paid out in most
industries.
The actual paid out variable pay stood at 12.7 per cent across sectors and levels. Oil and gas sector remained at the top
at 15.4 per cent for 2014, followed by FMCG at 14.5 per cent and chemicals at 14.4 per cent, the report said.
"Another interesting trend that we've noticed is how companies are now choosing to unfollow the 'one size fits all'
approach
"pay for performance" trend continues for India Inc, with payouts widely influenced by both individual and company
performance.
Trends of FY 2015-16
Maximum movement of Employees will be in Manufacturing, Pharma, IT and Retail sector
60 per cent companies operate a different remuneration policy for graduates as opposed to the company's standard
pay policy.(GET,DET & Mgmt.Trainee & General Bachelor Degree Trainee)
Typical hiring salary for a graduate with a Bachelor Degree on an average is 350,000 in local currency. The figure for a
graduate with a Master's degree is 470,000.
The year 2015 is likely to see an average pay increase of 11.3 per cent across job roles, with FMCG and chemical industry
expected to lead the market.
18. Hiring Trends & increased salary cost for Key Talents with
Projections FY 2015-2016
Investment in key talent continues in 2015 with paying above the market continues to be a key strategy for
retention of key talent
Gap between salary increase awarded to key talent vs. others is widening y-o-y
Source – Aon Hewitt Salary Increase Survey 2014-15
Key Talent vs Overall - Average Salary Increase Key Talent differentiation by levels of management
Top & Senior Middle Junior Clerical Staff2012 2013 2014 2015 (P)
Overall Salary Key Talent
16.6
14.7
11.5 11.611.110.5 10.69.6
14.714 13.512.8
10.7 10.2 10.4 10.6
2015-16(P)
19. Performance rating linked payout is becoming anorm; organizations have become increasingly stringent in
doling out top ratings to its employees
Employee distribution has become significantly sharper since 2007. Almost 68% of the population falls
under ‘Meets expectation and below’ category. This proportion has increased by approximately ~20% since
2012
Source – Aon Hewitt Salary Increase Survey 2014-15
Performance Rating Distribution expressed as %
Far Exceeding Expectations Exceeded Expectations Met Expectations Did not meet expectations
2014
2013
8.5 24 56.2 11.3
8.7 23.8 54.6 12.9
2010-12
2007-09
8.9 33.5 50.4 7.2
12.8 31.2 49.7 6.3
Employee distribution across performance rating scales
Recognizing ‘True’ performance only
20. Bell Curve Distribution
Rating A B C D E
Bell curve distribution @ Across Industry level
8.50% 24% 56.20% 11.30% NA
Bell Curve distribution @ ASHAPURA
10.00% 30.00% 50.00% 8.00% 2.00%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Bell curve distribution @ Across Industry level
Bell Curve distribution @ ASHAPURA
A B C D E
22. Conclusion
Salary increase trends show far greater optimism in the country as compared to the same
time last year – however it does not yet show a complete resurgence
While India tops Asian markets on salary increases yet again, all Asian markets
have shown an increase in projections
The composition of industries giving high salary increases has changed compared to earlier
years - this is on the back of resurgence in a few industries as well as the lack of increases
provided by companies in these sectors
The trend of more distinct differentiation based on performance and potential continues this
year
The incentive payout projected for FY 2015-16 has been distinctly higher than the previous
two years
Attrition levels have slight changes in 2015-16 as compared to 2014-15 period and remain at a
moderately similar level as last year.
23.
24. Increment cost of a Bell curve should be within 15% (Excluding PBI)
Promotion increment – PMS rating A & B eligible for Promotion &
also its component as additional increment (1-4%).
Salary Correction – Will be applicable only in exceptional cases if justified.(1-5%)
Retention Bonus – will be applicable as under;
MGR & Above
Service length 2-3 years: PMS rating A & B only (0-2%)
Service length 3.1 years to 8 years: PMS rating A, B & C (0-4%)
Service length 8.1 years & above years: PMS rating A, B & C (0-5%)
Below Manager
Service length Upto 03 years: PMS rating A & B only (0-4%)
Service length 3.1 years to 8 years: PMS rating A, B & C (0-6%)
Service length 8.1 years & above years: PMS rating A, B & C (0-7%)
Increment will be distributed as per CTC breakup.
Issue of basic salary pertaining to old employees to be resolved rationally.
PBI will be paid as per management decision over & above increment but will not be
broken up as per CTC structure & Retention bonus & PBI will not be eligible for an
increment in ensuing financial year.
Employee being Promoted will not be eligible for Salary Correction.
Increment Strategy
25. SALARY INCREMENT STRATEGY
Cap for Increment for the Organisation : 15 % of Salary
Cost /CTC for Increment (Bell Curve wise)
Grade
Inflation & Performance
Promotion(%)
SalaryCorrection(%)
Retention Bonus
Level MGR & above
(Based on length of Service)
Below MGR
(Based on length of Service)
MGR &
above (%)
Below MGR (%) 2-3 Yr 3.1-8 Yr
8.1 & above
Yr
2-3 Yr 3.1-8 Yr
8.1 &
above Yr
A
B
C
D
E
26. TRENDS OF INCREMENT
DURING PAST IN OUR GROUP
Year % Increment
2010-2011
2011-2012
2012-2013
2013-2014
2014-2015 % (PROPOSED)