Annual Temp Salary Primer 2010


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TeamLease released The TeamLease Annual Temp Salary Primer 2010 today. It is a comprehensive report on a variety of attributes that govern the dynamics of the employment market – skills, salaries, increments and longevity (which is a measure of the time period for which a profile would stay in a job – the inverse of attrition) across 264 different job profiles, 13 industries and 8 functional domains in 14 major locations in India

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Annual Temp Salary Primer 2010

  1. 1. INCREMENTS & LONGEVITY SPECIAL Temp 2010 Staffing Solutions Salary Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease This primer contains proprietary information of TeamLease Services Private Limited and should not be reproduced without permission and / or acknowledgement
  2. 2. Temp 2010 Salary Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease n n ia S lar y.i n i nd iaSa lar y.i n d a .i n r y.i n in diaS alar y .in r y ala in S l in y. ind iaSa lar y. n i dia alar .n india Sala r y. i r i ind iaSa lar y. n in diaS alayi .in india Sala r i ind iaSa lar y. n in diaS alar y .in india Sa i i ind iaSa la r y. n in diaS alar india Sala y n india .i .in ind iaSa lay .i r n in diaS alar y .in india S Staffing Solutions r n d Home .i in S About Us Employers Candidates Contact Us a r y.i n in n ia S alar y .in india Sala r r y dia S Login in User Name : la y.i i d iaS lar y ia ala .in india Password : r d Can I reduce the hiring cost? Register Submit ala r ind iaSa lar n in diaS alar y .in indi Now : Reset ala r ind iaSa lar y.i n in diaS alar y .in i Employers Candidates Use indiaSalary NOW! Compute Salaries & Increments What's in it for me? Pricing la n ind Sa r y.i Synthesize Jobs & Salaries Register** Utilities In India Salary in S y r Sa lar y.i Create Your Own Hiring Plan ** Get a Salary Estimate Search Profiles / Salaries ia ala .i n india Sala r .in i Blend Jobs & Leverage Skills Compare With Market Rates ** Terms of Use / Disclaimer ia a n i nd S y i a aS lar y.i d ia alay .in india Sala y .in r n r ia S lar .iy n in diaS alar y .in india Sala r i in iaS la r y n nd a Sa lar ndia Sala i i i n i nd S a r . i i ind Sa r . dia
  3. 3. Temp 2010 Salary Contents Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease Foreword 4 Introduction 5 Executive Summary 6 Methodology 7 National Index 8 Longevity & Increments: connecting the two vital components 10 of employee value Industry-wise Salary, Skills, Longevity & Increment Trends 10 Manufacturing Agriculture & Agrochemicals --- Automobile & Allied Industries 11 Fast Moving Consumer Durables (FMCD) --- FMCG 12 Industrial Manufacturing & Allied Industries --- Power & Energy 13 Services BFSI --- Hospitality 14 Healthcare --- Information Technology 15 ITeS --- Retail 16 Telecommunication 17 Where salaries are headed in 2010: An Industry Opinion 18 Annexure I: The Temp Salary Ready Reckoner 19 Agriculture & Agrochemicals 20 Fast Moving Consumer Durables (FMCD) 22 FMCG 24 Ind Manufacturing & Allied 26 Power & Energy 28 BFSI 30 Automobile & Allied Industries 32 Hospitality 33 Information Technology 34 ITeS 36 Retail 38 Telecommunication 40 Healthcare 42 Annexure II: Profiles Library 43 Contact Info 48 Staffing Solutions 3
  4. 4. Temp 2010 Salary Foreword Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease Dear Reader, Our tryst with the employment marketplace continues in a year filled with hopes and beliefs of what the future holds for all of us in 2010. The mayhem of 2008 was replaced in part with a sense of introspection and conservatism in 2009. Organizations and individuals moved on and discovered newer, more meaningful, cost effective ways to engage with each other. TeamLease, alongside its associates and clients, has braved the storm of 2008 only to emerge stronger and more resolute. While the rest of the world is slowly getting back on its feet again and hoping to regain its sense of direction in the aftermath of the bloodiest economic cataclysm in decades, India is up and about. We have taken the first few steps – faltering and back on our feet again, already aware that we have yet to run a marathon to redeem our immediate past and its horror. As with the market, TeamLease's own aspirations for a mature skill economy which, we have been nurturing for the 9 years of our existence, has taken flight. As is evident in the discussion that follows, the job market is paying for skills – and the trend is more than apparent. Industry is still averse to a generous exercise in increasing salaries across the board. This has not stopped it, however, from rewarding valuable skills. Our hypothesis – that skills pay – has therefore got better grounding this time around and that, by the way, is the silver lining this year. Accordingly, the new, mature, post-meltdown world demands sophisticated and highly effective tools of the trade that enable better hiring decision making. Salary Primer is no longer just a compilation of numbers each year. It adds a significant improvement to the manner in which key decisions about hiring and compensation are made. Yet again, this year's edition broadens the envelope and presents an updated construct of salary determinants. The 'Increments and Longevity' construct includes a set of four key attributes and their inter- relationships to enable even more intelligent decisions for our audience. As earlier, this works in tandem with the online hiring decision platform,, and delivers our value proposition – the right job, with the right skill, at the right price, at the right time – to our readers. We would like to thank our in-house Sourcing Team and our partner, inTouch analytics, for their efforts in putting this document together. Just like TeamLease, this primer is work in progress – do let us know your thoughts on how to make it more effective. Warm Regards The TeamLease Team Staffing Solutions 4
  5. 5. Temp 2010 Salary Introduction Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease About TeamLease TeamLease is India's largest staffing company. We are a people supply chain company that brings together the various stakeholders of a large people economy and connects the right people to the right jobs at the right time. TeamLease ( offers a variety of complete staffing solutions for companies, individuals, educational institutions and the Government. Our primary services include temporary staffing, payrolling and permanent recruitment. These are supplemented by strong vertical practices with in-depth industry knowledge to offer specific solutions to each of the aforementioned stakeholders. Stakeholders are serviced through our network of offices, the web and phone support. Our proprietary web based TeamLease Temp Network (TLnet) has three components: Associate Life Cycle System (ALCS), Candidate Life Cycle System (CLCS) and our Intranet. As a market leader, TeamLease has taken upon itself to educate the market about temporary staffing while delivering on our promises, as well as to dispel the faulty conception of precarious employment that some have about temporary staffing. Our research efforts include a Quarterly TeamLease Employment Outlook, Annual TeamLease Temp Salary Primer and our Annual India Labour report. About Salary Primer The TeamLease Annual Temp Salary Primer 2010 is a comprehensive report on a variety of attributes that govern the dynamics of the employment market – skills, salaries, increments and longevity (which is a measure of the time period for which a profile would stay in a job – the inverse of attrition). Data points covering these attributes for temp staff working across 264 different Job Profiles, 13 Industries and 8 Functional Domains in 14 major locations in India have been processed and analyzed for this purpose. The Primer serves as a guide for both job seekers and employers to obtain relevant information and useful insights on talent, skills, salaries, increments and longevity. Note: If you are new to the concept of Ideal Candidate Profiles (ICP), please refer our previous edition of the primer – Salary Primer 2009, or email us for details. Industry Verticals Covered Manufacturing Services Agriculture & Agro Chem BFSI Automobile & Allied Industries Telecommunication Fast Moving Consumer Durables (FMCD) Hospitality Power & Energy Healthcare & Allied Industries FMCG Information Technology Industrial Manufacturing & Allied Industries ITeS Retailing Media & Entertainment Functional Domains Covered Sales Office Service Staffing Solutions Engineering Blue Collar IT 5
  6. 6. Temp 2010 Salary Introduction Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease Locations Covered Ahmedabad Goa Kolkata Bangalore Hyderabad Lucknow Chandigarh Indore Mumbai Chennai Jaipur Pune Delhi Kochi About 'Temp Salary Ready Reckoner' and 'Profile Library’ The Temp Salary Ready Reckoner (page 19) is a compilation of salaries paid to temp staff pivoted on an industry across locations, experience levels and domains. The profiles are color coded based on the skill weights within the Domain and Industry. The Profile Library (page 44) lists the job description details for a set of profiles, covered in this Primer. New From TeamLease New from TeamLease: Longevity & Increments Special In this edition of the Salary Primer we have attempted to relate four key marketplace attributes and provide an even better understanding of the dynamics of the employment market. Skills, Salaries, Increments and Longevity (a measure of the time period for which a profile would stay in a job – the inverse of attrition) are the four attributes that have been modeled and their interrelationships investigated. Staffing Solutions 6
  7. 7. Temp 2010 Salary Executive Primer Summary Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and cities in India by TeamLease TM Hiring Gaining Speed: Following a brief period of lull after last year's meltdown, employers have started hiring again. Hiring was overcautious though, as businesses were taking on new practices that evaluate candidate capabilities. There are indications, however, that numbers would be stepped up from the current 11% - 14% to about 18% over the first quarter of 2010 as the new practices mature. Salary Growth Frozen: The flip side to the growth in hiring is that most industries have slackened increment structures and kept salary revisions and growth to the minimum – a few even brought the numbers down. In general, organizations kept salary growth at very modest single digits, the median growth statistic being 5.25%. The good news, however, is that a significant number of employers have rewarded select profiles with fairly large increments. Skills Win Big: This trend, perhaps, is shaping the future more than any other. Salary Growth is appreciably higher for profiles with sought after skills. What this means is, industry is handpicking highly skilled profiles and paying them much higher increments than the rest. For instance, Agriculture / Agrochemicals businesses in Bangalore have rewarded many of their Sales profiles with increments in excess of 10%. Likewise, many an Engineering and a Blue Collar profile received similar hikes across multiple cities from Automobile companies. Telecommunication and Energy are the New Growth Engines: Telecommunication and Energy stepped up hiring by about 16% (combined – and which beats the average quarterly market growth by a wide 4%) and increased salaries by 7.5% or more. Telecommunication companies in Bangalore, Chandigarh, Delhi, Mumbai and Pune as well as Energy businesses in Hyderabad, Mumbai, Pune and Bangalore upped the ante and doled out a 10% plus increment for several profiles. IT Puts Up a Lackluster Performance: Salary Growth stays down, just about breaching 7%, in the Information Technology sector. The sector remains cautious in terms of salary growth, but has begun hiring just as most other industries have. However IT businesses in Ahmedabad, Bangalore and Pune have rewarded select profiles with increments in excess of 10%, just as in case of other industries. The Services Sector Starts Early: The Services sector is providing a much needed fillip to salary growth, with an average 6% growth, contrasted with the rather low, sub-5% salary growth average for the Manufacturing sector. Telecommunication, Healthcare and Information Technology – in that order – have been driving this growth. Energy, Automobile & Allied and FMCD – in that order – are the only Manufacturing sector industries to drive salary growth at 5% plus levels. A Clutch of Industries Remains Conservative: Agriculture / Agrochemicals, BFSI, FMCG, Hospitality, Manufacturing and Retail maintain sub-5% increments at an aggregate level. The increments vary by city and by profile and so at specific city levels increments could still be high. For instance, Agriculture / Agrochemicals pays well in Bangalore and Kochi, Manufacturing in Bangalore and Pune and Retail in Bangalore and Mumbai. City Trends See Significant Change: Bangalore (6.4%), Mumbai (6%) and Chennai (5.75%) lead growth, with Chennai dislodging Delhi from the top three high growth cities from the previous year. Indore, Jaipur and Ahmedabad are cities with the lowest growth rates in salary. Attrition Under Control: Most industries have brought attrition under check and across most profiles. Across industries and cities, attrition rates are a shade below 8%, while for industries such as BFSI, FMCG and Manufacturing, the number is just above 6%. Indore, Jaipur and Ahmedabad see the least attrition (about 6.5% on an average) while Bangalore and Chennai have the highest levels of attrition (about 8.7% on an average). Skills Rewarded Equals Better Longevity: Businesses that structure incentives right are able to better retain highly skilled profiles. Sans a few exceptions, such as Industrial Manufacturing & Staffing Solutions Allied and BFSI, industries that have higher payouts for better skilled people are the ones that are able to retain them better. Agriculture / Agrochemicals, ITeS and Retail are cases in point. 7
  8. 8. Temp 2010 Salary Methodology Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease Objectives of the Study The Temp Salary Primer 2010 provides our stakeholders – Businesses, Individuals, Educational institutions and Governments with the employment marketplace intelligence that helps make effective temp staffing decisions. The study is a comprehensive analysis of how temp salaries, associated skills, increments and longevity are interrelated for hundreds of job profiles across industries and cities. Data and Analysis TeamLease Associate Salary Data - those employed across 800 locations - has been used for this analysis. Salary data for the years 2008 and 2009 have been used and the analysis portrays skills scores, salaries, salary increments and longevity for a set of job profiles, quoted in the TeamLease standard terminology as Ideal Candidate Profiles (ICPs). Salaries quoted in the Ready Reckoner have been arrived at by computing salary figures for specific industries and job profiles using statistical measures - namely, median & mode and regression analysis. The Longevity and Increments analysis begins where the Skills & Salaries analysis ended in the previous edition and explores the interrelationships among these four attributes for each of the industries covered. Research Approach We push the envelope further in Salary Primer 2010, and have extended the association between salaries and skills to two more attributes – increments and longevity. Our endeavour is to add as much value as we can to the decisions our stakeholders will make in their strategic and day-to-day affairs concerning employment. The approach to determine the drivers of market salaries and their interplay, therefore, is even more comprehensive and insightful in this edition. As in the previous edition, the Ready Reckoner compiles and quotes salaries for Ideal Candidate Profiles (ICPs) – a smaller set of profiles that is representative of the thousands of job profiles and designations employed by industry. Data Sources This report compiled by TeamLease is based on the information gathered from the following sources: Recruitment companies offering temp placements Temp employees in different companies TeamLease Associates working in 800 locations TeamLease Alumni Information on temp staffing in India from a variety of secondary sources Constraints The document has the following constraints on data: Results are based on the earnings between December 2007 and December 2009. Figures are close to accurate. The earnings include regular salaries and do not include taxes / regulatory payouts, incentives, allowances, bonus, over-time, one-time or unusual representative amounts. The information provided does not reflect productivity and the level of responsibility of the job seekers. The vacant slots may represent unavailability or lack of current temporary staffing activity. Staffing Solutions This Primer is subject to limitations and only intended as a guide. The users are expected to exercise due diligence and the information will be used at their own risk. 8
  9. 9. NATIONAL INDEX Staffing Solutions Temporary Permanent 0-1 yr 1-3 yrs 3-5 yrs 0-1 yr 1-3 yrs 3-5 yrs Sales DDS Door-to-Door 5,400 5,850 6,600 5,700 6,400 7,100 TML Team Lead 9,500 9,700 10,200 9,700 10,100 10,500 FSE Field Sales Executive 8,000 8,500 10,200 8,300 9,400 11,500 BDE Business Development Executive 8,500 12,400 12,800 8,800 13,000 15,100 MDO Market Development Officer 8,200 8,500 9,100 8,400 9,200 9,800 Office Services ACE Accountant 6,700 8,500 8,800 7,000 9,100 9,500 CLE Collection Executive 9,600 10,200 11,600 9,700 10,900 12,200 BSA Branch Servicing Associate 7,600 8,500 9,400 8,200 9,400 10,200 MCR MIS Coordinator 9,500 10,800 11,900 10,000 11,300 12,600 HRC Sourcing Coordinator 11,900 15,000 20,700 12,200 15,400 21,700 Engineering ELE Electrician 5,700 6,100 7,000 6,000 6,600 7,300 EDF Engineer-Draftsman 11,300 12,900 14,200 12,100 14,000 15,800 PER Project Engineer 8,500 9,300 11,000 8,900 9,600 11,400 SVE Service Engineer 8,900 10,100 10,600 9,700 10,500 11,200 Blue Collar DVR Driver 5,800 6,300 6,800 6,200 6,700 7,200 OPR Operator 5,600 6,500 9,400 5,900 6,800 9,800 MEC Mechanic 6,800 7,700 8,000 6,900 8,200 8,600 IT DTE Desktop Engineer 11,500 13,400 17,500 12,300 14,200 19,300 ITE IT Engineer 10,300 15,700 19,000 11,300 18,300 27,000 SDV SAP Developer 16,800 18,700 22,400 18,300 20,400 26,200 SAD System Administrator 20,100 22,000 25,800 21,200 23,500 27,400 9
  10. 10. Temp 2010 Salary Skills Pay! Primer Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and TM cities in India by TeamLease SALARY, SKILLS, LONGEVITY & INCREMENT TRENDS This section is an analysis of a sample of 5 ICPs within each industry exploring the interrelationships between salaries, increments, skills and longevity for each of the profiles. The choice of the sample profiles that are analyzed is based on the following two considerations: 1. Industry representation: Profiles are typical of the industry. 2. Volume: Each profile being considered has a critical minimum number of candidates categorized under it. 500 candidates are considered to be the minimum in our analysis. The analysis for each industry in the following section is, thus, limited to the 5 ICPs chosen for that industry and is about how skills relate to salaries for these ICPs. Illustration of Trend Analysis The Skill Category Framework Communication Skill Scores Relationship We brought out the concept of Skill Categories in the Functional 25 previous edition and are 6.5 Transactional reproducing the framework 20 here for our readers benefit. For a backgrounder on this 6.6 approach, please refer Salary 15 Primer 2009. Communication Skills: The 10 6.3 ability of a candidate to read, write, comprehend, speak and articulate thoughts. The 5 Communication skill score is 7.0 thus dependent upon the 0 candidate's understanding of ICP - 1 ICP - 2 ......... ICP - 5 language and his / her ability < 5,500 - 8,600 > < 5,500 - 8,600 > < 4,300 - 10,300 > to put it to use in his / her interpersonal transactions. Estimates of longevity for each ICP Salary Ranges (In Rs.) Vocabulary, grammar, diction, Longevity pronunciation and written 88.54% 92.45% 90.66% Increment - communication abilities are 8.4% 7.75% the measures used to arrive at Estimates of Salary Incremnent for each ICP a score. Transactional Skills: A measure of the most basic abilities that help transact business. They constitute Problem Solving skills - mathematical and logical abilities that aid in the understanding and resolution of business problems, and Decision Making skills - judgmental abilities that help one choose amongst alternatives. Functional Skills: Constitute Analytical, Critical Thinking, Selling, Observation Skills and Functional Knowledge - the underlying abilities that aid a candidate's performance in a job. These abilities encompass a basic set of mental faculties and knowledge bases that various job functions necessitate. Either or all of these abilities go into the making of the right fit for a given job function. Relationship Skills: People skill measure and are thus distinguished from the other – more cerebral - categories. They constitute Networking, Organizational, Managerial and Interpersonal Skills - abilities that enable a candidate to build and manage business relationships. Staffing Solutions 10
  11. 11. Manufacturing SKILLS PAY Staffing Solutions Agriculture / Agrochemicals For employers, the Agriculture / Agrochemicals sector presents a very attractive combination of reasonably low Communication increments and fairly high longevity – especially with high-end profiles such as the Research Specialist. Relationship Functional ACT and RSP, the two high-end profiles, are distinguished by marginal differences in skill values and increments but Transactional significant difference in salaries and longevity (retention). 25 The more specialized nature of skills makes RSP a more sought after and likely, a more durable profile for employers to engage with. 20 FMS and TDV, the two low skill–high longevity profiles, 6.0 command meager salary increments. This is attributable 6.0 15 to bare minimum Transactional skill scores, in addition to low skill scores across all other skills – except on 4.8 Communication. 10 5.0 5.3 6.0 5.0 The Crop Adviser profile presents the least favourable 2.5 combination of modest skill scores, high salary and 6.6 1.8 5 2.5 6.5 increment and low longevity, relative to all other profiles 2.5 3.0 in the sample. The exceptionally high increment is thanks 2.0 2.5 2.5 1.5 to an acute mismatch between supply and demand for 0 1.3 1.3 this profile. ACT CRA FMS TDV RSP <11,300 - 13,500> <8,500 - 11,200 > <3,100 - 3,900> <5,900 - 6,400> <13,500 - 15,600> In general, longevity is better at the low skill end of Longevity 90.54% 90.67% 96.56% 95.35% 92.56% profiles where salaries and increments are low. The Agriculture / Agrochemicals industry needs to resolve the Increment 5.12% 9.4% 2.73% 2.1% 4.65% equation at the high end to see that salaries / increments are structured well enough to reign in attrition. * ACT – Agro Chemist CRA – Crop Advisor FMS – Farm Security TDV – Tractor Driver RSP – Research Specialist Automobile & Allied Industries Given four similar paying profiles, however widely varying in skill scores, the differences in longevity are Communication almost negligible for the Automobile & Allied Industries Relationship sector. Increments are fairly high – the sample is a pick of some of the best rewarded profiles in the industry. Functional Transactional The JIR (Job Inspector) profile seems to offer the best possible combination of attributes amongst profiles 25 sampled. PEG (Production Engineer), which is a relatively better 20 paying profile, is rated better than others on most skills. 7.0 However, it is the virtual absence of Transactional skills in all the others that makes PEG a prized profile. 15 5.0 6.0 4.5 Longevity is lower in case of DFM and MMC, regardless of skills, salary and salary increments. Apparently, 10 5.0 4.8 4.5 more efforts are needed in acquiring and retaining the 4.0 6.5 DFM profile; and the decent increments paid out to Motor Mechanics do not seem to be doing enough as 5 4.5 2.8 6.0 6.0 well. 2.0 4.8 3.0 Higher order Communication and Relationship skills 1.5 1.5 1.5 0 seem to correlate with higher salaries and increments; DFM JIR MEG MMC PEG and poor Functional skills with relatively lower longevity <11,000 - 13,100> <11,700 - 13,900 > <11,600 - 13,800> <4,500 - 5,100> <11,500 - 14,700> scores, in case of the Automobile & allied industries. Longevity 88.54% 92.45% 90.66% 89.28% 91.8% Higher increments and salaries work to retain skilled Increment - 11.28% 7.75% 9.11% 8.7% talent in the Automobile & Allied Industries sector – higher the salary / increment is, higher is the longevity. On the other hand, low skill levels have meant not just * DFM - Draftsman JIR - Job Inspector MEG – Mechanical Engineer MMC – Motor Mechanic PEG – Production Engineer lower salaries and increments but also relatively poor longevity (retention). *Please note that the sample is not a comprehensive representation of the industry. The analysis is focused on these profiles and their characteristics and does not represent industry trends 11
  12. 12. Manufacturing SKILLS PAY Staffing Solutions FMCD The sample chosen for FMCD has widely varying attributes – each of the profiles is significantly different Communication from the others on salary, skills, increments and Relationship longevity. Functional Skill scores, salaries and increments are found to be Transactional linearly related but longevity does not relate linearly to these attributes. 25 Again, VOF – a highly paid, high skilled profile is rewarded with an increment far higher than for the rest, 20 and this aspect seems to work in favour of the industry 8.0 when it comes to longevity. The profile is also rated 5.0 much higher on all but Transactional skills, compared 15 5.0 with all other profiles. 6.5 5.8 4.5 The Project and Service Engineer (PSE) profile is the 5.5 10 4.8 next best bet for employers after VOF. It also beats the VOF on Transactional skills and fares much better on all 2.6 6.0 2.5 skills than QAN, which, by the way, is the second 7.5 5 6.0 highest paid profile but scores the least on longevity. 2.8 3.3 4.0 The industry rewards profiles based on Functional and 1.8 2.5 1.5 0 0.6 Communication skills, and discriminates profiles based BPR VOF ISD QAN PSE on Relationship skills to reward lesser. <6,300 - 7,700> <22,200 - 26,300> <6,800 - 9,300> <14,700 - 16,000> <10,600 - 12,900> Longevity In general, a markedly higher skilled and well rewarded 90.4% 95.7% 91.69% 88.27% 90.36% profile is loyal, but lower down the ladder on skills, Increment 4.3% 11.63% 4.58% 7.44% 6.03% salaries and increments, longevity is not clearly driven by any specific parameter. * BPR – Brand Promoter VOF – Vigilance Officer ISD – In-shop Demonstrator QAN – Quality Analyzer PSE – Project and Service Engineer FMCG The profiles sampled are discriminated very well on skills, salaries and increments – clearly, profiles are Communication polarized by low or high scores on all attributes. Relationship Longevity is almost linearly related to payout – higher salaries mean better retention. Functional Transactional SCE and SUP, the two high paid profiles, score significantly high on Functional and Relationship skills, 25 compared with the rest of the profiles. SCE commands the highest salary / increment and is way up on 20 longevity as well. 7.0 Sales Promoter (SPR), one of the lower paid, and least 8.0 skilled, profiles scores second best on longevity. 15 4.5 It could be noted that the three Sales & Marketing 7.0 7.0 domain profiles – all of which are the lower paid group – 6.5 3.5 10 differ significantly on longevity. This is indicative of the 2.9 6.0 fact that attrition in the industry is independent of the 2.5 2.5 domain / function. 5 7.0 3.0 2.5 3.3 FOS, the least paid profile, is also the one with the least 4.8 3.0 2.5 score on longevity. Contrasted with SCE – the highest 1.6 1.8 0 paid and highest longevity profile – FOS rates lowest on BDE FOS SPR SCE SUP Functional skills. <8,700 - 10,300> <6,700 - 8,200> <7,600 - 9,800> <16,300 - 18,500> <13,500 - 15,300> Longevity Sector-specialized profiles, SCE and SPR, lead the 92.47% 90.39% 94.51% 96.11% 93.2% longevity scores indicating that specialization drives Increment 2.86% 4.65% 3.14% 7.52% 2.77% longevity more than any other parameter in the case of FMCG. BDE – Business Development Executive SPR – Sales Promoter SUP – Supervisor * FOS – Feet on Street Sales SCE – Supply Chain Executive *Please note that the sample is not a comprehensive representation of the industry. The analysis is focused on these profiles and their characteristics and does not represent industry trends 12
  13. 13. Manufacturing SKILLS PAY Staffing Solutions Industrial Manufacturing & Allied The Industrial Manufacturing & Allied sector exhibits an inverse relationship between skills and salaries / Communication increments for the sample of profiles chosen – which is Relationship rare. The highest (SFO) and the least skilled (PEX) profiles have the lowest and the highest salaries, Functional respectively. Transactional Irrespective of salary levels, all profiles in the sample 25 chosen have high, similar scores on Communication 7.0 and Functional skills. It is to be noted that skill levels for 8.0 20 the sector are relatively high compared with other 6.0 industries. 5.3 3.5 6.0 The highest skilled–least paid profile (PEX) is also the 15 7.0 one that is the most loyal. The other highly rated profile 5.6 – CAE – is the least loyal. 7.0 10 7.0 5.5 SFO – one of the least rated profiles – is also the highest 3.3 paying. It scores the lowest on Functional and 6.5 Transactional skills. The profile is loyal, however – 5 6.0 6.0 shares a decent longevity score along with the other 6.5 7.3 lowly rated profile – CMT. 3.3 1.8 1.5 0 The two ‘Engineer’ profiles have significantly lower CAE CMT MEG PEX SFO levels of longevity compared with the rest. CAE and <9,400 - 13,600> <9,400 - 12,500> <11,500 - 14,600> <5,000 - 6,200> <13,500 - 15,500> MEG have reasonably high level of skills as well. Longevity 88.86% 92.7% 90.51% 93.1% 92.76% The Industrial Manufacturing & Allied sector likely Increment 5.18% 4.86% 4.21% 3.69% 3.13% retains key talent. However, it could have a much better payout mechanism – one that rewards skills more appropriately and therefore fostering loyalty more * CAE – CAD Engineer CMT – Line Chemist MEG – Mechanical Engineer PEX – Production Executive SFO – Safety Officer efficiently. Power & Energy The Power & Energy sector is characterized by a homogeneous set of profiles with fairly high skill scores, Communication modest salaries and increments. Longevity varies Relationship significantly, however, among the profiles. Functional The not-so-highly rated, but highest paid profile, EEG, Transactional fares the best on longevity. It scores far higher on this parameter compared with all other profiles. 25 PRS – the other high paid profile – also scores relatively high on longevity. Both EEG and PRS score significantly 20 higher on Transactional skills compared with the rest of 7.0 the profiles. 5.0 6.0 6.0 15 QAT, the least skilled of all profiles sampled for the 4.5 sector, is also the least paid and the least loyal. The 4.5 profile scores modest on all but one skill category and is 4.5 5.0 10 not in the reckoning for Relationship skills. 6.0 6.0 6.0 While Functional and Relationship skills seem to guide 5 6.0 6.5 salary / skill payouts in the sector, Transactional skills 3.0 seem to influence longevity the most. 4.3 4.8 1.8 2.5 1.5 The Power & Energy sector is able to pay well and retain 0 QAT CHE EEG PRS QFM the higher end profiles but needs to focus on structuring <7,800 - 10,800> <11,200 - 12,400> <12,800 - 17,000> <11,700 - 13,500> <11,700 - 13,500> the equation better for the rest. Longevity 87.82% 89.21% 93.88% 90.18% 89.26% Increment 3.86% 5.17% 7.6% 7.42% 6.93% * QAT – Quality Technician CHE – Chemical Engineer EEG – Electrical Engineer PRS – Production Supervisor QFM – Quality Foreman *Please note that the sample is not a comprehensive representation of the industry. The analysis is focused on these profiles and their characteristics and does not represent industry trends 13