Dear All,
I am aware that lot of fellow users have posted this query over here with not much response and success! My question is simple...How can you conduct a salary survey without involving a third party/service provider such as Hewitt, Mercer etc. If you do not have any of these resources, what it is the best way to solicit reponses and how do you go about the entire process? I am talking right from start i.e., job classification, grading to the normalization phase.
I would consider this as a chance to seek as many responses as possible from my fellow HR professionals including the seniors so that all those who have asked this question before get their answers :icon1:
Regards,
Sajal
From India, Bangalore
1I am aware that lot of fellow users have posted this query over here with not much response and success! My question is simple...How can you conduct a salary survey without involving a third party/service provider such as Hewitt, Mercer etc. If you do not have any of these resources, what it is the best way to solicit reponses and how do you go about the entire process? I am talking right from start i.e., job classification, grading to the normalization phase.
I would consider this as a chance to seek as many responses as possible from my fellow HR professionals including the seniors so that all those who have asked this question before get their answers :icon1:
Regards,
Sajal
From India, Bangalore
Hi!
Please find my comments on each of your statements:
<...How can you conduct a salary survey without involving a third party/service provider such as Hewitt, Mercer etc.>
Comment: You will have to do it yourself, or assign it to one of your staff.
< If you do not have any of these resources, what it is the best way to solicit reponses and how do you go about the entire process? I am talking right from start i.e., job classification, grading to the normalization phase.
Comment: Soliciting responses in a compensation survey can be done in several ways. Two (2) popular modes are: questionnaire method and oral interview (personally or via telephone).
The concepts "job classification" and "grading" are not compensation survey terminologies. These are concepts that belong to Job Evaluation. Of course, you can get the job class and job grade of the positions you are surveying by including them in your questionnaire or asking about them during the conduct of the oral interview.
I would highly recommend that people like you seek professional help in the conduct of the survey. Getting the data and preparing a good compensation benchmarking matrix and graph that can be used as basis for top management decision are different things. Cost wise, the conduct of a compensation survey may not necessarily be inexpensive if it is done in-house. Sometimes, buying the regular market reports published by reputable firms are cheaper, better, and more reliable.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
TEl: 00632-787-0423 (landline)
(mobile)
(helps improve corporate governance worldwide, esp in Asia, the Middle East, Africa, and the Pacific REgion)
From Philippines, Parañaque
Please find my comments on each of your statements:
<...How can you conduct a salary survey without involving a third party/service provider such as Hewitt, Mercer etc.>
Comment: You will have to do it yourself, or assign it to one of your staff.
< If you do not have any of these resources, what it is the best way to solicit reponses and how do you go about the entire process? I am talking right from start i.e., job classification, grading to the normalization phase.
Comment: Soliciting responses in a compensation survey can be done in several ways. Two (2) popular modes are: questionnaire method and oral interview (personally or via telephone).
The concepts "job classification" and "grading" are not compensation survey terminologies. These are concepts that belong to Job Evaluation. Of course, you can get the job class and job grade of the positions you are surveying by including them in your questionnaire or asking about them during the conduct of the oral interview.
I would highly recommend that people like you seek professional help in the conduct of the survey. Getting the data and preparing a good compensation benchmarking matrix and graph that can be used as basis for top management decision are different things. Cost wise, the conduct of a compensation survey may not necessarily be inexpensive if it is done in-house. Sometimes, buying the regular market reports published by reputable firms are cheaper, better, and more reliable.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
TEl: 00632-787-0423 (landline)
(mobile)
(helps improve corporate governance worldwide, esp in Asia, the Middle East, Africa, and the Pacific REgion)
From Philippines, Parañaque
I appreciate your comments and agree with what you have mentioned; one limitation is of course cost on which I really cannot do much about it. Any other pointers that you can provide me with?
From India, Bangalore
From India, Bangalore
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Compensation Benchmarking Survey.doc
Compensation Gradation & Salary Survey 2008.zip