Greetings,
I received requests on salary surveys for niche sectors such as mobile app product development and water technology. I am certain that there are even more niche sectors than those. Here's the Salary Survey 2012 as declared by Kelly Services. This report is not percentile-based but provides real-time information.
If you are revamping compensation in your firm, please share how this report seems relevant to you and what additional information you need to design your new compensation structure.
Source: [India Salary Guide](http://www.italiaindia.com/images/uploads/pdf/india-salary-guide-2011.pdf)
From India, Mumbai
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1872I received requests on salary surveys for niche sectors such as mobile app product development and water technology. I am certain that there are even more niche sectors than those. Here's the Salary Survey 2012 as declared by Kelly Services. This report is not percentile-based but provides real-time information.
If you are revamping compensation in your firm, please share how this report seems relevant to you and what additional information you need to design your new compensation structure.
Source: [India Salary Guide](http://www.italiaindia.com/images/uploads/pdf/india-salary-guide-2011.pdf)
From India, Mumbai
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Greetings,
I request all our readers to participate in this salary survey and share if the available data could be implemented in the compensation re-structure. Your experience and questions will contribute to building a better understanding for others.
Here are a few roadblocks I faced regarding the reference to any salary survey:
- Parity remained an internal exercise.
- Salary survey data was relevant for establishing a Min-max range for any given role.
- Large firms could access the percentile report through Mercer.
- Smaller firms chose different techniques to calculate market corrections. One firm even had me collect data from interviewees who were employees of our competitors. Another firm I worked with obtained salary structures from recruitment consultants catering to other firms in the same domain.
- Budget and ranking were significant factors during the bell curve evaluation.
Please share the challenges you have faced or are facing during the compensation review.
From India, Mumbai
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I request all our readers to participate in this salary survey and share if the available data could be implemented in the compensation re-structure. Your experience and questions will contribute to building a better understanding for others.
Here are a few roadblocks I faced regarding the reference to any salary survey:
- Parity remained an internal exercise.
- Salary survey data was relevant for establishing a Min-max range for any given role.
- Large firms could access the percentile report through Mercer.
- Smaller firms chose different techniques to calculate market corrections. One firm even had me collect data from interviewees who were employees of our competitors. Another firm I worked with obtained salary structures from recruitment consultants catering to other firms in the same domain.
- Budget and ranking were significant factors during the bell curve evaluation.
Please share the challenges you have faced or are facing during the compensation review.
From India, Mumbai
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Dear Madam,
I have gone through the attachment. Thank you for sharing such valuable information with us. Madam, currently I am working as an HR executive, so I wanted to know about the salary slabs according to experience and qualifications in the field of human resource management. This information will help people with 1-2 years of experience in HR to keep themselves updated.
Thanking you,
Satyajeet Padhee
From India, Madras
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I have gone through the attachment. Thank you for sharing such valuable information with us. Madam, currently I am working as an HR executive, so I wanted to know about the salary slabs according to experience and qualifications in the field of human resource management. This information will help people with 1-2 years of experience in HR to keep themselves updated.
Thanking you,
Satyajeet Padhee
From India, Madras
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Dear Vinay,
Interesting thought. Let's figure it out. Here's one report shared on Payscale. This includes MBAs hired in different roles from various institutions. Please let us know how relevant the data is for your compensation review.
[MBA Salary Guide - 2012](http://www.payscale.com/research/IN/Degree=Master_of_Business_Administration_(MBA)/Salary)
From India, Mumbai
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Interesting thought. Let's figure it out. Here's one report shared on Payscale. This includes MBAs hired in different roles from various institutions. Please let us know how relevant the data is for your compensation review.
[MBA Salary Guide - 2012](http://www.payscale.com/research/IN/Degree=Master_of_Business_Administration_(MBA)/Salary)
From India, Mumbai
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Here's a salary guide for those who may have to manage expats and hire fresh MBA graduates from the talent pool worldwide.
Source: [Salary Report - MBA 2012 Worldwide](http://www.mbahome.com/Special/qsapple2/images/TopMBA.com_Jobs_&_Salary_Report_2011-12.pdf)
From India, Mumbai
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Source: [Salary Report - MBA 2012 Worldwide](http://www.mbahome.com/Special/qsapple2/images/TopMBA.com_Jobs_&_Salary_Report_2011-12.pdf)
From India, Mumbai
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Thank you for sharing your insights.
I am responsible for hiring International candidates at Microsoft China. According to your report, we have found that the cost of India IT talents is lower than in major Chinese cities such as Shanghai, Beijing, Guangzhou, Shenzhen, etc.
We have recruited 3 Indian staff members to work in Guangzhou. Their total cost (salary, hotel, airline tickets) is similar to that of local staff.
Jacobi Zhang
From India
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I am responsible for hiring International candidates at Microsoft China. According to your report, we have found that the cost of India IT talents is lower than in major Chinese cities such as Shanghai, Beijing, Guangzhou, Shenzhen, etc.
We have recruited 3 Indian staff members to work in Guangzhou. Their total cost (salary, hotel, airline tickets) is similar to that of local staff.
Jacobi Zhang
From India
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Dear (Cite Contribution),
Thank you for the QS document. The thing that drew my attention most was the GAP between the Importance and Satisfaction (Chart 3, Page 33) of industry requirements. Skills with significant gaps are Entrepreneurship, Interpersonal Skills, Leadership Skills, Relevant Experience, Strategic Skills, Communication Skills, Risk Management, and Corporate Social Responsibility. Academic achievement, IT/Computer skills, and E-business are the only skills for which the importance and satisfaction match.
I am sure the gap of students undertaking MBA without any prior work experience will be worse than those with some relevant experience.
From United Kingdom
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Thank you for the QS document. The thing that drew my attention most was the GAP between the Importance and Satisfaction (Chart 3, Page 33) of industry requirements. Skills with significant gaps are Entrepreneurship, Interpersonal Skills, Leadership Skills, Relevant Experience, Strategic Skills, Communication Skills, Risk Management, and Corporate Social Responsibility. Academic achievement, IT/Computer skills, and E-business are the only skills for which the importance and satisfaction match.
I am sure the gap of students undertaking MBA without any prior work experience will be worse than those with some relevant experience.
From United Kingdom
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Hi Naboumita, Is this report for 2012, because in the report, it is mentioned that it is of 2011. Pls help to understand. Thanks for your efforts. Jyoti
From India, Mumbai
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From India, Mumbai
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Dear Jyoti,
This report shares the data of the salaries across the roles and sectors during 2011. This has been studied until the beginning of this year. Hence appropriately addressed as 'Employment Outlook Survey 2011/2012'. A study like this shows the existing trends, thereby supporting the review of compensation packages.
Hope this answers your question.
From India, Mumbai
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This report shares the data of the salaries across the roles and sectors during 2011. This has been studied until the beginning of this year. Hence appropriately addressed as 'Employment Outlook Survey 2011/2012'. A study like this shows the existing trends, thereby supporting the review of compensation packages.
Hope this answers your question.
From India, Mumbai
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