Dear Forum members,
My Company is in the process of carrying out the Compensation benchmarking of at least 30-40 staff to find out the difference between our pay and market standards if any. We would like this to be done by agencies and professionals however before that we would like to segregate them as roles/designation/experience and salary levels.
Please share any formats in which we can collate our staff data to give it to agencies as this time we want to do in more professional and at advance level.
Your help shall be greatly appreciated.
From India, Delhi
7My Company is in the process of carrying out the Compensation benchmarking of at least 30-40 staff to find out the difference between our pay and market standards if any. We would like this to be done by agencies and professionals however before that we would like to segregate them as roles/designation/experience and salary levels.
Please share any formats in which we can collate our staff data to give it to agencies as this time we want to do in more professional and at advance level.
Your help shall be greatly appreciated.
From India, Delhi
Dear Manu
If you are conducting a salary benchmarking exercise with the help of external agencies/professionals (which I assumed are consulting firms), the appointed agency will need to tell you what's their required formats. The more established agency may even provide you a template to do so. Do check with agency then.
Regards
Autumn Jane
From Singapore, Singapore
If you are conducting a salary benchmarking exercise with the help of external agencies/professionals (which I assumed are consulting firms), the appointed agency will need to tell you what's their required formats. The more established agency may even provide you a template to do so. Do check with agency then.
Regards
Autumn Jane
From Singapore, Singapore
Dear Manu
The templates provided by the agencies although generic, should already captured at least 70% to 80% of the job essence.
Using these templates as your base documents, you start to delete what's not relevant to your organization and add those that are required by your organization. Remember to work with respective departmental heads as they would know better the job requirements, including experience.
This approach is more cost- and time- effective.
Regards
Autumn Jane
From Singapore, Singapore
The templates provided by the agencies although generic, should already captured at least 70% to 80% of the job essence.
Using these templates as your base documents, you start to delete what's not relevant to your organization and add those that are required by your organization. Remember to work with respective departmental heads as they would know better the job requirements, including experience.
This approach is more cost- and time- effective.
Regards
Autumn Jane
From Singapore, Singapore
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Compensation Benchmarking Survey.doc
Format Meanings.txt