Surveys

Our Approach

The starting point, as usual, for taking decisions about pay is not an analysis of the merits of the different kinds of grading structure, incremental patterns, data collection and the like, (although these are important) but rather a consideration of what the organization is and what seeks to do. Organizations (or rather the people in them) often have only an implicit understanding of their mission and goals; obviously the object is for there to be and explicit understanding and general buy-in with respect to the nature of the organization and where it is going in terms of strategic intent. Pay as we have said is an import part of the HR strategy, and it follows that it cannot be treated in isolation from all the other considerations in which a company becomes involved.

The Comparator Groups

The main objective of our survey work, is to benchmark compensation information (i.e. basic salary and the attendant package) within your organization against a comparator group of companies who participate or whom our data already covers.. Our research is guided by appropriate job titles supplied by yourselves in comparison with other very similar organizations in which the titles convey similar functions and responsibilities and skills.

The most accurate analysis of any survey is achieved by interviewing the total participating population. By virtue of the fact that the timing allowed for these exercises, however, only a sample population is asked to participate. The sample in our view is both valid and reliable.

The Product

Ordinarily, clients request provide us with a list of job titles which we research and reporton, using our database, in terms of the applicable basic salaries and wages, together the relevant benefits and perquisites that may apply to the level of employee in question.

A report is prepared and this covers

• A summary economic review
• An outline of the methodology
• Notes on the comparator group
• The determinants of pay, and related developments
• Specific trends in compensation in the market place together with any legislative developments which affect remuneration reports on pay and benefits for each of the job titles referred to us.

We prefer to submit reports in hard copy, but they can be e-mailed on request. Some clients prefer to review before we submit the final report.