The Salary Primer is an annual compilation of temp and perm market salaries across the most relevant geographies and industries, accompanied by trends and insights which add value to hiring and talent management decisions our stakeholders make.
Temp and Perm salaries have been seen to be converging for some years now. During our course of an annual analysis of salaries we found that the margin of difference between the two is not statistically significant anymore and has, therefore, practically diminished. This meant, reporting a ‘unified’ or a single salary across the temp and perm domains is now feasible.
As the differential between temp and perm salaries pales into insignificance – ‘not significant’, as statistics puts it – we decided it is time the convergence is reported for what it is: a unified industry salary.
TeamLease Employment Outlook Report: Jul - Sep 2010
The TeamLease Industry Salary Primer - 2013
1. This primer contains proprietary
information of TeamLease Services
Private Limited and should not be
reproduced without permission and / or
acknowledgement
2013
Salary
Primer
2. AN ANNUAL COMPENDIUM OF
Unified Industry Salaries
[Aggregated Temp and Perm]
Solution Provider: inTouch analytics
http://be-in-touch.com
3. Contents
www.teamlease.com 3
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Salary
Primer
2013
Foreword
Introduction
Executive Summary
Methodology
The Industry Salary Project
Steps in Salary Computation
Data / Information sources
Constraints
Research
Overview: The Staffing Industry in India
Industry Drivers
Impact of Skills On-demand on Increments and Longevity
Industry Trends and Salaries
How to read statistics off the Salary Tables
Manufacturing
Agriculture / Agrochemicals
Automotive & Allied Industries
Fast Moving Consumer Durables - FMCD
Fast Moving Consumer Goods - FMCG
Industrial Manufacturing & Allied Industries
Power & Energy
Services
Banking, Financial Services and Insurance - BFSI
BPO & Information Technology enabled Services - ITeS
Construction & Real Estate
Healthcare & Pharmaceuticals
Information Technology
Media & Entertainment
Retail
Telecommunication
Profile Library
National Index
Contact Information
How to interpret Increment-Longevity trend data
Industry Snapshots
Hospitality
4. Dear Reader,
May we continue to live in exciting times!
The headwinds of global change have reshaped the contours of the Indian labour markets for the
better. Salaries continue to rise for the deserving, employers are aggressively acquiring and
rewarding the right mix of skills and capabilities and talent migration is increasingly being shaped
by career enrichment opportunity as much as it is by market forces.
Amongst all of the above phenomena that have been trending across India – and which, this edition
of the Salary Primer discusses in fair measure – the last one is particularly interesting and has come
to form the centerpiece of our analysis, this time round. Equity – the pay parity between temp and
perm workforce – has been wrought over years of seemingly incrementing convergence of the two
streams of salaries. And finally, as the differential pales into insignificance – ‘not significant’, as
statistics puts it – we decided it is time the convergence is reported for what it is: a unified
industry salary.
Alongside the good tidings that the above trend represents, the marketplace metamorphosis
continues to ring in an ever-increasing demand – and, therefore, payouts – for the right skills, and a
reward of longevity for those employers that put their monies where the skills are. Beyond
reporting on such statistics we action our businesses in ways that complement the labour market
evolution. TeamLease University – an ambitious skilling venture backed by the TeamLease
Foundation – acts in consonance with our Staffing function to bridge the skills-supply chain more
efficiently than ever.
The current edition comes with marked changes from the previous ones on presentation and
structure. It also includes a literature review section aiming to acquaint our audience with staffing
market dynamics.
Thanks are due to our in-house Staffing Team and our solution partner, inTouch analytics, for
devising the Salary Primer and putting the document together. Your needs, as our esteemed
reader, determine our longstanding commitment to, and investment in, industry prognosis and
related initiatives.
We are keen to hear from you.
Warm Regards
The TeamLease Team
info@teamlease.com
4
Foreword
www.teamlease.com
Salary
Primer
2013
5. About TeamLease
About Salary Primer
TeamLease Services spearheads the people supply chain practice in India. It is
India’s largest and foremost people supply chain and HR Services Company. With
services that include Permanent Search and Selection, Temporary Staffing,
Regulatory Compliances Services, Payroll Process Outsourcing, Assessment and Training,
TeamLease is the preferred partner to Corporate India.
The service offerings are encapsulated in a 3-legged offering – Hiring, Hygiene and Productivity.
This value proposition is reinforced with focused, in-depth industry knowledge and best practices
that offer specific solutions to each vital link in the people supply chain.
With a national footprint in 8 cities, 73,000 deputed employees across 800+ locations and 1,400+
clients across 13 industry verticals (listed in this primer), TeamLease is the only integrated HR
services provider, offering corporate customers an end to end solution.
Research initiatives such as the Salary Primer (this annual publication), TeamLease Employment
Outlook Report, the India Labour Report and World of Work series put us ahead of competition as a
Thought Leader.
The Salary Primer is an annual compilation of temp and perm market salaries across the most
relevant geographies and industries, accompanied by trends and insights which add value to hiring
and talent management decisions our stakeholders make. Data points covering these attributes for
staff working across 318 different Job Profiles, 15 Industries and 8 Functional Domains in 9 major
locations are acquired and analyzed.
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 talent longevity.
Introduction
Industry Verticals Covered
Agriculture & Agrochemicals
Automotive & Allied Industries
Fast Moving Consumer Durables
(FMCD)
Fast Moving Consumer Goods
(FMCG)
Industrial Manufacturing & Allied
Power & Energy
Banking, Financial Services
and Insurance (BFSI)
BPO and IT Services
Construction and Real Estate
Healthcare & Allied Industries
Hospitality
Information Technology
Media and Entertainment
Retail
Telecommunication
Functional Domains Covered
Accounts
Administration
Blue Collar
Sales and Marketing
Support ServicesHuman Resources (HR)
Information Technology (IT)
Engineering
Locations Covered
Ahmedabad
Bangalore
Chandigarh
Chennai
Delhi
Hyderabad
Kolkata
Mumbai
Pune
Manufacturing Services
About Profile Library
The Profile Library (pg 55) lists job description details for the set of profiles, covered in this Primer.
Salary
Primer
2013
5
6. Executive
Summary
The skills arms race has begun
More industries do well on skills-increments
Convergence is not rhetoric any more
IT’s dominance threatened, unsuccessfully though
Mumbai and Delhi trounce Bangalore
Specialization wins big
Growth rates in the early-teens are commonplace
Attrition rates stabilize
and employers are scurrying to hire. The year saw frenetic
talent acquisition activity – near-16% increase over the previous year – and equally aggressive
retention initiatives that raised increment payouts to an average 12% across industries and
functions. The focus is on securing valuable skills through measured and commensurate pay
actions.
even as the last year’s order settles in. FMCD
and BFSI, industries that have grappled with longevity unsuccessfully so far, get a grip on the
equation this year. Healthcare and Pharmaceuticals and Power and Energy walk away with even
better longevity returns to their relatively low spends on increment. All this, while FMCG sees
diminishing returns to a significantly increased increment spend.
and temp-perm parity rules the job market. With
industries such as Hospitality and BPO / ITeS and prominent profiles such as Project Lead (IT and
Knowledge Services) and AutoCAD Engineer (Automobile and Allied Industries) displaying
unified salaries with variances in mostly low single digits, the temp versus perm distinction on
salary payouts is relegated to the past. A recurring theme is that the Sales and Marketing
functional domain is a predominantly temp landscape now.
by Automobile and Allied Industries
which almost does a catch up (17.6% rate of growth as against the IT and Knowledge Services’
18.2%). Automobile and Allied Industries perform better on increment payouts, however,
alongside Healthcare and Pharmaceuticals. FMCG and Power and Energy tie for the second spot
with substantial increment growth rates with only the latter gaining improvements on longevity.
to the top spot on salary growth rates. Across
industries and functions – with the exception of IT and Knowledge Services and Automobile and
Allied Industries - the two mega cities take formidable leads with growth rates significantly higher
than Bangalore. Pune curries favour with substantial salary payouts to niche profiles such as SAP
Developer and specialized domains such as Engineering.
on both salary and increment payouts. Niche, and high-skilled profiles
such as Network Architect, SAP Developer/ Consultant and Project Lead are in greater demand
than the generalized and traditionally well-paid profiles such as IT Executive / IT Manager and
Accountant. The ‘niche-set’ pockets salary and increment growth rates upwards of 12% and are
toasted by most industries that employ them.
but remain elusive to the relatively lowly
skilled. To not be counted among profiles that get paid well in excess of 10% almost always means
a profile is not skilled enough for its industry requirements. For example, RF Engineer and
Vigilance Officer make smart gains on increments thanks chiefly to their superior and specialized
skills. Draftsman and Loan Advisor are examples of profiles that have stagnated on this count for
years in succession.
across industry. 12 out of 15 industries do well to grow longevity at
best or contain attrition at best. The remaining four – Agriculture and Agrochemicals, BFSI, BPO
and IT enabled Services and FMCD – are characterized by profiles that attrite regardless of
increment dole outs.
6www.teamlease.com
The Unified Salary approach has been enabled by a
mature talent market – one that welcomes deserving
skills with open arms and performance-reinforcing
pay actions.
Salary
Primer
2013
7. Methodology
7
Salary trends and the attributes that have significant influence over them are data points that
help our audience – various stakeholders in the talent market that include employers, candidates,
institutions and the government –make fact-based decisions for better talent management.
The Industry Salary approach that we have adopted this year recognizes the parity industry
has accorded to talent engagements of different kinds. In developing and bringing this approach
to life, we have stuck to the statistical rigour and analytical insightfulness that have come to
characterize our decade-old methodology.
Temp Salary Aggregation: Salary payouts in 2011 and 2012 to about 110,000 temp
associates across 800 locations and a multitude of industries
Perm Salary Aggregation: Public salary data sources – such as job sites – that enlisted
payout offers in 2011 and 2012 across as many number of profiles, locations and industries
as in case of temp salaries
Comparison and pooling of Temp and Perm Salaries
Data Tabulation and Summarization
Computing the variance
This report compiled by TeamLease is based on the information gathered from the
following sources:
Dip-stick surveys with Temp and Perm employees in different companies
TeamLease Alumni
Information on staffing (temp and perm) in India from a variety of secondary sources
The TeamLease Employment Framework: for skill framework and ratings
The inTouch analytics ‘talent supply-demand framework’ for longevity computations
Various HR / Talent domain articles from daily and weekly news and business publications
The document has the following constraints on data:
This analysis does not include Senior and CXO level profiles.
Results are based on the earnings between December 2011 and June 2012 across 73,000
associates employed in the organized job market.
Salaries benchmarked in this document are those pertaining to junior to mid-level profiles.
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 level of responsibility of the job seekers.
The analysis and modeling are a work-in-progress and not purporting to be a complete
descriptor of market phenomena.
The vacant slots may represent unavailability or lack of significant, current staffing activity.
This Primer is subject to limitations and only intended as a guide.
Users of this document are advised to exercise due diligence and use the information at
their own risk.
Steps in Salary Computation
Data / Information Sources
Constraints
www.teamlease.com
Our longstanding salary project is aimed at capturing and
modeling salary trends and their influencer attributes
across industries and cities in India.
Salary
Primer
2013
8. 8www.teamlease.com
Research
With a total market size ranging between INR 223-233
billion the Indian Staffing Industry is set for a phase of
relentless growth.
Salary
Primer
2013
Overview: Staffing Market in India
Industry Drivers
Globalization and the demand for talent
Rising demand for specialized staffing [IT and Engineering industries]
Labour Law Compliance
Our new, ‘Research’ section carries a piece each on the staffing market in India and how skills
are determining payouts. The literature survey based research reports serve to acquaint
readers with a ring-side view of how the staffing market is functioning and how skills are
driving rewards in an increasingly competitive talent market.
The Indian staffing industry can be broadly classified into three segments: permanent
recruitment, temporary recruitment and others category (payroll processing, recruitment
process outsourcing and online job portals). Permanent recruitment comprises of two sub
segments – Executive search and Recruitment. Temporary recruitment is divided into
Professional Staffing, General Staffing (Blue Collar workers) and General Staffing (White
Collar workers).
Across sectors such as Automobile, Agriculture, Luxury goods and Food business, large MNCs
are looking at expanding their presence and establishing their footholds in the Indian market.
To source and acquire the right talent, these organizations make extensive use of executive
search companies. Search, therefore, is expected to be a large and high-growth industry
segment.
The past few years have seen persistent growth in the Indian IT industry. The IT products and
services market is projected to increase from US$19.7 billion in 2010 to US$41.2 billion by
2015. The industry has seen some interesting dynamics and has been one of the early
adopters of temporary recruitment. The Manufacturing / Engineering industry – the largest
contributor (about 12%) to the country’s GDP – is increasingly dependent upon staffing
support for its rapidly expanding production support functions.
Liaising with state and local labour authorities is a time sink for large organizations. The
scarce bandwidth such interactions rob organizations of drives the need for staffing providers.
Staffing providers offer a wide range of benefits to client organizations: from sourcing talent
in time as well as ensuring compliance with labour laws including the management of PF,
Gratuity and Minimum wages.
9. 9www.teamlease.com
Research
With a total market size ranging between INR 223-233
billion the Indian Staffing Industry is set for a phase of
relentless growth.
Impact of Skills and on-demand skill availability
on Longevity and Salary Increments
Staffing as a driver of Skill Demand
Skill Development Initiatives breed and grow talent pools
Impact on Salary and Increments
Staffing support services have increased an appetite for just-in-time acquisition of skills.
Staffing companies alleviate the, often expensive, proposition of inventorying skills and make
desired skills available at the right time and the right place for organizations. The proposition
has had an evangelizing effect and organizations are able to better plan taking on and letting
go of skills based on the needs of the market.
Government skill development initiatives, aimed at improving employability and reducing
poverty, are giving rise to new public-private-partnered business models in the skilling and
training domain. The skill / talent landscape is more fertile today and nurtures a variety of
skills that would feed the demand from a growing economy.
A fast growing economy and a fast maturing market have taken cognizance of the above
developments; and a skills ‘arms race’ has meant good skills and talent get lapped up – as
well as retained – with attractive emoluments. An acute skills supply-demand imbalance has
raised the bar for organizations in acquiring, evaluating, nurturing and rewarding skills
proactively, and thereby lay the foundation for employee loyalty. This ‘causal model’ is driving
the need for best practices that include measures of skills and commensurate salaries.
Salary
Primer
2013
10. 10www.teamlease.com
Industry
Trends
and
Salaries
This edition of the Salary Primer breaks away from the
previous editions in bringing Temp and Perm salaries
together.
Temp and Perm salaries have been seen to be converging for some years now. During our
course of an annual analysis of salaries we found that the margin of difference between the
two is not statistically significant anymore and has, therefore, practically diminished. This
meant, reporting a ‘unified’ or a single salary across the temp and perm domains is now
feasible.
To compute and report a ‘unified’ or, single salary, methodology and reporting formats have
been substantially modified for this edition. There are five sections namely
Salary
Primer
2013
How to interpret increment-longevity trend data
A staggered bar chart is used to capture salary-increment-longevity trends. The Y-axis
represents the unified salary. Each of the staggered bars against a profile in the chart
represents the rating for a skill. While the length of the bar gives the visual relative score
level, the numeric value quantifies the same in a range of 0 to 10. Underneath the chart, a
Longevity
Increment
90.87%
(~)
89.13%
(+)
90.32%
(-)
87.06% (-) 91.17%
(+)
ICP II
ICP Expansion
<Salary Range>
..........
ICP V
ICP Expansion
<Salary Range>
8.0
2.5
6.0
4.8
5.0
1.5
6.0
4.8
5.0
4.0
BFR VOF ISD QAN PSEProfile
FunctionalTransactional CommunicationRelationship
ICP I
ICP exapnsion
<Salary Range>
6.0
4.8
5.0
Industry Snapshots
The Salaries and Salary Trends section for each industry begins with an industry
snapshot – a brief note on how salaries have trended in the industry over the past
year, what profiles got rewarded and for what level of skill and longevity, and how
the industry fares on skill- and loyalty-based increment payouts.
..........
We hope and believe that this approach doesn’t just reflect market reality; it also adds value
to our audience’s decision making process.
Skills Trends Longevity and Increment Snapshots Salary DataTop Profiles
11. 11www.teamlease.com
Industry
Trends
and
Salaries
How to read statistics off the Salary Tables
Salary statistics comprise a salary number at the profile-city-experience level and variance
at the Profile-city level. For each profile, read salaries on the row on top against the profile
name and variance on the bottom row against the profile name.
Salary
Primer
2013City Name
0-2 2-5 5-8
Domain Name
Profile Name 1
Profile Name 2
Profile Name 3
FMCG City Name City Name
Variance Variance Variance
Salary Salary Salary Salary Salary Salary Salary Salary Salary
Note that the experience ranges have been changed in this edition.
Variance Variance Variance
Salary Salary Salary Salary Salary Salary Salary Salary Salary
Variance Variance Variance
Salary Salary Salary Salary Salary Salary Salary Salary Salary
Experience Levels in Years
table carries estimates of Longevity and Increment for each of the five profiles.
Longevity is a measure of the probability that the profiles considered above will be retained
in a job for a specified period of time – a year, in this case. It is the inverse of an ‘annualized
attrition rate’. For instance, a 92.73% longevity score for the Agro Chemist Profile means
there is a 92.73% probability of the profile being retained in a given job for a period of one
year.
Increment is a measure of the percentage increase in salary for the profiles considered,
compared to the respective numbers in the previous year.
The above table shows ‘longevity’ and ‘increment’ measures for each of the five profiles in the
staggered bar chart. The + and – signs next to the measures indicate that the measures have
either increased or decreased this year.
Variance is a measure of the percentage by which the salary number for each of the profiles
varies, on either side of the respective median salary quoted. For instance, a 3.26% variance
for ‘Cashier’ with a 2 – 5 years’ experience and a median salary of Rs.11,200 means that the
salaries for this profile may vary between Rs.10,835 and Rs.11,565.
This measure helps readers understand by how much the salary for a given profile varies in
the market. (Note that the experience ranges have been changed in this edition).
City Profile Salary
City 1
City 2
Profile 1
Profile 2
Top Profiles
Profile 1
Profile 2
12. 1.3
2.0
2.5
5.0
12
Longevity
Increment
90.29% (-)
6.72% (+)
91.58% (-)
5.23 %(+)
92.91% (+)
11.57 %(+)
91.16% (-)
8.14 %(+)
90.63% (+)
6.33% (-)
TDV
Tractor Driver
<6,700 - 7,200>
FMS
Farm Security
<3,900 - 5,000>
CRA
Crop Advisor
<9,400 - 12,300>
ACT
Agro Chemist
<13.100 - 15,700>
ACT CRA FMS TDV RSPProfile
Agriculture & Agrochemicals
City Profile Salary
Mumbai
Bangalore
Accountant
Sales Coordinator
Admin Manager
47,300
45,000
38,100
Top Profiles
FunctionalTransactional CommunicationRelationship
RSP
Reseach Specialistr
<16,100 - 18,700>
The Agriculture and Agrochemicals industry is seen to be marginally improving increment payouts this year. The
results are mixed, with two of the profiles responding with small improvements in longevity and attrition
marginally increasing for the rest.
Apparently, the rather small magnitude of increments has meant the industry lost some talent. The one case –
Farm Security – where increments have been raised significantly has yielded positive results. Interestingly,
attrition has reduced for Research Specialist, the lone case where increments were reduced.
Nevertheless, the industry has healthy – over 90% – longevity statistics across the representative profiles
considered in our skill-longevity-increment analysis. Agriculture & Agrochemicals has had a conservative payout
regime over the past two years, but continues to manage positive talent retention rates.
Safety Officer 42,500
2.5
6.6
4.8
6.0
2.5
2.5
2.5
5.0
1.5
3.0
1.8
6.0
1.3
6.5
5.3
6.0
1.3
2.0
2.5
5.0
14. 14
Longevity
Increment
90.37% (+)
8.96%(-)
93.64% (+)
13.18% (+)
92.11% (+)
11.90% (+)
94.31% (+)
17.26%(+)
90.62% (~)
7.34%(-)
MMC
Motor Mechanic
<5,900 - 6,600>
MEG
Mechanical Engineer
<14,000 - 16,600>
JIR
Job Inspector
<14,700 - 17,500>
DFM
Draftsman
<14.200 - 16,900>
DFM JIR MEG MMC PEGProfile
Automobile and Allied Industries
City Profile Salary
Pune
Mumbai
Bangalore
Marketing Executive
64,800
64,800
96,300
Top Profiles
FunctionalTransactional CommunicationRelationship
PEG
Production Engineer
<13,400 - 17,100>
Retention rates significantly improve, across the representative profiles, for Automobile & Allied Industries,
alongside handsome increment payouts for three of the five profiles. Longevity jumps significantly in case of the
‘Motor Mechanic’ profile – a spirited response from a lowly skilled profile to a substantially higher increment
compared with the past year – and marginally improves for ‘Mechanical Engineer’ and ‘Job Inspector’ – both much
better skilled than the Motor Mechanic.
The best-skilled ‘Production Engineer’ profile maintains a stable longevity score against a slightly lower
increment, while a low-skilled ‘Draftsman’ profile actually improves longevity despite being rewarded at a lower
rate, compared with the past year.
The industry has been seen to have a linear increment-longevity relationship over the years, and the higher rates
of increment serve to bring in positive talent retention results this year.
Developer
IT Manager
QC Executive 46,100
4.8
4.5
6.5
7.0
1.5
2.0
2.8
4.0
1.5
6.0
4.5
6.0
1.5
6.0
4.8
5.0
3.0
4.5
5.0
17. 17
Longevity
Increment
90.87% (~)
12.82% (+)
89.13% (+)
10.27%(+)
92.11% (+)
11.90% (+)
87.06% (-)
5.22%(-)
91.17% (+)
9.61%(+)
BPR VOF ISD QAN PSEProfile
Fast Moving Consumer Durables (FMCD)
City Profile Salary
Pune
Mumbai
Delhi
Accounts Executive
45,400
38,000
56,700
Top Profiles
FunctionalTransactional CommunicationRelationship
Rewarding and retaining its best-skilled profiles seems to be the priority for the FMCD industry this year. Well-
endowed profiles, ‘Project & Service Engineer’ and ‘Vigilance Officer’, get paid about 10% higher than the past
year and yield improved retention rates.
The above two profiles have been characterized by low longevity over the past year and were not rewarded
commensurate with their skills during this period. A correction has been in order. The ‘Quality Analyst’ profile is
having a longer wait in this regard though, and continues to suffer greater attrition levels.
With reasonably high, and improving, retention rates FMCD seems to be building on the skills-and-increments
causal model for even better results.
Hardware Engineer
SAP Consultant
QAN
Quality Analyzer
<17,900 - 19,500>
ISD
In-shop Demonstrator
<7,900 - 10,900>
VOF
Vigilance Officer
<27,100 - 32,100>
BPR
Brand Promoter
<8.000 - 9,800>
PSE
Project & Service Engineer
<13,500 - 16,100>
IT Executive 36,200
4.0
6.0
4.5
5.0
4.0
6.0
4.8
5.0
2.5
2.8
2.6
5.5
1.8
7.5
5.8
8.0
0.6
3.3
2.5
6.5
20. 20
Longevity
Increment
90.66% (~)
13.75% (+)
90.27% (~)
16.21% (+)
91.69% (+)
16.73%(+)
92.86% (~)
11.45%(+)
91.93%
13.88%(+)
BDE FOS SPR SCE SUPProfile
Fast Moving Consumer Goods (FMCG)
City Profile Salary
Pune
Mumbai
Delhi
IT Executive
49,600
47,600
54,300
Top Profiles
FunctionalTransactional CommunicationRelationship
FMCG pays out much higher increments compared with the past year, across the representative profiles.
However, the very high longevity levels of the year past seem elusive and the industry is faced with a situation of
diminishing returns off the increment spend.
The ‘Supervisor’ and ‘Sales Promoter’ profiles are exceptions to the state of diminishing returns other profiles
have stepped into. The longevity score improvements are small but significant and take correspondingly
significant increments to yield.
The industry had attained extremely high levels of longevity with a few of the representative profiles over the past
couple of years. It needs to rediscover the magic that helped it reach those levels – and that might mean some
smart cherry picking to do.
Finance Executive
Accountant
SCE
Suppl Chain Executive
<20,000 - 22,800>
SPR
Sales Promoter
<9,500 - 12,300>
FOS
Feet on Street Sales
<8,600 - 10,300>
BDE
Business Development Executive
<10.800 - 12,900>
SUP
Supervisor
<16,300 - 18,600>
Accounts Executive
49,900
6.0
4.8
5.0
5.0
8.0
3.5
7.0
1.8
1.6
3.3
2.5
6.5
7.0
2.5
2.5
2.5
3.0
3.0
2.9
7.0
23. 23
Longevity
Increment
88.17% (-))
8.47%(+)
92.79% (+)
10.86% (+)
90.23% (-)
7.14% (+)
86.33% (-)
6.09% (+)
93.84% (+)
14.67% (+)
CAE CMT MEG PEX SFOProfile
Industrial Manufacturing and Allied
City Profile Salary
Hyderabad
Bangalore
System Engineer
46,200
45,400
43,400
Top Profiles
FunctionalTransactional CommunicationRelationship
With somewhat meager increments for two of its better-skilled profiles – ‘Production Executive’ and ‘CAD
Engineer’ – the Industrial Manufacturing and Allied industry fails to stem attrition for these profiles. It is able to
make decent gains with one niche profile – ‘Line Chemist’ – in exchange for a relatively much higher increment
compared with all other profiles.
Single-digit increments awarded to four of the five representative profiles seem inadequate in improving
retention prospects.
The industry may require an aggressive approach to payouts – something it seems to be shying away from, year
after year. It may need to infuse stronger increment doses to be able to win over much needed loyalty from some
of the more sought after, and higher-skilled, workforce.
IT Executive
Engineering Draftsman
PEX
Production Exective
<5,900 - 7,400>
MEG
Mechanical Engineer
<13,600 - 17,400>
CMT
Line Chemist
<11,500 - 15,400>
CAE
CAD Engineer
<11.100 - 16,100>
SFO
Safety Officer
<16,700 - 19,300>
Pune 41,100
Team Leader - SalesMumbai
1.5
6.0
5.5
6.0
7.3
7.0
3.5
8.0
3.3
6.5
5.6
6.0
1.8
6.0
3.3
7.0
7.0
5.3
7.0
6.5
26. 26
Longevity
Increment
91.28% (+)
9.26%(+)
92.07% (~)
6.58%(-)
91.79% (+)
13.22%(+)
91.49% (+)
10.58% (+)
89.46% (+)
13.76%(+)
QAT CHE EEG PRS QFMProfile
Power and Energy
City Profile Salary
Delhi
Bangalore
Testing Engineer
46,300
50,500
57,600
Top Profiles
FunctionalTransactional CommunicationRelationship
An apparently selective payout approach seems to work well for the Power and Energy industry. ‘Production
Supervisor’, ‘Electrical Engineer’ and ‘Quality Foreman’, the three relatively higher-skilled profiles respond
favourably to increments well above 10%.
Sub-10% increments to ‘Quality Technician’ and ‘Chemical Engineer’ do not disappoint either. The first yields a
significant increase in retention rate and the second, stability.
Power and Energy is well positioned to reward the right – and often, niche – skills and earn loyalty. This is also
working, seemingly, to exert positive influence on other, not-so-well-rewarded profiles and help improve all-
round longevity.
Financial Assistant
Design Engineer
PRS
Production Supervisor
<15,100 - 17,600>
EEG
Electrical Engineer
<16,400 - 21,700>
CHE
Chemical Engineer
<13,700 - 15,000>
QAT
Quality Technician
<9.500 - 13,000>
QFM
Quality Foreman
<14,800 - 17,100>
Pune 47,700
SAP DeveloperMumbai
1.8
3.0
6.0
2.5
6.0
4.5
6.0
4.3
6.0
4.5
5.0
4.8
6.0
4.5
7.0
1.5
6.0
5.5
6.0
29. 29
Longevity
Increment
90.37% (+)
8.96%(-)
93.64% (+)
13.18% (+)
92.11% (+)
11.90% (+)
94.31% (+)
17.26%(+)
90.62% (~)
7.34%(-)
ISR
Insurance Sales Representative
<8,700 - 12,600>
FPL
Financial Planner
<6,900 - 10,900>
FLP
Financial Loss Prevention Officer
<6,900 - 10,900>
CSH
Cashier
<12.100 - 15,900>
DFM JIR MEG MMC PEGProfile
Banking, Financial Services Insurance
(BFSI)
and
City Profile Salary
Mumbai
Bangalore
Finance Executive
41,500
46,200
52,000
Top Profiles
FunctionalTransactional CommunicationRelationship
LAD
Loan Advisor
<8,200 - 9,400>
With an unclear pattern to payouts, BFSI reaps mixed results –two (‘Financial Loss Prevention Officer’ and
‘Financial Planner’) of the three profiles it rewards better than last year respond positively. The third, ‘Cashier’ – a
low-skilled profile, loses some significant points on longevity.
‘Insurance Sales Representative’ and ‘Loan Advisor’, moderately skilled profiles that are not given as much as
they were last year, respond in kind.
BFSI does better than the previous years and does well. The results, although mixed, are better than the mostly
negative longevity trend the industry has had over the past two years.
Recruitment Executive
Accountant
Business Analyst 44,200
3.3
7.0
5.0
7.0
4.0
6.0
4.8
5.0
6.8
7.0
5.0
7.0
1.3
5.0
3.8
5.0
6.3
6.5
4.8
7.0
32. 32
Longevity
Increment
87.23% (-)
7.53% (+)
88.73%(-)
8.75% (+)
85.39% (-)
8.28% (+)
89.1% (~)
10.71% (+)
90.27% (-)
7.39% (+)
DTE
Desktop Engineer
<13,100 - 17,000>
DAN
Data Analyst
<22,200 - 26,200>
CSE
Customer Service Executive
<11,500 - 15,400>
HDE
Help Desk Executive
<8.600 - 11,100>
HDE CSE DAN DTE PRAProfile
BPO and IT Enabled Services
City Profile Salary
Hyderabad
Bangalore
IT Executive
37,500
74,400
34,700
Top Profiles
FunctionalTransactional CommunicationRelationship
PRA
Process Associate
<9,9400 - 14,800>
The BPO and IT enabled Services industry ups increment levels significantly, almost across the board, but the
increase does not seem sweet enough. Its precious frontline profiles, ‘Help Desk Executive’ and ‘Customer
Service Executive’, attrite heavily and reach new lows of longevity this year.
‘Data Analyst’ loses substantial longevity points despite a strong positive increment payout, and an equally
moderately skilled ‘Process Associate’ loses by a smaller, but significant, magnitude. The lone solace is a stable
situation with the highest-skilled ‘Desktop Engineer’ – that comes off the only double-digit increment growth rate
amongst the sample set of profiles.
The BPO and IT enabled Services industry seems to be required to quickly, and substantially, improve on
increments to stabilize attrition. Faced with chronically attrition-afflicted profiles at the front-end, the industry
might do well to look at profiles that are, potentially, better responsive to higher levels of increment payouts.
Software Analyst
Purchase Manager
Delhi
96,300
Tech Support Executive
Mumbai
1.5
6.0
5.5
6.0
7.3
7.0
4.8
8.0
3.3
6.5
4.8
6.0
1.8
6.0
3.3
7.0
6.5
7.0
5.3
7.0
35. 35
Construction and Real Estate
City Profile Salary
Marketing Executive
51,000
75,600
54,200
Top Profiles
The Construction and Real Estate industry has seen significant movement towards being organized, and the entry
of multinational business has immensely helped this advancement.
Skill, Increment and Longevity trends for this industry are being tracked currently and would be reported
beginning the next edition of the primer. The following pages provide select statistics of salaries. The numbers
bear out current realities of a better-skilled and better paid white collar workforce – distinctly different from the
blue-collar dominated realty industry of yore.
Site Engineer
Accounts Assistant
Delhi
46,200
Commercial Officer
Mumbai
38. 38
Longevity
Increment
90.82% (~)
14.53%(+)
93.18% (+)
12.17% (+)
92.58% (-)
17.26%
90.12% (+)
10.04%(+)
92.81% (+)
12.67%(+)
LBA
Lab Assistant
<13,100 - 17,000>
MRE
Medical Representative
<22,200 - 26,200>
HIP
Health Insurance Promoter
<11,500 - 15,400>
CCH
CQL Chemist
<8.600 - 11,100>
CCH HIP MRE LBA HPSProfile
Healthcare and Pharmaceuticals
City Profile Salary
Bangalore
System Administrator
50,900
59,600
48,300
Top Profiles
FunctionalTransactional CommunicationRelationship
HPS
Health Promotion Specialist
<9,9400 - 14,800>
With double-digit increments across the board, and four of the five profiles in the sample rewarded well above
10%, the Healthcare and Pharmaceuticals industry puts increments back on the positive trend line. It makes
modest longevity gains that serve to stabilize the score at 90% plus; more importantly though, it seems to have
appeased some of its hitherto modestly rewarded profiles.
For instance, two high-skilled, high longevity profiles (‘Health Insurance Promoter’ and ‘Health Promoter
Specialist’) display a consistent act of loyalty right from the low increment levels of last year through this year.
The relatively lower skilled ‘Lab Assistant’ and ‘CQL Chemist’ stay stable as well. It is the lowest skilled ‘Medical
Representative’ though, that is hard to please.
Healthcare and Pharmaceuticals appreciable balancing act keeps longevity levels healthy. The industry
successfully calibrates payouts to retain well-skilled talent, year after year.
Accounts Executive
Marketing Executive
Delhi
46,200
IT Engineer
Mumbai
Accounts Assistant 49,000
2.5
6.5
4.8
6.0
6.5
5.1
6.3
7.0
2.0
1.3
5.0
1.5
3.0
6.0
4.3
6.5
4.5
5.0
41. 41
Longevity
Increment
93.28% (+)
13.69%(+)
94.72% (+)
17.38% (+)
92.17% (+)
14.70% (+)
89.03% (~)
12.45%(+)
86.05% (-)
11.31% (+)
RCP
Receptionist
<10,300 - 12,800>
RAT
Resort Attendant
<5,300 - 7,300>
HUK
House Keeping Assistant
<5,600 - 6,200>
CHF
Chef
<13,900 - 16,300>
CHF HUK RAT RCP EVMProfile
Hospitality
City Profile Salary
Mumbai
Delhi
Team Lead - Sales
47,600
37,300
39,700
Top Profiles
FunctionalTransactional CommunicationRelationship
EVM
Events Manager
<33,300 - 38,500>
Hospitality secures some of its talent – not necessarily the better-skilled – with handsome dole outs. The ones
with better skills are rewarded well, but not well enough compared with the former and, therefore, do not comply
as much.
While the sample set of profiles are all paid out significantly better increments than last year, the discriminant
approach could have been better targeted. The results are not too bad though – except for one case of
significantly high attrition (‘Events Manager’) all other profile in the sample either improve marginally or stay
stable.
Hospitality turns out to be gaining reasonably well and improves overall retention rates – better than the previous
years – although, the results might be dramatically better with some more planning.
Sales Executive
Accounts Assistant
Marketing Executive
31,900
1.3
6.0
5.0
7.5
3.0
80
1.8
7.0
35
70
7.3
7.0
5.3
8.0
2.5
5.0
44. 44
Longevity
Increment
85.29% (-)
7.12% (+)
87.61% (+)
9.98% (+)
89.36% (~)
5.02% (-)
90.85% (~)
8.49% (+)
88.47% (-)
6.19% (+)
PRM
Program Manager
<62,200 - 69,800>
DVP
Developer
<26,700 - 33,400>
DBA
Database Administrator
<20,500 - 23,300>
BAN
Business Analyst
<35.000 - 40,300>
BAN DBA DVP PRM WDSProfile
Information Technology and
Knowledge Services
City Profile Salary
Pune
Delhi
Bangalore
Software Engineer
71,800
61,800
61,000
Top Profiles
FunctionalTransactional CommunicationRelationship
WDS
Web Designer
<33,900 - 39,100>
The IT and Knowledge Services industry continues to remain modest with payouts, but keeps increment growth
positively this year. This serves to win stability from three of its profiles (‘Program Manager’, ‘Developer’,
‘Database Administrator’) but the highest skilled – ‘Business Analyst’ – loses substantial longevity points to settle
at a new low.
The relatively low-skilled ‘Web Designer’ also inches attrition rates up, making IT and Knowledge Services one of
the most attrition prone industries in our sample.
The industry does better than the previous year however, in terms of reigning in attrition levels and bringing back
a positive increment trend. Doing this in sync with skill levels just might significantly better the retention rates.
Project Lead
Assistant Sales Manager
Network Engineer 66,200
6.5
7.0
5.3
7.0
1.8
6.0
3.3
7.0
3.3
6.5
5.6
6.0
7.3
7.0
3.5
8.0
1.5
6.0
5.5
6.0
47. 47
Media and Entertainment
City Profile Salary
Mumbai
Bangalore
Marketing Executive
37,300
38,000
41,700
Top Profiles
Another new addition, Media and Entertainment finds mention due to the stupendous growth and enormous
importance this industry has managed to garner over the recent years.
The industry hires and employs substantial numbers of professionals across functions and hierarchies. The
following pages report salary statistics for a sample set of profiles.
Accounts Assistant
Engineering Assistant
Technician
44,200