This talent consulting services from Zinnov is designed to serve new age, domestic technology startups formulate better compensation and benefits policies.

1. Invite
Compensation Benchmarking
Services
February 2015

2. 2
Intense competition for limited talent, ever shrinking budgets,
proliferation of technology start-ups, and changing paradigms of
employee engagement has led to significant challenges in designing
a comprehensive compensation plan that will attract the right talent
and retain skilled employees.
To ensure you adequately provision to meet future challenges, you
need access to current market data to enable faster and informed
decisions.
The Zinnov Compensation Survey is packaged exclusively for R&D
centres, technology companies from e commerce, digitally native,
and Software/Internet companies.
The breadth and the depth of the data services entails access to
reports that includes, but not limited to compensation & benefits
data, HR trends and Salary increase forecasts.
GoodTalent is hard to find and even harder to keep!

3. Zinnov has over 10 years of experience in compensation and benefits consulting for R&D
centres.The 2014 study saw participation from about 80 R&D companies
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~80 R&D Companies
Participation by
industry
Participation by
Location
Key Highlights
60% Software /
Internet
17% Telecom &
Networking
23% Engineering,
Automation
NCR
8%
Hyderabad
9%
Pune
16%
Chennai
9%
Bangalore
44%
Study coverage: 35+ Job
families including R&D and
support roles across all levels
Key Reports
• Compensation report
• Benefits report
• Campus compensation
Mumbai
4%
Others
9%

4. 2015 study deliverables : Reports that comprehensively cover latest trends around
compensation & benefits
4
Detailed Compensation Report
Industry cut report, Peer cut report,
Percentile positioning and comp
ratio analysis
Campus Compensation Report
Salary and benefits offered to fresh
graduates
HRTrends report
Report on attrition, hiring and
salary increases
Benefits Report
Detailed report covering all
benefits practices and policies
prevailing in R&D companies
3
2
4
1

5. 5
The compensation report provides salary analysis across managerial and IC roles across all
engineering and support job families.
• Job mapping process to
ensure equivalence across
participating organizations
• Validation of job matches
with comparator
organization
• Questionnaire to collect quantitative
information pertaining to demographic
details, payroll data, attrition and hiring
information
• Qualitative Data collected through
questionnaire and interviews
• Zinnov proprietary tool for
collating and analyzing data
gathered
• Outlier detection and data
domination methods employed to
obtain unbiased results
Job
Mapping
Data
Collection
Analysis &
Reporting
Zinnov’s approach towards the compensation benchmarking exercise
1 Detailed compensation report

6. Zinnov proprietary ‘Job Mapping’ Framework helps effectively identify positions across 35+
distinct Job Families
6
PDM Product Management
PRM
Program/Project
Management
PRO Professional Services
PTW TechnicalWriting
QTY QualityTesting
R&A Research and Analytics
SLS Sales
SOL SolutionsArchitecture
SPD Product Development
SUP Technical Support
UID User Interface
WEB
Web Application
Development
* Indicative list of Job
Families
•The job family list is indicative. 35+ clearly defined Job functions within the framework
Understand your
organization levels,
grades, and internal
hierarchy
Understand various job
families in your
organization
Map various jobs & levels
in your organization to the
Zinnov Framework
Data collection and next
steps
I5, Middle 2
I4, Middle 11
I3, Intermediate
I2, Entry 2
I1, Entry 1
I6, Specialist 1
I7, Specialist 2
I8, Expert 1
M1, Manager 1
M2, Manager 2
M3, Director
M4, Sr. Director
M0, Middle
EX, Executive
Professionals
Managers
IndividualContributor
Management
Career Ladders
I9, Expert 2
• Require knowledge & experience in own discipline;
still acquiring higher level knowledge & Skills
• Solve range of straight forward problems.
• Analyzes possible solutions using standard
procedures.
• Receives a moderate level of guidance and
directions
• Experience ranges from 3 to 6 years.

7. The key anchors of analysis in the compensation benchmarking exercise are Guaranteed
Cash,Total Cash, andTotal Rewards
7
* Allowances will include
• All monthly and annual
allowances
• Other allowances such as
telephone, internet and medical
allowances
• Flexi benefit plan if applicable
* * Total Cash is the sum total of
Guaranteed Cash andVariable
Pay
• Sales incentives if applicable will
be included in the Total Cash
TGC
Total
Guaranteed Cash
Annual basic salary + * Allowances
TGP TGC + Provident Fund
TC
Total Cash
TGC + * *Variable Pay
TR
Total Rewards
TGC + PF +Variable Pay + Gratuity and Superannuation
1
2
3
4

8. The Benefits Report provides a comprehensive coverage of all benefits practices and
policies prevalent at R&D centers in India 8
Engagement &
Retention
• Rewards and Recognition
• Joining Bonus
• Retention Bonus
• Team Outings
• Other engagement activities
Career
management &
PMS
• Internal Job Postings
• Employee Education
• Employee Assessment
• Training
• Performance management
Employee Care
• Transportation Facilities
• Lunch facilities
• Wellness program
• Employee referrals
• Social activities
• Child Care & Education
Insurance and
Loans
Other Policies
• Expat Accommodation
• Parking
• Communication
• Company Car & Relocation
• Domestic & International
Travel Policy
Leave &
working hours
• Leave Benefit
• Shift Allowance
• On call Allowance
• Medi claim insurance
• Accident insurance
• Life Insurance
• Employee Loans
2 Benefits Report

9. Campus Compensation Report provides salary data and the best practices adopted by R&D
centers to tap fresh talent fromTier 1, 2 & 3 institutes
9
B.Tech
M.Tech
MBA
Fixed Pay &Total
Remuneration Details
Allotment of Equity
Joining Bonus
Accommodation
Relocation Allowance
Coverage Total Rewards
Campus Survey
Campus
Segregation
Methodology
Tier 1 Institutes
Tier 2 Established
Institutes
Tier 2 Emerging
Institutes Tier 3 Institutes
The tiering of institutes has been done based on Zinnov methodology.Various factors such as perception of the institute ,
faculty, industry research collaborations, etc. have been taken into consideration
3 Campus Compensation Report

10. HR trends study reports the current and future talent trends based on which companies
can decide increments and hiring strategies and get to know the key focus areas for 2015 10
• Voluntary attrition & In voluntary attrition analysis across sectors
• Comparative analysis on Hiring figures for 3 years
• Quarter wise hiring analysis
• Level Wise attrition analysis
• Overall salary increase
• Level wise salary increases
• Future projections of salary
increase
Attrition Hiring
Salary Trends
• Top performers salary increases
• Promotion cases
• Sector wise salary increases
• Managing & Retaining critical employees
• Talent Pool analysis across various sectors and landscapes
• Hot skill analysis across various sectors and landscapes
• Indentifying Key Niche / Hot skills
• Gender Diversity
Key HR Challenges
& Landscape
4 HR Trends Report

11. TentativeTimelines 11
Reports Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov
Detailed Compensation Report
Campus Compensation Report
Benefit Practices & Polices Report
Salary Increase,Attrition & Hiring trends report - 1

12. Cost of Delivery 12
Participation Fees • Service tax of 12.36% will be
applicable on the overall cost
• 100% of the invoice will be raised
at the start of the engagement
INR 75,000/- ExcludingTaxes

13. Appendix – Sample slide: compensation report 13
Zinnov Job
Code
Client Designation
TGC (Fixed Pay) in INR'000s
Client
Grade
P10 P25 P33 P50 P75 P90 Avg.
Quality Testing
QTY-I1 Associate Software Quality Engineer P1 417.0 478.0 491.7 500.0 509.5 582.2 491.1
QTY-I2 Software Quality Engineer P2 527.2 600.8 635.0 696.2 790.7 903.5 702.2
QTY-I3 Sr. Sofware Quality Engineer P3a 951.5 1,076.2 1,135.1 935.1 1,085.8 1,224.6 953.6
QTY-I4 Tech Lead - Quality P3b 1,261.0 1,426.1 1,489.3 1,198.0 1,409.7 1,565.5 1,242.5
QTY-I5 Sr. Lead - Quality P4 1,550.2 1,838.6 1,906.9 1,588.2 1,747.4 1,968.8 1,571.0
QTY-I6 Principal QA Engineer P5 2,027.1 2,202.3 2,263.6 1,846.8 2,071.5 2,377.3 1,898.3
QTY-I7 Sr. Principal QA Engineer P6 2,529.7 1,698.6 1,720.8 1,395.9 1,536.3 1,683.3 1,431.1
QTY-I8 QA Architect/ Sr QA Architect P7 2,930.1 2,033.6 2,077.9 2,307.5 2,467.2 2,810.8 2,264.3
QTY-M1 Manager QA M1 1,506.7 1,088.0 1,125.6 1,250.2 1,484.8 1,585.6 1,264.8
QTY-M2 Sr. Manager QA M2 2,129.5 1,506.7 1,565.9 1,726.5 2,043.9 2,280.5 1,778.7
QTY-M3 Director QA M3 2,711.0 1,781.8 1,811.2 2,163.3 2,359.7 2,465.9 2,106.6
QTY- Function Code
I1- Level Code
Market Medians
Market
Averages

14. Appendix – Illustrative Slide campus compensation report 14

15. Appendix – Illustrative Slide campus compensation 15

16. Appendix – Illustrative HRTrends report 16

17. 17
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ThankYou
17
Sandeep Moorthy
Engagement Lead
Talent and Rewards Consulting
Sandeep.Moorthy@zinnov.com
Ph: +91 7829910330
Som Shekhar
Sr. Analyst
Som@zinnov.com
Ph: 9035998531
Please reach out to us if you have any queries