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GRADUATE COMPENSATION REVIEW

GRADUATE COMPENSATION REVIEW. Findings July 2005. Contents. PARTICIPATING COMPANIES: 2005 PURPOSE RESEARCH METHODOLOGY FUNCTIONAL AREAS COMPANIES RECRUIT FOR 2005 SALARY DATA: POSITIONS FILLED SALARY DATA: COMPARATIVE GRADUATE SALARIES Benchmarks / Structure / Benefits

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GRADUATE COMPENSATION REVIEW

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  1. GRADUATE COMPENSATION REVIEW Findings July 2005

  2. Contents • PARTICIPATING COMPANIES: 2005 • PURPOSE • RESEARCH METHODOLOGY • FUNCTIONAL AREAS COMPANIES RECRUIT FOR • 2005 SALARY DATA: POSITIONS FILLED • SALARY DATA: COMPARATIVE • GRADUATE SALARIES • Benchmarks / Structure / Benefits • Overseas Opportunities • Further Education • DISCUSSION

  3. Accenture Adams & Adams BMW South Africa (Pty) Ltd Citigroup N A DaimlerChrysler Deloitte Deutsche Securities Pty Ltd Ernst & Young Foschini Retail Group (Pty) Ltd Hannover Reinsurance Hatch Africa (Pty) Ltd Hillside and Bayside Aluminium Ingwe Collieries Ltd Johnson & Johnson (Pty) Ltd JP Morgan Chase Bank KPMG Kumba Resources Liberty Life Microsoft South Africa Nestle Office of the Auditor-General PKF Inc PricewaterhouseCoopers Sanlam SAP Africa Sasol Limited Shell South Africa Shoprite Checkers Standard Bank UCS Solutions Unilever South Africa Volkswagen of South Africa Participating Companies: 2005

  4. Purpose • The purpose of this research is to review the latest trends in graduate salaries across our member companies. • This review includes comparative analyses by industry and functional areas. • In addition we look at trends related to market demand, salary structuring, benefits, travel and further education. • This research was piloted in 2004 and, where possible, year on year comparisons are provided.

  5. RESEARCH METHODOLOGY

  6. Electronic Survey • The SAGRA 2005 Compensation Review was conducted as an online survey and delivered via e-mail. • The survey was launched on the 1st of June and 49 member companies were invited to participate. • In addition to emails, the members were contacted telephonically to encourage participation. • Participation has improved from the 2004 study, but the objective is to ensure that all SAGRA members are involved in the future.

  7. E-mailers A sample of the e-mailer developed to invite participation in the survey.

  8. On-lineSurvey A sample of the on-line survey format.

  9. 2005 Sample

  10. Survey Demographics Participation by Industry Sector * Additional companies were in the Management Consulting, Legal and Retail or Commercial Banking Sectors.

  11. FUNCTIONAL AREAS COMPANIES RECRUIT FOR

  12. Functional Areas Companies Recruit For Change in rank position from 2004

  13. 2005 SALARY DATA: GRADUATE POSITIONS FILLED Positions by Function and Total Costs to Company

  14. GRADUATE SALARIES Benchmarks / Structure / Benefits

  15. At Which Position Are Graduate Salaries Benchmarked? • Benchmark with industry we are in: • We do a benchmark with the industry we are in • No specific quartile aimed at, rather decide a "Rand" amount range, and pay accordingly • Have not benchmarked • Fixed appointment scales for graduates

  16. How Are Packages Structured? A greater move towards using Total Package. Review Of Graduate Salaries: More Than Once A Year? Unchanged from 2004

  17. What Are Graduate Salary Increases Based On? • Other: • New skills, key milestones reached • Market, performance and qualification • Market, performance and academic progress • Have not given increases • Budget Greater spread of factors in 2005 Offering Sign On Bonuses To Graduates? Unchanged from 2004.

  18. Pay Premiums For Higher Qualifications? • Percentage difference for Honours degrees? More companies paying premiums for higher qualifications. • Percentage difference for Masters degrees?

  19. Offer Relocation Packages To New Graduates? No major change from 2004. Number of companies that responded

  20. Additional Benefits Gradates Receive Within Cost to Company?

  21. Benefit Options

  22. Benefit Rand Value per Month

  23. GRADUATE SALARIES Overseas Opportunities

  24. Offer Overseas Opportunities To Graduates? • Other: • Ad hoc projects • Third year graduate programme exposure • Training and International experience • Development opportunities Same as last year. What Is The Primary Purpose Of Overseas Opportunities?

  25. Is This Primarily Based On Individual Performance? • Other: • This depends on need basis • After qualification • Depending on the opportunities overseas between 8 months and 18 months from joining • This is dependent on resources, opportunities, graduate potential and performance How Soon After Joining Do Graduates Typically Go Overseas?

  26. GRADUATE SALARIES Further Education

  27. Pay In Full (or in part) For Further Study? Same as last year. Must The Further Study Be Relevant To Company/Functional Area? If You Do Pay For Further Study, Is It for Full Time Or Part Time?

  28. What Criteria Are Used In Deciding To Sponsor Further Education? This was a comment question, which not all companies completed. Also a company may have offered multiple responses. Is There A Service Obligation Once Studies Are Completed? No major change from 2004.

  29. If yes, please indicate time in months?

  30. Thank You

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