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GRADUATE COMPENSATION REVIEW PILOT SURVEY

GRADUATE COMPENSATION REVIEW PILOT SURVEY. Results September 2004. Contents. PARTICIPATING COMPANIES PURPOSE RESEARCH METHODOLOGY FUNCTIONAL AREAS COMPANIES RECRUIT FOR 2004 SALARY DATA: POSITIONS FILLED 2005 PROJECTIONS: POSITIONS TO BE FILLED 2004/5 SALARY DATA: COMPARATIVE

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GRADUATE COMPENSATION REVIEW PILOT SURVEY

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  1. GRADUATE COMPENSATION REVIEWPILOT SURVEY Results September 2004

  2. Contents • PARTICIPATING COMPANIES • PURPOSE • RESEARCH METHODOLOGY • FUNCTIONAL AREAS COMPANIES RECRUIT FOR • 2004 SALARY DATA: POSITIONS FILLED • 2005 PROJECTIONS: POSITIONS TO BE FILLED • 2004/5 SALARY DATA: COMPARATIVE • GRADUATE SALARIES • Benchmarks / Structure / Benefits • Overseas Opportunities • Further Education • DISCUSSION

  3. Accenture Amalgamated Beverage Industries  BMW  DaimlerChrysler  Deloitte  Edcon  Ernst & Young  First National Bank  Fisher Hoffman PKF JHB  JP Morgan  KPMG  Liberty Life  Master Foods South Africa (Pty) Limited  Microsoft SA  MultiChoice  MWEB  National Brands Limited  Sanlam  SAP Africa  Shell South Africa Energy (Pty) Ltd  Standard Bank - Corporate and Investment Bank  Truworths  Unilever SA  Volkswagen of South Africa  Participating Companies

  4. Purpose • The purpose of this pilot survey is to review the latest trends in salaries across our member companies. • This review includes comparative analyses by industry and functional areas. • In addition we look at trends related to growth in market demand, as well as trends related to salary structuring, benefits, travel and further education.

  5. RESEARCH METHODOLOGY

  6. Electronic Survey • The SAGRA 2004 Compensation Review was conducted as an online survey and delivered via e-mail. • The survey was launched on the 9th of August and 44 member companies were invited to participate. • In addition to emails the members were contacted telephonically to encourage participation. • Participation has been acceptable for a pilot study, but the aim really is to ensure that all SAGRA members are involved in the future.

  7. E-mailers A sample of the e-mailers developed to communicate with the participants for the duration of the survey campaign

  8. On-lineSurvey A sample of the on-line survey that enabled the capture of data into the survey database system.

  9. Sample

  10. Survey Demographics Participation by Industry Sector

  11. FUNCTIONAL AREAS COMPANIES RECRUIT FOR

  12. Functional Areas Companies Recruit For

  13. 2004 SALARY DATA: GRADUATE POSITIONS FILLED Positions by Function and Total Costs to Company

  14. 2004 Salary Data : Positions Filled

  15. 2005 PROJECTIONS:GRADUATE POSITIONS TO BE FILLED Positions by Function and Total Costs to Company

  16. 2005 Projections: Positions to be filled

  17. GRADUATE SALARIES 2004/5 Salary Data : Comparative

  18. 2004/5 Comparisons: Average Salary NOTES: N/A areas - data not available or insufficient. Some of the projected averages for 2005 appear to be high

  19. 2004/5 Comparisons: Positions Filled

  20. GRADUATE SALARIES Benchmarks / Structure / Benefits

  21. At which position do you benchmark your graduate salaries?... • Other: • Depends on the qualification • Industry • Annual surveys • Internal equity

  22. How are your packages structured? • If Yes how often: • Twice a year = 10 Do you review graduate salaries more than once a year?

  23. What are graduate salary increases based on? • Other: • Position they are placed in Do you offer sign on bonuses to your graduates?

  24. Do you pay premiums for higher qualifications? • Percentage difference for Honours degrees? • Percentage difference for Masters degrees?

  25. Do you offer relocation packages to new graduates? • If yes, please specify amount/value of relocation (per individual). • R10 000 • R15 295 • R7 000 • various according to policy • +/- R6 000 depending on where they are relocating from • R1 500 • R40 700 based on Four Months pensionable base salary and a daily allowance for one month • Equivalent of one month's gross salary

  26. GRADUATE SALARIES Overseas Opportunities

  27. Do you offer overseas opportunities to your graduates? • Other: • Projects • Job requirements • Training & international experience • Developmental Opportunities If yes, what is the primary purpose of overseas opportunity?

  28. Is this overseas opportunity guaranteed? • Other: • Dependent on role and work • No overseas experience • Ad-hoc • Year 4 • Where a resource requirement arises. An assignment would also be based on graduate performance How soon after joining do graduates typically go overseas?

  29. GRADUATE SALARIES Further Education

  30. Do you pay in full or part for further study? Must the further study be relevant to your company/the functional area? If you do pay for further study, is it for full time or part time?

  31. What criteria do you use in deciding on sponsoring further education? Is there a service obligation once studies are completed? If yes, please indicate time in months?

  32. Thank You

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