Existing salary

Existing Salary
S.No TCTC (INR in Lakhs
Fixed CTC
)
Candidate's Name Designation
1 Anmol Associate 330000 264000

2 310000 248000
Advaith Associate
3 341000 272800
Advith Sr Associate /Jr Executive
4 457000 365600
Aditi Team Leader /Executive

5 558000 446400
Sr Team Leader/ Sr
Amogh Executive

6 800000 640000
Nidhi Asst Manager

7 920000 690000
Nishnat Dy Manager
8 Madhusudhan Manager 1190000 892500

9 346000 276800
Manmohan Associate
10 Seema Associate 325000 260000

11 458000 366400
Srividya Sr Associate /Jr Executive
12 521000 416800
Sreekanth Team Leader /Executive
13 652000 489000
Sreejesh Dy Manager
14 1124000 843000
Neena Manager
15 685000 548000
Madhurima Asst Manager
16 356000 284800
Sanjay Associate
17 274000 219200
Sanjog Associate
18 278000 222400
Meet Sr Associate /Jr Executive
19 356000 284800
Sanjeev Team Leader /Executive
20 242000 193600
Sumanth Associate
21 267000 213600
Jude Associate
22 290000 232000
Nancy Sr Associate /Jr Executive
23 392000 313600
Bodhisatwa Team Leader /Executive
24 485000 363750
Steffi Dy Manager
25 843000 632250
Samuel Manager
26 484000 387200
Samson Asst Manager
27 945000 661500
Arjun Sr Manager
28 1054000 737800
Neena Sr Manager
29 1252000 751200
Chandrakanth Asst VP
30 1184000 710400
Chiranjeevi Asst VP
31 1492000 895200
Domnic Associate VP
32 1574000 944400
Swayan Associate VP
33 1897000 948500
Swayam VP
34 1978000 989000
Pooja VP
35 2594000 1297000
Pushpa Sr VP
36 224000 179200
Mitra Associate
37 294000 235200
Harajit Associate
38 356000 284800
Harpreet Sr Associate /Jr Executive
39 410000 328000
Samay Team Leader /Executive
40 Sr Team Leader/ Sr 474000 379200
Sameep Executive
41 555000 444000
Simran Asst Manager
42 684000 513000
Neethi Dy Manager
43 794000 595500
Pranay Manager
44 823000 658400
Prajwal Asst Manager
45 956000 669200
Gunjan Sr Manager
46 108600 76020
Pramod Sr Manager
47 Sriman Associate 245000 196000
48 264000 211200
sujoy Associate
49 312000 249600
Supreet Sr Associate /Jr Executive
50 Ahmed Team Leader /Executive 445000 356000
Existing Salary Existing Internal
Variabe CTC (Compa Ratio)
Existing Exteranl Performance Performance
Compa Ratio Rating (16-17) Rating (17-18)
66000 147% 138% 3 4

62000 138%
129% 4 3
68200 129%
118% 5 4
91400 131%
124% 4 5

111600 124%

115% 3 3

160000 160%
137% 4 4

230000 115%
115% 5 5
297500 95% 82% 4 4

69200 154%
144% 4 4
65000 144% 135% 3 3
91600 173%
158% 4 4
104200 149%
141% 5 5
163000 82%
81% 3 4
281000 90%
77% 4 3
137000 137%
118% 5 4
71200 158%
148% 4 5
54800 122%
114% 3 3
55600 105%
96% 4 4
71200 102%
96% 5 5
48400 108%
101% 4 4
 53400 119%
111% 4 4
58000 109%
100% 3 3
78400 112%
106% 4 4
121250 61%
61% 5 5
210750 67%
58% 3 4
96800 97%
83% 4 3
283500 56%
56% 5 4
316200 62%
63% 4 5
500800 57%
46% 3 3
473600 54%
44% 4 4
596800 55%
55% 5 5
629600 58%
58% 4 4
948500 42%
40% 4 4
989000 37%
42% 3 3
1297000 48%
46% 4 4
44800 100%
93% 5 5
58800 131%
123% 3 4
71200 134%
123% 4 3
82000 117%
111% 5 4
94800 105%
98% 4 5
111000 111%
95% 3 3
171000 86%
85% 4 4
198500 64%
55% 5 5
164600 165%
141% 4 4
286800 56%
57% 4 4
32580 6%
6% 4 4
49000 109% 102% 4 4
52800 117%
110% 5 5
62400 118%
108% 4 5
89000 127% 120% 3 3
Performance Revised CTC ( INR in
Rating (18-19) Comments of reporting Manager Lakhs) % Hike
4 High on energy needs focus 366300 11

4 Is not consistent on performance 344100 11

High performer and has potential to grow to
3 next level 375100 10
High Performer and is good role model to
4 team 507270 11

Average perfomer and has issues in self-

4 motivation 619380 11

very good performer and can be part of

4 Perfomer talent pool 888000 11

Dependable high performer and role model

4 for organizational culture & values 1021200 11
3 very good perfomer 1309000 10
very good performer, needs to work on
values. Functional skills to be developed to
4 groom to next level 384060 11
4 Average perfomer 360750 11

4 Is a consistent and very good performer 101676 11

Consistent High performer and to be
4 prmoted to next level 115662 11
High on values and skills, but performance is
4 fluctuating 180930 11
Consistent High performer and to be
4 prmoted to next level 311910 11
Has isssues with Performance and average
4 on values & skills 152070 11
High on performance & values, Very good on
4 Competences 395160 11
High performer and has potential to grow to
4 next level 304140 11
High performer and has potential to grow to
4 next level 308580 11
High performer and has potential to grow to
4 next level 395160 11
High performer and has potential to grow to
5 next level 268620 12
 High performer and has potential to grow to
4 next level 296370 11
High performer and has potential to grow to
4 next level 321900 11
Has isssues with Performance and average
4 on values & skills 435120 11
High on performance & values, Very good on
4 Competences 538350 11
Consistent High performer and to be
4 prmoted to next level 935730 11
Consistent High performer and to be
4 prmoted to next level 537240 11
Consistent High performer and to be
4 prmoted to next level 1048950 11
Consistent High performer and to be
4 prmoted to next level 1169940 11
Consistent High performer and to be
4 prmoted to next level 1389720 11
Consistent High performer and to be
4 prmoted to next level 1314240 11
Consistent High performer and to be
4 prmoted to next level 1656120 11
High performer and has potential to grow to
4 next level 1747140 11
High performer and has potential to grow to
4 next level 2105670 11
High performer and has potential to grow to
4 next level 2195580 11
High performer and has potential to grow to
3 next level 2853400 10
High performer and has potential to grow to
4 next level 248640 11
High performer and has potential to grow to
3 next level 323400 10
Average perfomer and has issues in self-
3 motivation 391600 10
Average perfomer and has issues in self-
4 motivation 455100 11
Average perfomer and has issues in self-
4 motivation 526140 11
Average perfomer and has issues in self-
4 motivation 616050 11
Average perfomer and has issues in self-
3 motivation 752400 10
High performer and has potential to grow to
4 next level 881340 11
 High Performer and is good role model to
5 team 921760 12
High performer and has potential to grow to
5 next level 1070720 12
High Performer and is good role model to
5 team 121632 12
Average perfomer 269500
High Performer and is good role model to
5 team 295680 12

3 Average perfomer 343200 10

3 Average perfomer 489500 10
 Revised
Revised Internal External Compa
Compa Ratio Ratio
163% 153%

153% 143%

142% 129%

145% 137%

138% 128%

178% 152%

128% 127%
105% 90%

171% 160%
160% 150%

38% 35%

33% 31%

23% 23%

25% 21%

30% 26%

176% 165%

135% 127%

116% 106%

113% 107%

119% 112%
132% 123%

121% 111%

124% 118%

67% 67%

75% 64%

107% 92%

62% 63%

69% 70%

63% 55%

60% 52%

61% 61%

39% 37%

47% 45%

41% 39%

53% 51%

111% 104%

144% 135%

148% 135%

130% 123%

117% 108%

123% 106%

94% 94%

71% 61%
184% 158%

63% 64%

7% 7%
120% 112%

131% 123%

130% 118%
140% 132%
 Comments on fitment - Performace of an employee
mediocre performer - performance improvement is maintained

mediocre performer - inconsistency in performance need to work harder

low performer - Performance is deteriorating, might have loose the interest in work

mediocre performer- is high performance achiever if motivated well can achieve new heights for the company

mediocre performer - is an average performer, given proper motivation can do well

mediocre performer - consistency in performance is maintained and can achieve highest rating with proper motivation

mediocre performer - is a high performer and is an ideal for other team members
low performer - there might be a lack in proper motivation because of which there is decline in performance

mediocre performer - Consistently doing well with respect to the task assigned. Might take performance to next level if guided
mediocre performer - is an average performer, given proper motivation can do well

mediocre performer - consistency in performance is maintained and can achieve highest rating with proper motivation

mediocre performer - Consistent high performer if motivated well can achieve new heights for the company

mediocre performer - is doing well and is on verge to achieve high performance

mediocre performer - have a fluctuating performance, proper guidance needs to be provided

mediocre performer - is a high performer and is an ideal for other team members

mediocre performer - Consistent high performer if motivated well can achieve new heights for the company

mediocre performer - is an average performer, given proper motivation can do well

mediocre performer - is consistent in delivering high performance

mediocre performer - Consistent high performer if motivated well can achieve new heights for the company

high performer - is a high performer and is an ideal for other team members
mediocre performer - is consistent in delivering high performance

mediocre performer - is an average performer, given proper motivation can do well

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - performance improvement is maintained

mediocre performer - inconsistency in performance need to work harder

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - is an average performer, given proper motivation can do well

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - is an average performer, given proper motivation can do well

low performer - Performance is deteriorating, might have loose the interest in work

mediocre performer - is consistent in delivering high performance

low performer - Performance is deteriorating, might have loose the interest in work

low performer - is an average performer, given proper motivation can do well

mediocre performer - is consistent in delivering high performance

mediocre performer - is consistent in delivering high performance

mediocre performer - is an average performer, given proper motivation can do well

low performer - Performance is deteriorating, might have loose the interest in work

mediocre performer - is consistent in delivering high performance

high performer - is consistent in delivering high performance

high performer - is consistent in delivering high performance

high performer - is a high performer and is an ideal for other team members

high performer - is a high performer and is an ideal for other team members

low performer - was delivering great in the beginning but because of lack of proper incentive performance is declining
low performer - need to be given proper motivation and training to be able to perform well
 Designation Frequency
Associate 12

Associate VP 2 (Existing SALARY)/Min=Max/2

Asst Manger 5

Asst VP 2

Dy Manager 4

Manager 4

Sr Associate/Junior 6
Senior Manager 4

Sr Team leader/Seni 2
Sr VP 1

Team Leader Execut 6

VP 2

50
S.No Guidelines
1 Overall hike not to exceed 12% of existing employee cost
2 Rating scale is 1-5( 5 being high)
Consistent high performers ( rating of 4 and above in both the year) to be
3 given 10-12% hike
4 Low performers rating of 1 & 2 not to be given any hike

5 Employees with compa ratio less than 70% be give with additional 2% hike
Employees with high compa ratio ( > 95%), the fitment be reduced by 2%
6 vis-à-vis the entitlement
Level Position Salary Band (Internal)

Min

Front Line
Associate
(Band – I) 150000
Sr Associate /Jr Executive 180000
Team Leader /Executive 250000
Sr Team Leader/ Sr Executive 350000
Junior
Management Asst Manager
450000
(Band – II) Dy Manager 650000
Manager 950000
Middle Sr Manager
Management 1300000
(Band – III) Assistant Vice President 1900000
Associate Vice President 2200000
Senior
Management Vice President
3500000
(Band – IV) Sr Vice President 4200000
COO/CXO/CFO/CPO 6800000
CEO 10000000
alary Band (Internal) Average(Inter Salary Band
Average(Ext
nal) (External) erbal)

Max Min Max

160000 320000 240000

300000 225000
350000 265000 200000 380000 290000
450000 350000 275000 465000 370000
550000 450000 380000 590000 485000

550000 500000 475000 690000 582500

950000 800000 682000 920000 801000
1550000 1250000 980000 1925000 1452500

2100000 1700000 1000000 2350000 1675000

2500000 2200000 1850000 3200000 2525000
3200000 2700000 2100000 3300000 2700000

5500000 4500000 3600000 5800000 4700000

6500000 5350000 4400000 6800000 5600000
8800000 7800000 5800000 9200000 7500000
15000000 12500000 1000000 1800000 1400000
S.No
1

2
 Questions
Analyze the existing salaries of employees
a) Calculate the existing internal compa ratio
b) Calculate existing external compa ratio
C) Consider the Rewards fitment guidelines
d) Consider the performance rating of employees during last year and current year
e) Identify the % hike to given to employees
f) Carry out the hike
g) Calculate the revised internal and external compa ratio
f) Identify the deviations in fitment Vs gudelines ( Level & position-wise)
Create a dash board for P & R of the organization covering Performane, Existing
salary level, equity, revised salary levels, equity and any other recommendation
S.No Stakeholder Feedback dimensions
1 Customer Isssues with delivery
issues with product quality
Can improve isssue resolution TAT
Assocates come across as stressed & frustated lot
Apps are getting hanged most of the time

2 Vendors Have issues with vendor management team

facing huge delays in payment & settlement
facing loses in transit of goods & services
Feel like snapping ties with ICL
Technology of ICL is not dependable
Facing issues in server connectivity & frequnt hang-up

3 Business/Managers New hires are found low on skills

Facing attitudinal issues with frontline staff

team laders are not able to manage & deliver performance

Percentage Hike received by the employees
14 12
1 2 3 12
10
8
6 5
4 2 2
33% 33% 2
0
te VP er P e
ci a te ng s tV ag
so ci a a As an
As so st
M M
As A s Dy

o
A ss
Sr
33%

EXTERNAL COMPA RATIO (EXISTING VS REVISED)

180%
160%
140%
120%
100%
80%
60%
40%
20%
0%
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49

Existing Exteranl Compa Ratio Revised External Compa Ratio

 Frequency 12 % HIKE EMPLOYEE PERFO
14 12 OVER 3 YEAR
12
10 6
8 6 6
6 5 5
4 4 4
4 2 2 2 2
2 1 4
0
te VP r VP er ge
r
tiv
e
ge
r ve VP ve VP 3
cia e ge st ag a u a uti Sr uti
so i at an As an an e c a n e c
As oc M M M Ex M xc xe
s s t
Dy or or rE rE 2
As As ni ni i o
ad
e
Ju Se en Le
t e/ r/S 1
e am
cia ad Te
s so le
Sr
A am 0
r Te Associate Asst Manager Sr Manager S
S
16-17 17-18 18-19

STING VS REVISED) INTERNAL COMPA RATIO (EXISTING VS REVISED)

200%
180%
160%
140%
120%
100%
80%
60%
40%
20%
0%
31 33 35 37 39 41 43 45 47 49 1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45

evised External Compa Ratio Existing Internal (Compa Ratio) Revised Internal Compa Ratio
HIKE EMPLOYEE PERFORMANCE RATING
OVER 3 YEARS

t Manager Sr Manager Sr Manager Associate

16-17 17-18 18-19

(EXISTING VS REVISED)

27 29 31 33 35 37 39 41 43 45 47 49

Revised Internal Compa Ratio