Salary Primer - Indian Staffing Federation

This primer contains proprietary information of TeamLease Services Private Limited and should not be reproduced without permission and / or acknowledgement

SalaryPrimerTrend analysis and a compilation of salaries for permanent and temporary jobs across various functions, industries and cities in

TMIndia by TeamLease

http://www.teamlease.com

The biggest increase in salary this year was 41.24% for a Project Coordinator

in IT-Chennai; the biggest decrease of 12.31% was for an Admin Supervisor's

role in Retail-Bangalore

The biggest salary at junior / middle levels, drawn this year was Rs.142,000

per month by a SAS Programmer in IT-Bangalore. This profile received an

increment of 14% y-o-y, across geographies

Hiring in the Information Technology sector grew by almost 20% y-o-y, and

growth is still trending upward. This sector also managed to retain top

talent without having to increment salaries by a large margin

The temp market (stands at 90 million strong in India) hired close to 82,000

people this year representing a growth of almost 10%

Healthcare is the industry with the healthiest growth in salaries this year.

The industry topped with a whopping 19% average rate of growth across

profiles and cities

While the average salary growth in India could hit near 20% levels in 2012,

the 20 most valuable profile-city opportunities could average as high

as 53%

Trending

Foreword

Introduction

Executive Summary

Methodology

Salary, Skills, Longevity & Increment Trends - by Industry

Agriculture / AgrochemicalsAutomotive & Allied IndustriesFMCDFMCGIndustrial Manufacturing & Allied industriesPower & EnergyBFSIHospitalityHealthcareInformation TechnologyITeSRetailTelecommunication

Salary Ready Reckoner

Agriculture & AgrochemicalsAutomotive & Allied IndustryFMCDFMCGManufacturingPower & EnergyBFSIFood & HospitalityHealthcare & PharmaITITeSRetailTelecommunication

Perm Salaries Mini Reckoner

Profile Library

National Index

Contact Information

Contents

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5

6

7

9

10 101111121213131414151516

17

18 202123252729313334363840

42

43

47

48



Dear Reader,

Planning and consolidation are finally in. Global labour markets have witnessed tumultuous change over the past half a decade; but India, quick on its heels, has embarked on an otherwise much delayed journey of job market maturity. Following a phase of sentiment swings and corresponding hiring trend fluctuations, Indian businesses seem to be finally finding fixes for many woes that plagued talent acquisition and retention. TeamLease heralds this phase with new tools of trade that will integrate the people supply chain in India.

This bodes well for three critical factors of the labour market in India: Diversity, Value for Skill and Longevity. From a rather homogeneous approach to identifying and assigning value to skills, businesses have begun to put various mechanisms to use in segmenting the job market and targeting valued talent – effectively getting better at cherry picking and paying for the best talent. This approach, fast evolving into a practice, is translating into an effective antidote for attrition. Longevity is no longer just a mirage; it is, indeed, peaking in niches that seem all set to proliferate.

TeamLease's acquisition and integration of IIJT's vocational training capabilities is paving way for hitherto new possibilities in the Indian labour market. We remain hungry for transformative change and will continue to add capabilities to our already formidable Talent and Skill Management suite. TeamLease University is a harbinger of this quest for a more inclusive, integrated and mature Indian job market.

Our research into the numerous dimensions that influence choice, capabilities, pay action and talent retention continues to yield insights we share with you. We continue to map industry and geographical trends and model the workings of the staffing industry to add value to your fact based approach to making key talent related decisions.

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. This document manifests our thoughts for the future of the industry and we would like to know what you think about it.

We are keen to hear from you.

Warm Regards

The TeamLease Team

[email protected]

4

Foreword

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About TeamLease

About Salary Primer

TeamLease Services, celebrating its 10th year anniversary, 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 Compliance, Payroll Process Outsourcing, Assessment and Training, TeamLease is the preferred partner to Corporate India.

Our services are encapsulated in a 3-legged offering comprising 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 across 8 cities, 70,000 associates deputed across 800+ locations and 1,400+ clients spread 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 this Salary Primer (an annual publication), a quarterly TeamLease Employment Outlook and an annual India Labour Report has put us as a thought leader in this space.

The Salary Primer is an annual compilation of Permanent and Temporary 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 Temporary staff working across 318 different Job Profiles, 13 Industries and 8 Functional Domains in 14 major locations; and Permanent employees working across 9 industries, 6 cities and 41 profiles.

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.

5

Introduction

Industry Verticals Covered

Agriculture & Agrochemicals

Automotive & Allied Industries

Consumer Durables

Manufacturing & Allied Industries

Power & Energy

FMCG

BFSI

Telecommunication

Hospitality

Healthcare & Allied Industries

Information Technology

ITeS

Retail

Functional Domains Covered

Accounts

Administration

Blue Collar

Information Technology

Sales and Marketing

Support Services

Engineering

Human Resources

Locations Covered

Ahmedabad

Bangalore

Chandigarh

Chennai

Delhi

Goa

Hyderabad

Indore

Jaipur

Kochi

Manufacturing Services

About Profile Library

Kolkata

Lucknow

Mumbai

Pune

The Profile Library (pg 43) lists job description details for the set of profiles, covered in this Primer.



ExecutiveSummary

A fast maturing jobs market:

More talent for the buck:

Temp, Perm converge for better parity

A three-way play:

IT poised for faster growth:

Bangalore stays put:

Double-digit salary growth is ubiquitous:

Cluster-clutter is good news:

Longevity peaking:

India is quickly morphing into a growing market for jobs, with businesses striking the right balance between ebullience and pragmatism, between numbers and quality, and between achieving the right fit and paying right. The fast-clip, 18.3% rate of increase in hiring is underpinned by mechanisms for identifying, targeting and acquiring the right talent at an appropriate salary.

Across industries, and across geographies, the inclination to hire high quality talent and scale rewards in relation to skills has translated into a continually evolving practice. The practice, leveraged intelligently by industries, is also based on ground realities. Healthcare, for example, manages to reduce increments while still being able to retain top talent. Power & Energy makes smart gains in longevity by selectively rewarding high-skilled profiles.

: With even more parity forged across industries, cities and profiles, temp and perm jobs are seen to be fast converging on salaries. The average salary difference between temp and perm, across the top 10 temp jobs in terms of salaries paid, has narrowed down to 4% over the past year.

Ear-to-ground aside, businesses are juggling three hard attributes to be able to manage talent acquisition and retention: salaries, skills and increments. Where salaries are significant in magnitude (as in case of IT), increments are being upped only marginally with little, if at all, loss of higher skilled talent. Agriculture & Agrochemicals and Power & Energy reap handsome talent longevity gains on the back of incentives better aligned with skills than before.

IT continues to lead the charge and is seen to be generating jobs even faster this year – at a rate of growth of 19.5%, a shade better compared with the last year. The trajectory is clearly in the direction of further growth over the next 12 months. On the skills front, while IT gets away with lesser increments than many other industries, it still manages to retain top-of-the-line talent.

It has been holding the reins for about 3 years in succession now. With a median salary growth rate of 8.6% - incrementally higher than last year's – Bangalore seems in no mood to give up on its top position. Mumbai (8.1%), Delhi (7.7%) and Chennai (6.8%) stay their courses as well. Jaipur (3.6%)wrests the lowest-growth-rate distinction from Indore (4%).

As industries get smarter at hiring and rewarding the right talent, the diversity and sheer number of profiles getting rewarded with double digit salary growth have zipped up. There is increased prevalence of industry-city clusters where this incidence occurs – Healthcare in Bangalore, Automotive in Delhi and Hospitality in Mumbai and Goa are prime examples. Power & Energy beats 10% salary increments across 4 cities and three distinct profiles.

The more industry-city clusters, the merrier the job market gets. We define clusters as those city-industry combinations that drive salary growth. Bangalore–IT continues to drive rewards with a stupendous, 16% median salary growth rate. Mumbai–Healthcare at 14.6% comes in second and Bangalore–Power & Energy, with 12%, is at the third place. The number of clusters with above 8% increment growth rates have increased to 11, from the previous year's number of 6.

Attrition rates have dipped across several industries – and for specific profiles – and touched 3-year lows. Select profiles within Healthcare, Retail, FMCG and Agriculture / Agrochem have longevity scores that have now overshot 93%. Identifying high end skills and pivoting key attributes to make them stick, businesses are turning successful in ensuring talent loyalty where it matters.

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A Growth Market Story



Methodology

7

Analytic Objectives

Data and Analysis

Research Approach

Data Sources

The primary objective of salary data analysis is to aggregate and report market salaries across geographies and industries. Associated objectives include modeling attributes that influence salary and increment growth and longevity.

This holistic approach to understanding labour market dynamics is aimed at supporting our stakeholders – Businesses, Individuals, Educational institutions and Governments – with the marketplace intelligence that helps make effective Staffing and Talent Management decisions.

The Salary Primer 2012 mines over 70,000 salary records pertaining to associates employed across 800 locations. Salary data for the years 2010 and 2011 have been used and the analysis portrays skills scores, salaries, salary increments and longevity for industry-relevant job profiles.

Salaries quoted in the Ready Reckoner have been arrived at by computing salary figures for specific industries and job profiles using statistical measures - namely, median & mode and regression analysis.

The Longevity and Increments analysis begins where the Skills & Salaries analysis ended in the previous edition and explores the interrelationships among these four attributes for each of the industries covered.

The skill-salary framework extends the association between salaries and skills to two more attributes – increments and longevity. The approach to determine the drivers of market salaries and their interplay, therefore, is even more comprehensive and insightful in this edition.

As in the previous edition, the Ready Reckoner compiles and quotes salaries for Ideal Candidate Profiles (ICPs) – a smaller set of profiles that is representative of the thousands of job profiles and designations employed by industry.

This report compiled by TeamLease is based on the information gathered from the following sources:

Recruitment companies offering perm and temp placements

Employees in different companies

TeamLease Associates working in 800 locations

TeamLease Alumni

Information on temp staffing in India from a variety of secondary sources

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Methodology

8

Constraints

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 2009 and June 2011 across 70,000 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.

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As much as we would have liked the informal sector to

be part of the primer, the document does not represent

salary data for the millions employed in the unorganized

job market.

‘



‘

9

Illustration of Salary, Skills, Longevity & Increment Trends

The Skill Category Framework

Communication Skills: The ability of a candidate to read, write, comprehend, speak and articulate thoughts. The Communication skill score is thus dependent upon the candidate's understanding of language and his/her ability to put it to use in his/her interpersonal transactions. Vocabulary, grammar, diction, pronunciation and written communication abilities are the measures used to arrive at a score.

Transactional Skills: A measure of the most basic abilities that help transact business. They constitute Problem Solving skills - mathematical and logical abilities that aid in the understanding and resolution of business problems, and Decision Making skills - judgmental abilities that help one choose amongst alternatives.

Functional Skills: Constitute Analytical, Critical Thinking, Selling, Observation Skills and Functional Knowledge - the underlying abilities that aid a candidate's performance in a job. These abilities encompass a basic set of mental faculties and knowledge bases that various job functions necessitate. Either or all of these abilities go into the making of the right fit for a given job function.

Relationship Skills: People skills are thus distinguished from the other - more cerebral - categories. They constitute Networking, Organizational, Managerial and Interpersonal Skills - abilities that enable a candidate to build and manage business relationships.

2

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This section is an analysis of a sample of 5 ICPs [Ideal Candidate Profiles ] within each industry exploring the interrelationships between salaries, increments, skills and longevity for each of the profiles. The choice of the sample profiles that are analyzed is based on the following two considerations:

1. Industry representation: Profiles are typical of the industry.

2. Volume: Each profile being considered has a critical minimum number of candidates categorized under it. 500 candidates are considered to be the minimum in our analysis.

The analysis for each industry in the following section is, thus, limited to the 5 ICPs chosen for that industry and is about how skills relate to salaries for these ICPs.

1

SALARY, SKILLS,

LONGEVITY & INCREMENT TRENDS

Please refer Salary Primer 2009 for details on Ideal Candidate Profile For a backgrounder on this approach, please refer Salary Primer 2009.

ICP - 5 ICP Name

<Salary Range>

ICP - 2 ICP Name

<6,200 - 6,700>

ICP - 1 ICP Name

<Salary Range>

1.3

2.02.5

1.8

5.0

1.53.0

6.0

1.36.5

5.36.0

Longevity

Increment

92.73% (+)

5.1% (+)

92.39% (+)

4.75%(+)

91.6% (-)

6.28%(-)

93.82% (-)

5.15%(-)

88.54% (-)

7.92% (+)

....



2

1

Profile ICP - 5 ICP - 4 ICP - 3 ICP - 2 ICP - 1

SALARY, SKILLS, LONGEVITY & INCREMENT TRENDS

10

Significant improvement in increments and a

polarized movement in longevity are the highlight

for the Agriculture / Agrochemical industry. Given

the marginally stagnating longevity numbers of

the past year, the extreme movements are a sign

the stimulus works.

That the better skilled profiles – ACT and RSP – get

rewarded better is good news. While the first

reciprocates with a corresponding increase in

longevity, the attribute for the second profile dips

rather significantly.

The trends for the above two profiles make for an

interesting observation. Increments for both were

reduced marginally during the past year, and

attrition increased for both – and significantly for

RSP. The fall in longevity for RSP isn’t stemmed by

the significant increase in the increment this year.

Longevity

Increment

AGRICULTURE / AGROCHEMICALS

92.73% (+)

5.1% (+)

92.39% (+)

4.75%(+)

91.6% (-)

6.28%(-)

93.82% (-)

5.15%(-)

88.54% (-)

7.92% (+)

Continuing in a practice of handsome rewards,

Automobile & Allied Industries increase

increments for three profiles and see mixed

results. However, it decides to significantly lower

the increment for two of the profiles and reaps a

dip in longevity for these.

The higher skilled MEG sees an improvement in

both increments as well as longevity. It had seen a

decrement and a stagnant longevity number

during the past year.

Alongside a justifiable decrement for the lowly

skilled MMC, the industry decides to sizably

decrement the highest ranked PEG – this, with

corresponding losses in longevity. The PEG sees a

significant increase in attrition.

AUTOMOBILE & ALLIED INDUSTRIES

ACT Agro Chemist

<12,300 - 14,700>

CRA Crop Advisor

<8,900 - 11,700>

FMS Farm Security

<3,500 - 4,500>

TDV Tractor Driver

<6,200 - 6,700>

RSP Research Specialist <15,100 - 17,600>

Longevity

Increment

88.24% (-)

10.72% (+)

Transactional CommunicationRelationship

92.45% (~)

9.94% (+)

91.29% (+)

7.72% (+)

89.11% (-)

8.18%(-)

90.53% (-)

9.25%(-)

DFM Draftsman

<13,300 - 15,900>

JIR Job Inspector

<13,800 - 16,400 >

MEG Mechanical Engineer

<13,100 - 15,600>

MMC Motor Mechanic <5,200 - 5,800>

PEG Production Engineer

<12,600 - 16,100>

The Agriculture/Agrochem industry has

rewarded profiles more-or-less in proportion

to their skill rankings and has reaped mostly

positive results. Except for the highly ranked

RSP profile – which doesn’t seem satisfied

with this year’s decent increment – all other

movements are in line with the increments.

There is proof, yet again, of a linear

relationship between skill values and

increments in the industry. A slightly better

calculated incentivizing structure could yield

desirable results for Automobile & Allied

Industries.

2.56.6

4.8

1.54.8

5.0

2.52.5

2.55.0

1.3

2.02.5

1.8

5.0

1.53.0

6.0

1.3

6.0

6.55.3

6.0

1.5

6.04.5

6.0

1.5

6.04.8

5.0

4.0

6.54.5

7.0

Functional

1.52.0

2.8

4.8

ACT CRA FMS TDV RSP Profile

Profile DFM JIR MEG

MMC PEG

Transactional CommunicationRelationshipFunctional

11


With a mostly positive, and reasonably high,

incentive structure FMCD still reaps a fall in

longevity. The drop is significant with two profiles,

both of which get incremented.

QAN and PSE, the two profiles with which

increments are decent, but marginal, witness fairly

sizable drops in longevity.

BPR – the lowest skilled profile of the lot – gets an

incentive boost and responds positively and

adequately. VOF – the highest skilled profile –

receives the lowest increment, which is also lower

than the past year’s number, and loses marginally

on longevity.

Longevity

Increment

FMCD

91.12% (-)

7.93% (+)

FunctionalTransactional CommunicationRelationship

87.87% (-)

4.24%(-)

88.5% (-)

4.71%(-)

88.19% (-)

7.77%(+)

86.73% (-)

8.14%(+)

FMCG improves on a low incentive regime and

rewards profiles better this year. The results are

somewhat mixed, but better than the last year.

The best results are, however, reserved for two

lowly skilled profiles. BDE and FOS respond

favourably to significant increases in increment

levels – the former more than the latter.

Regardless of the minimal increment/ lack of it, the

higher-skilled profiles lose on longevity. SCE and

SUP witness big dips in longevity scores.

FMCG

PSE Project & Service Engineer

<7,100 - 8,700>

QAN Quality Analyzer

<17,000 - 18,500>

ISDIn-shop Demonstrator

<7,500 - 10,300>

VOF Vigilance Officer

<24,600 - 29,100>

PSE Project & Service Engineer

<7,100 - 8,700>

Longevity

Increment

91.14% (+)

5.58% (+)


90.69% (~)

5.17% (+)

89.22% (-)

2.82%(-)

93.49% (-)

5.51%(+)

90.73%

3.16%(-)

BDEBusiness Development

Executive <9,500 - 11,300>

FOSFeet on Street Sales

<7,400 - 8,900>

SPR Sales Promoter

<8,100 - 10,500>

SCE Supply Chain Executive

<18,000 - 20,500>

SUP Supervisor

<14,300 - 16,300>

Not rewarding its higher talented profiles

costs the FMCG industry in terms of increased

attrition. Thankfully, the attrition rates are

well under 10% in most cases and the industry

can, perhaps, look at a more equitable reward

structure.

The low-skill bias over the past year in FMCD

continues and results in loss in longevity for

the high-skilled across the board.

3.32.5

6.5

0.6

1.87.5

5.88.0

2.56.0

4.85.0

1.56.0

4.85.0

6.04.8

5.0

3.03.0

2.97.0

2.52.5

2.57.0

1.63.3

2.56.5

4.0

1.87.0

3.58.0

4.86.0

4.57.0

PSE VOF ISD QAN PSEProfile

Profile BDE FOS SPR SCE SUP

12


With another dose of marginal increase in

increments, the Industrial Manufacturing & Allied

industry mostly loses on talent and labour

retention rates.

The good news, however, is that CAE – a high-

skilled profile – marginally increases longevity

while receiving a small raise in a small increment.

Profiles that are rewarded with better increments –

CMT, PEX and SFO – do not reciprocate and, in fact,

exhibit significant losses in longevity scores.

Longevity

Increment

INDUSTRIAL MANUFACTURING & ALLIED

90.04% (+)

3.17%(-)


91.33% (-)

6.13% (+)

92.72% (+)

4.26% (-)

90.74% (-)

5.99% (+)

92.58% (-)

4.79% (+)

With better increments for higher skilled profiles,

the Power & Energy industry gains well on

longevity – especially for the very profiles it

rewards well.

CHE and PRS – two of the higher rated profiles –

get rewarded, the second more so, and deliver

significant increases in longevity.

A marginally higher increment – compared with

the past year – does not work for another high-

rated profile, however. QFM dips in longevity

despite a small increase in incentive.

POWER & ENERGY

SFO Safety Officer

<14,600 - 16,800>

PEX Production Executive

<5,600 - 7,000>

MEG Mechanical Engineer

<12,700 - 16,200>

CMT Line Chemist

<10,400 - 13,900>

CAECAD Engineer

<10,200 - 14,800>

Longevity

Increment

89.93% (+)

4.27%(-)


92.33% (+)

7.11%(+)

90.03% (-)

5.92%(-)

88.26% (+)

9.13% (+)

87.11% (-)

6.47%(+)

QFM Quality Foreman

<13,000 - 15,000>

PRS Production Supervisor

<13,700 - 15,900>

EEGElectrical Engineer <14,500 - 19,200>

CHE Chemical Engineer <12,900 - 14,100>

QATQuality Technician <8,700 - 11,900>

The Power & Energy industry seems to have

set its priorities right and rewarded higher-

ranked profiles with sizable increments. The

results are commensurate and put the

industry back on track with longevity after the

not-so-desirable results of the past year.

The Industrial Manufacturing & Allied industry

is in need for a more relevant and handsomer

reward structure, without which it might

continue to face retention problems,

especially with high quality talent.

6.57.0

5.37.0

1.86.0

3.37.0

3.36.5

5.66.0

7.37.0

3.58.0

1.56.0

5.56.0

1.83.0

2.56.0

4.5

4.86.0

4.5

4.86.0

4.5

2.56.5

5.0

6.0

7.0

6.0

4.5

6.0

CAE CMT MEG PEX SFO Profile

Profile QAT CHE EEG PRS QFM

13


Given that an inverse relationship exists between

skills and longevity, BFSI tries its hand rather

unsuccessfully at incrementing, and ends up

having mostly undesirable levels of attrition on

hand.

This attempt, however, needs to be seen for what it

is: a steady and continuing increase in increments

from rather low levels. Apparently, the stimuli are

not strong enough yet and results, therefore, will

take time.

Nowhere is the ungainly effect of inadequate

increments more apparent than with CSH. The

lowest ranked profile refuses to respond positively

to a significant improvement in increment. LAD – a

higher ranked profile – displays a very similar

effect.

The lone positive result is for the highest ranked

profile – the FLP – where the increment is raised by

a huge 3.5%. This is the only consolation in an

otherwise desolate situation for the industry.

Longevity

Increment

BFSI

90.72% (-)

7.14% (+)


92.35% (+)

7.91% (+)

89.9% (-)

5.37%(+)

92.52% (-)

4.04%(-)

92.77% (-)

6.55% (+)

From a lop-sided incentive structure to a uniformly

positive one, Hospitality attempts to set things

right across the board but seems to lose as much

as it gains.

The longevity gain with EVM – the highest ranked

profile – is somewhat offset by a significant loss in

longevity for RCP, a relatively low-skilled profile,

and a marginal loss in longevity for RAT.

The highest increment goes, however, to HUK, one

of the lowest skilled profiles. It doesn’t disappoint

and delivers an even higher longevity score than it

earlier had.

HOSPITALITY

LAD Loan Advisor

<7,800 - 8,900>

ISRInsurance Sales Representative

<7,900 - 11,400>

FPL Financial Planner <6,300 - 10,400>

FLP Finance Loss Prevention

Officer <6,400 - 10,100>

CSH Cashier

<11,000 - 14,500>

Longevity

Increment

91.73% (~)

7.37%(+)


92.93% (+)

9.71% (+)

90.88% (-)

7.33% (+)

89.61% (-)

5.76%(+)

89.82% (+)

6.18% (+)

EVM Events Manager

<29,900 - 34,600>

RCP Receptionist

<9,200 -11,400>

RAT Resort Attendant <4,600 - 6,400>

HUK House Keeping Assistant

<4,800 - 5,300>

CHF Chef

<12,200 - 14,300>

The Hospitality industry seems to attempt a

homogeneous incentivizing structure. Given

that increments had been low earlier, and that

even the lowest skills get paid much better

this year, it seems to have failed in retaining

the best of talent as much as it should have.

The BFSI industry risks the loss of

longstanding and high levels of longevity. It

seems to be attempting repair to this

advantage eroding trend, but so far, the little-

and-late treatment is failing to stem the rot.

1.35.0

3.85.0

6.87.0

5.0

6.36.5

4.8

3.0

7.0

3.37.0

5.07.0

1.3

6.0

6.0

5.07.5

3.08.0

1.87.0

3.57.0

7.37.0

5.38.0

7.0

7.0

3.02.9

2.5

CSH FLP FPL ISR LAD Profile

Profile CHF HUK RAT RCP EVM

14


The Healthcare industry manages to improve

talent retention rates even while it decides to

shave off increment rates almost across the board.

With the lone exception of LBA – a lowly skilled

profile – all others receive less increment. Three of

the profiles improve on longevity despite reduction

in increments.

CCH and HPS, among the better skilled profiles,

respond to negative movements in increment with

significant increases in longevity. So does HIP – the

highest skilled profile – and against a significant

reduction in increment.

Longevity

Increment

HEALTHCARE

91.16% (+)

10.27%(-)


92.05% (+)

9.53% (-)

93.77% (+)

12.92% (-)

88.03% (-)

9.17%(+)

91.66% (+)

9.58%(-)

With modest to negative movement in increments,

the IT industry has mixed longevity results on

hand. The good news, however, is retention rates

are up for higher skilled talent despite this trend.

BAN and PRM, the highest skilled of the lot,

reconcile to new realities and deliver greater, and

significantly higher, longevity scores despite being

rewarded lesser than the last year. The IT

industry’s comparatively higher salary structure,

coupled with a not-so-ebullient market ensures

this works.

The attrition rate only increase significantly for

DVP despite a relatively higher increment this year.

WDS is the other profile that loses significantly on

longevity, although there is a reduction in

increment in its case.

INFORMATION TECHNOLOGY

HPS Health Promotion

Specialist <18,500 - 22,000>

LBALab Assistant

<7,900 - 11,100>

MRE Medical Representative

<8,400 - 10,800>

HIPHealth Insurance Promoter

<8,300 - 10,600>

CCH CQL Chemist

<13,300 - 15,900>

Longevity

Increment

87.66% (+)

5.23% (-)


88.15% (-)

2.44% (+)

90.48% (-)

6.39% (+)

91.02% (+)

6.62% (-)

90.11% (-)

4.94% (-)

WDS Web Designer

<31,900 - 36,700>

PRM Program Manager <57,300 - 64,300>

DVP Developer

<25,400 - 31,800>

DBA Database Administrator

<18,600 - 21,200>

BAN Business Analyst

<32,700 - 37,600>

A growing, and therefore an overall positive,

hiring sentiment has perhaps helped the IT

industry maintain retention rates at a

reasonable high despite the low-to-negative

increment raises. How long it can defy an

equitable rewarding logic is anybody’s guess.

That it can afford to, and has gone ahead with,

lower increments for most profiles this year is

Healthcare industry’s trump card. The

industry defies market constraints of talent

shortage and improves on longevity as well.

2.56.5

4.86.0

6.55.1

6.37.0

2.0

5.01.3

1.53.0

6.0

4.36.5

4.55.0

6.57.0

5.37.0

1.86.0

3.3

3.36.5

5.66.0

7.37.0

3.58.0

1.56.0

5.56.0

7.0

CCH HIP MRE LBA HPS Profile

Profile DFM JIR MEG

MMC PEG

15


With marginal changes to the increment structure,

the ITeS industry is perched between high and

increasing increments for the higher skilled and

low and reducing increments for the lower-skilled.

Among the higher skilled profiles, with the

exception of HDE, DAN and DTE get rewarded

slightly better than the previous year. DAN

responds positively in terms of longevity but DTE

doesn’t.

HDE seems to be a peculiar case of a high skilled

profile with extremely high retention rates vis-à-

vis low and falling increment rates.

Longevity

Increment

ITeS

91.76% (+)

4.18% (-)


91.52%

4.38% (-)

90.88% (+)

8.14% (+)

88.6% (-)

7.44% (+)

92.13% (-)

3.18% (-)

With a predominantly low magnitude increment

structure, Retail sees mixed results with talent

retention. Nil-or low-longevity mark two of its

better skilled profiles: USM and CSE, respectively.

With the lowest increment rates – although there is

a marginal increase this year – for its best skilled

profiles, Retail seems to be not displaying a pay for

skills orientation.

Naturally, the one significant gain Retail manages

to garner is with WHS – its least skilled profile. The

marginally higher increment it pays here is paid

back in gratitude with a significant increase in

longevity.

The moderately skilled SRE and the highly skilled

USM are the only profiles that have stable

longevity scores despite modest increases in

increment.

RETAIL

PRA Process Associate <9,200 - 13,800>

DTE Desktop Engineer <11,800 - 15,400>

DAN Data Analyst

<20,500 - 24,200>

CSE Customer Service

Executive <10,600 - 14,200>

HDE Help Desk Executive

<8,000 - 10,300>

Longevity

Increment

90.31% (-)

3.14% (+)


91.89%

8.2%(+)

91.74% (+)

4.45% (+)

93.29% (~)

2.73% (+)

94.03% (+)

5.33%(+)

WHS Warehouse Supervisor

<4,700 - 5,500>

ISS In-Shop Supervisor

<7,100 - 9,300>

SRE Showroom Executive

<8,100 - 9,500>

USM Unit Sales Manager <21,500 - 25,000>

WHS Warehouse Supervisor

<4,700 - 5,500>Retail seems to have not capitalized on last

year’s favourable response to generous

increments and to have lost some of the talent

retention gains that might have potentially

come its way.

The ITeS industry continues to get away with

an incentive structure without much of a

pattern relative to skills. And it nevertheless

manages to maintain high levels of longevity.

6.57.0

5.37.0

1.86.0

3.37.0

3.36.5

5.66.0

7.37.0

3.58.0

1.5

6.05.5

6.0

6.57.0

5.37.0

1.86.0

3.37.0

3.36.5

5.66.0

7.37.0

3.58.0

1.56.0

5.56.0

HDE CSE DAN DTE PRA Profile

Profile WHS USM SRE ISS WHS

16


Despite a longevity loss the Telecommunication

industry suffered during the past, it decides to

keep increments low or negative this year. It needs

to be noted, however, that the increment levels are

higher than in most other industries.

The significant dip in longevity for NME comes with

a marginal decrement for the profile. The previous

year had witnessed a bigger fall in increment and a

smaller dip in longevity for NME.

TAS – the lowest skilled profile – receives a small

decrement and a correspondingly small loss of

longevity. TEG is not this fussy – it retains decent

longevity rates even with a small decrement.

Longevity

Increment

TELECOMMUNICATION

92.95%

9.91% (+)


90.03% (-)

5.38%(-)

90.11% (-)

8.72%(+)

89.29% (-)

7.29%(-)

90.39% (~)

6.86%(-)

TEG Telecom Engineer <18,300 - 19,400>

TAS Technical Assistant

<7,500 - 9,400>

RFE RF Engineer

<30,200 - 33,600>

NME Network Monitoring

Engineer <27,800 - 35,000>

TNO Trainee

Network Operations <22,700 - 24,600>

The Telecommunication industry seems to be

in consolidation mode with incentivizing

talent. Accordingly, the results of longevity

follow a mixed trend.

1.53.0

4.36.0

1.56.5

4.86.0

2.56.6

4.86.0

3.01.8

6.0

1.56.0

4.55.0

TNO NME RFE TAS TEG Profile

SalaryReady Reckoner

17

About Salary Ready Reckoner

This section of the Primer carries salaries paid for staff for profiles, across cities and functional domains for each of the 13 industry verticals. The salaries are pivoted on industry verticals indicative of specific profiles in the industry and organized by functional Domain and Experience levels (0-1yr, 1-3yrs, 3-5yrs) respectively.

Under each function, the profiles would be color coded to differentiate profiles with different skill weights - the lower end of the color gradient would indicate few dimensional skills while the higher end would denote the multi/ high-end skill profiles.

The salary figures are indicative and have been derived from the treatment of 2008 salaries. Please refer the 'Methodology' section for more information on the computation of salary figures.

Illustration of Ready Reckoner

Locations

0-1 1-3 3-5

Bangalore Location

0-1 1-3 3-5 0-1 1-3 3-5

Accounts

Administration

Domain

Ahmedabad

Domains

97009700

9700

9700

Experience Levels

6300

ICP - 1

ICP - 2

ICP - 3

ICP - 1

ICP - 2

ICP - 3

ICP - 1

ICP - 2

ICP - 3

6400 7300 8200 7100 8300 10000 7000 7600 8500

7200 8000 8400 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

4500 4800 8400 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

9400 7300 8200 7100 8300 10000 7000 7600 8500

4500 4800 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

9400 7300 8200 7100 8300 10000 7000 7600 8500

Salary Data

4500 4800 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

9400 7300 8200 7100 8300 10000 7000 7600 8500

www.teamlease.com



READY RECKONERAgriculture & Agrochemicals

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READY RECKONERAgriculture & Agrochemicals

20

Automobile & Allied IndustryREADY RECKONER

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6,9

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3,5

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3,6

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3,4

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2,8

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16

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13

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18

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3,9

00

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01

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0

READY RECKONER

21

FMCD

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00

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7,9

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00

9,9

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00

9,9

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16

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7,5

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12

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01

4,7

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9,3

00

10

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0,8

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9,1

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10

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0,7

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9,9

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01

0,3

00

11

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2,1

00

5,4

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6,1

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6,4

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8,1

00

8,5

00

8,6

00

6,1

00

7,0

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9,7

00

10

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0,6

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6,9

00

9,8

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00

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06

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00

6,7

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8,5

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8,7

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00

9,9

00

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0,2

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00

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7,4

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00

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0,7

00

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0

5,7

00

6,8

00

7,6

00

4,4

00

4,5

00

6,7

00

7,1

00

7,4

00

8,1

00

4,6

00

4,9

00

5,3

00

4,3

00

5,6

00

6,0

00

4,7

00

4,3

00

4,8

00

3,9

00

3,5

00

4,5

00

5,4

00

5,7

00

6,5

00

4,4

00

4,6

00

5,4

00

6,6

00

7,3

00

8,4

00

4,5

00

4,9

00

5,2

00

5,4

00

5,4

00

5,9

00

4,8

00

5,7

00

6,3

00

3,6

00

4,0

00

4,4

00

4,1

00

4,3

00

4,7

00

4,2

00

5,9

00

8,1

00

6,5

00

7,3

00

10

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05

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06

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5,5

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00

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00

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00

6,0

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7,2

00

7,7

00

6,8

00

6,9

00

7,7

00

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00

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11

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05

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06

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04

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5,9

00

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00

12

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4,6

00

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00

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00

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00

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00

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00

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00

5,6

00

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6,7

00

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6,0

00

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01

6,1

00

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6,8

00

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2,3

00

14

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0,9

00

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2,7

00

7,6

00

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00

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00

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4,3

00

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5,9

00

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8,4

00

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9,5

00

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00

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00

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6,9

00

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00

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00

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5,7

00

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00

13

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01

5,6

00

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4,3

00

16

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01

0,4

00

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01

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00

8,5

00

10

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0

9,1

00

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00

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00

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00

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00

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3,4

00

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00

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3,9

00

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01

3,6

00

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00

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00

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00

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0

5,8

00

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00

8,8

00

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00

5,5

00

7,5

00

4,5

00

5,6

00

6,1

00

4,3

00

5,0

00

6,5

00

5,9

00

6,9

00

7,5

00

6,0

00

6,7

00

6,9

00

4,2

00

4,8

00

5,2

00

4,2

00

5,7

00

6,7

00

4,3

00

5,8

00

7,4

00

6,9

00

7,4

00

8,9

00

4,3

00

5,6

00

6,5

00

6,6

00

7,7

00

8,2

00

5,5

00

6,2

00

6,6

00

4,2

00

4,8

00

6,1

00

5,5

00

6,5

00

7,1

00

7,2

00

6,8

00

8,5

00

8,0

00

7,7

00

9,3

00

6,5

00

8,1

00

10

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06

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08

,10

09

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05

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06

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09

,10

04

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05

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06

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0

22

READY RECKONER

Jaip

ur

0-1

1-3

3

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Ko

ch

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Lu

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Mu

mb

ai

0-1

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0-1

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0-1

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00

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00

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09

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00

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00

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00

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00

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00

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00

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00

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00

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00

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00

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00

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6,4

00

10

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2,1

00

6,1

00

6,3

00

7,7

00

7,9

00

7,8

00

8,8

00

9,8

00

9,5

00

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00

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01

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00

16

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3,4

00

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7,5

00

7,0

00

8,3

00

9,7

00

7,7

00

8,2

00

10

,30

07

,80

011

,70

01

3,1

00

10

,30

011

,60

01

0,8

00

10

,30

01

0,4

00

10

,80

01

0,7

00

9,6

00

11

,20

0

8,7

00

10

,60

01

3,3

00

9,2

00

10

,70

01

2,3

00

9,1

00

9,7

00

10

,20

08

,90

01

0,6

00

12

,00

011

,10

011

,20

011

,40

011

,70

01

4,4

00

13

,50

0

4,3

00

4,5

00

4,8

00

5,1

00

5,5

00

6,5

00

5,1

00

5,3

00

7,3

00

4,2

00

4,6

00

5,1

00

7,0

00

7,2

00

7,4

00

4,7

00

5,4

00

5,5

00

4,0

00

4,3

00

4,6

00

6,1

00

6,3

00

7,9

00

4,4

00

4,8

00

5,1

00

5,4

00

6,0

00

6,8

00

6,7

00

7,2

00

8,2

00

5,1

00

5,6

00

6,2

00

4,8

00

5,1

00

8,1

00

7,5

00

8,0

00

9,3

00

6,3

00

6,2

00

6,9

00

5,7

00

6,3

00

7,7

00

10

,20

01

0,6

00

8,9

00

6,3

00

6,7

00

8,5

00

4,9

00

5,8

00

6,6

00

5,2

00

5,3

00

6,1

00

7,3

00

7,6

00

8,2

00

5,8

00

5,9

00

7,5

00

7,0

00

8,9

00

8,1

00

6,0

00

6,5

00

6,9

00

6,1

00

6,3

00

7,2

00

7,7

00

7,6

00

7,8

00

8,3

00

8,6

00

9,6

00

6,1

00

6,8

00

7,2

00

9,4

00

10

,20

01

0,2

00

8,2

00

8,6

00

9,5

00

6,2

00

7,3

00

7,3

00

8,0

00

8,6

00

9,2

00

7,7

00

8,5

00

11

,00

06

,80

07

,20

07

,60

011

,00

011

,70

01

0,9

00

11

,10

011

,30

011

,60

0

6,1

00

7,4

00

8,4

00

6,4

00

7,5

00

7,6

00

6,0

00

7,2

00

9,0

00

6,2

00

7,3

00

8,3

00

5,4

00

7,2

00

7,4

00

5,1

00

5,7

00

6,6

00

6,3

00

7,7

00

8,6

00

7,2

00

7,5

00

9,3

00

7,4

00

9,0

00

11

,00

06

,60

07

,10

09

,40

07

,90

08

,90

09

,20

07

,60

09

,00

09

,00

0

12

,20

01

4,4

00

16

,50

011

,80

01

2,1

00

12

,40

01

0,2

00

11

,00

01

3,0

00

11

,40

011

,40

01

3,2

00

18

,30

01

9,1

00

20

,80

01

2,3

00

12

,80

01

4,1

00

10

,10

01

0,6

00

11

,30

01

2,2

00

13

,70

01

2,5

00

12

,10

01

3,0

00

15

,70

01

0,2

00

10

,90

011

,40

011

,80

01

2,6

00

13

,30

01

6,6

00

17

,50

01

7,5

00

10

,80

011

,60

01

3,0

00

12

,00

01

2,7

00

14

,00

01

4,9

00

15

,40

01

6,7

00

11

,90

01

2,6

00

12

,90

01

6,4

00

17

,00

01

8,0

00

17

,20

01

9,7

00

21

,00

0

7,3

00

8,1

00

8,8

00

6,3

00

6,9

00

7,5

00

8,6

00

8,7

00

11

,60

09

,20

08

,40

011

,00

08

,00

08

,70

01

0,7

00

10

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011

,00

01

3,3

00

8,7

00

9,2

00

10

,20

08

,80

01

0,5

00

11

,40

08

,80

01

0,2

00

10

,60

09

,50

01

0,4

00

11

,80

09

,90

011

,70

01

2,7

00

11

,40

011

,90

01

3,4

00

8,4

00

9,6

00

12

,10

08

,50

011

,10

01

2,5

00

11

,10

01

2,6

00

14

,30

01

0,2

00

14

,40

01

6,4

00

11

,90

01

4,9

00

16

,60

01

3,2

00

11

,40

01

6,6

00

4,2

00

4,9

00

5,5

00

4,6

00

5,0

00

5,5

00

4,4

00

4,7

00

5,9

00

4,0

00

4,4

00

5,6

00

8,3

00

7,8

00

10

,40

04

,50

05

,90

08

,00

0

4,2

00

4,7

00

5,8

00

4,9

00

5,9

00

6,8

00

6,8

00

7,1

00

8,9

00

6,3

00

6,0

00

7,6

00

4,7

00

6,6

00

6,9

00

4,6

00

7,0

00

6,3

00

7,5

00

8,0

00

8,7

00

6,7

00

7,1

00

9,7

00

5,4

00

6,1

00

8,2

00

7,0

00

7,7

00

8,7

00

7,5

00

8,4

00

8,9

00

6,3

00

7,5

00

8,3

00

FMCD

Cash

ier

Acco

un

ts A

ssis

tan

t

Acco

un

ts E

xecu

tive

Recep

tio

nis

t

Sto

re K

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er

Su

perv

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r

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ad

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an

d P

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Packin

g A

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tan

t

Off

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ssis

tan

t S

up

po

rt

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tive A

ssis

tan

t

HR

Execu

tive

IT Execu

tive

Hard

ware

En

gin

eer

SA

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on

su

ltan

t

Tech

nic

ian

Mech

an

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gin

eer

Pro

ject

an

d S

erv

ice E

ng

ineer

Dir

ect

Sale

s E

xecu

tive

Reta

il E

xecu

tive

Sale

s E

xecu

tive

Cu

sto

mer

Sale

s A

sso

cia

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Cu

sto

mer

Care

Execu

tive

Cu

sto

mer

Rela

tio

nsh

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xecu

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23

Ah

med

ab

ad

0-1

1-3

3

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galo

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dig

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nai

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i

0-1

1-3

3

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0-1

1-3

3

-5

0-1

1-3

3

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0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

Acco

un

ts

Acco

un

ts E

xecu

tive

Acco

un

tan

t

Fin

an

ce E

xecu

tive

Ad

min

istr

ati

on

8,4

00

8,1

00

9,5

00

7,1

00

9,4

00

10

,40

06

,40

07

,30

01

0,1

00

6,4

00

7,9

00

10

,30

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,80

08

,40

09

,30

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--

6,1

00

6,7

00

7,8

00

6,2

00

6,9

00

8,2

00

8,2

00

9,9

00

11

,10

08

,50

08

,60

01

0,8

00

7,6

00

8,9

00

10

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01

0,0

00

11

,30

01

2,0

00

7,1

00

7,9

00

9,9

00

8,7

00

9,5

00

11

,10

0

7,8

00

9,2

00

10

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09

,70

01

2,5

00

13

,90

01

0,1

00

11

,70

01

5,1

00

12

,00

01

5,9

00

15

,80

01

3,6

00

16

,00

01

6,2

00

9,6

00

10

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01

2,6

00

11

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01

2,4

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0

Blu

e C

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4,2

00

5,1

00

6,5

00

6,0

00

6,5

00

7,3

00

5,6

00

6,2

00

6,6

00

6,1

00

6,9

00

7,5

00

5,1

00

4,9

00

5,8

00

4,3

00

4,6

00

5,7

00

4,3

00

5,0

00

5,6

00

5,0

00

5,6

00

6,4

00

5,8

00

6,7

00

7,8

00

5,7

00

6,5

00

6,5

00

5,9

00

6,4

00

6,7

00

7,2

00

7,8

00

8,8

00

4,7

00

5,4

00

6,2

00

5,3

00

6,3

00

6,6

00

Su

pp

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Serv

ices

En

gin

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ng

HR

IT

Sale

s &

Mark

eti

ng

Sto

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nel

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bad

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tan

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itm

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t Execu

tive

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IT T

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er

IT E

xcu

tive

Dir

ect

Sale

s E

xecu

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Sale

s E

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Team

Lead

er

Sale

s

1-3

3

-5

9,9

00

11

,60

01

4,0

00

10

,50

01

3,4

00

19

,70

01

0,4

00

11

,60

01

4,0

00

11

,20

01

3,1

00

14

,10

01

2,4

00

13

,70

01

5,7

00

7,1

00

7,7

00

8,5

00

11

,40

011

,90

01

3,9

00

10

,30

011

,30

01

4,1

00

10

,70

01

3,4

00

14

,30

011

,60

01

2,6

00

15

,40

01

2,2

00

13

,40

01

4,6

00

12

,10

01

4,9

00

15

,50

01

0,0

00

11

,70

01

2,5

00

13

,40

01

5,3

00

16

,20

0

10

,40

011

,40

01

5,4

00

11

,50

01

2,9

00

17

,90

01

2,5

00

16

,00

01

6,1

00

13

,10

01

3,0

00

16

,80

01

4,1

00

14

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01

6,4

00

--

-11

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01

3,4

00

15

,10

0

5,9

00

6,5

00

7,0

00

5,2

00

6,0

00

6,6

00

5,3

00

5,2

00

4,9

00

5,0

00

6,8

00

6,8

00

6,4

00

8,2

00

7,2

00

--

-5

,40

05

,10

05

,90

0

5,3

00

5,6

00

6,3

00

6,3

00

8,0

00

8,1

00

7,9

00

7,7

00

8,7

00

8,3

00

8,3

00

8,6

00

8,4

00

8,8

00

9,2

00

6,3

00

6,8

00

9,0

00

6,9

00

7,2

00

9,0

00

9,8

00

8,9

00

11

,70

08

,60

09

,30

01

0,8

00

8,8

00

9,6

00

11

,70

09

,50

011

,20

01

3,5

00

11

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01

2,8

00

13

,70

08

,80

09

,70

011

,50

08

,30

01

0,4

00

12

,30

0

11

,30

01

3,1

00

18

,80

01

6,8

00

19

,90

02

2,4

00

11

,10

011

,80

01

7,7

00

14

,20

01

7,2

00

19

,10

01

5,3

00

16

,20

01

8,1

00

--

-1

5,5

00

17

,40

01

9,5

00

13

,40

01

7,2

00

19

,70

01

6,4

00

18

,10

01

9,8

00

13

,20

01

3,6

00

18

,40

01

4,4

00

15

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01

9,5

00

17

,80

02

2,9

00

25

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0-

--

18

,30

02

1,2

00

23

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0

9,5

00

9,3

00

12

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011

,40

01

4,6

00

13

,80

01

0,7

00

11

,00

01

4,3

00

9,4

00

11

,20

01

3,3

00

12

,40

01

3,8

00

15

,60

07

,50

07

,40

09

,40

01

0,1

00

12

,30

01

3,2

00

10

,70

01

2,7

00

15

,00

01

2,7

00

15

,00

01

6,7

00

11

,30

01

4,5

00

18

,90

011

,70

01

3,1

00

16

,80

01

4,2

00

15

,40

01

6,5

00

7,9

00

10

,10

01

0,8

00

10

,10

01

4,6

00

14

,90

0

12

,60

01

3,3

00

17

,50

01

5,3

00

14

,90

01

9,4

00

13

,20

01

3,8

00

15

,70

01

0,3

00

14

,40

01

5,1

00

17

,90

01

6,0

00

21

,80

0-

--

12

,30

01

5,5

00

18

,90

0

4,5

00

5,3

00

6,6

00

5,1

00

5,8

00

7,6

00

4,4

00

5,3

00

5,3

00

5,4

00

4,9

00

5,9

00

5,1

00

5,9

00

7,5

00

4,3

00

4,8

00

5,2

00

5,0

00

5,3

00

7,3

00

8,8

00

11

,20

011

,90

011

,20

01

2,6

00

18

,70

01

0,1

00

13

,20

01

6,0

00

11

,50

01

2,4

00

15

,20

09

,00

01

2,6

00

15

,00

0-

--

9,1

00

12

,70

01

4,5

00

5,2

00

6,9

00

8,1

00

5,3

00

5,4

00

8,9

00

4,7

00

5,4

00

6,8

00

4,2

00

6,1

00

6,8

00

5,6

00

6,9

00

6,5

00

5,1

00

5,4

00

6,1

00

5,4

00

5,5

00

6,2

00

FMCG READY RECKONER

24

In

do

re

0-1

1-3

3

-5

Jaip

ur

Ko

ch

iK

olk

ata

Lu

ckn

ow

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

Mu

mb

ai

Pu

ne

1-3

Acco

un

ts

Ad

min

istr

ati

on

Blu

e C

ollar

Cu

sto

mer

Su

pp

ort

En

gin

eeri

ng

HR

IT

Sale

s &

Mark

eti

ng

3-5

6,6

00

7,7

00

9,4

00

7,5

00

8,7

00

10

,30

06

,60

07

,90

01

0,4

00

7,2

00

8,4

00

11

,30

08

,20

09

,00

01

0,3

00

11

,50

01

2,9

00

14

,60

01

0,1

00

10

,70

01

2,2

00

9,0

00

10

,00

011

,00

08

,90

01

0,0

00

11

,20

09

,20

011

,20

01

0,6

00

10

,70

01

2,3

00

13

,20

01

0,5

00

11

,10

01

2,4

00

12

,30

01

6,4

00

18

,70

01

0,9

00

11

,80

01

4,1

00

10

,20

011

,60

01

3,1

00

--

-1

0,9

00

11

,50

01

4,0

00

10

,10

011

,20

01

2,6

00

12

,00

01

2,9

00

14

,70

01

2,4

00

15

,10

01

7,2

00

10

,90

01

2,5

00

13

,90

0

6,1

00

5,7

00

7,4

00

5,6

00

7,2

00

8,7

00

6,4

00

7,9

00

9,0

00

6,0

00

7,1

00

8,6

00

5,9

00

6,7

00

7,8

00

8,4

00

9,7

00

11

,60

07

,10

08

,00

01

0,7

00

6,2

00

6,7

00

8,0

00

6,1

00

6,4

00

7,8

00

7,4

00

8,0

00

9,5

00

8,8

00

10

,20

011

,50

06

,20

06

,40

09

,10

09

,20

01

0,9

00

12

,40

07

,90

09

,60

01

0,3

00

--

-9

,30

01

0,3

00

12

,70

08

,30

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6,3

00

5,0

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6,0

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6,8

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4,9

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6,3

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6,8

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5,2

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6,2

00

7,3

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5,9

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6,4

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7,3

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5,3

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6,4

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7,3

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5,5

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6,7

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7,2

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5,9

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7,9

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4,5

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8,9

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7,8

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0,8

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6,6

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READY RECKONERPower & Energy

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31

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READY RECKONER

32

Food & Hospitality

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READY RECKONERHealthcare & Pharma

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33

34

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9,6

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17

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0,6

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24

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02

5,4

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24

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5,5

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15

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1,5

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27

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5,9

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7,9

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23

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3,6

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33

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0,6

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2,9

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7,0

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4,6

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6,9

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23

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4,0

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0,4

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3,8

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14

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32

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6,0

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6,7

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9,3

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7,3

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21

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3,4

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27

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9,8

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12

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4,6

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16

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3,6

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3,6

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2,9

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IT READY RECKONER

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6,6

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6,9

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Sale

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READY RECKONERRetail

Acco

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ts A

ssis

tan

t

Fin

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READY RECKONERTelecommunication

41

READY RECKONER

Ko

lkata

0-1

1-3

3

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Lu

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Sale

s &

Mark

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ng

8,6

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BFS

I

FM

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IT/

ITeS

ICP ICP Name Profile

AAS

ABC

ACE

ACM

ACT

ADA

ADE

ADM

ADR

ADS

AHP

AMR

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ASK

BAN

BDE

BEX

BOE

BPR

BSA

CAE

CCE

CCH

CHE

CHF

CLE

CLR

CMA

CME

CMT

CRA

CAD Engineer

Customer care Executive

CQL Chemist

Chemical Engineer

Chef

Collection Executive

Cluster Engineer

Commercial Assistant

Commercial Executive

Line Chemist

Crop Advisor

Counter Sales Executive

Customer Service Executive

Cashier

CST

CSE

CSH

CSS

DAN

DBA

DDS

DEO

DFM

DOE

DPE

DVR

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Account Assistant

Administration Back office coordinator

Accountant

AC Mechanic

Agro Chemist

Admin Associate

Administration Executive

Administration Manager

Autocad Engineer

Administrator Assistant

Admin Helper

Accounts Manager

Assistant Engineer

Admin cum store keeper

Business Analyst

Business Development Executive

Billing Executive

Back Office Executive

Brand Promoter

Branch Servicing Associate

Customer Sales Specialist

Data Analyst

Database Administrator

Door to Door Sales

Data Entry Operator

DraftsMan

Document Executive

Data Processing Executive

Driver

Design Engineer

Handle petty cash, maintain accounts, bills, handle daily banking transactions, prepare bank reconciliation statement, sheet using Tally / any other accounting packages. Generate statement of accounts / balance sheet using Tally / any other accounting packages.

Coordinate for travel arrangements, logistics, arrange meetings, floor keeping, organising events and so on.

Analyze Financial information, prepare financial reports to determine or maintain record of assets, liabilities, profit & loss, tax liability. Advice management on accounts related issues.

Install, maintain and repairs refrigeration equipment & air conditioning system.

Conduct qualitative and quantitative chemical analyses or chemical experiments in laboratories for process control. Develop new products for Agro industries.

Attendance management, track the receipt of stock, tracking bills being received for reimbursement & other admin operations.

Provide support such as purchasing the stationeries, making travel arrangements, keeping a track of incoming and outgoing mails, handling guets, visitors, organising meeting and conferences with all the facilities.

Plan, managing facility activities, relationship with vendor such as transport providers, cafeteria and sports/recreation, planning & Execution of training, documentation.

Plan, design & develop detailed machine drawing, converting the layouts into isometric drawing in AutoCAD.

Coordinate for transport, hotel bookings, purchase orders, ensure cleanliness, taking care of logistics, floor keeping & filing.

Maintain files, all other official documents & coordinate for office facilitation, handle all correspondence.

Finalize accounts, handling income tax / service tax / handling accounts / statutory responsibilities / audit queries. Budgeting, finalisation of account books, PF, ESIC, ROC work, Book Debts Statement etc.

Assist chief engineer in day-to-day duties and keep informing on equipment maintenance & operating procedures. Ensure the mechanical, electrical and plumbing systems are properly maintained.

Manage the store, maintain cleanliness, products. Documentation of receipt, storage and issue of materials, maintaining incoming / outgoing stock ledger, ensuring proper inventory control, preparing monthly stock statement etc.

Help the organization to improve its functions and activities in order to reduce overall costs, provide more efficient use of resources, and better support for customers. Bring focus to the process, rethink end-to-end activities that create value for customers, while removing unnecessary, non-value added work.

Achieve specific revenue targets set for products / services assigned. Coordinate & ensure pipeline building and opportunity generation for specified product / services, prepare marketing collateral, pre-sales and post sales support, making business proposals, presentations to the Clients & relationship building.

Ensure the services provided to the customers are billed completely, accurately and in a timely manner, daily stock maintenance, generate daily / weekly / monthly invoice, handle transaction and maintain documents such as customer master file, customer data etc.

Deal with incoming and outgoing post, maintain stationary supplies, type letters, update computer database, filing documents, using office equipment such as printers, photocopiers and fax machines, managing diaries.

Promote products, increase brand awareness, demonstrating product features and so on either at the counter / field.

Provide service to internal branch clients by interfacing with management, managing the relationships with assigned financial advisors, coordinate with the operations function, and performing administrative duties

Design and prepare drawings using AutoCAD for various Engineering Projects.

Interact with customers, maintain records of customer interactions and transactions, assess the validity of the complaint, provide information in response to queries about products / services, handle and resolve escalations.

Conduct qualitative and quantitative chemical analyses / chemical experiments in laboratories for quality or process control. Develop new products & knowledge.

Devise processes for manufacturing chemicals and products, by applying principles and technology of chemistry, physics, and engineering.

Cook various cuisines, present food attractively, manage the kitchen, directing the work of other kitchen workers, estimate food requirements and order food supplies.

Raise invoice, contact customers / clients to ensure payment, post amount to customer's account, maintaining records of collection and status of accounts.

Responsible for smooth operation of network which includes installation of new sites and monitoring sites, maintenance and troubleshooting.

Prepare daily and weekly reports, liaising with suppliers and explaining errors and the process followed to resolve them, recharging customers where required and working closely with the finance and production team.

Handle central excise, taxation, VAT, commercial negotiations, invoicing, billing and so on.

Conduct qualitative and quantitative chemical analysis or chemical experiments for quality or process control or to develop new products and carry out tests based on new projects and materials.

Advise customers / farmers about various methods to get the best crop, inform the usage of different agro products to get better results in the field.

Sell products / services to the customers / walk-ins and convince them to buy at the counter and handle customer's escalations.

Interact with customers through telephone, clarify their queries, suggest products & generates reports.

Collect money, make bills and maintain records.

Offer exceptional sales presentations and product knowledge information, provide technical assistance and / or make additional product recommendations.

Enter alphabetical / numerical data, check for errors and analyze the data given, also perform data clean ups and prepare presentations as per the instructions.

Plan, build and maintain computerized information systems according to the employer's requirement.

Sell products by visiting houses, going out on field & generating leads.

Provide back end support for various functions by entering data into the electronic system.

Work on the Engineering projects by using engineering design software and generating drafts / designs as per project requirements.

Collect & dispatch various documents required by the company by going to the customer’s house or office.

Analyze and process data, generate reports as per requirements. Prepare client and internal reports on daily, weekly and monthly basis. Responsible for analyzing data of a complex product database & running a large volume of accurate market reports. Check data for errors and handling any queries.

Drive heavy vehicles such as bus, lorry, truck, tempo etc to transport passengers or heavy goods from one place to another according to the scheduled distance or destination. Ensure the vehicle with fuel, oil, water, lights, brakes etc.

Develop and design of new products, components, and / or systems. Adapt existing designs for new models and redesigns current products

PROFILE LIBRARY

43


DVP

DLP

EDF

EEG

ELE

EVM

FLP

FMS

FNA

FOS

FPL

FPR

FSE

FPT

HDE

HER

HIP

HKR

HPS

HCD

HRS

HUK

HWE

IIE

ISD

ISR

ISS

ITA

ITE

ITO

ITR

Developer

Delivery Personnel

Engineer - Draftsman

Electrical Engineer

Electrician

Events Manager

Finance Loss Prevention Officer

Farm Security

Finance Assistant

Feet on Street sales

Financial Planner

Finance Processor

Field Support Technician

Field Sales Executive

Field Service Technician

Graphic Designer

Help Desk Executive

HR Executive - Employee Relationship

Health Insurance Promoter

House Keeper

Health Promotion Specialist

HR Coordinator

HR Assistant

House Keeping Assistant

Hardware Engineer

IT installation Executive

Inshop Demonstrator

Insurance Sales Representative

In-Shop Supervisor

IT Administrator

IT Engineer

IT Organizer

IT Trainee

IT Support

IT Trainer

Job Inspector

Loan Advisor

Lab Assistant

Loader & Packer

ITS

ITT

JIR

LAD

LBA

LRP

MAS

GDR

FST

Marketing Assistant

DTE Desktop Engineer To maintain and enhance the competitive status of the Company’s products.

Provide analysis of quotations and sales orders to determine technical and economic feasibility.

Deliver the product to the customer / clients on schedule, collect acknowledgment for the same.

Work on engineering projects by using engineering design software & generate drafts as per project requirement. And ensures the final product should be as per the approved design.

Work with Electrical Networking system, design electrical lay outs, handle projects, coordinate with internal and external teams for execution of the project.

Install electrical wiring, electrical fixtures and underground cable, maintain, repair and replace electrical devices. Identify and solve electrical problems regarding electrical connections.

Manage the events by studying the intricacies of the reasons for the event, identify the target audience, devise the event concept, plan the logistics and coordinate the technical aspects before actually executing the modalities of the proposed event.

Understand the situation / need, finding the best possible mortgage rate available in the market. Educate the customer about loans, debt consolidation alternatives, personal finance and debt management solutions available.

Protect property, assets, or people by maintaining a high visibility presence to deter illegal and inappropriate actions, keep a record of visitors, observe fire or disorder and take actions accordingly.

Assist the Finance Manager with financial and accounting functions of the group's various divisions.

Door to door sales of products.

Interview clients to determine their assets, liabilities, cash flow, insurance coverage, tax status, pension plans, securities and real estate. Develop financial plans / advice for individuals and businesses.

Process financial data, to include verifying, coding, posting various customer requests. Adhering to bank and regulatory policies and procedures is critical to providing high quality service.

Performs proficient troubleshooting and repair of hardware and network related issues on site at client facilities (includes travel time). Coordinates repair in a time efficient and courteous manner to minimize disruption in system utility and earn excellent customer satisfaction.

Generate the leads, sell products / services to the customers and convince them to buy the same on the field. Arrange sales demonstration and documentation, achieve targets.

Interact with customers to analyze problem situations pertaining to breakdowns of equipment and make recommendations regarding repairs. Also perform scheduled maintenance on equipment for contracted customers according to maintenance policies and procedures.

Design or create graphics to meet specific commercial or promotional needs, such as packaging, displays, or logos. It may involve the use of a variety of mediums to achieve artistic or decorative effects, creating designs, concepts, and sample layouts based on knowledge of layout principles and esthetic design concepts.

Attend the customers, clarify their queries, guide them and handle escalations on services / products.

Plan, direct, and coordinating human resource management activities of an organisation to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies and regulatory compliance. Administer compensation, benefits and performance management systems, and safety and recreation programmes.

Promotes Health insurance to the customers & sell according to the target assigned.

Supervise the work of the team involved in cleaning all the rooms, laundry work etc. Inspect and patrol all the house keeping areas frequently to check and confirm the standard of the quality. Ensure maintenance and upkeep of various carpets, flooring and employee uniforms. Assign responsibilities to the team members, create a roster, keep a track of attendance.

Help people to improve and increase control over their health by planning, ensuring the implementation and evaluate policies and development of community strategies, local strategic partnerships and health alliances to promote health care within a specialist setting, relating to a specific issue, or within a particular population. Committed to track inequalities in health and promote antidiscriminatory practice.

Coordination of all the HR activities like recruitment, performance appraisal, salary structure & bonus etc. recruitment, performance management, statutory compliance employee training, policy development and documentation, employee relations, employee communication, compensation and benefits mgt, employee safety, welfare, wellness & health; & employee counseling.

Screen candidates, send the data to the next level of interview, verify calls and handle joining formalities. Responsible for the Statutory & Compliance activities in the HR department.

Wash dishes and clean the place by sweeping, swobbing and dusting.

Provide maintenance support for computer hardware, systems and related devices.

Responsible for Software & Hardware installation activities.

Handle general walk-ins to the showroom, explain about various features of the product, clarify, convince them to buy the same, generate reports and coordinate with internal teams for sales.

Sell Insurance products / services to the customers and convince them to buy at the counter / field and handle customer's escalations.

Manage the store, ensure cleanliness is maintained, products are delivered, ensure quick turn around, accuracy of items, quantity, quality, coordinate for the transport and so on.

Maintenance of servers and equipment to ensure all remain online and optimised, trouble-shooting and fault repair, equipment contract maintenance & software and hardware upgrades, rollouts and project implementations.

Develop and modify general computer applications software or specialized utility programs.

Supervise the team operational activities, organize & ensures all the internal complaints are cleared with in the escalated time period. Plan & prepare for new softwares / hardwares which gives maximum output.

Involve in day to day activities of IT related operational activities.

Maintenance & Administration of trouble-shooting & fault repair, assist in upgrading software / hardware.

Responsible for contributing towards the provision of end user training to one of the most critical areas of work for supporting a large IT project.

Inspect various mechanical / auto parts, to check if they are made to the right quality level, visit vendors places, create an MIS of the same and provide quality certificate for further process.

Understand customer requirements, find the best possible mortgage rate that are available, educate the customer about loans, debt consolidation alternatives, personal finance and debt management solutions.

Drive lab growth, coordinate, analyze and work with multiple teams of a project and to identify, develop and implement lab improvement opportunities.

Loading & unloading equipment onto delivery vehicles & inventory control. Loading vans, scanning packages and moving crates with heavy lifting involved.

Organize and coordinate trade shows, seminars, events, coordinate the daily events, assist in developing promotional strategies and product development.

PROFILE LIBRARY

44


Market Development Officer

MRE

MEC

MEG

MMC

MOR

MRT

MTR

NER

NME

OAS

OFS

OPE

ORC

OPR

PCA

PCM

PEG

PRT

PER

PJO

PKB

PRA

PEX

PRM

PRO

PMT

PRS

PSE

QAN

QAT

QFM

QLI

RAT

RCP

REC

REX

RFE

RGG

MDO

Medical Representative

Mechanic

Mechanical Engineer

Motor Mechanic

Machine Operator

Market Research Executive

Meter Reader

Network Engineer

Network Monitering Engineer

Office Assistant Support

Office Assistant

Operations Executive

Operations Coordinator

Operator

Packing Assistant

Purchase Manager

Production Engineer

Purchase Executive

Project Engineer

Project Coordinator

Packer Boy

Process Associate

Production Executive

Program Manager

Project Officer

Promoter

Production Supervisor

Project & Service Engineer

Quality Analyser

Quality Technician

Quality Foreman

Quality Inspector

Resort Attendant

Receptionist

Recruiter

Retail Executive

RF Engineer

Rigger

MIS CoordinatorMCRSupervise, plan, coordinate the activities and operations of the management information systems within the assigned departments, to coordinate assigned activities with other divisions and outside agencies; and to provide complex staff assistance to the assigned manager.

Work on sales and marketing methods, and help in promoting a portfolio of products to wholesale and retail customers, at local, regional and export levels. Able to maintain strong customer relationships, both administratively and interpersonally, and will be able to provide input to on-going product design.

Meet doctors and provide details about the medical products, meet chemists for secondary sales orders.

Repair machines / automobiles based on the instructions given by the superior.

Understand the project, apply physical analysis for design, manufacture and maintain mechanical systems for various systems involved.

Repair & service automobiles, trucks, buses and other vehicles based on the requirement.

Will operate assigned stations and all other associated work including preventative maintenance, machine changeovers, making minor adjustments to maintain greatest operational efficiency, assist other mechanics, etc. Required to handle empty cases and other line problems, train other operators, perform best practice quality checks, watch for defective materials and perform any other related work in accordance with line quality.

Compile the data collected by market research, collate the information on competition activities, draft and create marketing collateral and blogs and other general marketing projects.

Reads electric, gas, water, or steam consumption meters and records volume used by residential and commercial consumers, walks or drives truck over established route and takes readings of meter dials. Inspects meters and connections for defects, damage, and unauthorized connections.

Install, maintain and support computer communication networks within an organization or between organizations to ensure the smooth operation of communication networks in order to provide maximum performance and availability for the users. Troubleshooting and resolving Firewalls, WANs, LANs, DNS & network security issues.

Monitor, maintain and support computer communication networks, ensure smooth operation of communication networks in order to provide maximum performance and availability for the users, troubleshooting and resolving IT security issues.

Duties include general clerical, receptionist and project based work. Answer telephones and transfer to appropriate staff member. Coordinate and maintain records for staff office space, phones, parking, company credit cards and office keys. Setup and coordinate meetings and conferences. Maintain and distribute staff weekly schedules.

Perform office work, handle stationary / Xerox / sending fax, visiting bank for deposits, and filing work, moving files etc.

Prepare the monthly roaster of the work for various teams, maintaining relationship with both internal and external employees, correspond with customers or clients, monitor all processes, generate reports, implement policies and procedures and so on.

Maintain records, generate MIS report, coordinate with various teams, handle budgets, manage the internal communication, handle contracts and revenue orders. Ensure process adherence, generate monthly analytical reports, ensure quality of the data, and handle escalations.

Operate machines and maintain the same as per the instructions given by the supervisor.

Pack items into bottles, wad seal and pack them onto a tray while doing shrink wrapping, pack them in cartons for dispatch to customers. Maintain the required library of packing materials.

Plan, direct, or coordinate the activities of buyers, purchasing officers and related workers involved in purchasing materials, products and services.

Handle the production team, plan materials for smooth production and ensure the products are delivered on time.

Identify channels, receive quotation and issue purchase orders for the production and retail company requirement. Sourcing & costing of Bill of Material, negotiate with suppliers, component distributors & overseas vendors.

Assist Project Manager in planning and execution of project plans at site. Liaison with all parties involved in the project including local authorities, consultants, clients, subcontractors and suppliers. Attend site meetings and inspections, report regularly on progress and monitor schedule.

Provide support and supervision to projects, report directly to the Project Manager and work on a peer basis with other staff. Assist project managers and team members with daily tasks including client reporting and communications. Maintain and update data, site and project status in multiple databases for tracking and reporting.

Packing the products according to the instruction given by the superior.

Back end process & support to the internal teams for the systematic process flow by coordinating & executing the plan given by the superiors.

Work in the production line, operate machines and so on.

Execution of assigned tasks and responsibilities for the projects, work in a team and manage people along project lines and time lines, assist to capture and document planning and resources needs, coordinate events, operational integration and project delivery.

Plan, organize and manage resources to bring about the successful completion of specific project goals and objectives. Developing a project plan, includes defining and confirming the project goals and objectives, identifying tasks and how goals will be achieved, quantifying the resources needed and determining budgets and timelines for completion.

Promote products, create public interest / awareness, demonstrate product features for the purpose of buying the product.

Supervise the production team for smooth flow & ensure the production equipments are well maintained by the operators to get better products.

Service electronic equipments and interact with the customers to handle escalations.

Investigate operational problems affecting production, bring in new methods and processes, handle the purchase and installation of new equipment, train and manage staff and prepare manufacturing manuals.

Handle equipments, fix and maintain the quality of the same.

Quality control and quality engineering to be used in developing systems to ensure products or services are designed, produced to meet or exceed customer expectations.

Inspect various mechanical parts to check if they are made to the right quality level, visit vendors places, creates an MIS report of the same and provide quality certificate for further process.

Take care of the customers, ensure all the services are provided, take their feedback, make any arrangements required, ensure the norms are followed.

Handle inbound / outbound calls, maintain stationary records, make travel arrangements, fix appointments, general day to day admin activities, maintain visitors registry (inward outward), attendance records etc.

Screen candidates, conduct interviews and select personnel according to the job profile for various positions.

Meet retailers and distributors to book, collect orders & handle all campaign activities.

Design systems at broadcast facility, responsible for maintenance of the station's high power broadcast transmitter and associated systems.

Job would involve using pulleys, cable, and hooks attached to cranes to lift heavy objects such as steel plates, bundles of steel rods and drilling towers. Set up or repair rigging for ships and shipyards, manufacturing plants, logging yards, construction projects and for the entertainment industry.

PROFILE LIBRARY

45


RDE

RSP

SAD

SAP

SCE

SCO

SDA

SEA

SET

SFO

SGE

SLE

HRC

SOF

SPA

SDV

SPR

SRA

SCA

SRE

SRM

STS

SUP

SVE

SYO

TAS

TBR

TCN

TCR

TDV

TEG

TME

TML

TNO

TRE

TSE

TSR

USM

VOF

WDS

WHS

Resident Engineer

Research Specialist

System Administrator

SAP Consultant

Supply Chain Executive

Sales Coordinator

Software Analyst

Software Engineer Associate

Service Technician

Safety Officer

Site Engineer

Sales Executive

Sourcing Coordinator

Sales Officer

Supervisor - Administration

SAP Developer

Sales Promoter

Service Advisor

Sourcing Associate

Showroom Executive

Service Mechanic

Store Supervisor

Supervisor

Service Engineer

System Operator

Technical Assistant

Territory Business Representative

Technician

Tele Caller

Tractor Driver

Telecom Engineer

Tele Marketing Executive

Team Lead

Trainee Network Operations

Trainee Engineer

Tele Sourcing Executive

Tele Sales Representative

Unit Sales Manager

Vigillance officer

Web Designer

WareHouse Supervisor

RSE Relationship Executive

RSC Research Executive Get information of work done by IT Managers for research.

Implement innovative marketing strategy and concept, liaise with clients, explain and build a brand name for the product/services in the market.

Troubleshoot the network’s design and architecture issues, analyze network and device configurations, provide network design leadership, assist in identify and building solutions & testing product features and functionality

Responsible for completing assigned tasks on time using proprietary and third party tools, ability to synthesize data into meaningful information and then communicate it clearly to internal and / or external clients

Hardware support, trouble shoot and problem resolution. Asset Management, evaluation of new technologies / products & system configuration group policies & installation of applications.

Develop the vision and strategy for SAP. Manage the financial control for the cost centre, applying processes and controls to run an effective business.

Establish management reporting for procurement, production planning, warehouse, inbound/outbound, budget vs actual, working capital and sales report & responsible for verifying supplier invoices for total supply chain.

Monitor and supervise vendors, keeping a track of attendance, incentives, calculate monthly salaries and generate a report on team's performance.

Identify and trouble shoot, analyze & enhance the application performance by updating the software.

Provide maintenance on existing code for products. Provide a third-tier of support for the products. Develop minor enhancements to features. Understand product architecture design. Participate in design and code reviews for products throughout, creating and maintaining department standards for software development best practices.

Install and service security products at corporates, homes and construction sites.

Help prevent harm to workers, property, the environment and general public.

Day to day supervision of a team, ensure work is completed safely to a high standard and within agreed timescales, interpret construction drawings, schedules & specifications and implement the same in monitoring and construction.

Work with the Marketing Director to develop new business, prepare proposals and quotations for supply of data and negotiate and win contracts.

Responsible for the administrative coordination of activities within the Sourcing Department, ensuring compliance with the policy for procuring goods and services. Sourcing to assist with the administration and production of documentation relating to strategic sourcing projects, management of departmental databases including preferred suppliers and supplier contracts.

Generate revenue from sales, meet clients, calculate incentives and so on.

Supervise the administrative functions in the design & print unit including computerised costing and estimating operations. Assist with development, monitoring, maintenance and supervision of the production, administrative and financial information systems within the design & print unit, to ensure the smooth operation of all work.

Creates and executes project work plans and revises as appropriate to meet changing needs and requirements, identifies resources needed and assigns individual responsibilities. Manages day-to-day operational aspects of a project and scope. Reviews deliverables prepared by team before passing to client. Effectively applies methodology and enforces project standards.

Promote products, increase brand awareness, demonstrate product features, either at the counter / field.

Advise and consult customers on vehicle service needs and to have expertise in building customer confidence in their vehicle and the dealership. The job encompasses the proper satisfaction of customer and vehicle-related concerns, meeting predetermined service objectives and the thorough and accurate performance of designated administrative activities.

Contact candidates, understand the requirement and collect all the details required, explain the profiles and ensure walk-ins of the candidate.

Handle the clients, address their queries, responsible for profitability / productivity and handle the process.

Service mechanics provide a wide range of preventative maintenance as well as service and repair work on automobiles and equipment, performs various precautionary procedures on all motor vehicles and equipment, including changing the vehicle's oil, checking and changing tires, brakes, electrical systems, and fuel injection pumps.

Manage the store, maintain cleanliness, products, documentation of receipt, storage and issue of materials, maintain incoming / outgoing stock ledger, ensure proper inventory control including statutory inventory compliances, prepare monthly stock statement.

Monitor and supervise sales promoters / executives, keep track of their attendance, incentives, calculating monthly salaries, generate reports on team's performance & so on

Service equipments and resolve customer quires by replacing / repairing any internal spares.

Enters data as per the required format with speed & accuracy in the electronic system.

Provide a range of engineering & production support and maintenance management services.

Business development in the entire region & handling sales team to achieve target.

Works with various machines as per the instructions & ensure maintenance of the machine to work smoothly.

Call customers / clients, collect data, validate the data base provided.

Drive tractor in the field as per the instruction given by the supervisor.

Test Telecom equipments, operations and maintenance of transcoders, performance checks of various modules and subsystems.

Make calls to generate leads with prospective clients and scheduling appointments.

Monitor, mentor, retain & adhere to the standard process to increase the overall performance of the team.

Ensure various systems are available to customers & employees, report problems to vendor service representatives when outages occur, ensure that corrective action is taken in a timely manner to restore various system services.

Interact with the corporate customers. Submission of documents for approvals, interacting with the customers, fixing appointment & getting orders. Satisfying the customer needs by giving the details the product in a clear view. Store maintenance, goods updation, involved in some quality related works.

Sourcing & first level of screening to the CV's as per the profile requirement.

Calls predetermined leads to proactively sell a product or service or solicit funds. Represents thier company or organization in a professional and courteous manner. Adds customer information into the database and updates information on returning customers.

Identify sales channels, understand and keep a track of the market trends, creative promotions and building brand for the product / company in the market, travel to the locations and coordinate with the dealers.

Monitor the function of BIS through regular and surprise visits to sensitive departments and review these from time to time, streamline procedures to stop corruption or mis-conduct, educate employees as a preventive vigilance measure.

Design & Develop innovative web-based sites / pages.

Supervise and coordinate activities of workers engaged in receive, transport , stack, order fill, ship, and maintain stock records in warehouse. Supervise label and casing or packing of materials or products.

PROFILE LIBRARY

46

Sales

DDS

TML

FSE

BDE

MDO

ACE

CLE

BSA

MCR

HRC

OFFICE SERVICES

ELE

EDF

PER

SVE

Engineering

DVR

OPR

MEC

Blue Collar

DTE

ITE

SDV

SAD

IT

Door-to-Door

Team Lead

Field Sales Executive

Business Development Executive

Market Development Officer

Electrician

Engineer-Draftsman

Project Engineer

Service Engineer

Driver

Operator

Mechanic

Desktop Engineer

IT Engineer

SAP Developer

System Administrator

0-1 yr

Temporary

1-3 yrs 3-5 yrs 0-1 yr

Permanent

1-3 yrs 3-5 yrs

Accountant

Collection Executive

Branch Servicing Associate

MIS Coordinator

Sourcing Coordinator

6,300

11200

10300

11100

9,800

6900

12800

11700

14800

10600

7800

14900

13100

16000

12500

6700

13700

11100

11800

10600

7100

15100

12900

16100

11300

9100

17000

15200

18000

14200

8 300

9 900

9 300

11 200

13 400

11200

12600

11400

13400

16200

15600

14200

13100

15600

22000

9300

10800

10600

12700

15600

12800

13500

12700

15700

17900

17500

15800

15300

18900

22900

7200

13100

11300

11700

9600

14300

12400

11900

10500

16600

16700

13700

8000

14300

11900

12300

9600

16100

13400

13800

10300

18300

17900

15600

7300

7200

8100

8500

7900

9400

8100

9400

10000

9900

8700

10300

9500

8500

12500

10600

9800

15800

13800

13500

18200

21500

17700

17800

21400

23200

20200

21600

25700

26300

14400

14500

21100

23500

16200

19600

23500

28700

22500

29700

28300

32100

NATIONAL INDEX



[email protected]

1800 2666777

www.teamlease.com

For more information

Jorhat

Kalol

Kanpur

Karad

Kathwada

Kohima

Kolkata

Lucknow

Mandvi

Mangalore

Mumbai

Nagpur

New Delhi

Noida

Pune

Puttur

Rajpipla

Ramnagar

Ranchi

Ratlam

Sikar

Silchar

Sonepet

Sultanpur

Thane

Tirunelveli

Tirupati

Uchchhal

Uluberia

Vansda

Vishakapatnam

Vyara

Ahmedabad

Allahabad

Amroha

Anpara

Azamgarh

Bardoli

Basti

Bengaluru

Bijnor

Chandigarh

Chhatral

Chembur

Chennai

Chival

Cochin

Contai

Darbhanga

Dehradun

Deoria

Dimapur

Domjur

Ghaziabad

Gorakhpur

Gulbarga

Gurgaon

Hapur

Hassan

Hyderabad

Jaipur

Jalgaon

Jamshedpur

Janakpuri

Jodhpur

Documents

Salary Primer - Indian Staffing Federation