Final Report-IAMAI 40

8/6/2019 Final Report-IAMAI 40

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PRESENTED BY

MA FOI CONSULTING SOLUTIONS LIMITED

MARCH 2010


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CONTENTS

1. Foreword

2. Compensation An Overview

3. Introduction

4. About IAMAI

5. About Ma Foi

6. Industry Overview

7. List of Positions Covered

8. Scope of Work

9. Assumptions and Definitions

10. Compensation Analysis

11. People Policies

Annexure


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Many organizations have experienced unprecedented staffing and compensation reductions related to cost control considerations. These challenges and

associated opportunities had caused a heightened sense of anxiety over salary budget planning for many organizations. For most organizations, people costs

(i.e., salaries, benefits, etc) represent one of the most significant bottom line expenses.

Historically, only a handful of organizations (about 2 percent) report freezing salaries in a typical year. Its a good time for organizations to strengthen their HR

systems and gear their HR strategies towards creating high performance culture.

Organizations are planning to grant pay increases in 2010. Salary increase budgets for this year typically comprises of merit pay increases, market adjustments,

cost of living adjustments, general increases or a combination of these increases. Most industry verticals are planning to give double digit percentages for this

years increment.

Companies are gradually strengthening the performance linkages in the pay increase to improve efficiency, boost productivity and effectively deploy the talent pool

available. The efforts are geared towards aligning the compensation strategy with the improved economic scenario.

The key to their success is to integrate the HR strategy with business strategy in todays economic scenario. Indian industry has realized the importance of

competitive advantage. Companies have realized that to compete and sustain competitive advantage, people are paramount. Firms are seriously talking of

developing competitive advantage by aligning people with business strategy.

Dr. Subho RayPresidentInternet and Mobile Association of India


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Introduction Ma Foi Consulting Solutions Limited is pleased to present to you the results of the Compensation and Benefits survey duly completed for IAMAI. IAMAI and MCSL

had come together to do a Compensation and Benefits Benchmarking Study for the Internet and Mobile Industry in India for which the companies in this industry

have participated.

In this economy of new markets, leaner budgets and shrinking pools of quality talent companies are searching for ways to maximize revenue and optimize costs.

People are the only resource to confront constant change and unforgiving competition. Employers are trying to balance workforce costs while attracting and

retaining the right talent.

Human resource development has become important not only from the point of view of Indian companies but also the government, which wants to market it as the

nations competitive advantage. Paradoxically, talent of the kind many companies are looking for is not so easy to find even though India has a large trained

manpower pool. There is a supply-demand mismatch.

Employers are increasingly acknowledging that their pact with the employees should be mutually beneficial. So while pay levels are going up for employees,performance linked pay is becoming a significant component of the pay. There is a trend towards different rewards for high performance and acceptable

performance.

The purpose of the survey report is to analyse the market trends in compensation and people policies and practices among the surveyed companies. Market

trends for the total remuneration (based on standardised Ma Foi formats) of the different positions surveyed have been analysed for different statistical brackets.

The information is provided to help companies understand where they are vis--vis the market. The report gives market trends for the different benefits, policies,

non-monetary rewards, and performance assessments. The report also highlights people policies mentioned by the companies surveyed in the study.


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About IAMAIThe Internet & Mobile Association of India (IAMAI) is the premier trade association representing the online content and advertising, e-commerce and mobile

content and advertising industry. The association addresses the issues, concerns and challenges of the Internet and Mobile economy and takes a leading role in

its development. The Internet & Mobile Association of India (IAMAI) is a not-for-profit industry body registered under the Societies Act, 1896. Its mandate is to

expand and enhance the online and mobile value added services sectors. It is dedicated to presenting a unified voice of the businesses it represents to the

government, investors, consumers and other stakeholders. The associations activities include promoting the inherent strengths of the digital economy, evaluating

and recommending standards and practices to the industry, conducting research, creating platforms for its members, communicating on behalf of the industry and

creating a favorable business environment for the industry. The Strategic objectives of IAMAI are listed below:

Become the primary advocate for:

o the online content and business realization through advertising

o e-commerce and

o mobile content and business realization through advertising Provide a platform to discuss and evolve strategies to achieve the shared aspirations of the industry Prove and promote the effectiveness of online advertising, e-commerce and mobile advertising among advertisers, marketers and the media by building

credibility for the medium.

Educate the above communities about the core strengths and competencies of the Internet. Expand the breadth and depth of IAMAI membership while increasing direct value to members.


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About Ma Foi

Ma Foi is an international HR service provider servicing world class companies across the globe. Ma Foi which was started in 1992 has grown into a full spectrum

HR services provider for clients worldwide. Ma Foi offers the broadest HR services portfolio ranging from Executive Search, Staffing, Consulting and Outsourcing

to Automation and Training. The organization has built a network of offices across the country to be within reach of candidates and flex workers.

Ma Foi continues to focus on developing customized and innovative HR services, leveraging on its unique strengths of geographical presence and end-to-end

capability across all HR service functions. The ISO 9001:2000 certified process-driven approach, along with strong customer service has helped them to further

their insight and knowledge and thus enhance their quality of services. Ma Foi is a global one-stop-shop to meet all HR requirements - senior-level Search,

Database Selection, Turnkey Recruitment, Assessments and Human Resources' Consulting, Compensation Consulting and HR automation. Ma Foi offers the

following solutions in the HR consulting domain:

HR STRATEGY & SYSTEMS SOLUTIONS:This deals with HR systems, structures, policies and culture. Some of the major areas of our consulting are:

HR Strategy Organization Design / Redesign and Role and Responsibilities Mapping.

Competency Mapping and assessment Centre HR Systems Design. HR policies development and documentation

PRODUCTIVITY SOLUTIONS

Economic uncertainty, corporate structuring, stress levels, dissatisfaction or better financial or career growth prospects are important in todays context. Employee

loyalty and productivity have assumed paramount significance in the business world. Ma Foi collaborates with organizations to effectively motivate, enhance

productivity and performance and to retain employees. Ma Foi understands the clients requirements through an initial sensing and then offers appropriate

solutions such as:

Compensation Management Compensation and Benefits benchmarking surveys


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Commissioned surveys Syndicated surveys Compensation Structuring / Restructuring Design of Variable Pay Systems/Sales Incentive Plans/Profit Sharing plans Job Evaluation and Broad Banding

Retention management

Employee Satisfaction and Engagement Surveys

Exit Diagnostic

PEOPLE DEVELOPMENT SOLUTIONS

People Development Solutions team believes that training plays a significant role in the development of human resources. The company therefore provides end to

end customized training solutions by supporting the individual members in an organization and helping them develop themselves and their teams, while fulfilling

the organizational objectives. Apart from soft skill training programs, Ma Foi facilitators also conduct programs on Vision Mission, Goal Alignment, Organization

culture and value system etc.


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List of Positions covered

Sales/Business Development1. Executive / Sr. Executive / Asst. Manager/Deputy Manager

2. Manager / Team Leader

3. Key Account Manager

4. Branch / Regional / Area Manager

5. General Manager/Deputy General Manager

6. Head / VP / National Manager/Director

Marketing/Advertising/Communications

7. Executive / Sr. Executive / Asst. Manager/Deputy Manager

8. Executive / Sr. Executive / Asst. Manager Product / Brand Management

9. Manager / General Manager - Product/Brand Management

10. Head Of Department Marketing

Network/System

11. Network/System Administrator

12. Tech Support Engineer

Human Resources

13. Executive / Sr. Executive

14. Assistant Manager / Manager 15. General Manager/Head

Finance


17. Assistant Manager / Manager

18. General Manager/Head


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Legal19. Executive

20. Manager 21. General Manager/Head of Department

Client Servicing

22. Client Service Executive / Sr. Executive

23. Account Manager

24. Head of Department

Media Planning and Buying


26. Account Manager

27. Head of Department

Content/Creative

28. Content Writer / Copywriter / Content Developer

29. Content Manager / Content Specialist

30. Head Content / Creative Director

Technology

31. Software Developer / Engineer / Programmer

32. Graphic / Web Designer / Senior Designer

33. Search Engine Optimizer / Sr. Search Engine Optimizer Customer Service

34. Executive / Senior Executive

35. Assistant Manager / Manager / Team Leader

36. General Manager / Head


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Operations / Back Office

37. Executive / Senior Executive / Assistant Manager

38. Manager / Team Leader

39. General Manager / VP / Head

Design and Development

40. Software Engineer/Programmer/ Sr. Software Engineer

41. Help Desk Engineer/ Support Engineer

42. Web/Data Designer

43. User Interface Designer / Sr. User Interface Designer

44. Architect Server Development / Sr. Architect Server Development

45. Project Manager

46. Product Manager / Product Head

47. Vice President / Sr. Vice President Technology

Planning & Design 48. Business Analyst / System Analyst

49. Solutions Architect / Tech Architect/System Architect

50. Team Lead - Solutions Architect

Design & Integration

51. Software Developer / Engineer / Programmer

52. Team Lead / Tech Lead/Project Lead / Project Manager

Quality

53. Engineer

54. Manager


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Scope Of Work

Ma Foi Consulting Solutions Ltd conducted a Salary Benchmarking survey for the Internet and Mobile Industry of India, to give pay information needed, quickly

and accurately.

This Report consists of detailed information on benchmark positions/levels contributed by member companies in India. The report contains data on salaries,

allowances, benefits and bonuses of locally hired employees.

All of the data contained in this report have been carefully reviewed for validity, accuracy and reasonableness. Data has been collected by Ma Fois

consultants and validated through various sources. Ma Foi has put in best efforts to hit optimistic levels of accuracy while collecting and collating information

on compensation but in no way is to be held directly liable for any inferences drawn on the report submitted.

The contents of this report are designed to present a clear and comprehensive picture of pay and benefits practices in the participating companies, to the

extent of information shared and researched by Ma Foi through varied sources. Each section of the report contributes to a fuller understanding of the current

environment. We encourage you to review the entire report to derive maximum value from the information contained herein.


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Assumptions and Definitions

Cost to Company (CTC)

Total Guaranteed / Fixed part of the compensation of an employee which includes Cash and Retirals.

Variable Pay

The sum of all performance bonuses, profit share payments and commissions paid for an employee. In cases where actual payout figures were not available,

target figures have been included in the calculation

Statistical Terms

Minimum :The lowest figure recorded.

P10 : The figure below which 10% of the relevant data fall.


P50 : The figure above and below which 50% of the relevant data fall.



Maximum :The highest figure recorded.

The market range of data in the report is represented depending upon the number of data points available for a position or a compensation and benefit

element


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COMPENSATION ANALYSIS


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Compensation Analysis

Analysis of the compensation data has been carried out functionally. The functions covered for the study are in the following order:

1. Sales/Business Development

2. Marketing/Advertising/Communications

3. Network/System

4. Client Servicing5. Media Planning and Buying

6. Content/Creative

7. Technology

8. Customer Service

9. Operations / Back Office

10. Design and Development

11. Planning & Design

12. Design & Integration

13. Quality & Legal

14. Human Resources & Finance

The compensation data presented in the tables is for Total Guaranteed / Fixed part of the compensation of an employee which includes Cash and Retirals.


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1. Sales and Business Development Function (In 000s)

Function Position Min P10 P25 Median P75 P90 Max

Executive / Sr. Executive / Asst. Manager/Deputy Manager 130 188 260 324 450 531 656

Manager / Team Leader 300 400 460 728 955 1092 1300

Key Account Manager 472 522 596 889 1298 1411 1750

Branch / Regional / Area Manager 500 590 764 1186 1593 1858 1900

General Manager 1000 1100 1250 1500 2000 2644 3074

Sales andBusiness

Development

Head / VP / National Manager/Director 1362 1505 1600 2750 3055 4640 6144

0

2000

4000

6000

8000

Sales and Business Development

MinMedian

Max

Min 130 300 472 500 1000 1362Median 324 728 889 1186 1500 2750Max 656 1300 1750 1900 3074 6144

Executive / Sr.

Manager /

KeyAccount

Branch /

GeneralManag

Head / VP /


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2. Marketing, Advertising and Communications (In 000s)

Function Position Min P10 P25 Median P75 P90 MaxExecutive / Sr. Executive / Asst.Manager/Deputy Manager 228 310 369 424 528 582 641

Executive / Sr. Executive / Asst. Manager Product / Brand Management 300 430 496 558 626 851 1002

Manager / General Manager -Product/Brand Management 710 828 986 1265 1525 2530 3200

Marketing/Advertising/Communications

Head Of Department Marketing1200 1425 1896 2000 2556 3525 4313

0

2000

4000

6000

Marketing /Advertising/ Communication

MinMedianMax

Min 228 300 710 1200

Median 424 558 1265 2000

Max 641 1002 3200 4313

Executive / Sr. Executive

Executive / Sr. Executive

Manager / General

Head OfDepartment


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3. Network Support/Security (In 000s)


Network Administrator/System Administrator 180 200 325.5 400 600 605 858Network/Security

Tech Support Engineer 140 164 200 351 370 508 600

0

500

1000

Network/System Security

Min

Median

Max

Min 180 140

Median 400 351

Max 858 600

NetworkAdministrator/System

Tech SupportEngineer


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4. Client Servicing (In 000s)


Client Service Executive/ Sr Executive 200 276 325 385 401 425 480

Account Manager 360 398 455 550 647 700 810Client

Servicing Head of Department 823 1100 1250 1512 1750 1921 2000

0

500

1000

1500

2000

Client Servicing

MinMedianMax

Min 200 360 823

Median 385 550 1512

Max 480 810 2000

Client ServiceExecutive/ Sr Account Manager

Head ofDepartment


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6. Content/Creative (In 000s)


Content Writer / Copywriter / Content Developer 150 186 205 300 375 550 936

Content Manager/ Content Specialist 400 513 602 715 832 920 1320Content/Creative

Head - Content / Creative Director 600 710 800 1100 2009 2894 4150

0

1000

2000

3000

4000

5000

Content/Creative

MinMedianMax

Min 150 400 600

Median 300 715 1100

Max 936 1320 4150

Content Writer /

Copywriter /

Content Manager/

Content Specialist

Head - Content /

Creative Director


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7. Technology (In 000s)


Software Developer / Engineer / Programmer 180 198 210 300 488 572 858

Graphic / Web Designer/Sr Designer 200 250 300 400 625 660 1092

Technology Search Engine Optimizer (SEO)/ Sr SEO 220 300 375 500 654 756 1086

0

500

1000

1500

Technology

MinMedianMax

Min 180 200 220Median 300 400 500

Max 858 1092 1086

SoftwareDeveloper /

Graphic / WebDesigner/Sr

Search EngineOptimizer


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11. Customer Service (In 000s)


Executive / Sr. Executive 150 165 194 221 242 280 360

Asst. Manager / Manager / Team Leader 250 360 470 640 898 1116 1980Customer

Service General Manager / Head 600 680 800 970 1000 3055 4426

0

1000

2000

3000

4000

5000

Customer Service

MinMedianMax

Min 150 250 600

Median 221 640 970

Max 360 1980 4426

Executive / Sr.

Executive

Asst. Manager /

Manager / Team

General Manager /

Head


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12. Operations Back Office (In 000s)


Executive / Sr. Executive Asst. Manager 110 164 250 300 334 365 400

Manager / Team Leader 300 360 425 550 820 925 950Operations/Bac

k Office General Manager / VP / Head 440 518 635 1179 1678 1987 2543

0

500

1000

1500

2000

2500

3000

Operations/BackOffice

MinMedianMax

Min 110 300 440

Median 300 550 1179

Max 400 950 2543

Executive / Sr.Executive Asst.

Manager / TeamLeader

General Manager / VP / Head


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13. Design and Development (In 000s)


Software Engineer/Programmer/ Sr. Software Engineer 200 265 290 350 410 480 512

Help Desk Engineer/ Support Engineer 150 190 215 265 325 360 405

Web/Data Designer 200 282 310 365 485 560 620

UI Designer / Sr. UI Designer 300 380 463 500 690 880 1000 Architect Server Development / Sr. Architect Server Development 700 745 813 925 1250 1700 2000

Project Manager 546 638 721 936 1075 1440 1800

Product Manager / Product Head 500 650 725 1365 1910 2700 3000

Design &Development

Vice President / Sr. Vice President Technology 972 1289 1750 2500 3361 4560 5400

Design and Development

0

1000

2000

3000

4000

5000

6000

MinMedianMax

Min 200 150 200 300 700 546 500 972

Median 350 265 365 500 925 936 1365 2500

Max 512 405 620 1000 2000 1800 3000 5400

SoftwareEngineer/Pr

Help DeskEngineer/

Web/DataDesigner

UI Designer / Sr. UI

ArchitectServer

ProjectManager

ProductManager /

VicePresident /


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14. Planning & Design (In 000s)


Business Analyst / System Analyst 300 340 480 590 689 832 980

Solutions Architect / Tech Architect/System Architect 400 445 515 625 1000 1540 1900Planning

& Design Team Lead - Solutions Architect 500 545 610 725 1000 1360 1600

0

500

1000

1500

2000

Planning and Design

MinMedianMax

Min 300 400 500

Median 590 625 725

Max 980 1900 1600

Business Analyst / System Analyst

Solutions

Architect / TechArchitect/System

Team Lead -

SolutionsArchitect


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15. Design and Integration (In 000s)


Software Developer / Engineer / Programmer 200 240 300 339 650 920 1000Design

and

Integration Team Lead / Tech Lead/Project Lead / Project Manager 500 570 643 690 889 1315 1700

0

500

1000

1500

2000

Design and Integration

MinMedianMax

Min 200 500

Median 339 690

Max 1000 1700

Software Developer / Engineer / Programmer Team Lead / TechLead/Project Lead /


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16. Quality and Legal (In 000s)


Engineer 200 245 320 395 498 567 945Quality Manager 320 425 654 879 1441 1876 2132

Executive 200 250 325 450 575 650 700

Manager 510 530 600 800 1115 1470 1911Legal GM/Head of Department 989 1156 1389 1568 1897 3897 5735

0

1000

2000

3000

4000

5000

6000

Quality and Legal

MinMedianMax

Min 200 320 200 510 989

Median 395 879 450 800 1568

Max 945 2132 700 1911 5735

Engineer Manager Executive Manager GM/Head of

Quality Legal


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PEOPLE POLICIES


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Leave & Holidays

Leave as a benefit is provided by all organizations in the comparator basket to employees across all levels. The IAMAI-Ma Foi study indicates that organizationstypically classify leave as Annual Leave, Sick Leave and Casual Leave.

Annual Leave: Annual leave is to provide the employee a reasonable break in the normal occupation and an opportunity for rest and recuperation with a view to

maintaining good health and revitalization.

As per the study all the companies were providing annual leave to their employees. Different companies followed different practices for distributing leave. The

patterns observed for Annual leave is as given below:

Provision of Annual Leave

12 days

22%

18 days22%

20-24 days45%

30 days11%

12 days

18 days

20-24 days

30 days

Typically organizations specify uniform entitlement to all employees. Accumulation limit for Annual Leave ranges from 0 to 60 days, beyond which the leave is

forfeited. Some companies provide leave encashment upto a maximum limit of leave accumulation.


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Sick and Casual Leave

As per the study, most of the organizations provide up to 15 days of Sick and Casual Leave each to employees. Typically organizations specify uniform

entitlement to all employees. Some companies clubbed all the leave under annual leave category and did not provide sick or casual leave. The entitlement rangefor Sick Leave varies between 6 and 15 days and for Casual Leave it varies between 6 and 12 days. Accumulation limit for Sick Leave is up to 15 days. In most

companies the casual leave would lapse at the end of the year if not availed.

Holidays

Most of the organizations surveyed provide 10-15 days holidays as per the stipulated number of holidays in the country. None of the companies surveyed

differentiate holidays between their Head office and regional offices.

Number of Holidays

37%

13%

37%

13%

12 days

11 days

10 days

8 days


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Probation and Confirmation

All the organizations surveyed have a probationary period for their employees.

Length of probation

Ranges between 3 and 6 months across management levels as illustrated alongside. One of the surveyed companies has a one year probation period for their

management and graduate trainees.

0 10 20 30 40 50 60 70 80 90 100

Percentage Break up

Mgmt Trainee/Grad. Engr

Junior Management

Middle Management

Senior/Top Management

L e v e l

Probation Period

3 months

6 months

1 Year

NA

Confirmation processMost of the organizations have a formal written confirmation process whereas in few (20%) organizations the employees are automatically confirmed at the end of

the probation period.

Salary increase after confirmation

Eighty percent of the companies surveyed do not have a salary increase policy after confirmation of employees. Those companies that do give a salary increase

to employees give it on the basis of management discretion or performance.


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Salary Review

Most of the companies have a salary review on an annual basis. Those companies that follow a bi-annual salary review policy usually review the salaries of

employees in the month of April.

Frequency of Appraisal

70%

10%

20%

Yearly Appraisal

Bi Annual Appraisal

Anniversary of Appointment

The companies having an annual appraisal carry out the same in the months as shown below:

Month of Appraisal

January14%

March14%

April58%

October14%

January

MarchApril

October


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The following parameters are used as the basis of computing salary increase for an employee.

Determinants of salary increase

All companies determine the salary increase as per the market pricing within the industry. Recommendations by the functional head and internal company

assessment as per overall business strategy are other important factors considered by companies.

36%

32%

32%

Based on market pricing within the sameindustry

Based on the recommendations by theFunctional head

Internal assessment of the company basedon the overall business st rategy


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Average Salary increase

The participating organizations gave a salary increase percentage ranging between 8 and 25%, 16% being the median. The median proposed salary increase is

19%.Percentage of employees covered

Most companies surveyed cover 80 100 % of employees in the salary increase policy.

Variable Pay

Fixed Bonus

10% of the companies surveyed have a fixed bonus plan where the employees get a fixed amount that varies across management levels. Some companies give a

percentage of the Basic Salary towards fixed bonus.

Performance Bonus/Variable Pay

The criteria considered for Variable pay are as follows:

1. Individual performance

2. Pre-set targets

3. Company performance

4. Team performance

5. Business unit performance

Performance Bonus/Variable Pay

0

1

2

3

4

5

6

Individual Performance P reset Targets Company Performance Bus iness UnitPerformance

Team Performance


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Trends observed in the survey for the disbursal of performance pay/variable bonus are as given below:

1. Quarterly

2. Semi Annual3. Annual

Profit Sharing plan

Few organizations surveyed (10%) have a Profit sharing plan in place. The basis for determining the entitlement amount is usually by established formula or

management discretion. Only Senior and Top management are eligible for the Profit sharing plan.

Frequency of payment is annual incase of profit sharing plan.

Incentives/Commission earnings

20% of the organizations have a Commission scheme in place for their employees. The frequency of payment was observed to be annual in the surveyed

companies

Management Level

Minimum % of target to

be achieved for

eligibility

Top management 80 100%

Sr. management 80 100%

Middle management 80 100%

Jr. management 100%

In c e n t iv e / C o m m is s i o n P la n

2 0 %

8 0 %

Y e sN o


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Perquisites

Company provided accommodation

Companies provide accommodation only to Senior and Top management. Few companies (10%) provide company leased accommodation. None of thecompanies pay Housing Deposit or house maintenance expense to the employee.

Telephone usage

Few (40%) of the companies provide telephone usage expense as a perquisite to employees. The telephone expense is provided at actuals for the Senior and

Top management and as a fixed amount to employees at other levels, usually as per the grade of the employee. There has also been an observed trend of

providing black berry phones to the Senior and Top Management teams in the organizations.

Company Car

It has been observed that company car is provided by employers to middle, senior and top management employees. Fuel expenses are provided to employees at

actuals or as a fixed entitlement. Drivers cost is also reimbursed to employees in senior/top management.


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Insurance

Hospitalization Insurance

Most of the companies surveyed provide Hospitalization insurance to employees across all levels. The employee, spouse and dependant children are covered bythe policy and the sum assured is in the range 2 to 6 lacs. The usual practice is that the total cost is borne by the employer.

Insurance Benefits

50%

36%

14%

Hospitatalization Insurance

Accident Insurance

Life Insurance

Accident Insurance

Many (60%) of the companies provide Accident Insurance to the employee ONLY, and not to any dependant. The sum assured is usually a fixed amount ranging

from 5 lakhs to 50 lakhs or specified as number of months of Basic.


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Retirement

Retirement Age

The retirement age of employees is in the range 58 to 65 years, 59 being the median retirement age.

Gratuity

Gratuity as a retrial benefit is paid to employees as per the Payment of Gratuity Act by close to 80% of the companies. The minimum service period required is 5

years and there was no limit on the benefit paid.

Provident Fund

Provident Fund, as a retiral benefit, is provided by most companies surveyed (70%), as a percentage of Basic. The benefit is administered by the Regional

Provident Fund Commission.

Provision of Provident Fund

70%

30%

Yes

No


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Attraction and Retention

The Attraction and Retention practices observed from this survey are similar to what was observed in the previous Compensation and Benefits Survey conducted

for the industry.Sources of Recruitment

The various sources of recruitment used by the companies surveyed are as follows:

1. Selection firms

2. Direct applications

3. Personal network

4. Employee referrals

5. Job portals

6. Advertisements

Web based recruitment (job portals) is the most frequent source of recruitment used by the surveyed companies.

Attraction tools

The most frequent tools used by companies to attract employees are:

1. Career growth opportunities

2. Additional benefits

3. Variable Pay

4. Flexible work schedules

5. Advanced training opportunities

Target Industries for Recruitment

1. Competitors within the industry

2. IT/ITES

3. Telecom


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Reasons for employees leaving the organization

In the opinion of various companies surveyed, the various reasons for employees leaving organizations are:

- Better pay opportunities- Better growth in career - Dissatisfaction at the workplace- Personal reasons

Motivators for Employee Retention

From the employers perspective, the following are the key motivators for retention of employees:

- Pay above market- Market adjustments to base salary- Employee referral bonus- Cash Incentives- Long term incentives

- Recognition awards- Growth opportunities

Reason for difficulty in recruiting

From the employers perspective, the following are the reasons for difficulty in recruiting suitable candidate sin these positions:

- Requirement of rare skill set- Low initial salary- Non-availability or inadequacy of suitable skill set- Mismatch in employees need to work with a big MNC brand and the small size of the company/industry- No steady/consistent recruitment source


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ANNEXURE


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ANNEXURE 1 JOB DESCRIPTIONS OF THE POSITIONS SURVEYED

Designation Department Job Profile

Executive / Sr. Executive / Asst.

Manager/Deputy Manager Sales/Business Development

Carry out Business Development activities

Develop Competitive strategies

Acquire Market Intelligence

Ensure Target achievementHandle Presentations & training

Ensure Order closing

Ensure proper negotiations

Handle Collections/Payments

Customer/Distributor Relationship mgmt

Manager / Team Leader Sales/Business Development

Concentration on location profitability

Monitoring sales processes

Recruiting & managing team of Sales Executive / Sr. Executive / Asst.

Manager/Deputy Manager

Makes strategies for market penetration.

Planning/Implementing Mktg Strategies taking new Initiatives.

Achievement of Targets allocated

Key Account Manager Sales/Business Development

Responsible for handling Key Account in the region, handling Institutional

Sales, generating sales thru existing clients and developing new clients.

Meeting Targets as per the productivity norms set by the Vertical Head.


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General Manager / Head HR

Overall Responsibility of managing the HR Department, To ensure

compliance of all corporate policies of HR. Responsible for recruitment,

training, appraisals, compensation mgmt, statutory compliance, grievancehandling & general administration. Guide & mentor a team across location &

Business verticals

Executive / Sr. Executive Finance

MIS, Sales Tax, Excise, Service Tax Related, Invoicing, Export collection

documents submission and reconciliation with bank for compliances,

Handling Bank Reconciliation, Managed accounts with responsibility for

Forecasting, Employees Compensation, Accounts Payable and Receivable,

Handled Cash and Banking Work, Maintained Petty Cash Book.

Asst. Manager / Manager Finance

MIS Budgeting, Analyses Business Performance, MIS & Reports, Financial

Analysis, Financial planning & organizing annual budgeting calendar,

Controlling of Finances &capital expenditure. Accounting related decisions,

Budgeting, Finalization of Financial Statements with analysis of

variances.Mgmt reporting for decision-making .MIS Preparation.

General Manager / Head Finance

Overall Responsibility of managing Finance and treasury related matters,

ensuring proper and timely maintenance of financial records.

Executive Legal

Obtaining & renewal of licenses. Maintaining & updating all files. Reply to all

legal notices in co-ordination with respective consultants, Preparation of sale

deed, arrangement of stamp etc. Proof checking of all Legal documents atoffice/ party's office. Ensuring submission copies of Registry and other

related documents to Accounts Department. Ensuring filing and submission

of schedules forms of existing properties


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Manager Legal

Vetting of all documents. Obtaining Legal compliances with various

concerned authorities. Due diligence in Revenue records. Verification of all

documents; Overseeing submission copies of Registry and other relateddocuments to Accounts Department also overseeing filing and submission of

schedules forms of existing properties

GM/Head of Department Legal

Heading the legal department of the company independently, leading a team

of people and coordinating with external agencies for all legal and allied

matters.

Client Service Executive/ Sr Executive Client Servicing

Independently handles high profile brands in an extremely high speed work

environment. Executes, coordinates and handles existing clients as well as

newly developed clients. Manages client-agency interests which is the focal

point of functioning

Account Manager Client Servicing

He keeps a day-to-day point of contact with clients, articulating client

requirements to the team members, ensuring smooth running of the project &key deliverables-onetime, on budget, on specifications etc. & Keeping track

of the projects status.

Head of Department Client Servicing

Independently prepare client proposals/presentations based on client brief,

Manage the working of the CSE/Sr CSEs, Account mining (generate new

business from the account), Responsible for all commercials for the account,

manage one or more large accounts through team of CSM's/Sr CSE's,Manage the workings of the account team, Carry the business & commercial

targets for the account(s), Analyze & value add to existing projects being

executed, Independently manage these accounts


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The job in ol es creati e designing independentl generating concepts and


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Graphic / Web Designer/Sr Designer Technology

The job involves creative designing, independently generating concepts and

ideas. Besides having sound lay outing and design /art knowledge. Handles

website designing

Search Engine Optimizer (SEO)/ Sr

SEO Technology

Develops and maintains templates and standards for web page addition and

development; Works with and Brainstorms with senior management to

determine future direction and growth of the company via SEO; Maintains

subject matter on SEO developments and techniques; Maintains all

documentation that pertains to the above responsibilities; Works with content

development and product development to make sure that SEO norms are

being followed while publishing new pages and/or services; Being the Point

of Contact for any SEO issues; Training, managing and mentoring

subordinates; Reporting activities on a weekly basis

Executive / Sr. Executive Customer Service

Provide essential customer service on the aspects of fund transfer, bill

payment, Attending customers complaints and solving the same.

Asst. Manager / Manager / TeamLeader Customer Service

Responsible for co-ordination for various process related follow-ups,

Responsible to maintain Team MIS, Responsible for timely uploads of data,

Responsible for ensuring customer complaint documentation & updation,

Responsible for maintaining training material and team briefings on new

updates and refreshers, Maintaining & Updating of Data base of Corporate

within circle along with all contact details of the Key contact with eachdecision making unit

General Manager / Head Customer Service

Responsible for Setting Up & Efficiently managing the Customer Service

Division, responsible for managing a team of customer service/ operations


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support material to the sales and marketing teams


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support material to the sales and marketing teams

Architect Server Development / Sr.

Architect Server Development Design & Development

Responsible for timely development of all services, Will lead the respective

service developer teams and advise them on server architecture and

software development patterns and practices, Will interact with design and

policy team for preparation of implement able specifications, Will work

closely with product management team for development scheduling and

requirement fulfillment, Work with client team for client server protocol

refinement and definition, Work for resolution of pitfalls in technology,

architecture and resourcing, Will interact closely with Implementation team

for product deployment and localization on commercial networks, Will be

representing the company at highest levels in dealing with our esteemed

customers

Project Manager Design & Development

Responsible in managing overall delivery of projects related to value added

services. Role holder will directly interface with customers, develop andmanage project plans, co- ordinate between various internal departments

and resources, track and report results

Product Manager / Product Head Design & Development

Responsible for the overall Product Management, Conceptualization of New

Product, Technical Product document creation for technical Team, Product

marketing documentation & presentation for sales team, Implementation of

product, Deployment across networks, Driving Traffic & Revenue.

Vice President / Sr. Vice President

Technology Design & Development

Participate in the evolution of product concepts & designs, Streamline

software development processes , Recruit & mentor technologists in various

product groups, Guide technical leads in achieving their technical goals

associated with their product lines, Establish process for sharing of technical


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associated with their product lines, Establish process for sharing of technical

resources/IP/etc between product teams , Provide guidance to network

operations team

Business Analyst / System Analyst Planning and Design

Requirement Analysis, Scope document, Work Breakdown Structure

Document, Assisting Business Development team in understanding technical

aspects of client's requirements, Technical Design Documents of finalized

projects, Understand client requirements, design high level Internet

applications, coding and testing; Independently handle client communication

and manage client expectation in terms of schedule and quality

Solutions Architect / Tech

Architect/System Architect Planning and Design

To analyze the customer's business requirements and suggest solutions, To

handle change requests related to the solutions, Knowledge Transfer to the

local Solution managers/ Architects, Secure the function and technical quality

of deliveries (solution binder) in customer contracts/projects, Guard and/or

handle change requests and the consequences of such requests for

delivered offers and/or ordered deliveries.

Team Lead - Solutions Architect Planning and Design

Mentor and assist the team in analysing, designing, coding, testing,

debugging and documenting solutions, Provide technical leadership for

firmware development. Manage team for career development, work load

leveling, technical mentoring and training.

Software Developer / Engineer /Programmer Development & Integration

Responsible for System Study, Software Design, Software Development,Implementation, Testing, Trouble Shooting

Team Lead / Tech Lead/Project Lead /

Project Manager Development & Integration

Manage and execute assigned project or subproject in a large program,

Understand all aspects of client requirements, Use project management

methodologies, quality standards and technical concepts to execute a project

to the full satisfaction of the client, Understand client requirements and work


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, q

with designers and developers, Manage a team of people, Ensure project

completion in timely manner while utilizing resources as per budgetprovisions, Give periodic status reports as required, to keep management

and client in synch with project progress

Engineer Quality

Controlling quality in all areas, handling customer complaints, assisting in

development activities, implementing quality systems, Quality auditing, etc

Manager Quality

Undertake Strategic projects and initiatives to meet & exceed customer

SLA's, Act as a technical expert, coaching and mentoring Process Owners

and Team Members, Conduct training sessions for; Map Business

Processes & Identifying Improvement Opportunities; Drive continuous

improvements, Develop, implement, monitor and report on quality and

reliability goals, internal and customer-facing metrics, Develop and support

technology solutions to support process quality and re-engineering efforts,

Develop Systems and Structures for New Processes and improve current

processes


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Published By:Dr. Subho Ray, President, on behalf of Internet and Mobile Association of India,406, Ready Money Terrace, 167, Dr. Annie Besant Road, Worli, Mumbai 18

For details, please contact:Mr. Gaurav Chopra, IAMAI,[email protected] Mr. Kalpesh Vohra, Ma Foi,[email protected]