Transcript
Pre-Survey Deck – Hi Tech H2 2012 20 MARCH 2012
Hi-Tech Survey Features •
Adopts a consistent survey methodology, position coverage & reporting format across Asia Pacific
•
Designed to meet needs of all industry sectors including: hardware, telecommunications, software, consulting / professional services, BPO, SSO
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Provides comprehensive coverage of positions
•
Framework designed to be flexible, enabling all organizations to match roles
•
Rolling database (data stays in our database for 12 months)
•
Bi-annual reports (January and July) for all locations in Asia Pacific – China & India: Additional release in October
•
Submission of data required only after salary review
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Hi-Tech Survey Features Peer Cuts report • Minimum of 10 companies are required • Masking Criteria - Minimum data requirements for reporting:
No. of
No. of
Incumbents
Organizations
10
5
5
5
50 Percentile (Median)
4
4
Mean / Average
3
3
Custom Percentiles th
th
25 or 75 Percentile th
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Hi Tech Survey - Job Matching Principles • Familiarise yourself with the job functions & sub-functions • Understand the career level definitions (what is meant by each career level) • Apply accurately the job matching criteria (sizing criteria) to your Head of Organization positions (to set the maximum career levels appropriate for your organization). This will ensure external relativity with accurate and consistent matching outcomes across different organizations • Determine the career levels for your Functional Management positions relative to the relevant Head of Organization positions • Maintain internal consistency amongst your organization grading / levelling structure and the Mercer career level framework
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Hi-Tech Survey Framework The survey covers a total of 28 functions or 154 sub-functions. Technical Functions
Sales & Marketing
Support Functions
Others
1
Application Development
Marketing
Administration
Call Centre
2
Consulting
Sales
Corporate Affairs
Data Centre
3
Engineering
Post Sales (customer) Support
Finance & Accounting
Back – end Processing Operations
4
IT Outsourcing
Sales Operations
Human Resources
Training
5
Interactive & Digital Media
Project Management
6
Internet / E-commerce
IT – Internal support, Admin & Management
7
Manufacturing / Production & Assembly
Supply & Logistics
8
Quality
Remote/Offshore Infrastructure Support
9
Research & Development
10
Telecommunications / Network
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Hi-Tech Survey Framework Three Career Streams with Multiple Career Levels Management • Roles with people management / supervisory responsibility. This ranges from Team Leader to Head of Organization. Individual Professional • Roles without people management /supervisory responsibility. However individual may provide mentoring and coaching to less experienced staff. Tends to require a degree, full trade qualification or equivalent Para-Professional • Roles which tend to be unskilled or semi-skilled with no supervisory requirement.
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Hi-Tech Survey Framework Career Streams Management
Individual Professional
Para-Professional
M7: “Management Level 7” M6: “Management Level 6” I6: Preeminent M5: “Management Level 5”
Career Levels
M4: “Management Level 4”
I5: Expert
M3: “Management Level 3” (Manager)
I4: Specialist
M2: “Management Level 2” (Supervisor)
I3: Senior
M1: “Management Level 1” (Team Leader)
I2: Experienced I1: Entry
P3: Senior P2: Experienced
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Job Matching Process and Methodology
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Job Matching Process Steps • Step 1: Refer to Survey Reference Guide 2012 to obtain a clear understanding of the survey methodology. • Step 2: Identify all the Head of Organization positions in your company, their scope of responsibility, and the revenue target / operating budget for each position. Indentify the relevant organization type and industry sector. • Step 3: Determine the appropriate Career Levels of your Head of Organization positions using the relevant job sizing criteria table. • Step 4: Determine the Career Levels of your Functional Management positions (based on relativity to the relevant Head of Organization positions). • Step 5: Follow the Hi-Tech Survey career level position description framework to assist in the job matching of all other positions. • Step 6: Apply your organization’s grading / career level correlation consistently within your company and across all locations where you are participating.
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Job Matching Methodology Job Coding
84.015.34 Mercer Position Code
Career Stream: 1 = Para-professional 2 = Individual professional 3 = Management
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.36 = M6: “Manager Level 6” .35 = M5: “Manager Level 5” .34 = M4: “Manager Level 4” .33 = M3: “Manager Level 3” .32 = M2: “Manager Level 2” .31 = M1: “Manager Level 1” .26 = Preeminent .25 = Expert .24 = Specialist .23 = Senior .22 = Experienced .21 = Entry .13 = Senior .12 = Experienced .11 = Entry
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Matching Guideline Sizing Criteria for Head of Organisation • This criteria refers to “position revenue target” , therefore the criteria refers to revenue responsibility of the head of organisation. POSITION RESPONSIBILITY:
Large
Medium
Small
Management Career Level
M7
M6
M5
Position Code
10.110.37
10.110.36
10.110.35
ORGANISATION TYPE: Sales
CRITERIA: Position Revenue Target
Hardware / Telco
> USD 600 million
USD 100 - 600 million < USD 100 million
Software
> USD 300 million
USD 100 - 300 million < USD 100 million
Consulting / Professional Services
> USD 200 million
USD 50 - 200 million
ORGANISATION TYPE: Non-sales
< USD 50 million
CRITERIA: Operating Budget
Manufacturing / Hardware R&D / Semicon
> USD 300 million
USD 50 - 300 million
< USD 50 million
Software R&D
> USD 150 million
USD 50 - 150 million
< USD 50 million
Business Process Outsourcing (BPO)
> USD 100 million
USD 25 - 100 million
< USD 25 million
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Management Career Stream Responsibility
Leads the organisation to develop, implement and achieve its mission, vision and goals. Monitors achievement of operational/financial results and the organization's growth/diversification.
Impact
Reporting Structure
Geographic Scope
Experience
Career Levels
Typical Titles
APAC President, CEO, MD, M7, M6, M5 SVP, VP or Head of Business
Defines the longterm strategic direction of the organisation.
The most senior executive position; Multi Regional, may be head of line Regional of business or geography.
Leads, directs and manages a particular function within the Function Head organisation. Typically is responsible for two or more sub-functions within the organisation.
Formulates and implements business strategies that have a longterm impact on the organisation.
Most senior role within the functional Regional, Sub group; typically Regional reports to Head of Organization.
> 18 years
M6, M5
APAC Head of Finance, Head of Marketing, IT, HR etc.
Designs, develops and implements operating Sub Function policies, strategies and Head tactics for a single subfunction.
Provides medium to long-term tactical direction and operational oversight.
Reports to Function Head; typically has Sub Regional, M3/M4 and/or I4/I5 Country reporting to it.
> 15 years
M5
Head of Tax, Accounting, C&B etc.
Head of Organization
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Typical Organisation Structure Software company with regional revenue of more than US$ 500m Sizing criteria for Head of Organisation Position responsibility
Software (Org type = sales)
Large (M7)
> USD 300m
Medium (M6)
USD 100m – 300m
Small (M5)
< USD 100m
Head of Org M7
Head of Org M6
Head of Org M5
President Asia Pacific (Revenue > USD 500m)
Head of Org (M7) Meet revenue size for “large responsibility” Make decisions that will influence and impact the entire region and might influence global decisions too. Senior management staff reporting to incumbent.
General Manager Sub-Reg (Revenue = USD 310m) General Manager Country (Revenue = USD 100m) General Manager Country (Revenue < USD 50 m)
Finance SVP Asia Pacific
HR SVP Asia Pacific
Marketing SVP Asia Pacific
Functional Management (M6) • Lead, direct and manage a particular function. • Formulate and implement long and medium business strategies with medium to long term impact. • Responsible for 2 or more sub-functions within org.
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Typical Organisation Structure Software company with regional revenue of US$ 200m Sizing criteria for Head of Organisation Position responsibility
Software (Org type = sales)
Large (M7)
> USD 300m
Medium (M6)
USD 100m – 300m
Small (M5)
< USD 100m
Head of Org M6
Head of Org M5
President Asia Pacific (Revenue = USD 200m)
Head of Org (M6) Meet revenue size for “Medium responsibility” Make decisions that will influence and impact the entire region and might influence global decisions too. Senior management staff reporting to incumbent.
General Manager Sub-Reg (Revenue = USD 120m) General Manager Country (Revenue < USD 90 m)
Finance SVP Asia Pacific
HR SVP Asia Pacific
Marketing SVP Asia Pacific
Cascading Functional Management (M5)
Effect
• Lead, direct and manage a particular function. • Formulate and implement long and medium business strategies with medium to long term impact. • Responsible for 2 or more sub-functions within org. MERCER
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Management Career Stream Career Levels
Responsibility
M4
Manages within a nominated sub-function or related sub-functions; tactical role which provides a marked contribution to defining the direction for new products, processes, standards or operational plans based upon business strategy; involved in developing strategies
M3
Manages teams with focus on policy & strategy implementation and control rather than development; short term operational/tactical responsibilities; may have involvement in regional projects, but as a team member rather than project leader
M2
Leads a team through application of deep knowledge Operational role of one job area or broad knowledge of several job with immediate areas; operational role, responsible for setting objectives and delivering results; typically requires a impact degree or comparable experience and acumen.
Reports to Manager at M3 or M4; first level manager of a team that could Single Country comprise professionals, technical and/or administrative staff.
M1
Leads a team through application of deep knowledge of one job area or broad knowledge of several job Operational role areas; operational role, responsible for setting with immediate objectives and delivering results; typically requires impact relevant training certificate or basic trade qualifications
Reports to Manager at M3 or M4; first level manager Single Country of a team that comprises para-professionals
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Impact
Reporting Structure
Geographic Scope
Experience
Typical Titles
Significant mid term impact on business unit overall results.
Reports to either SubFunction Heads or Single Country, Function Heads; provides Small Sub third level of Region management to a group of one or more teams
> 12 years
Country HR Manager, Finance Manager South East Asia
Impact of decisions made is short-term in nature and restricted to a single country
Reports to either level M5 or level M4 Manager; provides second level of Single Country management to a group of one or more teams
> 10 years
HR Manager, Finance Manager
> 8 years
Customer Service Supervisor, Administration Manager
> 5 years
Technical Team Leader, Call Centre Team Leader
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Individual Professional Career Stream Career Levels
Responsibility
I6
Acknowledged as a thought leader and expert in the field of specialization within the industry, at a national and international level, both within and outside the organization; speaks at national and international forums.
Leading authority in the field of expertise and the final point Global, Multi of consultation in the most Region complex problems.
> 15 years
Fellow, Principal, Scientist
I5
An acknowledged expert in their field, both within and outside the organization, when compared amongst the largest and highest profile of your competitors; identifies and resolves technical or business issues which have impact that is company wide and long term in nature
Has capability to make breakthroughs in thought, theory or practice that has the Regional, Sub impact of delivering innovation Regional that creates competitive advantage for your organisation.
> 12 years
Principal Consultant
I4
Most experienced and knowledgeable resource in their field of expertise within your organisation; ability to execute highly complex or specialized projects; adapts precedent and may make significant departures from traditional approaches.
Able to represent your organisation externally on specialised matters with customers with a level of Sub Regional authority that would distinguish your organisation as a thought or technology leader in the industry.
> 10 years
Chief Engineer, Chief Accountant
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Skill
Geographic Scope
Experience
Typical Titles
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Individual Professional Career Stream Career Levels
Responsibility
I3
Regularly leads important projects by applying established standards; knowledge base acquired from several years of experience in particular area; operational role, responsible for delivering results that have direct impact on the job area or a wider operational area.
Provides experienced project team members with instruction, guidance and advice in all aspects of the project to ensure delivery of quality outcomes
Single Country
> 6-8 years
Senior Research Officer, Senior Systems Analyst, Senior Engineer
I2
Significant previous work experience to allow them to apply their knowledge efficiently and work productively under limited supervision; operational role, participates in important projects or activities as a full contributing team member
Well developed skills and knowledge that allows them to adapt to effectively deal with Single Country unfamiliar issues, challenges and problems within their field of specialization
> 4-5 years
Engineer, HR Officer
I1
Entry level position, works under close supervision; checks for problems in existing systems and modifies work processes following defined procedures; operational role responsible for achieving day-to-day objectives
Able to apply broad knowledge of one professional discipline or advanced knowledge of specific technical/operational practices
Limited to no prior work experience
Graduate Engineer, Business Analyst
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Skill
Geographic Scope
Single Country
Experience
Typical Titles
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Para-Professional Career Stream Career Levels
Responsibility
Skill
Geographic Scope
P3
Identifies problems and adapts/enhances working methods in own role following a broad framework; third level position requiring extensive experience; works independently; may coach other paraprofessional roles.
Possesses broad or advanced knowledge within a Sub Regional, specialised discipline of commercial, technical, trades Single Country or office operations; diploma or certificate holder.
P2
Checks and corrects problems that are not immediately evident in existing systems or processes; second level position requiring some experience; works under limited supervision.
Possesses specialised knowledge of specific Single Country commercial, technical, trades or office operations areas.
P1
Makes minor changes and checks for problems in existing techniques, procedures, services or products by following defined procedures/processes; entry level position requiring no prior experience; works under close supervision.
Possesses basic knowledge of specific commercial, technical, trades or office Single Country operations areas requiring minimal or no post-school qualifications
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Experience
Typical Titles
> 3 years
Senior Technical Officer, Senior Payroll Specialist
1 to 3 years
Administration Assistant, Payroll Officer, Technical Officer
< 1 year
Office Assistant, Data Entry Clerk, Cleaner
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Job Matching illustration To find a match for Web Content Specialist 1. Identify relevant function 2. Identify relevant sub-function
Internet / E-Commerce Career Level
Web Operations Management
Web Content
Web Design
Web Security
N/A
N/A
N/A
M5
67.113.35 Head of Web Operations Management
M4
67.113.34 Web Operations Management - Senior Manager
67.425.34 Web Content - Senior 67.566.34 Web Design - Senior Manager Manager
67.123.34 Web Security - Senior Manager
67.113.33 Web Operations Management - Manager 67.113.32 Web Operations Management - Supervisor
67.425.33 Web Content Manager 67.425.32 Web Content Supervisor
67.566.33 Web Design Manager 67.566.32 Web Design Supervisor
67.123.33 Web Security Manager 67.123.32 Web Security Supervisor
67.113.31 Web Operations Management - Team Leader
67.425.31 Web Content - Team Leader
67.566.31 Web Design - Team Leader
67.123.31 Web Security - Team Leader
67.515.26 Web Design Preeminent
67.124.26 Web Security Preeminent
M3 M2 M1
I6 I5 I4 I3 I2 I1 MERCER
67.114.26 Web Operations Management - Preeminent 67.115.25 Web Operations Management - Expert 67.116.24 Web Operations Management - Specialist 67.117.23 Web Operations Management - Senior 67.118.22 Web Operations Management - Experienced 67.119.21 Web Operations Management - Entry
N/A
67.405.25 Web Content - Expert 67.515.25 Design - Expert Web level Security - Expert 3. Zoom to Web appropriate career67.125.25 stream and 67.406.24 Web Content Specialist
67.515.24 Web Design Specialist
67.126.24 Web Security Specialist
67.407.23 Web Content - Senior 67.515.23 Web Design - Senior
67.127.23 Web Security - Senior
67.408.22 Web Content Experienced
67.515.22 Web Design Experienced
67.128.22 Web Security Experienced
67.409.21 Web Content - Entry
67.515.21 Web Design - Entry
67.129.21 Web Security - Entry
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Job Matching Correlation Table: Mercer Career Levels to Company Grades Example: Company A Career Level
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Internal Grade
Typical Positions
M7
Level 12 & 13
VP & Sr. VP
M6
Level 10 & 11
Director & Sr. Director
M5
Level 9
Sr. Manager
M4
Level 8
Manager
M3
Level 7
Section Manager
M2
Level 6
Supervisor
M1
Level 5
Lead
• Organization chart
I6
Level 10 & 11
Sr. Engineer
• Job description
I5
Level 9
Engineer
I4
Level 7 & 8
Engineer IV
I3
Level 6
Engineer III
I2
Level 5
Engineer II
I1
Level 4
Engineer I
P3
Level 4 & 5
Sr. Technician; Support Staff
P2
Level 2 & 3
Technician I & II; Support Staff
P1
Level 1
Jr. Technician; Support Staff
Mercer can work with you to develop this correlation table
Information required:
• Internal grade
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Job Matching Methodology Some notes on the career levels… • While high tech companies often use a career level framework internally, the survey career framework will not align perfectly with yours, will be a 80% of a match; • The survey definitions for each level can be found in Part B of the Survey Reference Guide • These definitions should be used consistently as a tool to assist in matching
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What is New in 2012?
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What has changed?
1. Addition of functions/sub-functions – 3 new functions – 37 new sub functions 2. Reorganization of sub functions 3. Renaming of functions/sub-functions 4. Description update of sub-functions 5. Addition of I6 to sub-functions 6. DCK Updates MERCER
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1. Addition of functions/sub-functions
New functions (H1 2012)
• Engineering • Interactive & Digital Media • Telecommunications / Network
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1. Addition of functions/sub-functions Function Applications Development Corporate Affairs Engineering Information Technology - Internal Support, Administration & Management
Interactive & Digital Media
Internet / E-commerce Quality Research & Development Sales Supply & Logistics
Telecommunications/Network
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New sub functions (H1 2012)
Sub-function Cloud Computing - Software Cloud Computing - Platform Cloud Computing - Infrastructure Government Relations Firmware Engineering Systems Engineering Vendor Management Concept Design Visual Effects Games Design / Development Games Level Design Games Testing & Evaluation Games User Interface Design Web Operations Management Web Security Internet Marketing Test Engineering Hardware Product Development Software Product Development Solutions Architect - Technical Specialist Internet Sales Sourcing Network Infrastructure Deployment Network Site Acquisition Network Planning and Design Network Testing and Release Network Installation and Integration Network Operations and Maintenance Network Security Network Cost / Pricing Billings and Collections Product Development Network Partnership / Alliances OPEX (Operating Expenditure) Control
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1. Addition of functions/sub-functions
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New sub functions (H2 2012)
Function
Sub-function
Corporate Affairs
Investor Relations
Human Resources
Payroll
Human Resources
Human Resource Information System (HRIS)
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2. Reorganization of sub functions (H1 2012) Old Function Internet Services Manufacturing / Production & Assembly
Old Sub-Function Animation Audio Engineering Management Project Engineering
New Function Interactive & Digital Media Engineering
Electronic / Electrical Engineering Research & Development
Industrial Design Engineering
New Sub-Function Animation (2D/3D) Audio Effects Engineering Management Project Engineering Electronic / Electrical Engineering
Engineering
Usability Engineering
Industrial Design Engineering Usability Engineering
Research & Development
Product Reliability
Quality
Product Reliability
Quality
Test Engineering (Software)
Applications Development
Software Testing & Release
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3. Renaming of functions/sub-functions (H1 2012) Old Function Name Internet Services
New Function Name Internet/E-commerce
Function Internet/E-commerce
Quality
Sales
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Old Sub Function Name
New Sub Function Name
Web Content Design
Web Content
Operations
Web Administration & Maintenance
Failure Analysis
Reliability/Failure Analysis
Quality Engineering / Test Engineering
Quality Engineering
Regulatory Affairs / Compliance Engineering
Regulatory Compliance Engineering
Pre-Sales – Solution Architect / Technical Specialist
Pre-Sales – Solution Architect
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3. Renaming of sub-functions & broadening of scope (H2 2012)
Function
Old Sub-function Name
New Sub-function Name
Corporate Affairs
Intellectual Property (IP) / Patents
Intellectual Property (IP)
Call Centre
Technical Support (Phone) Specialists
Technical Support (Remote) Specialists
Post Sales (Customer) Support
Technical Support (Phone) Specialists
Technical Support (Remote) Specialists
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4. Description updates of sub functions e.g. Sales - Services
This group of sales professionals is responsible for selling IT-related services.
Responsible for selling IT services, solutions and maintenance services to clients. Involves in the direct sales process by managing new and existing accounts of regional, national or strategic significance. Responsible for relationship building, managing accounts and building proposals with the help of technical staff. Serves as a key point of contact between the client and the organization. Informs clients of new ITservices and solutions offerings and recommends services that suit clients’ business needs. Coordinates the preparation of bids documents and proposals. May conduct product demonstrations. Note: Examples of IT-related services – IT security, data management services etc. Typical titles include Sales Account Representative – Services.
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5. Addition of I6 to sub functions Career Streams Management
Individual Professional
Para-Professional
M7: “Management Level 7” M6: “Management Level 6” I6: Preeminent M5: “Management Level 5”
Career Levels
M4: “Management Level 4”
I5: Expert
M3: “Management Level 3” (Manager)
I4: Specialist
M2: “Management Level 2” (Supervisor)
I3: Senior
M1: “Management Level 1” (Team Leader)
I2: Experienced I1: Entry
P3: Senior P2: Experienced
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Appendix
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Job Matching Framework (Organization Type: Sales) Head of organization match drives matching of all other positions Industry sector
Position Revenue Target Criteria (“large”)
Position Revenue Target Criteria (“medium”)
Position Revenue Target Criteria (“small”)
Hardware / Telco:
Greater than US$600mil
US$100 - 600mil
Less than US$100mil
Software:
Greater than US$300mil
US$100 - 300mil
Less than US$100mil
Consulting / Professional Services:
Greater than US$200mil
US$50 - 200mil
Less than US$50mil
Career Level M7 M6 M5
Head of Organization Head of Organization Head of Organization
M4
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Job Matching Framework (Organization Type: Non-sales) Head of organization match drives matching of all other positions Industry sector
Position Operating Budget Criteria (“large”)
Position Operating Budget Criteria (“medium”)
Position Operating Budget Criteria (“small”)
Manufacturing / R&D (Hardware) / Semicon:
Greater than US$300mil
US$50 - 300mil
Less than US$50mil
R&D (Software):
Greater than US$150mil
US$50 - 150mil
Less than US$50mil
Business Process Outsourcing:
Greater than US$100mil
US$25 - 100mil
Less than US$25mil
Career Level M7 M6 M5
Head of Organization Head of Organization Head of Organization
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Mercer (Singapore) Pte Ltd (1978 02499E)
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