Manager salaries increased by 7% in 2008, compared to 6% for non-managers
25 June 2009
Read by 4264 persons
84 companies surveyed compared to 60 in 2007, 270 positions processed, 17,000 salary data..., Diorh conducted a large-scale survey for its 2008 study.
Individual performance is the primary factor for salary increases.
In six years, compensation has increased by almost 50% for some positions.
Diorh consulting firm has just released the results of its twelfth compensation survey. For the second consecutive year, the survey was conducted with Mercer, a world leader in human resources consulting.
The survey covers 84 participating companies compared to 60 in 2007, an increase of 24 companies. It should be noted that 85% of the companies in the panel are multinationals, subsidiaries of large groups and large national groups, and above all, the elite in terms of human resources policy.
Essaïd Bellal, CEO of the firm, points out that companies, especially national ones, are increasingly participating in these surveys not only to benchmark but also to position themselves, readjust salaries and above all build a compensation strategy. In total, 270 positions were processed for 16,819 individual salary data studied, compared to 11,850 in 2007.
The services and distribution sectors (consumer products) are strongly represented with nearly 43% of the sample. It should also be noted that financial institutions (10% compared to 2% in 2007), mainly subsidiaries of large groups, are starting to participate.
"Given the fierce competition currently experienced by institutions in the sector, especially in terms of recruitment and retention, it is certain that many institutions will now pay more attention to compensation surveys," adds Mr. Bellal.
In detail, the survey shows that salaries increased by 7% for managers and 6% for non-managers.
Individual performance is the primary criterion for salary increases (99%). This is followed by company performance (67%), inflation (48%), salary position in the grid (48%), status in the company (25%), and seniority (7%).
36% of companies rely on collective agreements
The survey reveals that 36% of the companies surveyed base their compensation decisions on collective agreements and that 76% have a job benchmarking system.
For example, the annual gross salary of an HR manager is 291,054 DH; a financial manager earns 616,739 DH; an experienced buyer 262,022 DH; an EHS manager (environment, hygiene and safety) 453,311 DH; an IT project manager 342,242 DH and an executive assistant 218,445 DH.
The survey also shows that salaries have grown considerably over six years. The positions of management controller and sales team leader recorded the highest increases, with 48.2% and 43.7% respectively over this period.
Regarding starting salaries, no surprises, graduates from major foreign schools still hold the top positions with annual gross salaries of around 285,000 DH. Salaries for graduates of Moroccan public engineering schools are around 170,000 DH compared to 162,000 DH for graduates of private schools. Salaries for graduates of private business schools are around 150,000 DH.
Note that Diorh consulting firm still offers an interactive service, Paymonitor. This is a web application that provides access to the survey results, including country-specific information, quantitative data on compensation policy, tables by position, class and job family, in order to allow comparisons and verify the level of internal equity of the company...
B.H.
Published October 31, 2008
Posted online November 10, 2008
lavieeco.com
Individual performance is the primary factor for salary increases.
In six years, compensation has increased by almost 50% for some positions.
Diorh consulting firm has just released the results of its twelfth compensation survey. For the second consecutive year, the survey was conducted with Mercer, a world leader in human resources consulting.
The survey covers 84 participating companies compared to 60 in 2007, an increase of 24 companies. It should be noted that 85% of the companies in the panel are multinationals, subsidiaries of large groups and large national groups, and above all, the elite in terms of human resources policy.
Essaïd Bellal, CEO of the firm, points out that companies, especially national ones, are increasingly participating in these surveys not only to benchmark but also to position themselves, readjust salaries and above all build a compensation strategy. In total, 270 positions were processed for 16,819 individual salary data studied, compared to 11,850 in 2007.
The services and distribution sectors (consumer products) are strongly represented with nearly 43% of the sample. It should also be noted that financial institutions (10% compared to 2% in 2007), mainly subsidiaries of large groups, are starting to participate.
"Given the fierce competition currently experienced by institutions in the sector, especially in terms of recruitment and retention, it is certain that many institutions will now pay more attention to compensation surveys," adds Mr. Bellal.
In detail, the survey shows that salaries increased by 7% for managers and 6% for non-managers.
Individual performance is the primary criterion for salary increases (99%). This is followed by company performance (67%), inflation (48%), salary position in the grid (48%), status in the company (25%), and seniority (7%).
36% of companies rely on collective agreements
The survey reveals that 36% of the companies surveyed base their compensation decisions on collective agreements and that 76% have a job benchmarking system.
For example, the annual gross salary of an HR manager is 291,054 DH; a financial manager earns 616,739 DH; an experienced buyer 262,022 DH; an EHS manager (environment, hygiene and safety) 453,311 DH; an IT project manager 342,242 DH and an executive assistant 218,445 DH.
The survey also shows that salaries have grown considerably over six years. The positions of management controller and sales team leader recorded the highest increases, with 48.2% and 43.7% respectively over this period.
Regarding starting salaries, no surprises, graduates from major foreign schools still hold the top positions with annual gross salaries of around 285,000 DH. Salaries for graduates of Moroccan public engineering schools are around 170,000 DH compared to 162,000 DH for graduates of private schools. Salaries for graduates of private business schools are around 150,000 DH.
Note that Diorh consulting firm still offers an interactive service, Paymonitor. This is a web application that provides access to the survey results, including country-specific information, quantitative data on compensation policy, tables by position, class and job family, in order to allow comparisons and verify the level of internal equity of the company...
B.H.
Published October 31, 2008
Posted online November 10, 2008
lavieeco.com
