Attracting and retaining the right talent has been an issue with most organizations in Asia. Organizations are acutely aware that winning business strategies in this environment are driven by people. Hence, they are increasingly encouraging and managing their workforce to make a positive impact on productivity, engagement, innovation – and business results.

Hewitt’s report ‘Managing Compensation in Asia’ 2008 links the economic trends to the current talent market; profiling the new-age employees and detailing out their talent needs. The report further highlights the compensation trends and issues in Asia, current pay practices and new and evolving practices of leading organizations. Crafted from face to face interviews with HR professionals in the region, this report uniquely links data driven insights with real time experiences, in an attempt to draft the road map for compensation in the future.

The report contains:

• Booming Economy and New Talent Intrigues in Asia: Market forces and dynamics continue to influence the talent market in Asia. Understand what these drivers are and how they are adding to the chaos in the new ‘War for Talent’.
• Compensation – No Longer a Hygiene Factor: Insights on the compensation environment in Asia, the growing importance of compensation in the new employee deal and the key challenges faced by compensation professionals in managing the same. New compensation beliefs that are differentiating the best from the rest.
• Pay Practices: Factors determining pay decisions, contemporary pay trends and market practices in Asia. Learn about how organizations are managing pay -Salary increases, budgets, salary structures, market reviews and benchmarking practices.
• Special Spotlight:
  • Non – TCM participants: USD 2,000
  • Local Market TCM participants: USD 1,500
  • Regional TCM participants/companies that provide cash and long-term incentive data in five or more markets: USD 1,000
  • Regional TCM participants/companies that purchase TCM reports in five or more markets: Free

  For further information, contact Nishchae Suri.