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:
  
  
  • Pay for Performance: In an environment of rising cost and depleting profit margins, pay for performance clearly is fast emerging as a silver bullet. A foundational understanding of the linkage between pay and performance, where merit increases fall short and where variable pay has been successful. Why variable pay plans continue to be popular but aren’t as successful in positively impacting business results.
  • Pay Communication: Organizations have been waking up to the power of pay communication for over a decade. However good the compensation plan or strategy, its success depends on the quality of your communications. The report focuses on communication practices and details out communication guidelines for the future.
  • The Four Bold Bets on Compensation of the Future: From strategy to delivery – an aligned compensation strategy, programs based on sound design principles, supported by strong data and analytics combined with flawless delivery are necessary to address future talent needs. The report identifies key themes on the future of compensation and examples of innovations being applied in leading-edge organizations today.
  • Market Overview: The section provides insightful information on key trends - economic indicators, which functions are considered ‘hot’, why employees continue to leave organizations, what engages employees and what are the most popular retention measures across markets. It also features an analysis of compensation across several pre-defined job levels in markets across Asia, highlighting absolute pay scales, compensation mix and compensation levels of heads of functions.

  Pricing Options

  The Managing Compensation in Asia 2008 report can be purchased at the following cost depending on your participation in Hewitt’s Total Compensation Measurement™ (TCM) 2008:

  • 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 Stella Hou.