Total Rewards Survey

Project Overview

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This document is the property of Watson Wyatt. It contains
CONFIDENTIAL and PROPRIETARY information of Watson
Wyatt and is not to be disclosed outside your organization.
Any use or reproduction made of this document, in whole or in
part, other than for evaluation purposes is strictly prohibited
without the express prior written consent of Watson Wyatt.

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About Watson Wyatt Background

• A Human Resources Management consulting firm

• Global firm with
– Over 6,400 employees,
– More than 90 offices,
– Over 30 countries
• The world’s biggest Compensation and Benefits consulting
firm (Asiaweek, 17 March 2000)
• A global alliance between U.S.-based (Watson Wyatt &
Company) and European-based (Watson Wyatt LLP.)
• Operated in Asia-Pacific since 1969 (over 30 years)
• Operated in Thailand since 1997

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About Watson Wyatt Background

Watson Wyatt Network

28 offices
6 offices
in Europe
in Canada

48 offices
in the U.S.

2 offices 13 offices in the

6 offices in Africa Asia-Pacific Region
in Latin America/Caribbean

More than 6,300 associates in 100 offices worldwide

Amsterdam Bristol Dublin Kingston Manila New York Rochelle Park Singapore Washington
Atlanta Brussels Düsseldorf Kuala Lumpur Marlborough Norcross Rom Sri Lanka Wellington
Auckland Buenos Aires Edinburgh Lake Oswego Melbourne Ottawa San Diego Stamford Welwyn
Bangkok Calgary Grand Rapids Leeds Memphis Paris San Francisco St. Louis Zürich
Barbados Charlotte Hartford Lissabon Mexico City Peking San Juan Stockholm
Barcelona Chicago Hong Kong Little Falls Miami Philadelphia Santa Clara Stuttgart
Beaverton Cleveland Honolulu London Minneapolis Phoenix São Paulo Sydney
Bethesda Columbus Houston Los Angeles Montreal Portland Scottsdale Taipeh
Birmingham Dallas Irvine Madrid Mumbai Redhill Seattle Tokio
Bogota Denver Jakarta Milano Munich Reigate Seoul Toronto
Boston Detroit Johannesburg Manchester New Dehli Richmond Shanghai Vancouver

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About the Survey

This material provides one of our services, the Total Rewards

Survey. Watson Wyatt’s Total Rewards Survey is a survey of
compensation and benefits covering major companies in the
market. The output is a comprehensive analysis of remuneration
levels among leading national and multi-national companies in
Thailand.

The study covers a wide range of benchmarks, from Chief

Executive down to entry level clerk across a broad spectrum
of job families. All remuneration items including salaries,
allowances, bonuses, incentives, benefits and conditions of
service will be collected and analyzed.

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Do These Thoughts Flow Through Your Minds?

“Our costs are out of control!”

“We want to be an employer of choice!”

“How do we stop our best people from leaving?”

“How do we protect our human and intellectual

capital?”

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Survey Objectives

When it comes to attracting and retaining top talents, there has

never been a more important time to know the remuneration
market.

This survey will enable Watson Wyatt:

• To conduct an in depth analysis of compensation levels across
a wide range of job families
• To understand the kinds of employment policies applying to
these levels
• To provide a comprehensive report to survey participants

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Survey Process

The survey process contains four (4) main steps as picture

below illustrated:

Discover Invent Deliver

Survey
SurveyPlanning
Planning Job
JobMatching
Matching&& Data
DataValidation
Validation&& Report
Report
&&Participation
Participation Data
DataCollection
Collection Analyses
Analyses Generation
Generation

• Client receives • Client performs • Consultant will • Client receives

survey job matching check for the report
information and process by consistency and
accepts using completion of
participation benchmark job survey data.
descriptions
• Client receives • Consultant will
survey kit to • Client begins follow-up in
start the next survey data order to clarify
survey steps entry data, if
necessary.

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Survey Process – Survey Planning & Participation

Activities
Survey Planning Job Matching & Data Validation & Report
&Survey Planning
Participation Job Collection
Data Matching & Data Validation &
Analyses Report
Generation
& Participation Data Collection Analyses Generation

•Client receives •Client performs job •Consultant will •Client receives

survey information matching process by check for the report

• Invite participating companies and accepts

participation
•Client receives
using benchmark job
descriptions
•Client begins survey
consistency and
completion of survey
data.
survey kit to start the data entry •Consultant will

• Determine survey parameters

next survey steps follow-up in order to
clarify data, if
necessary.

• Kick-off Meeting
• Distribute survey kit to participants

Purpose
• To review and finalize survey parameters / methodology
• To gather enough participation for meaningful results

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Survey Process – Job Matching & Data Collection

Activities
Survey Planning Job Matching & Data Validation & Report
&Survey Planning
Participation Job Collection
Data Matching & Data Validation &
Analyses Report
Generation
& Participation Data Collection Analyses Generation

•Client receives •Client performs job •Consultant will •Client receives

survey information matching process by check for the report

• Benchmark jobs and accepts

participation
•Client receives
using benchmark job
descriptions
•Client begins survey
consistency and
completion of survey
data.
survey kit to start the data entry •Consultant will

• Provide the pertinent information

next survey steps follow-up in order to
clarify data, if
necessary.

• Complete questionnaires
• Submit responses on or before deadline

Purpose
• To ensure ‘apples-to-apples’ comparison among positions
• To gather remuneration data

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 Sample Job Description

Benchmark Typical Reporting Relationship

Minimum Minimum
Job Family Title Common Duties and Responsibilities
Education Experience
Job Code Supervisor Subordinate

Human Head of Responsible for the overall direction Chief Function Degree 15 years
Resources Human and control of all Human Resources Executive Managers of Holder with 8
General Resources services in a medium & large company Officer up to 5 years at
HRGE17 such as recruitment and selection, areas (C&B, managem
training and development, Recruiting, ent level
compensation and benefits, and HR Gen.,
employee services and industrial Employee
relations in several countries. Also Relations,
responsible for general administration Training)
and office management. Serves as part
of the management team and has
significant involvement in planning for
broad issues affecting the business.
Human Has full responsibility for one or more of Chief Human Degree 10 years
Resources the following Human Resources Executive Resources Holder of relevant
Manager services: recruitment and selection, Officer/ Specialist experience
HRGE14 compensation and benefits, employee Head of and/or
services, manpower planning and Human below
industrial relations. Plays a key role in Resources
the formulation of company policies and
procedures for senior management
decision.

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Survey Process – Job Matching

Match Company positions as many as possible by using Watson

Wyatt’s benchmark jobs in “Job Description Manual”
• Benchmark is underpinned by Watson Wyatt
Global Grading SystemTM (GGS)
¾ Functional Knowledge
¾ Business Expertise
¾ Leadership
¾ Problem Solving
¾ Nature of Impact
¾ Area of Impact
¾ Interpersonal Skills

The GGS is a tool to benchmark jobs to Watson Wyatt Global Grades

Global Grades underpin Watson Wyatt salary surveys worldwide
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Sample Remuneration Data Collected

Cash Component Benefits and Perquisites

• Basic Salary • Working Hours
• Guaranteed/ Fixed Bonus • Leave Arrangement
• Fixed Cash Allowances • Medical Program
• Work Related Allowances • Life Insurance Program
• Variable Bonus • Retirement Plan
• Incentives • Incentive Scheme
• Others • Loan Arrangement
• Company Car Program
• Club Membership
• Stock Plan
• Others

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Survey Process – Data Validation & Analyses

Activities
Survey Planning Job Matching & Data Validation & Report
&Survey Planning
Participation Job Collection
Data Matching & Data Validation &
Analyses Report
Generation
& Participation Data Collection Analyses Generation

•Client receives •Client performs job •Consultant will •Client receives

survey information matching process by check for the report

• Analyze survey responses and accepts

participation
•Client receives
using benchmark job
descriptions
•Client begins survey
consistency and
completion of survey
data.
survey kit to start the data entry •Consultant will
next survey steps follow-up in order to

• Process and consolidate survey clarify data, if

necessary.

responses into statistically relevant

data

Purpose
• To ensure accuracy of results
• To seek clarification on ‘questionable’ data

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Survey Process – Report Generation

Activities
Survey Planning Job Matching & Data Validation & Report
&Survey Planning
Participation Job Collection
Data Matching & Data Validation &
Analyses Report
Generation
& Participation Data Collection Analyses Generation

•Client receives •Client performs job •Consultant will •Client receives

survey information matching process by check for the report

• Produce survey reports and accepts

participation
•Client receives
using benchmark job
descriptions
•Client begins survey
consistency and
completion of survey
data.
survey kit to start the data entry •Consultant will
next survey steps follow-up in order to

• Distribute reports to survey clarify data, if

necessary.

participants
• Conduct survey finding presentation

Purpose
• To ensure that survey results are understood by all participants
• To answer all questions related to survey results

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Report Outlook

There will be three (3) major sections in report as follows:

I Executive Summary – highlights of the study
- Regression Analysis
- Total Cash Compensation Breakdown
II Survey Results – comprehensive information
- Industry Statistics
- Company Average vs. Market Data
- Incumbent vs. Market Data
III Survey Results – Qualitative Benefit Report
- Benefits Analysis Report
IV Appendix – definition of terms

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 Sample
Sample only
only
Regression Analysis
Competitiveness Analysis by WW Grade 4,500,000
Annual Basic Salary
Reference Date: July 1, 200X 4,000,000
Company XXX
3,500,000

3,000,000
Actual
P25 2,500,000
P50
P75 2,000,000
P90

1,500,000

1,000,000

500,000

0
4 5 6 7 8 9 10 11 12 13 14 15 16 17

WW Grade

4 5 6 7 8 9 10 11 12 13 14 15 16 17
WW Grade
Actual 95,000 90,500 140,000 192,000 227,480 245,680 385,680 495,060 566,000 976,000 1,462,000 2,400,000
P25 84,731 102,624 124,296 150,544 182,335 220,839 267,475 323,959 392,371 475,229 807,032 1,119,634 1,553,322 2,154,998
P50 123,252 147,806 177,252 212,564 254,910 305,693 366,593 439,625 527,206 632,235 997,696 1,410,741 1,994,786 2,820,625
P75 168,399 202,103 242,553 291,099 349,362 419,285 503,203 603,917 724,789 869,852 1,245,484 1,761,420 2,491,080 3,522,998
P90 214,818 258,415 310,861 373,951 449,846 541,143 650,969 783,085 942,014 1,133,198 1,604,279 2,164,032 2,919,090 3,937,597

Ratio to Market = Company Value/Market Value

4 5 6 7 8 9 10 11 12 13 14 15 16 17
P50 77.1% - 51.1% 65.9% 75.3% 74.4% 67.0% 87.7% 93.9% 89.5% 97.8% - 73.3% 85.1%
P75 56.4% - 37.3% 48.1% 55.0% 54.3% 48.8% 63.9% 68.3% 65.1% 78.4% - 58.7% 68.1%
P90 44.2% - 29.1% 37.4% 42.7% 42.0% 37.7% 49.3% 52.6% 49.9% 60.8% - 50.1% 61.0%

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 Sample
Sample only
only
Total Cash Compensation Breakdown

Fixed and
Fixed and Variable and
Guaranteed Work Related
Item Basic Salary Guaranteed Discretionary
Cash Allowance
Bonuses Bonuses
Allowances

By Job Family:

Account Management 79.8% 3.1% 1.1% 10.2% 5.8%

After Sales Services 81.7% 5.9% 0.0% 11.2% 1.1%

Customer Relations 87.4% 0.0% 0.0% 7.8% 4.8%

Distribution 87.8% 1.1% 0.8% 9.5% 0.8%

Environmental Health & Safety 87.7% 5.6% 0.0% 6.6% 0.1%

Finance & Accounting 84.1% 4.9% 0.1% 9.5% 1.4%

General Corporate Planning 86.0% 7.1% 0.0% 5.6% 1.4%

General Management 79.6% 1.2% 2.6% 14.3% 2.3%

General Marketing 83.8% 2.6% 3.4% 7.8% 2.4%

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 Sample
Sample only
only
Industry Statistics Percent of
incumbents that
receive such an
item of either cash
or benefits to
employees.

19
 Sample
Sample only
only
Company Average VS. Market
Percent of
companies that
provide such an
item of cash for
employees.

20
 Sample
Sample only
only
Incumbent VS. Market

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 Sample
Sample only
only
Sample of Benefits Analysis Report

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Value of Participation

• Extensive Database of Quality Participants

• Cross Market and Industry Comparability
• Vertical Market Responsiveness
• Value-added Service
• Absolute Security and Confidence

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About GGS

• Watson Wyatt Job Evaluation methodology streamlined for

simplicity and speed
• 3-step process:
1 Scope the Business People &
Reward Philosophy
2 Band the Job
3 Grade the Job

Integrated $
Competency & Integrated Grading /
Performance HR Levelling
Management Management 1 2 3 4

Market-Based
Compensation Systems

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Grading Steps
1 Scope the Business
Scope the business: 2 Band the Job
• Business Size and Complexity 3 Grade the Job
• Organisation Size and Complexity

S ST.
CEO

'ROLE' CONTRIBUTES (THROUGH)

TASKS SKILLS EXPERTISE LEADERSHIP BUSINESS ST.

CEO
1 2 3 4 5BS
BAND

GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

18 19 20
MANAGEMENT

TOP
TOP
MANAGEMENT
CAREER

MANAGEMENT

MIDDLE
MIDDLE
MANAGEMENT
MANAGEMENT

SUPERVISOR
SUPERVISOR

ENT
MENT
1 2 3T 4T

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

SENIOR
SENIOR
PROFESSIONAL
PROFESSIONAL

PROFESSIONAL
PROFESSIONAL
PROFESSIONAL
CAREER

TECHNICIAN
TECHNICIAN

SrSrCLERICAL
CLERICAL
/ /ADMIN
ADMIN

CLERICAL/
CLERICAL/ADMIN
ADMIN

ANCILLARY
ANCILLARY

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 Grading Steps (Cont.)
1 Scope the Business
Band the Job: 2 Band the Job
• Decision Tree 3 Grade the Job
• 2 to 5 questions on the nature of the contribution of
the job to the Business
Example
Is managing people a 'ROLE' CONTRIBUTES (THROUGH)

focus? TASKS SKILLS EXPERTISE LEADERSHIP BUSINESS ST.

CEO
1 2 3 4 5BS
BAND

YES GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

Manage professionals
MANAGEMENT

TOP
TOP
MANAGEMENT
CAREER

MANAGEMENT

or managers? MIDDLE
MIDDLE
MANAGEMENT
MANAGEMENT

SUPERVISOR
SUPERVISOR

YES 1 2 3T 4T

Set / significantly 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

influence business
SENIOR
SENIOR
PROFESSIONAL
PROFESSIONAL

PROFESSIONAL

strategy?
PROFESSIONAL
PROFESSIONAL
CAREER

TECHNICIAN
TECHNICIAN

NO SrSrCLERICAL
CLERICAL
/ /ADMIN
ADMIN

CLERICAL/
CLERICAL/ADMIN
ADMIN

ANCILLARY
ANCILLARY

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 Grading Steps (Cont.)
1 Scope the Business
Grade the Job: 2 Band the Job
• 7 generic evaluation factors 3 Grade the Job
• Up to 4 level descriptors per factor

7 Factors
¾ Functional Knowledge 'ROLE' CONTRIBUTES (THROUGH)

TASKS SKILLS EXPERTISE LEADERSHIP BUSINESS ST.

¾ Business Expertise

CEO
1 2 3 4 5BS
BAND

GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

¾ Leadership
¾ Problem Solving
MANAGEMENT

TOP
TOP
MANAGEMENT
CAREER

MANAGEMENT

MIDDLE

¾ Nature of Impact
MIDDLE
MANAGEMENT
MANAGEMENT

SUPERVISOR
SUPERVISOR

¾ Area of Impact 1 2 3T 4T

¾ Interpersonal Skills 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

SENIOR
SENIOR
PROFESSIONAL
PROFESSIONAL

PROFESSIONAL
PROFESSIONAL
PROFESSIONAL
CAREER

TECHNICIAN
TECHNICIAN

SrSrCLERICAL
CLERICAL
/ /ADMIN
ADMIN

CLERICAL/
CLERICAL/ADMIN
ADMIN

ANCILLARY
ANCILLARY

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Contact Us

For more information, please contact us at:

Watson Wyatt (Thailand) Limited

6th Floor Gaysorn Place
999 Ploenchit Road
Pathumwan Bangkok 10330
THAILAND

Tel no. : 66-(0)-2656-1470

Fax no. : 66-(0)-2656-1469

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