Proposal: Rewards Engagement

Shree Krishna Janam Bhumi Trust | August 2019

Table of Contents

1 Brief about Aon

2 Aon’s point of view

3 Approach, Methodology & Illustrations

4 Timelines & Investment

Table of Contents

1 Brief about Aon

2 Aon’s point of view

3 Approach, Methodology & Illustrations

4 Timelines & Investment

Brief About Aon
Human Capital Solutions at Aon

Retirement Consulting Consulting & Brokerage Talent

Strategy & Benchmarking Small Market Assessment and Selection
Plan Design Mid Market HR Effectiveness
Actuarial Services Large Market
Pension De-Risking Rewards
Governance Global Benefits Executive Compensation
Legal Consulting Global Broking Broad Based Compensation
Expat Consulting Sales Compensation
Investment Consulting & Solutions Compliance
Fiduciary Consulting Performance
Individual Investor Solutions Exchange Solutions Sales Force Effectiveness
Institutional Investor Solutions Active Exchange Performance Benchmarking
- Retirement Plans Retiree Health Solutions People Analytics
- Not-for-Profit Individual Exchange
- Public Sector

Bundled Retirement Solutions

Integrated Pension Administration
Aon Talent, Performance and Rewards

More than
9 million 10,000+
2,000+ colleagues records in our employee clients served by offices
with deep expertise research database across 25 countries

Globally over
50 million
50 years employees generate actionable data
on the forefront of engagement research through interaction with our solutions
 Aon Experience in Organization Effectiveness

Vision & Mission

Organization Structure
Strategy Map and
Scorecards
Manpower Optimization
PMS Audit, PMS Design &
Tech Enablement High Performance Integrated Org Strategic Workforce
Managerial Capability
Design Design Planning
Building

Organization
Effectiveness
Talent Strategy

Career and
Functional Competency HR HR Operating Model &
Talent
Design Effectiveness Structure
Management
HR Maturity Evaluation
Career Architecture (Effectiveness vs
Efficiency)

HR Processes and
Policies
Our Rewards Experience
Aon’s India Rewards Practice

Compensation
Rewards & Benefits
Strategy Benchmarking

Executive
Compensation
& Governance Job Evaluation

Our Offerings
Total
in Total
Rewards Rewards
Rewards Structure Design
Statement

Manpower
Planning
Benefits Design

Incentive Design
Credentials
Aon’s experience in Development/ NGO space

Other Organizations we have partnered with

Aga Khan Education

Confederation of Indian Industries (CII)

Standing Conference of Public Sector Enterprises (SCOPE)

Teach For India Trust

National Skill Development Council

Care India

Oxfam India

Mayo College, Ajmer

Plan International

DFID

British High Commission

Shakti Foundation

Tata Trusts
Table of Contents

1 Brief about Aon

2 Aon’s Point of View

3 Approach, Methodology & Illustrations

4 Timelines & Investment

Our Understanding of Your Context

S No Designation
Compensation Benchmarking
1 CEO

2 Supervisor (HR)
The exercise will reflect the actual market
3 Officer (Protocol)
percentiles and positioning vis-à-vis the market
4 Supervisor (Donation & VIP counter)
benchmarks
5 Accountant

6 Supervisor (Purchase and House keeping)

7 Supervisor (Purchase and House keeping, mandir work etc.

Positions to be covered 8 Supervisor (Rest House supervision)

9 Supervisor (Store Keeper, rest house etc.)

10 Steno

11 Supervisor (CCTV)
Comparators Desired
12 Cashier
List of 39 custom comparators to choose from
13 Assistant

14 Officer Maintenance.
15 Officer Electrical

16 PRO

17 OSD Purchase
People & Rewards Strategy driven by Business Strategy & Employee Priorities
Aon’s point of view

Business Results & Strategies

Business Capabilities
Delivering Business Results

People Requirements + Employee Priorities

People and Rewards Strategy

People and Rewards Strategy
74% employees rank
inequity of pay as the
Transactional Rewards top reason for leaving a
firm
Benefits
• Health

Compensation • Benefits
Welfare
• Retirement

Collective
Compensation
Individual

• Paid Time Off

continues to be the #1
Engaged Workforce rated element of an
Development Environment
• Performance
Management
• Culture and Climate organization’s
• Work Design
•Development
Learning Environment
• Flexibility
employee value
• Career Development • Affiliation proposition
• Opportunities

Relational Rewards
12
Table of Contents

1 Brief about Aon

2 Aon’s point of view

3 Approach, Methodology & Illustrations

4 Timelines & Investment

 Compensation Benchmarking Approach

By Level
Comparison of
equivalent levels
across the peer
This approach will provide a broad- group This approach provides
based benchmarking of the company benchmarking of the various
grades with the market through levels function-wise – gives an
established level equivalence By Level Function
account of functional premiums
Comparison of
equivalent levels
and discounts
within a particular
function

This approach provides the most

granular benchmarking wherein the By Key Positions
identified positions are compared with
Handpicking like
similar jobs in the market – gives an roles from the peer
account of the premiums and group
discounts seen for specific roles
(identification of hot skills, etc.)

Approach for current Study: Positions Report

Compensation Benchmarking - Scope

Ascertain pay positioning across unique roles/ positions vis-à-vis identified business
Objective
comparators by benchmarking compensation practices with prevalent market

Key Activities Deliverables / Outcomes

 Finalize the list of Positions to be benchmarked  Market Benchmark Report – Position

 Finalize the list of comparators (from Aon Database or
custom)
 Study current internal Job Levels
 Job Matching process using the Aon Career Framework
 Market data analyzed on various anchors as per
requirements – e.g. Guaranteed Cash, Total Cash, Total
Fixed Pay, Total Variable Pay, Total Cost to Company
(Minimum of five matches taken to ensure statistical validity)
 Delivery of the Final report containing position wise data
Criteria for Selection of Comparators
Survey Comparators:
Our recommendation of comparators would
depend on the following guidelines:
 Direct competitor organizations
 Organizations that you would lose talent to,
hire talent from and organizations you fail to
hire from
 Best in Class Organizations
Compensation Benchmarking - Methodology

Survey Activities Outcome

Planning

• Validation of list of • Finalization of project

comparators approach and project plan
Data
Collection
• Discussion and validation of • Finalization of data collection
Benchmark Roles instrument

• Finalization of detailed work

Data Analysis
plan with dependencies

• Finalize data requirements –

this relates to different
Report elements of pay
Delivery (cash/benefits/allowances etc.)
to be covered in the survey
Compensation Benchmarking - Methodology

Survey Activities Outcome

Planning

• Data collated in a standardized • ‘Ready-to-process’ data

manner on the validated data validated with each respective
Data collection instrument participant, for accuracy and
Collection
completeness as an additional
• Data collated separately on quality check
• Base pay
• Position – specific cash
Data Analysis allowances
• Incentives bonus/
variable/ performance
pay
Report
Delivery • The Positions that can be
reported will depend on data
availability from comparators

Data Collection will be valid in case of custom comparators (currently not available in Aon database)
Compensation Benchmarking - Methodology

Survey Activities Outcome

Planning

• Data analysis segregated by • Prelim Report generation and

Level Function outlier analysis
Data
• Minimum of four matches
Collection
taken to ensure statistical
validity
• Data analyzed on various
anchors – Base Salary, Total
Data Analysis
Cash, Total Fixed Pay, Total
Cost to Company (These
anchors can be customized as
per your requirements)
Report • Customization of statistical
Delivery analyses possible to suit the
client’s requirements
Compensation Benchmarking - Methodology

Survey Activities Outcome

Planning

• Preparation of the Total • Generation of first cut

Compensation Survey Report compensation benchmarking
Data
report
Collection
• Report to contain the following
elements • Submission of total
• Compensation compensation survey report
Terminology with market ranges and
Data Analysis
• List of Comparators comparative analysis
• Statistical Definitions
• Compensation Analysis
and Detailed data
Report findings and analysis of
Delivery the survey
Compensation Benchmarking
Sample Output – Overview of Results

Overview of Survey Results

Market analysis on various

statistical points Position Report
Figures in INR 000's per annum

Comparator
Market Sponsor Differentials (+/-)
Sponsor Positions No. of %ile

s
Media
P10 P25 P33 Median Mean P66 P75 P90 Median Positio P66 P75 P90
n
n
Chief Financial Officer 7

Head, Marketing 6
Head, Operations, Grinding
7
Unit
Supply Chain Manager 7
Assistant Manager, Health &
Safety
7 % Inc /Dec of
Sponsor’s data to
DGM, Quality Assurance 6 match the market
data
Adminitrative Assistant, HR 7

Sponsor’s data
(Median)
Sponsor’s current
Sponsor’s positions benchmarked percentile positioning
with market
Table of Contents

1 Brief about Aon

2 Aon’s point of view

3 Approach, Methodology & Illustrations

4 Timelines & Investment

Timelines & Investment

Aug Sep
S No Module Commercials
w1 w2 w3 w4 w1 w2 w3 w4

1 Survey Planning

2 Data Collection
INR 3 lacs
3 Data Analysis

4 Report Delivery

• Feasibility Assessment:
The first 2-3 weeks of the study will be a feasibility assessment period in which Aon will reach out to all desired comparators
(7 custom) to assess their participation intent
• In the event of confirmation from minimum number of participants (i.e. 4), Sponsor to give Aon a go ahead on the study. In
case of non-participation of min no. of custom comparators, Aon to use existing database for the study
• In case the study would be called off by mutual consent between Sponsor and Aon, a nominal amount of INR 75,000 would
be retained by Aon towards efforts for soliciting participation
• 6% of standard administrative fee is applicable for miscellaneous expenses. This will include local travel and other expenses.
• 50% of the fee will be invoiced in advance and the balance 50% on delivery of the final report
• Aon’s fees for Services is exclusive of all applicable indirect taxes, levies, duties, cesses and surcharges that are applicable
now or that may hereafter be imposed on Aon's rendering of the Services or the Client's use of the Services. Any indirect tax
will be charged and recovered over and above the Aon’s fees for Services. Taxes as levied by the Government of India would
be applicable
Thank You

Looking Forward to partnering with You!