Salary Primer 2010

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This primer contains proprietary information of TeamLease Services Private Limited and should not be reproduced without permission and / or acknowledgement

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T e m pSalaryPrimer 2

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Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and

TMcities in India by TeamLease

INCREMENTS & LONGEVITY SPECIAL

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10Trend analysis and a compilation of salaries for temporary jobs across various functions, industries and


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3

Contents

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Foreword 4

Introduction 5

Executive Summary 6

Methodology 7

National Index 8

Longevity & Increments: connecting the two vital components 10

of employee value

Industry-wise Salary, Skills, Longevity & Increment Trends 10

Manufacturing

Agriculture & Agrochemicals --- Automobile & Allied Industries 11

Fast Moving Consumer Durables (FMCD) FMCG 12

Industrial Manufacturing & Allied Industries Power & Energy 13

Services

BFSI Hospitality 14

Healthcare Information Technology 15

ITeS Retail 16

Telecommunication 17

Where salaries are headed in 2010: An Industry Opinion 18

Annexure I: The Temp Salary Ready Reckoner 19

Agriculture & 20

22

FMCG 24

Ind Manufacturing & Allied 26

Power & Energy 28

BFSI 30

Automobile & Allied Industries 32

Hospitality 33

Information Technology 34

ITeS 36

Retail 38

Telecommunication 40

Healthcare 42

Annexure II: Profiles Library 43

Contact Info 48

---

---

---

---

---

Agrochemicals

Fast Moving Consumer Durables (FMCD)


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4

Foreword

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Dear Reader,

Our tryst with the employment marketplace continues in a year filled with hopes and beliefs of

what the future holds for all of us in 2010. The mayhem of 2008 was replaced in part with a sense of

introspection and conservatism in 2009. Organizations and individuals moved on and discovered

newer, more meaningful, cost effective ways to engage with each other. TeamLease, alongside its

associates and clients, has braved the storm of 2008 only to emerge stronger and more resolute.

While the rest of the world is slowly getting back on its feet again and hoping to regain its sense of

direction in the aftermath of the bloodiest economic cataclysm in decades, India is up and about.

We have taken the first few steps – faltering and back on our feet again, already aware that we

have yet to run a marathon to redeem our immediate past and its horror.

As with the market, TeamLease's own aspirations for a mature skill economy which, we have been

nurturing for the 9 years of our existence, has taken flight. As is evident in the discussion that

follows, the job market is paying for skills – and the trend is more than apparent. Industry is still

averse to a generous exercise in increasing salaries across the board. This has not stopped it,

however, from rewarding valuable skills. Our hypothesis – that skills pay – has therefore got better

grounding this time around and that, by the way, is the silver lining this year.

Accordingly, the new, mature, post-meltdown world demands sophisticated and highly effective

tools of the trade that enable better hiring decision making. Salary Primer is no longer just a

compilation of numbers each year. It adds a significant improvement to the manner in which key

decisions about hiring and compensation are made. Yet again, this year's edition broadens the

envelope and presents an updated construct of salary determinants.

The 'Increments and Longevity' construct includes a set of four key attributes and their inter-

relationships to enable even more intelligent decisions for our audience. As earlier, this works in

tandem with the online hiring decision platform, indiasalary.in, and delivers our value proposition –

the right job, with the right skill, at the right price, at the right time – to our readers.

We would like to thank our in-house Sourcing Team and our partner, inTouch analytics, for their

efforts in putting this document together. Just like TeamLease, this primer is work in progress – do

let us know your thoughts on how to make it more effective.

Warm Regards

The TeamLease Team

[email protected]

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Staffing Solutions

Introduction

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About TeamLease

TeamLease is India's largest staffing company. We are a people supply chain company that brings

together the various stakeholders of a large people economy and connects the right people to the

right jobs at the right time.

TeamLease (www.teamlease.com) offers a variety of complete staffing solutions for companies,

individuals, educational institutions and the Government. Our primary services include temporary

staffing, payrolling and permanent recruitment. These are supplemented by strong vertical

practices with in-depth industry knowledge to offer specific solutions to each of the

aforementioned stakeholders. Stakeholders are serviced through our network of offices, the web

and phone support. Our proprietary web based TeamLease Temp Network (TLnet) has three

components: Associate Life Cycle System (ALCS), Candidate Life Cycle System (CLCS) and our

Intranet.

As a market leader, TeamLease has taken upon itself to educate the market about temporary

staffing while delivering on our promises, as well as to dispel the faulty conception of precarious

employment that some have about temporary staffing. Our research efforts include a Quarterly

TeamLease Employment Outlook, Annual TeamLease Temp Salary Primer and our Annual India

Labour report.

About Salary Primer

The TeamLease Annual Temp Salary Primer 2010 is a comprehensive report on a variety of

attributes that govern the dynamics of the employment market – skills, salaries, increments and

longevity (which is a measure of the time period for which a profile would stay in a job – the inverse

of attrition). Data points covering these attributes for temp staff working across 264 different Job

Profiles, 13 Industries and 8 Functional Domains in 14 major locations in India have been

processed and analyzed for this purpose.

The Primer serves as a guide for both job seekers and employers to obtain relevant information

and useful insights on talent, skills, salaries, increments and longevity.

Note: If you are new to the concept of Ideal Candidate Profiles (ICP), please refer our previous

edition of the primer – Salary Primer 2009, or email us for details.

5

Industry Verticals Covered

Agriculture & Agro Chem

Automobile & Allied Industries

Fast Moving Consumer Durables (FMCD)

Power & Energy

FMCG

Industrial Manufacturing & Allied Industries

BFSI

Telecommunication

Hospitality

Healthcare & Allied Industries

Information Technology

ITeS

Retailing

Media & Entertainment

Functional Domains Covered

Sales

Engineering

IT

Office Service

Blue Collar

Manufacturing Services


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Staffing Solutions

Introduction

6

New From TeamLease

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Locations Covered

Ahmedabad

Bangalore

Chandigarh

Chennai

Delhi

Goa

Hyderabad

Indore

Jaipur

Kochi

Kolkata

Lucknow

Mumbai

Pune

New from TeamLease: Longevity & Increments Special

In this edition of the Salary Primer we have attempted to relate four key marketplace

attributes and provide an even better understanding of the dynamics of the employment

market. Skills, Salaries, Increments and Longevity (a measure of the time period for

which a profile would stay in a job – the inverse of attrition) are the four attributes that

have been modeled and their interrelationships investigated.

About 'Temp Salary Ready Reckoner' and 'Profile Library’

The Temp Salary Ready Reckoner (page 19) is a compilation of salaries paid to temp staff pivoted

on an industry across locations, experience levels and domains. The profiles are color coded based

on the skill weights within the Domain and Industry.

The Profile Library (page 44) lists the job description details for a set of profiles, covered in this

Primer.


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Staffing Solutions

ExecutiveSummary

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Hiring Gaining Speed: Following a brief period of lull after last year's meltdown, employers have

started hiring again. Hiring was overcautious though, as businesses were taking on new practices

that evaluate candidate capabilities. There are indications, however, that numbers would be

stepped up from the current 11% - 14% to about 18% over the first quarter of 2010 as the new

practices mature.

Salary Growth Frozen: The flip side to the growth in hiring is that most industries have slackened

increment structures and kept salary revisions and growth to the minimum – a few even brought

the numbers down. In general, organizations kept salary growth at very modest single digits, the

median growth statistic being 5.25%. The good news, however, is that a significant number of

employers have rewarded select profiles with fairly large increments.

Skills Win Big: This trend, perhaps, is shaping the future more than any other. Salary Growth is

appreciably higher for profiles with sought after skills. What this means is, industry is handpicking

highly skilled profiles and paying them much higher increments than the rest. For instance,

Agriculture / Agrochemicals businesses in Bangalore have rewarded many of their Sales profiles

with increments in excess of 10%. Likewise, many an Engineering and a Blue Collar profile

received similar hikes across multiple cities from Automobile companies.

Telecommunication and Energy are the New Growth Engines: Telecommunication and

Energy stepped up hiring by about 16% (combined – and which beats the average quarterly

market growth by a wide 4%) and increased salaries by 7.5% or more. Telecommunication

companies in Bangalore, Chandigarh, Delhi, Mumbai and Pune as well as Energy businesses in

Hyderabad, Mumbai, Pune and Bangalore upped the ante and doled out a 10% plus increment for

several profiles.

IT Puts Up a Lackluster Performance: Salary Growth stays down, just about breaching 7%, in

the Information Technology sector. The sector remains cautious in terms of salary growth, but has

begun hiring just as most other industries have. However IT businesses in Ahmedabad, Bangalore

and Pune have rewarded select profiles with increments in excess of 10%, just as in case of other

industries.

The Services Sector Starts Early: The Services sector is providing a much needed fillip to salary

growth, with an average 6% growth, contrasted with the rather low, sub-5% salary growth

average for the Manufacturing sector. Telecommunication, Healthcare and Information Technology

– in that order – have been driving this growth. Energy, Automobile & Allied and FMCD – in that

order – are the only Manufacturing sector industries to drive salary growth at 5% plus levels.

A Clutch of Industries Remains Conservative: Agriculture / Agrochemicals, BFSI, FMCG,

Hospitality, Manufacturing and Retail maintain sub-5% increments at an aggregate level. The

increments vary by city and by profile and so at specific city levels increments could still be high.

For instance, Agriculture / Agrochemicals pays well in Bangalore and Kochi, Manufacturing in

Bangalore and Pune and Retail in Bangalore and Mumbai.

City Trends See Significant Change: Bangalore (6.4%), Mumbai (6%) and Chennai (5.75%)

lead growth, with Chennai dislodging Delhi from the top three high growth cities from the previous

year. Indore, Jaipur and Ahmedabad are cities with the lowest growth rates in salary.

Attrition Under Control: Most industries have brought attrition under check and across most

profiles. Across industries and cities, attrition rates are a shade below 8%, while for industries such

as BFSI, FMCG and Manufacturing, the number is just above 6%. Indore, Jaipur and Ahmedabad

see the least attrition (about 6.5% on an average) while Bangalore and Chennai have the highest

levels of attrition (about 8.7% on an average).

Skills Rewarded Equals Better Longevity: Businesses that structure incentives right are able

to better retain highly skilled profiles. Sans a few exceptions, such as Industrial Manufacturing &

Allied and BFSI, industries that have higher payouts for better skilled people are the ones that are

able to retain them better. Agriculture / Agrochemicals, ITeS and Retail are cases in point.


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Staffing Solutions

Methodology

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Objectives of the Study

The Temp Salary Primer 2010 provides our stakeholders – Businesses, Individuals, Educational

institutions and Governments with the employment marketplace intelligence that helps make

effective temp staffing decisions. The study is a comprehensive analysis of how temp salaries,

associated skills, increments and longevity are interrelated for hundreds of job profiles across

industries and cities.

Data and Analysis

TeamLease Associate Salary Data - those employed across 800 locations - has been used for this

analysis. Salary data for the years 2008 and 2009 have been used and the analysis portrays skills

scores, salaries, salary increments and longevity for a set of job profiles, quoted in the TeamLease

standard terminology as Ideal Candidate Profiles (ICPs). Salaries quoted in the Ready Reckoner

have been arrived at by computing salary figures for specific industries and job profiles using

statistical measures - namely, median & mode and regression analysis.

The Longevity and Increments analysis begins where the Skills & Salaries analysis ended in the

previous edition and explores the interrelationships among these four attributes for each of the

industries covered.

Research Approach

We push the envelope further in Salary Primer 2010, and have extended the association between

salaries and skills to two more attributes – increments and longevity. Our endeavour is to add as

much value as we can to the decisions our stakeholders will make in their strategic and day-to-day

affairs concerning employment.

The approach to determine the drivers of market salaries and their interplay, therefore, is even

more comprehensive and insightful in this edition.

As in the previous edition, the Ready Reckoner compiles and quotes salaries for Ideal Candidate

Profiles (ICPs) – a smaller set of profiles that is representative of the thousands of job profiles and

designations employed by industry.

Data Sources

This report compiled by TeamLease is based on the information gathered from the following

sources:

8

Recruitment companies offering temp placements

Temp employees in different companies

TeamLease Associates working in 800 locations

TeamLease Alumni

Information on temp staffing in India from a variety of secondary sources

Constraints

The document has the following constraints on data:

Results are based on the earnings between December 2007 and December 2009.

Figures are close to accurate. The earnings include regular salaries and do not include taxes /

regulatory payouts, incentives, allowances, bonus, over-time, one-time or unusual

representative amounts.

The information provided does not reflect productivity and the level of responsibility of the job

seekers.

The vacant slots may represent unavailability or lack of current temporary staffing activity.

This Primer is subject to limitations and only intended as a guide.

The users are expected to exercise due diligence and the information will be used at their own

risk.

9

DDS

TML

FSE

BDE

MDO

Engineering

IT

Blue Collar

NATIONAL INDEX

Sales

0-1 yr

Temporary

1-3 yrs 3-5 yrs 0-1 yr

Permanent

1-3 yrs 3-5 yrs

Staffing Solutions

Door-to-Door 5,400 5,850 6,600 5,700 6,400 7,100

Team Lead 9,500 9,700 10,200 9,700 10,100 10,500

Field Sales Executive 8,000 8,500 10,200 8,300 9,400 11,500

Business Development Executive 8,500 12,400 12,800 8,800 13,000 15,100

Market Development Officer 8,200 8,500 9,100 8,400 9,200 9,800

Accountant 6,700 8,500 8,800 7,000 9,100 9,500

Collection Executive 9,600 10,200 11,600 9,700 10,900 12,200

Branch Servicing Associate 7,600 8,500 9,400 8,200 9,400 10,200

MIS Coordinator 9,500 10,800 11,900 10,000 11,300 12,600

Sourcing Coordinator 11,900 15,000 20,700 12,200 15,400 21,700

Office Services

Electrician 5,700 6,100 7,000 6,000 6,600 7,300

Engineer-Draftsman 11,300 12,900 14,200 12,100 14,000 15,800

Project Engineer 8,500 9,300 11,000 8,900 9,600 11,400

Service Engineer 8,900 10,100 10,600 9,700 10,500 11,200

Driver 5,800 6,300 6,800 6,200 6,700 7,200

Operator 5,600 6,500 9,400 5,900 6,800 9,800

Mechanic 6,800 7,700 8,000 6,900 8,200 8,600

Desktop Engineer 11,500 13,400 17,500 12,300 14,200 19,300

IT Engineer 10,300 15,700 19,000 11,300 18,300 27,000

SAP Developer 16,800 18,700 22,400 18,300 20,400 26,200

System Administrator 20,100 22,000 25,800 21,200 23,500 27,400

ACE

CLE

BSA

MCR

HRC

ELE

EDF

PER

SVE

DVR

OPR

MEC

DTE

ITE

SDV

SAD


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Staffing Solutions

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SALARY, SKILLS, LONGEVITY & INCREMENT TRENDS

This section is an analysis of a sample of 5 ICPs within each industry exploring the

interrelationships between salaries, increments, skills and longevity for each of the profiles. The

choice of the sample profiles that are analyzed is based on the following two considerations:

1. Industry representation: Profiles are typical of the industry.

2. Volume: Each profile being considered has a critical minimum number of candidates

categorized under it. 500 candidates are considered to be the minimum in our analysis.

The analysis for each industry in the following section is, thus, limited to the 5 ICPs chosen for that

industry and is about how skills relate to salaries for these ICPs.

Illustration of Trend Analysis

Transactional Skills: A measure of the most basic abilities that help transact business. They

constitute Problem Solving skills - mathematical and logical abilities that aid in the understanding

and resolution of business problems, and Decision Making skills - judgmental abilities that help one

choose amongst alternatives.

Functional Skills: Constitute Analytical, Critical Thinking, Selling, Observation Skills and

Functional Knowledge - the underlying abilities that aid a candidate's performance in a job. These

abilities encompass a basic set of mental faculties and knowledge bases that various job functions

necessitate. Either or all of these abilities go into the making of the right fit for a given job function.

Relationship Skills: People skill measure and are thus distinguished from the other – more

cerebral - categories. They constitute Networking, Organizational, Managerial and Interpersonal

Skills - abilities that enable a candidate to build and manage business relationships.

Skills Pay!

0

5

10

15

20

25

7.0

6.3

6.6

6.5

< 5,500 - 8,600 > < 5,500 - 8,600 > < 4,300 - 10,300 >

Salary Ranges (In Rs.)Estimates of longevity for each ICP

88.54%

-

Longevity

Increment

92.45% 90.66%

8.4% 7.75%

Estimates of Salary Incremnent for each ICP

ICP - 1 ICP - 5ICP - 2 .........

Relationship

Communication

Transactional

Functional

Skill Scores

T h e S k i l l C a t e g o r y

Framework

We brought out the concept of

Skil l Categories in the

previous edition and are

reproducing the framework

here for our readers benefit.

For a backgrounder on this

approach, please refer Salary

Primer 2009.

Communication Skills: The

ability of a candidate to read,

write, comprehend, speak and

articulate thoughts. The

Communication skill score is

thus dependent upon the

candidate's understanding of

language and his / her ability

to put it to use in his / her

interpersonal transactions.

Vocabulary, grammar, diction,

pronunciation and written

communication abilities are

the measures used to arrive at

a score.

11

SKILLS PAY

For employers, the Agriculture / Agrochemicals sector

presents a very attractive combination of reasonably low

increments and fairly high longevity – especially with

high-end profiles such as the Research Specialist.

ACT and RSP, the two high-end profiles, are distinguished

by marginal differences in skill values and increments but

significant difference in salaries and longevity (retention).

The more specialized nature of skills makes RSP a more

sought after and likely, a more durable profile for

employers to engage with.

FMS and TDV, the two low skill–high longevity profiles,

command meager salary increments. This is attributable

to bare minimum Transactional skill scores, in addition to

low skill scores across all other skills – except on

Communication.

The Crop Adviser profile presents the least favourable

combination of modest skill scores, high salary and

increment and low longevity, relative to all other profiles

in the sample. The exceptionally high increment is thanks

to an acute mismatch between supply and demand for

this profile.

In general, longevity is better at the low skill end of

profiles where salaries and increments are low. The

Agriculture / Agrochemicals industry needs to resolve the

equation at the high end to see that salaries / increments

are structured well enough to reign in attrition.

Staffing Solutions

Given four similar paying profiles, however widely

varying in skill scores, the differences in longevity are

almost negligible for the Automobile & Allied Industries

sector. Increments are fairly high – the sample is a pick

of some of the best rewarded profiles in the industry.

The JIR (Job Inspector) profile seems to offer the best

possible combination of attributes amongst profiles

sampled.

PEG (Production Engineer), which is a relatively better

paying profile, is rated better than others on most skills.

However, it is the virtual absence of Transactional skills

in all the others that makes PEG a prized profile.

Longevity is lower in case of DFM and MMC, regardless

of skills, salary and salary increments. Apparently,

more efforts are needed in acquiring and retaining the

DFM profile; and the decent increments paid out to

Motor Mechanics do not seem to be doing enough as

well.

Higher order Communication and Relationship skills

seem to correlate with higher salaries and increments;

and poor Functional skills with relatively lower longevity

scores, in case of the Automobile & allied industries.

Higher increments and salaries work to retain skilled

talent in the Automobile & Allied Industries sector –

higher the salary / increment is, higher is the longevity.

On the other hand, low skill levels have meant not just

lower salaries and increments but also relatively poor

longevity (retention).

Please note that the sample is not a comprehensive representation of the industry. The analysis is focused on these profiles and their characteristics and does not represent industry trends*

Manufacturing

Agriculture / Agrochemicals

<13,500 - 15,600>

Longevity

Increment

0

5

10

15

20

25

6.6

4.8

6.0

Relationship

Communication

<11,300 - 13,500> <8,500 - 11,200 > <3,100 - 3,900> <5,900 - 6,400>

Transactional

Functional

2.5 2.5

2.5

2.5

5.0

5.0

2.5

2.0

1.3

6.0

6.0

1.8

3.0

1.5 1.3

5.3

6.5

ACT CRA FMS TDV RSP

ACT – Agro Chemist

CRA – Crop Advisor

FMS – Farm Security

TDV – Tractor Driver

RSP – Research Specialist

<11,500 - 14,700>

Longevity

Increment

0

5

10

15

20

25

4.5

5.0

Relationship

Communication

DFM - Draftsman

JIR - Job Inspector

MEG – Mechanical Engineer

MMC – Motor Mechanic

PEG – Production Engineer

<11,000 - 13,100> <11,700 - 13,900 > <11,600 - 13,800> <4,500 - 5,100>

DFM JIR MEG MMC PEG

Transactional

Functional

3.01.5

6.0

4.8

5.0 6.0

4.5

6.0

1.5

4.0

7.0

2.8

2.0

1.5

4.8

4.5

6.5

Automobile & Allied Industries

*

*

90.54% 90.67% 96.56% 95.35% 92.56%

5.12% 9.4% 2.73% 2.1% 4.65%

88.54% 92.45% 90.66% 89.28% 91.8%

- 11.28% 7.75% 9.11% 8.7%

12

SKILLS PAYStaffing Solutions

<10,600 - 12,900>

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

BPR – Brand Promoter

VOF – Vigilance Officer

ISD – In-shop Demonstrator

QAN – Quality Analyzer

PSE – Project and Service Engineer

<6,300 - 7,700> <22,200 - 26,300> <6,800 - 9,300> <14,700 - 16,000>

BPR VOF ISD QAN PSE

Transactional

Functional

90.4% 95.7% 91.69% 88.27% 90.36%

4.3% 11.63% 4.58% 7.44% 6.03%

FMCD

0.6

3.3

2.5

6.5

1.8

7.5

5.8

8.0

2.5

2.8

2.6

5.5

1.5

6.0

4.8

5.0

4.0

6.0

4.5

5.0

The sample chosen for FMCD has widely varying

attributes – each of the profiles is significantly different

from the others on salary, skills, increments and

longevity.

Skill scores, salaries and increments are found to be

linearly related but longevity does not relate linearly to

these attributes.

Again, VOF – a highly paid, high skilled profile is

rewarded with an increment far higher than for the rest,

and this aspect seems to work in favour of the industry

when it comes to longevity. The profile is also rated

much higher on all but Transactional skills, compared

with all other profiles.

The Project and Service Engineer (PSE) profile is the

next best bet for employers after VOF. It also beats the

VOF on Transactional skills and fares much better on all

skills than QAN, which, by the way, is the second

highest paid profile but scores the least on longevity.

The industry rewards profiles based on Functional and

Communication skills, and discriminates profiles based

on Relationship skills to reward lesser.

In general, a markedly higher skilled and well rewarded

profile is loyal, but lower down the ladder on skills,

salaries and increments, longevity is not clearly driven

by any specific parameter.


Manufacturing

The profiles sampled are discriminated very well on

skills, salaries and increments – clearly, profiles are

polarized by low or high scores on all attributes.

Longevity is almost linearly related to payout – higher

salaries mean better retention.

SCE and SUP, the two high paid profiles, score

significantly high on Functional and Relationship skills,

compared with the rest of the profiles. SCE commands

the highest salary / increment and is way up on

longevity as well.

Sales Promoter (SPR), one of the lower paid, and least

skilled, profiles scores second best on longevity.

It could be noted that the three Sales & Marketing

domain profiles – all of which are the lower paid group –

differ significantly on longevity. This is indicative of the

fact that attrition in the industry is independent of the

domain / function.

FOS, the least paid profile, is also the one with the least

score on longevity. Contrasted with SCE – the highest

paid and highest longevity profile – FOS rates lowest on

Functional skills.

Sector-specialized profiles, SCE and SPR, lead the

longevity scores indicating that specialization drives

longevity more than any other parameter in the case of

FMCG.

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

BDE – Business Development Executive

FOS – Feet on Street Sales

SPR – Sales Promoter

SCE – Supply Chain Executive

SUP – Supervisor

Transactional

Functional

92.47% 90.39% 94.51% 96.11% 93.2%

2.86% 4.65% 3.14% 7.52% 2.77%

FMCG

<8,700 - 10,300> <6,700 - 8,200> <7,600 - 9,800> <16,300 - 18,500> <13,500 - 15,300>

3.0

3.0

2.9

7.0

2.5

2.5

2.5

7.0

1.6

3.3

2.5

6.5

BDE FOS SPR SCE SUP

1.8

7.0

3.5

8.0

4.8

6.0

4.5

7.0

*

*

13


Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

CAE – CAD Engineer

CMT – Line Chemist

MEG – Mechanical Engineer

PEX – Production Executive

SFO – Safety Officer

CAE CMT MEG PEX SFO

Transactional

Functional

Industrial Manufacturing & Allied

<9,400 - 13,600> <9,400 - 12,500> <11,500 - 14,600> <5,000 - 6,200> <13,500 - 15,500>

6.5

7.0

5.3

7.0

1.8

6.0

3.3

7.0

3.3

6.5

5.6

6.0

7.3

7.0

3.5

8.0

1.5

6.0

5.5

6.0

88.86% 92.7% 90.51% 93.1% 92.76%

5.18% 4.86% 4.21% 3.69% 3.13%

The Industrial Manufacturing & Allied sector exhibits an

inverse relationship between skills and salaries /

increments for the sample of profiles chosen – which is

rare. The highest (SFO) and the least skilled (PEX)

profiles have the lowest and the highest salaries,

respectively.

Irrespective of salary levels, all profiles in the sample

chosen have high, similar scores on Communication

and Functional skills. It is to be noted that skill levels for

the sector are relatively high compared with other

industries.

The highest skilled–least paid profile (PEX) is also the

one that is the most loyal. The other highly rated profile

– CAE – is the least loyal.

SFO – one of the least rated profiles – is also the highest

paying. It scores the lowest on Functional and

Transactional skills. The profile is loyal, however –

shares a decent longevity score along with the other

lowly rated profile – CMT.

The two ‘Engineer’ profiles have significantly lower

levels of longevity compared with the rest. CAE and

MEG have reasonably high level of skills as well.

The Industrial Manufacturing & Allied sector likely

retains key talent. However, it could have a much better

payout mechanism – one that rewards skills more

appropriately and therefore fostering loyalty more

efficiently.


Manufacturing

The Power & Energy sector is characterized by a

homogeneous set of profiles with fairly high skill scores,

modest salaries and increments. Longevity varies

significantly, however, among the profiles.

The not-so-highly rated, but highest paid profile, EEG,

fares the best on longevity. It scores far higher on this

parameter compared with all other profiles.

PRS – the other high paid profile – also scores relatively

high on longevity. Both EEG and PRS score significantly

higher on Transactional skills compared with the rest of

the profiles.

QAT, the least skilled of all profiles sampled for the

sector, is also the least paid and the least loyal. The

profile scores modest on all but one skill category and is

not in the reckoning for Relationship skills.

While Functional and Relationship skills seem to guide

salary / skill payouts in the sector, Transactional skills

seem to influence longevity the most.

The Power & Energy sector is able to pay well and retain

the higher end profiles but needs to focus on structuring

the equation better for the rest.

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

QAT – Quality Technician

CHE – Chemical Engineer

EEG – Electrical Engineer

PRS – Production Supervisor

QFM – Quality Foreman

Transactional

Functional

87.82% 89.21% 93.88% 90.18% 89.26%

3.86% 5.17% 7.6% 7.42% 6.93%

Power & Energy

<7,800 - 10,800> <11,200 - 12,400> <12,800 - 17,000> <11,700 - 13,500> <11,700 - 13,500>

1.8

3.0

6.0

2.5

6.0

4.5

6.0

4.3

6.0

4.5

5.0

QAT CHE EEG PRS QFM

4.8

6.0

4.5

7.0

1.5

6.5

5.0

6.0

*

*

14



Service

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

CSH – Cashier

FLP – Finance Loss Prevention Officer

FPL – Financial Planner

ISR – Insurance Sales Representative

LAD – Loan Advisor

Transactional

Functional

96.87% 91.4% 92.59% 97.63% 96.98%

2.17% 2.51% 2.63% 1.79% 1.76%

BFSI

<9,800 - 12,900> <5,700 - 9,000> <5,700 - 9,400> <7,300 - 10,500> <7,300 - 8,400>

1.3

5.0

3.8

5.0

6.8

7.0

5.0

7.0

CSH FLP FPL ISR LAD

6.3

6.5

4.8

7.0

3.0

3.0

2.9

7.0

3.3

7.0

5.0

7.0

For the samples chosen, BFSI exhibits an inverse

correlation of skills and salaries / increments. However,

each of these profiles is sector-specific and has a high

longevity score.

Three of the five profiles, which pay higher than the

rest, have extremely high longevity scores. In absolute

terms, the low salary profiles have high longevity

scores as well.

Transactional skills are seen as a prerequisite by the

BFSI industry which puts no premium on this skill.

Except for the Cashier profile, moderate to high levels

of Transactional skills are sought for all.

The Cashier is also exempt from having the high level of

Communication skills others have, while moderate to

high levels of Functional skills are demanded of all but

one – the Insurance Sales Representative.

Relationship skills are downplayed for all profiles

because of their limited or low levels – as in case of ISR

– of customer interactivity demanded of the profiles

chosen.

In all, the sector gets by with low increment levels in yet

another difficult year, having had the luxury of high

levels of loyalty across job profiles. By structuring the

skills and salaries equation more appropriately, the

sector would be able to do a more focused job of

rewarding and retaining loyal and valuable talent.

The Hospitality industry sample is diverse – covering niche, low end and high end, all round skilled profiles. Increment pay outs for the sector are meager but it manages to retain people all the same.

An emphasis on Communication and Functional skills, especially for customer facing profiles, is a given and does not necessarily have to fetch higher salaries or incentives.

Salaries and increments are seen to be paid out on the basis of specific attributes. For instance, a single dimensional role such as a Chef commands a premium solely based on one skill category, while the RAT is expected to score high on all categories for a pittance.

Despite the relatively high salary, CHF has correspondingly low longevity compared with RAT, which is the most loyal of the profiles considered. The Resort Attendant, along with the Receptionist profile, has a generous longevity score despite the lowly salary and increment they receive.

The Events Manager – a fairly industry-independent profile – tops the scores across almost all skill categories but commands a disproportionate premium on the payout. The relatively high salary-increment combination for EVM seems inadequate to retain this profile.

The Hospitality industry seems to be in control of attrition issues. But it seems to be forking out a substantial sum to retain certain profiles, while on some others it could be paying better and more effectively rewarding employee loyalty.

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

CHF – Chef

HUK – House Keeping Assistant

RAT – Resort Attendant

RCP – Receptionist

EVM – Events Manager

Transactional

Functional

89.27% 91.56% 94.29% 92.1% 88%

4.38% 5.16% 6.27% 5.22% 8.17%

Hospitality

1.3

6.0

2.5

5.0

CHF HUK RAT RCP EVM

<10,700 - 12,500> <4,100 - 4,500> <4,100 - 5,700> <8,300 -10,300> <27,300 - 31,500>

5.0

7.5

3.0

8.0

1.8

7.0

3.5

7.0

7.3

7.0

5.3

8.0

30

*

*

15



Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

CCH – CQL Chemist

HIP – Health Insurance Promoter

MRE – Medical Representative

LBA – Lab Assistant

HPS – Health Promotion Specialist

Transactional

Functional

87.67% 90.26% 92.55% 86.16% 88.41%

8.69% 7.16% 6.72% 7.28% 11.62%

Healthcare

<10,800 - 12,900> <6,700 - 8,600> <6,500 - 8,400> <6,500 - 9,200> <15,400 - 18,300>

2.5

6.5

4.8

6.0

6.5

5.1

6.3

7.0

The sampled profiles for Healthcare are a combination

of specialists, sales and support function profiles.

The salaries and increments are within a narrow band

and so are longevity scores; the latter, by the way, are

relatively lower than in case of other sectors.

Non- sales profiles, and amongst these the ones paid

relatively higher, are the profiles that are more likely to

attrite. On the other hand, despite being paid modest

salaries and increments, sales profiles have

significantly higher longevity scores.

Except for one profile – the HIP – salary and increment

payouts seem to correlate well with the skill category

scores. The emphasis is on Functional skills for profiles

to secure decent payouts.

High standards are expected of the Health Insurance

Promoter for a salary and increment that seem to be out

of tune with these high levels of skill.

The industry could do better on rewarding with an eye

on longevity –especially in case of sector specialist

profiles that are bound to be in short supply.CCH HIP MRE LBA HPS

2.0

1.3

5.0

1.5

3.0

6.0

4.3

6.5

4.5

5.0

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

BAN – Business Analyst

DBA – Database Administrator

DVP – Developer

PRM – Program Manager

WDS – Web Designer

Transactional

Functional

86.93% 89.33% 92.37% 90.29% 93.6%

8.73% 8.63% 9.54% 10.7% 8.43%


<29,000 - 33,300> <16,200 - 18,400> <21,700 - 27,100> <49,000 - 55,000> <28,200 - 32,500>

6.5

7.0

5.3

7.0

1.8

6.0

3.3

7.0

3.3

6.5

5.6

6.0

Profiles representing the IT industry in the sample are

of a high order of skills, given that the sector is

knowledge and people interaction intensive.

The industry pays for skills – although not entirely

linearly – and is able to retain specialized talent better

than a generic one such as the Business Analyst.

The sector demands higher order skills at the generic

and specialized ends of the talent spectrum and pays

for this – BAN, PRM and WDS are cases in point.

There is great emphasis on Communication and

Functional skills but Transactional skills make a huge

difference at the high end of payouts. Considering the

differences in payouts for DVP, BAN and PRM the

significant incremental value that Transactional skills

fetch is evident.

The importance of interaction skills (Relationship skill

category) for purely technical functions such as the DVP

and WDS, and the role this plays in significantly high

salary payouts for these profiles is also apparent.

The industry seems to have got a grip on mid-range

skills (DVP and WDS) in terms of talent retention, but

might have to work on retaining high-end and generic

skill talent.

BAN DBA DVP PRM WDS

7.3

7.0

3.5

8.0

1.5

6.0

5.5

6.0

Service

*

*

Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

CSE – Counter Sales Executive

ISS – In-Shop Supervisor

SRE – Showroom Executive

USM – Unit Sales Manager

WHS – Warehouse Supervisor

Transactional

Functional

91.73% 92.2% 91.17% 94.62% 92.12%

2.55% 2.18% 2.43% 6.73% 3.11%

Retail

6.5

7.0

5.3

7.0

1.8

6.0

3.3

7.0

CSE ISS SRE USM WHS

<5,400 - 6,400> <6,200 - 8,100> <7,300 - 8,500> <19,700 - 22,900> <4,100 - 4,800>

3.3

6.5

5.6

6.0

7.3

7.0

3.5

8.0

1.5

6.0

5.5

6.0

Profiles chosen from the Retail industry score high on

Communication and Functional skills and are at the low

end of the salary range, except for one – the Unit Sales

Manager.

Again, an emphasis on industry focused skills has

meant high levels of talent retention across profiles. It

could be noted that a significantly high salary for USM

earns it the highest longevity score.

USM, the highest skilled–highest paid profile, is also the

most loyal. This profile has a significantly high longevity

score compared with all others.

Within the sample of profiles chosen, skill scores have

mattered for all but one – CSE, which is paid the second

lowest although it has high scores on all skill categories.

All the other four have salaries / increments loosely

correlated with skill scores. The industry seems to be

placing a premium on Transactional skills while all other

skills, in reasonably good measure, are a common

denominator.

Retail seems in control of attrition and to be doing a

good job of rewarding capabilities more effectively than

most other industries.

16



Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

HDE – Help Desk Executive

CSE – Customer Service Executive

DAN – Data Analyst

DTE – Desktop Engineer

PRA – Process Associate

Transactional

Functional

94.5% 92.67% 91.79% 93.56% 94.31%

4.63% 5.82% 5.14% 4.86% 7.78%

ITeS

<7,300 - 9,400> <9,500 - 12,600> <17,900 - 21,100> <10,300 - 13,400> <8,400 - 12,600>

7.0

3.0

3.5

3.0

5.0

4.0

5.0

2.5

Except for one profile – the Process Associate – all

others sampled have modest to average skill score

requirements. Accordingly, salary and increment

payouts are modest but not entirely in line with the

varying skill levels of profiles.

People retention seems to be under control for the

profiles considered and longevity is very high at the low

end of salaries.

DAN – the highest salary grossing profile – is just about

average on skill scores, and scores disproportionately

on payout. Much is expected of the Process Associate

profile, on the other hand, for one of the lowest salary

payouts in return. The skill-salary equation works well

for the rest of the three profiles.

A fair degree of Transactional, Relationship and

Functional skills is the common denominator across

profiles – with the stress on Transactional being more in

case of HDE.

Communication is deemphasized for DAN and DTE and

the weights are shifted to Functional here – increasing

the payouts for these profiles.

The ITeS sector seems to have put its bad days with

labour retention behind it though, attrition could get

better with generic profiles such as the DAN. While

relatively high salaries for this profile are yet to effect

great longevity as in case of the other profiles, the

sector could do well to reward the latter better for their

loyalty.

HDE CSE DAN DTE PRA

6.0

4.8

6.0

1.3

6.0

4.8

6.0

1.5

7.0

3.5

7.0

7.0

Service

*

*

17



Longevity

Increment

0

5

10

15

20

25

Relationship

Communication

TNO – Trainee Network Operations

NME – Network Monitoring Engineer

RFE – RF Engineer

TAS – Technical Assistant

TEG – Telecom Engineer

Transactional

Functional

93.33% 93.78% 91.84% 96.65% 92.43%

7.24% 9.37% 8.15% 11.61% 7.67%

Telecommunication

1.5

3.0

4.3

6.0

1.5

6.5

4.8

6.0

<19,100 - 20,600> <24,500 - 30,900> <25,900 - 28,800> <6,400 - 8,000> <16,000 - 17,000>

TNO NME RFE TAS TEG

4.3

6.0

4.5

5.0

3.0

1.8

6.0

1.5

6.0

4.5

5.0

High skill scores – especially for Engineering profiles –

are rewarded handsomely by the Telecommunication

industry. Longevity is high and a given, across profiles.

TAS, the lowest skilled profile, has the highest longevity

score and is rewarded by a higher increment level, by

proportion.

The highest paid profile – RFE – is also the one with,

relatively, the least longevity score. High scores desired

on all skill categories makes this a premium profile and

relatively more susceptible to attrition.

A high Functional skill focus and moderate to high

scores on Communication and Relationship skills

characterizes the Engineering profiles.

The premium on Communication and Relationship skills

is evident for the non-Engineering profiles, with TNO

securing a very high salary despite being an entry level

position.

Broadly, the niche profile sample translates into high

salary and longevity levels for the Telecommunication

sector.

Service

*


010

20

10



18

Salary Survey

www.teamlease.com

WHERE SALARIES ARE HEADED IN 2010: AN INDUSTRY OPINION

As part of the endeavour to deliver better salary decision value to our audience, we sought the

opinion of the industry on where payouts are headed over the next 12 months. Some key

takeaways -

1. Respondents were mixed in their views on whether salary payouts had reached irrational levels.

However, most respondents observed that industry is in the process of rationalizing or has

rationalized salary payouts by now.

2. A view shared by most respondents was that salary growth trends would be mixed for 2010. The

visual below is an illustration of sectors where respondents feel salaries would be incremented /

decremented.

3. Industry is seen to be cautiously treading the path when it comes to salary raises. Some

respondents were of the opinion that salaries are being incremented with the sole purpose of

keeping up employee morale.

Staffing Solutions

Our Conclusions:

Infrastructure and essential services, as well as the IT / ITeS industry – sectors that largely employ

skilled labour and knowledge workers – are expected to raise salaries. The raise here is expected to

be significant – between 7.5% and 15%

Manufacturing industries and traditional services sector businesses (except for Retail), that mostly

employ relatively less skilled / semi-skilled workforce, are not likely to increment payouts. Salary

trends in these sectors are expected to remain flat – as has been the case over the last 12 months –

implying that a large part of industry is still cautious about salary spends.

Salary rationalization is a felt need and industry would continue to take baby steps towards being

more generous in rewarding talent during 2010

Sector trends

MANUFACTURING

Automobile / Auto Ancillaries

Consumer Durables

Oil & Gas

Power & Energy

SERVICES

BFSI

Healthcare & Pharma

IT

ITeS

MANUFACTURING

Agriculture & Allied Products

Industrial Manufacturing / Products

Printing / Publishing

SERVICES

Education Institutions & Training

Export & Import

Retail

Travel & Tourism


010

20

10



19

Temp SalaryReady Reckoner

www.teamlease.com

About Temp Salary Ready Reckoner

This section of the Primer carries salaries paid for Temp staff for profiles, across cities and

functional domains for each of the 13 industry verticals. The salaries are pivoted on industry

verticals indicative of specific profiles in the industry and organized by functional Domain and

Experience levels (0-1yr, 1-3yrs, 3-5yrs) respectively.

Under each function, the profiles would be color coded to differentiate profiles with different skill

weights - the lower end of the color gradient would indicate few dimensional skills while the higher

end would denote the multi/ high-end skill profiles.

The salary figures are indicative and have been derived from the treatment of 2009 salaries. Please

refer the 'Methodology' section for more information on the computation of salary figures.

Staffing Solutions

Illustration of Ready Reckoner

Locations

0-1 1-3 3-5

Bangalore Location

0-1 1-3 3-5 0-1 1-3 3-5

Accounts

Administration

Blue Collar

Ahmedabad

Domains

ICP - 1

ICP - 2

ICP - 3

ICP - 1

ICP - 2

ICP - 3

ICP - 1

ICP - 2

ICP - 3

6400 7300 8200 7100 8300 10000 7000 7600 8500

7200 8000 8400 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

4500 4800 8400 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

9400 7300 8200 7100 8300 10000 7000 7600 8500

4500 4800 7900 9600 12800 7500 9300 11000

7100 8300 10000 7000 7600 8500 7900 9600 -

9400 7300 8200 7100 8300 10000 7000 7600 8500

Color Code for Skill Level

Low Skill Level

Medium Skill Level

High Skill Level

Salary Data

Accounts

8200

Experience Levels

20

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,70

0

7,0

00

7

,50

0

5,9

00

6

,30

0

6,8

00

5

,60

0

6,0

00

7

,00

0

6,2

00

6

,60

0

7,4

00

4

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0

5,4

00

6

,20

0

5,9

00

6

,30

0

6,7

00

9,0

00

1

0,6

00

1

1,9

00

11

,10

0

12

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0 1

3,7

00

8

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0

9,8

00

1

0,2

00

9

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0

10

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0

11

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0

-

11

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0

13

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0

-

-

-

10

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0

11

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0

12

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0

9,0

00

1

0,0

00

1

1,8

00

11

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0

15

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5,9

00

1

1,6

00

1

3,3

00

1

3,4

00

1

1,6

00

1

2,7

00

1

4,2

00

1

0,3

00

1

4,0

00

1

5,7

00

6

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0

8,4

00

9

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0

10

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0 1

0,7

00

1

3,2

00

8,0

00

8

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0

9,7

00

8

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9,6

00

1

0,8

00

7

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0

7,5

00

8

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8,1

00

8

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0

9,7

00

9

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9,5

00

1

0,5

00

7

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0

8,6

00

9

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8,0

00

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11

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1

2,8

00

11

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12

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00

1

0,5

00

1

2,2

00

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10

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0

12

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0

13

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0

- 1

1,0

00

1

2,5

00

1

0,9

00

1

2,8

00

1

6,0

00

5,1

00

5

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0

6,0

00

3

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3,8

00

4

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0

4,2

00

4

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0

5,4

00

3

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0

4,3

00

5

,10

0

4,0

00

4

,70

0

5,2

00

3

,20

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3,6

00

4

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0

5,3

00

5

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0

5,9

00

5,5

00

5

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0

6,4

00

6

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0

6,2

00

6

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0

- 5

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0

- 5

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0

6,1

00

6

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0

6,1

00

6

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0

7,0

00

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6,1

00

6

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0

6,0

00

6

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6,8

00

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kill Level

Med

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Skill Level

Hig

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kill Level

0-1

1-3

3

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0-1

1-3

3

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0-1

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3

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0-1

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3

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For m

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5

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7,3

00

7

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5,9

00

6

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0

7,9

00

4

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0

6,0

00

7

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6,2

00

7

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0

8,3

00

6

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6,5

00

8

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6,1

00

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00

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7,6

00

7

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6,6

00

7

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8,3

00

5

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6,7

00

7

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0

6,7

00

7

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8,2

00

7

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8,1

00

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8,5

00

9

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12

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00

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00

9

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4,0

00

8

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9,8

00

1

1,6

00

1

0,1

00

1

2,5

00

1

4,8

00

8

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10

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12

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5,8

00

6

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7,9

00

6

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6,7

00

7

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0

7,7

00

8

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0

9,6

00

-

6,5

00

7

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0

8,0

00

9

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11

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0

7,1

00

8

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9,2

00

8,8

00

1

0,3

00

1

1,4

00

9

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0

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00

9

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00

8

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0

10

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0

11

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0

10

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0

12

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0

13

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0

9,5

00

1

1,0

00

1

2,5

00

--

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0

9,8

00

1

3,1

00

8

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0

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00

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5,5

00

5

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0

6,3

00

5

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0

6,5

00

7

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0

6,1

00

6

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7,4

00

5

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0

5,6

00

6

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6,5

00

7

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7,9

00

5

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6,2

00

6

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1

1,5

00

1

2,9

00

1

0,5

00

1

1,4

00

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2,7

00

1

0,4

00

1

1,1

00

1

2,6

00

-

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11

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0

12

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14

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0

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11

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0

13

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7,5

00

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11

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10

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11

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1

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00

1

2,8

00

1

5,5

00

1

0,3

00

1

1,9

00

1

4,0

00

1

2,4

00

1

4,4

00

1

6,1

00

1

0,6

00

1

2,5

00

1

5,4

00

6,7

00

8

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0

9,7

00

7

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8,5

00

1

0,3

00

7

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9,0

00

1

0,1

00

7

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8,0

00

9

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7,8

00

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8,3

00

8

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9,8

00

9,3

00

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00

1

3,1

00

9

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0

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00

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00

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00

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3,9

00

9

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10

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11

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0

13

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14

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15

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00

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0,0

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1

2,6

00

3,2

00

3

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4,3

00

3

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0

4,0

00

4

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0

3,6

00

4

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5,2

00

3

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0

3,9

00

4

,40

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3,7

00

4

,20

0

4,6

00

3

,80

0

4,0

00

4

,40

0

5,7

00

6

,10

0

6,7

00

5

,70

0

6,1

00

6

,90

0

6,1

00

-

7,0

00

4

,10

0

5,0

00

5

,70

0

6,3

00

6

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0

7,4

00

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00

7

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For m

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kill Level

Med

ium

Skill Level

Hig

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0-1

1-3

3

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0-1

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3

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0-1

1-3

3

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0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

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3

-5

READY RECKONER

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

22

FMCD

Sale

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Do

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00

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00

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4,4

00

4

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5,2

00

3

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4,5

00

5

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5,2

00

6

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6,5

00

5

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5,5

00

6

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3,5

00

4

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4,6

00

4,6

00

4

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0

5,4

00

3

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5,0

00

6

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5,3

00

5

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6,8

00

3

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0

4,4

00

5

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5,6

00

6

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7,2

00

5

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5,5

00

6

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3,7

00

4

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5,4

00

5,3

00

6

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0

6,7

00

6

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0

6,6

00

7

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0

6,4

00

6

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0

8,0

00

6

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7,3

00

8

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5,9

00

6

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7,7

00

5

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6,1

00

7

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4,3

00

4

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5,6

00

7,0

00

7

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8,2

00

7

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8,4

00

9

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6,6

00

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8,6

00

8

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8,0

00

8

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7,7

00

8

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8,7

00

8

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0

9,6

00

9

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0

5,3

00

7

,60

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8,2

00

6,7

00

8

,50

0

9,2

00

8

,60

0

9,3

00

9

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0

7,5

00

7

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9,3

00

8

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0

9,0

00

9

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8,8

00

9

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9,3

00

7

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9,0

00

9

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0

7,6

00

9

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0

10

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7,4

00

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9,4

00

1

1,7

00

1

3,1

00

1

3,3

00

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3,3

00

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9,7

00

1

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00

9

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9,4

00

1

0,3

00

9

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9,7

00

1

0,3

00

9

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0

10

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0

11

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4,7

00

5

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5,6

00

7

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8,1

00

8

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6,1

00

6

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8,0

00

9

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9,4

00

1

0,1

00

7

,80

0

9,4

00

1

3,3

00

9

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0

9,4

00

1

0,2

00

5

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0

6,2

00

6

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0

5,1

00

5

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0

7,1

00

8

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0

8,8

00

9

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8,9

00

9

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9,9

00

6

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0

7,4

00

8

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0

9,5

00

1

0,4

00

1

0,7

00

8

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0

8,2

00

9

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0

6,4

00

7

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7,6

00

6,4

00

6

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0

7,5

00

7

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7,7

00

8

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6,4

00

7

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7,7

00

6

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7,5

00

1

4,2

00

9

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0

10

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0

16

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0

5,7

00

7

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0

9,8

00

5

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5,6

00

6

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9,2

00

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13

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00

1

3,7

00

1

4,1

00

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5,5

00

11

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12

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12

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0

13

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14

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15

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0

7,4

00

7

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9,0

00

4,4

00

4

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5,8

00

3

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5,5

00

6

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0

7,2

00

7

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0

8,4

00

5

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0

7,1

00

8

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0

6,6

00

7

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9,6

00

5

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6,3

00

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4,4

00

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00

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00

7

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6,8

00

7

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8,7

00

7

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7,8

00

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00

8

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0

8,6

00

9

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7,9

00

8

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9,2

00

6

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6,9

00

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5,1

00

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6,1

00

10

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0

13

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0

9,2

00

1

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00

1

3,8

00

1

2,3

00

1

4,5

00

1

5,8

00

1

0,0

00

1

1,0

00

1

2,5

00

7

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0

8,5

00

9

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8,9

00

9

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9,8

00

1

0,5

00

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1,8

00

4,9

00

5

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6,3

00

3

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00

3

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5,8

00

6

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6,6

00

4

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00

4

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3,8

00

4

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00

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00

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3,2

00

3

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3,9

00

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00

4

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5,4

00

3

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3,9

00

4

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00

6

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00

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4,5

00

5

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00

4

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5,2

00

4

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4,9

00

5

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3,4

00

3

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4,0

00

4,8

00

5

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5,5

00

4

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4,9

00

7

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6,0

00

6

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00

4

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6,2

00

8

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00

5

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00

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00

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3,7

00

4

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00

6,3

00

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00

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00

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4,3

00

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00

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00

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3,2

00

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00

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00

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4,1

00

1

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00

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1,1

00

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1,6

00

7

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9,0

00

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00

7,8

00

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9,7

00

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2,9

00

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4,5

00

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5,8

00

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00

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00

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00

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00

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00

11

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12

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13

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0

11

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READY RECKONER

For m

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file

s, s

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ries

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a h

ost

of ne

w fe

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and

util

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s, p

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0

13

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11

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READY RECKONER

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

Gra

ph

ic D

esig

ner

IT T

rain

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ng

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Ch

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00

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00

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00

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00

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00

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00

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Go

a

READY RECKONER

For m

ore

job

pro

file

s, s

ala

ries

and

a h

ost

of ne

w fe

atu

res

and

util

itie

s, p

lea

se s

ub

scrib

e to

sa

lary

.inw

ww

.ind

ia

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

Gra

ph

ic D

esig

ner

IT T

rain

er

IT E

ng

ineer

Blu

e C

ollar

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g A

ssis

tan

t

Delivery

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on

nel

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gin

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ng

Serv

ice T

ech

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ian

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h E

xecu

tive

25

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e S

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er

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e C

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sto

mer

Care

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tive

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IT

Pu

ne

43

00

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00

51

00

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00

48

00

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00

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00

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00

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00

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00

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00

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00

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00

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00

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00

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00

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00

64

00

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00

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00

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00

82

00

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00

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00

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00

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00

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00

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ckn

ow

7

,60

0

8,6

00

9

,50

0

7,6

00

8

,00

0

8,7

00

7

,40

0

8,2

00

9

,20

0

7,5

00

8

,70

0

9,0

00

8

,10

0

8,1

00

8

,50

0

6,6

00

7

,40

0

7,7

00

6

,20

0

6,4

00

6

,70

0

8

,30

0

9,0

00

1

0,0

00

9

,10

0

9,2

00

8

,60

0

9,7

00

9

,80

0

10

,10

0

8,1

00

8

,80

0

9,6

00

8

,40

0

8,7

00

9

,10

0

7,7

00

8

,40

0

9,0

00

1

0,8

00

1

1,2

00

1

1,9

00

9

,30

0

10

,70

0

11

,70

0

9,3

00

9

,80

0

9,8

00

1

0,0

00

1

1,1

00

1

1,4

00

9

,00

0

10

,50

0

11

,30

0

9,5

00

1

0,5

00

1

2,5

00

8

,90

0

9,6

00

1

1,3

00

7

,80

0

8,7

00

9

,50

0

10

,40

0

11

,30

0

12

,20

0

10

,50

0

11

,10

0 1

2,3

00

1

0,0

00

1

1,1

00

1

1,6

00

1

0,6

00

1

1,3

00

1

2,2

00

1

0,1

00

11

,00

0

12

,20

0

10

,20

0

11

,00

0

12

,70

0

9,9

00

1

0,2

00

1

1,1

00

11

,50

0

13

,20

0

16

,50

0

10

,20

0

10

,70

0 1

1,5

00

1

1,8

00

1

3,0

00

1

4,6

00

1

1,3

00

1

2,7

00

1

5,8

00

1

0,0

00

11

,80

0

13

,30

0

10

,20

0

11

,10

0

13

,00

0

9,4

00

1

1,2

00

1

2,6

00

12

,90

0

14

,90

0

17

,50

0

11

,00

0

11

,70

0 1

2,5

00

1

1,9

00

1

2,9

00

1

4,5

00

1

0,8

00

1

1,6

00

1

5,7

00

1

0,0

00

1

2,0

00

1

4,2

00

1

0,3

00

1

2,4

00

1

4,7

00

1

0,6

00

1

1,8

00

1

3,2

00

9

,60

0

10

,30

0

10

,90

0

9,3

00

9

,60

0

10

,20

0

9,0

00

1

0,1

00

1

1,0

00

9

,20

0

10

,00

0

11

,70

0

9,4

00

9

,80

0

10

,70

0

9,5

00

1

2,5

00

1

5,6

00

7

,20

0

10

,10

0

11

,40

0

10

,50

0

11

,60

0

12

,40

0

9,4

00

1

0,0

00

1

1,0

00

1

0,7

00

1

1,7

00

1

2,0

00

1

0,6

00

1

1,4

00

1

2,3

00

9

,40

0

10

,40

0

11

,30

0

9,7

00

1

0,1

00

1

1,1

00

8

,20

0

8,6

00

9

,60

0

12

,10

0

12

,60

0

13

,60

0

11

,20

0

12

,70

0 1

5,0

00

1

0,6

00

1

2,3

00

1

1,6

00

9

,30

0

12

,10

0

12

,80

0

10

,60

0

12

,00

0

14

,50

0

11

,60

0

13

,60

0

16

,40

0

9,3

00

1

0,6

00

1

1,9

00

11

,40

0 1

1,8

00

1

2,2

00

11

,20

0

11

,40

0

11

,90

0 1

1,4

00

1

2,1

00

1

2,7

00

1

1,9

00

1

2,6

00

1

3,4

00

1

0,4

00

11

,10

0

11

,20

0

10

,80

0

11

,10

0

11

,30

0 1

0,7

00

1

0,8

00

1

1,1

00

5

,90

0

6,3

00

6

,80

0

5,7

00

6

,30

0

6,6

00

5

,90

0

6,7

00

6

,50

0

5,9

00

6

,10

0

6,3

00

5

,30

0

6,9

00

7

,50

0

6,2

00

6

,50

0

6,9

00

5

,00

0

5,4

00

6

,20

0

12

,10

0

13

,20

0

13

,90

0

10

,80

0

12

,10

0 1

3,5

00

1

1,4

00

1

2,0

00

1

3,1

00

1

1,5

00

1

2,7

00

1

4,8

00

1

0,4

00

1

2,2

00

1

3,7

00

1

0,3

00

1

1,1

00

1

2,5

00

1

0,1

00

1

1,2

00

1

1,8

00

12

,50

0

13

,40

0

19

,40

0

13

,00

0

13

,30

0 1

3,8

00

1

8,7

00

2

0,4

00

2

1,6

00

1

1,1

00

1

8,9

00

2

5,5

00

1

0,6

00

11

,30

0

12

,80

0

12

,40

0

14

,10

0

--

14

,30

0

15

,80

0

5

,00

0

5,1

00

5

,50

0

4,6

00

4

,50

0

4,8

00

4

,60

0

4,8

00

5

,40

0

4,9

00

5

,30

0

5,6

00

5

,20

0

5,1

00

5

,60

0

5,7

00

6

,00

0

6,2

00

4

,80

0

5,0

00

5

,00

0

5

,90

0

7,3

00

8

,90

0

5,2

00

5

,20

0

6,4

00

9

,50

0

10

,00

0 1

1,0

00

5

,80

0

6,5

00

7

,70

0

5,4

00

5

,70

0

5,8

00

5

,50

0

5,9

00

6

,50

0

5,4

00

5

,80

0

6,4

00

6

,90

0

7,8

00

8

,80

0

5,5

00

6

,40

0

8,4

00

9

,10

0

9,4

00

1

0,3

00

7

,70

0

9,0

00

9

,90

0

6,8

00

6

,90

0

6,8

00

7

,10

0

7,3

00

7

,70

0

7,9

00

8

,70

0

10

,20

0

9

,80

0

10

,60

0

11

,30

0

14

,00

0

8,2

00

1

0,2

00

1

2,9

00

9

,70

0

11

,30

0

13

,70

0

- 1

1,2

00

1

4,0

00

1

0,7

00

1

1,7

00

1

3,5

00

9

,80

0

10

,90

0 1

2,7

00

9

,90

0

11

,60

0

11

,90

0

12

,50

0

13

,50

0

10

,00

0

10

,20

0 1

0,5

00

1

1,5

00

1

1,9

00

1

2,1

00

1

0,8

00

1

1,1

00

1

1,3

00

1

0,1

00

11

,30

0

12

,30

0

11

,20

0

11

,70

0

12

,10

0 1

0,6

00

1

1,0

00

1

1,3

00

20

,90

0

22

,40

0

24

,80

0

12

,30

0

13

,90

0 1

4,2

00

1

6,3

00

1

8,1

00

1

9,7

00

1

9,8

00

2

1,7

00

2

2,1

00

1

8,4

00

2

0,1

00

2

1,5

00

1

7,4

00

1

7,3

00

1

9,0

00

1

4,1

00

1

5,0

00

1

6,4

00

Ch

an

dig

arh

Ch

en

nai

Delh

iH

yd

era

bad

Ko

lkata

READY RECKONER

For m

ore

job

pro

file

s, s

ala

ries

and

a h

ost

of ne

w fe

atu

res

and

util

itie

s, p

lea

se s

ub

scrib

e to

sa

lary

.inw

ww

.ind

ia

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

IT T

rain

ee

Desig

n E

ng

ineer

SA

P D

evelo

per

IT

Ad

min

Help

er

Dri

ver

Mete

r R

ead

er

Blu

e C

ollar

Ele

ctr

icia

n

Ele

ctr

ical En

gin

eer

Sit

e E

ng

ineer

29

Power & Energy M

um

bai

0-1

1-3

3

-5

0-1

1-3

3

-5

Sale

s

Reta

il E

xecu

tive

Fie

ld S

ale

s E

xecu

tive

Mark

eti

ng

Assis

tan

t

Acco

un

ts

Acco

un

ts A

ssis

tan

t

Acco

un

tan

t

Fin

an

ce A

ssis

tan

t

Ad

min

istr

ati

on

/ O

ffic

e S

erv

ice

Ad

min

Asso

cia

te

So

urc

ing

Asso

cia

te

Su

perv

iso

r -

Ad

min

istr

ati

on

Cu

sto

mer

Sale

s S

pecia

list

En

gin

eeri

ng

9

,00

0

9,6

00

9

,70

0

7,1

00

8

,10

0

8,7

00

8

,20

0

8,9

00

9

,30

0

7,2

00

8

,60

0

9,3

00

9

,20

0

10

,60

0

13

,10

0

7,7

00

1

0,2

00

1

3,5

00

11

,00

0

12

,50

0

13

,50

0

11

,00

0

11

,70

0 1

2,4

00

11

,30

0

12

,90

0

14

,30

0

10

,20

0

11

,70

0 1

3,5

00

12

,00

0

15

,10

0

15

,80

0

11

,90

0

13

,40

0 1

5,4

00

9

,10

0

9,8

00

1

1,9

00

8

,30

0

9,6

00

1

2,0

00

10

,30

0

11

,70

0

12

,90

0

10

,30

0

11

,40

0 1

2,5

00

10

,00

0

11

,50

0

14

,30

0

10

,00

0

11

,80

0 1

3,6

00

11

,70

0 1

1,8

00

1

2,5

00

11

,20

0

11

,50

0 1

2,2

00

6

,70

0

7,8

00

8

,30

0

6,1

00

6

,80

0

7,6

00

12

,40

0

14

,50

0

14

,90

0

12

,00

0

13

,20

0 1

4,5

00

19

,80

0

22

,10

0

25

,50

0

12

,60

0

15

,10

0 1

7,5

00

6

,60

0

7,2

00

7

,80

0

6,5

00

6

,70

0

7,4

00

6

,90

0

7,3

00

8

,00

0

6,4

00

6

,80

0

7,6

00

8

,90

0

9,5

00

1

0,6

00

9

,10

0

9,5

00

1

0,9

00

12

,80

0

10

,30

0

12

,50

0

14

,10

0

11

,20

0 1

2,2

00

12

,80

0

14

,20

0

16

,30

0

12

,50

0

13

,70

0 1

6,3

00

18

,30

0

23

,40

0

24

,70

0

15

,60

0

19

,60

0 2

2,0

00

Pu

ne

Ad

min

istr

ati

on

Data

En

try O

pera

tor

Recep

tio

nis

t

Cu

sto

mer

Care

Execu

tive

READY RECKONER

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

30

BFSIA

hm

ed

ab

ad

0-1

1-3

3

-5

Ban

galo

reC

hen

nai

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

Ch

an

dig

arh

Delh

i

1-3

3

-5

Sale

s

Tele

Mark

eti

ng

Execu

tive

In

su

ran

ce S

ale

s R

ep

resen

tati

ve

Bu

sin

ess D

evelo

pm

en

t Execu

tive

Acco

un

ts

Acco

un

ts A

ssis

tan

t

Acco

un

tan

t

Fin

an

ce P

rocesso

r

IT T

rain

ee

Netw

ork

En

gin

eer

Blu

e C

ollar

Off

ice A

ssis

tan

t S

up

po

rt

En

gin

eeri

ng

Data

An

aly

st

Bu

sin

ess A

naly

st

IT

Hyd

era

bad

G

oa

6,9

00

7

,50

0

8,2

00

8

,20

0

8,5

00

9

,60

0

7,6

00

7

,70

0

10

,00

0

7,0

00

8

,20

0

9,5

00

7

,30

0

7,9

00

9

,50

0

5,3

00

6

,20

0

7,9

00

6

,80

0

7,4

00

9

,00

0

5,0

00

5

,80

0

6,4

00

7

,50

0

8,5

00

1

1,6

00

7

,80

0

9,7

00

1

1,1

00

8

,30

0

8,5

00

1

0,4

00

8

,40

0

8,8

00

1

0,6

00

7

,20

0

8,5

00

9

,70

0

7,3

00

8

,50

0

10

,00

0

7,5

00

1

0,0

00

1

0,5

00

9

,60

0

12

,30

0 1

4,0

00

8

,40

0

11

,20

0 1

3,3

00

7

,90

0

9,5

00

1

1,1

00

1

0,4

00

1

2,2

00

1

3,9

00

8

,90

0

10

,30

0

11

,20

0 1

0,0

00

1

0,7

00

1

2,1

00

8

,10

0

9,5

00

1

0,5

00

8

,30

0

11

,50

0 1

2,5

00

8

,20

0

9,1

00

1

0,4

00

7

,40

0

8,2

00

9

,90

0

7,6

00

8

,50

0

10

,70

0

5,7

00

7

,80

0

9,1

00

6

,90

0

8,3

00

9

,90

0

8

,10

0

8,9

00

1

1,7

00

9

,60

0

11

,30

0 1

4,0

00

9

,20

0

10

,50

0 1

1,7

00

9

,60

0

11

,60

0

14

,00

0

8,3

00

1

1,3

00

1

4,0

00

8

,60

0

10

,10

0

11

,70

0

7,9

00

1

0,4

00

1

3,4

00

10

,90

0

11

,60

0

13

,40

0

11

,60

0

13

,20

0 1

5,2

00

1

1,0

00

1

2,3

00

1

3,6

00

1

1,2

00

1

3,1

00

1

4,8

00

1

0,8

00

1

2,3

00

1

3,9

00

-

11

,10

0

-

9,6

00

1

2,2

00

1

3,4

00

5

,90

0

6,2

00

7

,00

0

5,9

00

6

,60

0

7,3

00

5

,70

0

6,4

00

7

,20

0

5,7

00

6

,30

0

7,5

00

6

,00

0

6,8

00

7

,40

0

5,2

00

6

,00

0

6,7

00

5

,60

0

6,3

00

6

,70

0

5

,40

0

8,7

00

1

4,2

00

9

,20

0

11

,90

0 1

5,1

00

5

,80

0

11

,70

0 1

3,0

00

6

,00

0

9,6

00

1

2,2

00

11

,00

0

12

,20

0

14

,30

0

7,5

00

8

,30

0

10

,40

0

7,5

00

8

,70

0

10

,50

0

7

,30

0

8,3

00

9

,70

0

8,4

00

9

,30

0

12

,30

0

8,7

00

9

,10

0

11

,40

0

5,9

00

9

,10

0

13

,70

0

9,7

00

1

1,2

00

1

4,0

00

7

,10

0

7,8

00

9

,30

0

9,2

00

1

0,0

00

1

3,0

00

9,5

00

1

0,8

00

1

2,1

00

1

0,7

00

1

2,1

00

1

5,0

00

8

,30

0

9,8

00

1

2,2

00

1

0,1

00

1

2,3

00

1

3,4

00

1

0,7

00

1

3,4

00

1

5,1

00

9

,90

0

11

,50

0

12

,90

0 1

0,4

00

1

1,6

00

1

3,2

00

10

,80

0

13

,30

0

14

,40

0

13

,80

0

16

,50

0 1

9,1

00

1

1,5

00

1

3,4

00

1

5,9

00

1

2,9

00

1

5,2

00

1

7,6

00

1

3,8

00

1

6,7

00

1

8,6

00

1

2,1

00

1

2,6

00

1

4,6

00

1

1,4

00

1

3,3

00

1

5,8

00

4,6

00

5

,10

0

6,0

00

4

,00

0

4,3

00

5

,80

0

4,1

00

4

,60

0

4,9

00

4

,40

0

5,4

00

6

,40

0

4,8

00

5

,80

0

6,9

00

4

,30

0

4,9

00

5

,30

0

4,7

00

5

,20

0

6,1

00

10

,00

0

11

,10

0

12

,40

0

10

,30

0

11

,70

0 1

4,0

00

1

0,2

00

1

1,5

00

1

3,2

00

1

0,6

00

1

1,7

00

1

3,7

00

1

0,6

00

1

2,1

00

1

4,0

00

8

,80

0

10

,30

0

11

,40

0 1

0,4

00

1

1,9

00

1

3,4

00

10

,60

0

12

,00

0

14

,40

0

12

,50

0

12

,70

0 1

5,1

00

1

1,8

00

1

3,4

00

1

4,5

00

1

2,0

00

1

3,3

00

1

4,7

00

1

2,7

00

1

4,6

00

1

6,5

00

1

3,1

00

1

4,9

00

1

1,9

00

1

4,5

00

1

5,4

00

In

do

re

0-1

1-3

3

-5

Jaip

ur

Ko

lkata

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

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0-1

1-3

3

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0-1

Ko

ch

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ckn

ow

1-3

3

-5

Pu

ne

Mu

mb

ai

Ad

min

istr

ati

on

Data

En

try O

pera

tor

Recep

tio

nis

t

Cu

sto

mer

Care

Execu

tive

READY RECKONER

For m

ore

job

pro

file

s, s

ala

ries

and

a h

ost

of ne

w fe

atu

res

and

util

itie

s, p

lea

se s

ub

scrib

e to

sa

lary

.inw

ww

.ind

ia

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

31

BFSI

Sale

s

Tele

Mark

eti

ng

Execu

tive

In

su

ran

ce S

ale

s R

ep

resen

tati

ve

Bu

sin

ess D

evelo

pm

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tive

Acco

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Acco

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tan

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Fin

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En

gin

eer

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Off

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tan

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up

po

rt

En

gin

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ng

Data

An

aly

st

Bu

sin

ess A

naly

st

IT

5,6

00

6

,50

0

8,0

00

6

,30

0

7,2

00

8

,60

0

4,9

00

6

,40

0

7,6

00

7

,70

0

8,5

00

9

,50

0

6,9

00

7

,60

0

8,2

00

7

,10

0

8,4

00

9

,10

0

5,3

00

6

,60

0

7,8

00

6,3

00

6

,90

0

9,5

00

7

,70

0

8,6

00

9

,90

0

6,5

00

7

,30

0

8,9

00

6

,60

0

8,0

00

8

,80

0

7,0

00

7

,60

0

8,2

00

6

,60

0

7,7

00

8

,30

0

4,8

00

5

,10

0

6,9

00

8,1

00

1

0,4

00

1

1,6

00

6

,20

0

11

,50

0 1

2,5

00

8

,70

0

9,8

00

1

0,9

00

9

,30

0

10

,10

0

11

,40

0

8,5

00

1

0,4

00

1

1,5

00

9

,40

0

12

,90

0

13

,80

0

8,4

00

1

0,7

00

1

2,8

00

6,6

00

8

,00

0

9,5

00

7

,20

0

8,2

00

9

,80

0

5,9

00

6

,20

0

8,2

00

7

,70

0

8,9

00

1

0,4

00

5

,80

0

6,9

00

8

,80

0

7,4

00

8

,40

0

10

,00

0

7,0

00

8

,30

0

10

,10

0

7,2

00

8

,30

0

10

,00

0

7,4

00

9

,50

0

11

,90

0

7,2

00

8

,70

0

10

,40

0

8,5

00

1

0,3

00

1

2,5

00

8

,20

0

8,2

00

1

0,1

00

8

,60

0

10

,40

0

11

,50

0

9,2

00

9

,70

0

11

,70

0

7,6

00

9

,30

0

11

,40

0

8,7

00

1

2,3

00

1

3,0

00

8

,20

0

10

,10

0 1

1,9

00

8

,70

0

11

,00

0

13

,30

0

-

-

11

,30

0

9,0

00

1

1,3

00

1

4,1

00

8

,90

0

10

,50

0

12

,70

0

6,0

00

6

,10

0

6,5

00

5

,80

0

6,4

00

7

,20

0

5,2

00

6

,10

0

6,6

00

5

,90

0

6,3

00

7

,20

0

5,1

00

5

,50

0

6,0

00

6

,00

0

7,0

00

7

,50

0

5,9

00

6

,40

0

6,9

00

6,9

00

7

,80

0

9,7

00

7

,10

0

7,9

00

1

0,2

00

5

,30

0

7,9

00

9

,40

0

8,2

00

1

0,3

00

1

2,3

00

5

,10

0

6,6

00

9

,40

0

8,2

00

9

,40

0

13

,20

0

7,5

00

9

,20

0

10

,80

0

7,2

00

7

,70

0

9,8

00

9

,20

0

9,9

00

1

1,0

00

8

,30

0

9,6

00

1

0,7

00

8

,80

0

9,9

00

1

1,6

00

7

,80

0

8,7

00

9

,60

0

9,5

00

1

0,9

00

1

3,8

00

9

,30

0

10

,30

0

13

,30

0

9,4

00

1

0,6

00

1

1,5

00

9

,50

0

11

,10

0 1

2,3

00

9

,20

0

10

,50

0 1

1,8

00

9

,70

0

11

,40

0

12

,10

0

9,2

00

1

1,0

00

1

1,6

00

1

1,5

00

1

3,4

00

1

4,0

00

1

0,6

00

1

1,9

00

1

3,7

00

--

--

- 1

0,9

00

1

2,7

00

1

5,0

00

1

2,0

00

1

4,2

00

1

6,9

00

-

--

17

,30

0

18

,90

0

19

,70

0

14

,50

0 1

6,6

00

1

8,5

00

-

3,2

00

3

,40

0

4,0

00

2

,90

0

3,4

00

4

,10

0

4,7

00

5

,10

0

5,5

00

4

,30

0

5,6

00

8

,60

0

4,2

00

4

,50

0

4,8

00

5

,80

0

6,6

00

7

,50

0

4,9

00

5

,70

0

6,3

00

8,6

00

9

,20

0

10

,50

0

10

,10

0

11

,70

0 1

2,6

00

1

0,2

00

1

0,8

00

1

2,1

00

1

0,4

00

1

1,7

00

1

3,9

00

9

,40

0

11

,10

0

12

,20

0

11

,00

0

12

,70

0

17

,10

0 1

0,7

00

1

2,3

00

1

3,3

00

11

,40

0

13

,30

0

14

,70

0

10

,50

0

12

,10

0

14

,00

0 1

1,3

00

1

2,6

00

1

3,9

00

1

2,0

00

1

3,8

00

1

5,8

00

1

0,9

00

11

,90

0

14

,50

0

12

,40

0

14

,30

0

17

,50

0 1

1,4

00

1

2,9

00

1

5,3

00

READY RECKONER

Lo

w S

kill Level

Med

ium

Skill Level

Hig

h S

kill Level

32

Automobile & Allied IndustriresA

hm

ed

ab

ad

0-1

1-3

3

-5

Ban

galo

reC

hen

nai

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

1-3

3

-5

0-1

Ko

lkata

Delh

iP

un

e

1-3

3

-5

Sale

s

Pro

mo

ter

Mark

eti

ng

Assis

tan

t

Sale

s O

ffic

er

Op

era

tor

Mech

an

ic

Develo

per

IT A

dm

inis

trato

r

Acco

un

ts

Blu

e C

ollar

IT

Pu

rch

ase E

xecu

tive

Acco

un

ts A

ssis

tan

t

Co

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on

Execu

tive

Ad

min

istr

ati

on

/ O

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e S

erv

ice

HR

HR

Assis

sta

nt

Recru

iter

HR

Execu

tive -

Em

plo

yee R

ela

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ip

En

gin

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ng

Mech

an

ical En

gin

eer

Au

toC

AD

En

gin

eer

Qu

ality

In

sp

ecto

r

8,4

00

9

,50

0

11

,20

0

8,4

00

9

,80

0

11

,00

0

8,7

00

1

0,3

00

-

8,9

00

1

0,4

00

1

1,4

00

8

,10

0

9,5

00

1

0,9

00

8

,30

0

10

,10

0

11

,60

0

--

11

,40

0

--

- 1

2,8

00

1

3,8

00

1

6,7

00

1

0,6

00

1

2,3

00

1

4,9

00

1

1,6

00

1

4,1

00

1

6,7

00

1

2,5

00

1

4,5

00

1

6,0

00

1

3,2

00

1

4,2

00

1

6,8

00

1

2,2

00

1

3,6

00

1

4,3

00

10

,80

0

13

,70

0

17

,60

0

13

,20

0

16

,20

0 1

9,4

00

1

3,2

00

1

6,0

00

1

8,1

00

1

3,8

00

1

7,9

00

2

0,2

00

9

,40

0

15

,70

0

17

,50

0

15

,30

0

18

,30

0

21

,50

0 1

4,4

00

1

6,4

00

1

9,0

00

7,0

00

8

,20

0

9,4

00

7

,70

0

9,3

00

1

0,6

00

8

,00

0

9,5

00

1

0,9

00

7

,50

0

9,2

00

1

0,3

00

-

--

7,9

00

8

,80

0

10

,50

0

7,4

00

8

,10

0

9,6

00

7,6

00

9

,20

0

11

,30

0

8,9

00

1

0,2

00

1

1,6

00

-

-

-

9,6

00

1

0,4

00

1

1,7

00

6

,60

0

8,9

00

1

0,8

00

9

,40

0

10

,40

0

11

,90

0

8,3

00

9

,90

0

11

,50

0

-

-

-

9,6

00

1

1,0

00

1

2,4

00

9

,50

0

10

,90

0 1

1,8

00

9

,70

0

11

,00

0

12

,30

0

8,4

00

9

,90

0

11

,30

0

10

,20

0

11

,50

0

13

,20

0

9,1

00

1

1,2

00

1

3,4

00

5,4

00

6

,50

0

7,1

00

6

,40

0

7,0

00

7

,80

0

6,0

00

7

,00

0

7,7

00

6

,30

0

7,3

00

7

,80

0

6,2

00

7

,00

0

7,6

00

6

,40

0

7,1

00

8

,40

0

6,7

00

6

,90

0

7,4

00

8,5

00

-

9,7

00

9

,10

0

9,8

00

-

7,9

00

8

,90

0

10

,60

0

9,3

00

9

,90

0

11

,10

0

8,2

00

1

0,0

00

1

1,3

00

7

,90

0

9,8

00

1

1,5

00

8

,10

0

9,6

00

1

1,1

00

10

,10

0

12

,20

0

13

,70

0

11

,10

0

13

,00

0 1

4,6

00

-

-

-

-

13

,00

0

14

,10

0

10

,40

0

12

,70

0

14

,30

0

11

,40

0

13

,50

0

14

,60

0

9,3

00

1

0,9

00

1

4,7

00

10

,00

0

10

,90

0

12

,20

0

10

,80

0

11

,70

0 1

2,7

00

9

,40

0

11

,40

0 1

2,0

00

9

,50

0

10

,90

0

12

,20

0

10

,20

0

11

,60

0

12

,50

0

10

,20

0

11

,00

0

11

,40

0

9,6

00

1

0,5

00

1

2,2

00

9

,80

0

12

,40

0

14

,00

0

10

,70

0

12

,10

0 1

3,9

00

-

-

-

10

,30

0 1

2,0

00

1

3,4

00

1

0,1

00

-

12

,50

0

-

11

,90

0

13

,40

0 1

0,8

00

1

1,3

00

1

3,2

00

10

,30

0

12

,20

0

13

,70

0

11

,40

0

14

,20

0 1

6,7

00

1

1,3

00

1

3,9

00

1

5,5

00

1

1,7

00

1

4,1

00

1

7,0

00

-

14

,00

0

15

,40

0

12

,10

0

14

,50

0

16

,20

0 1

1,1

00

1

1,6

00

1

4,9

00

--

- 7

,10

0

7,8

00

8

,70

0

7,5

00

8

,10

0

9,0

00

7

,30

0

7,9

00

8

,90

0

7,3

00

8

,30

0

9,1

00

7

,00

0

7,6

00

8

,70

0

7,3

00

7

,90

0

8,6

00

8,8

00

9

,30

0

- 1

0,1

00

1

0,8

00

1

3,2

00

9

,90

0

- 1

2,8

00

9

,60

0

10

,60

0

13

,90

0

- 1

1,7

00

1

3,3

00

1

0,2

00

1

2,4

00

-

10

,10

0

11

,90

0

13

,50

0

--

- 11

,40

0

13

,00

0 1

4,8

00

1

1,1

00

1

2,8

00

1

4,3

00

1

0,7

00

1

2,8

00

1

3,6

00

11

,50

0

12

,50

0

14

,10

0

13

,80

0

15

,50

0 1

2,2

00

1

2,2

00

1

3,7

00

5,4

00

6

,20

0

7,1

00

5

,80

0

6,5

00

7

,10

0

--

- 5

,60

0

6,5

00

7

,20

0

5,1

00

5

,70

0

6,2

00

5

,60

0

6,4

00

7

,60

0

5,4

00

-

7,3

00

6,0

00

6

,70

0

7,9

00

6

,80

0

7,4

00

8

,10

0

6,7

00

7

,20

0

8,3

00

6

,10

0

7,1

00

7

,60

0

- 7

,10

0

7,6

00

6

,60

0

7,9

00

8

,60

0

6,8

00

7

,60

0

8,5

00

--

-1

4,4

00

1

6,3

00

1

9,5

00

1

2,3

00

1

3,7

00

1

6,7

00

-

--

--

18

,00

0

--

--

16

,50

0

-

18

,60

0

19

,80

0

- 1

8,9

00

2

2,3

00

2

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46

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48

00

55

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63

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58

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51

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53

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52

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56

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57

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68

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74

00

85

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63

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91

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52

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65

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65

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58

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67

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77

00

54

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66

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70

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93

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89

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90

08

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68

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77

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33

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00

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21

00

14

30

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49

00

56

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48

00

52

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61

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57

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50

00

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61

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65

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47

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64

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76

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54

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43

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76

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For m

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ries

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scrib

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lary

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ium

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kill Level

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56

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52

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59

00

74

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63

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73

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83

00

55

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70

00

97

00

52

00

60

00

78

00

51

00

65

00

90

00

59

00

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Lo

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kill Level

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40

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Ko

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i

READY RECKONER

For m

ore

job

pro

file

s, s

ala

ries

and

a h

ost

of ne

w fe

atu

res

and

util

itie

s, p

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se s

ub

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e to

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lary

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Lo

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kill Level

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ium

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41

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0-1

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Staffing Solutions

PROFILE LIBRARY

43Please visit for salaries and workings, related to the above profiles and morewww.indiasalary.in

ICP ICP Name Profile

Handle petty cash, maintain accounts, bills, handle daily banking transactions, prepare bank reconciliation statement, sheet using Tally / any other accounting packages. Generate statement of accounts / balance sheet using Tally / any other accounting packages.

Coordinate for travel arrangements, logistics, arrange meetings, floor keeping, organising events and so on.

Analyze Financial information, prepare financial reports to determine or maintain record of assets, liabilities, profit & loss, tax liability. Advice management on accounts related issues.

Install, maintain and repairs refrigeration equipment & air conditioning system.

Conduct qualitative and quantitative chemical analyses or chemical experiments in laboratories for process control. Develop new products for Agro industries.

Attendance management, track the receipt of stock, tracking bills being received for reimbursement & other admin operations.

Provide support such as purchasing the stationeries, making travel arrangements, keeping a track of incoming and outgoing mails, handling guets, visitors, organising meeting and conferences with all the facilities.

Plan, managing facility activities, relationship with vendor such as transport providers, cafeteria and sports/recreation, planning & Execution of training, documnetation.

Plan, design & develop detailed machine drawing, converting the layouts into isometric drawing in AutoCAD.

Coordinate for transport, hotel bookings, purchase orders, ensure cleanliness, taking care of logistics, floor keeping & filing.

Maintaine files, all other official documents & coordinae for office facilitation, handle all correspondence.

Finalize accounts, handling income tax / service tax / handling accounts / statutory responsibilities / audit queries. Budgeting, finalisation of account books, PF, ESIC, ROC work, Book Debts Statement etc.

Assist chief engineer in day-to-day duties and keep informing on equipment maintenance & operating procedures. Ensure the mechanical, electrical and plumbing systems are properly maintained.

Manage the store, maintaine cleanliness, products. Documentation of receipt, storage and issue of materials, maintaining incoming / outgoing stock ledger, ensuring proper inventory control, preparing monthly stock statement etc.

Help the organization to improve its functions and activities in order to reduce overall costs, provide more efficient use of resources, and better support for customers. Bring focus to the process, rethink end-to-end activities that create value for customers, while removing unnecessary, non-value added work.

Achieve specific revenue targets set for products / services assigned. Coordinate & ensure pipeline building and opportunity generation for specified product / services, prepare marketing collateral, pre-sales and post sales support, making business proposals, presentations to the Clients & relationship building.

Ensure the services provided to the customers are billed completely, accurately and in a timely manner, daily stock maintenance, generate daily / weekly / monthly invoice, handle transaction and maintain documents such as customer master file, customer data etc.

Deal with incoming and outgoing post, maintain stationary supplies, type letters,update computer database, filing documents, using office equipment such as printers, photocopiers and fax machines, managing diaries.

Promote products, increase brand awareness, demonstrating product features and so on either at the counter / field.

Provide service to internal branch clients by interfacing with management, managing the relationships with assigned financial advisors, coordinate with the operations function, and performing administrative duties

Design and prepare drawings using AutoCAD for various Engineering Projects.

Interact with customers, maintain records of customer interactions and transactions, assess the validity of the complaint, provide information in response to queries about products / services, handle and resolve escalations.

Conduct qualitative and quantitative chemical analyses / chemical experiments in laboratories for quality or process control. Develop new products & knowledge.

Devise processes for manufacturing chemicals and products, by applying principles and technology of chemistry, physics, and engineering.

Cook various cuisines, present food attractively, manage the kitchen, directing the work of other kitchen workers, estimate food requirements and order food supplies.

Raise invoice, contact customers / clients to ensure payment, post amount to customer's account, maintaining records of collection and status of accounts.

Responsible for smooth operation of network which includes installation of new sites and monitoring sites, maintenance and troubleshooting.

Prepare daily and weekly reports, liaising with suppliers and explaining errors and the process followed to resolve them, re-charging customers where required and working closely with the finance and production team.

Handle central excise, taxation, VAT, commercial negotiations, invoicing, billing and so on.

Conduct qualitative and quantitative chemical analysis or chemical experiments for quality or process control or to develop new products and carry out tests based on new projects and materials.

Advise customers / farmers about various methods to get the best crop, inform the usage of different agro products to get better results in the field.

Sell products / services to the customers / walk-ins and convince them to buy at the counter and handle customer's escalations.

Interact with customers through telephone, clarify their queries, suggest products & generates reports.

Collect money, make bills and maintain records.

Offer exceptional sales presentations and product knowledge information, provide technical assistance and / or make additional product recommendations.

Enter alphabetical / numerical data, check for errors and analyze the data given, also perform data clean ups and prepare presentations as per the instructions.

Plan, build and maintain computerized information systems according to the employer's requirement.

Sell products by visiting houses, going out on field & generating leads.

Provide back end support for various functions by entering data into the electronic system.

Work on the Engineering projects by using engineering design software and generating drafts / designs as per project requirements.

Collect & dispatch various documents required by the company by going to the customer’s house or office.

Analyze and process data, generate reports as per requirements. Prepare client and internal reports on daily, weekly and monthly basis. Responsible for analyzing data of a complex product database & running a large volume of accurate market reports. Check data for errors and handling any queries.

Drive heavy vehicles such as bus, lorry, truck, tempo etc to transport passengers or heavy goods from one place to another according to the scheduled distance or destination. Ensure the vehicle with fuel, oil, water, lights, brakes etc.

Develop and design of new products, components, and / or systems. Adapt existing designs for new models and redesigns current products

AAS

ABC

ACE

ACM

ACT

ADA

ADE

ADM

ADR

ADS

AHP

AMR

ASE

ASK

BAN

BDE

BEX

BOE

BPR

BSA

CAE

CCE

CCH

CHE

CHF

CLE

CLR

CMA

CME

CMT

CRA

CAD Engineer

Customer care Executive

CQL Chemist

Chemical Engineer

Chef

Collection Executive

Cluster Engineer

Commercial Assistant

Commercial Executive

Line Chemist

Crop Advisor

Counter Sales Executive

Customer Service Executive

Cashier

CST

CSE

CSH

CSS

DAN

DBA

DDS

DEO

DFM

DOE

DPE

DVR

DSE

Account Assistant

Administration Back office coordinator

Accountant

AC Mechanic

Agro Chemist

Admin Associate

Administration Executive

Administration Manager

Autocad Engineer

Administrator Assistant

Admin Helper

Accounts Manager

Assistant Engineer

Admin cum store keeper

Business Analyst

Business Development Executive

Billing Executive

Back Office Executive

Brand Promoter

Branch Servicing Associate

Customer Sales Specialist

Data Analyst

Database Administrator

Door to Door Sales

Data Entry Operator

DraftsMan

Document Executive

Data Processing Executive

Driver

Design Engineer

Staffing Solutions

PROFILE LIBRARY

for salaries and workings, related to the above profiles and morewww.indiasalary.in 44


To maintain and enhance the competitive status of the Company’s products.

Provide analysis of quotations and sales orders to determine technical and economic feasibility.

Deliver the product to the customer / clients on schedule, collect acknowledgment for the same.

Work on engineering projects by using engineering design software & generate drafts as per project requirement. And ensures the final product should be as per the approved design.

Work with Electrical Networking system, design electrical lay outs, handle projects, coordinate with internal and external teams for execution of the project.

Install electrical wiring, electrical fixtures and underground cable, maintain, repair and replace electrical devices. Identify and solve electrical problems regarding electrical connections.

Manage the events by studying the intricacies of the reasons for the event, identify the target audience, devise the event concept, plan the logistics and coordinate the technical aspects before actually executing the modalities of the proposed event.

Understand the situation / need, finding the best possible mortgage rate available in the market. Educate the customer about loans, debt consolidation alternatives, personal finance and debt management solutions available.

Protect property, assets, or people by maintaining a high visibility presence to deterillegal and inappropriate actions, keep a record of visitors, observe fire or disorder and take actions accordingly.

Assist the Finance Manager with financial and accounting functions of the group's various divisions.

Door to door sales of products.

Interview clients to determine their assets, liabilities, cash flow, insurance coverage, tax status, pension plans, securities and real estate. Develop financial plans / advice for individuals and businesses.

Process financial data, to include verifying, coding, posting various customer requests. Adhering to bank and regulatory policies and procedures is critical to providing high quality service.

Performs proficient troubleshooting and repair of hardware and network related issues on site at client facilities (includes travel time). Coordinates repair in a time efficient and courteous manner to minimize disruption in system utility and earn excellent customer satisfaction.

Generate the leads, sell products / services to the customers and convince them to buy the same on the field. Arrange sales demonstration and documentation, achieve targets.

Interact with customers to analyze problem situations pertaining to breakdowns of equipment and make recommendations regarding repairs. Also perform scheduled maintenance on equipment for contracted customers according to maintenance policies and procedures.

Designe or create graphics to meet specific commercial or promotional needs, such as packaging, displays, or logos. It may involve the use of a variety of mediums to achieve artistic or decorative effects, creating designs, concepts, and sample layouts based on knowledge of layout principles and esthetic design concepts.

Attend the customers, clarify their queries, guide them and handle escalations on services / products.

Plan, direct, and coordinating human resource management activities of an organisation to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies and regulatory compliance. Administer compensation, benefits and performance management systems, and safety and recreation programmes.

Promotes Health insurance to the customers & sell according to the target assigned.

Supervise the work of the team involved in cleaning all the rooms, laundry work etc. Inspect and patrol all the house keeping areas frequently to check and confirm the standard of the quality. Ensure maintenance and upkeep of various carpets, flooring and employee uniforms. Assign responsibilities to the team members, create a roster, keep a track of attendance.

DVP

DLP

EDF

EEG

ELE

EVM

FLP

FMS

FNA

FOS

FPL

FPR

FSE

FPT

HDE

HER

HIP

HKR

HPS

HCD

HRS

HUK

HWE

IIE

ISD

ISR

ISS

ITA

ITE

ITO

ITR

Developer

Delivery Personnel

Engineer - Draftsman

Electrical Engineer

Electrician

Events Manager

Finance Loss Prevention Officer

Farm Security

Finance Assistant

Feet on Street sales

Financial Planner

Finance Processor

Field Support Technician

Field Sales Executive

Field Service Technician

Graphic Designer

Help Desk Executive

HR Executive - Employee Relationship

Health Insurance Promoter

House Keeper

Health Promotion Specialist

HR Coordinator

HR Assistant

House Keeping Assistant

Hardware Engineer

IT installation Executive

Inshop demonstrator

Insurance Sales Representative

In-Shop Supervisor

IT Administrator

IT Engineer

IT Organizer

IT Trainee

IT Support

IT Trainer

Job Inspector

Loan Advisor

Lab Assistant

Loader & Packer

ITS

ITT

JIR

LAD

LBA

LRP

MAS

GDR

FST

Marketing Assistant

DTE Desktop Engineer

Help people to improve and increase control over their health by planning, ensuring the implementation and evaluate policies and development of community strategies, local strategic partnerships and health alliances to promote health care within a specialist setting, relating to a specific issue, or within a particular population. Committed to track inequalities in health and promote antidiscriminatory practice.

Coordination of all the HR activities like recruitment, performance appraisal, salary structure & bonus etc. recruitment, performance management, statutory compliance employee training, policy development and documentation, employee relations, employee communication, compensation and benefits mgt, employee safety, welfare, wellness & health; & employee counseling.

Screen candidates, send the data to the next level of interview, verify calls and handle joining formalities. Responsible for the Statutory & Compliance activities in the HR department.

Wash dishes and clean the place by sweeping, swobbing and dusting.

Provide maintenance support for computer hardware, systems and related devices.

Responsible for Software & Hardware installation acitivites.

Handle general walk-ins to the showroom, explain about various features of the product, clarify, convince them to buy the same, generate reports and coordinate with internal teams for sales.

Sell Insurance products / services to the customers and convince them to buy at the counter / field and handle customer's escalations.

Manage the store, ensure cleanliness is maintained, products are delivered, ensure quick turn around, accuracy of items, quantity, quality, coordinate for the transport and so on.

Maintenance of servers and equipment to ensure all remain online and optimised, trouble-shooting and fault repair, equipment contract maintenance & software and hardware upgrades, rollouts and project implementations

Develop and modify general computer applications software or specialized utility programs.

Supervise the team operational acitivites, organize & ensures all the internal complaints are cleared with in the escalated time period. Plan & prepare for new softwares / hardwares which gives maximum output.

Involve in day to day activities of IT related operational activities.

Maintenance & Administration of trouble-shooting & fault repair, assist in upgrading software / hardware.

Responsible for contributing towards the provision of end user training to one of the most critical areas of work for supporting a large IT project.

Inspect various mechanical / auto parts, to check if they are made to the right quality level, visit vendors places, create an MIS of the same and provide quality certificate for further process.

Understand customer requirements, find the best possible mortgage rate that are available, educate the customer about loans, debt consolidation alternatives, personal finance and debt management solutions.

Drive lab growth, coordinate, analyze and work with multiple teams of a project and to identify, develop and implement lab improvement opportunities.

Loading & unloading equipment onto delivery vehicles & inventory control. Loading vans, scanning packages and moving crates with heavy lifting involved.

Organize and coordinate trade shows, seminars, events, coordinate the daily events, assist in developing promotional strategies and product development.

Staffing Solutions

PROFILE LIBRARY

45 for salaries and workings, related to the above profiles and morewww.indiasalary.in


Supervise, plan, coordinate the activities and operations of the management information systems within the assigned departments, to coordinate assigned activities with other divisions and outside agencies; and to provide complex staff assistance to the assigned manager.

Work on sales and marketing methods, and help in promoting a portfolio of products to wholesale and retail customers, at local, regional and export levels. Able to maintain strong customer relationships, both administratively and interpersonally, and will be able to provide input to on-going product design.

Meet doctors and provide details about the medical products, meet chemists for secondary sales orders.

Repair machines / automobiles based on the instructions given by the superior.

Understand the project, apply physical analysis for design, manufacture and maintain mechanical systems for various systems involved.

Repair & service automobiles, trucks, buses and other vehicles based on the requirement.

Will operate assigned stations and all other associated work including preventative maintenance, machine changeovers, making minor adjustments to maintain greatest operational efficiency, assist other mechanics, etc. Required to handle empty cases and other line problems, train other operators, perform best practice quality checks, watch for defective materials and perform any other related work in accordance with line quality.

Compile the data collected by market research, collate the information on competition activities, draft and create marketing collateral and blogs and other general marketing projects.

Reads electric, gas, water, or steam consumption meters and records volume used by residential and commercial consumers, walks or drives truck over established route and takes readings of meter dials. Inspects meters and connections for defects, damage, and unauthorized connections.

Install, maintain and support computer communication networks within an organization or between organizations to ensure the smooth operation of communication networks in order to provide maximum performance and availability for the users. Troubleshooting and resolving Firewalls, WANs, LANs, DNS & network security issues.

Monitor, maintain and support computer communication networks, ensure smooth operation of communication networks in order to provide maximum performance and availability for the users, troubleshooting and resolving IT security issues.

Duties include general clerical, receptionist and project based work. Answer telephones and transfer to appropriate staff member. Coordinate and maintain records for staff office space, phones, parking, company credit cards and office keys. Setup and coordinate meetings and conferences. Maintain and distribute staff weekly schedules.

Perform office work, handle stationary / Xerox / sending fax, visiting bank for deposits, and filing work, moving files etc.

Market Development Officer

MRE

MEC

MEG

MMC

MOR

MRT

MTR

NER

NME

OAS

OFS

OPE

ORC

OPR

PCA

PCM

PEG

PRT

PER

PJO

PKB

PRA

PEX

PRM

PRO

PMT

PRS

PSE

QAN

QAT

QFM

QLI

RAT

RCP

REC

REX

RFE

RGG

MDO

Medical Representative

Mechanic

Mechanical Engineer

Motor Mechanic

Machine Operator

Market Research Executive

Meter Reader

Network Engineer

Network Monitering Engineer

Office Assistant Support

Office Assistant

Operations Executive

Operations Coordinator

Operator

Packing Assistant

Purchase Manager

Production Engineer

Purchase Executive

Project Engineer

Project Coordinator

Packer Boy

Process Associate

Production Executive

Program Manager

Project Officer

Promoter

Production Supervisor

Project & Service Engineer

Quality Analyser

Quality Technician

Quality Foreman

Quality Inspector

Resort Attendant

Receptionist

Recruiter

Retail Executive

RF Engineer

Rigger

MIS CoordinatorMCR

Prepare the monthly roaster of the work for various teams, maintaining relationship with both internal and external employees, correspond with customers or clients, monitor all processes, generate reports, implement policies and procedures and so on.

Maintain records, generate MIS report, coordinate with various teams, handle budgets, manage the internal communication, handle contracts and revenue orders. Ensure process adherence, generate monthly analytical reports, ensure quality of the data, and handle escalations.

Operate machines and maintain the same as per the instructions given by the supervisor.

Pack items into bottles, wad seal and pack them onto a tray while doing shrink wrapping, pack them in cartons for dispatch to customers. Maintain the required library of packing materials.

Plan, direct, or coordinate the activities of buyers, purchasing officers and related workers involved in purchasing materials, products and services.

Handle the production team, plan materials for smooth production and ensure the products are delivered on time.

Identify channels, receive quotation and issue purchase orders for the production and retail company requirement. Sourcing & costing of Bill of Material, negotiate with suppliers, component distributors & overseas vendors.

Assist Project Manager in planning and execution of project plans at site. Liaison with all parties involved in the project including local authorities, consultants, clients, subcontractors and suppliers. Attend site meetings and inspections, report regularly on progress and monitor schedule.

Provide support and supervision to projects, report directly to the Project Manager and work on a peer basis with other staff. Assist project managers and team members with daily tasks including client reporting and communications. Maintain and update data, site and project status in multiple databases for tracking and reporting.

Packing the products according to the instruction given by the superior.

Back end process & support to the internal teams for the systematic process flow by coordinating & executing the plan given by the superiors.

Work in the production line, operate machines and so on.

Execution of assigned tasks and responsibilities for the projects, work in a team and manage people along project lines and time lines, assist to capture and document planning and resources needs, coordinate events, operational integration and project delivery.

Plan, organize and manage resources to bring about the successful completion of specific project goals and objectives. Developing a project plan, includes defining and confirming the project goals and objectives, identifying tasks and how goals will be achieved, quantifying the resources needed and determining budgets and timelines for completion.

Promote products, create public interest / awareness, demonstrate product features for the purpose of buying the product.

Supervise the production team for smooth flow & ensure the production equipments are well maintained by the operators to get better products.

Service electronic equipments and interact with the customers to handle escalations.

Investigate operational problems affecting production, bring in new methods and processes, handle the purchase and installation of new equipment, train and manage staff and prepare manufacturing manuals.

Handle equipments, fix and maintain the quality of the same.

Quality control and quality engineering to be used in developing systems to ensure products or services are designed, produced to meet or exceed customer expectations.

Inspect various mechanical parts to check if they are made to the right quality level, visit vendors places, creates an MIS report of the same and provide quality certificate for further process.

Take care of the customers, ensure all the services are provided, take their feedback, make any arrangements required, ensure the norms are followed.

Handle inbound / outbound calls, maintain stationary records, make travel arrangements, fix appointments, general day to day admin activities, maintain visitors registry (inward outward), attendance records etc.

Screen candidates, conduct interviews and select personnel according to the job profile for various positions.

Meet retailers and distributors to book, collect orders & handle all campaign activities.

Design systems at broadcast facility, responsible for maintenance of the station's high power broadcast transmitter and associated systems.

Job would involve using pulleys, cable, and hooks attached to cranes to lift heavy objects such as steel plates, bundles of steel rods and drilling towers. Set up or repair rigging for ships and shipyards, manufacturing plants, logging yards, construction projects and for the entertainment industry.

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Implement innovative marketing strategy and concept, liaise with clients, explain and build a brand name for the product/ services in the market.

Troubleshoot the network’s design and architecture issues, analyz network and device configurations, provid network design leadership, assist in identify and building solutions & testing product features and functionality

Responsible for completing assigned tasks on time using proprietary and third party tools, ability to synthesize data into meaningful information and then communicate it clearly to internal and / or external clients

Hardware support, trouble shoot and problem resolution. Asset Management, evaluation of new technologies / products & system configuration group policies & installation of applications.

Develop the vision and strategy for SAP. Manage the financial control for the cost centre, applying processes and controls to run an effective business.

Establish management reporting for procurement, production planning, warehouse, inbound / outbound, budget vs actual, working capital and sales report & responsible for verifying supplier invoices for total supply chain.

Monitor and supervise vendors, keeping a track of attendance, incentives, calculate monthly salaries and generate a report on team's performance.

Identify and trouble shoot, analyze & enhance the application performance by updating the software.

Provide maintenance on existing code for products. Provide a third-tier of support for the products. Develop minor enhancements to features. Understand product architecture design. Participate in design and code reviews for products throughout, creating and maintaining department standards for software development best practices.

Install and service security products at corporates, homes and construction sites.

Help prevent harm to workers, property, the environment and general public.

Day to day supervision of a team, ensure work is completed safely to a high standard and within agreed timescales, interpret construction drawings, schedules & specifications and implement the same in monitoring and construction.

Work with the Marketing Director to develop newbusiness, prepare proposals and quotations for supply of data and negotiate and win contracts.

Responsible for the administrative coordination of activities within the Sourcing Department, ensuring compliance with the policy for procuring goods and services. Sourcing to assist with the administration and production of documentation relating to strategic sourcing projects, management of departmental databases including preferred suppliers and supplier contracts.

Generate revenue from sales, meet clients, calculate incentives and so on.

Supervise the administrative functions in the design & print unit including computerised costing and estimating operations. Assist with development, monitoring, maintenance and supervision of the production, administrative and financial information systems within the design & print unit, to ensure the smooth operation of all work.

Creates and executes project work plans and revises as appropriate to meet changing needs and requirements, identifies resources needed and assigns individual responsibilities. Manages day-to-day operational aspects of a project and scope. Reviews deliverables prepared by team before passing to client. Effectively applies methodology and enforces project standards.

Promote products, increase brand awareness, demonstrate product features, either at the counter / field.

Advise and consult customers on vehicle service needs and to have expertise in building customer confidence in their vehicle and the dealership. The job encompasses the proper satisfaction of customer and vehicle-related concerns, meeting predetermined service objectives and the thorough and accurate performance of designated administrative activities.

Contact candidates, understand the requirement and collect all the details required, explain the profiles and ensure walk-ins of the candidate.

Handle the clients, address their queries, responsible for profitability / productivity and handle the process.

Service mechanics provide a wide range of preventative maintenance as well as service and repair work on automobiles and equipment, performs various precautionary procedures on all motor vehicles and equipment, including changing the vehicle's oil, checking and changing tires, brakes, electrical systems, and fuel injection pumps.

Manage the store, maintain cleanliness, products, documentation of receipt, storage and issue of materials, maintain incoming / outgoing stock ledger, ensure proper inventory control including statutory inventory compliances, prepare monthly stock statement.

Monitor and supervise sales promoters / executives, keep track of their attendance, incentives, calculating monthly salaries, generate reports on team's performance & so on

Service equipments and resolve customer quires by replacing / repairing any internal spares.

Enters data as per the required format with speed & accuracy in the electronic system.

Provide a range of engineering & production support and maintenance management services.

Business development in the entire region & handling sales team to achieve target.

Works with various machines as per the instructions & ensure maintenance of the machine to work smoothly.

Call customers / clients, collect data, validate the data base provided.

Drive tractor in the field as per the instruction given by the supervisor.

Test Telecom equipments, operations and maintenance of transcoders, performance checks of various modules and sub-systems.

Make calls to generate leads with prospective clients and scheduling appointments.

Monitor, mentor, retain & adhere to the standard process to increase the overall performance of the team.

Ensure various systems are available to customers & employees, report problems to vendor service representatives when outages occur, ensure that corrective action is taken in a timely manner to restore various system services.

Interact with the corporate customers. Submission of documents for approvals, interacting with the customers, fixing appoinment & getting orders. Satisfying the customer needs by giving the details the product in a clear view. Store maintainance, goods updation, involved in some quality related works.

Sourcing & first level of screening to the CV's as per the profile requirement.

Calls predetermined leads to proactively sell a product or service or solicit funds. Represents thier company or organization in a professional and courteous manner. Adds customer information into the database and updates information on returning customers.

Identify sales channels, understand and keep a track of the market trends, creative promotions and building brand for the product / company in the market, travel to the locations and coordinate with the dealers.

Design & Develop innovative web-based sites / pages.

Supervise and coordinate activities of workers engaged in receive, transport , stack, order fill, ship, and maintain stock records in warehouse. Supervise label and casing or packing of materials or products.

Monitor the function of BIS through regular and surprise visits to sensitive departments and review these from time to time, streamline procedures to stop corruption or mis-conduct, educate employees as a preventive vigilance measure.

RDE

RSP

SAD

SAP

SCE

SCO

SDA

SEA

SET

SFO

SGE

SLE

HRC

SOF

SPA

SDV

SPR

SRA

SCA

SRE

SRM

STS

SUP

SVE

SYO

TAS

TBR

TCN

TCR

TDV

TEG

TME

TML

TNO

TRE

TSE

TSR

USM

VOF

WDS

WHS

Resident Engineer

Research Specialist

System Administrator

SAP Consultant

Supply Chain Executive

Sales Coordinator

Software Analyst

Software Engineer Associate

Service Technician

Safety Officer

Site Engineer

Sales Executive

Sourcing Coordinator

Sales Officer

Supervisor - Administration

SAP Developer

Sales Promoter

Service Advisor

Sourcing Associate

Showroom Executive

Service Mechanic

Store Supervisor

Supervisor

Service Engineer

System Operator

Technical Assistant

Territory Business Representative

Technician

Tele Caller

Tractor Driver

Telecom Engineer

Tele Marketing Executive

Team Lead

Trainee Network Operations

Trainee Engineer

Tele Sourcing Executive

Tele Sales Representative

Unit Sales Manager

Vigillance officer

Web Designer

WareHouse Supervisor

RSE Relationship Executive

RSC Research Executive

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Bangalore 1: “TeamLease House”, No.27, 3rd “A” Cross, 18th Main,Grape Garden, 6th Block,Koramangala,Bangalore – 560095.Ph: +91-80-4264 3000Fax:+91-80- 4264 3001

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Chennai: #81 (old no 36) 2nd floor,"Vukan Towers",Thirumalai Pillai Road,T.Nagar,Chennai-600017Ph:(91-44) 43901111Fax:+ 91- 44 -4390 1190

Delhi : No. 771, 7th floor,Aggarwal Millennium Tower IIPlot No. E-4, Netaji Subhash Place, District Centre, Wazirpur, Opposite TV TowerPitampura, Delhi-110034Ph: 91-11-41203000Fax: 91-11-41203063

Hyderabad: # 6 - 3 - 1109 / 1, Navabharat Chambers, Rajbhavan Road, Somajiguda,Hyderabad – 500082.Ph: (91 – 40) 40313357/40313333Fax: (91 – 40) 23417028

Kolkata: No.2C and 2D, Second Floor,Park Plaza, #71, Park Street, Kolkata-700016Ph: +91-33- 40444638Fax: +91-33-40014639

Mumbai:# 501, 5th Floor,Chintamani Plaza Building, B-Wing,Chakala, Andheri Kurla Road,Andheri (East), Mumbai - 400099Ph: 91-22-40009000Fax: 91-22-66936496

Pune: #10, Island Pearl, 2nd Floor,Sholapur Road,Pune – 411001 Ph: 91-20-26333649, 26334479 / 91-20-30588100 / 020–30588200Fax: 91-20-26334479.

Documents

Salary Primer 2010