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The ever-slowing salary hikes at Indian companies: New survey shows drop over past decade

Average pay hike has dropped steeply from 15.1% in 2007 to 10.2% in 2016: Survey

business Updated: May 30, 2017 08:23 IST
Rozelle Laha
Representative Image: India Inc’s average pay hike has registered a steep drop from 15.1% in 2007 to 10.2% in 2016, an analysis of India Salary Increase Survey by consulting firm Aon Hewitt revealed.
Representative Image: India Inc’s average pay hike has registered a steep drop from 15.1% in 2007 to 10.2% in 2016, an analysis of India Salary Increase Survey by consulting firm Aon Hewitt revealed.

Indian companies, across industries, have consistently paid lower salary hikes over the past 10 years. Experts don’t see the decade-old golden days of good pay hikes return, any time soon.

India Inc’s average pay hike has registered a steep drop from 15.1% in 2007 to 10.2% in 2016, an analysis of India Salary Increase Survey by consulting firm Aon Hewitt revealed. The company projects an average increment of 9.5% in 2017, the lowest since 6.6% in 2009, which was a knee-jerk reaction to the global recession due to collapse of Lehman Brothers Holdings Inc.

The India Salary Increase Survey by Aon Hewitt is one of the largest and most comprehensive study on performance and rewards trends in the country.

“Even a 9.5% average salary increment might look promising, but is not. For example if you see Reserve Bank of India’s (RBI) latest householders inflation expectations surveys, the real pay increases adjusted for inflation would look very muted, and add to that the tax surcharge for employees earning more than Rs 50 Lakh, it translates into negative real pay increase,” said Anandorup Ghose, partner at Aon Hewitt India.

Back in 2007, the telecom and banking, financial services and insurance (BFSI) were among net acquirers of talent, whereas today, we don’t have any one particular sector, Ghose added.

Consumer products and life sciences are some industries that have emerged as market leaders in salary increase in the past decade.

Pay hikes in life sciences sector picked up from 13.2% in 2007 to 16% in 2008 only to drop to 11.3% in 2017 (projected), with minor fluctuations. In consumer products, for instance, employees received 13.4% average pay hikes in 2015 and might get 10.2% in 2017, Aon Hewitt data shows.

Fast-moving consumer goods industry is governed by the India consumption story. The diverse demography and ever increasing consumer base, from both urban and rural segments, provides us with huge opportunities. Giving market-linked increments is one way to retain good talent in the sector, said V Krishnan, Executive Director - HR, Dabur India Ltd.

“We are aware that talent in the consumer products industry is prospective hires across every other industry vertical because of their consumer knowledge and customers connect. Apart from compensation, providing continuous learning and growth opportunities to people gives them confidence that their future is promising,” Krishnan added.

Information technology or the high tech sector, one of the largest employers in the country, has seen a steep drop in salary hikes too. Industry body Nasscom estimates a 3.9 million total employee base in IT-BPM industry. The average pay hikes in the IT sector dropped from 15.4% to 10.6%. After its recovery from 2.9% (in 2009) to 11% in 2010, this year’s 9.7% projection by Aon Hewitt is the lowest since then.

“I won’t be surprised if the salary increments go on a downward spiral as the traditional IT offerings – like pure play software, products and consulting services – will be increasingly substituted by automation and robotics,” said Venkat Shastry, partner, Heidrick & Struggles, a worldwide executive search firm, specializing in chief executive and senior level assignments.

Shastry added, “Over the next three to five years, we will see a contraction in the number of people that will get absorbed in the full-time employee (FTE) model…Once the industry readjusts itself, an ideal IT enterprise will be a perfect blend of automation technologies complimented with a trimmed workforce armed with high end design skills in areas such as robotics, artificial intelligence, machine learning and robotics…The realigned model will spur another golden period for the IT sector, where a chosen set of people with skills like asset creation, solution modelling, problem solving, design thinking and innovation will be the ones to get the 12-15% hikes year-on-year. The salary increments, once such a period comes through, might be even better than what they used to be back in 2007”

According to Aon Hewitt, salary increment percentages in certain industries, like consumer products and automobiles, for instance, don’t change significantly year-on-year as compensation costs in these industries don’t form a very large part of the overall cost structure and therefore companies can afford to broadly hold steady on pay practices.

Answering a query on forward looking sectors, Ghose said, “While it is difficult to predict which industries will provide highest pay increases in the future, sectors like logistics where there is significant activity with regard to both higher investments and goods and services tax linked benefits or non-banking finance company (NBFC)’s which are constantly evolving in their business could be sectors with higher pay increases,” adding that it will be difficult to imagine the IT industry in the top slot anytime soon.

When BFSI as a sector registered a 9.50% average salary hike in 2016, NBFC, a part of the overall BFSI, registered a 10.40% growth. This year, Aon Hewitt projects an 8.10% growth in BFSI and 8.50% in NBFC segment.

Logistics and NBFC were not covered separately in the 2007 survey. BFSI was covered. NBFC is a part of overall BFSI. It is a sub industry

At CxO/ top management levels, the average compensation increments currently stand at approximately 12% in the NBFCs. For high performing companies the hike is even in the range of 14-16%, said Puneet Pratap Singh, Partner in Charge, New Delhi and Financial Services Practice at Heidrick & Struggles.

“The war for talent continues to grow in this space due to expansion of portfolio, growth capital being infused and new NBFCs setting up operations in India. However, the bigger play as a retention / reward strategy continues to be stock options and or LTIP plans,” Singh added.