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Compensation Surveys

For a Total Reward Strategy

We collect, analyse, interpret and value so many informations to allow firms to elaborate a total reward strategy aiming on the one hand, at defending and sustain its competitive advantage, on the other hand, at investing on key resources for the organization.


Currently, there are so many types of compensation surveys that differ one from another for the methodology used, but they could be classified in two main broad categories:

  • Those focusing on retributive structure, well known for their “job points” based approach,
  • Those focusing on organizational position, supposed to be based on a sample of positions characterizing the organization.

Despite both pursue different objectives, we strongly believe that are valid equally as well as functional to organizational purposes.

The growing attention paid from companies to total reward policies and the necessity to differentiate through compensation make the equation ”job points or job title= payment” no more valid, so the idea of professional families has been introduced as the “ trait d’ union” between two interdependent worlds: total compensation systems and pay-for-competences ones.

Which is the survey to take part at?

As much as possible.
No survey is the best in absolute terms, but any of them may give important benchmarking informations that organizations have to interpret and use to build up their own payment system and policies in order to incentive, motivate and keep key resources.

Methodological and technological characteristics of NEXT CONSULTING Research

NEXT CONSULTING compensation surveys are innovative with respect to the other thanks to:

  • Careful and detailed collection, management and communication of data during the entire process of organizational analysis through a high customization of the web portal, that shows different  and specific informations according to each user’s recorded profile.

    As a matter of facts, those firms taking part to the survey, may keep the database up-to-date, work through job matching, evaluate job positions with Quick Job and fill in the questionnaire concerning
    • Sample data of participants,
    • Retributive policies and payment practices,
    • Specific focus on incentives systems,
    • Benefits to improve CCNL
  • Diversified and numerous reports describing the retributive phenomenon either as far as specific market segments and internal policies are concerned.

    It imply the coo-presence of more than one survey methodology; indeed we provides for:

    • Retributive structure that support corporate compensation policy in terms of internal equity and competitive positioning on the market;
    • A detailed comparison between homogeneous classes and so between all that positions with similar competences, complexity and accountability;
    • Accurate definition of the value of each position on the market;
    • Definition of broad banding policies, on the basis of professional families, in order to analyse “pay for competences” systems.

Markets inquired

Today NEXT Consulting Research has carried out compensation surveys in the following sectors:

  • Insurance sector,
  • Banks,
  • Asset  Management,
  • Private Banking,
  • Real Estate,
  • IT Services.

Moreover, during the annual convention on finance NEXT publishes the results concerning the overall financial market, pointing at underlining new trends, problems, habits, etc…

Other services

Whishing to always provide for new solutions and innovative services, to satisfy customers’ needs NEXT Consulting research offers other services such as:

  • The consultation of the database containing retributive informations belonging to different market sectors,
  • A complete set of informations dealing with technical competences diversified for business,
    A periodical subscription to job profile methodology useful to define capacities’ profile for each organizational role,
  • The consultation of the organizational behaviour database.

 

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