Rouaa.mentor Salary Survey Service March 2010

Compensations Review, Benchmarking & Salary Survey Services
Compensations Review, Benchmarking

Consortium Profile
& Salary Survey Services

Consortium Profile
A Cost Effective approach to your

Compensation Review
Offering a Consulting Service Consortium that merge
Human Resources Practises and Job Market expertise:
Helping organizations to enlighten their decisions with the best salaries &
benefits market information together with people performance management ideas
An introduction to an HRM consulting services of an international

consortium leaded by MENTOR FZ LLC, Dubai, UAE
March 2010
MENTOR FZ LLC: Dubai Knowledge Village, Block9, BC, Office # 49; Tel: +97143644583; Fax: +97144423789; Web: www.MentorMiddleEast.com Dubai, UAE
ROUAA Services Ltd. Hamra, Moubasher Bldg, 1st floor; Tel: +9613049116; Tel: Fax: +9611341516; www.rouaa.net Beirut, Lebanon
Consortium Profile
Our Consortium
We are a group of companies that provide Human Resources Consulting and Operational Services. We have joined our
efforts to partner in offering companies worldwide a powerful solution to their HRM needs.
MENTOR FZ LLC
http://www.mentormiddleeast.com/
A Dubai-based company focused on People & Organizational Development. Mentor FZ LLC was established in 2006 and
offers a wide range of training and development programs that aid companies in their Business Strategies, Organization
Restructuring, Pay & Benefits Review, Change Management, Man Power Planning, and Performance Management.
Mentor FZ LLC has been heavily involved in the planning and management of large-scale projects. Moreover, it has built a
solid experience in employee orientation and induction programs.
ROUAA Services Ltd.

http://www.rouaa.net/
A Beirut-based company focused on Recruitment and Headhunting services. Rouaa Services Ltd. was established in 2004
and has been recognized ever since as a regional key player within a very effective recruitment network throughout the
Middle East and sourcing countries. Rouaa Recruitment has helped set-up businesses in several countries in the Middle East
from zero, provided clients with market job data, and managed mass recruitment campaigns for new projects in several
business sectors.
Consortium Profile
Mentor FZ LLC Clients List

• HSBC Bank Middle East
• DIB -Dubai Islamic Bank
• ADCB - Abu Dhabi Commercial Bank
• EMAAR (King Abdullah Economic City)
• KHDA (The Knowledge & Human Development Authority)
• RTA (Dubai Roads & Transport Authority)
• ENOC (Emirates Gas)
• ENDP (Emirates Nationals Development Program)
• BAT (The British American Tobacco)
• TECOM (Smart City)
• MERAAS Holding
• TATWEER (part of Dubai Holding)
• Al Fozan Group (Madar Holding)
• Better Homes (Investment Boutique)
• Abraaj Capital
• Veolia Waters
• Hydra Properties – Royal Group
• Al Reem Finance – Royal Group
• Al Bustan Centre and Residence
• Middlesex University
Mentor FZ LLC is a selected provider for Training & HR Consulting for a number of UN agencies, and currently involved in worldwide
tenders and projects with:
The UNECSO The UNICEF The UNIDO The UNDP
Consortium Profile
ROUAA Recruitment Selected Clients List

• ADCO (Abu Dhabi Company For Onshore Oil Operations ), UAE
• P&G, Procter & Gamble Middle East, KSA, UAE
• HSBC Middle East, UAE, Dubai
• United Arab Bank, UAE
• Showtime Arabia, UAE, Dubai
• KHDA, Knowledge & Human Development Authority Dubai, UAE
• Arab Media Group, Dubai Holding, UAE
• NFPC, National Food Products Co. UAE
• NSCC Int'l Ltd. Abu Dhabi, UAE
• Consortio Engineering Consulting, UAE, Dubai
• TAMEER Holding investment, UAE
• CfBT, UK, Dubai, Abu Dhabi
• Alico Industries, Shrjah, UAE
• Madar Group, Qatar, Sudan, UAE
• Lari Exchange, Abou Dhabi, UAE
• Moalajah (French Veolia), Ajman, UAE
• Brands Co, Dubai, UAE
• Burooj Properties, Abu Dhabi, Shrjah, UAE
• EastNet Technologies, Dubai, UAE
• Badgiash Group, Eastern Provenance, KSA
• Al Wakeel & Al Shawaf Aluminum Factories, Eastern Provenance, KSA
• Al Fozan Group, Al Khobar, KSA
• Future Pipes Industries, KSA, Qatar, UAE
• Kingdom Schools, Riyadh, KSA
• IMC, International Medical Center, Jeddah, KSA
• Alaa el Din Telecommunication, Sudan
• Comium Telecommunication, Africa
• Gloria & Jeans, Kuwait
• Al Manaa Ventures, Qatar Arif & Bintoa k
• TechnoQ, Qatar
• Al Nabooda Group of Companies
Consortium Profile
The Human Resources Management

A Complete Spectrum of Services
Our alliance has enabled us to address a wider range of Human

Resources Management Services including the ability to handle clients’
requests for Turn-Key HRM solutions for their organization or for
specific projects. Assignments involve Man Power Planning, Salary
Structure Design, Recruitment Strategy, Induction Programs, Joining
Process Handling, Orientation Sessions, Performance Management,
etc…
Moreover, our joint capabilities have enabled to conduct very effective

review studies of organizations' compensation schemes as our
combined knowledge in the HRM, Performance Management, and the
Job Market status facilitate access to the right data and guide our
clients toward the best decisions.
Consortium Profile
Our Approach to Compensation Reviews

In its comprehensive understanding of the Human
Resource Management Philosophy, Mentor believes
that a fair, unvarying and up-to-date compensation
scheme is a basic pillar toward getting the best
performance out of the organization's man power.
As motivation, internal communication, and job

security play a key role in shaping staff loyalty and
performance standards, salaries and benefits keep
playing an essential role toward a more stable and
efficient organization.
Pay strategies have been at the heart of Mentor FZ LLC consultancy focus. All organizations seek to ensure
that their pay strategies are appropriate and cost-effective. Mentor FZ LLC has developed its consulting
teams to advise on compensations best practices, carry out research on benchmarking, conduct salaries
schemes reviews, and to design and communicate compensation programs. Mentor FZ LLC's focus extends
across all the organization levels, in one or all locations in which an organization operates. Mentor's top aim
is to guarantee that all pay programs perfectly sustain the organization's people strategy, address definite
market needs, and further overall business and organization goals.
Consortium Profile
Toward a Market Position!
As global organizations are seeking to develop a bright Local

conditions
reflection of their employer brand image, pay and structured
benefits strategies will be a vital element in determining survey
market position and attraction of talents in the jobs-
candidates’ market.
Exchanging
Targeted
information
Market
Our methodology gives our clients the ability to target with the
Position
the exact position on the pay scales in relation to the Market market
market, whether prevailing instead of best prevailing Competitive
Salary Scale
i.e. going for a 50% rather than a 75% for example, or
aiming for a distinction level of a 80% - 90% of the
market.
Allowances &
Similar Typical
Our approach maintains the highest interaction and Industry Market
accessibility to similar industries practices with deep Family Focus Benefits
understanding of the local conditions ruling the salary inclusive
market in the assigned geographical area
Consortium Profile
Benchmark Terms of Reference

We help our client determine their terms of reference
regarding the targeted jobs and industry sector before
the commencement of the survey through a careful
mutual effort, thus ensuring that the data supplied at the
end of the assignment best matches the client's business
needs and internal structure.
Consortium Profile
Data Collection and Analysis
Our approach in compensations review requires

consistency with conditions for comparable services in
the local assigned labour market as the main basis for
establishing a fair and competitive remuneration for our
clients’ organizations. Therefore, data on local market
rates must be accurately collected to ensure that
remuneration levels are appropriate..
Data Collection Methods
Our approach in compensations review requires

consistency with conditions for comparable services in
the local assigned labour market as the main basis for
establishing a fair and competitive remuneration for our
clients’ organizations. Therefore, data on local market
rates must be accurately collected to ensure that
remuneration levels are appropriate.:
Consortium Profile
Quantification of Salaries and Benefits

In order to simplify data collection and
analysis, the remuneration at the
midpoint for each term of reference
serves as the single reference for
ensuring the appropriate remuneration.
The midpoint remuneration is the
midpoint or average of the minimum
remuneration and the maximum
remuneration. The minimum
remuneration represents an
organization’s minimum hiring rate
while the maximum remuneration is
the highest remuneration normally
attainable within each organization’s
terms of reference. For organizations that don’t have a structured remuneration scale or defined minimum
and maximum remuneration levels, the organization’s average actual remuneration or market reference point
for those terms of reference might be used. Quantification of benefits and allowances is consistent with
general practices in the salary survey industry.
Consortium Profile
Matching Terms of Reference

The single most important component of a reliable remuneration survey is accurate matching of the
organization business and people strategy together with the terms of reference agreed upon or developed by
the client. Without accurate matching remuneration survey has limited value. It is therefore important that
the individual collecting the data has a solid understanding of the benchmark terms of reference and of the
progressions of services that they represent.
The following four factors should be evaluated in establishing terms of reference matches:
Content Qualifications
•Understanding the •Experience and
structure of the training requirements
organization •Scope and depth of to move accross •Educational
responsibilities levels requirements
•Examining the roles
•Complexity of •Technical
analytical functions qualifications
performed
Structure Progression
Consortium Profile
Designing the Remuneration System

Our experience in Human Resources
Management teaches us the importance
of flexibility and consistency in the pay
scales and job grading structure. The Substantive Innovation CEO
design of the remuneration system Adaptive Delivery Director Director
should be based upon broad bands in an

integrated remuneration structure. While Analytical Unit Head Manager
data is collected for specific benchmark

Basic Conceptual Comprehension Department
Manager
Support
Manager
Manager Manager Manager Manager
terms of reference, this remuneration

data is integrated into the current Integrated Service Execution Administrato
r
Administrato
r
Administrato
r
remuneration system to provide for wide

Comprehensive Process Support Supervisor Supervisor Supervisor Supervisor
remuneration ranges which support
flexibility in engagement and movement Specialized Process Support Team Leader Team Leader Team Leader
through service quality evaluation

measures. Basic Process Support Senior Tech Senior Tech
Repetitive Support Skiled Tech Skilled Tech
Contribution values are the decisive

factor in building the client’s Mechanical Operations Tech
organization responsibility levels. An

Physical Operations Worker Worker Worker
example of a contribution value matrix:

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Похожие издания

Compensations Review, Benchmarking & Salary Survey Services

Compensations Review, Benchmarking

& Salary Survey Services

A Cost Effective approach to your

An introduction to an HRM consulting services of an international

ROUAA Services Ltd.

Mentor FZ LLC Clients List

The UNECSO The UNICEF The UNIDO The UNDP

ROUAA Recruitment Selected Clients List

The Human Resources Management

Our alliance has enabled us to address a wider range of Human

Moreover, our joint capabilities have enabled to conduct very effective

Our Approach to Compensation Reviews

As motivation, internal communication, and job

Toward a Market Position!

As global organizations are seeking to develop a bright Local

Benchmark Terms of Reference

Data Collection and Analysis

Our approach in compensations review requires

Data Collection Methods

Our approach in compensations review requires

Quantification of Salaries and Benefits

Matching Terms of Reference

Designing the Remuneration System

design of the remuneration system Adaptive Delivery Director Director

should be based upon broad bands in an

data is collected for specific benchmark

terms of reference, this remuneration

remuneration system to provide for wide

through service quality evaluation

Repetitive Support Skiled Tech Skilled Tech

Contribution values are the decisive

organization responsibility levels. An

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