2014 emea information and technology solutions … · hr management terms global diversity and...

2014 EMEA INFoRMATIoN AND TECHNoloGy SolUTIoNS REFERENCE GUIDE

For detailed information, visit imercer.com.

MerCer is a global consulting leader in talent, health, retirement, and investments. Mercer helps clients around the world advance the health, wealth, and performance of their most vital asset – their people. Mercer’s 20,500+ employees are based in more than 40 countries, and we operate in more than 140 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSe: MMC), a global team of professional services companies offering clients advice and solutions in the areas of risk, strategy, and human capital.

This reference illustrates the variety of ways Mercer can add value to your organisation’s Hr function. As you peruse this reference, please note these elements:

SeCTioN TAbS Major sections are flagged with

page tabs. The sections (benefits,

Compensation, and Global Mobility)

are named as you might organise

them within your Hr function.

SeCTioN overvieW Preceding the detailed pages,

overviews briefly describe the

core offering, outline key issues,

and define the Mercer value.

FeATure Find these symbols to discover more.

Client/consultant/industry insights

Product-related case studies

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[email protected] + 48 22 434 5383 [email protected] + 48 22 434 5383

About this reference 1

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MeMbership And pAckAges 5 Total Remuneration Surveys Membership 5 Mercer Data mining and insights 6 european information Packages 7

coMpensAtion 8 Total Remuneration Surveys 8 Salary Movement Snapshot 9 Mercer executive Remuneration Guides 10 Africa and the Middle east compensation and benefits Surveys 11

Workforce Metrics, AnALYtics And pLAnning 12 workforce Metrics, Analytics and Planning 12 workforce Planning and Analytics workshops series in europe 13 workforce Metrics: Mercer Analytics 14

LeAdership And orgAnisAtionAL perforMAnce 15 Mercer 360 15 TalentSiM 15

perforMAnce MAnAgeMent surveY 16

coMpensAtion MAnAgeMent 17 Mercer win® 17 Mercer win® i core 18 Mercer win® i Advanced 18 Mercer win® i ePRiSM 19 Mercer win, comparison chart 20 international Position evaluation (iPe) & eiPe unlimited 21

coMpensAtion pubLicAtions 22 compensation Handbook 22 Global compensation Planning Report 23 Global Pay Summary 24 international Geographic Salary Differentials 25 Structure of Salaries Around the world 26 Total employment costs Around the world 27 Selected function Salaries Around the world 28 Short-Term incentives Around the world 29

coMpensAtion inforMAtion consuLting services 30 compensation Diagnosis 30 executive Remuneration Audit 31 Deviation Report 32 Market Pricing 33

coMpensAtion — industries 34 MeRG Pan-european financial Services 34 energy 35 Life Sciences 36 Middle east engineering and construction compensation and benefits Survey 37

tAbLe of contents

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[email protected] + 48 22 434 5383 [email protected] + 48 22 434 5383 3

benefits 59 benefits Surveys europe 59 Mercer benefitsMonitor™ 60-62 benefits Prevalence Reports 63 Mercer Relative value Analysis 64 bespoke Surveys on benefits/Allowances 65 car Policy benchmarking 65

benefits pubLicAtions 66 Global car Policies 66 worldwide benefit and employment Guidelines 67

poLicies And prActices 68 Global HR factbook 68 HR Atlas Asia Pacific 69 HR Management Terms 70 Global Diversity and inclusion country factbook 71

events And trAinings 72 eMeA compensation and benefits conference 72 Africa and the Middle east compensation and benefits conference 73 eMeA expatriate Management conference 74 Mercer Rewards Training courses 75 Mobility forums 76 Global Mobility webcasts 77

gLobAL MobiLitY 38 cost of Living 39-40 balance Sheets 41 net-to-net and net-to-Gross compensation Analyses 41 business Travel Allowance 42 Short-Term Assignment Per Diems 42 Mercer Mobilize Housing Solution™ 43 Mercer belong® Global Mobility 44 Personal Tax Reports 45 Home-country Data and Tax Profiles 45 Real-Time Rentcheck® 46 Quality of Living — Location Hardship Premiums 47 Location evaluation Reports — Location Hardship Ratings 48 Global Mobility Policy benchmarking 49 AssignmentPro™: Mercer’s international Assignment Management Solution 50 Mercer’s Global HRMonitor® 51 MercerPassport® Location Guides 52 benefits Survey for expatriates and internationally Mobile employees 53 culturalTrainingPassport™ 54 expatriate consulting Services 55

gLobAL MobiLitY pubLicAtions 56 Global Mobility Handbook 56 worldwide Survey of international Assignment Policies and Practices 57 Alternative international Assignments Policies and Practices Survey (AiA) 58

[email protected] + 48 22 434 53834

2014 infoRMATion AnD TecHnoLoGy SoLuTionS RefeRence GuiDe

Mercer Analytics™ Mercer Belong®

Retire@Ease™

Online Total Rewards™

Mercer Analytics™

AssignmentPro™

Mercer Mobilize Housing Solution™

Mercer Analytics™

eIPE™

Mercer WIN® | Advanced

Mercer WIN | ePRISM™

Human Capital Connect®

Online Total Rewards™

Mercer Analytics™

TalentSIM®

Mercer 360™

Human Capital Connect®

Mercer Analytics™

Mercer’s Talent Impact can help you resolve your most critical talent issues today and in the future. Talent Impact is the only solutions portfolio that combines the power of Mercer’s consulting expertise, current market information, and streamlined technology. It delivers valuable insights and helps you make powerful talent decisions. The right technology delivers the results you need.


ToTAL ReMuneRATion SuRveyS (TRS) MeMbeRSHiP imercer.com/membership

Membership provides value to organisations through the global coordination of services, consistency of methodologies and jobs, and opportunities to network with peer organisations. The TRS membership programme ensures that you have quick and easy access to Mercer’s total remuneration data and services around the world. benefits include:

ʏ Special pricing — multicountry membership savings. ʏ Dedicated client relationship manager — one point of contact to coordinate your services. ʏ Personalised services — implementation, project management, and training.

TRS iS AvAiLAbLe in MoRe THAn 100 counTRieS, incLuDinG:AlgeriaArgentinaAustraliaAustriaAzerbaijanbahrainbangladeshbelarusbelgiumboliviabrazilbulgariacanadachilechina-beijingchina-changzhou/ wuxi

china-chengdu/ chongqingchina-Dalianchina-Guangdongchina-Hangzhouchina-nanjingchina-Qingdaochina-Shanghaichina-Shenyang/ changchunchina-Suzhouchina-Tianjinchina-wuhanchina-Xiamen/ fuzhouchina-Xi’ancolombia

costa Ricacroatiaczech RepublicDenmarkDominican Republicecuadoregyptel SalvadorestoniafinlandfranceGermanyGreeceGuatemalaHondurasHong KongHungary

indiaindonesiairaqiranirelandisraelitalyJapanJordanKazakhstanKuwaitLatviaLebanonLibyaLithuaniaMalaysiaMexico

MoldovaMontenegroMoroccoMyanmarnetherlandsnew ZealandnicaraguanorwayomanPakistanPanamaParaguayPeruPhilippinesPolandPortugalPuerto Rico

QatarRomaniaRussiaSaudi ArabiaSerbiaSingaporeSlovakiaSloveniaSpainSri LankaSwedenSwitzerlandTaiwanThailandTunisiaTurkeyukraine

united Arab emiratesunited Kingdomunited Statesuruguayvenezuelavietnam

Case Study A transportation and logistics organisation with 400,000 employees wrestles with understanding market value and typical compensation policies in the more than 120 countries in which it has employees. it needs consistent compensation and benefits survey data globally. with TRS, the company is able to provide competitive market rates to its HR centres around the world in every country where it operates. now, the compensation staff all speak the same survey language. M

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ScHeDuLeReports available ongoing

PRicinG Premium complete (all reports) euR 15,000

Premium custom (pick 10) euR 7,400 coveRAGecountries 90+

DATA MininG & inSiGHTSimercer.com/global

Select Insights gives exclusive access to a wealth of data, content, analytics, insights, and news covering a wide range of global benefits, compensation, hr, and other business topics.

if you cAn AnSweR “yeS” To Any of THeSe QueSTionS … ʏ Do you have HR responsibilities covering multiple countries? ʏ Do you need to attract and retain talent globally? ʏ Do you need to understand the changing global labour markets? ʏ Do you need to identify cost-saving opportunities in global and

regional talent recruiting? ʏ Do you need to know changes in the benefits laws and regulations?

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Key GLobAL RePoRTSbenefitsGlobal car Policiesworldwide benefit & employment Guidelines — five regions Severance Policies Around the world

compensationcompensation Handbook Global compensation Planning Report Global compensation Planning Report —online Global Pay Summary international Geographic Salary Differentials Pay Differentials within brazil, Russia, india, and china Selected function Salaries around the world Structure of Salaries around the world Short-Term incentives around the world Total employment costs around the world

Mobilitybenefits Survey for expatriates and internationally Mobile employees Global Mobility Handbook Global Mobility benchmarking Report:

• A Decade of in-Depth Data Trends. • worldwide Survey of international.• Assignment Policies and Practices.

hr policies and practicesGlobal HR factbookHR Management Terms Global Diversity and inclusioncountry factbook Global Diversity and inclusion Handbook HR Atlas Asia Pacific M&A HR issues around the world Survey on corporate Social Responsibilityand Sustainability Policies and Practices Survey Report of workforce Readiness:when Disaster Strikes


ScHeDuLeReports available ongoing

PRicinG Premium complete (all reports) euR 15,000

Premium custom (pick 10) euR 7,400 coveRAGecountries 90+

coMPenSATion. benefiTS. eXPATRiATion. neTwoRKinG.Mercer’s european information packages have been created specifically for organisations and individuals managing compensation, benefits, and mobility activities within the eMeA region or on a global level. The packages offer a wide range of options and give you the flexibility to choose what best suits your organisation’s specific requirements. They also enable you to join a network of organisations that have chosen to get access to information and services at a fraction of the standard list price.

euRoPeAn infoRMATion PAcKAGeS imercer.com/talent-eip

eiP Gold — eur 5,000 per year

ʏ Two seats at one conference or one seat at two conferences of your choice. conferences include: Africa and the Middle east compensation and benefits conference, expatriate Management conference, eMeA compensation and benefits conference.

ʏ Two publications: worldwide benefit & employment Guidelines region (PDf version) and Global compensation Planning Report online.

ʏ Mercer Select Global basic including up

to five users.

eiP Silver — eur 1,500 per year

ʏ one seat at one conference of your choice. conferences include: Africa and the Middle east compensation an benefits conference, expatriate Management conference, eMeA compensation and benefits conference.

ʏ Data Mining & insights publication — one volume. visit imercer.com/eip- publications for a list of available publications.

eiP Platinum — eur 7,500 per year

ʏ Two seats at one conference or one seat at two conferences of your choice.

ʏ Two further seats at 50% of the price at one conference or one seat at 50% of the price at two conferences of your choice. conferences include: Africa and the Middle east compensation and benefits conference, expatriate Management conference, eMeA compensation and benefits conference.

ʏ Data Mining & insights publication — one volume and worldwide benefit & employment Guidelines region (PDf version) and Global compensation Planning Report online. visit imercer.com/eip-publications for a list of available publications.

ʏ Mercer Select Global basic including up to five users.

ʏ Three global market pricings (total cash) or balance sheet calculations.

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Terms and conditions apply. For full details, contact Client Services or visit www.imercer.com/talent-eip.


ToTAL ReMuneRATion SuRveyS imercer.com/trs

TrS provides valuable local, regional, and global market data, saves time, and is cost-effective for designing competitive pay packages.

conSiDeR THeSe QueSTionS … ʏ Do you have an easy-to-use tool to compare compensation and benefits across geographies? ʏ can you evaluate the competitive position of each total remuneration element? ʏ is your pay strategy consistent enough to ensure external competitiveness and maintain internal equity? ʏ Do you instantly generate customised comparisons of your organisation against the market?

. . . finD THe AnSweRS uSinG TRS!Mercer Total Remuneration Survey (TRS) results provide consistent, high-quality market data, including all forms of cash compensation, long-term incentives, and benefits. TRS is one common global survey so everything is the same — the jobs, the data, the methodology, and the online tool. The surveys cover an average of 400 benchmark positions from the executive to administrative level in more than 100 countries across multiple regions.

boTToM LineTRS has great flexibility, and multiple users can have access to the same survey. HR professionals at the world’s leading organisations use TRS to remain cost-effective and competitive in the global marketplace.

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SALARy MoveMenT SnAPSHoT imercer.com/sms

This snapshot survey provides relevant, consistent, and timely salary movement data on a quarterly basis, for a single market, or as many markets as your organisation can submit data for.

each country report includes the budgeted/forecast salary increases across a series of employee categories, as well as information around the extent to which local comparator companies are freezing salaries for the year ahead.

The salary Movement snapshot provides updates in March, June, September, and December. Data is submitted by more than 500 organisations, typically subsidiary level of multinationals, and results are produced for more than 75 markets across the europe, Middle east, and Africa (eMeA) region.

Results are available on a complimentary basis for participants and can be purchased by nonparticipants at 260 euros for a single market report.

PRicinG free for participantseuR 260 per market for nonparticipants

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MeRceR eXecuTive ReMuneRATion GuiDeS imercer.com/merg

MeRceR eXecuTive ReMuneRATion GuiDeS (MeRG) coveR ALL ASPecTS of ToTAL ReMuneRATion foR:

ʏ forty benchmark top executive roles. ʏ The board and next three reporting levels. ʏ Leading companies in 12 european countries (more than 700 companies in 2012). ʏ european regional industry-specific guides for financial services companies (Pan-european financial Services survey — PefS). ʏ european regional executive remuneration database: western european MeRG. The guides are participant-only surveys, delivered

in hard copy and on Mercer win®, and can be customised to provide regional data: ʏ by industry: including all data, yet excluding financial services, consumer goods, durable energy, finance/banking, high-tech, insurance,

nondurable, retail/wholesale, and services. ʏ by size: revenue, employee numbers, assets, and Pc score. ʏ by scope of the role: on board, geographic responsibility, level in organisation, remuneration and Pc score. ʏ by specific peer groups of named companies from the database (minimum 10 companies).

The guides provide you with consistent and accurate market data covering the full rewards package, including all forms of cash remuneration, long-term incentives, and benefits. These surveys also include analyses of global, regional, and country-specific trends in executive remuneration practices to facilitate decision-making.

MeRG participants receive on a regular basis Mercer intellectual capital pieces on the latest executive remuneration practices and trends in europe and globally.

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MeRG Middle east Mercer executive Remuneration Guides (MeRG)is also available in the Middle east, which cover the uAe, Saudi Arabia, Qatar, oman, Kuwait and bahrain. MeRG Middle east is delivered online through PayMonitor®.


AfRicA AnD THe MiDDLe eAST coMPenSATion AnD benefiTS SuRveySimercer.com/AMe-offer

ouR coMPenSATion offeRinG in AfRicA AnD THe MiDDLe eAST incLuDeS:

ʏ All-industry Surveys covering 51 countries in Africa and the Middle east.

ʏ we also conduct industry forums and industry surveys in the region, in selected sectors and markets:

— Specialised industry Surveys:

ʏ Mercer information Technology & Telecoms Survey ʏ Mercer Life Sciences Surveys ʏ Mercer engineering and construction Survey — Regional Gcc ʏ Mercer university Survey — Regional Gcc ʏ Mercer Telecom Survey — Regional Gcc

ʏ Mercer executive Remuneration Guides (MeRG). ʏ Market Pricing service for over 400 benchmark positions.

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Sierra Leone

Total Remuneration Surveys

Condensed Total Cash Surveys

LiberiaTogo Benin

Israel

Kuwait

Quatar

Chad

Jordan

Bahrain

Lebanon

Algeria

Senegal

Morocco

Angola

Zimbabwe

Democratic Republic of

Congo

Cameroon

GabonKenya

Uganda

Burundi

Tanzania

Rwanda

Nigeria

Mozambique

Malawi

Zambia

Tunisia

South Africa

Saudi Arabia

Oman

PakistanEgypt

UAE

Botswana

Mali

Guinea Conakry

Republic ofCongo

Burkina Faso

GhanaIvory Coast

Equatorial Guinea

Ethiopia

Madagascar

Mauritius

Reunion

Niger

Namibia

Libya

Iraq Iran

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woRKfoRce MeTRicS, AnALyTicS AnD PLAnninG imercer.com/wmrs

woRKfoRce MeTRicS bencHMARK RePoRTby adding evidence-based decision making to the core of your HR practice, you can help your organisation better measure the success of its employee programmes and HR processes.

Mercer’s new Workforce Metrics benchmark report provide this evidence-based approach. There are numerous metrics included in our comprehensive local, regional and global data. examples of these metrics are:

staffing ratios — identifies the portion of employees in a function relative to the total number of employees in the organisation for each of fourteen (14) functions covered in the survey, e.g., 1.81 HR staff per every 100 employees.

span of control — pinpoints the average number of employees per executive, or per manager, in the organisation, e.g., average of 7.3 employees per manager.

voluntary turnover by career Level — distinguishes the portion of the workforce who voluntarily left the company in one of six (6) career levels in the survey as a percentage of the total employees of the organisation, e.g., 12.3% of Sales Professionals voluntarily left the organisation.

with these diagnostic indicators in hand, you gain better insights into your human resources. These metrics assist you in identifying short- and long-term gaps in skills and headcount. our composition and retention report identifies how you stack-up against others in your market. This information provides helpful diagnostics to validate assumptions or provide insights into areas for further exploration.

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you also have the option of requesting custom analysis reports based on your specific benchmarking needs.

business and hr leaders are increasingly demanding fact-based decisions about their investments in human capital. This is not surprising given all that is at stake, does your organisation have the strategy, insights, and experience to turn data into meaningful information for decision making around talent — your most costly and critical asset?

PRicinGstandard report Participant non-Participant

cuSToM counTRy RePoRTS Participant non-Participant

uSD 45,000 uSD 13,500

uSD 45,000 uSD 13,500


woRKfoRce PLAnninG AnD AnALyTicS woRKSHoPS SeRieS in euRoPe mercer.com/articles/swpw-europe

Mercer’s Workforce planning and Analytics Workshops are designed to train your team to effectively convert workforce data into meaningful insights.

even just a one-day workshop will be beneficial, whether or not your organisation is just thinking about launching an analytics programme, has already started a programme or has significant experience with workforce planning and analytics.

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STRATeGic woRKfoRce PLAnninG woRKSHoPS Learn how to effectively launch a strategic workforce planning process and work towards achieving long-term success. identify the key steps in the strategic workforce planning process and practise and apply key activities that take place in each step of the process. identify where and how to use analytics, who should own each step and what their responsibilities are, key factors for building workforce planning capability, and how to phase it in at your organisation.

woRKfoRce MeTRicS AnD AnALyTicS woRKSHoPS Get the knowledge and resources you need to kick-start your workforce metrics and analytics journey. interpret an internal Labour Market (iLM) map of the flows of talent in, up and out of your organisation; speak confidently about issues and best practices with regards to metrics, dashboards and analytics; achieve power storytelling with data; and overcome obstacles to implementing metrics and analytics.


woRKfoRce MeTRicS: MeRceR AnALyTicS mercer.com/merceranalytics

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MovinG beyonD THinKinG To KnowinG Mercer Analytics provides one platform to leverage HRiS, financial, recruiting, compensation, and other data sets for optimal decision-making. Mercer Analytics combines disparate data with Mercer’s expert guidance, intellectual capital, consulting services, and technology. now you have an integrated, evidence-based resource to make better, quicker decisions about your people.

fLeXibiLiTy So you GeT JuST wHAT you neeD Mercer Analytics is designed to add in any data combinations at any time, quickly and seamlessly, so you can measure today’s and tomorrow’s critical people issues. As a subscription-based service, Mercer Analytics can be bundled in various configurations that fit your evolving data, technology, and metrics requirements without needing to rearchitect.

for more information on how the Mercer Analytics platform can maximise human capital investments to impact your business, call your Mercer representative or visit www.mercer.com/merceranalytics.

DeDicATeD SuPPoRT Mercer’s ongoing consulting services and built-in intellectual capital offer long-term value. Mercer experts can also provide training for data interpretation, workforce planning, and report design so you gain all the advantages of Mercer Analytics. ongoing analysis and support from Mercer help ensure that your company continues to address challenges for lasting benefit.

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LeADeRSHiP AnD oRGAniSATionAL PeRfoRMAnce mercer.com/talent/leadership-performance

MeRceR 360 Multi-rater feedback is widely recognised as a highly accurate and impactful tool for identifying and developing talent.

we understand the assessment needs of organisations and carefully designed Mercer 360 accordingly, never losing sight that the process is about more than insight. it’s about moving the performance needle in a positive direction within your organisation!

based on more than two decades of experience in this area, Mercer differentiates its 360-degree offerings in five primary areas:

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TALenTSiM™An innovative online simulation that accurately measures leadership capability, Mercer TalentSiM helps you to select and develop exceptional leaders.

in a two-hour simulation format, TalentSiM replicates a variety of challenging real-world scenarios that a leader might face on any given day.

TalentSiM is specifically designed to assess the behavioural skills of entry-level through mid-level managers. in most organisations, this means TalentSiM is a good fit for high potentials up through the director level.

each situation is realistically presented through a combination of narration, video, photos, and animation. At various points throughout the simulation, participants are asked to indicate how they would handle particular situations – what they believe is the most effective and least effective course of action, as well as a variety of other response formats.

Top-notch consulting expertise

extensive library of survey content

flexible, secure and global platform

intuitive and action-orientated reporting

commitment to client support


PeRfoRMAnce MAnAGeMenT SuRvey imercer.com/performance

PeRfoRMAnce MAnAGeMenT SuRvey Despite the fact that organisations want to enhance productivity and improve business results — and that performance management is an established business practice for more than 50 years —organisations today still struggle to derive value from their performance management programmes according to our latest research.

More than 1050 performance management leaders representing 53 countries participated in Mercer’s global performance Management survey.

This research is sure to spark thought-provoking reflections and action on your organisation’s approach to performance management. we invite you to examine the available reports and purchase options and read the reports’ executive overview.

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coMPenSATion MAnAGeMenT mercer.com/compensationcosourcing

foRGinG A PARTneRSHiPMercer can work with you to define the scope and nature of the relationship that will help you meet your business goals. we offer a continuum of

services and solutions permitting you to choose the level of involvement and support appropriate for your organisation.

A compensation management partnership with Mercer can provide any or all of these advantages depending on the nature of your engagement.

ʏ eliminate or reduce staff time spent on transactional activities. ʏ Realise efficiencies related to staffing costs, technology acquisition, and market data. ʏ Shift resources to other higher value/strategic areas of compensation management. ʏ Mitigate the need to hire staff only during peak periods or for special projects. ʏ increase efficiency/effectiveness of compensation services delivery. ʏ implement global compensation programme consistency, governance, and reporting. ʏ Access Mercer Human capital experts in a spectrum of specialty niches.

in-SouRcinG SHAReD co-SouRcinG

you MAnAGe coMPenSATion uSinG Mercer win | ePRiSM fLeXibLe coMbinATion of SeRviceS AnD inTeRAcTion beTween MeRceR AnD you

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coMPenSATion MAnAGeMenT co-SouRcinGMercer provides this solution to help organisations create a more robust and efficient compensation function. we share responsibility with you for compensation management transactions, analysis, strategic design, and technology. A co-sourcing partnership with Mercer permits you to leverage our specialised consulting capabilities, global footprint, robust market data, and technology. Learn more at www.mercer.com/compensationcosourcing.

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MeRceR win®

imercer.com/win

core

Mercer win | core is the entry-level tool in which most 2013 compensation surveys will be delivered. it provides single-point access to Mercer survey data and analytics. using this sophisticated, yet easy-to-deploy tool, you are able to explore, interpret, and formulate insights on important human capital decisions and investments. Mercer win | core makes information easily accessible and readily converts data into charts, graphs, and reports. you will appreciate the flexibility in arranging, plotting, and exporting data by industry, country, or other criteria.

PRicinG: complimentary with survey purchase (for surveys delivered in Mercer win)

Mercer win | Advanced is a next-level compensation solution that gives you more control over your own data. you’ll get all of the features in Mercer win | core, plus you can load your own employee data so you’re always using current information and load market data from other survey vendors to benchmark jobs. you can also store benchmarks for future changes, annual updates, and easy reporting, having full confidence that the information will be there when you need it.

PRicinG: euR 3,750 for a single-user annual license

The Mercer Workforce intelligence network® (Mercer Win) is single-point access to Mercer’s unparalleled survey data and analytics, representing one of the most comprehensive and intuitive platforms available. Mercer win is now the overarching platform for delivering information and select services to our clients. See the chart on page 16 for a comparison of all Mercer win solutions.

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MeRceR win® i ePRiSM imercer.com/ePRiSM

Mercer win | ePRiSM is a comprehensive compensation management, modelling, and planning tool. it combines compensation-specific tools with powerful analytics and reporting, turning data into information. Mercer win | ePRiSM streamlines the compensation process and saves you time by providing the following:

ʏ Reporting capabilities — view your results graphically, share reports/ charts/diagrams internally, export data to internal report tools.

ʏ Market analysis — compile global survey providers, benchmark positions, integrate job evaluation results, and identify below-market, high-potential employee.

ʏ Salary planning — respond quickly to pay plan and model changes and see anticipated changes before they happen; analyse employees by geography, business, or level.

PRicinGcall or visit imercer.com/eprisM for details.

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Mercer Win


core AdvAnced eprisM

view and analyse Mercer Market Data — One or several market views simultaneously and securely across countries, regions, and globally

Store other market data sources in My Market Library – Including Mercer surveys not currently on WIN and non-Mercer

Store other benchmark details – Degree of match, weights, and adjustments

Manage team access to data – Through self-service user administration and security controls

configurable benchmarking capabilities – Includes personalised job definition, job segmentation, benchmarking rules, etc.

broader support for other market data sources – Including more detailed compensation and benefits data

benchmark all employees to market – Whether they are matched to Mercer data through a survey process or not

compare My Data against your defined market – Based on job averages or incumbents (participants only)

Refine your market by geography, industry, and company size

combine Jobs and Position classes to create hybrid roles

Summarise data based on family, career Stream, career Level, and Position class

normalise data into a common currency

Age data to a common point in time

unlimited self-service peer groups (participants only)

Print and export results as you desire

Report on, analyse, and export data related to your entire population of Jobs and employees

Personalisation of data elements, tracking, and field names

Salary structure development and analysis

Annual salary budget/forecasting tools

Ad hoc reporting, modelling, and analysis

Deluxe security options

Share Mercer Market Data, My Market Library, and My Jobs/My employees between users across your organisation

This chart compares features across all Mercer win products to guide you as you choose a solution for your organisation.

MeRceR win, coMPARiSon cHARTimercer.com/win

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PuT iPe To woRK foR youR woRLDwiDe oRGAniSATioniPe is supported by Mercer’s proprietary web-based analysis tool and evaluation database, eiPe. with multilingual supporting documentation and consultants who are available across the globe, users in centralised or decentralised HR environments always have help on hand. Join hundreds of the world’s top organisations that are experiencing the benefits of iPe.

use iPe’s unique value chain analysis to produce a more transparent and robust assessment of a job’s value to the organisation.

Jobs are basic but crucial building blocks for all organisational structures and people programmes. well-designed jobs clearly express the value they are expected to deliver and can help to realise an organisation’s value-creation potential. without these crucial building blocks, negative results could include unnecessarily high turnover, flagging employee engagement, and unplanned costs.

Mercer’s international Position evaluation (iPe) tool is a robust, user-friendly job evaluation process that can form the foundation of today’s integrated HR systems, including:

inTeRnATionAL PoSiTion evALuATion (iPe) & eiPe unLiMiTeD mercer.com/ipe imercer.com/eipe-unlimited

ʏ Rewards. ʏ career planning. ʏ organisation design.

ʏ Performance management. ʏ Talent development. ʏ Mobility.

RePoRT SnAPSHoTensure pay is aligned with market values and the impact the job has on organisational outcomes Gauge the effectiveness of organisational structures and job-person fit Align individual goals with organisational objectives create effective employee development and succession planning programmes Define career paths using actual job requirements and communicate career opportunities better manage employee mobility and international assignments ensure smooth M&A integration of structures, rewards, and talent programmes

Multilingual, user-friendly interface across geographies eiPe is preloaded with more than 2,500 benchmark jobs and evaluations

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To see how Mercer’s ipe methodology can deliver real value to your key people processes, please visit www.imercer.com/ipe.

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neW for 2014

Mercer Win ® eipe platform to …Have single point of access to iPe functionality — as well as market data and market pricing features — within a platform featuring user-centered, evidence-based design and leading edge technologies. centralise data to simplify analysis and decision making, which enables you to see and control data the way you want to. More information availbale soon!


coMPenSATion HAnDbooKimercer.com/comphandbook

MeRceR’S coMPenSATion HAnDbooK, iS A Key RefeRence GuiDe THAT coveRS:

ʏ compensation components and pay structures. ʏ How to reward employees. ʏ Types of incentives, allowances, and equity plans. ʏ compensation planning, budgeting, and benchmarking.

This handbook — an excellent one-volume primer for both employers and employees — presents the major elements of compensation clearly and simply.

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ScHeDuLeRelease date: December

PRicinG euR 755


GLobAL coMPenSATion PLAnninG RePoRT imercer.com/gcpr

don’t risk your talent assets. use this best-selling global report and leading source of information on economic and salary increase trends.

for making timely, fully informed decisions on compensation budgeting, Mercer has the interactive, online Global compensation Planning Report (GcPR). GcPR-online is continuously updated so the hard-to-find data that will make a difference in evaluating your compensation plans and budgets is at your fingertips.

GcPR-onLineGcPR-online is always available with reliable, timely information that can be downloaded for offline planning. with 15 years of economic and salary change data, you can observe and analyse short- and long-term trends. GcPR-online includes some remarkable features:

ʏ fast, online access for one year, including the July/october PDf reports. ʏ view your compensation data online, anytime, from anywhere. ʏ country-specific data delivered as it becomes available. ʏ interactive charting tool displays up to 15 years of pay increase data. ʏ Download data into excel® for offline planning. ʏ Proprietary videos on current compensation topics.

ScHeDuLeGcPR-onlne ongoing PDf reports available

PRicinG GcPR-online GcPR-online, 5 additional users July PDf edition october PDf edition

coveRAGe AReAcountries more than 110

Markets more than 125

cities in china 16

Regions in Mexico 4

RePoRT SnAPSHoTSalary increase trendseconomic indicators and trendsGDP growthinflationunemployment ratesRegional overviewsShort-term incentives

Case Study A global chemical manufacturer with a presence in more than 150 countries needed to identify critical talent management approaches. This required current/accurate data to facilitate effective decision-making. Mercer’s GcPR helped successfully integrate the appropriate data into their operational fabric. They seamlessly explored market opportunities and earmarked crucial employee levels that impacted performance.

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July/october

euR 2,000euR 375 euR 395euR 395


GLobAL PAy SuMMARy imercer.com/gps

This easy-to-read report gives concise pay information to keep you updated on global salary trends.

for busy HR professionals, Mercer global pay summary (gps) is the quick reference for current, reliable global pay information. Stay up to date on salary trends to enable fast, informed decision-making without the need to refer to weighty databases.

find the answers to these questions and more:

ʏ what would an iT head be paid if moving between countries? ʏ what do western european ceos typically earn? ʏ How do salaries compare for customer service officers? ʏ what is total cash compensation for an HR manager in Japan?

completely updated and increased to 73 countries, the 2013 report is available in four regional volumes to help you make knowledgeable decisions. The 11 job families range from entry level to upper management and include easy-to-read information for 50 benchmark positions.

ScHeDuLeReport available January

PRicinG Americas euR 440 Asia-Pacific euR 440 eastern europe/Middle east euR 440 western europe euR 440

All volumes/best value eur 1,490

coveRAGecountries 73

PoSiTion fAMiLieSAdministration engineering finance Human resources information technology Legal operations Research and development Sales and marketing Supply and logistics

Top management

RePoRT SnAPSHoTAt-a-glance data by positionAnnual base pay/total cash by countryRegional position comparison

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inTeRnATionAL GeoGRAPHic SALARy DiffeRenTiALS imercer.com/intlgeo

Confidently move jobs to new locations with equitable and competitive salary information.

international geographic salary differentials provides insights into different countries’ pay levels to help HR professionals identify labour cost advantages of various locations. Determine whether to move expatriates to new locations and gather detailed information about different countries in terms of gross and net compensation, tax, and social security rates. view salary differences in easy-to-read tables on a country-by-country basis. The employee cost or salary levels are determined by many factors, including labour supply and demand, cost of living, quality of living, and tax rates.

ScHeDuLeReport available January

PRicinG PDf report euR 755


PoSiTion fAMiLieS Labourer — general and skilled Management — lower and upper middle Professional — junior and senior

RePoRT SnAPSHoT country-by-country salary differentials identify cost-saving opportunities in talent recruiting compare salary levels for six position levels Get real value of salaries in different countries

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STRucTuRe of SALARieS ARounD THe woRLD imercer.com/salarystructures

Mercer’s 2013 structure of salaries Around the World report provides a quick reference to current trends in salary structures and salary components for key job families and career levels. covering 76 countries across three regions — the Americas, Asia Pacific, and europe and the Middle east – this report provides information designed to help global HR professionals:

ʏ understand typical salary structures, especially in emerging markets, in order to motivate and retain employees.

ʏ increase profit margins by effectively managing labour costs. ʏ Access concise information on pay differences in developed and emerging

markets.

our 2013 report will help you design effective salary packages for your employees that optimise compensation, short- and long-term incentive pay, and other salary components.

ScHeDuLeReport Available April

PRicinG euR 755


Markets 80

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ToTAL eMPLoyMenT coSTS ARounD THe woRLD imercer.com/employmentcosts

assess the fairness and competitiveness of employee pay and identify cost-saving opportunities.

Growing competition and workforce mobility have increased the demand for information on total employment costs. Salaries, bonuses, and cash-based incentive compensation are easy enough to compute. but total employment costs — an employer’s real costs — need to be addressed for employers struggling to set remuneration strategies that attract and retain the right employees.

total employment costs Around the World provides an easy-to-read analysis of total costs and employee value in major markets. comparisons by country include total remuneration for mandatory employer contributions (social security, pension, and medical) and typical employer-sponsored benefits (retirement and savings, health, death, disability, car, and other benefits). This report will help manage costs and optimise human capital investments.

ScHeDuLeReport available March

PRicinG PDf report euR 755

coveRAGecountries 68 Markets

RePoRT SnAPSHoT identify cost-saving opportunities in talent recruiting insights on critical total employment cost issues and challenges Acquire key information for business planning compare differences for selected positions

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SeLecTeD funcTion SALARieS ARounD THe woRLD imercer.com/selectfunctions

cuRRenT PAy DATA on eSSenTiAL Job funcTionS Meeting the continuing demand for skilled jobs is critical in today’s talent war. This means you need to:

• understand current salary trends in worldwide locations in which the company operates.

ʏ Remain competitive by benchmarking your pay structure against other dominant players.

Mercer’s selected function salaries around the World—formerly published in separate volumes for engineering, sales, and research and development positions, and now expanded to include finance, human resources, information technology, manufacturing, marketing, and supply and logistics—helps by:

ʏ offering an in-depth collection of global data and information on eight key job functions across 10 career streams in 84 markets.

ʏ Providing compensation data by job function, including annual base salary and annual total cash.

ʏ Ranking highest- and lowest-paying countries by function. ʏ Presenting short-term incentive trends.

ScHeDuLeReport available April

PRicinG euR 755 counTRieS coveReD The report covers 84 markets in 72 countries, including 18 cities in china and two cities in Russia.

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SHoRT-TeRM incenTiveS ARounD THe woRLD imercer.com/stiworld

in many markets, employers adjust their mix of base pay and incentive pay to motivate their workers to perform at higher levels. As they increase the percentage of pay to be earned as short–term incentives, more and more of our clients and subscribers have been asking for reliable benchmark information on short-term incentives. Mercer’s short-term incentives Around the World report provides current, insightful information on key short-term incentives across 75 key markets in 62 countries (with separate data for 13 chinese markets). The report identifies key issues and trends in short-term incentives, provides country-specific incentive practice information based on survey statistics, and helps you make “apples to apples” cross-country comparisons. building on our long-standing tradition of continuous improvement for our global reports, the 2013 edition:

ʏ Relies on our universal Position coding System to give you an in-depth analysis of short-term incentive changes across countries.

ʏ includes annual and short-term incentive practices (target and actual paid) for each country.

ʏ Summarises three-year incentive trends across regions. ʏ Presents incentive information for key job families across markets.

our 2013 report can help you determine whether your short-term incentive programmes are providing the competitive edge you need to attract and retain the right employees. with this data in hand, you can avoid both the danger of overpaying and the risk of underpaying these important incentives.

ScHeDuLeReport available february

PRicinG euR 755

coveRAGe AReAcountries 75

Markets 85

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coMPenSATion DiAGnoSiS imercer.com/compdiagnosis

Mercer’s compensation diagnosis provides a comprehensive analysis of your company’s remuneration practices. This diagnosis will enable your company to detect salary issues, recognise pay patterns, and, most important, identify key areas to focus on in order to attract and retain key talent. Different areas of your company’s compensation practice can be examined in this diagnosis: relative market pay, compensation mix, gender and manager pay practices. Mercer’s compensation diagnosis is a flexible offer which can be tailored to meet your needs. Separate purchase of market data used in the analysis is required.

MoDuLe one — AnnuAL bASe SALARy The base module compares your company’s compensation practice against the market.

MoDuLe Two — ReLATive PAy AnALySiS The relative pay analysis module will dive deep into the fabric of your internal compensation structure.

MoDuLe THRee — coMPenSATion MiX The compensation mix module takes a closer look at the composition of your company’s compensation mix.

MoDuLe fouR — GenDeR AnALySiS The gender analysis module examines how your company differentiates pay by gender and what the distribution of males and females is at different levels.

MoDuLe five — MAnAGeR AnALySiS The manager analysis module examines whether your company’s managers are applying your compensation policies consistently.

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eXecuTive ReMuneRATion AuDiT imercer.com/executiveremun_audit

assess the fairness and competitiveness of employee pay and identify cost-saving opportunities.

The executive remuneration Audit provides an objective review and analyses of your executive compensation packages, offering an impartial view to your remuneration committee in relation to pay policy, market pay level, and related peer groups. each report will present a bespoke set of results and analysis in a format tailored to your remuneration committee’s needs.

wHAT Do you Receive?

ʏ A comprehensive executive summary with an overview of the executive team’s relative position to market.

ʏ A complete overview for each executive position, showing all compensation elements and total remuneration.

ʏ Detailed comparison to relevant market data — peer group or selected industry.

ʏ Analysis of competitive position of compensation mix in relation to market.

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DeviATion RePoRT imercer.com/deviation_report

Mercer’s deviation report can help you maximise the effectiveness of your company’s remuneration policies and practices by providing you with a better understanding of how people are compensated in relation to the market.

benefiTS of MeRceR’S DeviATion RePoRT: ʏ The deviation report provides an overview of your compensation practice, thereby giving you a better understanding of how employees

are compensated compared to the market. ʏ Mercer’s deviation report is a tool to help you better align your actual compensation practice and policy. ʏ The deviation report provides you with data on individual and group levels. This enables better-informed compensation decisions.

The deviation analysis covers comparisons of annual base salary, total cash, and total remuneration compensation elements to the market values. All results are taken from Mercer’s high-quality data sources that cover more than 100 countries and a variety of sectors and industries.

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MARKeT PRicinG imercer.com/market-pricing

Mercer’s Market pricing service provides an independent snapshot of the market base salary, total cash, short- and long-term incentives, as well as typical benefits for individual positions. The benchmarking can be tailored to your own specific needs, and all results are taken from Mercer’s high-quality data sources that cover more than 100 countries and a variety of sectors and industries. Market pricing is a rapid service that provides you with a reliable and cost-effective means of surveying the marketplace, enabling you to:

ʏ Develop salary bands and/or remuneration policies. ʏ improve employee retention. ʏ Guide remuneration for new recruits. ʏ compare total cash and total remuneration packages with those of competitors. ʏ calculate next year’s salary increase budgets. ʏ Target remuneration fairly and equitably.

for further information on price, content, and timing, please contact your local consultant or Mercer’s analysis team at: [email protected].

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MeRG PAn-euRoPeAn finAnciAL SeRviceS imercer.com/pefs

The Mercer executive remuneration guides: Pan-european financial Services (PefS) survey provides the market data and analytical tools to support remuneration programmes for leading financial services organisations in europe.

The PefS survey covers all aspects of total direct compensation for 70 benchmark top-executive positions at the executive board level and the next two reporting levels.

This guide provides consistent and accurate market data and covers the full reward package, including all forms of cash compensation and long-term incentives and an overview of benefit practices.

MeRceR eXecuTive ReMuneRATion GuiDeS: PefS iS MADe uP of fouR coMPonenTS

bASe SALARy (Monthly base Salary times the number of months guaranteed)

ToTAL GuARAnTeeD cASH coMPenSATion (base Salary plus guaranteed allowances) ToTAL cASH coMPenSATion (Total Guaranteed cash compensation plus short-term incentive, sales incentive, profit sharing or other short-term incentive awards)

ToTAL DiRecT coMPenSATion (Total cash compensation plus long-term incentive awards)

PRicinG euR 4,200 for participants only

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eneRGy imercer.com/industrysurveys

PRicinG 49 employees or less 50—240 employees 250 employees

norway oilfield Survey euR 5,200 Denmark energy Survey euR 4,400

uk power generation – The uK Power Generation survey is the premier source of information on competitive pay for power generation businesses in gas, coal, oil, nuclear, and hydroelectricity generation plants in the united Kingdom. This survey also includes a renewable energy module. PRicinG1 user euR 2,600 global energy trading survey – The survey was designed in partnership with six survey sponsors (bP, Shell, Rwe Trading, eDf Trading, e.on, and Gazprom), providing a comprehensive study of compensation packages specifically focused on energy trading. compensation is reported across multiple locations (uK, uS, eurozone, canada, Singapore) and commodities for energy traders, portfolio and risk management professionals as well as trading operations staff, with analysis on short-term incentive/bonus pay and practices from companies with both capped and uncapped bonus plans.

PRicinG united Kingdom united States Singapore canada eurozone eur 2,763 C

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Mercer is a leading human resources consultancy with more than 30 years of experience in providing high-quality reward data across the energy value chain. in addition, Mercer works with energy organisations to support their international assignee programmes through a range of rich data, tools, and consulting support.

Mercer’s eMeA energy offering consists of:

uk exploration & production survey — Published twice a year, this respected survey provides total remuneration data across the full range of technical and functional job families. 1 user, for companies with 9 employees or less 1 user, for companies with 10-24 employees 1 user for companies 25+ employees norway exploration & production survey – This annual survey focuses on local staff in both norway and Denmark and provides comprehensive information on pay and benefits across 13 job functions including Geoscience (Geologists, Geophysicists, Petrophysicists) and engineering (Petroleum/Reservoir, Drilling/operations, Project, etc.). PRicinG Annual subscription euR 3,700 uk oilfield engineering & contracting – This survey provides comparative information on pay and benefits for executives, management, professionals, and para-professionals in 31different technical, commercial, and support functions amongst the engineering, contracting, and services companies in the uK oil industry. This survey is published twice a year with data reflecting both the Aberdeen basin and uK as a whole. A separate report on contractors’ rates of pay across a range of oilfield job functions is published twice a year.

PRicinGeuR 3,485 euR 4,650 euR 5,830

euR 2,763 euR 2,763 euR 2,947 euR 2,763

euR 4,310 euR 4,710 euR 5,650


Life ScienceS imercer.com/life-sciences

The Life sciences compensation survey provides you with the most comprehensive perspective on the life sciences sector for all sizes of organisations, from junior to integrated multinational.

This survey covers a broad selection of hundreds of benchmark positions ranging from biotechnology, pharmaceutical to research, sales, marketing, production, and administration. our deep industry databases across eMeA contain a broad range of life sciences organisations from sectors such as pharmaceutical, contract research, and medical devices.

wHAT Do you Receive?

ʏ online access — data delivered online through Mercer win, accessible anywhere, at any time. fully customise searches and statistics according to your individual needs, and receive instant comparisons of your organisation’s data against the market.

ʏ benefits and prevalence summary information – on short- term and long-term incentive provision and benefits practices, including company cars, pensions, and medical benefits.

ʏ survey overview — a general review of typical salary compensation mix, employment trends, and other economic indicators related to human resource management decisions.

ʏ Actual market data — detailed market analysis of individual positions within job families, helping you determine which positions and families are paid a premium in the market and which are paid below overall market levels.

ʏ Market regression — regression statistics and graphs by Mercer position class (iPe job level) and functional area (for example, finance, human resources) for each of the major components of total cash compensation.

ʏ custom analyses — you can generate custom statistics tailored to your needs, based on peer groups, revenue size, total employees, and more.

ʏ survey schedule: reports published from July through october This survey is only available to companies that participate.

ʏ bioSTATiSTicS ʏ cLinicAL ReSeARcH ʏ DATA MAnAGeMenT ʏ fieLD SALeS ʏ GooD MAnufAcTuRinG

PRAcTiceS ʏ HeALTH econoMicS ʏ Key AccounTS ʏ MARKeT AcceSS ʏ MeDicAL AffAiRS

ʏ MeDicAL ScienTific ʏ LiAiSon ʏ PATenT LAw ʏ PHARMAcoKineTicS ʏ PHARMAcoviGiLAnce ʏ PRecLinicAL ReSeARcH ʏ ReGuLAToRy AffAiRS ʏ ReSeARcH & DeveLoPMenT

Life Science Job fAMiLieS SuRveyeD:

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Data for a full range of general infrastructure/support functions are collected and published alongside that of the industry-specific functions.


MiDDLe eAST enGineeRinG AnD conSTRucTion coMPenSATion AnD benefiTS SuRveyimercer.com/gcc-engineering-construction

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uAe engineering & construction Survey

KSA engineering & construction Survey QATAR engineering & construction Survey

PRicinGThe aim of Mercer’s Middle east engineering and construction survey is to provide engineering and construction organisations with detailed information on current compensation and benefits packages in the Gcc region.

WhaT Can You eXpeCT FroM The SurveY? ʏ industry-specific compensation and benefits market data targeting

positions in the engineering and construction sector, from entry level to top management.

ʏ capabilities to display salary data by employee nationality. ʏ Detailed coverage of all components of the compensation package,

including basic salaries, allowances, bonus and incentive programmes, benefits, and perquisites practices.

ʏ Policies and practices information. ʏ benchmark job matching based on the Mercer universal Position coding System ʏ Reports delivered through Mercer win and accessible anywhere, at any

time, a web-based tool that enables you to customise data.

euR 2,520 euR 2,520 euR 2,520


GLobAL MobiLiTy

face mobility challenges with top solutions.

wHen you neeD TRuSTeD GLobAL coMPenSATion, MobiLiTy, AnD benefiT SoLuTionS, MeRceR iS youR AuTHoRiTATive SouRce! understanding the competitive global landscape is critical. you can respond to this challenge with immediate access to economic trend analyses, statutory benefit practices, and pay differentials around the world. you will have the right information, at the right time, to make the right recommendations.

Don’t let complicated issues become more complex. Mercer can help you understand all available options with our unique suite of product/service offerings. Then you can implement comprehensive solutions to fit your global information needs. Key GLobAL MobiLiTy TRenDS foR ToP coMPAnieS

ʏ Limited global mobility budgets are going further by segmenting assignments according to their value to the business. ʏ international assignees are a growing and increasingly important part of the workforce, and keeping them motivated to perform with key

rewards and incentives is essential. ʏ The best companies are paying more, not less, attention to the health, happiness, and well-being of assignees and their families. ʏ companies are responding to change and opportunity in an increasingly unpredictable economic climate by creating virtual global talent

pools and compensating this talent accordingly.

To help face these trends, Mercer provides resources covering legal/regulatory and tax requirements, typical and competitive compensation and benefits practices, labour costs and availability, and cultural influences on HR, as well as market data.

uniQue MeRceR ReSouRceS To MAKe KnowLeDGeAbLe DeciSionS

ʏ conducts more than 600 surveys for the most globally complete information available. ʏ Strong international database of accurate, high-quality market data covers the full reward package, including all forms of cash

compensation, long-term incentives, and benefits. ʏ web-based Global HRMonitor® provides 24/7 access to information to monitor and evaluate employees on a regional or worldwide basis ʏ Dedicated global resource centre and local representatives composed of multicultural professionals with backgrounds in international

business available to help you.

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coST of LivinG imercer.com/col

determine fair and cost-effective expatriate compensation.

coST of LivinG — THe benefiT of Two APPRoAcHeSfinding the best way to address the cost-of-living issue is a challenge when managing a modern global workforce that originates in, and is assigned to, a diverse array of locations. To help find the optimal solution, Mercer offers two distinct approaches and several index types.

1. MeRceR MuLTinATionAL coST of LivinGMercer’s cost-of-Living surveys account for the cost of more than 200 goods and services. Surveys are conducted simultaneously by independent researchers in 325 locations. carefully chosen vendors reflect only those outlets where your expatriates can buy goods and services of international quality. Mercer’s precise cost-of-living information allows companies to assess fair and competitive cost-of-living allowances.

The multinational cost-of-living approach develops indices and differentials based on a blended spending pattern among a variety of expatriate types, nationalities, and assignment patterns. with the same weighting of goods and services for all locations, this approach compares prices of similar brands from similar retail outlets in the home city and host city. indices may be “reversible.”

ScHeDuLeupdated twice a year

PRicinG oPTionS Per location euR 485 complete report euR 625

coveRAGe countries 150+ Locations 320+ contact us for custom location surveys

RePoRT SnAPSHoT city-to-city index comparison Home-country/international spendable income Home-country housing norms expatriate accommodation costs international education costs business travel expenses Actual item price lists


coST of LivinG imercer.com/col

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MeRceR oRc nATionALiTy-SPecific coST of LivinG. The nationality-specific cost of Living approach provides cost-of-living indices and differentials that are based on the unique spending patterns in a base (usually home or headquarters) country. by using different weights for each home country, the approach ensures that expatriates can retain their expenditure pattern in the host location. This compares prices in the home country from a local-national perspective to prices in the host city from an expatriate perspective. indices are not “reversible.”

both of the ongoing service relationships offered include online access to up-to-date information; Home-country Data and Tax Profiles; limited telephone consulting with an international consultant (or team) assigned to your company; a user guide for applying the data; and quarterly publications on expatriate living, international HR administration, and expatriate tax issues.

ScHeDuLeongoing updates (at least four times a year)

PRicinG — SeRvice ReLATionSHiPSsingle-base country service euR 1,215Appropriate for transferring employees of only one nationality; purchase data from a single home country to any assignment location

Multinational pay systems service euR 2,205order data from any home country to any assignment locationPlus additional fee for each home/host combinationOptions available with service relationships

international compensation tablesRequest international compensation tables to determine cost-of-living allowances, foreign housing costs, home-country housing norms, and hypothetical taxes Most locations euR 625 (annual subscription with quarterly updates) one-time table euR 485

coveRAGeHome locations 162+Assignment (host) locations 375+


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bALAnce SHeeTS imercer.com/balance

The balance Sheet retains the expatriate in the home-country salary structure and provides allowances to enable the assignee to maintain a standard of living similar to that enjoyed at home.

balance sheet worksheets show all components of an individual expatriate compensation package — base salary, differentials, taxes, premiums, and allowances.

PRicinG Per worksheet euR 470

coveRAGe Locations 300+

neT-To-neT AnD neT-To-GRoSS coMPenSATion AnALySeS imercer.com/net-to-net

net-to-net compensation and net-to-gross compensation analyses allow organisations to integrate expatriates into assignment location compensation programmes.

These analyses take into consideration income taxes, social security contributions, the costs of goods and services, and housing between home and host locations.

PRicinG — PeR coMPARiSoncurrent service relationship euR 630 non-service relationship euR 810


SHoRT-TeRM ASSiGnMenT PeR DieMSimercer.com/short-term

buSineSS TRAveL ALLowAnce imercer.com/bta

a fair and efficient way to manage business travel costs

The Mercer orc business travel Allowance reports provide data to determine daily allowances for international business travellers in more then 330 destinations and four key regions: Africa and the Middle east, Americas, Asia-Pacific, and europe. The reports contain information on actual hotel and meal rates plus miscellaneous expenses at three budget levels: high, medium, and low.

The reports help:

ʏ facilitate fair and efficient business travel expenses. ʏ Provide reasonable expenditure caps. ʏ estimate budgets more accurately. ʏ control costs.

PRicinG Per city Regional report euR 1,065 All cities euR 2, 910


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Short-term assignment per diems provide a daily living allowance for employees on short-term international assignments.

clients may choose to apply Mercer’s standard expenditure assumptions or modify to reflect their policy specifics and/or other reimbursements that may be made directly to the employee or on the employee’s behalf.

PRicinG Per location euR 220


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euR 180


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MeRceR MobiLiZe HouSinG SoLuTion™

imercer.com/housing

expatriate Housing with a Perfect view introducing the Mercer Mobilize Housing Solution — the most advanced expatriate housing tool for better-informed, more-defensible housing allowance decisions.

The new Mercer Mobilize housing solution builds on decades of expertise in expatriate housing. our extensive, accurate data for over 400 cities is now delivered in a revolutionary, new platform.

ʏ interactive Mapping Technology: visualise where expatriate neighbourhoods and schools are in relation to your company’s office (which can be mapped). See street-level photos and neighbourhood information.

ʏ flexible Data: Mobility managers can easily configure data by a variety of factors, like including/excluding specific neighbourhoods so that the housing data reflects their needs. for example, choose only the neighbourhoods close to the company office, where the company’s expatriates tend to reside.

ʏ Sample Real Listings: we will post actual rentals listed at the time of our surveys to provide a realistic sense of what can be expected for various budget types at particular locations.

ʏ Reverse Lookup: See what sort of housing a certain rental amount will buy in a given neighbourhood. This feature will help you both to set expectations and to frame the discussion around exception requests.

ʏ varied Reporting formats: our intuitive user interface allows output of various levels of detail and different formats, making it easy to share information in a format customised for each stakeholder, from senior management to the assignee.

PRicinG on request

coveRAGeLocations 400+

Housing data for custom locations can be provided upon request.

[email protected] + 48 22 434 5383 [email protected] + 48 22 434 5383 [email protected] + 48 22 434 5383

MeRceR beLonG® GLobAL MobiLiTy imercer.com/belongmobility

PoweRinG HR. eMPoweRinG ASSiGneeS your global mobility programme is an essential part of your overall talent management strategy, and to be effective, you must be able to:

• communicate clearly with current expatriates while on assignment,

• convey the benefits of working abroad to prospective mobile employees,

• Help employees prepare for their upcoming assignment, and

• Maintain a connection between assignees, their host line managers, and their home location.

• Maintain a connection between assignees, their host line managers, and their home location.

our easy-to-use tool integrates all your existing mobility products and content. it enables your assignees, managers, and others in your company to find the tools and information they need quickly, and keeps them connected while doing so.

whether you’re looking to provide information about your mobility programme to potential assignees, communicate with assignees around the globe, or help assignees manage their life abroad, Mercer belong Global Mobility flexes to fit your needs.

Mercer belong global Mobility meets the needs of your employees regardless of where they are in the mobility lifecyle. our tool offers views for:

• employees curious about a global assignment as part of their career planning,

• candidates considering or preparing for an upcoming international assignment,

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• current assignees, and

• Globally mobile employees preparing to repatriate or start another assignment.

Mercer’s belong Global Mobility is easy to implement and can be up and running in as little at 12 weeks.

The tool is Mercer-hosted, available through a multi-year licensing agreement, and compatible with your enterprise intranet. A smartphone-enabled version of the tool allows your employees to access key contacts, resources, and policies while on the go.

for more information, speak with your Mercer consultant, or contact [email protected].


home-Country data and Tax profiles provide data on how consumers spend income in the home country. The profiles show, for varying salary levels and family sizes, how local nationals dispose of income. These are presented in three tables:

ʏ The Goods and Services Spendable income table indicates the typical amounts spent on goods and services (i.e., home-country spendable income).

ʏ The Housing norms table provides the average combined expenditures for shelter and utilities by salary level and distinguishes between single and family households.

ʏ The Hypothetical Taxes and Social Security contributions table is calculated according to salary level and family size.

PRicinG — PeR coMPARiSonPer location euR 630 *free of charge if client participates in ongoing data service plan for a location.

coveRAGe Locations 162

estimate the expatriate tax burden.

Mercer’s personal tax reports are authoritative guides on tax requirements and social charges. The reports outline how the tax system is built and the implications for both expatriates and local executives. The reports include comprehensive tax tables that show the effective tax burden on a wide range of salaries for single people, married couples, and married couples with up to four children.

Personal Tax Reports are available online through Mercer Global HRMonitor

(page 49), which allows access to the powerful Hypothetical Personal Tax calculator that helps with customised tax and salary calculations.

PRicinG Per location euR 510



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PeRSonAL TAX RePoRTS imercer.com/pt

HoMe-counTRy DATA AnD TAX PRofiLeSimercer.com/profiles

real-Time rentCheck helps manage assignment housing budgets

After taxes, housing costs usually represent the biggest expense for any international assignment. Having current data is critical for managing housing budgets when local rental markets experience rapid price fluctuations. Mercer Real-Time Rentcheck reduces time spent validating data, checking property availability, and negotiating with assignees.

fAST fAcTS ʏ on-demand housing information provided within 48 hours. ʏ Snapshot of market conditions and availability (up to 10 rental quotes). ʏ choose location, cost category, property type, and number of bedrooms. ʏ Helps with the entire housing process: preassignment housing searches,

establishing final housing budgets, lease renegotiations, and more.

ScHeDuLePer report euR 440


RePoRT SnAPSHoT currently open properties, neighbourhood, monthly rental costs, and property size (if available)

Readily available property rating in the selected area (low to high)

Trends comparison for current market pricing (up, down, or stable)

Additional fees and specific host-country information


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ReAL-TiMe RenTcHecK® imercer.com/rent


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QuALiTy of LivinG — LocATion HARDSHiP PReMiuMS imercer.com/qol

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Two ways to effectively determine hardship premiums

QuALiTy-of-LivinG RePoRTS AnD LocATion evALuATion RePoRTS — THe benefiT of Two APPRoAcHeSemployees are often assigned to locations that pose difficult living conditions. Recognising and compensating expatriates for these conditions is key in terms of marketplace competitiveness and avoiding assignee dissatisfaction, which may come at a greater price.

To encourage mobility, reliable information is needed to help calculate fair, consistent expatriate allowances. both the Quality-of-Living Reports (QoL) and Location evaluation Reports (LeR) provide valuable information and hardship premium recommendations.

wHicH APPRoAcH fiTS youR neeDS?QoL recommends a point-to-point comparison assignment premium in order to recognise differences in home and host conditions. LeR assesses living conditions against generally accepted standards, providing a single premium recommendation for all assignees.

1. QuALiTy-of-LivinG (QoL) RePoRTSQoL Reports help determine competitive hardship allowances based on quality-of-living differences between the assignee’s home and host location for transfers to more than 350 locations worldwide. The Quality-of-Living index calculator provides a final quality-of-living index and recommended allowance, as well as a detailed breakdown of all the elements taken into account.

ScHeDuLeAnnual

PRicinGPer location euR 350All locations euR 16,000

coveRAGeLocations 350+

ASSeSSMenT39 factors in 10 categories

RePoRT SnAPSHoTcity-to-city index comparison

online quality-of-living calculator (accounts for additional factors, such as remoteness from home country, communication facilities, and extreme environmental conditions)

Quality-of-living index and access to detailed breakdown of the categories

Quality-of-living index is translated into a recommended hardship premium


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QuALiTy of LivinG — LocATion HARDSHiP PReMiuMS imercer.com/ler

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2. LoCaTIon evaLuaTIon (Ler) reporTSPrepared in partnership with control Risks, these analytical reports assess more than 130 locations worldwide on 14 factors that make up daily life for expatriates and their families. LeRs provide a recommendation that is independent of a home location and maintains an equitable approach because the premium can be applied across an entire expatriate population.

ScHeDuLeAnnual

PRicinG Per location euR 285 All locations euR 17,110


RePoRT SnAPSHoT Detailed description of local conditions based on 14 factors that affect daily life

Mercer’s unique methodology allows enhanced ratings for locations with extreme conditions

Ratings for each factor produce an overall evaluation score for the location

Guidelines for applying hardship recommendation to compensation structure

[email protected] + 48 22 434 538348

QuALiTy of LivinG — LocATion evALuATion imercer.com/Reports/Location Hardship Ratings

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[email protected] + 48 22 434 5383 49 [email protected] + 48 22 434 5383

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GLobAL MobiLiTy PoLicy bencHMARKinG imercer.com/policybenchmarking

Mercer’s new benchmarking options can help you optimise your expatriate policies. using the unparalleled data from the 2012 Worldwide survey of international Assignment policies and practices, we will provide you with custom benchmarking consulting and assess your mobility programme using an array of precise policy benchmarking tools. you will then receive a report that shows gaps in your policy that could be costing you money or valuable competitive advantages.

wHy bencHMARK? validate your company’s competitive position:

ʏ Help managers understand current practices and evolving market trends. ʏ facilitate exception management. ʏ build a business case for policy changes. ʏ improve decision making. ʏ Define policy changes necessary to remain competitive. ʏ Align expatriate policy with overall business objectives. ʏ Attract and retain the right workforce. ʏ calibrate your market position. ʏ identify possible improvements and cost savings. ʏ Learn about innovative ideas for managing a changing mobile workforce.

Mercer offers two benchmarking options of your typical long-term assignment policies, desktop review and comprehensive review, as well as provides a policy review and benchmarks for seven alternative types of assignment. whether you have one universal expatriate policy or segmented policies for various assignment and expatriate types, we will help design a customised benchmarking package that best suits your needs.

PRicinG on request

Participants in the Worldwide Survey of International Assignment Policies and Practices and the Alternative International Assignments Policies and Practices Survey receive special pricing!

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ASSiGnMenTPRo™: MeRceR’S inTeRnATionAL ASSiGnMenT MAnAGeMenT SoLuTion imercer.com/expatmgmt

Transform how you manage and administer your mobile workforce.

Mercer’s new technology offering, AssignmentPro, provides end-to-end automation to effectively manage all aspects of international assignments. The system houses all information in a single, easy-to-use format, removing the need to outsource expatriate administration.

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PRicinG based on chosen services

SnAPSHoTThis cost-effective, time-saving tool will automate:

compensation and payroll reporting, including balance sheets

cost projections

exception-from-policy tracking

Ability to create customised user reports

Assignment tracking, including supplier management, contract management, workflow, and assignee communications

expense management and actual pay tracking

Travel calendars

worldwide compensation data collection

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ASSiGnMenTPRo™: MeRceR’S inTeRnATionAL ASSiGnMenT MAnAGeMenT SoLuTion imercer.com/expatmgmt

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MeRceR’S GLobAL HRMoniToR® imercer.com/ghrm

Mercer’s global hrMonitor is a web-based application designed to support you in managing your expatriate employees worldwide.

with instant access to data, reports, and calculators, you will have the most sophisticated and easy-to-use global mobility database on the market. The online calculators let users customise data and expedite delivery of quality information to meet the needs of HR programmes, administrators, and employees. Mercer global mobility calculators include:

ʏ cost-of-Living allowance. ʏ cost-of-Living index. ʏ employment conditions comparator. ʏ exchange rates and inflation calculator. ʏ expatriate accommodation costs. ʏ expatriate compensation. ʏ Hypothetical tax calculator. ʏ international spendable income. ʏ Quality-of-Living index. ʏ Short-term assignment allowance. ʏ Spendable income, home housing norm, and saving. ʏ Statutory benefits comparator.

Learn more at www. imercer.com/ghrm.

PRicinG based on reports purchased

coveRAGe Global

SnAPSHoTMake home-country balance-sheet calculations

Address expatriate cost-of-living differences

compensate employees on short-term assignments

Set the quality-of-living/hardship allowances

Assess expatriate tax issues

identify global statutory benefit and employment conditions

compare local pay and benefits packages

Review key economic indicators

Learn about host countries


a complete, independent, personal, and practical web resource for expatriates relocating abroad.

The Mercerpassport suite of web-based services is a valuable source of reference information that will help expatriates feel what it is really like to live in another country. it provides the whole family with a clear understanding of how to appreciate and adapt to life in a new location, as well as essential, practical guidance about moving abroad and acclimating to a new home. MercerPassport offers:

ʏ The world’s premier country destination guides. ʏ Start Guides outlining procedures and requirements for visiting or relocating

to up-and-coming locations. ʏ Quality-of-living information for more than 200 cities in 109 countries covered

by MercerPassport. ʏ work Permit portal provides advice and facilitates sourcing work permits for

accompanying spouses or partners. ʏ costAdvisor compares the price of everyday items to help expatriates keep a

tighter control on personal finances. ʏ news and exclusive articles by experts who discuss candidly the challenges of

international expatriate life and how family members may be affected.

PRicinG Location Guide euR 410* Start Guide euR 300* All countries euR 13,900

*Per country

coveRAGecountries 109+

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MeRceRPASSPoRT® LocATion GuiDeS imercer.com/mercerpassport


benefiTS SuRvey foR eXPATRiATeS AnD inTeRnATionALLy MobiLe eMPLoyeeSimercer.com/expatbenefits

PRicinG Location Guide euR 410* Start Guide euR 300* All countries euR 13,900

*Per country

coveRAGecountries 109+

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MeRceRPASSPoRT® LocATion GuiDeS imercer.com/mercerpassport

ScHeDuLeRelease date May PRicinG Participant euR 370nonparticipant euR 1,075

The benefits Survey for expatriates and Internationally Mobile employees offers a unique opportunity to identify multinational company policies and trends when providing employee benefit programmes for international assignees.

The survey covers benefit programmes across regions of operation, industries, company size, revenue levels, and number of expatriates.

ToPicS SuRveyeD ʏ The latest trends in international benefit policies and regional differences. ʏ Retirement benefits. ʏ Medical benefits. ʏ Risk benefits (death, disability, accident). ʏ Localisation. ʏ Types of international assignments. ʏ Programme monitoring. ʏ common areas of success and failure. ʏ General policies and trends.

This survey is one of the largest of its kind ever conducted, covering 288 multinational companies and 119,000 expatriates.


cuLTuRALTRAininGPASSPoRT™ imercer.com/ctpassport

culturaltrainingpassport, the only of tool of its kind, prepares international assignees and their families for their time abroad with complete, country-specific, affordable online cultural training programmes.

culturaltrainingpassport combines the thorough, expatriate-specific country information contained in MercerPassport with the interactive features of culturewizard, from Rw3 LLc, leaders in online cultural training, to provide assignees and their families with a comprehensive cultural and geopolitical profile of a country.

Assignees will be able to:

ʏ build individual cultural profiles with a brief survey to discover how personal preferences relate to cultural norms in the host country.

ʏ Learn about the eight dimensions of culture (such as formal vs. informal, interpersonal vs. transactional), with explanations and examples immediately see how assignees can avoid embarrassing and confusing situations.

ʏ get the facts with our in-depth country research and explore local customs, the role of religion, home life, gift giving, greetings, and much more.

ʏ Mentally prepare for life abroad, including cultural adjustment, and create a customised checklist of activities and tasks to complete before expatriation or repatriation.

ʏ complete a confidential self-assessment defining their personal attributes to enable them to be more effective on assignment.

PRicinG only available in uSD 500

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eXPATRiATe conSuLTinG SeRviceSimercer.com/expatconsulting

International assignments are part of a process to create change, improve understanding, and develop the global presence that is needed in the current competitive business climate, expatriation is synonymous with new business opportunities, expansion, and growth. In order to manage expatriate assignments successfully in a highly competitive and cost-conscious business environment, Mercer consultants are able to support you with the services described below.

eXPATRiATe MAnAGeMenT PoLicieS

whether your company is creating its first international assignments policy or reviewing its strategy to adapt to new business dynamics, Mercer can offer a complete consultancy service to assist you in building and managing your expatriation policies.

first, Mercer clarifies the purpose of the expatriation programme within your company and determines whether it is presently fulfilling that purpose. Then, Mercer identifies how you can achieve strategic objectives, specifically assisting with any of the following areas:

ʏ Analysing and defining different types of international assignments.

ʏ benchmarking your practices. ʏ compensation approaches. ʏ expatriation allowances. ʏ Retirement.

ʏ Health care. ʏ Localisation approaches. ʏ Spouse support programmes. ʏ cost analysis. ʏ Policy implementation and

communication.

visit imercer.com/expatconsulting for more details.

eXPATRiATe coMPenSATion SeRviceS

Mercer provides a full range of information products and services to help you manage your human resources globally. The compensation services support you in designing competitive, equitable, and cost-effective expatriate packages. our consultants can help you determine whether a single tier or multiple policy tiers suit your expatriate programme best, by assessing the variety and needs of your mobility employees:

SHoRT-TeRM ASSiGnee

LonG-TeRM ASSiGnee

GLobAL noMAD

Key STRATeGic inDiviDuALS (MvP)

HiGH fLyeR

Key eXPeRienceD inDiviDuALS

eXPATRiATe

eMeRGinG TALenT DeveLoPMenT

LocAL +

voLunTeeRS LocAL

visit imercer.com/expatcompservices for more details.

[email protected] + 48 22 434 538356

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GLobAL MobiLiTy HAnDbooK imercer.com/mobilityperspectives

The global Mobility handbook gives you practical information to consider before, during, and after deploying staff around the world.

Available in two volumes, the Handbook provides insights into various aspects involved in expatriation, such as the human resources/administration function, preassignment preparation and moving, pay packages, budget, cost control and taxes, communication pointers, family issues, and repatriation.

PRicinG Per volume euR 755both volumes euR 1,270


woRLDwiDe SuRvey of inTeRnATionAL ASSiGnMenT PoLicieS AnD PRAcTiceSimercer.com/wiapp

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The most comprehensive survey on international assignment policies and practices

finding the right talent for your expatriate assignments is not easy. ensuring their assignment package is fair and cost-effective is even more difficult. in today’s economic climate, it is essential for your company to compare against up-to-date expatriate policy and practice data in order to remain competitive.

The worldwide Survey of international Assignment Policies and Practices(wiAPP) will help you uncover current trends in international assignment programme management and evaluate your policy competitiveness and market positioning for specific assignment types, so your expatriate programme can be more effective.

fAST fAcTS

ʏ wiAPP has the largest survey participant base in the industry, with the 2012 edition gathering data from more than 750 global companies.

ʏ Participants receive a fRee regional question-by-question analysis report. ʏ The full All-Region Report, which includes analysis and the executive Summary,

is available to participants at a discount.

you can still participate in the wiAPP. visit imercer.com/wiapp.

PRicinG — PARTiciPAnTS onLy All-Region Report euR 370

Participate nowTake part and receive a free Regional Report, with question-by-question analysis. you will be able to purchase the Global Report, available only to participating companies.


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The most comprehensive survey on international assignment policies and practices

The new 2013 Alternative international Assignments policies and practices survey (AiA) is a deep-dive into policies and practices, and will examine trends for the following types of international assignments:

An in-depth look into policies and practices for six alternative types of international assignments, the AiA will examine the latest trends in global mobility and enhance Mercer’s custom benchmarking solutions.

with the increasing diversity of international assignment types and policy segmentation, you need the most comprehensive analysis of how multinationals manage global mobility.

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ALTeRnATive inTeRnATionAL ASSiGnMenTS PoLicieS AnD PRAcTiceS SuRvey imercer.com/aia_pps

How to Participate1. visit www.imercer.com/aialogin.2. click on the “generate password” button. enter email address when prompted. This will generate a password for you.3. begin the survey.

You can complete the survey over time by logging in with your password and picking up where you left off. The survey is conducted in english. The survey is open to participation year round.

Pricing eur 370 availbale to participants only.

ʏ Local Plus. ʏ Developmental/training.

ʏ Short-term. ʏ commuter.

ʏ intra-regional. ʏ Global nomad.


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benefiTS SuRveyS euRoPe imercer.com/benefits-survey

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Cost-effective yet market-competitive management of benefits has never been more important to attract, retain, and motivate key talent.

Metrics places objectivity in the perceptions of managers and expatriates.

it provides a rationale for informed decisions — and a defence of the mobility policy if warranted. but the impact of metrics goes further, allowing HR to predict future needs.

Linking mobility decisions to business results, this report covers the relevance of demographics on benchmark data and analyses how they impact short- and long-term retention. it shows how expatriate package elements and processes are correlated against short- and long-term retention.

ScHeDuLe Release date July

PRicinG Dependent on country report


MeRceR benefiTSMoniToR™ imercer.com/mercerbenefitsmonitor

oTHeR feATuReS of MbMGlobal benefits Legislative updates (GbLu) — provides you with monthly updates to legislative and other environmental changes to key employee benefits in more then 40 countries

benefits Plans Around the world (bPAw) – provides a two-page snapshot of health and retirement benefits in 49 countries

Snapshot survey/quick poll results – receive key findings or take part in ad hoc snapshot surveys and quick poll results in MbM to receive the full report for free

Sample images can be found at: www.imercer.com/mercerbenefitsmonitor.

in eMeA, MbM covers 8 countries in 2013: italy, Switzerland, Austria, Germany, united Kingdom, netherlands, Poland, czech Republic.

Recognising that keeping track of market responses to market and legislative changes can be demanding; Mercer offers you Mercer benefitsMonitor (MbM) to help you keep abreast of market intentions, trends, and how organisations are dealing or will deal with market changes and statutory amendments. MbM is your one-stop source to get market prevalence, legislative updates, and key findings of ad hoc snapshot surveys.

AbouT MeRceR benefiTSMoniToR Mercer benefitsMonitor is an interactive and user-centred online tool that offers a wide range of flexible and intuitive features for benefits reporting and analysis.

one-stop source for market and statutory benefits information. fast and convenient access to data according to the level of detail required. Run analysis versus standard and custom-defined “peer-groups” — easily benchmark against competitors of choice.

indefinite number of reports can be generated. export your analysis into convenient formats.

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1. SPoTLiGHT of Key benefiTS provides an overview of key benefits practice trends in the general market. This report is updated yearly, based on information taken from our benefits survey database. it represents all industries and presents results that can be used for making informed decisions on your benefits programme.

2. benefiTS PRAcTice RePoRT SuMMARy (bPR-S) provides you with a quick overview of prevalence information and the median values on the survey responses to questions from our benefits questionnaire across all employee levels. it is a useful report to help you quickly identify variations in the benefits policies provided to the different employee levels within your selected peer group.

3. benefiTS PRevALence RePoRT (bPR) provides statistical information on the survey responses to questions from our benefits questionnaire. The report allows you to compare your employer’s benefits policies and practices against the aggregated statistical results of selected peer groups, based on your subscription. it is an excellent way to benchmark your

TyPeS of RePoRTS AvAiLAbLeThere are two types of reports available in the Mercer benefitsMonitor application, depending on your need.

1. General, high level report.

ʏ Spotlight of Key benefits.

2. Specific, detailed report.

ʏ benefits Practice Report Summary (bPR-S). ʏ benefits Prevalence Report (bPR). ʏ Detailed benefits Report (DbR).

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benefits programme to ensure that your benefits strategy remains market competitive. free-form text-type questions are excluded from the report.

4. DeTAiLeD benefiTS RePoRT (DbR) provides you with insight on the exact details per benefits plan of a custom peer group of your choice and the exact number of companies providing a certain benefit. it allows you to compare your benefits plan against each individual peer group presented in a side-by-side format and calculates average, maximum, and minimum values for you. note that peer employer names are not disclosed when presenting results.

ADvAnTAGeS of MeRceR benefiTSMoniToR wHeneveR, wHeReveR, wHATeveR uniform reporting tool across the region you can access online data whenever you want, wherever you are. you can now request customised peer groups online, and the tool will process them.

you can quickly create reports on specific benefits sections (e.g., annual leave or retirement or dental care or all) for the levels you need at that time, without needing to sift through the entire report.

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beTTeR inTeRfAce AnD SeRvice because it is a data service, you won’t just be receiving reports in your accounts or via emails, you can access the types of reports you need with greater convenience. Mercer benefitsMonitor can be further developed into a portal of information to allow users to access information about other topics or sources. TyPeS of SubScRiPTion There are three types of subscription packages to meet your needs. Subscribers to any one of the three packages are entitled to one password for a year’s membership upon given access.

* All custom peer cuts are subjected to Mercer’s approval in order to ensure data confidentiality.

PRicinG Price is per country. Pricing reflected below is for those who have submitted benefits data. non-benefits participants pay thrice the applicable price and are eligible to purchase the Standard package only.

stAndArd stAndArd pLus preMiuM

Spotlight on benefits Spotlight on benefits Spotlight on benefits

bPR and bPR-S for ‘All bPR and bPR-S for ‘All bPR and bPR-S for ‘All

industries peer group industries’ peer group industries’ peer group

benefits Plan valuation one free custom peer cut* unlimited free custom peer cuts*

countrY stAndArd stAndArd pLus preMiuM (eur) (eur) (eur)

Austria 1000 1500 2400

czech Republic 800 1400 2200

Germany 1000 1500 2400

italy 800 800 2200

Poland 800 1200 2200

Switzerland 1000 1500 2400

The netherlands 1100 1500 2200

united Kingdom not available not available 3000


benefiTS PRevALence RePoRTSimercer.com/benefits-prevalence

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comparing plan prevalence at several levels, these reports of qualitative comparisons and quantifiable statistics can help identify cost savings and retention risks. Key plan features are compared to those of multiple peers customisable by size and industry, providing the opportunity to:

ʏ understand current practices. ʏ identify appropriate benefits package. ʏ Target potential plan changes and opportunities for cost savings. ʏ Gauge the overall attractiveness of benefits.

each report provides information on these benefits plans:

HeALTH AnD GRouP Dental Life insurance Medical

TiMe LoSS Holiday Short-/long-term disability Personal leave Sick leave vacation

ReTiReMenT/SAvinGS Defined benefit Defined contributionStock purchase

coMPAny cARS Models Lease values Allowances

PRicinG oPTionS euR 750 — General industry euR 1,500 — industry cut euR 2,500 — customised format euR 2,000 — Side-by-side report

Case Study A company moved to a new area and planned to hire local talent. interested in the region’s competitive benefit offering, the Summary of Plan Statistics was able to help create a competitive benefit package for the new location. The custom peer group report provided information for all benefits, highlighting the most frequent as well as the mean, and the 10th, 25th, 50th, and 75th percentiles.

report benefits Prevalence Report

benefits Prevalence

customised format

Side-by-Side comparisons

pricing euR 750 — General industry

euR 1,500 — industry cut

euR 2,000 — customised Peer Group

euR 2,500 — industry cut

euR 3,000 — customised Peer Group

euR 2,000

description overview of prevalence and median values across

the different employee categories of selected peer

group

comparison of your organisation’s benefits policies

against aggregated statistics of selected peer groups

Provides exact details of the benefit plans of a

custom peer group. Side-by-side comparison of

benefits provided by different employers.

MeRceR ReLATive vALue AnALySiSimercer.com/relative-value-analysis


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relative value Analysis reports help companies make fact-based decisions with the help of an objective, quantifiable comparison of all their benefit plans (health and group, time loss, retirement and savings, company cars) — and their total remuneration package — versus other employers. These reports help you identify whether your benefits are rich enough to attract top talent or, conversely, too rich and therefore negatively affecting your bottom line. every day, human resource and benefits professionals are challenged by competing organisational needs:

ʏ employees demand the best they can get. ʏ The market demands competitiveness. ʏ business survival demands affordability.

Make informed HR decisions that balance these needs using quality, comprehensive benefits information from Mercer. combined with top-notch consulting advice and diagnostic tools that convert this information into intelligence, this data enables HR professionals to score in the “genius” category and become a strategic partner.

each report includes:

ʏ An executive summary of your company’s market positioning compared with your peer group.

ʏ covered profiles. ʏ A valuation methodology. ʏ Graphical and tabular output of values by:

– benefit category and workforce profile versus peer group. – Total benefits values for all profiles versus peer group.

PRicinG euR 12,000 per country, covers typically 6–8 profiles and a workforce profile


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beSPoKe SuRveyS on benefiTS/ALLowAnceS imercer.com/bespoke-benefits-allowance

PRicinGeuR 2,500—25,000 depending on range of benefits, number of participants, and customisation of output

Mercer can conduct bespoke surveys on behalf of your company to see how your company’s benefits plans compare in the market. The surveys can be tailored specifically to your needs. Please contact Mercer to discuss your requirements in more detail.

cAR PoLicy bencHMARKinG imercer.com/carpolicies

which kind of jobs receive which kind of cars in which countries? Are allowances offered as an alternative? is private fuel paid? for many employees, cars are the single most expensive and valuable benefit they receive from their employer. There is also an intangible status conferred with a company car. employers cannot afford to get it wrong.


GLobAL cAR PoLicieSimercer.com/carpolicies

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Company car benefits are a key part of the compensation package offered when recruiting and retaining the best talent. Determine if your car policy is still in tune with your competitors’ using the global car policies report. This valuable information helps you define new strategies to manage your car policy in the most effective way and makes it easy to:

ʏ Highlight differences in car policy practices in key markets. ʏ identify cost-saving measures. ʏ compare your car policy to others in the market.

based on responses from thousands of employers around the world, Mercer’s 2013 reports provide information on allocation policies, cash alternatives to cars, and associated tax regulations.

ScHeDuLe Report available March

PRicinG Americas Asia-Pacific europe, Middle east & Africa All volumes


RePoRT SnAPSHoTAllocation policiescar policy practicescar replacementcar value by purchase pricecash alternativescost-saving measureseligibility by employee levelSupplemental benefitsTax regulations

euR 430euR 430euR 430euR 990


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woRLDwiDe benefiT AnD eMPLoyMenT GuiDeLineSimercer.com/wbeg

Keeping track of constant changes in laws and regulations in every country is time-consuming and expensive, but you can be confident using this top-selling, trusted resource. Worldwide benefit and employment guidelines (Wbeg) contains the most comprehensive and reliable information on employment conditions, statutory employee benefits, and typical employer benefit practices.

with extensive analysis and narrative reports, wbeG offers unparalleled quality and is the ultimate reference for worldwide benefits and employment information. wbeG is available in five easy-to-use volumes for the major economic regions of the world.

wbeG onLine

new — wbeG onLine — access for one year to the entire set of wbeG reports, monthly updates, regular content updates, and download data by country

wbeG SubScRiPTion — access your wbeG report and its comparators online to instantly compare specific categories of benefits between countries

eMPLoyMenT conDiTionS coMPARAToR — compare specific employment provisions and contract features between countries

STATuToRy benefiTS coMPARAToR — evaluate country-specific statutory benefits and contributions

Case Study An iT services firm bought a global company and became a global conglomerate. As a result, they needed to understand existing benefit programmes in more than 65 countries. wbeG helped inventory information for all markets and provided crucial market practice information on all prevalent benefit programmes.

ScHeDuLe wbeG-online ongoingPDf reports available June

PRicinG wbeG-online (all regions) Americas Asia-Pacific eastern europe Middle east & Africa western europe All 5 volumes


RePoRT SnAPSHoTcountry overviewemployment conditionsStatutory benefitsTypical benefits practices

euR 7,330euR 1,030euR 1,385euR 1,385euR 1,030euR 1,385euR 5,640


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GLobAL HR fAcTbooKimercer.com/globalhrfactbook

Mercer’s global hr factbook 2013 is an invaluable reference source for multinational companies dealing with human capital issues. it is especially helpful as a one-volume information guide for HR managers who lack ready access to specialised HR experts.

This report provides a range of data on the economic and business environment, human capital concerns, topics, and trends. it also presents statistics to help companies grasp the differences and similarities in HR topics at the local, regional and global levels, then adjust their HR strategies accordingly.

covering 63 countries within four major regions, this report can help HR professionals:

ʏ compare labour market flexibility in the different markets examined. ʏ Analyse country-specific economic environments. ʏ Assess taxation and social security rates. ʏ understand current and future HR trends and issues around the world.

Designed to help employers handle HR challenges, this book offers unique facts and handy HR information all in one volume.

ScHeDuLeReport available August

PRicinG euR 755


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PubLicATion ScHeDuLe Report available April

PRicinG euR 755

coveRAGecountries 17Markets 18

The resurgence of Asia as a powerhouse of trade, investment, and outsourcing has made it a strategic market that few companies can afford to ignore. Regardless of your company’s industry, presence in Asia is today imperative from both the resource and talent management perspectives. established markets within Asia have made it imperative for executives around the world to understand the region better.

Are you already doing business in Asia Pacific? or are you entering this essential market soon? Then the 2013 edition of our HR Atlas Asia Pacific report is your quick reference for a wealth of information on HR issues and trends in the Asia Pacific region.

in addition to tracking major economic indicators, this report offers comprehensive information on the crucial issues in managing a growing mobile talent pool.

HR Atlas Asia Pacific gives you the following valuable information in one volume:

ʏ Key indicators of economic conditions in 18 markets (two within china). ʏ Annual base salary and annual total cash information for 25 benchmark

positions, with figures in both uSD and local currencies. ʏ country-specific snapshots of the benefits employers offer.

international mobility information. ʏ current, specific data on cost of living, quality of living, expatriate housing,

and education. ʏ Typical costs for hotel stays, hotel meals and per diem travel cost in major

cities to help you benchmark your short-term business travel costs.

HR ATLAS ASiA PAcific imercer.com/hratlas


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HR MAnAGeMenT TeRMS imercer.com/managementterms

THe cHALLenGe Today’s global business environment requires that many individuals outside the HR function also be fluent in the “HR language.” This means you need to:

ʏ understand terminology across all aspects of HR: compensation, benefits, and mobility.

ʏ navigate HR terminology across different regions and talent pools. ʏ comprehend how compensation, benefits, and mobility interrelate.

MeeTinG THe cHALLenGe Mercer’s hr Management terms helps you understand:

ʏ The distinction between short-and long-term incentives. ʏ what is meant by “mobility premiums for repatriation”. ʏ The difference between “remuneration” and “total rewards”. ʏ items that fall under fringe benefits.

ScHeDuLe December

PRicin euR 200


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counTRieS coveReDAmericasArgentina, brazil, canada, Mexico and united States.

Asia PacificAustralia, china, Hong Kong, india, indonesia, Japan, Malaysia, Philipines, Singapore and South Korea.

europe, Middle east, Africa

Austria, belgium, czech republic, egypt, france, Germany, italy, netherlands, norway, Poland, Russia, South Africa, Spain, Sweden, Switzerland, Turkey, united Arab emirates and united Kingdom.

PRicinG Global volume euR 725

eSSenTiAL GuiDe foR DiveRSiTy AnD incLuSion PLAnninG

Mercer’s new global diversity and inclusion country factbook provides insights into this critical data for 33 countries.This guide offers practical data for planning and executing a global diversity and inclusion strategy that responds to the challenges faced by organisations worldwide. it includes data on country specific demographics, labour force statistics, economic trends, work environment, and other relevant information about the overall environment.

GLobAL DiveRSiTy AnD incLuSion fAcTbooK imercer.com/diversity-handbook


coMPenSATion AnD benefiTS confeRence, 9—10 ocTobeR, STocKHoLM, SweDen, mercersignatureevents.com

confeRence PARTiciPATion feeS

early bird fee An early bird discounted rate of eur 1,600 will be applied to registrations received before 31 July.

free to attendeach european information package holder is entitled to at least one complimentary seat at one of Mercer’s specified annual conferences (expatriate Management conference or eMeA compensation and benefits conference).

The event provides valuable insight into compensation and benefits strategies adopted by leading organisations to drive global growth and efficiency in today’s business environment. A combination of plenary sessions, case studies, and discussions, the conference also offers participants plenty of networking opportunities.

Delegates are invited to take part in discussions and explore some of the challenges faced by HR professionals when designing and planning compensation, benefits, and expatriate management strategies. wHo SHouLD ATTenD? The eMeA compensation and benefits conference is designed for HR professionals who have an international outlook and who deal with global or european compensation, benefits, and expatriate management issues.

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coMPenSATion AnD benefiTS confeRence, 9—10 ocTobeR, STocKHoLM, SweDen, mercersignatureevents.com

AfRicA AnD MiDDLe eAST coMPenSATion & benefiTS confeRence, 4-5 MARcH, LonDon, uniTeD KinGDoM, imercer.com/amecbconference

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This annual event provides a great opportunity to discuss critical issues that organisations need to address regarding compensation, benefits, and mobility in the Africa and Middle east region. The programme includes high-level plenary sessions on major issues and the latest trends presented by experts and journalists, as well as roundtables where practical solutions are discussed, providing a platform to exchange and develop best HR practices for companies operating in Africa and the Middle east.

for further information on Mercer’s AMecb conference, please visit imercer.com/amecbconference.

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early bird fee An early bird discounted rate of eur 800 will be applied to registrations received before 31 January and eur 900 thereafter.

free to attend each european information package holder is entitled to at least one complimentary seat at one of Mercer’s specified annual conferences (expatriate Management conference or eMeA compensation and benefits conference).


2014 eXPATRiATe MAnAGeMenT confeRence, 3—4 APRiL, buDAPeST mercer.com/expatriate-management-2014

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This established annual conference gives HR professionals from a wide range of global organisations the opportunity to learn and discuss the latest trends, practices, and developments in expatriate management. The event is comprised of one and a half days of presentations and thought -provoking discussions which allow delegates to increase their knowledge and share ideas on best practices in international assignments.

The event also allows attendees from across europe, the Middle east, and Africa the chance to network and compare their expatriate management strategies. it encourages participation through workshop sessions, which are designed to examine various areas of developing expatriate compensation packages and provide practical solutions to successfully manage a global workforce.

for further informationon Mercer’s expatriate Management conference, please visit mercer.com/expatriate-conference-2014

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early bird fee An early bird discounted rate of eur 1,450 will be applied to registrations received before 28 february and eur 1,600 thereafter.

free to attend each european information package holder is entitled to at least one complimentary seat at one of Mercer’s specified annual conferences (expatriate Management conference or eMeA compensation and benefits conference).

other HR professionals and managers with the chance to explore new, more streamlined ways of job evaluation as to establish and maintaining job structures.

The course facilitators will examine the iPe factors and process in detail, but also demonstrate how iPe links to key HR decisions in the areas of:

ʏ reward management, ʏ career management and competencies and ʏ organisational design and effectiveness.

funDAMenTALS TRAininG couRSeDeSiGneD foR:This two-day course has been intended for HR professionals who are new to the expatriate management field and who quickly need to understand the key concepts and issues. This course may also be of interest to experienced HR professionals who manage expatriates as a part of their role and for mobility professionals who need a refresher

ADvAnceD TRAininG couRSeDeSiGneD foR:This one-and-a-half day course has been designed for participants who have previously taken the fundamentals expatriate management course and/or expatriate managers with significant experience in the area. for more information on prices and course dates, please visit imercer.com/mobility-mercer-learning


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MeRceR RewARDS TRAininG couRSeS imercer.com/mobility-mercer-learning

Learn, Apply and Grow with Mercer Learning our rewards management courses are designed to help HR practitioners effectively address, align, and administer the entire employment value proposition of pay, benefits, careers and development to support the organisation’s unique business needs.

couRSeS oveRview

bencHMARKinG couRSe This one day course will cover:

ʏ The basic principles of remuneration management. ʏ interpreting market remuneration data and survey results. ʏ identifying and interpreting economic and organisation performance

data within the remuneration review context. ʏ Helping line managers use remuneration data to make effective decisions. ʏ How to develop effective remuneration policies.

inTeRnATionAL PoSiTion evALuATion (iPe) couRSeiPe is relevant for organisations wanting to use a single methodology to classify roles across geographies and reference local pay data. The iPe one day course aims to address the increasing needs of Mercer clients regarding iPe transfer of know-how and support. it also provides

Module 1. compensation ʏ benchmarking / Market Pricing course ʏ international Position evaluation (iPe) course

Module 1. compensation ʏ fundamentals training course ʏ Advanced training course


uK eXPATRiATe foRuM (uKef)imercer.com/ukef

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Mercer’s uk expatriate forum (ukef), which began more than 20 years ago, is a network of human resources professionals in major uK-based companies with responsibilities for international human resource policy. Members of this forum meet three times a year for discussions and presentations on expatriate management in an informal, cooperative, and confidential environment.

PRicinG £1,800 Annual subscription

euRoPeAn eXPATRiATe PoLicy foRuM (eePf) imercer.com/eepf

This forum was established more than 20 years ago to provide a confidential and informal environment in which major international companies with significant european operations can share best practices, exchange ideas, and discuss topical issues. Members of the forum meet twice a year in major european cities to compare and review worldwide policies and practices, as well as trends and developments in the broad field of expatriate management.

PRicinG euR 2,100 Annual subscription

for further information about becoming a member of uKef, eePf, or the MeHRf, please visit www.imercer.com/gmevents.

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for further information about becoming a member of uKef, eePf, or the MeHRf, please visit www.imercer.com/gmevents.

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with ever-changing global conditions, it is crucial for companies to stay current and understand trends and developments in the area of international assignments.

in 2014, Mercer’s Global Mobility thought leaders will present a series of complimentary webcasts designed to help you manage your global talent and maintain your competitive advantage.

PRicinG complimentary

for further information about upcoming webcasts and to view past recordings, please visit www.imercer.com/gmwebcasts.

GLobAL MobiLiTy webcASTSimercer.com/gmwebcasts

Argentina

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Denmark

Finland

France

Germany

Hong Kong

Hungary

India

Indonesia

Ireland

Italy

Japan

Malaysia

Mexico

Netherlands

New Zealand

Norway

Philippines

Poland

Portugal

Saudi Arabia

Singapore

South Africa

South Korea

Spain

Sweden

Switzerland

Taiwan

Thailand

Turkey

United Arab Emirates

United Kingdom

United States

Venezuela

For further information, please contact your local Mercer office or visit our website atwww.imercer.com.

For more information, please contact:

Mercer Client ServicesAleje Jerozolimskie 9400-807 WarsawPoland

[email protected] +48 22 434 5383Fax +48 22 456 4021

www.imercer.com

© 2014 Mercer LLC. All rights reserved.

2014 emea information and technology solutions … · hr management terms global diversity and...

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