Hotel Industry Rewards Group

Transcription

1 Aon Hewitt Talent, Reward & Performance Reward Consulting Hotel Industry Rewards Group Europe, Middle East & Africa Risk. Reinsurance. Human Resources.

2 About Aon Hewitt Aon Hewitt empowers organizations and individuals to secure a better future through innovative talent, retirement and health solutions. We advise, design and execute a wide range of solutions that enable clients to cultivate talent to drive organizational and personal performance and growth, navigate retirement risk while providing new levels of financial security, and redefine health solutions for greater choice, affordability and wellness. Aon Hewitt is the global leader in human resource solutions, with over 30,000 professionals across six continents serving more than 20,000 clients worldwide. For more information on Aon Hewitt, please visit

3 About the Group The Hotel Industry Rewards Group (HIRG) is an exclusive industry club for Compensation & Benefits specialists working in the hotel industry in Europe, Middle East and Africa (EMEA). The Group consists of more than 39 international and local hotel groups, representing 2,200 hotels across 44 countries, making it the largest, most comprehensive and wellconnected hotel industry compensation forum in EMEA. Aon Hewitt provides compensation & benefits professionals with a reliable and confidential source of salary and benefits benchmarking data, and an opportunity to network and share ideas with peers across the Hotel industry in EMEA. HIRG Survey is the most comprehensive source of compensation and benefits information for HR professionals working in the hotel industry in EMEA. Aon Hewitt conducts an annual survey featuring 170 hotel roles from General Manager to Room Attendant across 11 core job families. Data is presented by hotel job role covering: salary, allowances, bonuses, benefits and perquisites.

4 Hotel Industry Rewards Group Survey Overview The Hotel Industry Reward Group Survey was established to give hotels an accurate, consistent and comprehensive source of reward data. The survey methodology and format were developed in close partnership with the steering committee of the HIRG Group. Methodology The survey has a straightforward matching process that only requires matching an incumbent to the respective capsule job description. The levelling framework followed in the HIRG survey covers 170 benchmark jobs from General Manager to room attendant. All jobs are underpinned by Aon Hewitt s job leveling framework. Data Coverage The data can be analysed using the scope cuts: employment contract, city, luxury status, total revenue, rooms revenue, F&B revenue, RevPAR, hotel headcount, number of rooms, multi-property responsibility and employee turnover. Support Aon Hewitt s hospitality team will guide you through data collection and reporting process. The survey covers 170 industry-specific benchmark jobs on 10 levels, including hotel roles from General Manager (single or multiproperty) down to waiting staff and room attendant, making it the most granular and consistent hospitality survey in the EMEA region. Data collection The deadline for data submission is 30 April. Results Survey results are published by the end of July. Annual Conference The full members receive an exclusive invitation for a 2 day annual conference every year. Results from the survey and market insights are shared. It also creates an environment for peer to peer networking across the Hotel Industry in the Reward field.

5 Membership In order to participate in the survey, membership must be approved by the Steering Group, and successful applicants will need to provide their data no later than 30 April. There are two membership tiers: Affiliate Members Organisations with limited operations across a small number of countries. Functionality include custom peer group reporting with the ability to compare your data to the market. An annual hotel salary increase (pay budgets) survey is also provided. Country report fees vary depending on the number of participating organisations. Full Members Organisations with presence across the EMEA region, or a market leader in a single region (e.g. Middle East). In addition to the benefits of affiliate membership, full members have access to market intelligence studies and receive an exclusive invitation to the HIRG annual conference. An additional flat rate fee is charged to full members.

6 Key Survey Participants ACCOR Hotels Al Faisaliah Hotel / Hotel Al Khozama Carlson Rezidor Hotel Group Centara Hotels & Resorts Daniel Thwaites Emaar Hospitality Group Four Seasons Hotels and Resorts FRHI Habtoor Hotels Hard Rock International Hilton Worldwide Hyatt Hotels Corporation Intercontinental Hotels Group Jumeirah Hotels and Resorts Kempinski Hotels Kerzner International Langham Hospitality Group Mandarin Oriental Hotel Group Marriott International Millennium & Copthorne Minor Hotel Group Morgans Hotel Group Movenpick Hotels & Resorts Nh Hotel Group Rosewood Hotels & Resorts Rotana Hotels Management Corporation Safir Hotels & Resorts Shangri La International Hotel Management Shaza Hotels Management Six Senses Hotels Resorts Spas Starwood Hotels & Resorts Taj The Oberoi The Peninsula Hotels Viceroy Hotel Group Whitbread Group Wyndham Hotel Group Aon Hewitt Hotel Industry Rewards Group Survey is a trusted source of market data for more than 39 hotel groups operating in the hospitality industry across the EMEA region. 39 companies

7 Country Coverage Europe Austria Azerbaijan Belgium Croatia Czech Republic France Georgia Germany Greece Hungary Ireland Israel Italy Malta Netherlands Poland Portugal Romania Russia Slovakia Spain Sweden Switzerland Turkey Ukraine United Kingdom Middle East Bahrain Iraq Jordan Kuwait Lebanon Oman Qatar Saudi Arabia United Arab Emirates Africa Algeria Egypt Ethiopia Kenya Mauritius Morocco Nigeria Seychelles South Africa Tanzania The survey is continuing to grow every year. It aims to expand across new countries in Europe, Middle East and Africa.

8 Job Families The survey provides data for 170 benchmark jobs including hotel roles from General Manager (single or multi-property) through to waiting staff and room attendants across 11 core job families. Engineering & Property Maintenance Head of Engineering & Facility Maintenance, Engineering and Maintenance Manager, Assistant Engineering & Maintenance Manager, Engineering Supervisor, General Maintenance (Skilled), General Maintenance (Semi-skilled), General Maintenance (Unskilled), Gardener / Groundskeeper Finance & Procurement Head of Finance, Finance Manager, Purchasing Manager, Chief Accountant, Credit Manager, Payroll Manager, Stores Manager, Accounts Supervisor, Cost Controller, General Cashier, Income Auditor, Night Auditor, Accounting Clerk, Purchasing Clerk, Stores Supervisor, Storeroom Assistant, Food & Beverage Cashier Food & Beverage Service General Management & Admin General Manager, Hotel / Resident Manager, Head of Operations, PA / Executive Secretary, Department Coordinator, Management Trainee, Administrative Assistant, Receptionist Human Resources Head of Human Resources, HR / Recruitment Manager, Training Manager, Doctor, Government Relations Manager, Housing Manager, Assistant HR Manager, HR / Training Executive, Nurse, Housing Supervisor, HR / Training Co-ordinator, PRO / Immigration Officer, HR Assistant, Housing Attendant Information Technology Head of Information Technology, Assistant IT / AV Manager, IT Specialist, AV Technician, IT Co-ordinator Head of Food & Beverage, F&B Manager, Head of Banqueting & Convention Services, Assistant F&B Manager, Banquet Manager, Bar Manager, Restaurant Manager, Room Service Manager, Sommelier, Assistant Banquet Manager, Assistant Bar Manager, Assistant Restaurant Manager, F&B Supervisor, F&B Captain, Head Bartender, Bartender, Host/ess, F&B Attendant, Room Service Order Taker, Waiter/ess Kitchen Executive Chef / Head of Kitchen, Executive Sous Chef, Executive Pastry Chef, Speciality Restaurant Chef, Executive Steward, Chef de Cuisine, Hygiene Manager, Pastry Chef, Senior Sous Chef, Stewarding Manager, Assistant Stewarding Manager, Chef de Partie, Hygiene Officer, Sous Chef, Demi Chef de Partie, Stewarding Supervisor, Commis I, Commis II/ III, Steward

9 170 hotel roles Rooms Head of Rooms, Assistant Head of Rooms, Front Office Manager, Head of Housekeeping, Housekeeping Manager, Assistant Front Office Manager, Guest Relations Manager, Head Concierge, Laundry Manager, Night Manager, Assistant Housekeeping Manager, Assistant Laundry Manager, Florist, Head of Business Centre, Head of Executive Club, Front Desk Supervisor, Housekeeping Supervisor, Laundry Supervisor, Telephone/ Telecomm Supervisor, Guest Relations Supervisor, Tailor, Head Butler, Bell Captain, Butler, Concierge, Driver (Front of House), Front Desk Agent, Business Centre Agent, Executive Club Agent, Bell Attendant, Cleaner, Door Attendant, Driver (Back of House), Housekeeping Attendant, Laundry Attendant, Telephone/ Telecomm Operator, Valet Driver Sales & Marketing Head of Sales & Marketing, Head of Marketing, Head of Public Relations, Head of Group Conference & Events, Head of Revenue Management, Head of Sales, Assistant Head of Sales, Marketing Manager, Public Relations Manager, Revenue Manager, e-commerce Manager, Group Conference & Events Sales Manager, Reservations Manager, Sales Manager, Group Conference & Events Sales Executive, Sales Executive, Assistant Reservations Manager, Assistant Revenue Manager, Public Relations Executive, Marketing Coordinator, Public Relations Coordinator, Reservations Supervisor, Sales Coordinator, Reservations Agent Security Head of Security, Assistant Security Manager, Security Supervisor, Security Officer Spa & Recreation Head of Spa & Recreation, Head of Recreation, Head of Spa, Golf Manager, Recreation / Kids Club Manager, Spa Manager, Golf Professional, Head Therapist, Fitness / Sports Instructor, Therapist, Spa Supervisor, Beauty Therapist / Stylist, Lifeguard, Spa & Recreation Attendant 11 job families

10 Pay Components & Benefits Prevalence Total cash components of pay: base salary, base salary & service charge, allowances (multi - property, hardship, cost of living), actual and target total cash, etc. Other benefits components of pay: live-out allowance, transportation allowance, car allowance. Hotel scope: turnover, revenue, headcount, number of rooms, F&B outlets, multiproperty responsibility, etc. Pay and allowance eligibility: prevalence of eligibility for service charge, bonus, multi-property responsibility, car. Welfare benefits: prevalence of eligibility for company enhanced welfare benefit, including private medical, dental, life assurance, long term disability, AD&D, pension. Expat benefits: prevalence of eligibility for home leave airfares, housing benefits, housing benefits for utilities. Context and scope: prevalence of employment contract types, hotel service level, operation status. Sample Report In addition to the market reports available to download, survey participants can also customise the reports via our online reporting tool, applying the following scope cuts: employment contract, city, luxury status, total revenue, rooms revenue, F&B revenue, hotel headcount, number of rooms, multi-property responsibility and employee turnover. All Participants Currency: EUR Effective Date: 01 April 2016 Pos. No. Position Title Base Salary Number of Companies Base Salary Number of Incumbents Base Salary Average Base Salary Low Quartile (25%) GMA.000.E10.01 General Manager ,185 90,981 GMA.000.M09.01 Hotel / Resident Manager ,753 56,684 GMA.000.M08.01 Head of Operations ,080 48,000 GMA.000.I05.01 PA / Executive Secretary ,488 29,401 GMA.000.S03.02 Management Trainee ,027 21,780 GMA.000.S03.01 Department Coordinator ,357 22,617 GMA.000.S02.02 Receptionist ,367 22,179 GMA.000.S02.01 Administrative Assistant ,328 22,377

11 Hot Topic Surveys The Group regularly conducts hot topic surveys or market intelligence studies on current compensation and benefits topics chosen by the full members. Some of the recent topics include: Live-out allowances Development incentive plans Compensatory day off Home leave airfares Impact of currency depreciation Long-term incentive plans *Please note only full members can take part in hot topic surveys. Survey Cycle January Introductory calls February - April Data collection May - June Data analysis July - August Report release August Annual conference

12 Regional / Corporate Roles Survey The regional / corporate roles survey reviews the compensation and benefits prevalence for regional roles across the EMEA region. The study focuses on roles (executive and non-executive) that are based in the regional and corporate office. The core focus of the survey is on the UAE and the UK as this is where there is sufficient concentration of regional and corporate hotel offices to develop an industry report. Due to the diverse locations of regional head offices, a pan-european analysis is also developed to produce an end country UK report. This is based on our proprietary cross border methodology that have been deployed for many years in other industry sectors and adjusts for Exchange Rates, Taxes, Social Security and Purchasing Power Parity. The survey collects total compensation data covering base salary, bonus, long-term incentives, benefits and perquisite eligibility. Participants receive hotel industry-specific reports for each HIRG regional/ corporate position, where there is sufficient data to confidentially report back statistics. As it is linked to our global general industry database, participants will be able to have both a hotel and general industry view of the market. Results are provided back via our online reporting portal: Aonhewittsurveys.com Aonhewittsurveys.com

13 Compensation Advisory Solutions Pre-opening workforce analytics Aon Hewitt s Workforce Analytics solution draws upon our deep expertise with HR data, strategy and reporting and is engineered to help HR leaders deliver greater value to the business to manage their workforce more competitively. We assist you by working with your development team to frame an outline for the workforce required by your pre opening hotel in the EMEA region. The recommendations will be on number of employees needed per job including the pay that could be offered based on the location and luxury status of the hotel. Total Rewards Strategy Aon Hewitt s consultants help to design or review your organisation s remuneration strategy to ensure it aligns with your HR and business objectives. We can help you address a full spectrum of issues through a well-constructed rewards delivery including: target competitive positioning the link between pay and performance transparency in communication consistency across employee groups ensuring the commercial viability of your reward structure across market cycles Understanding what role your recognition program should play in your total rewards strategy. We help you develop a total rewards framework that ensures that your benefits programs truly differentiate you from your competitors, and reflects what your organisation stands for Variable Pay Design Aon Hewitt s consultants work with HR practitioners to help you understand the way to design and implement short and longterm incentive (STI/LTI) plans and variable pay practices. We will help you understand the relationship between performance and pay out, tools and best practice approaches and help with implementation and communication of the plan to key stakeholders. Base Pay Design Aon Hewitt s consultants assist you with the design, development, implementation and review of new and existing remuneration structures and systems that meet your business requirements. Our consulting team offers both advisory and corporate experience ensuring that your solution will have a foundation in best practice that is also practical to implement. We create fixed remuneration structures that consider not only market competitiveness, but how employees progress through their careers at your organisation. We take into consideration the size of your organisation, your industry, the strategic direction of your business and the remuneration resources available within your organisation to administer the system. We know from our extensive engagement research the importance of aligning your remuneration structure with career paths at your organisation - for a fully integrated talent and rewards approach. Job Architecture, Evaluation and Levelling Analysing, evaluating and sizing job in a consistent manner is one of the key challenges of pay and career management. Aon Hewitt offers a range of solutions from job family architecture models through to traditional points-factor job evaluation to help you more efficiently manage this process. Aon Hewitt s JobLink is an evaluation solution suited to any organisation looking to structure their HR strategies, policies, practices and remuneration decisions around an objective assessment of jobs. Job evaluations are an essential element to provide basis for fair, transparent and defensible people management decisions. JobLink allows HR practitioners to: deliver an agreed method and set of criteria for evaluating roles in your organisation formulate a body of knowledge on the size and relative worth of roles Aonhewittsurveys.com

14 Compensation Advisory Solutions by gathering, sorting and assessing information minimise subjectivity and maximise consistency related to assessing the size of roles compare and contrast the size of roles within your organisation and make consistent, rational and defensible HR/remuneration decisions use job sizing information to build and maintain a solid HR/ remuneration framework tailored to your organisation Increase the credibility of the HR/remuneration functions by providing a fair, transparent and communicable methodology for decisions Pay Benchmarking Aon Hewitt consultant s advice can help your organisation with: market positioning: factors to consider when positioning the company-wide pay policy fixed pay and benefits: types of flexible benefits applicable to job families and sectors; prevalence, cost and value of benefits industry-specific reward information: such as in the real estate and oil and gas sector, where rosters and allowances are critical to a successful reward strategy short and long-term incentives: type and prevalence of incentives, job family and employee groupspecific incentives and sectorspecific practices pay mix: the proportion of fixed pay and incentives within the total pay mix and variations depending on employee groups and job families strategic and customised analysis: depending on the needs of your organisation we can design, develop and conduct special diagnostic analysis to find out more about the relationship between internal pay and gender equity, age, seniority or other factors within your organisation Gender Composition, Reporting and Equality Aon Hewitt s Equal Pay Audit tool provides a simple, methodical and cost-effective way to determine pay inequalities in your organisation. We offer a straight-forward data collection process, robust analysis and a clear results presentation, along with insightful commentary from our experts. We will collect data, analyse it and provide you with a traffic light risk summary showing areas your company needs to focus on as a priority, areas that will need attention in the future, and areas not causing any concern. We will then make specific recommendations and suggest further analysis that might be required. Aon Hewitt s team of experienced consultants can also provide you with additional in-depth analysis and consultation on gender pay equity within your organisation. These solutions can be tailored to the meet the specific needs of your organisation, and align with your broader strategic goals. Performance Management The challenges of the current economic environment have changed the game for managing performance and delivering results. Limited budgets and cost cutting have made firms focus restricted financial resources to key talent, and incorporate non-financial rewards in management practises. Firms now have to adapt to the new post-crisis environment to ensure that their performance management process is effective. We typically follow a three-step process when helping clients to improve their performance management process: Review the current practice. Build a straightforward and meaningful process that delivers on the basics Build the capabilities to enable conversation Aonhewittsurveys.com

15 Contacts Jasveen Sethi HIRG Survey Manager Survey Support Team Global Contact Aon Hewitt also manages hotel pay surveys across Asia Pacific, Latin America and the Caribbean. For further information please contact: Andrew MacLeod Global Hospitality Leader

16 About Aon Aon plc (NYSE:AON) is a leading global provider of risk management, insurance brokerage and reinsurance brokerage, and human resources solutions and outsourcing services. Through its more than 72,000 colleagues worldwide, Aon unites to empower results for clients in over 120 countries via innovative risk and people solutions. For further information on our capabilities and to learn how we empower results for clients, please visit: Aon plc. All rights reserved. The information contained herein and the statements expressed are of a general nature and are not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information and use sources we consider reliable, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation. Risk. Reinsurance. Human Resources.