2014/15 India Salary & Employment Forecast Report

SALARY & EMPLOYMENT
FORECAST 2014/15
I N D I A 2 0 1 4 / 1 5
SALARY & EMPLOYMENT
F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E -
F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U
M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S
& M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E F
I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U
M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S
& M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S & M A R K E T I N G F I N 1
A N C E F
human resources
Human Resources
FORECAST

SALARY & EMPLOYMENT
FORECAST 2014/15
2
WELCOME
WELCOME TO THE MICHAEL PAGE SALARY & EMPLOYMENT FORECAST FOR 2014/15
Michael Page is a worldwide leader in
specialist recruitment. Through our belief
in organic growth, rather than by mergers
or acquisitions, we have built a truly global
business with over 5,000 people in 155
offices across 36 countries worldwide. We
have evolved to become one of the best
known and most respected recruitment
consultancies in the world and are proud
to set the standard within our profession
for delivering a specialist service with a
personal touch. Coming from all major
industry sectors, our clients range from
market leading multinationals to small and medium sized enterprises.
The Michael Page Salary & Employment Forecast combines both
quantitative and qualitative research derived from our national survey
of employers and our extensive involvement in the professional labour
market. This year, our survey comprises 288 employers and thousands of
conversations with clients across our specialist disciplines.
Our annual forecast covers a range of issues and trends relevant to today’s
corporate sector and establishes the Salary & Employment Forecast as a
highly reputable report, based on in–depth national research.
The Salary & Employment Forecast provides employers and job seekers
with useful insights into the hiring expectations, recruitment challenges
and wage forecasts of hiring managers over the coming year, and covers
four areas of specialisation as detailed below:
• Finance & Accounting
• Sales & Marketing
• Human Resources
• Banking & Financial Services
I wish to thank everyone who contributed to this year’s Salary &
Employment Forecast and trust you will find the new report helpful
and informative. We welcome your feedback and encourage you
to contact us for further information or market specific advice at
www.michaelpage.co.in/contact–us.
Best regards,
Sebastien Hampartzoumian
Senior Managing Director, India

SALARY & EMPLOYMENT
FORECAST 2014/15
3
market overview
India’s business market is currently primed for expansion, with the
recruitment market being driven by significant industry sectors such as
FMCG, retail, healthcare, manufacturing and real estate. The next few years
are expected to prove critical to India’s ability to establish itself as a key
player in terms of global productivity, and leverage its unique benifit of a
large percentage of native English speakers in an emerging economy. With
the right conditions and support from both the newly elected government
and industry leaders, India is well positioned to become a leading player in
the global employment market.
The Modi government has brought optimism to the local employment
market, with clear goals in place to make India an attractive business
destination. The quick decision to relax regulations around Foreign Direct
Investment (FDI) and push infrastructure investment has created positive
forecasts for India’s manufacturing industry and services sector. As a
result, business leaders are expressing optimism in these early stages,
with high hopes for increased transparency under his leadership.
The local employment market is showing signs of growing maturity,
with diversity and staff retention remaining a key focus. In the past few
years, employers have made strong headway when it comes to corporate
responsibility, including implementing solid diversity policies in order
to provide equal opportunity to candidates from all backgrounds and
genders. Some 79% of employers surveyed for the 2014/15 Michael
Page India Salary & Employment Forecast indicate that women in their
organisation are provided the same opportunity to progress to executive
level roles as men.
Managing turnover will continue to provide a major challenge for employers
in the next 12 months, with 51% of surveyed employers expecting staff
to leave their business in the coming year. There is currently significant
support from senior level executives and Human Resources teams to
implement retention strategies with a focus on non-financial gains such
as work/life balance and career development opportunities as companies
recognise the value of developing employees’ skills and offering internal
career opportunities. Business leaders who understand the importance of
strong retention policies will ensure consistency within an organisation,
which is vital for business growth.
Results of the 2014/15 Michael Page India Salary & Employment Forecast
support predictions for high levels of growth in India’s employment
market. Some 70% of surveyed employers plan to expand their team in
the coming year. As company headcount grows, the challenge lies in hiring
the right people and those with the ambition to grow within a company will
be highly sought after. In addition, many employers are currently seeking
highly competent professionals at the mid to senior management level,
with 45% of surveyed employers indicating mid-level professionals will
be in highest demand in the coming year. There is currently a shortage
of leaders at this level who are able to motivate their direct reports and
instill strong team culture within an organisation. Managers with these
leadership skills are essential for both operational purposes and to achieve
growth into the future.
India’s domestic business market has seen broader geographical diversity
over the past 12 months, with organisations looking outside the major
cities when establishing additional office locations. Pune, Chennai and
Jaipur have emerged as key destinations for this activity. Pune is attracting
more investment from industrial companies while Jaipur and Chennai are
popular locations for Shared Service Centres due to lower operating costs.
A number of key industry sectors are well positioned for growth over the
next 12 months, due to a combination of rising consumer confidence
and government policies encouraging increased activity. India’s banking
sector has seen the introduction of new licences in 2014, which has led
to greater hiring activity as new businesses are established locally. The
larger volume of job opportunities has created increased competition
in the market, driving employers to place a stronger focus on retention
strategies for existing workers.
The retail and FMCG sectors are benefitting from improved local economic
conditions, which is increasing consumer activity in these areas. As
consumer confidence grows over the next 12 months, business confidence
is likely to further increase, creating ample career opportunities for
professionals in these fields.
In terms of hiring strategies, social media is growing in popularity in
India. Employers are increasingly aware that digital assets present an
opportunity to attract new candidates to their company and are investing
in these channels. Some 68% of surveyed employers use social media as
part of the recruitment process, with LinkedIn the favoured platform for
94% of those.
The overarching sentiment in India’s employment market is one of growth,
with business leaders looking to become competitive on an international
scale. Employers and government are making positive changes towards
that goal, creating an optimistic outlook for the coming 12 months in
India’s recruitment market.

SALARY & EMPLOYMENT
FORECAST 2014/15
4
market overview
RECRUITMENT ACTIVITY
Strength of current hiring activity compared to the last
12 months
Expectation of a professional skills shortage in the next
12 months
Stronger (21%)
Slightly stronger (26%)
Steady (35%)
Slightly weaker (11%)
Weaker (7%)
39%
Yes Unsure
14%
No
47%
Note: All infographics in this report are based on the views of survey participants. The accompanying market commentary is based on the experience and observations of the Michael Page team.

SALARY & EMPLOYMENT
FORECAST 2014/15
5
market overview
Skills shortage placing upwards pressure on salaries
100
80
60
40
20
Workplace offers same opportunity for women to progress
to senior/executive level positions as men
Impact of skills shortage on businesses in India over the next
12 months
5% 3% 2%
10%
Evidence of equal opportunity to progress to senior/
executive roles’*
Yes, it will cause salaries to rise
above the inflation rate (71%)
Yes, salaries will increase but
only at the rate of inflation (23%)
No, the skills shortage will not
impact salary levels (6%)
None Other** Source talent
from
overseas
It will be
difficult to
maintain
headcount
80%
Need to
develop more
targeted
attraction
strategies
0
** training, career frameworks, high-potential mangement, etc.
YES
79%
MAYBE
13%
UNSURE
8%
52%
36%
42%
35%
39%
10%
Based on number of women in senior/executive positions
Range of flexible working arrangements offerred
to accommodate parents in the workplace
Formal diversity policy with targets for increasing the
number of women in senior/executive positions
Engaged CEO focused on the diversity agenda
Range and availability of leadership training provided to employees
Other***
*** equal opportunity policy, anti-discriminatory culture, etc.
* more than one option could be selected.

SALARY & EMPLOYMENT
FORECAST 2014/15
6
market overview
Companies using social media to source talent
Companies expecting to increase headcount over
the next 12 months
Preferred social media platforms used to source talent
0 20 40 60 80 100
Google+
Linkedin
Facebook
4%
94%
2%
Experience level expected to be in highest demand
Entry level (10%)
Mid-level (45%)
Management (19%)
Senior management (9%)
Specialists (17%)
68%
32%
YES
70%
NO
23%
UNSURE
7%

SALARY & EMPLOYMENT
FORECAST 2014/15
7
market overview
SALARY AND REMUNERATION
Salary increases over the next 12 months Average percentage salary increase over the next 12 months
0 20 40 60 80 100
2%
All my employees will receive the same percentage increase
91%
All my employees will receive an increase, but it will vary according to performance
6%
Only my best performing employees will receive an increase
1%
No one in my team will receive an increase
1% - 5%
6% - 10%
11% - 15%
16% - 20%
6%
0 20 40 60 80 100
48%
38%
7%
21% - 30%
1%
16% or above 74%
Average percentage salary increase for the best performers
1% - 5%
6% - 10%
11% - 15%
21% - 30%
2%
0 20 40 60 80 100
10%
35%
15%
31% - 40%
2%
16% - 20%
41% - 50%
34%
1%
60% and above 1%
Above 40% 3%

SALARY & EMPLOYMENT
FORECAST 2014/15
8
market overview
Factor most likely to impact salary levels in the next 12 months*
0 20 40 60 80 100
69%
61%
48%
44%
40%
Average salary increase to hire new staff
Flexible salary packaging or fringe benefits offered
to employees
10%
3%
Individual, team or
company performance
Domestic economic conditions
Competition with other companies
Global economic conditions
Inflation
Elections
Other**
2% Don’t expect any factors to impact salaries
1% Not sure
** job market, business profit, etc.
1% - 5%
6% - 10%
11% - 15%
16% - 20%
0 20 40 60 80 100
13%
18%
20%
25%
21% - 30%
23%
31% - 40% Unsure
1%
15%
16% or above 74%
YES
66%
NO
34%

SALARY & EMPLOYMENT
FORECAST 2014/15
9
market overview
Companies providing bonus as part of the remuneration
package
Basis for bonuses over the next 12 months
88%
12%
Average percentage bonus of gross salary
Other**
12%
Company performance
12%
Individual performance
11%
9%
5%
4%
4%
8%
69%
Team performance
Other*
Combination of all
* Fixed component of salary.
1% - 5%
6% - 10%
11% - 15%
16% - 20%
8%
0 20 40 60 80 100
24%
30%
20%
21% - 30%
31% - 40%
41% - 50%
8%
2%
1%
51% - 63% 2%
60% and above 5%
16% or above 74%

SALARY & EMPLOYMENT
FORECAST 2014/15
10
market overview
ATTRACTION AND RETENTION
Employer expectations for staff turnover in the next
12 months
Key reason employees are likely to leave*
100
YES
51%
80
60
40
20
0
Better
training
and
develop-ment
Improve
salary
Gain more
seniority
Broaden
experience/
opportunity
to learn
Overseas
opportuni-ties
** seek growth opportunities, working for MNC, etc.
10%
Other**
22%
78%
27%
55%
43%
12%
Achieve
better
work/life
balance

UNSURE
Strategy to attract returning Indian talent
NO
24%
25%
YES
34%
NO
43%
UNSURE
23%

SALARY EMPLOYMENT
FORECAST 2014/15
11
market overview
Strategies used to attract returning Indian talent* Channels used to source returning Indian talent*
Attractive employee value proposition
57%
Attractive business proposition
82%
Regional/global remit
38%
Relocation allowance
29%
2%
Other**
** broader role.
0 20 40 60 80 100
Recruitment consultants
Social media platforms
Job boards
Other****
72%
65%
55%
17%
Local Newspaper 11%
**** internal referrals, networks, etc.
Other (innovation opportunities, etc.) 2%
Most popular options offered to support employees’
work/life balance*
Other***
Flexible working
arrangements
Team building/offsite activities
Increased maternity / paternity leave
Sabbatical leave
Alternative leave options (e.g. volunteering)
11%
40%
28%
68%
58%
23%
*** team activities, none of these, etc.

SALARY EMPLOYMENT
FORECAST 2014/15
12
market overview
Combination of benefits offered to employees* Most popular tools for attraction and retention
88%
78%
64%
55%
48%
13%
8%
7%
1%
0 20 40 60 80 100
Healthcare
insurance
Mobile phone
Personal laptop
Parking
Company car
Travel pass
Income protection insurance
Other**
None
** food allowance, accomodation, term insurance, accidental insurance, etc.
0 20 40 60 80 100
Structured career
progression
Strong company culture
Recognition and rewards
Global career opportunities
Work/life balance initiatives
Training and mentoring partnerships
3%
17%
6%
39%
30%
5%

SALARY EMPLOYMENT
FORECAST 2014/15
13
market overview
working hours
Average weekly working hours
36-40 hours 41-45 hours 46-50 hours 51-55 hours
11% 42% 29% 13%
Change in average weekly working hours over the
last 12 months
56 hours or more
5%
0 20 40 60 80 100
Main reason behind the increased working hours
SIGNIFICANTLY
INCREASED
(15+%)
6%
STAYED THE
SAME
69%
INCREASED
(0 - 15%)
20%
REDUCED
(0 - 15%)
5%
Business growth
59%
20%
Fewer headcount
Other
9%
8%
Staff leaving and not replaced
4%
Promotion

SALARY EMPLOYMENT
FORECAST 2014/15
F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E -
F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U
M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S
M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F
I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U
M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S
I N A N C I A L S E R V I C E S F I N A N C E H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V
I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S F I N A N C E H U M A N R E
S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K
E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I
A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S
O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E
T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A
L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O
U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I
N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S
E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U
R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N
G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E
R V I C E S F I N A N C E H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N
R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L 14
E S M A
R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N
C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R
FINANCE
Finance
I N D I A 2014/15
FINANCE
SALARY EMPLOYMENT
FORECAST
Finance

SALARY EMPLOYMENT
FORECAST 2014/15
15
FINANCE
12 months
Finance
12 months
Stronger (14%)
Steady (44%)
Weaker (9%)
Yes Unsure
31% 17%
52%
No
Market observations:
• Over the past 12 months, the hiring of finance professionals in India
has increased, and hiring activity remains strong into 2014. In line
with positive predictions for the domestic economy, further growth in
the finance field is expected over the next 12 months as multinational
organisations continue to enter the local markets and existing
operations expand their teams.
• The majority of hiring activity for finance professionals is currently
occurring in Mumbai as most business headquarters are located in the
city.
• Hiring is currently strongest in corporate finance and finance
controllership. Organisations are beginning to strengthen their
corporate finance teams in light of due diligence activity and ahead of
expected merger and acquisition activity. Financial Controllers with the
skills to act as business partners are also required within the finance
function.
• Professionals with experience in taxation are in high demand, as
taxation shifts from a cost centre to a profit centre and companies
look to build a talent pipeline of professionals with the relevant skills.
However, there is currently a shortage of professionals with proven
experience in this area.
• Financial planning and analysis is also a growth area, as companies
look to hire team members who can act as business partners during
a time of expansion. Those with a background in financial planning
and analysis have skills better suited to take on this responsibility than
pure accountants. Expansion plans within the manufacturing sector
are also driving this demand.
• International experience and experience working in a start-up
environment, as well as strong financial fundamentals are highly
regarded by employers in the current market. Multinational
organisations value professionals with start-up experience as they
have the skills to build operations from scratch in the region, while
international experience is preferred in order to create a company
culture that reflects international operations.

SALARY EMPLOYMENT
FORECAST 2014/15
16
FINANCE
YES
Finance
12 months
13%
29%
How workplace offers same opportunity to progress to
senior/executive level roles*
None
It will be
difficult to
maintain
headcount
58%
Need to
develop more
targeted
attraction
strategies
81%
MAYBE
10%
UNSURE
9%
48%
48%
38%
37%
24%
14%
Formal diversity policy with targets for increasing
the number of women in senior/executive positions
Range and availability of leadership training
provided to employees
Other**
** equal opportunity policy, etc.

SALARY EMPLOYMENT
FORECAST 2014/15
17
FINANCE
49% 51%
Companies expecting to increase headcount the
next 12 months
YES
Finance
Prefered social media platforms used to source talent
Google+
Linkedin
Facebook
11%
78%
11%
67%
NO
25%
UNSURE
8%
Entry level (6%)
Mid-level (57%)
Management (25%)
Specialists (6%)

SALARY EMPLOYMENT
FORECAST 2014/15
Average percentage salary increase over the next 12 months
61%
71% Domestic economic conditions
18
FINANCE
4%
95%
1%
16% - 20% 29%
• High performers can continue to expect high salary increases of up to
18-20%, however average performers could likely see a drop in salary
increases by almost 10%, down to approximately 8-12%.
Finance
56%
46%
38%
38%
to employees
6% - 10%
11% - 15%
21% - 30%
31% - 40%
12%
43%
12%
4%
12%
3%
Individual, team or company performance
Inflation
Elections
Don’t expect any factors to impact salaries
1% - 5%
6% - 10%
11% - 15%
16% - 20%
13%
23%
29%
23%
21% - 30% 12%
YES
56%
NO
44%
• Chief Financial Officers will be awarded higher than average salary
increases, as these positions are ultimately responsible for company
growth and will be rewarded accordingly.
1% - 5%
6% - 10%
11% - 15%
16% - 20%
5%
29%
4%
21% - 30% 1%
Salary increases over the next 12 months

SALARY EMPLOYMENT
FORECAST 2014/15
19
FINANCE
package
Finance
87%
13%
4%
Other*
Team performance
Combination of all
12%
Company performance
12%
4%
68%
1% - 5%
6% - 10%
11% - 15%
16% - 20%
7%
35%
25%
18%
21% - 30%
41% - 50%
51% - 60%
6%
1%
1%
60% and above 7%

SALARY EMPLOYMENT
FORECAST 2014/15
10% 8%
20
FINANCE
Employer expectations for staff turnover in the next 12
months
YES
YES
• Over the past 12 months there has been an increase in the number of
Indian finance professionals returning home from offshore.
• Organisations are implementing clear diversity targets for middle
management positions to increase gender diversity. In an effort to
meet targets, these are being recorded as key result areas for Human
Resources staff.
Finance
Improve Gain more
Other**
salary
seniority
Broaden
experience/
opportunity
to learn
Achieve
better
work/life
balance
Overseas
opportu-nities
Better
training and
develop-ment
77%
31%
56%
36%
10%

NO
UNSURE
Strategy in place to attract returning Indian talent Strategies used to attract returning Indian talent*
65%
82%
29%
12%
22%
NO
50%
UNSURE
28%
50%
24%
26%

SALARY EMPLOYMENT
FORECAST 2014/15
21
FINANCE
Channels used to source returning Indian talent* Most popular options offered to support employees’
79%
78%
64%
53%
46%
Finance
work/life balance*
Job boards
Local Newspaper
59%
41%
35%
24%
Other** 18%
** internal referrals, networks, etc.
Other***
Flexible working
arrangements
Sabbatical leave
14%
35%
26%
60%
51%
21%
*** limited overtime, team activities, etc.
Structured career
progression
3%
19%
6%
44%
24%
4%
15%
8%
5%
1%
Healthcare
insurance
Mobile phone
Personal laptop
Parking
Company car
Travel pass
Other****
None
**** term insurance, accidental insurance, etc.

SALARY EMPLOYMENT
FORECAST 2014/15
22
FINANCE
working hours
SIGNIFICANTLY
INCREASED
(15+%)
Finance
6% 37% 32% 17%
56 hours or more
8%
last 12 months
7%
STAYED THE
SAME
65%
INCREASED
(0 - 15%)
24%
REDUCED
(0 - 15%)
3%
SIGNIFICANTLY
REDUCED
(15+%)
1%
Business growth
45%
Fewer headcount
25%
Other^
13%
13%
4%
Promotion
^ business growth, increased governance etc.

SALARY EMPLOYMENT
FORECAST 2014/15
23
FINANCE
Salary tables
GENERAL
Tier 1 INR Lacs INR Lacs INR Lacs INR Lacs
Roles 3 to 5 years 5 to 10 years 10 to 15 years 15 years
Please note:
1. Salaries are quoted as CTC (Cost to company including Basic salary, HRA, other allowance and retirals).
2. All salaries are median ranges.
3. Tier 1: listed MNC entities.
4. Tier 2: Non listed / local entities.
Finance
Delhi Mumbai Delhi Mumbai Delhi Mumbai Delhi Mumbai
CFO/Finance Director (large organisation) N/A N/A N/A N/A 50–75 80–120 75+ 120+
CFO/Finance Director (small/medium organisation) N/A N/A 25–45 30–45 45–65 50–70 65+ 70+
CFO/Finance Director (shared services centre) N/A N/A N/A N/A 50–75 60–80 75+ 80+
GM Finance/Financial Controller (large organisation) N/A N/A 22-45 25–45 45–65 45–70 65+ 70+
GM Finance/Financial Controller (small/medium organisation) N/A N/A 20–35 20–40 35–50 40–60 50+ 60+
GM Finance/Financial Controller (Plant) N/A N/A 18–30 20–35 35–45 35–50 45+ 50+
Finance Manager (large organisation) N/A 12–18 20–25 20–30 35–45 N/A N/A N/A
Finance Manager (small/medium organisation) 10–15 10–15 15–25 18–30 25–35 N/A N/A N/A
Finance Manager (shared services centre) 10–15 10–15 15–25 18–30 25–45 30-50 N/A N/A
Financial Planning Analysis 8–12 10–18 15–30 18–35 30–50 40–60 50+ 60+
Financial/Business Analyst 8–15 10–15 15–25 15–30 25–45 30-50 N/A N/A
Financial Accounting 8–15 10–15 15–25 15–30 25–35 30–50 N/A N/A
CFO/Finance Director (large organisation) N/A N/A N/A N/A 40–60 70–80 60+ 90+
CFO/Finance Director (small/medium organisation) N/A N/A 20–35 25–40 35–50 40–60 50+ 60+
CFO/Finance Director (shared services centre) N/A N/A N/A 20–40 35-60 40–60 60+ 60+
GM Finance/Financial Controller (large organisation) N/A N/A 20–35 20–40 35–50 40–60 45+ 60+
GM Finance/Financial Controller (small/medium organisation) N/A N/A 15–30 20–35 30–45 35–50 45+ 50+
GM Finance/Financial Controller (Plant) N/A 10–15 12–25 15–25 25–40 25–45 40+ 45+
Finance Manager (large organisation) N/A 10–15 12–25 15–28 20–35 N/A N/A N/A
Finance Manager (small/medium organisation) 8–12 8–12 12–25 12–25 20–30 N/A N/A N/A
Finance Manager (shared services centre) 8–12 8–12 12–25 12–25 20–30 30-40 N/A N/A
Financial Planning Analysis 8–15 8–15 15–25 15–28 25–40 25–35 42+ 45+
Financial/Business Analyst 8–12 8–12 12–25 12–25 20–30 N/A N/A N/A
Financial Accounting 8–12 8–12 12–25 12–25 20–30 25–40 N/A N/A

SALARY EMPLOYMENT
FORECAST 2014/15
24
FINANCE
Salary tables
Specialist
Please note:
Finance
Finance Strategy 10–15 12–18 15–30 18–30 35–45 35–50 45+ 50+
Costing 8–12 10–15 12–20 15–20 20–35 20–40 N/A N/A
Accounts Receivable 8–12 8–12 12–25 12–25 25–35 25–35 N/A N/A
Accounts Payable 8–12 8–12 12–25 12–25 25–35 25–35 N/A N/A
Treasury 8–12 10–15 12–30 15–35 30–50 35–55 50+ 60+
Tax–Indirect 10–20 10–20 18–30 18–35 30–45 35–50 45+ 55+
Tax–Direct/International 10–15 12–20 15–35 20–40 35–55 40–60 55+ 60+
Corporate Finance N/A 12–25 15–30 18–35 30–45 35–50 45+ 50+
Investor Relations N/A N/A N/A N/A 30–50 40–60 50+ 60+
Internal Audit 8–12 10–15 15–30 15–30 30–50 30–50 50+ 50+
Finance Strategy 10–15 10–15 15–25 15-28 25–35 28–40 45+ 40+
Costing 8–10 8–12 10–20 12–20 20–30 20–30 N/A N/A
Accounts Receivable 8–10 8–10 10–20 10–20 20–30 20–35 N/A N/A
Accounts Payable 8–10 8–10 10–20 10–18 20–30 20–35 N/A N/A
Treasury 8–12 10–15 12–25 15–25 25–40 25–45 40+ 45+
T0ax–Indirect 8–12 10–15 12–25 15–25 25–40 25–45 40+ 45+
Tax–Direct/International 8–12 10–15 12–25 15–25 25–40 25–45 40+ 45+
Corporate Finance N/A 12–20 15–25 25–35 25–40 35–50 45+ 50+
Investor Relations N/A N/A N/A N/A 25–40 30–50 40+ 50+
Internal Audit 8–12 8-15 12–25 15–25 25–40 25–45 40+ 45+
Public Accounting
Audit 10–15 12–20 15–30 20–35 30–50 35–55 50+ 55+
Tax 10–15 12–20 15–30 20–35 35–50 35–55 50+ 55+
Transaction Advisory 10–15 12–20 15–30 20–35 30–50 35–55 50+ 55+
Audit 8–15 10–18 15–25 18–30 25–40 30–45 40+ 45+
Tax 8–15 10–18 15–25 18–30 25–40 30–45 40+ 45+
Transaction Advisory 8–15 10–18 15–25 18–30 25–40 30–45 40+ 45+

I N D I A 2014/15
SALARY EMPLOYMENT
FORECAST
FINANCIAL
SERVICES
M A R K E T I N G F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A
L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O
R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S M A R K E T I N
R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R
C E S S A L E S M A R K E T I N G F I N A N C I A L S E R V I C E S F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E
S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I
N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C I A L S E R V I C E S F I N A
N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E
S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A
L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N
C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S
H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R
K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C
I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E
A L S E R V I C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S F I N A N C I A L S E R V I C E S H U M A N R E
S O U R C E S S A L E S M A R K E T I N G H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R
V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C
E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I
N A N C E F I N A N C I A L S E R V I C E S F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A
L E S Financial M A R K E Services
T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N
H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 RECRUITMENT ACTIVITY
12 months
12 months
Stronger (14%)
Steady (36%)
Weaker (7%)
Unsure
No
36% 11%
53%
Yes
• Over the past 12 months there has been an increase in hiring activity
within India’s banking sector, with a high level of activity continuing
throughout 2014. This activity is expected to rise further in 2015.
• There have been notable differences in hiring activity on a regional
level, with multinational companies leading a shift away from Mumbai
as a financial services hub over the past five years. Bangalore, Pune,
Delhi NCR, Chennai and Hyderabad have emerged as the top locations
for international companies seeking a lower cost alternative to
headquarters in Mumbai. This is leading to significant hiring activity in
these cities.
• Key factors contributing to the current uplift in hiring include more
value-add onshore roles moving to India, Shared Services Centres
(SSCs) relocating from Singapore to India, and additional foreign
investment in the local banking sector.
• As international banks face increased pressure to lower their cost base,
India is being seen as an attractive location to house most value-add
roles within finance, risk, analytics, and product-based technology.
• India’s national election has led to improved sentiment in the local
economy, resulting in increased business activity and hiring. This is
being seen most clearly in investment banks, private equity and venture
capital funds and consulting firms.
• The global economy has also played a key role in increased activity in
India’s banking sector, with high levels of Foreign Institutional Investors
(FIIs) and Foreign Direct Investment seen so far in 2014.
• Most existing finance companies in India are operating with a year-on-
year growth model, increasing headcount as current teams grow
confident with existing functions. Some are adding new business units
such as product control and valuations.
• Hiring is currently strong across a number of industry areas including:
finance, analytics, risk, investment banking, private equity and venture
capital investment, real estate and management consulting.
• Multinational banks are looking to create Centres of Excellence (CoEs)
across credit and market risk in India, which is contributing to positive
growth forecasts for finance roles.
• Existing companies are strengthening their analytics and reporting
teams, creating job opportunities in those areas. The availability of
talented and qualified statisticians and analytics professionals (often
at a PhD level) at a relatively lower cost than overseas markets is
driving greater demand for Big Data and Machine Learning roles. This
is positioned to increase as more companies begin to understand the
importance of generating insights from large amounts of unstructured
data to stay ahead of the competition and capitalise on changing
consumer trends.
• Market and credit risk are key concerns for finance companies
globally, creating growth in this area locally. Introduction of new global
regulatory standards including Comprehensive Capital Analysis and
Review (CCAR) and Basel III have contributed to these
increased opportunities.
• Other roles in high demand by hiring managers include Investment
Banking Analysts and Associates in global banks, and Investment
Banking Directors in domestic institutions, Private Equity and Venture
Capital Analysts at all levels across both domestic and global firms as
well as Management Consultants and Real Estate professionals. These
roles are expected to remain in demand over the next 12 months.
• Professionals with high levels of education and experience are in
particularly high demand. Those with Masters degrees or PhD-level
qualifications in addition to significant experience in risk, regulatory
reporting and/or product control are highly sough-after.
Financial Services 26

FINANCial services
SALARY EMPLOYMENT
12 months
9%
Other**
91%
Need to
develop more
targeted
attraction
strategies
** source talent internationally, etc.
YES
86%
NO
7%
UNSURE
7%
66%
61%
50%
37%
24%
3%
Formal diversity policy with targets for increasing the
number of women in senior/executive positions
Range and availability of leadership training provided to employees
Other***
*** top management focus on hiring senior women, etc.
* more than one option could be selected

FINANCial services
SALARY EMPLOYMENT
77%
23%
Companies expecting to increase headcount over the
next 12 months
(Choice of Linkedin, Facebook, Google+ and Twitter)
Linkedin 100%
YES
79%
NO
17%
UNSURE
4%
Mid-level (33%)
Management (33%)
Specialists (22%)

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 SALARY AND REMUNERATION
Salary increases over the next 12 months
2%
85%
11%
2%
Average percentage salary increase over the next 12 months
6% - 10%
11% - 15%
16% - 20%
48%
38%
14%
• High salary increases are on offer for most professionals
changing jobs in the banking sector. Those with niche skills or in
critical roles can expect a salary up to 25-35% higher in a new
role, and a yearly increase of up to 15% in the same role. Less
business-critical roles can still command a salary hike of 20-25%
in a new role. Front office teams have seen salaries rise by 20-
25% even in the same role over the past 12 months.
• Mumbai-based professionals are currently earning 10-15% more
than their counterparts in similar roles in Delhi NCR or Bangalore,
due to the high cost of living in the city.
• A number of roles will be awarded above average salary
increases due to a shortage of quality talent in these areas. In
addition, many of these roles attract returning Indian talent, which
demands a premium salary.
• Key specialist areas positioned for an above average salary
increase include product control, treasury, regulatory reporting,
and Legal Entity Controllers in finance. Within risk, market and
credit risk will be awarded the largest salary increases. Analytics
roles in the areas of Big Data, risk analytics and Machine
Learning can also command higher salary increases. Other key
areas where salary growth is strong include investment banking,
private equity, real estate and management consulting.

FINANCial services
SALARY EMPLOYMENT
6% - 10%
11% - 15%
16% - 20% 31%
21% - 30%
31% - 40%
80% Global economic conditions
77%
61%
59%
30%
2%
2%
Individual, team or
company performance
Inflation
Elections
Other**
2% Don’t expect any factors to impact salaries
2% Not sure
** market rate, negotiations, etc.
to employees
7%
34%
26%
2%
1% - 5%
6% - 10%
11% - 15%
16% - 20%
11%
7%
18%
25%
21% - 30% 39%
YES
86%
NO
14%
* more than one option could be selected

FINANCial services
SALARY EMPLOYMENT
package
100%
Company performance
11% 5%
7%
Team performance
Combination of all
77%
1% - 5%
6% - 10%
11% - 15%
16% - 20%
2%
9%
45%
23%
21% - 30%
30% - 41%
41% - 50%
11%
7%
2%

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 ATTRACTION AND RETENTION
Employer expectations for staff turnover in the next 12
months
100
YES
52%
80
60
40
20
0

70%
Improve
salary
70%
Gain more
seniority
52%
Broaden
experience/
opportunity
to learn
39%
Overseas
opportuni-ties
4%
Better
training
and
develop-ment
30%
Achieve
better
work/life
balance
NO
9%
UNSURE
39%
Strategy in place to attract returning Indian talent Strategies used to attract returning Indian talent
83%
65%
57%
43%
YES
52%
NO
23%
UNSURE
25%
• A number of innovative attraction and retention strategies are
beginning to emerge in India’s banking sector, including better
engagement for mid level management, enhanced communication
throughout the functional and organisational hierarchy and improved
internal mobility between functions for junior to mid level candidates.
In addition, some employees are being offered promotions that come
with financial incentives such as bonds and increasing equity offerings
in order to motivate long term commitment.
* more than one could be selected
• Companies are investing in strategies to attract returning Indians, such as
offering a defined vision for career growth in addition to higher salaries
and compensation. Businesses are also utilising international recruitment
firms to help them build va talent pipeline.
• Gender diversity remains a key concern for employers in India, with
companies implementing strategies that aim to present female employees
with the same career progression opportunities as their male counterparts.
Current approaches include improved maternity leave policies, education
programs for internal decision-makers to raise awareness and highlight
the importance of diversity, and increased consideration of female
professionals for leadership roles.

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 ATTRACTION AND RETENTION
work/life balance*
Job boards
Local Newspaper
83%
83%
61%
13%
Other** 9%
** internal, referrals, networks, etc.
Other***
Flexible working
arrangements
77%
66%
Sabbatical leave
45%
45%
7%
32%
*** limited overtime, team activities, etc.
Structured career
progression
50%
24%
13%
5%
5%
3%
89%
70%
68%
59%
52%
7%
7%
2%
Other****
**** term insurance, accidental insurance, etc.
* more than one could be selected
Healthcare
insurance
Company car
Mobile phone
Personal laptop
Parking
Travel pass

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 working hours
5% 55% 32% 7%
56 hours or more
1%
last 12 months
SIGNIFICANTLY
INCREASED
(15+%)
5%
STAYED THE
SAME
68%
INCREASED
(0 - 15%)
18%
REDUCED
(0 - 15%)
9%
Business growth
64%
Fewer headcount
27%
9%
Promotion

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 35
Salary tables
FINANCE – Central Finance
Tier 1 INR Lacs
Roles AVP VP Director Managing Director
Please note:
3. Tier 1: Captives for MNC across India.
4. Tier 2: Third party consulting compaines providing solution to banking clients.
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
CFO N/A N/A N/A N/A 60–85 60–90 85+ 90+
Financial Reporting 18–28 20–30 28–45 28–50 45–70 50–75 70+ 75+
Tax Accountant 18–28 20–30 28–45 28–50 45–70 50–75 70+ 75+
Management Reporting 18–28 20–30 28–45 28–50 45–70 50–75 70+ 75+
Legal Entity Control 18–28 20–30 28–45 28–50 45–70 50–75 70+ 75+
Regulatory Reporting 18–28 20–30 28–50 28–55 45–70 55–80 75+ 80+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
CFO N/A N/A N/A N/A 50–75 50–80 75+ 80+
Financial Reporting 16–24 18–25 24–40 25–45 40–60 45–65 60+ 65+
Tax Accountant 16–24 18–25 24–40 25–45 40–60 45–65 60+ 65+
Management Reporting 16–24 18–25 24–40 25–45 40–60 45–65 60+ 65+
Legal Entity Control 16–24 18–25 24–40 25–45 40–60 45–65 60+ 65+
Regulatory Reporting 16–26 18–28 26–45 28–50 45–65 50–70 65+ 70+
FINANCE – Finance project
Tier 1 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Business Analyst/
Change Management
18–28 20–30 28–45 28–50 45–70 50–75 70+ 75+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Business Analyst/
Change Management
16–24 18–25 24–40 25–45 40–60 45–65 60+ 65+

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 36
Salary tables
FINANCE – Product control
Tier 1 INR Lacs
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Money Market 16–26 18–28 26–45 28–50 45–65 50–70 65+ 70+
Equities 16–26 18–28 26–45 28–50 45–65 50–70 65+ 70+
Commodities Derivatives 16–26 18–28 26–45 28–50 45–65 50–70 65+ 70+
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Money Market 18–28 20–30 28–50 28–55 45–75 55–80 75+ 80+
Equities 18–28 20–30 28–50 28–55 45–75 55–80 75+ 80+
Commodities Derivatives 18–28 20–30 28–50 28–55 45–75 55–80 75+ 80+
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
OPERATIONS
Tier 1 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Head of Operations/COO N/A N/A N/A N/A 50–80 60–90 80+ 90+
Project Management 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Quality 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Transitions 20–25 20–28 25–40 25–45 40–70 45–75 70+ 75+
Payments Cash Management 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Head of Operations/COO N/A N/A N/A N/A 50–70 50–75 70+ 75+
Project Management 16–26 16–28 26–35 28–40 40–60 40–65 60+ 65+
Quality 16–26 16–28 26–35 28–40 40–60 40–65 60+ 65+
Transitions 15–25 15–25 25–35 25–40 40–60 40–65 60+ 65+
Payments Cash Management 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 37
Salary tables
OPERATIONS – Middle Office
Tier 1 INR Lacs
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Client Servicing 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Trade Support/Capture 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Reference Data 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Corporate Actions 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Business Management 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Change Management 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Fund Administration 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Client Servicing 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+
Trade Support/Capture 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+
Reference Data 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+
Corporate Actions 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+
Business Management 16–26 16–28 26–35 28–40 40–60 40–65 60+ 65+
Change Management 16–26 16–28 26–35 28–40 40–60 40–65 60+ 65+
Fund Administration 15–25 15–25 26–35 28–40 40–60 40–65 60+ 65+

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 38
Salary tables
OPERATIONS – Back Office
Tier 1 INR Lacs
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Collections 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Settlement 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Reconciliation 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Documentation 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Collateral Management 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
ISDA Documentation 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Transaction Management 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Trade Finance Operations 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Credit Administration/
Loan Operations
18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Collections 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Settlement 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Reconciliation 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Documentation 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Collateral Management 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
ISDA Documentation 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Transaction Management 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Trade Finance Operations 15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Credit Administration
/Loan Operations
15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 39
Salary tables
AUDIT, COMPLIANCE RISK
Tier 1 INR Lacs
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Internal Audit 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
KYC/AML ( Anti Money
Laundering)
18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Regulatory Compliance 20–28 20–30 28–40 30–45 40–70 45–75 70+ 75+
Market Risk 20–35 20–35 35–50 35–50 50–80 50–80 80+ 80+
Credit Risk 20–30 20–30 30–45 30–45 45–70 45–75 70+ 75+
Operational Risk 20–30 20–30 30–45 30–45 45–70 45–75 70+ 75+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Internal Audit 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
KYC/AML ( Anti Money
Laundering)
15–25 15–25 25–35 28–40 40–60 40–65 60+ 65+
Regulatory Compliance 18–25 20–30 25–40 30–45 40–70 45–75 70+ 75+
Market Risk 15–25 15–25 25–40 25–40 40–70 40–70 70+ 70+
Credit Risk 15–25 15–25 25–35 25–35 35–50 35–60 60+ 60+
Operational Risk 15–25 15–25 25–35 25–35 35–50 35–60 60+ 60+
ANALYTICS
Tier 1 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Marketing Analytics 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Risk Analytics 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Web Analytics 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Statistical Modelers 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Analytics Consulting 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Big Data/Machine Learning 20–35 20–35 35–60 35–60 60–100 60–100 100+ 100+
Data Scientist 20–35 20–35 35–60 35–60 60–100 60–100 100+ 100+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Risks Analytics 18–25 18–25 25–40 25–40 40–70 40–70 70+ 70+
Web Analytics 18–25 18–25 25–40 25–40 40–70 40–70 70+ 70+
Data Scientist 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 40
Salary tables
FRONT OFFICE – Investment Banking (Domestic Banks)
Tier 1 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Corporate Finance/MA 25–35 35–45 45–55 50–60 70–90 80–100 100–125 125–150
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
FRONT OFFICE – Investment Banking (MNC Banks)
Tier 1 INR Lacs
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Corporate Finance/MA 35–45 45–55 65–75 75 – 85 80–90 90–110 125–150 150–200
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
FRONT OFFICE – Private Equity VC
Bangalore/
Chennai/
Delhi NCR
INR Lacs
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Global Fund 45–55 55–75 65–95 85–125 100–150 150–200 150–250 200–350
Fund Size USD 200–700 mn 35–45 45–55 55–85 75–110 90–125 125–175 125–175 175–250
Fund SizeUSD 200 mn 25–35 35–45 45–65 65–85 70–100 100–150 100–150 150–200
Please note:
3. Tier 1: Fund size 1bn US$ for Private Equity Venture Capital funds; Global MNC banks for Private Banking segment.
4. Tier 2: Fund size 1bn US$ for Private Equnity Venture Capital Funds; Domestic private banks for Private Banking segment.

FINANCial services
SALARY EMPLOYMENT
FORECAST 2014/15 41
Salary tables
FRONT OFFICE – Private Banking
Tier 1 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Private Bankers 15–25 20–35 25–40 35–50 40–50 50–60 N/A N/A
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Private Bankers 10–20 15–30 20–35 30–45 35–45 45–55 N/A N/A
ANALYTICS
Tier 1 INR Lacs
Please note:
Financial Services
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Risk Analytics 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Web Analytics 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Data Scientist 20–35 20–35 35–60 35–60 60–100 60–100 100+ 100+
Tier 2 INR Lacs
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Bangalore/
Chennai/
Delhi NCR
Mumbai
Risks Analytics 18–25 18–25 25–40 25–40 40–70 40–70 70+ 70+
Web Analytics 18–25 18–25 25–40 25–40 40–70 40–70 70+ 70+
Data Scientist 20–30 20–30 30–50 30–50 50–80 50–80 80+ 80+
Please note:
3. Tier 1: Fund size 1bn US$ for Private Equity Venture Capital funds; Global MNC banks for Private Banking segment.
4. Tier 2: Fund size 1bn US$ for Private Equnity Venture Capital Funds; Domestic private banks for Private Banking segment.

SALARY EMPLOYMENT
FORECAST 2014/15
I N D I A 2014/15
SALARY EMPLOYMENT
FORECAST
M A N R E S O U R C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMA
N R E S O U R C E S S A L E S M A R K E T I N G H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L
S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G H U M A N R E S O U R C E S F I N A N C E H U M A N R E S O U
R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S S A L E S M A R K E T
I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L
S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O
U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S M A R K E T I
N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S
R C E S F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A
L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S S A L E S M A R
K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C
I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E
A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S
O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E SHUMANR E S O U R C E S S A L E S M A R K E
T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A
L S E R V I C E SHUMANR E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O
R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N
G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N 42
C I A L S E
C E S S A L E S M A R K E T I N G S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S
human resources
Human Resources
HUMAN
RESOURCES
Human Resources

SALARY EMPLOYMENT
FORECAST 2014/15
43
human resources
12 months
Human Resources
12 months
Stronger (30%)
Steady (29%)
Weaker (3%)
39% 16%
45%
No
Unsure
Yes
• Over the past 12 months, hiring activity for Human Resources (HR)
professionals has been stable across a range of industries with no
change in permanent headcount, and current hiring activity is also
stable. However, employers are expected to increase permanent
headcount over the next 12 months, with strong hiring activity
predicted due to increased confidence following the national elections.
• Highest levels of recruitment for HR professionals are currently being
seen in three locations: Mumbai, as the majority of head office spaces
are located in the area, and Bangalore and Gurgaon as more Shared
Service Centres (SSCs) are being established in these locations.
• Hiring is currently strongest within the pharmaceuticals, IT, and
manufacturing industries as multinational companies continue to enter
the market, creating new job opportunities for experienced HR talent.
In addition, merger and acquisition activity in the pharmaceuticals
industry has created movement within HR teams. IT is currently a
growth area due to an increasing number of international companies
looking at India as a location for outsourced roles in SSCs, and this is
creating a need for more HR professionals to manage hiring
and talent.
• Talent Managers and HR Business Partners are currently in high
demand as companies place increased focus on reducing turnover
rates – particularly with younger team members – via talent
management strategies and clear succession plans. Employers are
looking for HR professionals with learning and development and talent
management skills in particular, as HR professionals with these skills
can assist in increasing job satisfaction and therefore improving
staff retention.
• There has been an increase in returning Indian talent over the past 12
months, as the job market continues to show potential for growth.

SALARY EMPLOYMENT
FORECAST 2014/15
44
human resources
100
80
60
40
20
YES
Human Resources
12 months
4% 2% 2%
7%
Source talent
from
overseas
None Other**
It will be
difficult to
maintain
headcount
85%
Need to
develop more
targeted
attraction
strategies
0
** training, career frameworks, high-potential management, etc.
75%
MAYBE
18%
UNSURE
7%
48%
39%
38%
33%
30%
13%
Range and availability of leadership training
provided to employees
Formal diversity policy with targets for increasing the number
of women in senior/executive positions
Other***
*** equal opportunity policy, anti-discriminatory culture, etc.

SALARY EMPLOYMENT
FORECAST 2014/15
45
human resources
Companies expecting to increase headcount over the
next 12 months
YES
Human Resources
Google+
Linkedin
Facebook
1%
98%
1%
Entry level (16%)
Mid-level (50%)
Management (9%)
Specialists (16%)
77%
23%
70%
NO
26%
UNSURE
4%

SALARY EMPLOYMENT
FORECAST 2014/15
0 20 40 60 80 100
Salary increases over the next 12 months Average percentage salary increase over the next 12 months
46
human resources
2%
6%
16% - 20%
41% - 50%
0 20 40 60 80 100
35%
2%
31% - 40% 3%
60% and above 2%
Human Resources
92%
1% - 5%
6% - 10%
11% - 15%
16% - 20%
6%
0 20 40 60 80 100
43%
44%
6%
21% - 30%
1%
16% or above 74%
8%
• Salary levels have remained consistent over the past 12 months, with
little difference between geographical locations. Most HR professionals
prefer to receive a mix of financial and non-financial rewards.
• HR professionals in multi-site roles or those with an international
remit are expected to receive above average salary increases in
2014. This is due to the broader scope of these roles and experience
in global best pratices.
1% - 5%
6% - 10%
11% - 15%
21% - 30%
3%
32%
15%
Above 40% 3%

SALARY EMPLOYMENT
FORECAST 2014/15
47
human resources
Factor most likely to impact salary levels in the next Average salary increase to hire new staff
12 months*
0 20 40 60 80 100
70%
54%
49%
42%
34%
Human Resources
0 20 40 60 80 100
31% - 40% 2%
to employees
10%
5%
Individual, team or
company performance
Inflation
Elections
Other**
2% Not sure
**market rate, negotiations, etc.
1% - 5%
6% - 10%
11% - 15%
16% - 20%
13%
18%
19%
24%
21% - 30%
24%
YES
NO
16% or above 74%
Unsure
15%
65%
35%

SALARY EMPLOYMENT
FORECAST 2014/15
48
Other**
5%
human resources
package
12%
85%
Other**
Company performance
Combination of all
0 20 40 60 80 100
Human Resources
11%
15%
8%
8%
67%
** Fixed component of salary.
Team performance
2%
11%
Company performance
12%
Other*
8%
Combination of all
67%
Team performance
2%
1% - 5%
6% - 10%
11% - 15%
16% - 20%
9%
32%
25%
20%
21% - 30%
41% - 50%
51% - 60%
3%
1%
2%
60% and above 8%
16% or above 74%

SALARY EMPLOYMENT
FORECAST 2014/15
11%
49
human resources
Employer expectations for staff turnover in the next
12 months
100
80
60
40
20
YES
0 20 40 60 80 100
Strategy in place to attract returning Indian talent Strategy used to attract returning Indian talent*
YES
41%
Human Resources
Key reason employees are likely to leave**
0
Gain more
seniority
Improve Other**
salary
Broaden
experience/
opportunity
to learn
Overseas
opportuni-ties
Better
training and
support
17%
81%
34%
42% 42%
13%
Achieve
better
work/life
balance

55%
NO
20%
UNSURE
25%
NO
42%
UNSURE
17%
81%
50%
31%
29%
4%
Other***
*** broader role.
• Companies are beginning to place greater emphasis on retaining
current employees. There has been an increase in the number of
employers introducing performance-related financial incentives,
such as bonuses and variable pay rates. In addition, internal job
opportunities and succession plans are emerging as key
retention strategies.
• Most companies are looking to build diversity in their teams, and are
ensuring at least one diversity candidate is interviewed for each role.

SALARY EMPLOYMENT
FORECAST 2014/15
50
human resources
0 20 40 60 80 100
Job boards
Other**
Flexible working
arrangements
68%
58%
42%
Sabbatical leave
26%
Local Newspaper 8%
21%
**internal referrals, networks, etc.
Other****
14%
**** team activities, none of these, etc.
92%
80%
60%
56%
41%
Human Resources
work/life balance*
75%
69%
52%
25%
42%
58%
Sabbatical leave
Flexible working
arrangements
68%
26%
21%
Other***
14%
*** team activities, none of these, etc.
0 20 40 60 80 100
11%
9%
7%
2%
0 20 40 60 80 100
Healthcare
insurance
Mobile phone
Personal laptop
Parking
Company car
Travel pass
Other****
None
**** food allowance, accidental insurance etc.
Strong company
cultrure
Structured career progression
4%
13%
8%
37%
34%
4%

SALARY EMPLOYMENT
FORECAST 2014/15
51
human resources
working hours
18% 41% 26% 12%
SIGNIFICANTLY
INCREASED
(15+%)
STAYED THE
INCREASED
(0 - 15%)
Human Resources
56 hours or more
3%
last 12 months
6%
SAME
72%
16%
REDUCED
(0 - 15%)
6%
Business growth
69%
12%
Fewer headcount
Other*
12%
7%
* Merger Acquisitons, market slow down etc.

SALARY EMPLOYMENT
FORECAST 2014/15
52
human resources
Salary tables
Commerce Industry
Tier 1 INR Lacs
Roles 8 to 12 years 12 to 16 years 16 years
Human Resources
Delhi Mumbai Delhi Mumbai Delhi Mumbai
Head of Human Resources (large companies) N/A N/A 70-80 80-100 80+ 100+
Head of Human Resources (small/medium sized
35-45 40-50 50-60 60-70 70+ 80+
companies)
HR Generalist / Business Partner 20-30 30-40 40-50 50-60 50+ 60+
Learning Development 20-35 30-45 45-55 50-70 45+ 60+
Compensation Benefits 25-35 35-45 40-60 50-70 70+ 80+
Talent Acquisition 20-25 20-30 30-35 35-40 45+ 50+
Talent Management / OD 20-35 30-45 45-55 50-70 45+ 60+
Industrial Relations 15-20 18-30 25-32 25-35 35+ 40+
HR Operations / Payroll / HR IS 15-20 20-30 25-30 30-40 30+ 40+
HR Consulting 25-35 35-50 40-60 50-70 70+ 80+
Tier 2 INR Lacs
15-25 20-30 32-46 25-35 30+ 35+
companies)
Talent Management / OD 20-35 30-45 45-55 50-70 45+ 60+
Industrial Relations 8-10 9-15 10-15 15-20 25+ 30+
HR Consulting 20-30 25-35 25-35 35-50 50+ 60+
Please note:

SALARY EMPLOYMENT
FORECAST 2014/15
53
human resources
Salary tables
Banking Financial Services
Tier 1 INR Lacs
Human Resources
N/A N/A 45-65 60-80 70+ 80+
companies)
Tier 2 INR Lacs
N/A N/A 30-50 40-60 50+ 60+
companies)
Please note:

SALARY EMPLOYMENT
FORECAST 2014/15
I N D I A 2014/15
SALARY EMPLOYMENT
SALES MARKETING
MANS A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I
C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G
F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R
V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C
E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I
N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I
C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S
S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N
A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C
E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S
A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A
L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N
H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L
E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C
E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H
U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E
S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E
F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G F I N A N C E F I N A N C I A L S E R V 54
I C E S H U
M A R K E T I N G F I N A N C E F I N A N C I A L S E R V I C E S H U M A N R E S O U R C E S S A L E S M A R K E T I N G
SALES marketing
Sales Marketing
FORECAST
Sales Marketing

2014/15 India Salary & Employment Forecast Report

2014/15 India Salary & Employment Forecast Report

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2014/15 India Salary & Employment Forecast Report