Rouaa.mentor Salary Survey Service March 2010

MENTOR FZ LLC: Dubai Knowledge Village, Block9, BC, Office # 49; Tel: +97143644583; Fax: +97144423789; Web: www.MentorMiddleEast.com Dubai, UAE

ROUAA Services Ltd. Hamra, Moubasher Bldg, 1st floor; Tel: +9613049116; Tel: Fax: +9611341516; www.rouaa.net Beirut, Lebanon

Compensations Review, Benchmarking & Salary Survey Services Consortium Profile

A Cost Effective approach to your Compensation Review

Offering a Consulting Service Consortium that merge Human Resources Practises and Job Market expertise: Helping organizations to enlighten their decisions with the best salaries & benefits market information together with people performance management ideas

An introduction to an HRM consulting services of an international consortium leaded by MENTOR FZ LLC, Dubai, UAE March 2010





Our Consortium We are a group of companies that provide Human Resources Consulting and Operational Services. We have joined our efforts to partner in offering companies worldwide a powerful solution to their HRM needs. MENTOR FZ LLC http://www.mentormiddleeast.com/ A Dubai-based company focused on People & Organizational Development. Mentor FZ LLC was established in 2006 and offers a wide range of training and development programs that aid companies in their Business Strategies, Organization Restructuring, Pay & Benefits Review, Change Management, Man Power Planning, and Performance Management. Mentor FZ LLC has been heavily involved in the planning and management of large-scale projects. Moreover, it has built a solid experience in employee orientation and induction programs. ROUAA Services Ltd. http://www.rouaa.net/ A Beirut-based company focused on Recruitment and Headhunting services. Rouaa Services Ltd. was established in 2004 and has been recognized ever since as a regional key player within a very effective recruitment network throughout the Middle East and sourcing countries. Rouaa Recruitment has helped set-up businesses in several countries in the Middle East from zero, provided clients with market job data, and managed mass recruitment campaigns for new projects in several business sectors.

http://www.mentormiddleeast.com/�

http://www.rouaa.net/�




Mentor FZ LLC Clients List • HSBC Bank Middle East • DIB -Dubai Islamic Bank • ADCB - Abu Dhabi Commercial Bank • EMAAR (King Abdullah Economic City) • KHDA (The Knowledge & Human Development Authority) • RTA (Dubai Roads & Transport Authority) • ENOC (Emirates Gas) • ENDP (Emirates Nationals Development Program) • BAT (The British American Tobacco) • TECOM (Smart City) • MERAAS Holding • TATWEER (part of Dubai Holding) • Al Fozan Group (Madar Holding) • Better Homes (Investment Boutique) • Abraaj Capital • Veolia Waters • Hydra Properties – Royal Group • Al Reem Finance – Royal Group • Al Bustan Centre and Residence • Middlesex University

Mentor FZ LLC is a selected provider for Training & HR Consulting for a number of UN agencies, and currently involved in worldwide tenders and projects with:

The UNECSO The UNICEF The UNIDO The UNDP

http://www.unido.org/index.php?id=28�

http://www.investment-boutique.com/index.html�

http://meraasdevelopment.ae/en/index.htm�




ROUAA Recruitment Selected Clients List

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

Arif & Bintoak




The Human Resources Management A Complete Spectrum of Services Our alliance has enabled us to address a wider range of Human Resources Management Services including the ability to handle clients’ requests for Turn-Key HRM solutions for their organization or for specific projects. Assignments involve Man Power Planning, Salary Structure Design, Recruitment Strategy, Induction Programs, Joining Process Handling, Orientation Sessions, Performance Management, etc…

Moreover, our joint capabilities have enabled to conduct very effective review studies of organizations' compensation schemes as our combined knowledge in the HRM, Performance Management, and the Job Market status facilitate access to the right data and guide our clients toward the best decisions.




Our Approach to Compensation Reviews In its comprehensive understanding of the Human Resource Management Philosophy, Mentor believes that a fair, unvarying and up-to-date compensation scheme is a basic pillar toward getting the best performance out of the organization's man power. As motivation, internal communication, and job security play a key role in shaping staff loyalty and performance standards, salaries and benefits keep playing an essential role toward a more stable and efficient organization. Pay strategies have been at the heart of Mentor FZ LLC consultancy focus. All organizations seek to ensure that their pay strategies are appropriate and cost-effective. Mentor FZ LLC has developed its consulting teams to advise on compensations best practices, carry out research on benchmarking, conduct salaries schemes reviews, and to design and communicate compensation programs. Mentor FZ LLC's focus extends across all the organization levels, in one or all locations in which an organization operates. Mentor's top aim is to guarantee that all pay programs perfectly sustain the organization's people strategy, address definite market needs, and further overall business and organization goals.




Toward a Market Position! As global organizations are seeking to develop a bright reflection of their employer brand image, pay and benefits strategies will be a vital element in determining market position and attraction of talents in the jobs-candidates’ market. Our methodology gives our clients the ability to target the exact position on the pay scales in relation to the market, whether prevailing instead of best prevailing i.e. going for a 50% rather than a 75% for example, or aiming for a distinction level of a 80% - 90% of the market. Our approach maintains the highest interaction and accessibility to similar industries practices with deep understanding of the local conditions ruling the salary market in the assigned geographical area

Market Competitive Salary Scale

Local conditions structured

survey

Exchanging information

with the market

Allowances & Typical Market Benefits inclusive

Similar Industry

Family Focus

Targeted Market Position




Benchmark Terms of Reference We help our client determine their terms of reference regarding the targeted jobs and industry sector before the commencement of the survey through a careful mutual effort, thus ensuring that the data supplied at the end of the assignment best matches the client's business needs and internal structure.




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




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




Matching Terms of Reference The single most important component of a reliable remuneration survey is accurate matching of the organization business and people strategy together with the terms of reference agreed upon or developed by the client. Without accurate matching remuneration survey has limited value. It is therefore important that the individual collecting the data has a solid understanding of the benchmark terms of reference and of the progressions of services that they represent. The following four factors should be evaluated in establishing terms of reference matches:

•Understanding the structure of the organization •Examining the roles

Structure

•Scope and depth of responsibilities •Complexity of analytical functions performed

Content•Experience and training requirements to move accross levels

Progression

•Educational requirements •Technical qualifications

Qualifications




Designing the Remuneration System Our experience in Human Resources Management teaches us the importance of flexibility and consistency in the pay scales and job grading structure. The design of the remuneration system should be based upon broad bands in an integrated remuneration structure. While data is collected for specific benchmark terms of reference, this remuneration data is integrated into the current remuneration system to provide for wide remuneration ranges which support flexibility in engagement and movement through service quality evaluation measures. Contribution values are the decisive factor in building the client’s organization responsibility levels. An example of a contribution value matrix:

Physical Operations

Mechanical Operations

Repetitive Support

Basic Process Support

Specialized Process Support

Comprehensive Process Support

Integrated Service Execution

Basic Conceptual Comprehension

Analytical

Adaptive Delivery

Substantive Innovation CEO

Director

Unit Head

Department Manager

Support Manager Manager

Administrator

Administrator

Supervisor Supervisor

Team Leader Team Leader

Senior Tech Senior Tech

Skiled Tech Skilled Tech

Tech

Worker Worker Worker

Manager Manager Manager

Administrator

Supervisor Supervisor

Team Leader

Director

Manager

Documents

Rouaa.mentor Salary Survey Service March 2010