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in 2016, the rate overall increase in base salaries was 2.7% instead of 2.4% expected, says AON-Hewitt, who interviewed the human resources departments of 306 companies from all sectors and all sizes from June 6 July 22 on the evolution of their budget for salaries. An increase able to feed the increasing purchasing power of the French INSEE estimated at 1.7% for 2016 against 1.6% in 2015. And in a context of low growth, 1.5 % expected for this year.
companies with headquarters in France are slightly worse off than others but still benefit from the trend. Their budget is up 1.9% in 2016 and should be even next year, regardless of low inflation. The budget remuneration of foreign companies operating in France is expected, it at 2.4% for 2017. Either a budget for all these companies announced at 2.3% for next year.
The situation of companies is improving. “The origin of the upturn is not macroeconomic but microeconomic” Analysis Vincent Cornet. For two reasons: the first reason is that “This is the result of the company that most affects the remuneration policy, or the situation of enterprises has improved,” ; the second is that “inflation is currently at levels too low [0.2% in 2016] to play a role on wage policies”.
“The origin of the upturn is not macroeconomic but microeconomic” Vincent Cornet
The Firm Deloitte has made the same observation on the changing trend and shares the analysis of the impact of inflation after studying the fixed remuneration in 2016 of some 500 French companies in the sectors of retail, insurance, industry, energy and services. “The budget estimates for salary increases have stopped falling,” says Jean-Philippe Gouin, human capital partner at Deloitte. Since 2011, these budgets were in constant decline from one year to another to reach 1.8% in 2015. “It was a floor, he said. In 2016, downward paused. “
” In 2017, companies remain cautious with a forecast of 1.8%, but in the end they distribute more than they expect, “ he said. in 2016, in the companies surveyed by Deloitte, the employees concerned by the overall budget increase of payroll each received increases ranging from 2.7% ( for executives and non-executives) to 2.9% (for executives) of their salary.
the difference in treatment between employees is increasing. Aon survey indicates that if general increases (common to all employees) are at the same level since 2015 (1%), the envelope for increased individual increases (2.1% in 2015 to 2.5% in 2016). Now, nearly a respondent in two (46.8%) has practiced as individual increases.
“There is less dusting the years previous says Gouin . First, after several years of caution, companies wish to retain their best talent and secondly, they are engaged in wage inequality reduction. We see in budgets, special envelopes to reduce differences in gender pay ‘ he says.
On its panel, Deloitte found a greater number of employees received a salary increase higher than 10%.
the differentiation between employees benefits managers. Deloitte analyzed the fixed and variable remuneration paid in 2016 in respect of 2015 results notes “for executives, variable shares rose more than 10%.”
14 th edition of Expectra barometer executive pay, published Aug. 29, says “they enjoy the highest revaluation since 2012″ . This is not a survey, but the analysis of 74,520 payroll between May 2015 and June 2016 executives from all sectors working on so-called business “cross”: computers, telecommunications, engineering, accounting , finance, human resources and legal. The barometer reveals “a real recovery for executives. They are not historical levels increase. At 1.7%, the average increase is modest, but it is the sixth consecutive annual increase, “ says Christophe Bougeard, CEO of Expectra, which also notes a pickup in hiring in Acting as CDD and CDI with skills shortages. He concludes that “global growth momentum has reinstalled. Wages increase in all sectors, but interfilières contrasts and inter-business are important “.
the digital enterprise transformation takes some trades up. “In 2017, it is the most engines trades that widen the gap,” estimated Bougeard. Between two streams, the executives pay increases can already vary from simple to double from 1% to 1.9% in the legal in IT. Between two trades of the same IT industry, the ratio is 1: 4: 6.8% increase for a head of infrastructure project against 1.5% for operating analyst (who ensures the proper functioning of the system computer).
But “differences increase as the trades were reduced for several years, says Mr. Gouin, as companies practicing internal mobility more than ever before. But for digital business that are not found internally, the variations may exceed 10%. “ Computer distribution to Vincent Cornet, ” is primarily the result of companies which explains the importance of differences. “
Finally, executives and non-executives, salary increase regional variations varied little from one year to another. “The gap between the Ile-de-France and other regions continues this year between 5% and 7% says Mr. Gouin. However when comparing a large Parisian firm of more than 500 million in revenue for regional SMEs with less than 50 million turnover, the gap reached 14%, “ nuance -t it.
More than ever, in a context of digital business transformation on fragile economic recovery fund, retaining scarce skills is the driving policy of corporate compensation, large and small. With the ambition to integrate internal resources able to evolve their business model.
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