Total Remuneration Surveys (TRS)
The key to making competitive compensation decisions for 2011
using consistent, high quality and customizable market data
View our interactive TRS Flash presentation
Do you have an easy-to-use source for
comparing compensation and benefits across
Are you able to evaluate the competitive
position of each of your total remuneration
Is your pay strategy consistent while
ensuring external competitiveness and
maintaining internal equity?
Note: If you participate you pay a fraction of the price, contact Client Services for more information.
Asia Pacific Total Remuneration Database
The leading source of competitive pay information for the Hi-Tech industry. The survey consists of executive and non-executive compensation data for the Hi-Tech industry from organizations in the hardware, software, telecommunications, semiconductor, consulting and professional services sectors.
Mercer's Total Remuneration Survey (TRS)
report will provide you with comprehensive
information on compensation and benefi ts across
the globe. Human resource professionals from
some of the world's leading organizations obtain
this information from Mercer because it provides
consistent, accurate, high-quality data covering the
full reward package.
Wherever you have operations, you need reliable,
up-to-date information on market pay rates and
benefi ts prevalence to ensure that your reward
packages remain cost-effective and competitive
in the marketplace.
| Mercer TRS membership
Join some of the world's leading organizations and use Mercer as your source of consistent, reliable, global
total remuneration information. Enhance the value of your Mercer Total Remuneration Surveys with a
membership program including:
Choose access to the entire global database or a flexible package based on countries where you need total
remuneration data. Consolidate the purchase of your international benchmarking data with a Mercer
membership program to ensure the most cost effective means of acquiring this information.
Visit imercer.com/membership for more details.
- Preferential pricing with multi-country membership
- Personal and privileged communications with a dedicated membership relationship manager
- Personalized implementation, project management, and training
Evaluate the total rewards package
Mercer's Total Remuneration Surveys (TRS) is made up of five
components providing a complete picture of total remuneration data.
||Annual Base Salary
(Monthly base salary times the number of months
||Total annual non-variable Remuneration
(COMP 1 plus other guaranteed or legally required
||Total annual cash compensation
(COMP 2 plus short-term incentives)
||Total annual cash and long-term
(COMP 3 plus value of long-term incentive programs)
||Annual total remuneration
(COMP 4 plus values of most prevalent benefits and
Positions and functions surveyed
Remuneration Survey covers an average of 400 benchmark positions, from senior
management to administrative level, in the following
- Contact Center
- Corporate Affairs
- Finance & Adminstration
- Human Resources
- Information Technology
- IT Analysis & Design
- IT Deployment & Support
- Project Engineering
- Repair & Maintenance
- Research & Development
- Sales & Marketing
- Supply & Logistics
TRS – Designed to help you make informed decisions for 2011.
Consistency – the same methodologies are applied to an average of 400 general, industry or market specific jobs in most countries, so
you use one consistent data source locally, regionally and globally.
Coverage – access about 300 global benchmarks
in more than 100 markets and receive all
industry as well as industry specific results.
- Reliability – consistent participation by organizations
creates a solid representation of multinational and local companies in each country.
Versatility – online tools allow you to analyze survey data according to your individual needs and conduct 'what if' analyses to instantly measure your competitiveness in specific markets.
What do you receive?
Online access – data delivered online through
Mercer WIN®, accessible anywhere, at
anytime. Fully customize searches and statistics
according to your individual needs, and
receive instant comparisons of your organization's
data against the market.
Survey overview – a general review of typical
salary practices and compensation mix, employment
trends and other economic indicators
related to human resource management
Benefits & prevalence summary – information
on short-term and long-term incentive provision
and benefits practices, including company
cars, pensions and medical benefits.
Actual market data – detailed market analysis
of individual positions within job families, helping you to determine which positions and
families are paid a premium in the market and
which are paid below overall market levels.
Market regression – regression statistics and
graphs by Mercer position class (IPE job level)
and functional area (e.g. finance, human
resources) for each of the major components
of total remuneration.
Custom analyses – you can generate custom
statistics tailored to your needs, based on peer
groups, revenue size, total employees and more,
using Mercer WIN®.
|Mercer Workforce Intelligence
Network® (Mercer WIN) offers single-point web-based access to the broad
range of compensation data and analytics only Mercer can provide. WIN represents the most
comprehensive and intuitive tool available. Specifically, Mercer WIN allows:
- Simultaneous access to markets and
surveys around the world
- Instant creation of peer groups and
further individual market refinements across markets
- Access to standard TRS reports and the
advanced functionalities for relevant individual comparisons by title, level,
industries, markets. Aging and currency normalization are available too
- Production of customized charts, graphs and
reports at the click of a button
Mercer WIN’s built-in reporting and analytic
capabilities let you quickly and easily turn information into true intelligence about
your organization’s remuneration practices. Using this sophisticated yet surprisingly simple
tool, you can explore, interpret and formulate insights on important human capital decisions