Suggestions
Ankur Saxena
Director at Aon - Human Capital Solutions
Ankur Saxena is a seasoned Human Resources professional currently serving as a Director at Aon, based in London, Greater London. He has approximately 14 years of experience in various HR roles, specializing in Human Capital Consulting, Corporate HR, and IT Consulting. Prior to his current position, he worked as a Benefits Administrator at Aon and has held several other roles within the company.12
Saxena is an alumnus of XLRI Jamshedpur, one of India's premier business schools, which underscores his strong educational background in management. His expertise encompasses a wide range of HR functions, and he has been involved in initiatives related to talent insights and pay equity, particularly in the IT BPM sector in the Philippines.13
Highlights
Earlier this month, #aon and #IBPAP collaborated to uncover talent insights in the Philippines IT BPM space. Among many topics, we discussed two pressing issues occupying the minds of the IT BPM ecosystem – rising talent costs and the need to focus on skills. What followed our discussion was a quick analysis of pay in the Philippines IT BPM industry. Comparing the base pay of employees hired in and after 2022 against their tenured colleagues doing the same role highlights a pitched battle for talent. It turns out that new hire pay could be as much as 10% or more across key roles/functions.
As a team leader, how would you feel if your recent new hire earns more than your tenured and dependable team member? Anxious? How would the compensation manager feel having recently delivering the pay equity session? Lastly, how would the tenured colleague feel when (not if) they discover that their pay lags behind the newly hired colleague by a year or more (average salary increments in the Philippines ~5.8%)? This not only impacts affordability but also raises questions about the organization's #payequity considerations. The ensuing pay catch-up game may only snowball the costs. (Source: AON RMCD)
Taking stock of organization’s #skill baseline and then quickening the pace of #skillsdevelopment may ensure readiness for high-growth opportunities for both the organization and the employee. #buildoverbuy
We aim to discover more insights. You could help us shape perspectives and benefit from them – inviting participation in the ongoing Aon x IBPAP Joint Study. The link to the study is in the comments.
Rahul Chawla Darren Oliver Jack Madrid Ravi Nippani Cris Rosenthal Acie Arroyo-Cruz Wan Hua Cheng (CPsychol) Carole Gaffud Froland Tajale
As business leaders in Asia Pacific begin to navigate the complex process of managing or returning employees to the workplace in the #newnormal, top priorities include identifying #health, #wellbeing and #benefit opportunities.
How are you developing approaches to benefits / total reward? Share your challenges and priorities in our 2021 Benefit Trends Survey (#Pharma, #LifeSciences and Health) - Asia Pacific at https://aon.io/3iqSU5H.
All participants will receive a complimentary executive report. The survey close on 11 Feb 2021.
