Some employees may want security and work in

The Cassandras academe: the directors of human resources have not seen increases of managers to the decline in 2008. And, despite the crisis, they should stay the course in 2009. By organising, on the pay sheets, an envelope of 3.6 on average this year, and 3.7 next year. This is the conclusion of the annual study on the salaries of executives, led by Cegos for "Les echos" 162 HRD and 600 executives from September 15 to October 10. "It is even more in 2008, says Michel Fourmy, manager of the pole Cegos. human resources". And the envelope is the same for large groups and SMEs of less than 150 frames. "No time to brake, therefore, and since October. "Of course, it would be tempting, given the context, to review the forecast downward." "But ultimately it would be a very bad calculation," said Bénédicte Peronnin, Executive Director of human resources at Legris Industries.

However, the vagaries of the economy have forced the HRD to juggle. On merits then galloping inflation, 55 of managers believed this fall that their purchasing power had worsened. And 95 of them felt within the purview of the company "to maintain the purchasing power of face to the resumption of inflation". What push some employers to return, partly, to the collective increases. According to Cegos, 52 of companies have used in 2008 against 43 last year. Thus, l ' Oréal, champion of the individual remuneration, consented, in July, an overall increase of 1.5 for its 11,000 French collaborators.

A puzzle for the HRD

But at the time when the war of talent looks, the HRD should also reward certain profiles by adjusting their pay to their performance. "The HRD are torn between the fact to adapt their structures to a sluggish market and the fear of losing vital resources, there will be shortages with the phenomenon of the pyramid and the porosity of the markets", summarizes Antoine Morgaut, Director for Europe of the recruitment firm Robert Walters. SFR to Areva, Lyonnaise des Eaux and Champion, major groups have recourse to individual increases for their executives. "This policy allows us to retain our best employees", explained Frédéric Henrion, HRD of Lyonnaise des Eaux. Indeed, by Cegos, 89 of executives (and 88 of the HRD) lip individual increases. "If it does not work on a case by case basis, we risk the dusting", said Stéphane Roussel, Director General of human resources in the Telecom SFR operator.

As the crisis imposed on the HRD to not strain the budgets. Or "beyond the strict framework of human resources, analysis Colin Bernier, at Ernst & Young company of lawyers the issues of compensation." "The packages are more varied and number of elements, the incentive to stock options, are more separable from the financial sphere of the company." A puzzle that forced the HRD to navigate at sight. As the economic context is moving. Since a few weeks, inflation has fallen, promising to change the purchasing power gives. Idem, the premium transportation, that 78 of executives plébiscitaient at the outbreak of a barrel of oil, appears to have fizzled. "The equation is more complicated to solve," recognizes Stéphane Roussel.

To reconcile these contradictions, "the slip is based on the variable: the tendency is to increase gradually and to extend it.". "In SFR, even the non-management have a variable share in their wages," he continued. As bonuses that will withstand the storm, "the criteria harden to get", think a HRD.

The money is not everything

If debacle has spared the forecasts of increases, its impact on employment could reshuffle the maps to more than a title. In times of crisis, the wages and employment are inextricably linked. "No doubt our sales will be increased as an incentive in this difficult context." "But I am afraid that these adjustments will be at the expense of new hires" in other functions, prognostic, pessimistic, a commercial framework.

Bonus, workforce reductions which challenge thousands of white collar workers on the labour market may draw down wages to the hiring. From Cegos, they remained stable between 2007 and 2008. "But the labour market is in full boiling." "And he moves very quickly," analysis Michel Fourmy of Cegos. Some SMEs can now recruit high flying executives without offering robust packages of major groups. "Some employees may want security and work in...". Citigroup! "But today, many prefer to choose an experiment on a human scale," says Jean-François Gautier, President and CEO of the Board and computer engineering Aedian society.

Already, the freezing of projects linked to the economic context has consequences. "Today, some computer companies and General profiles, wage employment are sometimes lower by 15 from the excess of six months, shows Antoine Morgaut at Robert Walters.". Concerns about trade unions. "In 2009, I am afraid that the situation is less favourable." "And it may be a blackmail to employment", said Philippe Fontaine, national Secretary of the CFDT-frameworks.

But, again, the situation is contrasted by the activities, posts and profiles. "Some experts in risk, internal auditors or specialists to ensure the sustainability of some systems see, paradoxically, their wages to hire climbing", says Antoine Morgaut. Result: "it is important to work on a common base of social coverage for example." But it is more difficult to generalize, explained Pascale Rus, HRD corporate of Conforama, which employs 10,000 people in the hexagon. Especially on the basis of their age or their family situation, our employees do not have the same demands for compensation. And our policy must adapt.

The money is not everything. Evidenced by Olivier Dardelin, despite promises of attractive bonus, is unable to hire business major accounts for its SME Dardelin advice, specializing in the optimization of commercial trades.

Interviewed by Cegos on the elements of remuneration more motivating for them, managers cite, of course, their fixed and variable salary. But they place in the third position "working conditions and the quality of management".

Among the traditional means, they lip engagement. And result of the crisis 91 of managers want their employer expands the retirement savings and 81 would like businesses develop health welfare.

Thus, the financial bid of wages to attract and retain employees seems to another time. "We have no will of us differentiate by our wage policy." "And today, the expectations of employees are of a different order", says Bénédicte Peronnin, at Legris Industries. People don't want gifts but recognition of their contribution.

Pay marks this recognition. But it is now inseparable from the well-being in the business. "When the proposed salary corresponds to the market, is not only the salary that is important." It is the perception in the frames from the outside world, Philippe Vivien, HRD of Areva. In the interview, talking as much salary as the PEE, the prospects of career, mobility or nurseries of business.

The era of cost reductions, the HRD become more and more creative. In addition to compensation varied but classic package (including wage fixed, variable, profit-sharing, mutual, Perco, mobile phones...), SFR has implemented a "citizen Pact" for its teams: operator Telecom payroll, as days of additional leave, employees devoting their RTT to an association recognized by SFR. For its part, chocolatier Ferrero finance courses of individual support to the children of his troops. And grants the L4 logistics company, premiums to smoking cessation.

Monetize social policy

So that these new methods of remuneration to be effective, companies must develop. "Employees must realize that these are elements of recognition of their performance," said Didier Pitelet, Dream Group founder, corporate reputation Council. The HRD must think to monetize their social policy. Retreats to training, we must put figures on the benefits.

Some employers understood. Lyonnaise des Eaux, each of the 8,000 employees receives, at home, give it an individualized assessment reports in detail, benefits that the group. For its part, Legris Industries has developed training in the enterprise economy to raise its 2.800 employees.

But there is still the way to go. According to the study of Cegos, if the remuneration of today seem fair to 78 of the HRD, they are for 30 of the employees.