Essay About Info-Tech Research Group And Competitive Salaries

Framework for Setting It Salaries
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Framework for Setting IT Salaries
Info-Tech Research Group is
a professional services firm
dedicated to providing premium
research and objective advice
to IT managers of mid-sized
enterprises, serving more than
25,000 clients worldwide. Our
purpose is to provide practical
and thorough solutions that
enable IT managers to bridge the
gap between technology and
business.
www.infotech.com
888-670-8889 (North America)
519-432-3550 (International)
© Info-Tech Research Group, 2005
Setting competitive salaries is a critical process in attracting and retaining top
IT talent. As IT budgets improve, the need for this process will only increase.
Apply this framework to help establish meaningful salary ranges and aid
recruitment efforts.
Inside this report:
Manager Takeaway: Hiring and Retention Are Back on the Table ………….12
© 2005 INFO-2 TECH RESEARCH GROUP
Framework for Setting IT Salaries
EXECUTIVE SUMMARY
Having a highly skilled and capable staff is one of the most important factors in
an IT departments ability to deliver solid support to the enterprise. Competitive
compensation is critical in hiring and retaining the kind of staff who can make this
happen.
But what is an appropriate salary for a given position? Fortunately, there is
abundant salary data that can be used to formulate appropriate ranges. Much
of this information is available for free or for a nominal fee. Info-Tech believes
that these numbers, while helpful, are only one component of the salary-setting
exercise. Another important component is a thorough assessment of the business
needs of a given job role.
This Info-Tech Research Group report provides a detailed management overview
of the current state of budgets and hiring for small- and mid-sized enterprise (SME)
IT departments. We outline two critical steps that need to be taken for effective
salary range setting. These steps include:
1. Gather requirements. Most enterprises eagerly say, “People are our most
important resource.” While this is broadly correct, the hard truth is that
some jobs, and certain skill sets, are more important than others. Consider
these questions:
o What are our strategic staffing goals?