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\"\"MUMBAI: What if your appraisals were not linked to your or your team’s performance and whatever be your performance, you would still get the best salary jumps in the organisation? And now imagine if that colleague you really hate in your organisation manages to get such an arrangement!
\n
In what is creating a lot of problems within the Big Four<\/a> — EY<\/a>, PwC<\/a>, Deloitte<\/a> and KPMG<\/a> — new executives and partners joining the firms are offered similar terms of appraisals. With a hope to attract the best talent from competitors, the Big Four are tweaking terms in employee contracts wherein the newly-joined partners and executives get fixed appraisals for the first two years of joining, irrespective of their performance.
\n
\n“My team has earned Rs 16 crore while he (pointing towards a colleague in an adjacent cabin) has managed only Rs 6 crore. Yet, I get 10%, my team members get even worse and he gets 20% while two of his team members are promoted,” said an advisory partner in one of the four firms.
\n
To put things into perspective, on an average every partner across firms earns aboutRs 10 crore of revenue every year. As if this was not enough, some of the newly joined partners are being offered anywhere between six months or a year’s salary as bonuses. This, say industry<\/a> trackers, is one of the reasons why consultancies have become turbulent.
\n
\n“When a consultant is moving from company A to B, he\/she needs some time to settle down and they are now demanding guarantee of bonus so that in the initial one year, they get a cushion,” said the head of an executive search firms that works with some of these firms. Usually, variable is now being guaranteed to a partner for the first year.
\n
\n“The Big Four audit firms are resorting to innovative and aggressive practices to woo talent as they look at big bonanza this season because audit contracts with public companies are coming for a 10-year rotation and there is enough scampering for new clients as the firms want to showcase new talent in their ranks,” said R Suresh, managing director of RGF Executive Search India. Also, there is plenty of tax-related work with GST and firms have to go all way out to tap into the best talent, he said.
\n
\nThe Big Four have seen partners moving from one firm to another along with their teams.Recently, about 20 partners and about 300 executives with KPMG put in their papers to join Deloitte. Before that some of the senior executives from KPMG’s tax practice joined PwC. On their part, KPMG too has poached partners from its rivals in the last one year.
\n
\nIn all these cases, those partners who have jumped boats are given favourable terms where their appraisals will not depend upon their performance for the first two-three years, say insiders.
\n
\nReplying to an email questionnaire, PwC said, “Newly appointed partners, whether internal admissions or lateral joiners, are given a maximum of two years to settle into partnership during which their remuneration is agreed upon and not dependant on revenues generated by them.”
\n
\nEY, KPMG and Deloitte did not respond to a detailed questionnaire. In the Big Four, the remuneration, especially for partners, depends largely on the revenues they generate. “Those joining from another firm come with their own set of clients, and in most cases, generate more revenues than their peers,” claimed a tax partner who joined in a firm six months ago.\n\n<\/body>","next_sibling":[{"msid":55106403,"title":"Govt mandates Indian language support in phones from Jul'17","entity_type":"ARTICLE","link":"\/news\/govt-mandates-indian-language-support-in-phones-from-jul17\/55106403","category_name":null,"category_name_seo":"telecomnews"}],"related_content":[],"msid":55106854,"entity_type":"ARTICLE","title":"Talent War: Big 4 offer fixed appraisals to new recruits","synopsis":"In what is creating a lot of problems within the Big Four \u2014 EY, PwC, Deloitte and KPMG \u2014 new executives and partners joining the firms are offered similar terms of appraisals.","titleseo":"telecomnews\/talent-war-big-4-offer-fixed-appraisals-to-new-recruits","status":"ACTIVE","authors":[{"author_name":"Sachin Dave","author_link":"\/author\/479239123\/sachin-dave","author_image":"https:\/\/etimg.etb2bimg.com\/authorthumb\/479239123.cms?width=100&height=100&hid=268","author_additional":{"thumbsize":true,"msid":479239123,"author_name":"Sachin Dave","author_seo_name":"sachin-dave","designation":"Senior Editor","agency":false}},{"author_name":"Rica Bhattacharyya","author_link":"\/author\/479225191\/rica-bhattacharyya","author_image":"https:\/\/etimg.etb2bimg.com\/authorthumb\/479225191.cms?width=100&height=100&hid=268","author_additional":{"thumbsize":true,"msid":479225191,"author_name":"Rica Bhattacharyya","author_seo_name":"rica-bhattacharyya","designation":"Senior Assistant Editor","agency":false}}],"Alttitle":{"minfo":""},"artag":"ET Bureau","artdate":"2016-10-28 08:29:31","lastupd":"2016-10-28 08:31:48","breadcrumbTags":["Deloitte","KPMG","industry","PwC","EY","Big Four"],"secinfo":{"seolocation":"telecomnews\/talent-war-big-4-offer-fixed-appraisals-to-new-recruits"}}" data-authors="[" sachin dave","rica bhattacharyya"]" data-category-name="" data-category_id="" data-date="2016-10-28" data-index="article_1">

人才战争:大4为新员工提供固定的评估

在创建很多问题在“四大”——EY、普华永道、德勤和毕马威——新的高管和合作伙伴加入公司提供类似的评估。

萨钦戴夫 黎加Bhattacharyya
  • 更新2016年10月28日上午08:31坚持
孟买:如果你的评估没有与你或你的团队的表现,无论你的表现,你仍然会得到最好的薪水跳跃在组织吗?现在想象一下,如果同事你在组织管理真的很讨厌这样的安排!

在创造中的很多问题四大- - - - - -莎莉,普华永道,德勤和毕马威(KPMG)——新的高管和合作伙伴加入公司提供类似的评估。希望吸引最优秀的人才从竞争对手,四大调整条款在员工合同在新加入的伙伴和高管获得固定的前两年参加评估,不论他们的性能。

“我的团队赢得了16个卢比时(指向一个同事在隔壁小屋)已经只有6卢比。然而,我得到10%,我的团队成员变得更糟,他得到20%,而他的两个团队成员被提升,”一个顾问说的四个公司的伙伴。

把目光放长远一点,平均每一个合作伙伴在公司挣aboutRs 10卢比的每年的收入。如果这还不够,一些新加入的伙伴提供六个月或者一年之间的工资奖金。说,这行业追踪器,是咨询公司的一个原因变得动荡。

“当一个顾问是公司从a到B,他/她需要一些时间安定下来,他们现在要求的保证奖金在最初的一年,他们得到一个缓冲,”一位高管猎头公司的负责人表示,与这些公司工作。通常,变量是目前保证第一年的合作伙伴。

“四大审计公司采取创新和积极实践,以吸引人才,因为他们看大鸿运本赛季因为与上市公司审计合同是未来10年的旋转和有足够而出现的新客户的公司想展示新的人才,”R苏雷什说,印度RGF猎头的董事总经理。同时,有大量的与税收相关的工作与销售税和公司所有的出路去挖掘最优秀的人才,他说。

四大的合作伙伴从一个公司到另一个和他们的团队。最近,大约20个合作伙伴和大约300名高管与毕马威放在他们的论文加入德勤。在那之前的一些高管从毕马威税务实践加入普华永道。对他们来说,毕马威也从竞争对手那里挖走的合作伙伴,在过去的一年。

在所有这些情况下,这些合作伙伴跳船给出优惠的条款,他们的评价不会取决于他们的表现第一个2 - 3年,内部人士说。

回复电子邮件问卷调查,普华永道说,“新任命的伙伴,无论是内部招生或侧,家里有最多两年适应合作期间,他们的报酬约定所产生的收益,而不是依赖他们。”

EY、毕马威和德勤没有回应记者的详细问卷。在四大,薪酬,特别是对于合作伙伴,在很大程度上取决于他们产生的收入。“那些加入来自另一家公司和自己的客户,而且在大多数情况下,产生更多的收入比他们的同龄人,“声称一位税务部合伙人加入公司6个月前。
  • 发布于2016年10月28日上午08:29坚持
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\"\"MUMBAI: What if your appraisals were not linked to your or your team’s performance and whatever be your performance, you would still get the best salary jumps in the organisation? And now imagine if that colleague you really hate in your organisation manages to get such an arrangement!
\n
In what is creating a lot of problems within the Big Four<\/a> — EY<\/a>, PwC<\/a>, Deloitte<\/a> and KPMG<\/a> — new executives and partners joining the firms are offered similar terms of appraisals. With a hope to attract the best talent from competitors, the Big Four are tweaking terms in employee contracts wherein the newly-joined partners and executives get fixed appraisals for the first two years of joining, irrespective of their performance.
\n
\n“My team has earned Rs 16 crore while he (pointing towards a colleague in an adjacent cabin) has managed only Rs 6 crore. Yet, I get 10%, my team members get even worse and he gets 20% while two of his team members are promoted,” said an advisory partner in one of the four firms.
\n
To put things into perspective, on an average every partner across firms earns aboutRs 10 crore of revenue every year. As if this was not enough, some of the newly joined partners are being offered anywhere between six months or a year’s salary as bonuses. This, say industry<\/a> trackers, is one of the reasons why consultancies have become turbulent.
\n
\n“When a consultant is moving from company A to B, he\/she needs some time to settle down and they are now demanding guarantee of bonus so that in the initial one year, they get a cushion,” said the head of an executive search firms that works with some of these firms. Usually, variable is now being guaranteed to a partner for the first year.
\n
\n“The Big Four audit firms are resorting to innovative and aggressive practices to woo talent as they look at big bonanza this season because audit contracts with public companies are coming for a 10-year rotation and there is enough scampering for new clients as the firms want to showcase new talent in their ranks,” said R Suresh, managing director of RGF Executive Search India. Also, there is plenty of tax-related work with GST and firms have to go all way out to tap into the best talent, he said.
\n
\nThe Big Four have seen partners moving from one firm to another along with their teams.Recently, about 20 partners and about 300 executives with KPMG put in their papers to join Deloitte. Before that some of the senior executives from KPMG’s tax practice joined PwC. On their part, KPMG too has poached partners from its rivals in the last one year.
\n
\nIn all these cases, those partners who have jumped boats are given favourable terms where their appraisals will not depend upon their performance for the first two-three years, say insiders.
\n
\nReplying to an email questionnaire, PwC said, “Newly appointed partners, whether internal admissions or lateral joiners, are given a maximum of two years to settle into partnership during which their remuneration is agreed upon and not dependant on revenues generated by them.”
\n
\nEY, KPMG and Deloitte did not respond to a detailed questionnaire. In the Big Four, the remuneration, especially for partners, depends largely on the revenues they generate. “Those joining from another firm come with their own set of clients, and in most cases, generate more revenues than their peers,” claimed a tax partner who joined in a firm six months ago.\n\n<\/body>","next_sibling":[{"msid":55106403,"title":"Govt mandates Indian language support in phones from Jul'17","entity_type":"ARTICLE","link":"\/news\/govt-mandates-indian-language-support-in-phones-from-jul17\/55106403","category_name":null,"category_name_seo":"telecomnews"}],"related_content":[],"msid":55106854,"entity_type":"ARTICLE","title":"Talent War: Big 4 offer fixed appraisals to new recruits","synopsis":"In what is creating a lot of problems within the Big Four \u2014 EY, PwC, Deloitte and KPMG \u2014 new executives and partners joining the firms are offered similar terms of appraisals.","titleseo":"telecomnews\/talent-war-big-4-offer-fixed-appraisals-to-new-recruits","status":"ACTIVE","authors":[{"author_name":"Sachin Dave","author_link":"\/author\/479239123\/sachin-dave","author_image":"https:\/\/etimg.etb2bimg.com\/authorthumb\/479239123.cms?width=100&height=100&hid=268","author_additional":{"thumbsize":true,"msid":479239123,"author_name":"Sachin Dave","author_seo_name":"sachin-dave","designation":"Senior Editor","agency":false}},{"author_name":"Rica Bhattacharyya","author_link":"\/author\/479225191\/rica-bhattacharyya","author_image":"https:\/\/etimg.etb2bimg.com\/authorthumb\/479225191.cms?width=100&height=100&hid=268","author_additional":{"thumbsize":true,"msid":479225191,"author_name":"Rica Bhattacharyya","author_seo_name":"rica-bhattacharyya","designation":"Senior Assistant Editor","agency":false}}],"Alttitle":{"minfo":""},"artag":"ET Bureau","artdate":"2016-10-28 08:29:31","lastupd":"2016-10-28 08:31:48","breadcrumbTags":["Deloitte","KPMG","industry","PwC","EY","Big Four"],"secinfo":{"seolocation":"telecomnews\/talent-war-big-4-offer-fixed-appraisals-to-new-recruits"}}" data-news_link="//www.iser-br.com/news/talent-war-big-4-offer-fixed-appraisals-to-new-recruits/55106854">