HR data round-up April 2012: IT pay trends; private sector pay forecasts & more!

XpertHR’s HR data round-up for April 2012 looks at regional pay trends for IT professionals, private sector pay forecasts, latest additions to XpertHR Benchmarking, and also offers you the chance to download an archival equal pay survey from 1971, as well as our regular round-up of recent blog posts on HR data issues.

A tale of two regions: Regional pay trends for IT professionals


Analysis of computer staff salary trends by location reveals a tale of two regions: Basic salaries paid to IT professionals in London tend to be set significantly higher than those for their counterparts in the rest of the UK.

  • The median basic salary paid to computer staff in inner London is £45,111 per annum (equivalent to 113.6% of the national median basic salary).
  • Computer staff based in Outer London can expect to command a median basic salary of £42,922 (108.0% of the national median).
  • Computer staff located across the rest of the UK (i.e. outside London) can expect to earn a basic salary worth £36,787 at the median (92.6%) of the national median basic salary for computer staff).

National trends in IT salaries

Headline findings on national trends from the Computer Staff Salary Survey December 2011 include the following:

  • The median basic salary for computer staff in 2011/2012 is set just below £40,000 per year.
  • Among a matched sample of computer professionals, basic salaries increased by an average of 2.8% over the 12 months to 1 October 2011.

XpertHR’s report on Regional Pay Trends in the UK IT profession is available exclusively to subscribers to the XpertHR Salary Surveys Computer Staff Salary Survey. It is the latest in a new series of supplementary reports, focusing on key trends to emerge from the survey data.

Latest additions to XpertHR Benchmarking

The past month has seen the addition of a number of major HR benchmarking datasets to XpertHR Benchmarking, including the following:

Check out the complete list of nearly 150 HR benchmarking survey datasets available via XpertHR Benchmarking.

XpertHR’s private sector pay forecast benchmarker: How does your organisation compare?

HK Dragon Centre Sky Fantasia CoinsHow will your organisation’s 2012 pay award compare with those at other organisations in the private sector? And how will it stack up against projected movements in inflation?

A new service from XpertHR makes it easy for you to find out.

XpertHR’s private sector pay forecast benchmarker spreadsheet enables you to see how your organisation measures up against the latest pay forecast benchmarking data from XpertHR, and against latest expert inflation forecasts compiled by XpertHR.

All XpertHR subscribers can access this benchmarker spreadsheet.

How XpertHR benchmarking survey research can help you

XpertHR is a leading provider of HR benchmarking survey research, with a history stretching back to the early 1970s. Over the past four decades, our approach to HR benchmarking survey data has been consistently guided by strong principles and a commitment to quality, accuracy and relevance.

These principles also inform the XpertHR Benchmarking service, which unlocks the complete findings of XpertHR benchmarking survey research. It enables subscribers to access the full depth and breadth of XpertHR benchmarking survey data for the first time.

  • Read our introduction to XpertHR benchmarking survey data and the survey research programme that supports it. We also look at what you can get out of it today.
  • Equal pay: the 1971 survey The first ever IRS survey research article appeared in the second edition of IRS Industrial Relations Review and Report, in February 1971, and looked at the perennial issue of equal pay and the gender pay gap. Its findings remain pertinent today. You can download a PDF copy of it here.

HR data blog post round-up: April 2012

Here’s our latest monthly pick of top blog posts on HR data issues from XpertHR’s blogs and other blogs:

  • Selection Bias – The Failure To Study Failure This post from the Flip Chart Fairy Tales blog is full of thought-provoking observations on how we use data in the workplace. Rick puts his finger on a paradox at the heart of organisations (and HR) use data. One of the most common objectives of how organisations use data might be boiled down to pursuing success and avoiding failure. But, as Rick points out: “The trouble is, businesses are made up of biased data sets. Studying failures presents something of a problem for management research. We tend to airbrush failure out of corporate history. [...] This inevitable failure to study failure means that management can never be truly evidence based.”
  • Is the rise in part-time working ‘a good thing’? With latest official data showing a rapid rise in the number of part-time workers in the UK, we take a closer look at the figures, and ask whether this is a positive trend.

  • Even Small Data Can Improve Your Organization’s Judgment In this post from the HBR Blog Network, US academic Tom Davenport argues that the “(justified) hoopla over ‘big data’ right now” risks obscuring “some important ‘small data’ messages” that managers should heed. Davenport identifies three particularly notable “small data” messages for managers: “a) you don’t need a lot of data to be more successful; b) you don’t necessarily have to do the analysis yourself; and c) you can benefit from data-based decision-making at the smallest level of the organization.”
  • Training By Numbers Some great advice from leading US HR blogger Chris Ponder II here on using numerical data effectively. Chris says: “The next time you run into a situation where numbers are playing into a reason why training is needed, ask questions. A decrease doesn’t always mean training is the answer. In fact, asking questions could lead you to another reason for the change in the numbers – process is incorrect, technology is failing, etc. So, remember numbers are great, but they are just one side of the story!”
  • HR Metrics: 10 Ways to Assess Strategic Business Context of Your Organization A useful summary of a recent webinar by Ronald Adler and Jennifer Burdick, which outlined “how the use of HR metrics allows HR professionals to tell their story effectively.” The post’s author says that “the starting point in developing the right metrics to effectively tell your story is to fully understand the strategic business context you’re working in,” and offers 10 example areas to assess.
  • Tips for Developing a Super HR Analytics Team A post from the Smart Data Collective blog.
  • Workforce Analytics: Three Fundamental HR Areas for Advanced Metrics Writing on the Human Resources IQ site, Dave Weisbeck looks at the potential value that workforce analytics can offer HR, and suggests three fundamental workforce metrics that HR should focus on “before moving onto more advanced workforce metrics.”
  • Prospects for economic recovery: Double-dip recession risk is finely balanced  XpertHR’s latest overview of expert forecasts for UK economic growth finds a very wide devergence of opinions as to whether we can expect a double-dip recession or a weak recovery.

About XpertHR’s HR data round-up

XpertHR’s round-up of HR data for April 2012 is the latest instalment in an ongoing monthly series, highlighting latest HR data releases from XpertHR and other sources, alongside links to news stories and blog posts of direct or indirect relevance to issues around using HR data.

If there are any HR-related data measures you would like to see covered in future XpertHR data round-ups, or if there are any surveys or HR data blog posts that you would like to see highlighted, please do get in touch. You can submit comments via the box below, or contact me directly via Twitter, LinkedIn or Google+.

XpertHR data round-up archive

Catch up with all the posts in XpertHR’s data round-up series!

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