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  • Atricle Dump - Compensation Resources, Inc. Releases Its 2004 Year-End Compensation Survey

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    mpensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the

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    Upper Saddle River, N.J. - December 2004 - Compensation Resources, Inc. has released the results of its 2004 Year-End Compensation Survey. The purpose of this study was to obtain compensation data used for trending and planning purposes at companies of all sizes and shapes. Data was compiled from survey questions that were developed by CRI and distributed to companies in over 14 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the a

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    ensation Survey. The purpose of this study was to obtain compensation data used for trending and planning purposes at companies of all sizes and shapes. Data was compiled from survey questions that were developed by CRI and distributed to companies in over 14 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the

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    panies of all sizes and shapes. Data was compiled from survey questions that were developed by CRI and distributed to companies in over 14 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the

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    panies in over 14 industrial classifications, in addition to Not-for-Profit organizations. The survey sampled year-end compensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the

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    mpensation data from a variety of organizations, collected in October and November 2004.

    Results indicated that the average merit/salary increase for all employee functional groups was 3.9% in 2004, and 3.8% is the average projected merit/salary increase for all groups in 2005. Companies that have more than 10,000 employees showed the lowest merit/salary increases in 2004 and projected 2005 among all other company sizes. Among all survey participants, the number of layoffs, hiring freezes, and salary freezes are expected to decrease from 2004 to 2005. Results indicated that target awards for Sho

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