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MEG Construction Co. Reward Management Approach - Coggle Diagram
MEG Construction Co.
Reward Management Approach
1. Organisation’s Goals
Retain skilled labour and technical staff
Deliver high-quality mega and giga projects (aligned with Vision 2030)
Maintain safety and compliance standards
Control labour costs without sacrificing performance
2. Competitors & Benchmarking
Key Competitors:
-Nesma & Partners
-Al Ayuni
-El Seif
-Saudi Group
Benchmarking Approach
Government wage reports and regulatory bodies (e.g. HRSD, SCE)
Engagement with labour supply agencies and subcontractors
Annual salary surveys across the construction sector
3. Types of Pay & Incentives
Base Pay:
Fixed monthly wages (varies by nationality, seniority, job family)
Bonuses
Project completion bonus, safety bonuses
Overtime
Often standard in labour contracts
Non-Financial:
Recognition certificates, HSE awards, training sponsorships
Allowances
Housing, transport, site-based hardship, travel
4. Pay Structures & Grading
Senior Management
Custom packages, performance bonuses, decision-based grading
Engineers & Technical Staff:
Job bands and project-based increments
Labour & Site Workers:
Daily/hourly wages, simple pay levels based on skill
Issues
Risk of pay inequity or morale issues between nationalities or roles
Challenges in aligning field vs. office roles
5. Job Evaluation & Market Value
Informal grading for many roles; structured only for staff roles
Market benchmarking vs. competitors and overseas rates (esp. for expats)
Evaluation factors: technical certification, language, site experience
Use of skill category (Skilled, Semi-skilled, Unskilled)
6. Key Skills Needed
Civil and MEP engineering
HSE supervisors
Quantity surveyors
Skilled trades
Project management
7. Skills Market Analysis
High demand / low local supply for:
Certified HSE roles
Bilingual Engineers
Experienced project managers with local authority approvals
Risks if lost
Delays in project milestones
Loss of contracts or penalties
Decline in safety compliance
8. Pay Transparency & Recruitment
Salaries are rarely disclosed in public job ads
Due to competitive market & internal inequality concerns
Allowances and perks often listed instead
Transparency varies between labour and staff levels
9. Salary Progression Opportunities
Engineers: career ladders linked to project success and certification
Labour: minimal progression unless upskilled
Promotions often tied to project budgets, not fixed policy
Internal mobility exists but usually informal