THE 2011 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salaries and recruiting trends across Asia.

Contents
Section One - Market Overview & Trends 5 Market Overview & Trends 6 Top employment issues for 2011 7 Salaries 8 Bonuses 9 Benefits 10 Overtime 11 Staffing Section Two - Salary Information 14 Accountancy & Finance 15 Commerce & Industry - Financial Executives 18 Accounting Support 19 Banking Industry - Financial Executives 20 Professional Practice - Financial Executives 21 22 24 25 26 31 34 35 36 37 39 41 Banking Front Office Middle Office Back Office Retail & Corporate Finance Technology Information Technology Development Infrastructure Business Information Technology - Telecom Pharma

27 Insurance

44 Human Resources 46 Office Professionals 48 Legal 50 Sales & Marketing 52 Supply Chain 53 Education 54 Construction 55 Construction 56 Engineering 57 Architecture 58 Property 61 61 62 63 64 66 67 68 70 Manufacturing & Operations Logistics Automobile High-Tech Heavy Industry Oil & Gas Operations & Production Project Development Other

2 | Salary Survey 2011

15,000+ 10,000+ 950+ 45 34+

CONSULTANTS IN ASIA PACIFIC LOCATIONS ACROSS THE REGION YEARS OF EXPERIENCE
Thank you We would like to express our gratitude to all those organisations who participated in the collection of data for this years survey. Your contribution has ensured that we can produce an informative document to help support your business decisions. Disclaimer

PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

The Hays Salary Survey is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays. Salary Survey 2011 | 3

DRIVING ORGANISATIONAL PERFORMANCE THROUGH PEOPLE

 hemobilityofpeopleacrosstheregionforthe T rightcareerisdefinitelyontheincrease.Acritical successfactorforanyorganisationinthecoming yearwillbehoweffectivetheyareatdriving organisationalperformancethroughpeopleand thatsuccessfactoristhesameforallofourclients acrosstheAsiaPacificregion. NigelHeap,ManagingDirectorofHaysAsiaPacific

4 | Salary Survey 2011

SECTION ONE MARKET OVERVIEW & TRENDS

79 per cent of employers across Asia would consider employing or sponsoring a qualified overseas/expatriate candidate in skill short areas

Salary Survey 2011 | 5

MARKET OVERVIEW & TRENDS

TOP ISSUES FOR 2011

Skill shortages, salary pressure, overseas recruitment and social media are amongst the top issues that will dominate the employment market in 2011.

Asias jobs market is now very active with healthy levels of movement. However a shallow pool of talent in many specialist areas is the biggest threat to growth, which is why the ability to overcome skills shortages will become the defining characteristic of the employment market in 2011. It is also the catalyst for many of the other issues we expect to dominate in 2011, like salary pressure, the growth of counter offers and recruiting from overseas. Skill shortages We saw the first signs of skill shortages in 2010, particularly in the financial services, IT and finance technology areas. There is also a shortage of bilingual candidates with higher level English skills in both China and Japan. Various strategies to help overcome the skills shortage will be explored in 2011; and every success will tighten the candidate market further, which will have consequences for all employers looking to recruit. Salary pressure There is no doubt that professionals with skills in demand will expect a healthy salary increase in 2011. Employers will need to reconsider salaries in order to attract and retain the best candidates. Return of the counter offer Companies are expected to dig deep to retain their top talent in the face of a tightening candidate market. A successful counter offer involves more than just money employers need to make sure they address the underlying issue of why their employee decided to look for a new job in the first place. Recruiting from overseas Despite widespread agreement that employers will need to recruit migrants to meet the growing list of skills in demand, there remains a lot of reluctance about this particular strategy for helping to overcome skills shortages. Recruiting from overseas can be an uncomplicated process, and it is one that, properly done, yields good results. Attraction and retention In order to attract and retain talent, more employers are using bonus schemes, health and life insurance, gym memberships, stock options or education benefits. However it is time to get more innovative and consider the implementation of solid career development plans as well. Social medias influence grows We expect the use of social media checks to become more mainstream in 2011. No longer will it be just the savvy employers that use social media to cross-reference a candidates employment history or evaluate potential employees. The lines between social and business sites have blurred and social media profiles will be viewed just as often as an employer searches a candidates name via Google. But more than this, we also expect this publicly-available information to be used not just when recruiting, but when employers consider promotions and succession planning. So in 2011 it will be not just job seekers that need to ensure their online profile remains professional, but all employees.

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MARKET OVERVIEW & TRENDS

SALARIES

China recorded the highest increases with 68% of employers raising salaries between 3-10%, and 22% by more than 10%.

The highest increases are expected in China next year with 51% intending to increase salaries between 6-10% and 33% by more than 10%.

On average, by what percentage did you increase salaries in your last review?
Nil to 3%

When you next review, by what percentage do you intend to increase salaries?
Nil to 3%

9% 16% 34%

3% to 6% 6% to 10% Greater than 10%

10%

18%

3% to 6% 6% to 10%

22%

Greater than 10%

41%

50%

By country:
100
10% 11% 24% 5% 6% 11%

By country:
Nil to 3% 3% to 6% 6% to 10% Greater than 10%

100

5% 13%

4% 7%

5% 15%

Nil to 3% 3% to 6% 6% to 10% Greater than 10%

80

22%

80
33%

60

60

31%

40

45%

41% 51%

40
59%

20
23% 10% 38% 71% 32%

20

51% 9%

62%

China

Hong Kong

Japan

Singapore

7%

23%

58%

18%

China

Hong Kong

Japan

Singapore

Salary Survey 2011 | 7

MARKET OVERVIEW & TRENDS

BONUSES

All respondents reported an intention to pay bonuses to more than half of their employees.

Almost half the respondents from Hong Kong intend to pay more than 15% of the salary as a bonus.

What percentage of staff do you intend to award a bonus to this year?

None

Are bonuses related to:

100 80 60 40 20 0
5% 89% 10% 27%

7% 8% 10%

Up to 10% 10% to 20% 20% to 50% Greater than 50%

64%

11%

Hours billed

Firm Guaranteed performance

Other

On average, what percentage of staff salary do you intend to award as a bonus?

Up to 5%

8%

5% to 10% 10% to 15%

22% 45%

Greater than 15%

25%

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MARKET OVERVIEW & TRENDS

BENEFITS

78% of all respondents give their employees benefits in addition to salaries and bonuses.

Health is the number one benefit, provided by 65% of employers surveyed.

Do you give any benefits in addition to salary/bonus?

78%
Yes No

If yes, which of the following do you provide?

80 70 60 50 40 30 20 10
Tax equalisation Car / car allowance Life assurance Hardship allowance Private Expenses Pension Club / gym membership Housing allowance Health Other

22%

Top benefits by country: China

80 70 60 50 40 30 20 10 0
59% 49% 47% 33%

Hong Kong
80 70 60 50 40 30 20 10

Health

Housing allowance

Life assurance

Pension

71%

63%

60%

37%

Health

Life assurance

Pension

Housing allowance

Japan
80 70 60 50 40 30 20 10 0
73% 58% 31% 31%

Singapore
80 70 60 50 40 30 20 10
Health Pension Housing allowance Life assurance

63%

52%

47%

29%

Health

Car

Life assurance

Housing allowance

Salary Survey 2011 | 9

MARKET OVERVIEW & TRENDS

OVERTIME

More than one third of respondents reported an increase in overtime.

52% of staff are not paid for these additional hours.

Over the last 12 months has overtime/extra hours in your organisation:

Increased Decreased

37%

Remained the same

56%

7%

If increased, by how much per week?

< 5 hours

Are employees paid for these additional hours?

Paid

19% 32%

5 - 10 hours > 10 hours

18%

Unpaid

30%

Other

49%

52%

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MARKET OVERVIEW & TRENDS

STAFFING

Permanent staff levels have increased for 51% of respondents and 55% expect levels to increase again in the next 12 months.

Two thirds of those employers that utilised a flexible staffing approach hired temporary staff through an agency.

Over the last 12 months, have permanent staff levels in your department:
Increased Decreased Remained the same

In the next 12 months, do you expect permanent staff levels to:

Increase Decrease Remain the same

39% 51%

40%

55% 5%

10%

In the last 12 months, have you utilised a flexible staffing approach?

50%
Yes No

If yes, please specify:

80

50%

70 60 50 40 30 20 10 0
35% 25% 66% 13% 7%

Part-time sta

Casual Temporary / Job sta Contractor Sharing

Other

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MARKET OVERVIEW & TRENDS

STAFFING

How often do you employ temporary/contract staff?

Regular, ongoing basis

In the next 12 months, do you expect your use of temporary/contract staff to:
Increase Decrease

30%

23%

Special projects Exceptional circumstances / never

26%

Remain the same

63% 47%

11%

For which areas have you recently found it difficult to recruit?

Entry to middle management

Senior management

30% 25% 20% 15% 10% 5% 0%

Operations Accountancy & nance Distribution Healthcare Human resources Marketing Engineering Property/facilities management Purchasing Technical Research & development Banking Other Sales IT

In skill-short areas, would you consider employing or sponsoring a qualified overseas/expatriate candidate?
79%
Yes No

Is it your policy to counter-offer staff when they resign?

Yes

21% 29%

7%

Sometimes No

64%

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SECTION TWO SALARY INFORMATION

In general, salaries increased an average of 3 to 6 per cent in the last review. The outlook is positive for candidates with further increases earmarked for 2011.

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SECTOR OVERVIEW

CONSTRUCTION
Expatriate packages are becoming a thing of the past for certain employers that look for local talent to fit in with their tendering budget.
HONG KONG & CHINA SINGAPORE

Over the past year the construction industry has built momentum and is now close to the levels of 2006/2007. This is driven mainly by major infrastructure projects, for which construction teams are due to peak in 2011. Given increased investment on old and new developments in China, there has been a substantial increase in the number of projects coming online. This is most notable within retail (both shopping malls and luxury interiors), hospitality, large-scale mixed-use and corporate interiors. As other parts of the globe still struggle with their economic recovery, many companies see Asia and particularly China as an area for growth and expansion. Consequently, as a general rule candidates who have strong exposure and understanding of the China market are highly sort after. The demand for specialist infrastructure construction and engineering professionals within tunnelling, planning and geology is high as more infrastructure projects begin the early stages of construction. Engineers and Project Managers with exposure to retail in China or Hong Kong are highly sought after at all levels. Project Directors and Project Managers with experience completing large mixed-use developments in China and with the necessary language skills to work directly with the client are constantly in demand. Salaries began to level in 2010. In areas where demand is high there have been increases of between 5 to 15 per cent. After the economic downturn employers became more stringent in their recruitment practices and are only taking on candidates who have all necessary requirements. Language and specific geographical experience are key factors in most instances. Consequently there are few job opportunities for expatriates. However this trend is likely to change in 2011 as projects become critical and skill shortages intensify. If you plan to explore your options in 2011, ensure you are moving for the right reason, not just monetary. Look at the long-term opportunities. If you switch employers frequently you are likely to find it more difficult to secure your desired job and a pay increase in future.

While building construction has steadied, civil infrastructure, in particular Singapore MRT (Rail) projects, has become the driver of Singapores construction market. Projects funded by the government will continue for years to come and so it is a hot sector in Singapore, although neighbouring Asian markets are competing for talent. Demand is constant for infrastructure, rail and tunnelling professionals. This exists at both the commercial and construction levels. The main focus of employers continues to be Estimators, Station Managers, Tunnel Managers and C&S Design Engineers. A steady demand for candidates means an increase to salaries and bonuses. Expatriate packages are becoming a thing of the past for certain employers that look for local talent to fit in with their tendering budget. Its common for end clients to award primarily on the cheapest price, which means overheads are reduced. This has a knock-on effect on output. Employers are increasingly willing to negotiate for certain roles. Some employers are also starting to realise that candidates are continuing to relocate, and that this will leave a gap in the market. Employers will need to reassess what they can offer candidates to attract them when this gap widens. Candidates should look at the bigger picture and consider career advancement opportunities and internal transfers, since an internal transfer is a realistic opportunity. Overall, our advice is that it is important to move for the right reasons.

54 | Salary Survey 2011

Construction
Construction Civil Foreperson China Hong Kong Singapore N/A N/A 48 - 75 Site Engineer N/A 360 - 480 45 - 60 Project Engineer 144 - 180 480 - 600 55 - 80 Design Manager N/A 650 - 1,000 85 + Project Manager 325 - 390 640 - 1,000 80 - 110

Senior Project Manager China Hong Kong Singapore 360 - 520 1,000 - 1,200 105 - 155

Construction Manager 180 - 240 720 + 90 - 140

Resident Technical Planner Officer N/A N/A 50 - 65 N/A 480 - 1,000 75 - 96

Estimator N/A 480 - 1,000 70 - 100

Contracts Administrator/ Quantity Surveyor - Entry-level China Hong Kong Singapore Construction Building Foreperson China Hong Kong Singapore N/A N/A 48 - 75 Site Engineer N/A 300 - 420 45 - 60 120 - 144 240 - 360 40 - 45

Contracts Administrator/ Quantity Surveyor - Senior 360 - 480 400 - 840 66 - 85

Project Engineer 144 - 180 480 - 540 65 - 85

Design Manager N/A 600 - 950 85 +

Project Manager China Hong Kong Singapore 325 - 390 600 - 840 75 - 100

Senior Project Manager 360 - 520 840 - 1,000 100 +

Construction Manager 180 - 240 640 - 1,200 90 - 135

Planner N/A 480 - 840 72 - 111

Estimator China Hong Kong Singapore Construction Development China Hong Kong Singapore N/A 400 - 840 80 - 95

Contracts Administrator/ Quantity Contracts Administrator/ Quantity Surveyor - Entry-level Surveyor - Senior 120 - 144 240 - 360 40 - 55 360 - 480 420 - 840 60 - 75

Development Manager 390 - 520 640 - 1,100 120 - 180

Project Manager 390 - 480 600 - 1,000 95 - 140

Business Development Development Director Manager 360 - 420 540 - 840 115 - 160 480 + 1,100 + 195 +

Notes
Typical salary range in 000 Salaries are representative of the total package value Salaries are represented in local currencies

Salary Survey 2011 | 55

Engineering
Design Consultancy - Building Services China Hong Kong Singapore CAD Design Drafter N/A 240 - 420 30 - 42 Graduate Design Engineer N/A 200 - 280 30 - 36 Senior Design Engineer 240 + 444 - 600 72 - 96

CAD Manager 168 - 192 360 - 540 42 - 60

Design Engineer 168 - 216 300 - 480 48 - 72

Principal Design Engineer China Hong Kong Singapore Design Consultancy - Civil & Structural China Hong Kong Singapore 336 - 384 504 - 720 96 +

Project Manager 360 - 420 420 - 840 72 - 96

Associate/ Senior Associate 360 - 420 660 - 960 96 - 120

Principal/ Director 420 - 480 960 + 120 +

Resident Engineer N/A 420 - 660 78 - 96

CAD Design Drafter N/A 240 - 420 30 - 42

CAD Manager 168 - 192 360 - 540 42 - 60

Graduate/ Design Engineer N/A 200 - 280 30 - 36

Design Engineer 168 - 216 300 - 480 48 - 72

Senior Design Engineer 240 + 444 - 600 72 - 96

Principal Design Engineer China Hong Kong Singapore 336 - 384 600 - 840 102 +

Project Manager 360 - 420 480 - 900 84 - 102

Associate/ Senior Associate 360 - 420 720 - 960 96 - 120

Principal/ Director 420 - 480 960 + 120 +

Resident Engineer N/A 420 - 660 78 - 96

Notes
Typical salary range in 000 Salaries are representative of the total package value Salaries are represented in local currencies

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OUR INTERNATIONAL REACH:

30 25 270+ 6900+
COUNTRIES SPECIALIST BUSINESS UNITS OFFICES EMPLOYEES

Salary Survey 2011 | 71

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