Robert Walters: AI, wages, and flexibility: What Singapore hires want

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Global talent solutions business Robert Walters’ Salary Survey 2026, a benchmark of salary trends, forecasts a challenging 2026 for Singapore. The market will continue to see volatility, combined with cost pressures and the lack of skilled talent, the company said.

Demand for talent in AI, data and cloud skills continues to outstrip supply, resulting in a skills mismatch. At the same time, firms are cautious in pay planning due to economic and sectoral uncertainty. On the talent front, candidates are expecting job offers to go beyond higher pay, and include areas such as flexibility, learning opportunities and purpose, Robert Walters said.

Companies are therefore tapping on flexible resource models, which include contract roles and project-based hiring, as a valuable tool to help them stay agile.

Key findings include: 

- Industries such as banking and finance are starting to see AI applications go from pilot phases to actual implementation, and various industries across the board are seeing AI usage increase. A third of companies said that they have already introduced AI with the objective of optimising headcount, while 30% are planning to do so. 

- Functions that companies see are most at risk with the integration of AI are administration and business support (50%), IT and digital transformation (29%), as well as accounting and finance (28%). 

- Nearly eight in 10 (78%) businesses expect up to 50% of their workforce to need reskilling/upskilling due to advancements in AI over the next 5 years. To prepare themselves for AI-driven changes in the workplace, one in two (46%) of professionals surveyed said they have started to research or pursue AI-related training.

- Top skills that employers are looking for in an AI-driven workplace are critical thinking and fact-checking (71%), data analysis (59%), adaptability (44%) and ethical decision-making (41%). 

- Professionals using AI at the workplace tend to mostly use AI tools for research and information gathering (50%), chatbots or virtual assistants for communication and support (43%), as well as copywriting, content creation and editing (42%). 

- Top concerns over AI adoption at the workplace include having their jobs displaced due to automation (48%), bias or unfair treatment due to algorithms (such as in hiring or promotions) (42%), and the lack of training to keep up with AI skills (41%).  

Flexible workforce models

When asked about their hiring plans for 2026, 37% of employers are looking to increase their headcount, with most of them (30%) looking to increase it by 5-10%. 55% of companies will start or continue to hire contractors in 2026. The top reasons for hiring contractors include hiring for project or short-term needs (74%), limited headcount (36%), and a desire to not commit to a permanent headcount yet (33%).

Companies continue to need to explore employee value proposition (EVP) offerings to attract and retain talent. Among the benefits offered to employees currently, the top initiatives were giving a bonus scheme (80%), parental leave (71%), flexi/remote working (65%), commercial medical insurance (65%) and dental cover (58%).

Modest wage increments

Talent moving between jobs can expect increments of 5 to 15%, or up to 20% for niche areas such as AI or cybersecurity. Employees staying with their current companies will see their salaries increase by 3-6% to align with inflation, Robert Walters predicted.

Most employers shared that they are likely to give a modest salary increment in 2026 to current employees. Nearly seven in 10 (69%) of Singapore employers who responded said they would be giving at least 3%. Within this segment, 7% said it would be more than 6%. 

Around a quarter (27%) are likely to give a pay rise of under 3%, while 4% said that they will not be increasing salaries. On the other hand, 57% of professionals expect at least a 3% increment from their current employer, with 14% expecting more than a 6% increment.

New hires can expect a pay rise of at least 6% from 56% of employers. Over a quarter (27%) of this segment expect to give pay rises of above 10%. On the other hand, professionals looking to move jobs are more ambitious; 83% expect more than a 10% pay rise, with 23% of them likely to request a more than 20% increase in salary. 

One of the challenges when sourcing for staff is that salary and benefit expectations are too high (53%), with other top challenges being: 

- Lack of quality candidates with the right skills/experience (72%) 

- Qualified professionals are hesitant to move (25%) 

- High competition for candidates (counteroffers and buy-backs) (25%)

Beyond compensation and benefits (62%), professionals shared that flexible work arrangements (42%), job security and stability (39%), and inspiring colleagues and culture (34%) are what they would value in an employer.

Talent snapshot 

Beyond compensation and benefits, talent value having flexible work arrangements, job security and stability, and inspiring colleagues and culture from an employer. But there is an expectation gap: 27% of employers are likely to give new hires a pay rise of above 10%. However 83% of talent looking to move jobs expect more than a 10% pay rise, with 23% of them likely to request a more than 20% increase in salary. 

Employer snapshot 

Nearly four in 10 (37%) employers plan to increase their headcount, with most of them looking to increase it by 5-10%. 

- Roughly seven in 10 (69%) employers are looking to give a salary increment of at least 3% in 2026 for current employees 

- Over half (56%) are likely to give a salary increment of at least 6% to new hires 

Lack of candidates with the right skills/experience, gap in salary and benefit expectations, and talent staying put, are among the challenges faced by companies in attracting talent. Other trends include:

- Soft skills: 65% of employers value Interpersonal, communication and collaboration skills, and 59% value problem-solving and critical thinking among their employees.

- Contract hiring: 55% of companies will start or continue to hire contractors in 2026, with 74% of companies hiring contractors do so for project or short-term needs. Other reasons include headcount limitations, and a “wait to try” attitude. 

- AI-driven workplace: 78% of the businesses expect up to half of their workforce to need reskilling due to AI advancements.

- Employers are looking for talent with skillsets in critical thinking and fact-checking, data analysis, and who are highly adaptable.

- Top concerns by professionals over AI adoption at the workplace include having their jobs displaced due to automation, bias or unfair treatment due to algorithms, and the lack of relevant training.

The rapid growth in demand for AI and data skills plus the automation of transactional roles dominated the job market in 2025. Employers focused on a skills-based workforce planning approach, invested in targeted upskilling/reskilling (AI, cloud, data), and used AI to automate screening and candidate engagement. 

At the same time, talent with skills in AI, data and cloud were more mobile, while mid-career professionals saw stronger incentives to reskill. Increased competition for AI-savvy candidates led to more selective hiring and higher packages in those niche areas. 

Companies took a cautious approach to pay reviews and pay planning, with talent with in-demand skillsets benefitting from stronger pay adjustments. Some companies had stagnant salary growth, however. Companies have had to balance the cost of living and the pressure of retaining talent in terms of increments and benefits. 

Contract or gig roles continued to be made available to support business needs, while those in slower sectors faced slower hiring and more contract roles.

2026 industry predictions for Singapore

2026 will see the prevalence of AI usage, sustained careful wage management to persist, and a stronger demand for flexible workforce models. There will be continued demand for AI, data and cloud skilled talent. Companies will continue to focus on skills-based hiring, instead of looking at traditional qualifications, as well as internal mobility and talent development programmes to retain and nurture talent. 

As Singapore companies respond to the volatility and agility required in the market, the workforce will see traditional permanent roles matched with an increasing number of contract positions and project-based hiring, forecast Robert Walters.

“Gone are the days of market-wide increments. Attracting and retaining talent has become more challenging due to the volatility and pace the market is working to, combined with cost pressures and lack of skilled talent in all areas. Companies will need to stay flexible, explore employee value proposition (EVP) offerings to draw talent, and tap on analytics for market intelligence and workforce planning.

"Employers can also look into tapping on executive recruitment firms to source for leadership talent, and use leadership assessment and coaching to retain and evolve talent. They can invest in contractors to meet the pace and project-based work requirements, and look into outsourcing and managed services to support business scale and control costs,” said Kirsty Poltock, Country Manager at Robert Walters Singapore.

Other Singapore-based insights from the Salary Survey include:

Soft skills valued by employers include interpersonal, communication and collaboration skills (65%), problem-solving and critical thinking (59%), and having a positive attitude, emotional intelligence and empathy (44%). 

The functions that are likely to see the highest attrition (defined as the number of respondents who will be looking to change jobs in 2026): 

- Supply chain & procurement (82%)

- Accounting & finance (79%)

- Tech & transformation (78%)

- Sales & marketing (78%)

Top functions which can expect pay rises in 2026: 

- Accounting and finance (98%)

- Supply chain & procurement (98%)

- Sales & marketing (97%)

- Human resources & business support (97%)

The top in-demand professions for 2026 are:

- Accounting & finance: financial analysts, finance business partners, finance managers 

- Banking & financial services: fintech & quantitative specialists, risk & compliance specialists, wealth & portfolio managers 

- Human resources & business support: HR business partners, HR generalists, transformation specialists 

- Sales & marketing: Head of growth, GM, marketing automation specialist 

- Supply chain, procurement & logistics: supply & demand planners, supply chain project managers, analysts 

- Technology & transformation: cybersecurity specialists, data/AI engineers, cloud engineers

By industry:

Tech & Transformation

● Demand for talent: very high 

● In 2025: With strong interest in AI adoption, there is a sharp rise in demand for skillsets related to AI, cloud and data. New data centre projects and capacities boosted hiring volumes in infrastructure, engineering and operations. Cost pressures kept headcount growth for permanent positions to the minimum, while driving contract hiring and offshoring. 

Professionals were more open towards contracting. Hybrid work stayed the norm, but has created new challenges around employee engagement and productivity.

● In 2026: Cost pressures will see companies maintain a flexible mix of permanent and contract employees. Employers will need to show stronger local representation in their workforce.

Key trends

● Employers are moving towards a skills-first approach, with a heavier focus on practical assessments, real project experiences and proof of skills. 

● Evolving talent strategy with roles that were once offered permanently increasingly filled by contract talent, in particular for project-based and transformation-heavy work, such as in cloud, data, AI and cybersecurity. 

● While global talent will remain important, regulatory scrutiny around Employment Passes will see local talent have an advantage during the hiring process. 

Sought-after professionals

● Permanent roles: Commercial roles such as sales and presales talent, AI/machine learning (ML) and data engineers, cybersecurity specialists especially in cloud and data centre security.

● Contracting: Cloud engineers, DevOps, cybersecurity specialists, data and AI engineers.

● Nearly eight in 10 (78%) professionals are looking for a new job, and 37% are confident about job opportunities in the sector. 

● What talent value most: excellent compensation & benefits, flexible work arrangements, and job security. 

● Valuable soft skills include change management, critical thinking and problem solving, collaboration in hybrid cross-functional teams, and the ability to influence and communicate with business leaders. Adaptability and learning agility are also prized, especially for contractors.

Robert Walters says:

● Talent are advised to develop adaptability across tools and platforms, deepen their domain knowledge and carve out specialisations in niche technologies.

● Companies that are looking to attract and retain talent should be competitive (move quickly on offers, competitive salaries on scarce roles), be efficient (streamline the recruitment process, build an alumni pool of contractors), and showcase clear career value (help professionals see how they can grow in a role).

Salaries 

Permanent roles are expected to see their pay rise at a stable rate, while skills such as AI, cloud and cybersecurity continue to seek high premiums. Similarly, contract roles for domains like cloud, data and cybersecurity are expected to see increases in rates. 

● More than nine in 10 (93%) of businesses are giving pay rises, while 85% of professionals are expecting a pay rise in 2026.

Future-proofing against AI

Roles with repetitive and standardised tasks, such as entry-level data reporting, low-level programming, and first-line IT support are most vulnerable to automation. Professionals need to show a strong grasp of their domain expertise, understanding of AI governance, and an ability to harness AI in daily work. In- demand skills include stakeholder management and business storytelling as well. 

Banking & financial services

● Demand for talent: very high 

● In 2025: Firms kept a closer eye on costs and hired more selectively, focusing on skills that directly supported business priorities. 2025 saw AI move from pilot to practice in the industry, particularly in risk and operations. 

On the contract front, demand reduced for manual operations while new roles in AI implementation and oversight were created. Stricter compliance requirements saw an increased demand for risk management and regulatory reporting skills. 

● In 2026: A growing preference for contract positions and an emphasis in skills and agility in terms of hiring. They will take a skills-based approach and prioritise a candidate’s abilities. Contract and project-based hiring, as well as cross- border hiring will increase, particularly for niche talents in areas such as quant, fintech, private equity and private wealth. 

With tightened regulations in areas like digital assets, environment, sustainability and governance (ESG) disclosures and anti-money laundering (AML) and know your customer (KYC), there will be a surge in hiring for compliance and risk projects.

Key trends

● A rise in contract and project-based roles, offering flexibility under hiring freezes or headcount caps. However, contracts for transformation or regulatory projects will be shorter-term (six to 12 months).

● Hybrid and 'contract-to-perm' are becoming the norm. While remote work is accepted for certain roles, most roles will be hybrid. According to Robert Walters, there is an increasing trend to convert contract staff to permanent positions when headcount frees up.

Sought-after professionals

● There is consistent demand for roles that sit at the intersection of strategy, regulation and technology - fintech professionals, quantitative (quant) specialists, wealth and portfolio managers and risk and regulatory experts with strong technical depth. 

● Demand has increased for contract roles for risk and compliance specialists, internal auditors that specialise in financial services, and treasury operations specialists. 

● What talent value most: Excellent compensation and benefits, flexible work arrangements, and job security 

Soft skills including adaptability, clear communication, and the ability to influence will help talent advance in their careers. Stakeholder management and problem-solving skills will also be valued among contract roles. 

Robert Walters says:

● Schedule flexibility has become a baseline expectation to attract and retain talent. Companies can also appeal to contract talent by focusing on the strengths of flexibility and autonomy, exposure to cutting-edge projects, and offering clear career progression pathways.

Salaries

Base salaries to hold steady, with selective premiums for scarce skills and domain expertise in AI, risk and ESG. Bonuses will be linked to individual performance.

● Nine in 10 (91%) of businesses are giving pay rises, while 92% of professionals expect a pay rise in 2026. 

● Seven in 10 (69%) of professionals are looking for a new job, and 46% are confident about job opportunities in this sector. 

Future-proofing against AI

Positions that centre around repetitive and manual tasks like transaction processing, basic compliance checks and data reconciliation are vulnerable to automation. Professionals need to build data fluency, sharpen their judgement and communication, stay updated on AI-related regulations, and step into roles where human insight complements technology, Robert Walters advised.

Accounting & finance

● Demand for talent: very high 

● In 2025: AI, automation and data analytics were adopted, while businesses battled cost pressures stemming from US trade tariffs and other geopolitical shocks. Demand rose for talent with the rare combination of finance and IT skills, as well as contract roles for tech-savvy, data-fluent candidates who can improve automated processes.

Companies managed costs by outsourcing roles that were transactional in nature to countries with lower labour costs, or moved more to contractors. Back-office and repetitive accounting roles, such as accounts payable and accounts receivable (AP/AR), were offshored or filled by local contract talent.

● In 2026: AI is now common in many workflows, prompting a shift in hiring and role expectations. Technical skillsets such as data analytics will be a key feature in the hiring market. A skill-based approach will be taken in hiring talent with these in-demand skillsets. 

Contract hiring will increase for all roles. Hiring processes have lengthened, especially for contract roles that may be converted to a permanent one. Singapore continues to struggle with a shortage of talent with technical skills.

Key trends 

● Soft skills such as storytelling and communication will become more important, especially for accountants, positions in accounts payable and accounts receivable, and financial analysts (reporting). 

● Demand for hybrid talent who combine domain knowhow (e.g. audit, regulatory, financial planning and analysis) with technology, analytics or sustainability literacy.

● Hiring processes to lengthen for both permanent and contract non-transactional roles, which will continue to stay in Singapore. Companies will consider case studies, cultural assessments, up to three more rounds of interviews.

Robert Walters says:

● Professionals should also learn how to collaborate with AI in their daily work, using these tools to their advantage. Professionals in less transactional roles can hone their soft skills in data storytelling, presenting findings and collaboration with other business units. 

● Companies look at shortening/condensing interview processes, and define critical skillsets clearly. They should also look to foster a great workplace culture to better attract and retain talent. Flexible work arrangements and competitive compensation remain baseline expectations for most job seekers.

Salaries

Expected to stay flat for permanent roles, with a slight increase (2-5%) for contract roles. However, niche and strategic roles that are in demand, as well as candidates with strong technical capabilities, will see higher increases.

Future-proofing against AI

Task-heavy and transactional roles (junior accountant, account executive and AP/AR) are most prone to automation via AI, robotic process automation (RPA) and intelligent document processing. 

Job seekers should look at upskilling themselves with technical skillsets in data, Power BI, enterprise resource planning (ERP), and consider career pathways in finance analyst, financial planning and analysis (FP&A), or business partnering. 

Sought-after professionals

- Financial analysts

- Finance business partners 

- Finance managers 

● What talent value most: Excellent compensation and benefits, Job security, and Flexible work arrangements.  

Salaries 

● Almost all (98%) businesses are giving pay rises in 2025, while 86% of professionals expect a pay rise in 2026. 

● Nearly eight in 10 (79%) of professionals are looking for a new job, and 50% are confident about job opportunities in this sector. 

Human resources & business support

● Demand for talent: very high 

● In 2025: A conservative approach to hiring, with a focus on redesigning the HR function to meet new business objectives, and roles offshored to lower-cost countries. The introduction of the Tripartite Guidelines on Flexible Work Arrangements in 2024 saw HR departments design frameworks to balance flexibility and productivity. 

Contract and interim hiring grew in momentum with an increased demand for experienced contract professionals in areas such as human resources information systems (HRIS) implementations, restructuring projects, compensation benchmarking and employee wellbeing.

● In 2026, businesses will expect more from HR professionals as team sizes shrink and AI integration happens. HR skillsets in business partnering and total rewards will be the key focus. HR teams will also need to drive workforce agility, implement digital HR solutions, and ensure both flexibility and performance. 

Trends 

Blended workforce models remain a key focus. Demand is expected to go up for HR transformation or fractional HR leadership roles.

Sought-after professionals 

● Experienced HR business partners who can balance strategic and operational responsibilities. There is strong demand as well for roles within total rewards, and compensation and benefits. 

● HR project managers and transformation specialists. Professionals with a proven ability to lead change initiatives will have an advantage. 

HR generalists are also in demand. 

● What talent value most: Excellent compensation and benefits, job security, and inspiring colleagues and culture.  

● Soft skills include compassion, firmness and fairness to support a workforce in transition. Professionals who can build trust, inspire teams and communicate clearly will stand out.

Robert Walters recommends: 

● Companies are encouraged to put a robust talent management programme in place. Opportunities for lateral or internal moves will help keep top talent motivated. They can also take a holistic approach to talent attraction and retention, from regular benchmarking of compensation and benefits, blended workforce strategies, to promoting transparency in areas such as hybrid work decisions and performance evaluation.

Salaries

Salaries may dip for some roles in HR, while increments will remain flat for permanent roles. Contract roles are expected to see salaries increase at usual rates (5-10%), as well as through the introduction of completion bonuses, flexible leave policies and extended benefits. Increments will depend on roles, with steady increases for HR business partners with regional exposure and stakeholder management experience.

● The vast majority (97%) of businesses are giving pay rises, while 90% of professionals expect a pay rise in 2026.

● Nearly three quarters (73%) of professionals are looking for a new job, and 47% are confident about job opportunities in this sector.

Sales & marketing

● Difficulty in hiring talent: very high 

● In 2025, lower B2C sector consumer spend saw companies flatten workplace structures, with roles at junior and senior levels being made redundant, and mid-level management employees stretched to cover operational and strategic tasks. On the contract front, roles are often offshored and have a shorter term (e.g.: from 12 months down to 6 months). AI adoption has also led to companies being able to function with smaller teams. 

In 2026: AI-skilled workers will be prioritised, while there will be reduced demand for entry-level executional roles. Senior digital specialists will be more in demand.

Trends 

● On the B2B front, companies are looking to hire revenue-generating roles to help achieve their sales targets, with a reduced focus on marketing roles. 

● Due to cost-cutting measures, companies are merging roles and responsibilities. Employers value candidates with more generalist experience and hybrid experience to cover a wider scope of responsibilities.

● Companies are moving their regional hubs and talents to lower-cost markets like Thailand or Malaysia. Compared to 2025, there will be significantly fewer senior leadership roles based in Singapore.

Robert Walters recommends: 

● Companies should have a strong employer brand. They should think about succession planning, be transparent and communicate career outlooks. identifying talents to groom for succession, offering skills-based career mobility, inventing in AI and marketing tech training budgets will help employees evolve. 

● Companies are increasingly valuing candidates with more generalist experience, and using automation to cut costs and increase productivity, hence replacing roles in content writing and basic design. Thus, professionals need to have the willingness to take on an expanded portfolio to remain relevant and in demand in today’s workplace.

● Professionals are also advised to maintain a healthy and robust network, creativity rooted in culture and emotion, and have good commercial judgement.

Sought-after professionals

● Revenue-generating roles such as sales directors, GMs, and heads of growth. Contract roles for customer relationship management (CRM) and marketing automation specialists, and AI-enabled specialists (performance and growth marketers, content strategists) are also required.

● What talent value most: Excellent compensation and benefits, job security, and inspiring colleagues and culture.

● Soft skills in demand include leadership experience, adaptability, ability to collaborate across functions, being a strong communicator who can articulate and drive compelling outcomes.

Salaries

Permanent roles may see salaries stagnate, with some executional roles likely to regress. For contract roles, employers may use bonus/incentive pay, stock options, and non-monetary benefits (such as flexible work and upskilling allowances) more aggressively than large fixed salary increases. Niche and talent-scarce sectors (healthcare, life sciences & diagnostics) may see better increases. 

● The large majority (97%) of businesses are giving pay rises, while 92% of professionals expect a pay rise in 2026. 

● Seventy-eight percent of professionals are looking for a new job, and 61% are confident about job opportunities in this sector.

Future-proofing against AI

Roles related to content creation, as well as contract roles that are junior or executional in nature (e.g. in content, social media, performance marketing operations, basic customer relationship management or CRM) are most at risk. 

Professionals should think about growing the pipeline, increasing conversions, and build AI skillsets such as data and analytics, and martech. As AI cannot replace relationships, professionals should maintain a healthy and robust network, creativity rooted in culture and emotion, ideally with commercial judgement.

Supply chain, procurement & logistics

● Difficulty in hiring talent: high 

● In 2025: The sector remained subdued throughout the year as businesses faced mounting challenges - Inflation, geopolitical shocks, and changing immigration controls created significant volatility. It also adopted a cautious “wait-and-see” approach. There was significant offshoring from Singapore to lower costs.

Ongoing expansion of technology and sustainability efforts defined demand for contract positions. Companies sought tech-savvy professionals but struggled to find talent in niche areas such as Blockchain implementation of AI-powered logistics optimisation. Companies also doubled down on efforts to reduce their environmental impact.

In 2026: The industry will be increasingly focused on risk management, resilience, sustainability, and digital transformation. Automation and AI are reshaping traditional roles, particularly those involving planning, inventory management, operations, and procurement. 

Trends

Demand for roles that can help businesses align operations with ESG mandates - green procurement practices, carbon reduction strategies, circular supply chain design - will be highly sought after. Contract roles will also increase as companies seek greater flexibility amidst headcount restrictions and economic uncertainty.

Sought-after professionals

● Professionals with skills in strategy, analytics, and AI model prompting will be highly sought after as companies implement and stress-test new systems. 

● Trade compliance specialists with expertise in free trade agreements (FTAs) and data analytics, as well as adaptable, technologically-proficient candidates who can effectively manage data tools are prized.

● Supply chain project managers are also in demand. 

● Contract roles related to demand planning, supply planning and supply chain transformation will be in demand. 

● What talent value most: Excellent compensation and benefits, flexible work arrangements, and job security.  

● Soft skills that are good to have include the ability to communicate and collaborate well with others, as well as strategic thinking, problem-solving and resilience to drive innovation and solve complex challenges.

Robert Walters recommends: 

● Companies are encouraged to provide upskilling opportunities, as they can help raise productivity, and help employees develop a healthier relationship and stronger adaptability to change.

● Attractive compensation packages remain necessary for specialised and strategic roles, as these talents remain in short supply. Hybrid and flexible work models will remain key as candidates value work-life balance.

Salaries

Salaries for permanent roles are expected to remain flat, with companies possibly exploring non-monetary benefits. Contract roles can expect a rise of 5-8%, though specialised roles may see increments of up to 10-15%.

● Almost all (98%) businesses are giving pay rises, while 87% of professionals expect a pay rise in 2026.

● Eight in 10 (82%) professionals are looking for a new job, and 56% are confident about job opportunities in this sector.

Future-proofing against AI

Roles heavy on repetitive supply chain work, data entry and inventory management are at risk or being replaced as more companies integrate AI. Professionals are advised to focus on picking up technologies such as data analytics and AI, as well as to improve human-centric attributes that AI cannot replace, such as emotional intelligence and business partnering skills.

Explore

Read the Robert Walters Salary Survey at https://www.robertwalters.com.sg/salarysurvey.html

*Salaries shown in the Robert Walters Salary Survey are based on an analysis of placements made across our network of offices and specialist disciplines during the course of 2025.

Now in its 27th year, the Survey is used by employers, HR managers and employees for benchmarking salary levels within their industries.

Robert Walters surveyed 361 professionals and companies in Singapore in September 2025 to get feedback on their main expectations or concerns for the year to come with regards to salaries, career changes or staff retention.

Slack: Job stability, security as important as salary for talent retention

Source: Slack infographic. More than half of all Singapore knowledge workers feel burned out, with nearly half thinking of changing jobs in 2023.

Talent retention is going to be rocky going forward. The impact of the pandemic, the uncertain economic environment, and the burnout experienced by over half of Singaporean knowledge workers in the last year, have irrevocably changed what employees want from their leaders, according to new Slack research*.

The study, Leadership and the war for talent, based on a survey of over 1,000 Singaporean knowledge workers, found that Singaporeans now value stability and job security (53%) more than salary (40%) when it comes to choosing the company they work for; while having a good manager (31%) was almost as much of a consideration as salary.

Survey respondents also identified teamwork and collaboration, transparent and trustworthy leadership, flexible work, and employee wellbeing as the four biggest factors in driving organisational success - all of these factors are valued more highly than financial achievement. When it comes to flexible working, over two-thirds of Singaporeans want to be trusted to do their job regardless of location or the hours worked.

With nearly one in two Singaporean knowledge workers considering moving jobs in the next year, and 16% admitting to ‘quiet quitting’ - fulfilling the requirements of their job but not going above and beyond - it’s critical for leaders to act, Slack said. The company advises that leaders ensure their own leadership style will impact employee engagement and motivation negatively. This means:

- Focusing more on soft or ‘power’ skills - human-centred, interpersonal skills related to areas such as collaboration, social and emotional intelligence; 

- Analysing the time employees are spending on unproductive tasks; 

- Exploring ways to elevate productivity with collaborative technology; and 

- Figuring out how to meet the varying expectations of employees from different generations, who prefer to work in different ways.

Shweta Verma, Country Manager, Singapore, Slack said, “The reality is that many Singaporean professionals are burnt out. Leaders have an obligation to address this – not least for the wellbeing of their employees, but also to drive the productivity of their organisations. As we continue to go through one of the biggest workplace experiments of the century - moving from physical offices to digital headquarters - it’s critical that employers demonstrate sound, positive leadership. By harnessing collaborative technology at scale, and engaging employees in ways that best suit them, leaders can help drive productivity and a happier, more engaged workforce.” 

Poor leadership leads to burnout, quiet quitting

Slack’s research draws a clear link between poor leadership and a dip in employee morale and productivity. Only half of Singaporean professionals say they feel inspired by their leaders, and the same number find their leaders “stuck in their ways of working.”

‘Quiet quitting’ is strongly linked to poor leadership as well – over half (51%) of those who ‘quiet quit’ reported having poor leaders.

According to the study, employees with poor or average leaders feel they have much less of a voice, and less control and autonomy over their work. Additionally, they reported more of a disconnect between leaders and employees, and reported culture feeling more forced. 

Collaborative technology as potential ‘power tools’ for boosting leadership

The Slack study showed a strong correlation between those respondents that hold their leaders in high regard and those whose leaders embrace the use of collaborative technology. Interestingly, these respondents were also identified as feeling highly connected to their organisations. Contrastingly, those who deemed their leaders as technology laggards in this area say they are more likely to quit their job.

Nearly two-thirds of Singaporean knowledge workers saw collaboration tools as enabling them to be productive, among other benefits. These include being able to free up time by automating work, getting information to the right people quickly, speeding up the implementation of projects, improving communication with leadership, prioritising tasks, and achieving faster feedback loops. 

The real reason Singaporean knowledge workers don’t have enough hours in the day

The potential value of collaboration tools on organisational success becomes more pronounced, Slack said, when looking at the amount of non-productive time that Singaporean knowledge workers say they are spending on routine and often mundane tasks.

For example, nearly a third of respondents feel that it takes them too long to find information internally, and that internal processes take up too much of their day. A similar number find that communicating across the company, within big teams and across time zones is slow due to delayed responses. Where this is the case, around a quarter of this group say they are spending over an hour a day on these activities, which can be accelerated through collaboration technology. 

Mind the generation gap

The survey shows significant generational differences in employees in Singapore in terms of what they expect from their leaders, making it clear that people management is not a one-size-fits-all.

Gen Z are the most concerned with wellbeing, having a highly social culture and desiring empathetic leaders. While they are more likely to be inspired by leadership, they are the most likely to switch jobs.

Millennials also want a focus on wellbeing, transparent and trustworthy leadership, and a great employee experience. They are the most likely to feel a disconnect between leaders and employees, and have the highest levels of job dissatisfaction. This group leans in most to the use of collaboration tools.

Gen X places the greatest importance on flexibility, transparent and trustworthy leadership, and are the least concerned with wellbeing. They want their employers to have a consistent purpose, supported by robust processes. They are the least interested in technology and innovation.

Baby Boomers are middle of the road on most things, but are particularly favourable towards having robust processes, clear KPIs and accountability frameworks, and to have a clear level of autonomy in work.

Cooling down the burnout

The research also showed some clear differentiation between what Singaporean knowledge workers across different industries are feeling and looking for:

IT and technology: Respondents from the tech sector gave the highest scores to their managers for being competent and communicating well. Although not inspirational, IT leaders are seen to lead by example. Perhaps, as a result, IT workers are less likely to feel burned out, Slack suggested.

Financial services: Notably much less focused on teamwork, collaboration and wellbeing as being the keys to success, respondents from the banking sector were the most likely to want more meaning in their job. They also reported some of the highest rates of burnout, dissatisfaction and quiet quitting.

Retail: Singapore’s retail knowledge workers seem to be more positive than their peers in other industries right now. Half (51%) say they feel strongly about doing the right thing by their employer and are happy to go “above and beyond”. At 42%, retail also has the lowest proportion of workers who say they’ve felt burned out during the past 12 months.

Government: There seems to be a significant opportunity in Singapore’s government sector to tap into the benefits of collaborative technology, Slack notes. More than half (56%) of government employees say that email is still their primary method of communication with customers and partners - a proportion significantly higher than other industries in the survey. Government workers are also more likely to be working from a mix of home and office environments, with around two-thirds (67%) saying they are working this way.

A new perspective on the office

While employees are increasingly working from home, the office environment is still valued, the Slack study found. When asked what they felt the office was best suited for, Singaporean knowledge workers cited team building, social connection, collaboration and brainstorming, and one-on-one/development meetings. Activities like progress updates, company town halls, learning programmes and knowledge sharing sessions were perceived as less critical if they are held in an office. This suggests that a lot of time can be potentially saved by conducting these activities virtually, using collaborative technology.

Explore 

Read the Leadership and the war for talent report.

*Slack’s new research, conducted by Honeycomb Strategy, was based on responses from 1,000+ Singaporean knowledge workers within organisations of 100+ employees.

This is the second iteration of this Slack research in Singapore, with The Reinvention of Work study carried out in October 2021. The Slack State of Work report, a global survey including 1,000 Singaporean knowledge workers, is similar research that was carried out by GlobalWebIndex in March 2020, prior to the pandemic.

Singapore employees want career prospects and a good work environment

Source: CareerBuilder Singapore. The attributes of an Employer of Choice.

According to the Employer of Choice Survey* 2017 by CareerBuilder Singapore, it takes more than the common strategy of offering a good salary to attract and retain talent. The survey found that employees in Singapore rank good career growth and a non-discriminatory work environment above monetary compensation as top deciding factors for their ideal employer. 

Source: CareerBuilder Singapore. What an ideal job looks like.

Respondents valued the ability to learn and grow in a job and a conducive and pleasant environment, with attractive pay, bonuses and monetary compensation only coming in as the third most important factor. Other key factors being considered include job security, a comfortable physical work environment, and good employee benefits.

Source: CareerBuilder Singapore. Why people switch jobs.

When it comes to switching jobs, almost two in three respondents cited a “lack of career growth opportunities” as the top reason to do so. This is significantly higher than other reasons such as an unfriendly work culture and unhappiness with their bosses.

Pull factors that encourage potential employees to view a job as ideal are likewise rarely related to money alone. Good relationships with colleagues and bosses, as well as a respectful work culture that offers work-life balance and advancement opportunities are other important attributes in an ideal job.

While employees generally prefer working in the public sector over the private sector, there is a growing trend for startups to be seen as highly attractive employers. The survey this year showed close to 59% (an almost 10% rise compared to last year) in those stating that they would be interested and willing to work in a startup. The top reasons cited were that startups provide “lots of learning opportunities” (84.8%), opportunities to work closely with a group of passionate and enthusiastic colleagues” (66.4%), along with an “exposure to a wide spectrum of job roles” that employees might not necessarily be exposed to in larger or more established companies.

The top five startup employers of choice were Carousell, then Redmart, Uber, Honestbee and Ninja Van.

“The Employer of Choice Survey 2017 results offer interesting insights to how any company, big or small, can stand out, draw and retain talent. Contrary to the common belief that job-seekers only want money, small and medium sized enterprises (SMEs) and startups too can have a fair chance at securing good employees with an informed understanding of what matters most to job-seekers,” said Sam Ng, MD, CareerBuilder Singapore.

Other survey findings include:

· Tech companies are seen as highly preferred employers. Out of the top 10 employers listed in the private sector Employers of Choice category, five were tech companies. For three consecutive years, tech giant Google has been seen as the most preferred Employer of Choice in the private sector. Apple ranks No. 2, followed by Singapore Airlines, the Changi Airport Group and 3M for private employers of choice. Other tech companies which were ranked favourably include Microsoft and Facebook.

In the public sector, the top five Employers of Choice were, in order of preference, the Monetary Authority of Singapore, Singapore Tourism Board, Civil Aviation Authority of Singapore, Central Provident Fund Board and the Ministry of Education.

The SME list included music, lifestyle and experience specialist Timbre Group in first place, followed by Zouk Management, WTS Travel & Tours, Garena Online and Jumbo Seafood.

· Passion is top priority: the majority of job-seekers chose to enter a specific industry due to their keen interest in the line of work, followed by the industry’s relevance to what they studied in school. Among the various industries, the banking/finance/investment industry (21%), as well as the government/civil service/military industry (19.6%) and the healthcare/medical industry (17.9%) were the most preferred industries to work in. The results show that job-seekers seem to follow their passion when it comes to choosing a job.

· Fresh graduates expect promotions fast, along with work-life balance. Among fresh graduates who were polled, one in two (53%) expect their first promotion within two years of being employed in a company. Close to one in three fresh graduates also expect to be promoted to a managerial role by the third year of their employment. However, the survey also found that despite the huge desire to climb the corporate ladder, most of the fresh graduates polled (68.5%) were only willing to put in the standard hours at work, which suggests that they value work-life balance quite significantly.

· Employees seek jobs online, as opposed to the traditional newspaper classified advertisements. Respondents continue to rely heavily on online resources and word of mouth to find jobs. Online job portals (45.5%) were the most commonly used channel, followed by ads, banners, emails, features and news on the Internet (33.5%), connections through family and friends (26.7%), and social media (25.3%).

*The Employer of Choice Survey 2017 was conducted between May to September 2017 among close to 3,000 working adults as well as tertiary undergraduates, aged 16 years and above.

Diversify incentives to retain talent, Robert Half says

§ Forty-three percent of Singaporean employees say they would be willing to receive lower pay in exchange for flexible working hours, 37% in return for the option to work from home and 28% for medical benefits.

§ Sixty-nine percent of Singaporeans are motivated by more than just pay.

Independent research* commissioned by specialised recruiter Robert Half shows many Singaporeans may value work-life balance more than higher pay.

With 69% of Singaporeans saying they are motivated by more than just pay, the Robert Half 2017 Salary Guide has found many Singaporean employees consider work-life balance options to be more attractive than higher pay. Almost half (43%) of Singaporeans would accept less pay in exchange for flexible working hours, and more than one in three (37%) would prefer the option to work from home over a salary increase.

Non-financial benefits are a clear motivator for Singaporeans, Robert Half said, as more than one in four (28%) would accept a lower wage in return for more medical benefits, and one in five (20%) would prefer an increased holiday allowance.

Matthieu Imbert-Bouchard, MD, Robert Half Singapore said: “While salary is still the most vital element of a remuneration package, flexibility has become increasingly important, with many Singaporeans starting to prioritise other benefits that positively impact their work-life balance.”

“In an indication that non-monetary benefits can be a prime motivator in the workplace, flexible working hours, additional holidays and the option to work from home are highly sought-after, contributing to a satisfied, motivated, productive and loyal workforce.

“In a fast-paced working environment where employers are confronted with a continuous war for talent, employers need to diversify their incentives offerings – and look beyond the financial aspect - in order to attract and retain their best talent.” 

The 2017 Robert Half Salary Guide is a resource on starting salaries and recruitment trends in finance and accounting, financial services and information technology. It offers a comprehensive overview of the current salary ranges, industry trends and specific job trends for finance and accounting professionals, finance professionals in the financial services sector and information technology professionals. The results and insights of the 2017Robert Half Salary Guide are based on comprehensive analyses, local job placements, local expertise and independent research of executives and office workers. For the first time Robert Half has also aggregated its data with Broadbean job posting data (a digital tool that captures job advertisement analytics and talent acquisition behaviour).

Robert Half a specialised recruitment consultancy. Founded in 1948, the company has over 325 offices worldwide providing interim management, temporary and permanent recruitment solutions for accounting and finance, financial services and technology professionals.

Interested?

Download the 2017 Robert Half Salary Guide

*The research is developed by Robert Half and was conducted in February 2017 by an independent research firm, surveying 100 finance and accounting, 100 technology and 100 financial services employees in Hong Kong.

posted from Bloggeroid

Give a me a raise if you want to keep me: Singapore IT professionals

• Starting salaries for Singapore’s IT professionals are set to grow by an average of 3.2% in 2017.
• Security Analysts, IT Risk professionals and Infrastructure Architects are set to receive the highest salary gains in 2017.
• More than half (51%) of technology professionals in Singapore think they are not being paid a fair salary in relation to their role and job duties with 47% saying their pay is not in proportion with their workload/responsibilities.
• Almost all (92%) say they are willing to accept a job offer with a higher salary if they felt they were not being paid a fair salary with their current employer, yet 70% are less inclined to look for a new job after they receive a pay rise.

Source: Robert Half. Singapore IT professionals expect pay rises in 2017.

Demand for highly-skilled IT professionals is heating up in Singapore, with salaries for specialised IT security professionals set to grow well above the national average. The 2017 Robert Half Salary Guide^ has identified the technology roles that can expect the highest pay gains in terms of starting salaries in 2017.

According to the Robert Half Salary Guide, IT professionals can expect an average starting salary gain of 3.2% in 2017, which is above the national salary growth of 2.7%* as identified by the Singapore Ministry of Manpower. Robert Half says that this suggests that companies are willing to pay competitively for top IT talent.

Pay and salary increases remain a primary motivator for Singapore’s workforce, also indicating IT professionals are more loyal to their company after a pay review. About half (51%) of Singapore’s IT workforce believe they are not being paid a fair salary considering their job responsibilities, with just under half (47%) saying their pay is not in proportion with their daily workload. As technology is now a major business focus, workloads have increased, highlighting the need for companies to continuously review their staff’s remuneration packages to ensure high workloads are offset by a competitive salary, Robert Half notes.

Emphasising the need to pay competitively, the independent Robert Half research indicates 92% of IT professionals say they are willing to accept a job offer with a higher salary if they felt they were not being paid a fair salary with their current employer. Despite this, 70% change their minds when they receive a pay rise, being less inclined to look for a new job.

Matthieu Imbert-Bouchard, MD, Robert Half Singapore said: “Companies are increasingly implementing new and innovative technologies and demand for skilled IT professionals continues to rise, resulting in upward momentum on starting salaries for professionals in this sector. In a candidate-short market, Singaporean businesses are prepared to pay competitively to secure the best IT talent.

“With the growing risk of cyber-attacks, many businesses take a pre-emptive approach to cyber-security by either creating their own in-house team of IT security specialists or relying on security consultants. Companies realise they are competing for a limited pool of top candidates, leaving highly skilled and experienced Security Analysts, Security Consultants and IT Risk professionals across industries in a good position to negotiate above-average salary gains in 2017.”

“Singaporean companies are currently in the race for digitisation and those that are quickest to adapt and at the cutting edge of innovation will be able to gain the strongest market share. Because of this digital acceleration, the shortage of skilled IT professionals who are able to manage complex IT systems, data and analytics projects is becoming more apparent.”

Protecting the integrity of both IT systems, networks and data has become a top priority of many Singaporean companies, and Security Analysts and IT risk professionals play a key role here, which is why they can expect above-average salary gains for the year ahead. Additionally, Big Data Specialists who are able to go above and beyond to support their organisation’s enterprise infrastructure are currently in high demand yet challenging to find. Highly skilled Infrastructure Architects who possess strong leadership and communication skills to effectively lead a team and communicate complex IT terms, can also expect substantial salary growth in 2017.

“The best way for IT professionals to increase their pay is to specialise their skillsets and become highly valuable to their organisation in an ‘add-value’ role. The most sought-after IT professionals, who are able to negotiate well above the industry average, are those who are familiar with new security software and hardware, experienced in big data analytics, and have been involved in a digitisation project,” Imbert-Bouchard concluded.

	Job title	Industry	Years of experience**	2017 min***	2017 max	YoY growth4****
1.	Security Analyst/Consultant	Commerce and Industry	4-7 years’ experience	S$80,000	S$110,000	+ 18.8%
2.	Security Analyst/Consultant	Commerce and Industry	>10 years’ experience	S$115,000	S$155,000	+ 14.9%
3.	Security Analyst/Consultant	Financial Services	>10 years’ experience	S$130,000	S$180,000	+ 14.8%
4.	Security Analyst/Consultant	Financial Services	4-7 years’ experience	S$100,000	S$130,000	+ 12.2%
5.	IT Audit/IT Risk	Commerce and industry	4-7 years’ experience	S$70,000	S$90,000	+ 10.3%
6.	Infrastructure Architect	Commerce and industry	>10 years’ experience	S$120,000	S$150,000	+ 10.2%
7.	IT Audit/IT Risk	Financial services	4-7 years’ experience	S$100,000	S$130,000	+ 9.5%
8.	IT Audit/IT Risk	Commerce and industry	7-10 years’ experience	S$100,000	S$130,000	+ 9.5%
9.	Security Analyst/Consultant	Commerce and industry	7-10 years’ experience	S$100,000	S$130,000	+ 9.5%
10.	Security Analyst/Consultant	Financial services	7-10 years’ experience	S$110,000	S$135,000	+ 8.9%

Source: 2017 Robert Half Salary Guide

Interested?

Download the 2017 Robert Half Salary Guide

 

* Ministry of Manpower – Labour Force in Singapore Advance Release 2016

**Years of experience in IT/technology.

***Salaries refers to starting salaries. Salary figures provided vary according to level of experience, size of the company, sector, employee skills and the organisation itself.
 

****Salary difference between 2016 and 2017.

^The 2017 Robert Half Salary Guide is a resource on starting salaries and recruitment trends in finance and accounting, financial services and information technology. It offers a comprehensive overview of the current salary ranges, industry trends and specific job trends for finance and accounting professionals, finance professionals in the financial services sector and information technology professionals. The results and insights of the 2017 Robert Half Salary Guide are based on comprehensive analyses, local job placements, local expertise and independent research of executives and office workers. For the first time with the guide, Robert Half has also aggregated its data with Broadbean job posting data, a digital tool that captures job advertisement analytics and talent acquisition behaviour. 

The research is developed by Robert Half and was conducted in February 2017 by an independent research firm, surveying 100 technology, 100 finance and accounting, and 100 financial services employees in Singapore.

Aon Hewitt shares Malaysia perspective for Total Compensation Measurement study

Aon Hewitt, the global talent, retirement and health solutions business of Aon, has released the latest trends and insights from its Total Compensation Measurement (TCM) 2015 Study. Global TCM is Aon Hewitt's comprehensive compensation benchmarking study that covers 25,000 positions across 180 countries.

Salary increase by industry sector in Malaysia

While gross domestic product (GDP) is forecast to increase from 3.1% in 2015 to 3.6% in 2016 globally, the economic climate closer to home is a crucial element when making decisions related to employee rewards. Within Southeast Asia (SEA), Philippines and Vietnam experienced the highest growth in 2015 at 6% and 6.5% respectively and are projected to continue to enjoy the highest growth in 2016. Indonesia witnessed the highest consumer price index (CPI) at 6.8% in SEA year on year whereas Malaysia, the Philippines, Singapore, Thailand and Vietnam show a moderate CPI. Philippines has the highest unemployment rate at 6.3% in 2015¹.

The implementation of the goods and services tax (GST), drastic depreciation in the ringgit, and declining commodity prices were some of the factors affecting Malaysia's economy this year. Malaysia experienced a decline in GDP to 4.7% in 2015 and a projection of 4.5% in 2016, a slightly reduced CPI at 2.4% in 2015 and a projection of 3.8% in 2016, and a slightly increased unemployment rate at 3.0% in 2015 and 2016¹.

In this context, the Aon Hewitt salary survey shows stability with salary increases for 2015 at 5.6% and a projected increment of 5.8% in 2016². Prashant Chadha, Managing Director of Aon Hewitt in Malaysia said: "With a rocky 2015 and shrinking budgets, organisations must make rewards decisions not just with reliable data but also driven by the bigger picture and economic climate. Best Employers pair their rewards decisions with other aspects like performance, careers, culture, diversity, etc. to further strengthen their total rewards approach in line with employee value proposition."

Aon Hewitt Total Compensation Measurement indicates that overall salary increments in 2015 and projected salary increment in 2016 remain relatively consistent across all employee categories whereas variable payouts (performance bonus) increased slightly in 2015 to about two to three months of annual base salary and are projected to remain stable in 2016. The Aon Hewitt 2015-2016 Malaysia Salary Increase Survey shows higher salary increase projections across most industries in 2016³.

Malaysia recorded the second highest involuntary turnover rate at 6% and third highest voluntary turnover rate at 9.5% in SEA this year. The Aon Hewitt TCM 2015 Survey in Malaysia shows the correlation between voluntary attrition reasons and retention measures, the top three being: "better external opportunity", "further studies" and "work life balance" while key measures taken to attract and retain employees are "pay above market", "improved work life balance" and "timely and meaningful feedback from managers"3.

Nur Amani Yusnida, Aon Hewitt Performance, Reward and Talent Practice Lead in Malaysia said: "With salaries and increases remaining stable since 2011 (average increase of 5.7% over the past five years) employers are taking the 'wait and see' cautious approach to budgeting salaries. The consistent theme seems to be 'doing more with less', optimising costs wherever possible. Voluntary turnover is trending down this year at 9.5% from 12.2% in 2014 reflecting the volatility and instability of the market conditions in Malaysia."

In addition, Aon Hewitt's recently launched Hot Topic Survey provides insights on how organisations are reacting to the recent economic environment impacting both employers and employees in Malaysia. The study reveals that the highest impact of the current economic environment on organisations comes from the depreciation of the ringgit followed by the implementation of GST. The recent road toll hike also has a significantly negative impact on employees. However, employees view the minimum wage increment and increased salary cap for Social Security Organisation (SOCSO) eligibility that was proposed in the 2016 Budget as positive.

To cope with higher living costs, 22% of organisations indicated their plans of providing higher salary increases than initially budgeted for and 7% of organisations are providing a one-off salary adjustment. Nearly half (47%) of organisations have revised their benefits programmes in the last two years, particularly the medical limits and mileage claims. About eight in 10 (76%) of organisations reported an increase in medical claims and almost three quarters (72%) indicated an increase in medical leave following the recent haze issue⁴.

Surendran Ramanathan, Aon Hewitt Southeast Asia Retirement and Investment Practice Lead said: "The current economic environment has adversely impacted both employer and employees, companies are facing budget constraints whilst employees are expecting to cope with the increase cost of living. Therefore companies should ensure their rewards dollars are spent more prudently to get the biggest bang for the buck."

Prashant  emphasised: "Based on our Best Employers Research and through numerous CEO and HR directors' interviews we note that, while organisations optimise costs, employees must continue to strive, and high performers will not only benefit from pay for performance but also from other career-linked total rewards to ensure retention and alignment to business goals."

The Aon Hewitt Best Employers - Malaysia 2015 Country Report shows that 78% of Best Employers combine structured, formal recognition programmes with manager-driven recognition as opposed to market average of only 40%. The study also revealed that Best Employers compensate their high performers 21% higher than their average performers. This differentiation results in higher employee perception in terms of recognition and performance impact on pay5.
The Best Employers have also shown their strength across all four pillars of Best Employers, specifically in high employee engagement, compelling employer brand, effective leadership and a high performance culture. The Best Employers enjoy 38% higher income than market average, attain 50% better growth in profits than market average and have filled 38% more job openings internally compared to market average.

Gap between rhetoric and reality in Malaysia organisations

1 International Monetary Fund (IMF)
2 Aon Hewitt 2015-2016 Global Salary Increase Survey
3 Aon Hewitt Total Compensation Measurement
4 Aon Hewitt Hot Topic Survey, November 2015. SOCSO provides social security protection to employees and their dependents through social security schemes to improve the employees' social wellbeing.
5 Aon Hewitt Best Employers -- Malaysia 2015 Country Report