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