Decades of market intelligence a question away

ISI, the proprietary data platform for global market intelligence, has launched AskISI, an AI-powered research capability within EMIS, its emerging markets company and industry intelligence research platform. 

EMIS has provided company and industry intelligence across emerging markets for over 30 years. That intelligence is now available as a conversational experience with AskISI.

Early users have found AskISI can cut the time needed to prepare a single market report by up to two weeks and reduce data compilation across a set of companies from roughly half an hour to seconds. 

“AskISI has transformed the way we conduct research by significantly reducing the time required to gather and analyse information—from 15–20 minutes to as little as 5 minutes. Its ability to synthesise information, provide credible source-backed insights, and deliver fast, targeted answers has greatly improved our team’s efficiency. Most importantly, the information is grounded in actual data, making it highly reliable and helping us avoid the hallucinations often found in other AI tools. 

"As we continue to use AskISI, its impact on streamlining and enhancing our research process keeps growing,” said Filipe Mesquita, Market Intelligence Coordinator at Tigre.

“AI is only as valuable as the quality of the intelligence behind it. With AskISI, we’re combining the power of generative AI with three decades of ISI trusted research and market expertise, helping our clients find answers faster while maintaining confidence in the sources behind them,” said Steve Pulley, CEO of ISI Markets.

“AskISI powered by EMIS is designed to accelerate research. Users can now find trusted answers quickly by leveraging EMIS’s rich ecosystem of research reports, news, and company filings, so they can focus on what they do best: making informed decisions and driving results.” said Diego Obere, EMIS MD.

Key capabilities of AskISI 

Faster research

AskISI delivers answers drawn from EMIS’ 2.7+ M research reports, 40+ M news articles, and company filings. 

Verified sourcing

Every answer is grounded exclusively in EMIS’ proprietary and licensed intelligence, with a direct reference back to the original source document. 

Broader research coverage

AskISI surfaces trends, non-obvious connections, competitive dynamics, and strategic signals that manual research may miss.

Built with EMIS analysts

AskISI’s methodology and outputs have been shaped by EMIS’ own industry and company experts, ensuring answers reflect the standards and context of EMIS’ existing research practice. 

Multilingual research

AskISI supports research across EMIS’s local, niche, and global content, originally sourced in 68 languages, allowing users to work across markets without needing translation. 

Details 

AskISI is available within EMIS today, with plans to roll out across ISI’s other product lines in the coming weeks.

Seven trends for China's F&B market

Source: Comexposium-SIAL Exhibition Company. Poster for SIAL Guangzhou.

SIAL in China and trend forecaster WGSN have identified seven emerging trends shaping China's food and beverage industry in 2026.

The insights follow SIAL Shanghai 2026, which attracted 183,302 industry professionals from 132 countries and regions, and over US$14 B in intended onsite transactions, according to organisers Comexposium-SIAL Exhibition Company. 

The Shanghai show, to return 18-20 May 2027, underlined demand around healthier snacks, functional foods, clean-label products, premium beverages and food-as-medicine concepts. These categories are expected to shape the 4th SIAL Guangzhou (西雅国际食品展[广州]). Guangzhou is widely recognized as the gateway between China's production base and Southeast Asia.

The broader product mix planned for SIAL Guangzhou 2026 also includes nutritional solutions, natural products, ready-to-drink beverages, new-style tea drinks, specialty coffee, beverage ingredients, sweeteners, concentrates, convenience foods and products for the silver economy.  

New-style tea drinks and specialty coffee are feeding demand for ingredients, flavours and formats that can be scaled across retail and foodservice. Functional foods are moving closer to everyday consumption, appearing in snacks, beverages and ready-to-eat formats. Convenience, meanwhile, is redefined: consumers still want speed, but increasingly expect better ingredients, stronger provenance, and a sense of occasion.

The seven trends are: 

- Digestive, wellness, dairy

Functional dairy products, including A2 dairy*, camel milk and nutritional solutions, are meeting growing demand for gut health and personalised wellness.

- Clean-label protein snacking

High-protein snacks and premium meat-based products are redefining convenient nutrition with cleaner ingredients and better textures.

- Tea-flavoured innovation

Tea flavours are expanding beyond beverages into snacks, dairy, coffee and confectionery, creating new product opportunities.

- Asian low-alcohol by volume (ABV) revolution

Tea cocktails, sparkling rice wine and ready to drink (RTD) beverages are bringing new experiences to younger consumers.

- Low-glycaemic index (GI) & functional bakery

Low-sugar, slow-release energy and functional bakery products are offering healthier ways to enjoy everyday foods.

- Mood & sensory snacking

Extreme sour flavours, cooling effects and multi-sensory experiences are transforming snacks into experiences.

- Food-as-medicine wellness

Herbal nutrition, botanical drinks and zero-sugar solutions combine traditional ingredients with modern wellness concepts. 

Taking place from 3 to 5 September 2026 at the Guangzhou Poly World Trade Center Expo, SIAL in Guangzhou arrives at a time when international buyers, distributors and retail procurement teams are looking more closely at supplier reliability, product differentiation and faster access to Asian growth markets.

The event is expanding to four exhibition halls this year, hosting over 1,500 exhibitors across 15 sectors. The ambition is to make South China’s edition a more prominent international sourcing platform, especially for buyers seeking export-ready Chinese suppliers and Asian market insight in the same place. 

New initiatives planned for 2026 include a Halal Food Village, reflecting rising demand from Muslim consumers across Southeast Asia, South Asia, and the Middle East as well as growing interest from retailers and foodservice operators looking for certified products with international potential. 

The village will showcase halal-certified products from China's major Muslim food-producing regions, including Xinjiang and Gansu, alongside international exhibitors and country pavilions, including from Thailand. 

With Indonesia, Malaysia, Bangladesh, Pakistan, and Gulf markets continuing to expand on halal food imports that respond to mainstream expectations around quality, convenience and innovation, the segment is expected to become one of the exhibition's fastest-growing categories. 

According to the organisers, the halal category also overlaps with clean labelling, traceability, premiumisation and food safety, all themes that resonate beyond Muslim-majority markets. 

The International Top Buyer Programme is another major part of the 2026 proposition at SIAL Guangzhou. Targeting procurement leaders from Southeast Asia, South Asia, Japan, South Korea, Mongolia, Hong Kong, Macao and Taiwan, the programme is designed to bring decision-makers closer to qualified suppliers through matchmaking, sourcing support, translation services, VIP networking, hotel accommodation and curated meetings.

Beyond sourcing, SIAL Guangzhou 2026 will include events such as the SIAL Innovation Awards, SIAL in China Awards, SIAL Snacking Awards, SIAL Cup Barista Challenge, SIAL Chic & Tea Contest, Match Me, SIAL White Paper Market Insights and SIAL Elite Hour.

Some of the buyers who will be present at SIAL Guangzhou 2026:

Retail

- Angliss Shenzhen Food Service (上海安得列郎晴食品贸易)

- Busy Ming Group Company (湖南鸣鸣很忙商业)

- Fujian Wanchen Food Group Company

- Guangdong Jiarong Supermarket Company 

- GuangDong Sai Yi Convenience Stores (广东赛壹便利店)

- Hema (China) Company

- Jiangmen Dachang Supermarket Company

- Meiyijia Holdings 

- Rainbow DIGITAL Commercial Company 

- WAL-MART (China) Investment Company

- Yonghui Superstores Company 

Catering

- Guangzhou Restaurant Group Co., Ltd. 

- Guangzhou Tao Tao Ju Company (陶陶居)

- GYH L

- Jiumao Jiu (Guangzhou) Holdings Company 

- Juewei Food Company

- Luckin Coffee Group Company 

- Mixue Group (蜜雪冰城)

- Shenzhen Yamei Catering Management Company

- Shenzhen Yiren Yiwei Hot Pot Chain Company

- Yuan JI Food Group Company 

- Zhongyin Babi Food Company (中饮巴比食品)

Hotels

- Cixi Tiandi Jiayuan Hotel Company 

- Fujian Lijiu Jiayan Hotel Management Company 

- Fuqing Longshun Hotel Company

-  HanTing Xingkong (Shanghai) Hotel Management Company 

- Jiangsu Yachengtong Hotel Management Company

- Shanghai Grand Glory Hotel Company 

- Shenzhen ZTE Hetai Hotel Investment Management Company (深圳市中興和泰酒店投資管理)

- Sheraton Hotels & Resorts

- Southern Airline Pearl Hotel

- Wenzhou Four Seasons Hotel Company 

- Zhejiang New Century Hotel Management Company 

E-commerce

- Douyin Company

- Dichao (Shenzhen) Network Technology Company 

- Fuzhou Pupu E-commerce Company

- Guangzhou Sankuai Network Technology Company

- Hangzhou Television Network Technology Company 

- JD 

- POIZON 

- Shanghai 100me Internet Technology Company 

- Taobao (China) Software Company

- VIPSHOP (China) Company 

- Zhejiang Tmall Technology Company

Trading 

- Dreamer Oversea Group Company

- Guangzhou Dingyi Food Group Company

- Guangdong Lingyu International Trade Company

- Guangdong Shengnong International Trading Company 

- Guangdong Wuyang Frozen Food Company

- Guangzhou Xiangsheng Import and Export Trading Company 

- Guangzhou Youxi Cheng Trading Company 

- Qingdao Ximengde International Trade Company

- Shanghai Youliang Industrial Company 

- Xi'an Hecai Trading Company

- Xiamen Kangperruixun International Trade Company 

Logistics

- Guangdong Green Tomato Supply Chain Management Company (广东绿番茄供应链管理)

- Guangdong Jiarong Supply Chain Management Company

- Guangdong Wentai Supply Chain Management Company 

- Guangzhou Nansha Haijixing International Supply Chain Company 

- HeNan Ocean Times Supply Chain Company 

- Hongpeng Supply Chain (Shenzhen) Company 

- Hunan Juyuan Jicai Supply Chain Company 

- Shenzhen Aojia Supply Chain Company 

- Shenzhen Asia Global Fresh Supply Chain (Group) Company 

- Shenzhen Shengjia Supply Chain Management Company 

- Shuhai (Shenzhen) Supply Chain Management Company 

Food manufacturing & processing

- Beidahuang Food Group Hebei Company

- Bestore Company

- Guangdong Beary Foodstuff Company 

- Guangdong Rimei Foods Company

- Guangdong Jiashili Food Group Company

- GUANG DONG JIA YOU Food Company

- Guangzhou Li Shanghuang Food Company 

- Haoxiangni Health Food Company

- Henry Food Company

- Shenzhen Jiulongzhai Food Company

- Zhejiang Yiming Food Company

Others

- China Nanhang Group Aviation Food Company

- Guangdong Meow Fish Cultural Gifts Company (广东喵鱼文化礼品) 

- Guangdong Zhongshan Health Industry Technology Company

- Hangzhou Leke E-commerce Company 

- Hubei Airport Group Aviation Logistics Company

- Lianhua (Xiamen) Aviation Food Company

- Shanghai Eastern Air Catering Company 

- Spring Airlines Company

- Wuxi Anjing Food Marketing Company, Suzhou Branch

- Zhuhai Hengqin Good Sing Culture CCI Capital 

- Zhengzhou Qianweiyangchu Food Company (郑州千味央厨食品)

 

Details

SIAL Guangzhou 2026 | 3–5 September | Guangzhou Poly World Trade Center Expo, Guangzhou, China

Register at https://dwz.cn/I3xC9VAY

*A2 dairy does not contain A1 proteins. Traditionally, cow's milk contains both A1 and A2 proteins. 

Singapore workers not AI-sceptical, but don't use AI at work

Salesforce, the world’s No. 1 AI customer relationship management (CRM) has reported Singapore's desk workers are among the least sceptical about AI globally, yet rank the lowest for adoption. The gap points to a specific, solvable problem, the company said: corporate rollouts are falling short, leaving workers unable to make the most out of AI in their day- to-day work.

The company's survey* of more than 1,500 desk workers spanning four continents found that just 29% of Singapore respondents identify as AI sceptics — well below the global average of 37%, and significantly lower than the 53% recorded in the US, UK, and France.

Yet, this has failed to translate for Singapore businesses as a competitive advantage. Only 6% of Singapore desk workers say AI is a core part of their daily work, placing the market among the lowest globally and nearly half the global average of 11%. The data reveals an adoption paradox: willingness without traction.

This gap between attitude and action is explained not by reluctance but by disappointment. Among Singapore workers who have experienced unsuccessful AI pilots (31%), the reasons point squarely at pilot quality. Of those Singapore respondents, 40% cited generic outputs as a reason for failure, the highest proportion of any market surveyed and ten percentage points above the global average figure of 30%. Nearly four in 10 (38%) of them flagged low trust in outputs compared with a global average of 28%. Three in 10 also said results lacked business context, against a global average of 22%.

The results show a consistent pattern: Singapore's workers are not resistant to AI in principle, but they are being held back by tools that do not meet the bar of relevance, accuracy, and reliability required for professional use, Salesforce said.

The Salesforce research also identified more than 500 workers globally who successfully graduated from initial pilots to deep, daily usage. What differentiated them was not enthusiasm — it was the ecosystem built around the tools: role-specific training, AI embedded into existing workflows, and non-negotiable data security. For Singapore business leaders, the data makes a compelling case: the barrier to AI adoption is not cultural reluctance but a delivery gap.

Corporate rollouts that are disconnected from the business context and existing workflows, will continue to fail regardless of how open workers are to the technology. Closing the gap requires moving from experimentation to execution and advancing contextual, trustworthy AI experiences that Singapore's workforce has already signalled it is ready for.

"Singapore workers are not standing in the way of AI - they're waiting for AI that works for them. While workers’ enthusiasm towards AI is a headstart, poor pilots are leaving real business potential on the table. Every organisation needs to become an Agentic Enterprise to remain competitive, grow and capture opportunities in this era. However, leaders have to move past generic tools and use AI that is trusted, grounded in business context and built into daily work," said Paul Carvouni, SVP & GM, ASEAN, Salesforce.

"Do that, and adoption will not just follow. It becomes a competitive advantage for Singapore and the region."

*In partnership with YouGov, Salesforce conducted a double-blind online survey among over 1,500 desk workers — defined as workers who consider their day-to-day job primarily mental labour over manual or task-based labour and were required to have at least minimal familiarity with AI — in Australia, India, Japan, Singapore, France, Germany, Italy, Netherlands, Spain, KSA, the UK, Mexico, the US, and Canada. The survey was conducted from December 2025 to January 2026. The sample is representative across job roles, industries, and business size.

Singapore investors top in the world for AI adoption in finance

- More than three-quarters (76%) of Singapore mass affluent and high net worth (HNW) investors use AI for finance and investment tasks (73% global average)

- Gen X and Baby Boomer adoption in Singapore (both 72%) significantly outpaces global peers (65% and 59% respectively) 

- Despite high adoption, Singapore investors are among the most measured when it comes to acting on AI alone: 40% prefer a hybrid AI-then-adviser sequence before committing  

An HSBC survey from Ipsos* of 600+ Singapore mass affluent and HNW investors finds high AI use is paired with a strong preference for adviser-validated decisions. This group are using AI for finance and investment (76%) at a higher rate than the global average (72%), yet they continue to look to financial advisers to validate AI-generated insights before making investment decisions. 

The results point to an investor base that has embedded AI in its research workflow while placing a continued preference on expert human advice at the moment of decision, HSBC said.

These findings come as HSBC Singapore accelerates the roll-out of adviser-enabled AI, including Wealth Intelligence**, launched in September 2025, and AI Prepare***, launched in May 2026. Wealth Intelligence gives relationship managers access to insights and research from more than 10,000 sources, helping advisers arrive at client conversations better informed, while AI Prepare generates a client engagement pack in seconds. This reduces manual preparation for relationship managers, allowing them to focus on delivering personalised advice and strengthening client trust. 

HSBC and Google Cloud also announced a global multiyear AI partnership on 17 June 2026, with hyperpersonalised wealth management support among its three initial focus areas. The partnership is expected to enable more than 200 new AI use cases across HSBC's global operations within two years. 

The generational spread of that adoption is one of the more striking Singapore-specific findings. Gen X investors report AI use in finance at 72%, against a global equivalent of 65%. Among Baby Boomers, the gap is wider: 72% in Singapore versus 59% globally. AI engagement here is not concentrated among younger investors; it cuts across age groups in a way that distinguishes Singapore from most of the other nine markets surveyed. 

But AI adoption does not translate into reliance. Only 8% of Singapore investors say AI was the single most influential source in their last major investment decision, against 12% globally. And while 43% say AI has increased their appetite for taking calculated risks, that figure sits below the 49% global average, consistent with Singapore's positioning as a more measured market alongside the US (44%), UK (39%) and Taiwan (43%). 

Investors use AI to research and analyse (69%), for strategy support (44%), and to stress-test their own ideas (34%), then bring those findings to a professional adviser for reassurance (79%) and strategic expertise (71%). Four in 10 Singapore investors say their ideal approach is hybrid, with 57% preferring AI and advisers working together, above the global figure (50%). That preference holds across generations: 45% of Singapore Gen Z investors favour the sequence for generating new investment ideas, ahead of their global peers at 38%. 

Ashmita Acharya, Head of International Wealth and Premier Banking, HSBC Singapore, said: "Our new data tells us is that Singapore's investors are using AI in their financial decision-making with discipline. They are doing more of their own analysis, arriving at conversations better prepared, and expecting more of the professional advisers who help them as a result. That is not a challenge to the adviser relationship model; it is setting a higher bar for what good advice looks like.  

"Our investment in adviser-enabled AI, including Wealth Intelligence, AI Prepare, and our broader partnership with Google Cloud, gives our relationship managers the tools to work at the same level of rigour as the clients they serve, and to bring something to the conversation that AI alone cannot; deep experience, empathy, clear judgement and accountability for the outcome." 

Nine in 10 HNW investors in Singapore have embraced AI, compared with 82% globally. Singapore's wealthiest respondents attribute an average 40% of their investment returns over the past 12 months to AI influence, above the 31% average across all Singapore investors surveyed. At the same time, roughly two thirds (65%) say AI makes them feel more in control. These are clients who are already measuring AI's contribution to their portfolio performance; what they are looking for from their bank is a relationship that matches their level of sophistication. 

*HSBC's Human-AI Advantage study was conducted by Ipsos across 10 markets: Australia, Canada, France, Hong Kong, Singapore, Taiwan, UAE, UK, US and mainland China. A total of 9,993 mass affluent and high-net-worth investors participated, with fieldwork in January and February 2026. In Singapore, 609 respondents were polled (weighted). 'Mass affluent' is defined as having US$100,000 to US$2 million in investable assets. 'HNW' is defined as those with investable assets of US$2 million and above.

**Launched in Singapore and Hong Kong in September 2025, Wealth Intelligence is HSBC Private Bank's proprietary generative AI platform. It was built by in-house developers and is powered by OpenAI's large language model. The platform synthesises Chief Investment Office research and more than 10,000 external data sources to provide wealth management teams with real-time investment insights. It is being progressively scaled across HSBC's global markets.

***AI Prepare is HSBC’s AI-powered pre-meeting wealth engagement tool. It brings together a client’s financial overview, tailored talking points and investment insights into a single view. It helps wealth management teams prepare more efficiently for client meetings, supporting more informed and personalised client conversations. 

Immersive display, Awesome Intelligence from the Samsung Galaxy A27 5G

- Samsung Galaxy A27 5G joins the A series

- Features Infinity-O display for a seamless viewing experience

- Reliable performance and intelligent tools for more users


Samsung Electronics Company has announced the Galaxy A27 5G, which refines everyday mobile use with an immersive display, reliable performance and integrated AI features. Building on the popular Galaxy A26 5G, the new device is designed to keep up with everyday activities.

Source: Samsung. Samsung Electronics has announced the Galaxy A27 5G.

“The Galaxy A27 5G reflects our commitment to making meaningful innovation more accessible without compromising on quality,” said Ronnie Ng, VP, Head of Mobile Experience at Samsung.

“As mobile experiences become increasingly central to how people connect, learn and stay productive, users expect technology that is both capable and intuitive. By bringing meaningful upgrades across display, performance and Awesome Intelligence features, the Galaxy A27 5G makes everyday innovation more accessible to people.”

With a slim 7.8 mm body, the Galaxy A27 5G is designed to feel comfortable in the user’s hand throughout the day. Powered by the Snapdragon 6 Gen 3 Mobile Platform¹, the Galaxy A27 5G delivers a smoother and more responsive experience. A boost in GPU performance delivers smoother graphics for gaming and streaming, while the latest high-speed memory enables faster data transfer speeds and improved power efficiency.

For smoother and more seamless viewing, the Galaxy A27 5G features a 6.7" Super AMOLED display with a 120 Hz refresh rate. It also introduces an upgraded Infinity-O display, which minimises the visible camera area through a discreet punch-hole design. Together with a reduced and more balanced bezel, this adds screen space and removes distractions to keep content front and centre. The Galaxy A27 5G also introduces a 12 MP front camera that captures a wider range of brightness and richer colours.

With a 5,000 mAh (typical) battery², users can enjoy up to 23 hours of video playback on a full charge, while Super Fast Charging provides up to 45% charge in just 30 minutes.

The Galaxy A27 5G introduces upgrades to its suite of Awesome Intelligence features, making mobile intelligence more accessible. Circle to Search³ with Google now supports multi-object recognition, allowing users to search for multiple items within an image at once in a single gesture. It also allows outfits to be virtually tried on directly from search results, helping users to explore new styles from anywhere.

Object Eraser⁴ has also been enhanced. It now delivers more precise results, making it easier to remove unwanted distractions with more natural-looking edits. Additionally, Voice Transcription⁵ in the Voice Recorder app can now translate as it transcribes, making it easier to capture meeting notes in 22 languages.

Building on the Awesome Intelligence⁶ experiences introduced earlier this year, the Galaxy A27 5G supports a choice of AI assistants, including Google Gemini⁷ and Perplexity⁸. There is deeper integration across more native Galaxy apps as well, including Gallery. The Galaxy A27 5G further supports Bixby⁹ as a conversational device agent.

The Galaxy A27 5G reinforces Samsung’s commitment to long-term support with up to six generations of Android OS and One UI upgrades, as well as up to six years of security updates from the initial global launch date. Built on Samsung Knox with hardware-backed protection from Knox Vault¹⁰, the Galaxy A27 5G keeps sensitive data secure, making device protection easier and more intuitive.

Details

The Galaxy A27 5G is now available in Singapore in Black, Blue and Light Pink¹¹ in two storage configurations: 128 GB (recommended retail price or RRP, S$418) and 256 GB (RRP S$498).

Consumers can now purchase the Galaxy A27 5G through the following channels:

• Samsung Online Store
• Samsung Shop App
• Samsung Experience Stores
• Samsung Official Store in Lazada, Shopee and TikTok
• Selected Consumer Electronics & IT online stores (Best Denki, Challenger, Courts, Gain City, Harvey Norman)
• ZYM Mobile

For added peace of mind, consumers can opt for Samsung Care+¹², which offers comprehensive coverage optimised to users’ needs, including tailored benefits that protect the value of the device.

Consumers who purchase the Galaxy A27 5G between 3 July and 6 August 2026 can enjoy launch offers worth up to S$116¹³, including savings of up to S$50, a 25 W power adapter (worth S$38) and a one-year Samsung Care+ Screen Protect plan (worth S$28), while stocks last. Offers may vary by purchase channel. Terms and conditions apply.

Specifications

	Galaxy A27 5G
Display	6.7” FHD +  *Measured diagonally, the screen size is 6.7" in the full rectangle and 6.5" accounting for the rounded corners. Actual viewable area is less due to the rounded corners and the camera hole.
	Super AMOLED, Infinity-O Display  Up to 120 Hz refresh rate
Processor	Snapdragon 6 Gen 3 (4 nm) Octa-Core 2.4 GHz (4x), 1.8 GHz (4x)
Dimensions & Weight	162.4 x 78.2 x 7.8 mm, 200 g
Camera	5 MP Ultra-Wide Camera  50 MP OIS Wide Camera  2 MP Macro Camera  12 MP Front Camera
Memory &    storage14	6 + 128 GB (Online exclusive, only available in Blue)  8 + 256 GB  MicroSD: Up to 2 TB
Battery	5000 mAh (typical)  25 W Fast Charging
	*Typical value tested under third-party laboratory conditions. Typical value is the estimated average value considering the deviation in battery capacity among the battery samples tested under IEC 61960 standard. Rated (minimum) capacity is 4,860 mAh. Actual battery life may vary depending on network environment, usage patterns and other factors.
OS	Android 16   One UI 8.5
Security	Samsung Knox Vault
Water & dust   resistance	IP6415

1 Snapdragon is a trademark or registered trademark of Qualcomm Incorporated. Snapdragon is a product of Qualcomm Technologies, Inc. and/or its subsidiaries.

2 Typical value tested under third-party laboratory conditions. Typical value is the estimated average value considering the deviation in battery capacity among the battery samples tested under IEC 61960 standard. Rated (minimum) capacity is 4,860 mAh. Actual battery life may vary depending on network environment, usage patterns and other factors. Actual battery life varies by network environment, features and apps used, frequency of calls and messages, the number of times charged, and many other factors.

3 Circle to Search is a trademark of Google. Service availability may vary by country, language or device model. Requires an Internet connection. Users may need to update Android and Google apps to the latest version. Works on compatible apps and surfaces. Results may vary depending on visual matches. Accuracy of results is not guaranteed.

4 Results may vary depending on shooting conditions, including multiple subjects, being out of focus or moving subjects.

5 Voice transcription feature requires Samsung Account login. Only available on the pre-installed Samsung Voice Recorder app or files recorded using the pre-installed Samsung Phone app. Voice recording feature in the pre-installed Samsung Phone app may not be supported in some countries. Audio files must be under 3 hours in duration to be processed. Accuracy of results is not guaranteed. For details, please visit https://www.samsung.com/sg

6 Samsung Account login may be required to use certain Samsung Intelligence features. Samsung does not make any promises, assurances or guarantees as to the accuracy, completeness or reliability of the output provided by Intelligence features. Availability of Awesome Intelligence features may vary depending on the region/country, OS/One UI version, device model or phone carrier. Awesome Intelligence service may be limited for minors in certain regions with age restrictions over AI usage.

7 Gemini feature requires an Internet connection and Google Account login. Service availability may vary by country, language or device model. Features may differ depending on subscription and results may vary. Compatible with certain features and certain accounts. Accuracy of results is not guaranteed.

8 Menu names, paths, and screen layouts may vary depending on your device model, software version, or app version. This feature may vary depending on your country, language, model, or app. If the Perplexity app does not appear in the voice wake-up app list, update both the Voice wake-up app and the Perplexity app to the latest version from the Galaxy Store, then try again. Language support for Perplexity may vary by country.

9 Service availability may vary by country/service provider/language/device model/OS version.

10 Security features or hardware/software architecture of Samsung Knox Vault on Samsung Galaxy A series smartphones may differ from those on Samsung Galaxy flagship devices, including S series, Z series, S FE series smartphones and Tab S series tablets launched from 2021 onwards. Availability of Samsung Knox Vault may vary depending on the device model.

11 Colour availability may vary depending on country or carrier.

12 Terms and conditions apply. Samsung Care+ coverage, service type and promotion details may vary by country/region and a deductible (service fee) may apply. To be eligible for Samsung Care+ promotion benefits, registration may be required. For detailed Samsung Care+ information, please visit https://www.samsung.com/sg/offer/samsung-care-plus/mobile/. Care at home and abroad: When in need of Samsung Care+ services during travel, users should contact the visiting country/region's local customer services centre in advance for Samsung Care+ availability.

13 This promo is valid to 6 August 2026 11:59 pm, while stocks last. The products under this promo may vary by retail outlet / platform. Each customer will be entitled to: 

(i) up to S$50 off via e-voucher for each Samsung Galaxy A27 5G 8 + 256 GB smartphone, purchased under this promo; 

(ii) a free 25 W power adapter (without cable) worth S$38; and 

(iii) one-year Samsung Care+ Screen Protect worth S$28. 

Not stackable with other promotions. Samsung reserves the right to amend these Terms and Conditions and/or amend or withdraw this promo at any time without prior notice and without assigning any reasons.

14 Memory/storage options and availability may vary by country, region or carrier. Available memory/storage capacity is subject to preloaded software.

15 Galaxy A27 5G is rated as IP64. Based on lab test conditions for spraying 10 litres of freshwater per minute from all angles for 5 minutes. Not recommended for beach or pool use. Water and dust resistance of the device is not permanent and may diminish over time due to normal wear and tear.

Robert Walters: Singapore employees feel less motivated after a performance review

Robert Walters research on professionals in Singapore has found pressure is growing on employers to balance workforce engagement, progression expectations and cost control. 

Source: Robert Walters Salary Survey Singapore 2026 landing page. Key salary and compensation insights for Singapore. In contrast, 100% of businesses in the Philippines are giving pay rises in 2026 vs 84% expecting a raise this year. Filipino professionals are staying an average of 2.3 years with 71% of professionals looking for a new job this year, and 69% are confident about job opportunities. 

Only 10% of professionals say they feel more positive about their roles after their latest performance review, according to new research from global talent solutions partner Robert Walters. The process also left more than one in four (27%) professionals feeling less positive about their roles instead.

The findings are part of a global mid-year survey of professionals, which included close to 200 respondents from Singapore. Conducted in April 2026, they show that businesses are facing growing pressure to maintain workforce confidence and engagement heading into the second half of the year. 

Andrew Powell, Chief Commercial Officer at Robert Walters said: “Performance reviews are becoming increasingly important management moments, particularly as organisations look to balance worker needs while continuing to manage budgets. Employees want to know how their skills are valued, where they can progress and whether the business is investing in their long-term development.”

Among the respondents, 42% of professionals shared that they received a pay increase for 202. One in three of these respondents (15%) saw it as an inflationary increase. 

When asked if their current salary situation is influencing their likelihood of looking for a new job, 79% of the respondents shared that they are either actively looking for a new role or now open to new opportunities. This is an increase compared to the findings of the Robert Walters Salary Survey 2026, where 26% of professionals in Singapore said in late 2025 that they did not have the intention to change or look for jobs for at least the next year or more.

“Most professionals understand the economic pressures businesses are operating under and recognise that significant salary increases may not always be realistic,” Powell said.

“But it can be challenging for organisations to keep employees motivated when they aren’t having regular open conversations around progression, future earning potential or how compensation decisions are made.”

Kirsty Poltock, Country Manager for Robert Walters Singapore said: “Performance reviews are a two-way conversation and an important opportunity for professionals to understand how their individual goals align with the organisation's priorities. Even if salary increases are modest, employees can use these discussions to identify the skills, experiences and responsibilities that will position them for future progression. 

"Over the coming months, professionals who continue to build in-demand capabilities, embrace new technologies including the partnership of AI integration, and demonstrate adaptability will be better placed to seize opportunities as hiring activity picks up.” 

The findings suggest that performance and salary reviews are carrying greater significance in today’s market. “We are seeing many organisations take a more strategic and measured approach to compensation management. Market data can play an important role in helping to understand where they are competitive, where progression gaps might exist and how salary expectations are evolving,” commented Powell.

“As the world of work continues to evolve, professionals are placing greater emphasis on long-term career value and future opportunities. Organisations that understand how workforce expectations are shifting will be better positioned to build engagement, develop critical skills and remain competitive over the longer term.” 

Other highlights from the survey for Singapore include:

Talent snapshot

- Beyond compensation and benefits, talent value having flexible work arrangements, job security and stability, and inspiring colleagues and culture from an employer 

- An expectation gap exists: 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 over 20% more in salary

Employer snapshot 

- More than a third (37%) of employers plan to increase their headcount, with most of them looking to increase it by 5-10% 

- Nearly seven in 10 (69%) employers are looking to give a salary increment of at least 3% in 2026 for current employees, and 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 (job hugging), are among the challenges faced by companies in attracting talent 

- 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 

- Roughly three quarters (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 

- Almost eight in 10 (78%) 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 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

In Australia, the research found that professionals remain mobile, with career development, fair pay, and strong leadership driving decisions. Salary movement through 2026 is expected to be moderate and targeted rather than broad-based, with increases focused on in-demand roles as employers balance cost control with retention, Robert Walters said. At the same time, AI is reshaping roles and accelerating demand for specialised expertise, while workforce expectations continue to evolve - flexibility, wellbeing, and purpose now sit alongside salary as key drivers of engagement, the company added.

When it comes to Indonesia, the hiring landscape in 2026 will continue to be shaped by disciplined growth, operational efficiency, and heightened risk awareness. As a result, employers are becoming more selective, prioritising roles that deliver clear business impact and support long-term capability building, particularly across digital maturity, governance, and workforce sustainability.

This is reinforcing demand for talent who can translate digital and AI capabilities into tangible productivity gains, especially within finance, supply chain, risk, and operations. In parallel, regulatory and environmental, sustainability and governance (ESG) considerations are increasingly embedded in core business decision-making, sustaining demand for compliance, risk, and ESG-aligned professionals.

From a talent perspective, professionals remain cautious and value-driven. Stability, leadership quality, and meaningful development opportunities are taking precedence over short-term compensation gains. To compete effectively, employers will need to articulate a credible employee value proposition, underpinned by clear career pathways and targeted, market-aligned remuneration.

Malaysia’s hiring landscape will be shaped by its focus on digitalisation, green growth, and energy transition. Key sectors such as data centres, renewable energy, electric vehicles, cybersecurity, AI, and financial technology will see strong demand for adaptable talent with data literacy and digital fluency. Contract hiring will remain prevalent following the 2025 Gig Worker Bill, while AI-driven tools will streamline recruitment processes and enhance workforce planning. Talent attraction and retention will be challenging due to limited hybrid-skilled candidates and rising expectations for flexibility, work-life balance, and purpose-driven workplaces. Employers must offer competitive salaries, career growth opportunities, and flexible arrangements while effectively managing diverse workforce models, Robert Walters advised.

Job mobility remains steady in New Zealand, but professionals are making more considered moves, seeking fair pay, meaningful career progression, flexibility, and strong organisational culture, Robert Walters said. Skills shortages across key sectors continue to shape hiring strategies, placing pressure on employers to compete on more than salary alone. Salary growth in 2026 is expected to be moderate and targeted, focused on in-demand roles as organisations balance retention with budget control.

Thailand’s hiring market in 2026 is likely to continue navigating cautious business sentiment. Employers are expected to maintain careful hiring approaches, prioritising C-suite leaders who can steer organisations through ongoing challenges. Demand for B2B sales & marketing roles will remain high as companies focus on expanding market share and driving revenue growth. Skills-based hiring will gain traction, with reskilling initiatives becoming central to workforce strategies. Salary increases for job movers with in-demand skills are projected at significant levels, while existing employees may see modest adjustments.

Attracting and retaining talent will remain challenging due to supply-demand imbalances, prompting employers to adopt human-centric leadership approaches and invest in continuous learning and development to foster loyalty and resilience within their teams, Robert Walters added.

As for Vietnam, Robert Walters said the hiring market is thriving as the country's economy makes a strong recovery. While the hiring market is gaining momentum, both employers and employees remain cautious and risk-averse. Hiring timelines are expected to be prolonged, and companies are increasingly relying on hiring based on potential rather than experience.

To attract and retain talent, employers in Vietnam are advised to offer competitive compensation and benefits packages, employee appreciation programmes, and growth opportunities. Creating a positive and inclusive company culture that emphasises work-life balance and teamwork is also crucial in building a strong employer brand.

Explore 

Tap on insights into pay levels and hiring trends with the Robert Walters Salary Survey 2026 for: 

- Australia at www.robertwalters.com.au/our-services/salary-survey.html

- Indonesia at https://www.robertwalters.co.id/our-services/salary-survey.html

- Malaysia at https://www.robertwalters.com.my/our-services/salary-survey.html, 

- New Zealand at https://www.robertwalters.co.nz/our-services/salary-survey.html, 

- Philippines at https://www.robertwalters.com.ph/our-services/salary-survey.html, 

- Singapore at https://www.robertwalters.com.sg/our-services/salary-survey.html, 

- Thailand at https://www.robertwalters.co.th/our-services/salary-survey.html, and for 

- Vietnam at https://www.robertwalters.com.vn/our-services/salary-survey.html

The Japanese edition (in Japanese) is available at https://www.robertwalters.co.jp/our-services/salary-survey.html while the Korean edition (in Korean) is at https://www.robertwalters.co.kr/our-services/salary-survey.html