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Kelly Malaysia
SALARYGUIDE
2016/17
Kelly in MalaysiaKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.
Kelly offers a comprehensive array of outsourcing and consulting services as well as
world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving
clients around the globe, Kelly provided employment to more than 550,000 employees
with a revenue of $5.5 billion.
Since 1984, Kelly Malaysia has been partnering with the finest local companies,
key Government agencies and some of the world’s most prominent and successful
multinational companies to deliver the best talent in the market. Kelly’s team of dedicated
professional and technical consultants successfully recruit and place more than 10,000
talents annually with reputable companies, positioning us as one of the preferred working
partners for these companies in the country.
Our services include:
• Temporary&ContractRecruitment
• BusinessProcessOutsourcing
• SpecialistSearch
• Outsourcing&ConsultingServices
SPECIALIST SEARCH
Kelly Malaysia’s Specialist Search solutions offer a high touch, permanent recruitment
service to some of the most esteemed organisations in Malaysia. Our consultants are
expertsinProfessionalandTechnicalrecruitmentandknowthelocalmarket,addingvalue
to clients at all stages of the recruitment process.
We have the resources, the know-how and the commitment to partner with global, national
and local clients in providing the best possible talent solution in the following industries:
• FinancialServices
• Property&Construction
• SharedServices&BPO
• ContactCentre
• FastMovingConsumerGoods(FMCG)
• LifeSciences&Healthcare
• Manufacturing&Industrial
• RetailServices
• Tourism,HospitalityandFood&Beverage
• Information,Communication&Technology(ICT)
ConnectwithusonFacebook,LinkedInandTwitter.
Visit www.kellyservices.com.my
2
Contents
Methodology: Salary figures included in the 2016/17 Malaysia Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals, within the network of the Kelly Malaysia’s Specialist Search, with input from clients and the latest job placement data recorded on the database of Kelly Malaysia’s Specialist Search division.
3
We are pleased to present the 2016/17 Malaysia Salary Guide, a comprehensive reference tool
which provides an insight to the latest average salaries for various professional and technical
positions across key industries in Malaysia for the past year.
Thesedatawerederivedthroughacompilationofsalariesandjobtitlesrecordedonthe
databaseofKellyMalaysia’sSpecialistSearchdivision.Thekeyrolesandindustriespresented
areFinance&Accounting,FinancialServices,Engineering,InformationTechnology,Logistics,
Property&Construction,HumanResources&AdministrationandSales&Marketing.
Malaysia’s Economic Overview
TheMalaysiaeconomyisexpectedtoslowtoaround4.4%in2016duetoweakcommodity
pricesandpublicspendingcuts,accordingtotheWorldBank.However,itexpectsgrowthto
rebound gradually in 2017 and 2018 as commodity prices stabilise and reforms are implemented.
Various initiatives under Budget 2016 supported by strong economic fundamentals will help the
nation weather challenges in the external environment, as well as enable the economy to register
steadygrowth.Thenominalgrossnationalincome(GNI)percapitaisexpectedtoincreaseby
5.6%toRM38,438in2016fromRM36,397in2015,withtotalinvestmentsurpassingsavings.
Thesavings-investmentgapisexpectedtonarrowtobetween0.5to1.5%ofGNI.
Despitetheweakringgit,inflationisexpectedtoremainbetween2to3%,attributedtolow
oilpricesandthewaningimpactoftheGoodsandServicesTax(GST).
TheMalaysiaGovernmentisimplementingstructuralreformsonawidefrontinsupportofthe
country’sgoalofachievingahigh-incomestatusby2020.Henceinvestmentininfrastructure,
and research and development will continue to spur home-grown innovation and increase
incomes.Togetherwithimprovementsinthequalityofeducation,theseeffortscanhelpraise
labour productivity, support higher sustainable growth and foster a more inclusive society.
Malaysia’s Labour Force Outlook
Unemploymentremainedstableat3.4%inthelatestreadinginMayfromtheDepartmentof
Statistics.14.2millionpeopleor96.6%ofthelabourforcewereemployed,with67.7%ofthe
population participating in the labour market.
76.1%ofgraduatesfromuniversities,polytechnicsandcommunitycollegesfoundemployment
within six months of completing their studies, as of May 2016. While this number is healthy,
initiativessuchastheIntegratedCumulativeGradePointAverage,thework-based2u2ilearning
programme where students spend two years in university and two years in industry, efforts to
improveEnglishproficiencyandanationallevelMassiveOpenOnlineCoursesplatformwill
make Malaysian graduates even more employable.
Malaysia’s Skilled Talent Trends
SincethelaunchingofTalentRoadmap2020byPrimeMinisterDatukSeriNajibTunRazak
in 2012, Malaysia has focused on developing talent and enhancing the availability of talent
tomeettheneedsoftheeconomy.TheInstituteforManagementDevelopment’sWorld
TalentReport2015rankedMalaysiaamongthetopfivecountriesworldwideforitspositive
talent environment.
However,toemergeasahighincomenationbytheendofthisdecade,thetalentpoolneeds
tomeettherequirementsofkeyindustriesthatformthebackboneofMalaysia’seconomy.
Basedonasurveyofcloseto3,000Malaysianemployersinkeysectorssince2011,TalentCorp
(anagencyunderthePrimeMinister’sDepartment)hasfoundthatleadingemployerscontinue
to have high demand for top talent and need a highly skilled workforce, both at the entry
andexperiencedlevels.Toptalentisrequiredtosupportorganisationaltransformationasan
increasing number of Malaysian companies are emerging as regional champions in addition to
multinationals establishing regional operations in the country.
4
Disclaimer:Monthlysalaryrangesaresubjecttoeconomicfluctuations.Monthlysalaryrangesexcludebonuses,allowancesandEmployerEPFcontributions.
Melissa Norman
Managing Director
Kelly Services Malaysia
Tonarrowtheskillsgapandlifttheeconomytogreaterheights,TalentCorphasfocusedon
an integrated approach to nurture, attract and retain top talent and create a highly-skilled
workforce.Theseinclude:
• InterventionswhichfocusprimarilyonMalaysiansinMalaysia,supplementedbymeasures
to target Malaysian professionals abroad and attract top foreign talent needed by the
priority sectors.
• Refinementsofgovernmentpolicytocatalysecollaborationswithemployersandrelevant
agencies to address critical skill gaps.
• Engagementwithabroadcross-sectionofMalaysia’stalentpoolwithpartnersinthepublic
and private sectors.
• EncouragingMalaysianwomenonacareerbreaktoreturntotheworkforce.
In an era of intense global competition, the strength of Malaysia’s talent pool will be the
determining factor to realise Vision 2020’s goals.
Tothatend,wetrustyouwillfindthe2016/17MalaysiaSalaryGuideausefulresourceforyour
business. We are always on hand to provide you with current data and up-to-date insights
to the relevant key roles and industries in Malaysia. We are also available to support you in
developing recruiting strategies and programs to suit your hiring needs.
5
4%-5%ExpectedGDP
growth
industries expecting strong
Growth in 2016/17
Manufacturing,
Construction
Services
Agriculture
3.50%Expected
unemployment rate
2%-3%Expected
inflation rate
RM5,000 Median monthly household Income To
p pa
yin
G in
dusT
ries BanKinG
shared services
pharMaceuTical
inforMaTion TechnoloGy
hot Jobs for 2016/17
Compliance
Anti-Money Laundering
Relationship Manager
Application Development
Supply Chain
Project Heads – Construction
6
80%
60%
40%
20%
0%
49%
74%
50%
IT / 67%Finance / 62%
Engineering / 58%Average / 55%
As employees’ expectations of work are changing and employers have to keep up to retain their talents. According to our recent Kelly Global Workforce Index Survey, there is a growing number of people interested in jobs that empower them to achieve both career and personal aspiration. In Malaysia, employees are looking to “design” the perfect balance between their personal and professional lives. Hence, for employers to retain the loyalties of their talents, they need to do more than offer traditional inducements.
TheWork-LifeDesignpalette Skill sector comparisonsWorkers in Malaysia nominate different Work-Life Design elements that they consider important.
Highlyskilledworkersinprofessionalandtechnicalfieldsknowtheirtalentisprizedinthemarketplace.Andagrowingnumberareseekingemployers who will help them achieve balance in all areas of their lives.
facTors ThaT posiTively iMpacT worK-life Balance Top 3 worK-life desiGn
eleMenTs ThaT professional and Technical worKers value
Tradingitoff
i feel i aM in a posiTion of hiGh deMand in The worKplace
■Flexibleworkarrangements■ Wellness programs offered by your
employer■ Limitations for working beyond typical
business hours
Many talented workers in the Asia-Pacificregionareincreasinglywillingto pass up promotions and pay rises inreturnforamorebalancedlife.Toa slightly lesser extent, this is also the case in Malaysia.
Flexibleworkschedulesandarrangementssuch as working remotely or telecommuting74%
Theopportunitytoworkoninnovativeprojects or initiatives during work hours37%
Limitations on working outside typical business hours49%
A fostered environment of friendships in the workplace37%
Paidtimeoff,includingvacationdays,sickdays, and holidays24%
Encouragementfromemployertoutilizeallallotted vacation time33%
Wellnessprogramssuchason-sitefitnesscenters, health club memberships, and stress-reduction programs50%
Theopportunitytovolunteerorgivebackto the community through the company26%Limitations on workplace email communications outside typical business hours 25%
Willingnesstosacrificehigher pay for flexible work arrangements
50%
80%
60%
40%
20%
0%
49%
74%
50%
IT / 67%Finance / 62%
Engineering / 58%Average / 55%80%
60%
40%
20%
0%
49%
74%
50%
IT / 67%Finance / 62%
Engineering / 58%Average / 55%
7
Malaysia has been internationally recognised for its ability and excellent production in diverse engineering
activities.Sectorstolookoutforincludethesemiconductor,transportequipmentandbuildingmaterials
industries. With continued demands for smart phones, semiconductor companies may continue to outperform.
Transportequipment,mainlyaerospace,receivedaninjectionofRM5.36billionoutoftheRM49.5billion
investment approved for the manufacturing sector.
Theindustryisanticipatedtoflourishlargelyduetoitswealthofoilandgas,solidinfrastructure,arobustbase
of supporting services, the country’s cost competitiveness, as well as Malaysia’s strategic setting within ASEAN
anditsclosevicinitytomajormarketsintheAsiaPacific.Thesecouldtranslateintonewbusinessopportunities
forpetrochemicalsmanufacturerstobuildplantsalloverMalaysia,increasingthedemandforChemicaland
Laboratory Engineers.
seMiconducTor coMpanies expecTed To ouTperforM
wiTh conTinued
dEMAndS for sMarT phones
indusTry GrowThexpecTed To
rEMAInHIGH
deMand for cheMical and laBoraTory enGineers expecTed To
rEMAIn HIGH
8
Engineering
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Plant Manager 10 & above 19,570 26,250
Head of Production 10 & above 17,510 21,000
Engineering Manager 8-10 13,390 23,100
Utilities Manager 8-10 16,480 22,050
Head of Quality 8-10 13,390 19,950
Senior Project Manager 8-10 12,360 17,850
Lead Electrical Engineer 8 8,755 13,650
Construction Manager 8 9,785 13,650
Project Manager 8 9,785 13,650
Quality Manager 7-8 9,270 13,650
Program Managers (Electronics / Semicon) 7-8 8,755 13,650
Operations Manager 7 7,725 13,650
Automation Manager 6 8,755 16,800
Piping Engineer 5-7 7,725 13,650
Process Engineer 5-7 7,725 11,550
Mechanical Engineer 5-7 7,725 9,975
Project Sales Manager 5 7,725 13,650
HSE Manager (Health, Safety & Environment) 5 7,725 10,000
Production Supervisor 5 6,695 8,500
Firmware Engineer 4-6 5,665 8,200
Supplier Quality Engineer 4-6 5,665 7,875
Product Engineer 4-6 5,665 7,875
Electrical & Instrument Engineer 4-6 6,180 8,400
Quality Engineer 4-6 5,665 7,350
nPI Engineer 4-6 5,150 7,875
Associate Engineer 4-5 3,914 5,775
QA Inspector 4-5 3,605 5,500
Technical Manager 4-5 6,695 8,925
9
Engineering
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Automation Engineer 4 4,635 7,875
Charge Man 4 3,914 6,825
Welding Engineer 4 4,635 6,825
Project Manager 4 6,695 9,800
Senior design Engineer 3-5 5,665 8,925
Service Engineer 3-4 3,914 6,300
design Engineer 3-4 3,914 6,825
Chemical Engineer 3-4 4,635 6,825
Mechanical Engineer 3-4 4,635 6,825
Civil Engineer 3-4 3,914 5,775
Sales Engineer 3-4 3,605 5,775
Quantity Surveyor 3-4 4,635 7,350
Maintenance Engineer 3-4 3,900 6,000
r&d Engineer 2-3 3,605 5,775
Assembly Engineer 2-3 3,605 5,775
10
11
Itisbusinessasusualformostorganisationsdespitedampenedeconomicactivity,makingFinance&
Accountancyprofessionalsconstantlyindemandacrossindustries.Thisteamiscriticalincreatingasolidbase
fortheorganisation’sentireoperation,managingtheinsandoutofcashflows,payroll,reportingandfinancial
statements,financialcontrol,inventorycontrolandtracking.WiththeimplementationofGSTin2015,the
entire tax system has been reformed, making individuals with knowledge on taxation even more valuable.
WiththecomingimplementationoftheASEANEconomicCommunity(AEC)whichwilltransformASEAN
into a single market and production base, talent mobility will increase, enabling accountants in Malaysia
andASEANtoworkinothercountriesintheregion.Thosewhocanperforminadiverse,multimarket,
multilingual and multicultural work environment will be the most successful.
Todate,thereare32,000registeredaccountantswithMalaysianInstituteofAccounting(MIA).Thesector
is part of the National Key Economic Areas (NKEA), where there are on-going efforts by the government,
organisations,universitiesandprofessionalbodiestogroom60,000high-qualitytalentsthecountryneeds
by2020.Toensurethegoalisachieved,capacitybuildingandrecruitmentiscrucial.
indusTry expecTed To
Grow By
15%-20%
TALEnT MObILITy InCrEASE wiTh The iMpleMenTaTion of The aec
60,000 hiGh qualiTy TalenTs
will Be availaBle By 2020
12
Finance and Accounting
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Chief Financial Officer (MNC) 15-20 40,000 55,000
Finance director 15-20 30,000 35,000
Financial Controller (MnC / LC) 10-15 15,000 22,000
Finance Head 10-15 12,360 18,500
Tax Manager 10-15 12,360 18,500
Corporate Finance / Corporate Planning Manager 10-15 10,300 18,000
Finance Manager 6-7 8,755 13,700
Internal Audit Manager 6-7 8,755 13,700
Senior Accountant 6-7 8,240 13,000
Finance and Administrative Manager 6-7 8,240 11,000
Audit Senior 5-6 7,210 9,500
Accountant 4-5 6,180 8,400
Credit Control Manager 4-5 5,665 7,800
Financial Analyst 3-4 4,635 7,800
Accounts Payable Manager 4-5 5,150 7,400
Cost Accountant 3-4 4,635 7,300
Team Leader-Accounts 3-4 4,120 6,800
Auditor 3-4 3,605 6,300
Senior Accounts Executive 3-4 3,605 6,300
Finance Executive 2-4 3,605 5,200
Accounts Executive 1-3 3,090 4,700
Accounts Specialist (AP / Ar) 1-3 2,884 4,700
Credit Control Officer 1-3 2,884 4,700
13
AweakeconomyandcautiousconsumersentimentswillreduceearningsfortheFinancialServicessector,
withbanksseeinglowernetinterestmargins.Bankswilltrytoattractdepositstoenhanceliquidity,whichin
turnwillgiverisetoprice-basedcompetition.Theupsidetothiswouldbelowerlossprovisioningwhichis
expectedtopeakandbringhigherearningsin2017.Continuousuncertaintyinthelocalandglobaleconomy
coulddepressbanksearningsandsharepricesfurtheramidthedecliningringgit.However,aseconomic
uncertainties dissipate, foreign shareholding will rise.
Inaddition,withtheextensionofBaselIIIcapitaladequacyrequirementstofinancialholdingcompanies
in Malaysia - originally applicable only to licensed bank entities - most of the country’s major banking
groupswillbeaffected,accordingtoFitchRatings.Theserulesmayleadtoshiftsinissuancestrategiesand
structures for some banking groups.
Thechangingbusinessenvironment,withthemergersoflocalbanks,somebecomingIslamicbanksand
modificationsinfinancialregulatorysettings,haveurgedbanksandfinancialinstitutionstoreinforcetheir
complianceandriskmanagementfunctions.TherehasbeenincreaseddemandforAnti-MoneyLaundering,
Risk&ComplianceandRelationshipManagers.Talentinthesedomainsarelimited,givingrisetoattractive
salaries for those specialising in these areas.
indusTry GrowThexpecTed To
rEMAInSTEAdy
deMand for anTi-Money launderinG, risK & coMpliance and relaTionship ManaGers
rEMAIn HIGH
econoMic uncerTainTy could depress
bAnKS EArnInGS &
SHArE PrICES
14
Banking & Financial Services
SALARY RANGE (PER MONTH)
GRAdE EXPERIENCE (YEARS) MIN MAX
FRONT OFFICE
relationship Manager (Corporate banking / Global Wholesale banking / Investment banking)
SVP >15 28,000 48,000VP 10-15 15,000 36,000
AVP 8-12 11,000 18,000
relationship Manager (Commercial banking / Mid Corp)
SVP >15 25,000 38,000VP 10-15 14,500 20,000
AVP 8-12 11,000 13,500
relationship Manager [Private (Ib) / Premier / Preffered / Priority banking]
SVP >15 24,000 35,000VP 10-15 14,500 20,000
AVP 8-12 9,000 13,500
debt Capital MarketsSVP >15 28,000 38,000
VP 10-15 15,000 20,000AVP 8-12 12,000 15,000
Equity Capital MarketsSVP >15 28,000 42,000
VP 10-15 15,000 23,000AVP 8-12 12,000 15,000
Treasury / MarketsSVP >15 20,000 40,000
VP 10-15 18,000 25,000AVP 8-12 9,000 13,500
Fund ManagementSVP >15 20,000 38,000
VP 10-15 18,000 24,000AVP 8-12 9,000 13,500
Merchant Sales (retail banking)VP >15 14,500 20,000
AVP 8-12 9,000 13,500
branch Manager (retail banking) AVP / VP >8 8,000 15,000
15
Banking & Financial Services
SALARY RANGE (PER MONTH)
GRAdE EXPERIENCE (YEARS) MIN MAX
MIddLE OFFICE
Strategic Planning & Financial AnalysisSVP >15 28,000 38,000VP 10-15 15,000 20,000
AVP 8-12 12,000 15,000
Fund Accounting (Shared Service Centre)SVP >15 20,000 30,000VP 10-15 12,000 19,000
AVP 8-12 7,000 12,000
Product development (retail banking)SVP >15 21,000 29,000VP 10-15 14,000 18,000
AVP 8-12 9,000 14,000
MIS reportingSVP >15 22,000 28,000
VP 10-15 14,000 18,000AVP 8-12 8,000 13,000
Credit Analyst (Corporate banking / Global Wholesale banking / Investment banking)
SVP >15 24,000 40,000VP 10-15 18,000 26,000
AVP 8-12 11,000 15,000
Credit risk (Corporate banking / Global Wholesale banking / Investment banking)
SVP >15 24,000 32,000VP 10-15 18,000 24,000
AVP 8-12 11,000 15,000
Operational risk (Corporate banking / Global Wholesale banking / Investment banking)
SVP >15 24,000 32,000VP 10-15 18,000 24,000
AVP 8-12 11,000 15,000
16
Banking & Financial Services
SALARY RANGE (PER MONTH)
GRAdE EXPERIENCE (YEARS) MIN MAX
Market risk (ALM & CbSM)SVP >15 25,000 36,000VP 10-15 18,000 23,000
AVP 8-12 12,000 17,000
Internal AuditorSVP >15 24,000 32,000VP 10-15 18,000 24,000
AVP 8-12 11,000 15,000
Group Compliance (Investment banking / Commercial banking & Insurance)
SVP >15 24,000 32,000VP 10-15 18,000 24,000
AVP 8-12 11,000 15,000
AML (Investigations)SVP >15 25,000 35,000VP 10-15 15,000 23,000
AVP 8-12 9,000 15,000
17
SALARY RANGE (PER MONTH)
GRAdE EXPERIENCE (YEARS) MIN MAX
BACk OFFICE
Process re-engineering (bPI / Operations)SVP >15 25,000 32,000VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
Project Change ManagementSVP >15 25,000 32,000VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
Facility Management (Investment banking)SVP >15 18,000 23,000VP 10-15 13,000 17,000
AVP 8-12 8,500 12,000
Credit Administration (Commercial banking)SVP >15 18,000 22,000VP 10-15 12,000 15,000
AVP 8-12 8,000 11,000
Treasury Operations (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
Custodian Services (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
AML-Monitoring (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 20,000
AVP 8-12 10,000 15,000
Banking & Financial Services
18
19
HRprofessionalsareperceivedasstrategicpartnersofferinginsightsinscreeningandhiringthebesttalent
to propel their organisations further. As talent continues to be the biggest challenge for many businesses,
talentmanagementstrategiesinorganisationsneedtobereviewedtoattract,retainanddeveloptalenttofill
roles across all levels. It is imperative to complement programs developed by the Government to transform
the nation’s workforce by creating new opportunities all around for employers and high-skilled talent. Being
multi-functional in their approach to deal with an increasingly sophisticated organisational landscape is a highly
specialised skill, which will help the country develop a robust talent pipeline in the future.
TalentCorp’sReturningExpertProgramlaunchedin2011facilitatesthereturnofMalaysianprofessionalsfrom
abroadtoovercometheshortageofprofessionalandtechnicalexpertsinthecountry.Theseeffortsaremade
towardscreatingaworld-classworkforce.Femalelabourparticipationisontherise,reaching54.1%in2015
from46.8%in2010.Thecountryisontracktomeetits30%targetofwomenindecision-makingrolesinthe
corporate sector by this year.
GovernmentinitiativessuchastheCareerComebackprogrammetoincentiviseemployerstorecruitand
retain women who have taken career breaks, and measures for a more family-friendly workplace and work-life
integration have gained traction.
hirinG ouTlooK To reMain
STEADYchanGe in hirinG focus To
MID-SENIORlevel posiTions
30%of woMen involved in
DECISION-MAKINGROLES
20
Human Resources & Administrative
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
HuMAN RESOuRCES
Chief HR Officer 20 & above 40,000 50,000
Hr director (SME) 15 & above 15,450 31,500
Head recruitment 9-15 15,000 25,000
Vice President, Learning & development 8-10 15,000 25,000
Senior Hr Manager 8-10 9,270 18,900
regional Hr Manager 7-10 15,000 25,000
Senior recruitment Manager 7-10 10,300 15,750
Head of rewards 7-10 11,330 15,750
Head of Human resources business Partner 7-10 15,000 25,000
Head of Change Management 6-8 10,300 15,750
Head of Talent Management 6-8 15,000 25,000
Head of Organizational development 6-8 15,000 25,000
Head of Performance Management 6-8 15,000 25,000
Talent Acquisition Manager 6-8 8,240 10,500
Training & development Manager 6-8 8,000 10,000
Head of Industrial relations 6-8 12,875 17,325
Compensation and Benefits Manager 6-8 10,000 15,000
Hr Manager 6-8 8,000 12,000
Hr Manager 3-4 5,150 7,350
recruitment Manager 3-4 5,000 8,000
recruitment Specialist 2-3 3,090 5,250
Compensation and Benefits Specialist 2-3 4,000 6,000
Hr Generalist 2-3 4,000 6,000
HR Officer/ Executive 2-3 3,090 4,725
Ir Executive 2-3 3,090 4,725
Training Specialist 2-3 3,090 4,725
recruitment Executive 2 3,000 5,000
Hr Assistant 1-2 2,060 3,150
21
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
OFFICE SuPPORT
Personal Assistant to CEO 8-10 6,695 9,450
Office Manager 4-6 6,180 7,875
Safety Officer 4-7 4,635 6,300
Administrator 3-5 3,605 5,250
document Controller 2-5 3,605 5,775
Secretary 2-3 3,605 5,250
Administrative Executive 2-3 2,266 3,675
Human Resources & Administrative
22
23
GrowthintheInformationTechnology(IT)sectorhasbeenphenomenalintheareasofwebandmobile
applicationsdevelopment,onlineshoppingandtradingservices.Thehardwaremarketpromisesrisingincomes
and improved access to affordable data connectivity, while the enterprise software and services subsector
continuestohaverobustgrowthwithcloudcomputingandtheInternetofThings(IOT)dominatingthemarket.
ThetoolthatintegratescloudcomputingandIOTisSAPHighPerformanceApplicationAppliance(SAPHANA),
which enables business departments to analyse business as it happens, creating flexible analytical models based
on real-time data originating from business applications. Malaysian organisations across different sectors are
moving to this platform to solve their toughest business challenges.
ThishascreatedastrongjobdemandforSAPSystemsEngineer,SAPConsultantandSAPDeveloper.Thereis
alsohighdemandforSeniorNetworkEngineers,DatabaseEngineers,SecurityEngineersandProjectManager
withintheinfrastructureverticalthisyear.TheneedforapplicationdevelopmentrolessuchasMobileDeveloper,
Java Architect and .net Developer is increasing, with demand for such expertise expected to continue to rise for
many years.
CLOUd COMPUTInG
& IOT expecTed To doMinaTe
The MarKeT
sTronG JoB deMand for
SAP SySTEMS relaTed posiTions
indusTry GrowThexpecTed To
rEMAInHIGH
24
Information & Technology
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
MANAGEMENT
Chief Information Officers 12-18 22,660 37,000
Program director 12-18 22,660 37,000
Project director 12-18 16,480 26,000
Service delivery directors 12-18 16,480 26,000
Sales directors 12-18 16,480 26,000
Inside Sales Manager 4-5 5,665 9,500
Project Manager 3-5 7,210 11,000
business development Manager 3-5 5,665 8,500
IT Supply Chain Manager 3-5 5,665 8,500
Account Manager 3-4 5,665 7,500
IT Procurement Specialist 2-4 4,635 6,500
IT Marketing Communications Executive 2-4 3,605 5,000
IT Trainers 2-3 4,635 7,500
Channel Sales Specialist 2-3 4,120 6,500
Inside Sales Specialists 2-3 4,120 6,500
25
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
APPLICATION
SAP Team Lead 8-12 22,660 32,000
Software development Manager 8-12 13,390 19,000
Solutions Architect-Senior 6-10 11,330 16,000
Lead Software developer 5-8 9,785 16,000
business Consultant 5-7 6,695 9,500
SAP Consultants 4-6 6,695 13,500
Software Sales Manager 4-6 6,695 9,500
ETL developers 3-6 5,665 8,500
Websphere Application developer 3-5 6,695 10,500
bI Consultant 3-5 6,695 10,500
Systems Analyst 3-5 6,180 9,000
Quality Assurance Specialist 3-5 5,150 7,500
Solutions Architect-Junior 2-4 5,665 7,500
Software Engineer 2-3 4,635 6,300
Systems Programmer 2 4,635 5,800
Web designer 2 4,635 5,300
Analyst Programmer 2 4,635 6,300
Java developer 1-3 5,150 7,500
Programmer 1-2 3,914 4,800
Information & Technology
26
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
INFRASTRuCTuRE
billing Systems Specialist 6-10 8,755 15,500
Implementation & Technical Support Manager 6-8 11,330 15,500
Information Security Manager 5-8 11,330 15,500
Unix Specialist 5-8 8,755 12,500
Service delivery Manager 5-8 6,695 10,500
Senior Systems Engineer 5 6,180 8,500
Wintel Specialist 4-8 5,665 9,500
IT Manager 4-6 6,180 8,500
Problem & Change Management Specialist 3-5 5,665 8,500
Security Analyst 3-5 5,150 8,500
Technical Writer 3-5 5,665 8,500
Unix / Linux OS Engineer 2-5 5,150 8,500
Pre-sales Engineer 2-4 4,635 6,300
billing Systems Engineer 2-4 4,635 6,300
database Administrator 2-3 5,150 8,000
Systems Engineer 2-3 4,635 6,500
Technical Consultant 2-3 4,635 6,300
network Administrator 2-3 4,635 5,800
Helpdesk Tech Support (Foreign Language Expertise) 2-3 5,150 8,400
Help desk Analyst 2-3 4,635 5,800
IT Executive 2 3,605 4,700
Automation Support Engineer 1-3 3,914 5,700
Technician 1-3 2,884 4,700
IT Administrator 1-2 3,090 4,200
Information & Technology
27
ConstructionisoneofthemoreresilientsectorsinMalaysia,havingsuccessfullyweatherednumerouseconomic
dipsthepasttwodecades.However,datafromtheConstructionIndustryDevelopmentBoard(CIDB)indicatesthe
numberofpublicandprivateprojectsundertakenin2015hastakenadipcomparedtothepreviousyear.Thereis
areductionof30%inpublicprojectsandprivatesectorspendingtoRM51.96billionfromRM70.96billion,even
asanalystsareexpectingConstructionandInfrastructuretoreceiveaboostfrommegaprojectsoutlinedinthe
11thMalaysiaPlan(11MP)whichrunsfrom2016to2020.Under11MP,RM260billionisearmarkedfor
developmentexpenditure,a14%increasefromthepreviousplan,withhalfgoingtowardsinfrastructure.
Governmentforecastof10.7%growthfor2016forthesectorisdrivenbyprojectssuchastheKL-Singaporehigh
speedrail,SouthernDoubleTrackingline,KlangValleyIntegratedTransitSystem,RM4.2billionDamansara-Shah
AlamElevatedExpressway,RM5.3billionSungaiBesi-UluKlangElevatedExpresswayaswellasadditionalBus
RapidTransitprojects.Otherprojectslinedupincludetheconstructionof3,000kmofpavedroadsinruralareas
thatwillensure99%ofthepopulationhasaccesstowaterandelectricityby2020.TheMalaysiaVisionValley,
an integrated economic development valley in the western part of Negeri Sembilan, is one such project, with
aproposedareaof108,000haandaninitialforecastedinvestmentofRM5billionin2016.Bytheendof11MP,
Malaysiaanticipatesitwillbeahigh-incomenation.Themegainfrastructureprojectslinedupwouldsequentially
createmoreopportunitiesforSiteandProjectEngineersandManagers.
99%of The populaTion in
rural areas expecTed To have access To waTer and
elecTriciTy By 2020
rM260 bILLIOn is earMarKed for
developMenT expendiTure under 11Mp, wiTh
half GoinG Towards infrasTrucTure
deMand for siTe & proJecT enGineers and ManaGers expecTed To
rEMAIn HIGH
28
Property & Construction
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Construction director 15 & above 28,840 37,000
Project director-High rise 8-10 25,750 31,500
Project director-residential 7-10 25,750 31,500
Technical director 7-10 25,750 31,500
Commercial Manager 7-10 18,540 26,250
GM business development 7-10 18,540 26,250
Head of HSSE 7-10 15,450 18,900
HSSE Manager 7-10 8,240 10,500
Project Manager 6-8 8,240 15,750
Civil & Structural Manager 6-8 9,270 15,750
Mechanical & Electrical Manager 6-8 7,210 15,750
Mechanical Engineers 6-8 7,210 15,750
resident Engineer 6-8 7,210 15,750
Electrical Engineers 6-8 7,210 15,750
Infrasturcture Engineers 6-8 7,210 15,750
Facilities Manager 6-8 7,210 12,600
QA / QC Managers 6-8 8,240 10,500
Site Manager 6-8 8,240 10,500
QA / QC Engineers 2-3 4,635 6,300
Site Executive 2-3 3,605 5,775
29
TalentsinSales&Marketingwithgreatbusinessacumen,accountmanagementexperienceandasuccessful
trackrecordofbusinessgrowthacrosscorporateandconsumersegmentsarehighlyindemand.Theyarekey
individuals in any organisation representing the brand, who can make or break a deal.
Thoughsalesandmarketingfunctionsmaydiffergreatly,theybothhavethesamegoal.Salesisthedepartment
thatgeneratesrevenue,requiringBusinessConsultantsandStrategistswhoprovideopportunitiesforcustomers
with innovative ideas and solution while demonstrating value. Marketing creates favourable conditions for
thesaletotakeplace,withMarketingExecutivesprovidingthetoolstodiscover,create,inciteandfulfil
customers’ needs.
AstheInternetcontinuestoplayasignificantrole,moreorganisationsareexpandingtheire-commerceactivities.
Theonlinemediaspaceisabigareaofjobgrowthindigitalmarketing.ItisprojectedforE-commercetoreach
25%globally,withMalaysialikewisemakingsignificantstridesinthearea.Malaysiahasoneofthemostcomplete
E-commerce laws in ASEAN, which covers electronic transactions, privacy, cybercrime and consumer protection.
TheGovernment’sE-CommerceGlobalisationInitiativewillalsohelpdevelopandenhancecompetitivenessofthe
local E-Marketplace players, and expand their market in the region.
hirinG ouTlooK for e-coMMerce secTor To
rEMAIn HIGH
sales & MarKeTinG roles are expecTed
To BecoMe More
SPECIALISEd
TalenTs wiTh GreaT Business acuMen and accounT ManaGeMenT experience are
HIGHLy In dEMAnd
30
Sales & Marketing
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Sales Director, Asia Pacific 10 & above 30,000 35,000
Sales director-Industrial Engineering 10 & above 18,540 23,100
Vice President, Sales & Marketing 10 & above 15,450 26,250
Sales Channel director 10 & above 15,450 26,250
GM Marketing & Sales Property 10 & above 15,450 26,250
Senior Global brand Manager 10 & above 15,450 26,250
Head of Sales & Marketing 10 & above 15,450 26,250
Sales director 10 & above 15,450 26,250
VP Marketing-regional 8-10 12,360 26,250
Corporate Communications director 8-10 12,360 21,000
business development director 8-10 12,360 18,900
VP Corporate Strategy & Planning 7-10 12,360 26,250
Assistant Country Manager 7-10 12,360 18,900
Head of Channel Management 8 8,240 15,750
Sales Manager 8 7,725 15,750
Marketing Communication Manager 8 7,210 10,500
Key Account Manager 8 8,755 13,650
business development Manager 8 7,725 12,600
Marketing Manager 8 7,210 10,500
brand Manager 5-8 7,210 10,500
Area Sales Manager 5-8 9,270 15,750
Channel Sales Manager 5-7 5,150 8,400
31
Sales & Marketing
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
Pr Manager 5-6 7,210 12,600
Channel Manager 4-5 5,150 8,400
Marketing Manager 4-5 5,150 8,400
Sales Manager 4-5 5,150 8,400
Advertising Manager 4-5 5,150 8,400
Pr Manager 4-5 5,150 8,400
Key Account Manager 3-5 5,000 8,000
Senior Sales Executive 3-5 5,000 7,000
retail Supervisor / retail Executive 3-5 3,000 5,000
brand/Product Manager 3-4 5,150 8,400
Marketing Executive 2-4 3,090 4,725
Market research 2-4 3,000 4,000
Customer Service Executive 2-3 3,000 4,000
32
33
TheLogisticsindustrytookasharpdipafterGSTwasimplementedin2015,withthedeclineexacerbatedby
a dampened economic and political climate.
However,E-commercehasbeengrowingrapidly.Thecountryhasoneofthehighestproportionofonline
shoppersintheregion.Coupledwithitsregionalgrowthprospects,logisticsistransformingtoawholenew
spectrum of supply chain management, adapting to increasing needs and a wide distribution network.
Nonetheless,competitionisintense.Tothrive,organisationsmustdiversifyandprovidelogisticsasaservice.
Industryexpertsforecastthesectortocontinuepostingannualgrowthbetween10%to15%from2014
to 2018.
Businesseswithstrongoperationsfunctionswillbelookingtoincreasedefficiencieswithinthesupplychain
managementsector.Professionalswithexperienceinlogisticsmanagement,thesegmentofsupplychain
managementthatplans,organises,implements,andcontrolstheefficient,effectiveforwardandreverseflow
and storage of goods, services and related information, are in strong demand. E-COMMERCE expecTed To drive loGisTics secTor GrowTh
loGisTics secTor expecTed To Grow
10%-15%froM 2014 To 2018
18,677professionals are
eMployed in The loGisTics secTor
34
Supply Chain & Logistics
SALARY RANGE (PER MONTH)
EXPERIENCE (YEARS) MIN MAX
director of Supply Chain 10-15 20,600 27,000
Strategic Sourcing Manager 8-10 13,390 18,900
Senior Warehouse Manager 8-10 8,755 12,600
Purchasing Manager 8-10 9,270 12,600
Senior buyer 8-10 7,725 12,600
Purchasing Manager 6-8 7,210 9,450
Supply Chain Manager 5-8 7,725 12,600
Logistic & Planning Manager 5-8 7,725 12,600
Warehouse Manager 4-5 6,180 8,400
Assistant distribution Manager 4-5 5,665 7,350
Purchasing Executive 4-5 3,605 5,250
Warehouse Supervisor 3-5 3,090 5,250
Logistic Coordinator 3-5 3,090 5,250
Procurement Executive 3-5 3,605 5,250
Shipping Supervisor 3-5 2,575 4,200
buyer 2-3 3,605 5,250
Operations Executive 2-3 3,090 4,725
Warehouse Executive 2-3 2,266 4,200
Stock Controller 2-3 2,369 3,150
35
© 2016 Kelly Services, Inc.
Malaysia Offices
Klang Valley Level 29, Menara bank Islam,no 22, Jalan Perak, 50450 Kuala Lumpur.Tel: (60) 3 2203 0808 Fax: (60) 3 2203 0909Email: [email protected]
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Specialist SearchLevel 29, Menara bank Islam,no 22, Jalan Perak, 50450 Kuala Lumpur.Tel: (60) 3 2203 2617 Fax: (60) 3 2203 2653 Email: [email protected]