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1 We saw relatively high recruitment levels in Malaysia in 2011 as the government sought to encourage foreign investment and build a more skilled workforce by 2020 through broad initiatives, such as Talent Corporation (TalentCorp). Banking and finance firms recruited robustly in the first half of the year as banks carried out their regional expansion plans and grew aggressively. Although Malaysia remained relatively sheltered from global economic uncertainty, we saw less hiring activity in the second half of the year amidst rumours of mergers and acquisitions between local banks. The oil and gas sector hired most actively as many companies shifted their strategies from a broader global or regional focus and instead concentrated solely on Malaysia. As they rolled out several projects in 2011, we saw notable demand for accounting and finance, human resources and IT professionals. Consumerfocused businesses continued to hire and we saw active recruitment across the FMCG and pharmaceutical sectors, where there was notable demand for sales and marketing roles. There was also a strong surge in recruitment activity within the IT and telecommunications sectors as these companies increased headcounts rapidly at all levels in line with company expansion. Retaining talent was a key challenge for growing organisations, especially at the middle management level where we saw most demand. Organisations hired aggressively and competition for talent remained intense due to the limited pool of IT professionals looking for new jobs. Companies need to be flexible on the salaries they are prepared to offer if they wish to attract and retain the best people. Telecommunications companies continuously fought for a larger market share, leading to an increase in the volume of sales and marketing vacancies in this sector. While market sentiment is likely to remain cautious moving into 2012 as companies across the country continue to assess the global economic situation, we anticipate a constant demand for critical and replacement hires across the banking and finance, oil and gas, FMCG, pharmaceutical, IT and telecommunications sectors. With further encouragement from government initiatives, renewed foreign interest will promote economic growth in Malaysia and potentially lead to an increase in job volumes. Talent retention remained a key challenge across Malaysia as high-calibre professionals continued to be attracted to new opportunities. As multinational corporations consider Malaysia as a low-cost hub for its operations due to rising costs in neighbouring countries and continuing uncertainty in Europe, we expect the number of newly-created roles coming to market to increase. MALAYSIA Robert Walters Global Salary Survey 2012

2 ACCOUNTING&FINANCE ACCOUNTING&FINANCE ACCOUNTING&FINANCE RobertWaltersGlobalSalarySurvey Ouraccounting&financedivisionrecruits midtoseniorlevelaccountingandfinance professionalsacrossallcommercial industries.keysectorswerecruitforinclude manufacturing,engineering,oilandgas, FMCG,retail,telecommunications,IT,media andbroadcasting,marketresearch,real estate,education,pharmaceuticalsand healthcare. Theroleswespecialiseinrangefromtypical accountingrolestobusinessfinancepositions, suchasfinancialplanningandanalysis, corporatefinance,internalaudit,tax,systems accountingandprojectfinancing.our establishedclientbaseincludesmalaysian andmultinationalcompanieswithlocaland regionalrecruitmentneeds. MarketOverview Recruitmentlevelswerehighforthefirsthalf oftheyearacrossallindustrieswithamix ofreplacementandgrowth-focusedhiring takingplace.employerswereoptimisticabout theirfutureprospectsandwereconstantlyon thelookoutforhigh-calibreandexperienced candidates. Stricterinternalcontrolsandanewregulatory financiallandscapegeneratedadditional audit-relatedjobs.internalauditorswhowere willingtotravelextensivelyintheregionwere inhighdemand.moregenerally,accountants with3-4years'experienceina'big4'firm weresoughtbybothglobalmncsandsmes inavarietyofaccountancyroles. Theoilandgassectorhiredmostactively asroleswithaglobalorregionalfocus weremovedintomalaysiafromoverseas. Managementaccountants,financemanagers andfinancialanalysts,withnotablerecruitment attheseniorlevelwereallhighlyindemand. Accountantswithbothstrongcommercialand businessskillswereparticularlysought-after. Withconsistentlevelsofrecruitment throughouttheyear,candidatesoverall werepositiveaboutseekingnewroles. However,manywereonlypreparedtomove forpositionswitharegionalratherthanlocal focus. Thesecandidateswhodidmakeacareer moveexpectedsalaryincrementsof20-30%, afigurethatwasgenerallyachievedbythose withspecialistskillsetsinacandidate-short market.generalsalarylevelsfor2011 remainedsimilartothoseobservedfor2010 althoughwedidseesomenotableincreases, forexample,financialcontrollerswithinlarge organisationsreceiveduptorm300k+in 2011comparedtoamaximumofRM260k+in Outlookfor2012 Weanticipatedemandfortopaccountingand financetalentwillremainstrong,followingthe governmentstimulusaimedatgrowingforeign directinvestments(fdi). Hiringlevelsarelikelytoremainsteady throughouttheyearasfirmsprimarilyfocus oncriticalhires.industriesweforeseehiring activelyincludemanufacturing,oilandgas, retailandfmcg,whicharelikelytocontinue growingaswemoveinto2012. Specifically,weexpecttoseedemandfor headsoffinance,chieffinancialofficersand managementaccountantsascompanies continuetogrowandasoverseascompanies setupinmalaysia.thesefirmswillrequire seniorfinanceprofessionalstoassistinthe developmentofnewoffices.asbusinesses seektoimplementgrowthplansandenter newmarkets,analyticalvacanciesarealso likelytocometomarket. Employerswillbeparticularlykeentohire candidateswithoverseasworkexperience andadvancedqualifications,suchasacca, CIMA,CPA,MIAoranMBA.Candidateswill becautiousbeforemovingrolesandfirms willneedtooffercompetitivepackagesand attractivecareerprogressionopportunities toconvincegoodcandidatestomove. Professionalschangingroleswillcontinueto commandsalaryincreasesofaround20-25%.

3 ACCOUNTING&FINANCE ROLE PERMANENT SALARYPERANNUMMYR ACCOUNTING&FINANCE ChiefFinancialOfficer RM k RM k FinanceDirector-LargeOrganisation RM k RM k FinanceDirector-Small/MediumOrganisation RM k RM k FinancialController-LargeOrganisation RM k+ RM k+ CorporateFinance(6+yrs exp) RM k+ RM k+ FinancialController-Small/MediumOrganisation RM k+ RM k+ TaxManager RM k RM k CommercialManager RM k RM k TreasuryManager RM k RM k PricingManager RM k RM k FinanceManager(4-6yrs exp) RM k RM k CreditController(6+yrs'exp) RM80-144k+ RM96-144k+ FinancialAnalyst(6-10yrs exp) RM68-120k RM85-120k InternalAuditor-Director RM k+ RM k+ BusinessAnalyst(6-10yrs exp) RM82-115k RM85-120k InternalAuditor-Manager RM80-115k RM96-120k CostController(6-10yrs exp) RM78-120k RM85-144k FinanceManager(0-3yrs exp) RM78-105k RM84-105k FinancialAnalyst(3-5yrs exp) RM54-96k RM54-96k Auditor(8yrs exp) RM100k+ RM120k+ Auditor(3-5yrs exp) RM46-88k RM48-88k CostAccountant(3-5yrs exp) RM60-85k RM60-85k TaxAccountant-Senior(6+yrs exp) RM60-80k+ RM84-80k+ BusinessAnalyst(3-5yrs exp) RM50-78k RM50-78k Accountant(3-5yrs exp) RM45-72k RM48-84k TaxAccountant(3-5yrs exp) RM40-85k RM48-85k AccountsPayable/Receivable(3-5yrs exp) RM42-84k RM48-84k ACCOUNTING&FINANCE NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. RobertWaltersGlobalSalarySurvey

4 BANKING&FINANCIALSERVICES FRONTOFFICE BANKING&FINANCIALSERVICES-FRONTOFFICE BANKING&FINANCIALSERVICES-FRONTOFFICE RobertWaltersGlobalSalarySurvey Ourbanking&financialservicesdivisionhas establishedboutiqueteamswhichspecialise inrecruitingforfront,middleandbackoffice functions.thefrontofficedivisionrecruits forthewealthmanagement,corporateand institutionalbanking,fundmanagement, capitalmarkets,privateequityandventure capitalsectors.keyfinancialservices organisationswerecruitforincludeleading localandforeignbanks,fundmanagement, privateequity,securitiesandinsurancefirms, aswellasregulatorybodies. MarketOverview Therewasactivehiringatthebeginningof theyear,primarilywithinleadinglocalbanks thathadcreatedrolestosupportexpansion plans.withinthefrontoffice,severalfirms continuedseekingrelationshipmanagers andcreditanalystsfortheircommercialand corporatebankingfunctions.experienced privatebankerswhocouldmanagehighnet worthclientswerealsoinveryhighdemand. However,recruitmentlevelsdecreasedslightly duringthesecondhalfoftheyearassome banksannouncedpossibleconsolidation dealsandthemarketbecamemoreuncertain globally.despitethistrend,westillobserveda constantstreamofnewroleswithincorporate banking,onbothagrowthandreplacement basis. Asbanksannouncedpossibleconsolidation plans,candidatesbecamemorecautious astheyearprogressed.manyprofessionals werealsoreluctanttochangejobsasthey approachedyear-endandawaitedpossible bonusandsalaryincrementsinearly2012. Thosecandidateswhodidmoveroleswere generallyabletosecuregoodsalaryrises, someupto20-30%. Overallfrontofficesalarylevelsincreased slightlyduringtheyear,forexample,an investmentbankerattheanalystlevelreceived RM85-150kin2010andRM89-180kin Outlookfor2012 Weexpectgeneralhiringactivitytoremain consistentthroughouttheyearasmost financialservicesorganisationsinmalaysia continuetheirbusiness-as-usualapproach. However,employersmaybecomemore cautiousinlightofbroaderglobaleconomic uncertainties,withdrawn-outrecruitment processesasforeignbanksareforcedto gainadditionallevelsofapprovalfornew headcount. Weexpecttoseestrongcorporateand commercialbankingrelationshipmanagers tobeparticularlysought-after.continuing thetrendwitnessedin2011,relationship managersandprivatebankerswillcontinueto behiredbybankstomanagehighnetworth clients. Weforeseethatoverallsalarylevelswillrise acrosstheboardforfrontofficeprofessionals whoareabletohelpbanksmeettheirsales targets.

5 BANKING&FINANCIALSERVICES MIDDLE&BACKOFFICE BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE RobertWaltersGlobalSalarySurvey Ourbanking&financialservicesrecruitment divisionhasestablishedboutiqueteamswhich specialiseinfront,middleandbackoffice functions.ourmiddleandbackofficedivision recruitsintheareasoffinance,operations, projects,governance(internalauditand compliance)andriskmanagement. Keyfinancialservicesorganisationswerecruit forincludeleadinglocalandforeignbanks, fundmanagement,privateequity,securities andinsurancefirms,aswellasregulatory bodies. MarketOverview Wesawrobusthiringactivityinthefirsthalfof theyearwithinbankingandfinancialservices asbankswerekeentoexpandinasia. Newly-createdexpansionrolesdominated thelandscapeasbanksimplemented growthplansandhiredprojectmanagersfor business,operationsanditfunctions. Althoughhiringlevelsdippedinthesecond halfoftheyearasaresultofconsolidation acrossthebankingsector,wecontinuedto seerecruitmentinsomeareas.specifically, managementreporting,creditriskand complianceprofessionalswereallhiredand salarylevelsrosemarginallyformiddleand backofficeprofessionalsfrom2010to2011. Asanexample,acomplianceprofessionalat theanalystlevelreceivedrm48-99kin2010 andrm52-109kin2011. Finance Accountantswith Big4 experience,basel IIandIFRSexperience,projectmanagement andsixsigmabusinessstrategyknowledge wereallindemandskillsetsin2011.finance professionalswithstrongbusinessand planninganalyticsskillswerehighlymarketable asbusinessesrequiredstrongfinancial support. Governance Asin2010,wesawdemandforShariah complianceadvisoryandislamicfinance professionals.internalauditorswithcredit backgroundswerealsosought-afteratthe managertoavplevelswithincorporateand investmentbanking. RiskManagement Demandforprofessionalsremainedstrong acrosscredit,marketandoperationalrisk. Employerssoughtcandidateswithstrong technicalskillstoperformmarketanalytics andquantitativeanalysistoassessmarket risk.companiesgenerallysourcedcandidates locallybutwerewillingtoconsideroverseas professionalsforrolesrequiringmore experience. Operations Wesawactiverecruitmentforprofessionals specialisingincashmanagement,client servicesandtreasuryoperations.asbanks lookedtocentralisetheiroperationsfunctions andneededastrongteamtomanagethese migrationprojectstherewasalsoarisein operationalprojectmanagementpositions. Individualsattheseniorlevelwereparticularly sought-afterasaresult. ProjectManagement Asbanksundertooklarge-scaletransformation projects,wesawcontinuousdemandfor projectmanagerswithlean,sixsigma andfinancialservicesexperience.these professionalswereinhighdemandtodeliver continuousprocessimprovementand reengineeringinitiatives. Outlookfor2012 Withinfinance,professionalswith Big4, BaselII,IFRS,SixSigmaand/orbusiness analysisexperiencewillbefurthersought-after movinginto2012duetotighteningregulatory controls. Forgovernance,weanticipatethat Shariah-focusedcomplianceroleswill continuetobeindemand.marketrisk professionalswillalsoberequiredfor quantitativeandanalyticalrolestohelpbanks assessrisk. Asbanksbecomemoreaggressivein expandingtheirregionalheadcount,project managerswhocanleadcentralisationand integrationinitiativesoftheiroperations functionswillberequired. Overall,candidatesarelikelytoremain optimisticinthejobsmarket,butmanywill scrutiniseeachopportunitybeforeaccepting arole.inparticular,professionalswillbeless likelytojoinbanksthatarerumouredtobe involvedinacquisitiondeals.however,the opportunitiesexistinginthesebanksare extensiveandcanpotentiallysignificantly enhanceanindividual scareer. Individualsindemandarelikelytoexpect significantsalaryrisesintherangeof25% whenmovingrolesduetothescarcityoftalent inthemarket.generalsalarylevelsarealso likelytorise,particularlyforprofessionals specialisingincompliance.theseindividuals arelikelytoreceiveahigherstartingsalary attheavplevel.forexample,acompliance professionalearningrm kin2011is likelytoreceiverm kin2012.

6 BANKING&FINANCIALSERVICES ROLE PERMANENTSALARYPERANNUMMYR ANALYST AVP VP BANKING&FINANCIALSERVICES FrontOfficeBanking InvestmentBanking RM89-180k RM90-200k RM k RM k RM288k+ RM300k+ PrivateBanking RM70-120k RM70-160k RM k RM k RM220k+ RM260k+ PrivateEquity RM84-160k RM90-180k RM k RM k RM264k+ RM300k+ DebtCapitalMarkets RM69-140k RM75-180k RM k RM k RM238k+ RM300k+ EquityCapitalMarkets RM69-140k RM75-180k RM k RM k RM238k+ RM300k+ TradeSales RM60-80k RM60-100k RM80-200k RM k RM200k+ RM240k+ CorporateBanking RM58-110k RM60-180k RM k RM k RM216k+ RM300k+ Cash/TreasurySales RM60-120k RM70-150k RM k RM k RM220k+ RM240k+ CommercialBanking RM47-108k RM50-150k RM k RM k RM145k+ RM300k+ PriorityBanking RM47-79k RM50-150k RM79-144k RM k RM144k+ RM200k+ BankingOperations TreasuryOperations RM42-78k RM42-78k RM78-174k RM78-180k RM174k+ RM180k+ CashManagement RM40-78k RM40-78k RM78-174k RM78-174k RM174k+ RM174k+ CreditAdministrations RM40-66k RM40-66k RM66-174k RM66-174k RM174k+ RM174k+ Custody RM40-72k RM40-78k RM72-156k RM78-180k RM156k+ RM180k+ TradeSupport RM40-78k RM40-78k RM78-162k RM78-168k RM162k+ RM168k+ CorporateGovernance Compliance/Legal RM52-109k RM59-114k RM k RM k RM212k+ RM240k+ MarketRisk RM49-120k RM49-120k RM k RM k RM241k+ RM241k+ OperationsRisk RM48-108k RM48-108k RM k RM k RM222k+ RM222k+ InternalAudit RM45-98k RM45-102k RM98-212k RM k RM212k+ RM212k+ CreditRisk RM45-96k RM45-102k RM96-198k RM k RM198k+ RM212k+ FinancialAccounting StrategicPlanning&Analysis RM50-84k RM50-90k RM84-156k RM90-162k RM156k+ RM162k+ FinancialControl&Tax RM42-84k RM42-90k RM84-156k RM90-156k RM156k+ RM156k+ MISReporting RM36-54k RM48-60k RM54-96k RM60-108k RM96k+ RM108k+ FundAccounting RM42-78k RM42-78k RM78-108k RM78-144k RM108k+ RM144k+ ProjectManagement Operations RM42-60k RM48-84k RM60-108k RM84-144k RM108k+ RM144k+ Business RM42-60k RM42-84k RM60-144k RM84-180k RM144k+ RM180k+ BANKING&FINANCIALSERVICES NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 339 RobertWaltersGlobalSalarySurvey2012

7 HUMANRESOURCES HUMANRESOURCES HUMANRESOURCES RobertWaltersGlobalSalarySurvey Ourhumanresourcesdivisionspecialises intheplacementofmidtoseniorlevelhr professionalsintothefinancialservicesand commercialsectors.werecruitforspecialist HRpositionsrangingfromadministrators andofficersthroughtohrdirectorandvp levelrolesacrossallmarketsectors.the specialistroleswerecruitforinclude:change management,hris(hrinformationsystems), compensationandbenefits,employeerelation, HRbusinesspartners,HRprojects,in-house recruitment,learninganddevelopmentand organisationaldevelopment. MarketOverview Therewasstrongandstabledemandfor HRprofessionalsthroughout2011.Hiring trendsweresimilarto2010,withcontinued demandforhrgeneralistsandresourcing professionals. Bankingandfinancialservicesfirmshired mostactivelyinthefirsthalfoftheyearas manyimplementedtransformationchanges andsoughtprofessionalswithchange managementexperiencetoleadthese transitions. TheFMCGandretailsectorsalsohired actively,seekingtalentanddevelopmentand compensationandbenefitsspecialists,aswell ashrbusinesspartners. Anumberofcompaniescentralisedtheir HRfunctionstocreateonesingledivisionof excellence,whichwouldberesponsiblefor coreactivitiessuchasrecruitment,training andemployeeservices.hrrelationship managerswerethereforeindemandto supportspecificbusinessdivisionsintheir day-to-dayhrrequirementsunderdirection fromthesecentralisedfunctions. Candidatesweregenerallypositiveand activelysoughtnewopportunities,however, wesawashortageofprofessionalsatthe middlemanagementlevel(i.e.with5-10 years experience).mostcandidatesthatwere lookingfornewjobswereeitherjuniorstaffor HRdirectorswith15-20years experience. OverallsalarylevelsforHRprofessionalsrose duringtheyear.ahrdirectorwhoreceived RM kin2010onaveragecould commandrm kin2011.those professionalslookingtomoverolestypically expectedlargesalaryincrementsof20-30%, althoughsomewithin-demandskillsets soughtincreasesofupto35%. However,despitecompaniesneedingto remaincompetitiveonsalariesinorderto securetheirfirstchoicecandidate,most typicallyreceivedaveragerisesof20-25% whenchangingpositions. Outlookfor2012 Recruitmenttrendswillremainconsistentin 2012withfirmsseekingsimilarskillsetsto 2011.AlthoughMalaysiaremainsrelatively insulatedfromglobalmarketuncertainty, bankingandfinancialservicesinstitutionsare likelytoremaincautiousinthefirstquarter. Internationalbanksinparticularwillfocus onbusiness-criticalhiresandwithadditional levelsofapprovalrequired,hiringprocesses maybedelayed. Incomparisontothis,weexpectincreased activitywithcommerceindustriesasnew internationalbusinessesenterthemalaysian market,particularlywithinthefmcg,oiland gasandmanufacturingsectors. Withthegovernmentencouragingthisforeign investment,wedoanticipatecontinued recruitmenttofollowinotherareas.where thisisthecase,companieswillrequire experiencedhrprofessionalstohelpsetup newoperations. Recruitmentspecialists,sharedservices professionalsandhrbusinesspartnerswill alsocontinuetobeindemand.however, strategichrmanagerswillbemorehighly sought-afterthanoperationalday-to-dayhr managersasfirmsrequirethesenicheskills. Althoughcandidateswillbecautious,they willstillcontinuetoconsidertheircareer options.however,jobsecuritywillbea keyconcernforjobseekersand,tomake themoveworthwhile,mostwillseekgood salaryincrements.however,learningand developmentspecialists,compensation andbenefitsprofessionalsandhrbusiness partnerswillbeabletocommandsalaryrises ofupto35%,astheirhighlymarketableniche skillsetswillbeincreasinglyindemand.most candidatesshouldcontinuetoreceivesalary increasesof20-25%whenmovingjobs. Overallsalarylevelsaresettorisein2012:as anindicator,ahrdirectorwith5-10years' experiencewhoreceivedrm kin 2011shouldreceiveRM kin2012.

8 HUMANRESOURCES ROLE PERMANENTSALARYPERANNUMMYR 5-10YRS'EXP 10+YRS'EXP HUMANRESOURCES HRDirector RM k RM k RM k RM k+ OrganisationDevelopment RM85-150k RM96-168k RM k RM k TalentManagement RM85-150k RM96-168k RM k RM k HRBusinessPartner RM80-140k RM90-144k RM k RM k Compensation&Benefits RM75-130k RM96-144k+ RM k RM k HRManager RM75-120k RM96-144k RM k RM k RecruitmentSpecialist RM50-90k RM60-120k RM90-140k RM k TrainingSpecialist RM60-105k RM84-120k RM k RM k HRInformationSystems(HRIS) RM70-85k RM70-96k RM90-130k RM96-144k HUMANRESOURCES NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 341 RobertWaltersGlobalSalarySurvey2012

9 INFORMATIONTECHNOLOGY INFORMATIONTECHNOLOGY INFORMATIONTECHNOLOGY RobertWaltersGlobalSalarySurvey Ourinformationtechnologydivisionspecialises inpermanentandcontractrecruitment withinbankingandfinancialservices, telecommunications,commerceand consulting.werecruititprofessionalsin technical,operationalandstrategicpositions. Theserangefromanalystprogrammers, systemsengineers,solutionarchitects, pre-salesconsultants,technicalconsultants, programmemanagersandinfrastructure architects,throughtochiefinformation officers. Inadditiontopartneringcloselywithblue-chip companies,wealsorecruitformanysmall tomediumenterprisesinklangvalleyand Cyberjaya.Withexcellentindustryexperience andlocalknowledge,ouritspecialist recruitmentdivisionstrivestosettheindustry benchmarkforahighlevelofservicequality andspeedofdelivery. MarketOverview Themarketwasextremelybuoyantduring 2011withnumerousrolescomingtomarket acrossavarietyofindustries.organisations hiredaggressivelyfromanincreasinglylimited poolofitprofessionals. WesawstronghiringlevelsacrosstheIT,oil andgasandmanufacturingsectors,allof whichexperiencedgrowth.wealsosawa significantnumberofitsharedservicesroles beingrecognisedascompaniesoutsourcedit planningtomalaysianitcompanies. Servicedeliveryprofessionalswerealso sought-after,whileitprojectmanagerswerein particularlyhighdemandascompaniessought toexpandtheirinfrastructureandimprove theirnetworks.oilandgasandmanufacturing businessesrolledoutnewprojectsduringthe yearandsetupcallanddatacentres,which ledtodemandforitprofessionalstosetup andmanagethesefunctions.inthebanking andfinancialservicessector,implementation andnetworkmanagerswererecruitedtoroll outsapsystemsasfirmssoughttoimprove securityandproductivity. High-qualitycandidateswerepositiveabout thejobsmarketandactivelylookingtomove, however,manywerealsoawareoftheir worthandwerethereforeveryparticular whenconsideringnewopportunities.those whomovedrolestypicallyreceivedsalary incrementsof20-30%.alackoftalentinthe marketledtothebestcandidatesreceiving bothmultipleoffersandcounter-offersfrom existingemployerswhofoughttoretainkey staff. Duetothetalentshortageinthemarket, employersweregenerallywillingto considerinternationalcandidates.thiswas particularlyevidentforrolesrequiringniche, new-to-marketskillsets,suchassmartphone applicationdevelopment. Contract Ournewcontractingdivisionwassetupin 2011tomeetthegrowinginterimdemands ofcompanies.asorganisationsincreasingly focusoncostand/orimplementlarge-scale projectsrequiringadditionalmanpowerthis areawillcontinuetoexperiencegrowth.in particular,large-scaleinfrastructureprojects initiatedbythegovernmentarelikelytocreate furtherdemandfortheseprofessionals. Outlookfor2012 Weexpecthiringwillremainbuoyantin2012, withaninfluxofsharedandmanagedservices withinbusinessescreatinghighvolumesofit jobs.duetosupportfromcentralgovernment, theoilandgasandmanufacturingsectors arelikelytohireactively.bankswillalso bekeentoboosttheirinfrastructureand security,whichwillresultindemandfor systemsandnetworkingmanagers.however, theseprojectsmaybeshelvedifthemarket becomesmoreuncertain. Asin2011,talentedindividualswithSAPskills andprojectmanagerswillcontinuetobehired. Duetothetalentshortageinthemarket, employerswillbeincreasinglyopentohiring candidateswithinternationalexperience. Althoughprofessionalswillbeoptimistic abouttheirchancesofsecuringanewjob, theywillremaincautiouswhenchoosing whethertoacceptanoffer.employersable toofferimprovedremunerationandcareer developmentopportunitieswillbebestplaced tosecurethebesttalent. Wheretheydomovejobs,candidateswith specificin-demandskillsetsshouldbeableto commandsalaryrisesofaround20-30%.in particular,weanticipatethatsapconsultants whoreceivedrm kin2011will receiverm kin2012.

10 INFORMATIONTECHNOLOGY ROLE PERMANENT SALARYPERANNUMMYR INFORMATIONTECHNOLOGY Management ChiefInformationOfficer/ChiefTechnologyOfficer RM k+ RM k+ ITDirector RM k+ RM k+ ITProgrammeManager RM k RM k ServiceDeliveryManager RM k RM k ProjectManager RM k RM k ERP/BusinessApplication SAPConsultant RM k RM k Consultants-Functional RM95-130k RM95-180k BusinessAnalystManager RM90-120k RM90-144k Consultants-Technical RM75-100k RM75-120k ApplicationSupportAnalyst RM50-70k RM50-84k SoftwareDevelopment&Application DevelopmentManager RM k RM k SolutionArchitect RM k RM k Java/J2EESoftwareEngineer RM85-110k RM85-120k TestManager RM80-105k RM k C++SoftwareEngineer RM70-95k RM85-120k ABAP RM60-80k RM60-120k.Net/C#SoftwareEngineer RM58-75k RM85-120k SoftwareDeveloper RM55-70k RM85-120k SystemsAdministration InfrastructureManager RM k RM k InfrastructureTeamLeader RM85-105k RM85-110k Voice/NetworkEngineer RM75-90k RM75-96k ITBusinessAnalyst RM65-75k RM65-108k DatabaseAdministrator RM60-75k RM60-84k ServerAdministrator RM50-60k RM60-84k DesktopSupportAnalyst RM40-48k RM48-60k HelpDeskSupportAnalyst RM40-45k RM48-60k ITSecurity,RiskandControl ITSecurityAnalyst RM k RM k ITAuditor RM85-105k RM85-120k INFORMATIONTECHNOLOGY NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 343 RobertWaltersGlobalSalarySurvey2012

11 SALES&MARKETING SALES&MARKETING SALES&MARKETING RobertWaltersGlobalSalarySurvey Ourestablishedsales&marketingdivision specialisesintheplacementofpermanent candidatesatmidtoseniormanagement levels.werecruitprimarilyforthefollowing sectors:fmcg,retailandluxurybrands, media,advertisingandentertainment, pharmaceuticalandhealthcare,supplychain andlogistics,financialandprofessional services,telecommunicationsandinformation technology. MarketOverview Recruitmentlevelswerehighthroughout 2011asfirmsfocusedonhiringbrandingand marketingprofessionals.despitethis,wedid seeaveryslightdipinhiringactivityinthelast quarterwhenindividualspreferredtoremain intheirexistingrolesasbonuspayoutsdrew nearer.overall,recruitmentlevelsweresimilar to2010andwesawamixofreplacementand newly-createdrolescometomarket. Wesawanincreaseindemandformarketing managers,customerdevelopmentmanagers andtrademarketers.asmorecompanies launchednewproductlinestosatisfy consumerdemandin2011,brandmanagers wererequiredtorunthesecampaigns. However,salariesstagnatedforthose professionalsbetween2010and2011,which ledtothembecomingmoremotivatedto changejobs. FinancialServices Clientsandcandidatesinfinancialservices bothremainedcautiousin2011.withinbanks, wesawmostdemandforcommunications professionals.creditcardunitshired aggressively,withprofessionalsspecialising inbankingcrm,analytics,co-brandingand cardacquisitionindemand.whenmoving jobs,candidateswerewarybeforeaccepting offersduetorumoursoffutureconsolidation withinthesectorandconsequentlysought rolesininternationalorganisations.candidates indemandtypicallyreceivedsalaryrisesof upto30%whenmovingjobsasbankswere keentosecuretheseprofessionalsfortheir organisation.withincreasingcompetition, bankssoughtcandidateswhocouldhelp themdifferentiatetheirproductsfromtherest ofthemarket. FMCG/Healthcare/Pharmaceutical Formarketingrolesintheconsumersector, employerssoughtprofessionalswithspecific relevantexperience.withinfmcg,for example,organisationswereparticularly stringentonindustryexperience,while healthcareandpharmaceuticalcompanies soughtindividualswhohadmanagedsimilar productlinespreviously. IT&Telecommunications AcrosstheITandtelecommunications sectors,wesawnotablehiringactivity duringthefirsthalfoftheyearasthemarket becameincreasinglycompetitive.however, recruitmentlevelsfellandthenremained steadyforthesecondhalfoftheyear.as telecommunicationscompaniessought growthinnewmarkets,theyhiredsales andmarketingprofessionalscapableof enticingnewconsumers.becauseofthis demand,someprofessionalsfromanfmcg backgroundmovedtotelecommunications businesses. Specifically,accountmanagers,regional salesspecialists,businessdevelopment professionals,segmentmarketersandchannel marketeerswereallsought-after.candidates generallyreceivedincreasesofaround20% whenmovingroles. Outlookfor2012 Weexpecthiringlevelswillremainconsistent in2012.creditcardbusinesseswillrecruit marketingprofessionalsexperiencedincard acquisitions,usageandbusinesscrm. AcrosstheFMCG,healthcareand pharmaceuticalsectors,hiringwillbemostly consistentduetorelativelystrongbusiness performanceintheseindustries.theremay beaslowdowninpharmaceuticalswithmost companiesinthissectorforeignmultinationals whocouldbeaffectedbyuncertainconditions globally.however,weanticipatethatthese businesseswillcontinueseekingproduct, marketingandsalesmanagersalthough theseprofessionalsarelikelytoremainintheir existingpositionsin2012astheywaitforthe markettoimprove. IntheFMCGandpharmaceuticalsectors, similarbrandingandmarketingroleswillbe indemand,althoughtrademarketersand consumerinsightsprofessionalswillalsobe sought-after.candidatesinfmcgseekinga jobchangearelikelytoreceiveincreasesof 15-20%duetohighdemandfortheseskill sets. WeexpectactivehiringlevelsinITand telecommunicationsin2012,primarilydueto thecontinuingstrengthofcompaniesoffering mobilephonesandaccompanyingservices. Telecommunicationsoperatorswillincreasingly focusondifferentiatingtheirproductsfrom theircompetitorsastheyseektodrawalarger consumerbase,therebycreatingdemandfor segmentmarketeers,channelmarketeers, regionalsalesmanagersandcrmspecialists.

12 SALES&MARKETING ROLE PERMANENT SALARYPERANNUMMYR SALES&MARKETING MarketingDirector RM k RM k SalesDirector RM k RM k GeneralManager-Sales/Marketing RM k RM k Sales&DistributionManager RM k RM k RegionalSalesManager RM k RM k MarketingManager RM k RM k NationalSalesManager RM k RM k MarketingResearchManager RM k RM k CorporateAffairsManager RM k RM k PRManager RM k RM k CategoryManager RM k RM k DivisionManager RM k RM k BrandManager RM k RM k KeyAccountManager RM96-120k RM96-120k ProductManager RM90-96k RM90-96k AccountManager RM90-100k RM90-100k SALES&MARKETING NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 345 RobertWaltersGlobalSalarySurvey2012

13 SUPPLYCHAIN,PROCUREMENT&LOGISTICS SUPPLYCHAIN,PROCUREMENT&LOGISTICS SUPPLYCHAIN,PROCUREMENT&LOGISTICS RobertWaltersGlobalSalarySurvey Oursupplychain,procurement&logistics divisioninmalaysiaspecialisesinthe placementofresults-orientedsupplychain, procurementandlogisticsmanagement professionals.werecruitfororganisations inarangeofsectors,fromfmcgand manufacturingtothecommercial,banking andfinancialservicessectors,alongwiththird partylogisticsproviders. MarketOverview Wesawmoderatehiringactivitythroughout theyearacrossthemanufacturingand logisticssectors.thesebusinesseswere particularlyactiveduetoafocuson growingtheiroperations(e.g.warehouse, productionanddistributionroles)and commercialfunctions(e.g.salesandbusiness developmentroles). Supplyplanning,strategicindirect procurement,logisticsandbusiness developmentprofessionalswerehiredall throughouttheyear.mostofthehiring wewitnessedoccurredonareplacement basisasseveralcompaniesrestructured anddownsized.inparticular,supplychain candidateswerecautiouswhenmovingjobs, withindividualsfromthirdpartylogisticsfirms deliberatingovercareerdecisionsdueto marketuncertaintyobservedovertheyear. Professionalswhodidseeknewopportunities duringtheyearwerekeentomovetothe clientsideforimprovedjobsecurity.when changingroles,candidatesreceivedsalary risesof20%asemployerswerepreparedto payforthebesttalent. Outlookfor2012 Themoderatehiringlevelswitnessedatthe endof2011arelikelytocontinuein2012as employersremaincautiousintheirrecruitment approaches.however,weanticipatethat businessdevelopmentprofessionalswillbe indemandascompaniesseektotapintoa largerclientnetworktosustaintheirbusiness. Inthemanufacturingandthirdpartylogistics sectors,therewillbecontinueddemand forprofessionalsspecialisinginstrategic indirectprocurement,salesandbusiness development,distributionandtransportation. Supplyplanning,warehousing,productionand facilitiesmanagerswillalsobesought-after. Theseprofessionalswillberequiredtosupport theoperations(warehousinganddistribution) andbusinessdevelopmentfunctionsof organisationseffectivelywhilekeepingcostat aminimum. Wealsoanticipatedemandforoperationsand materialmanagerswhoareknowledgeablein supplychainoperationswiththeabilitytocut costs.demand/supplyplannerswillalsobe sought-aftertoconductforecastanalysisand improveproductivityandcustomerservice. Ifcandidatesdecidetomoveroles,theywill requiresignificantsalaryincreasestodoso, withmanyemployersofferingonaverage20% risestocandidatestochangeroles. Generalsalarylevelsarelikelytoremainsimilar to2011duetooverallmarketsentiment remainingconservative.thefinitetalentpool mayforcecompaniestoplaceastrongfocus ontalentretentionstrategies.employerswith thequickestrecruitmentprocessesableto makedecisionsswiftlywillsecuretheirfirst choicecandidatesinthisenvironment.

14 SUPPLYCHAIN,PROCUREMENT&LOGISTICS ROLE PERMANENT SALARYPERANNUMMYR SUPPLYCHAIN,PROCUREMENT&LOGISTICS HeadofGlobalSourcing RM k RM k HeadofStrategicSourcing(Regional) RM k RM k RegionalProcurementDirector(10+yrs exp) RM k RM k SupplyChainDirector(10+yrs exp) RM k RM k RegionalLogisticsDirector(10+yrs'exp) RM k RM k StrategicSourcingManager(10+yrs'exp) RM k RM k RegionalLogisticsManager(6-10yrs'exp) RM k RM k OperationsManager(5-8yrs exp) RM k RM k Demand/SupplyPlanningManager RM k RM k ProjectManager RM90-130k RM90-180k PlanningManager(6+yrs exp) RM k RM k SupplyChainManager(6+yrs exp) RM90-120k RM90-180k RegionalProcurementManager(6-8yrs exp) RM k RM k StrategicSourcing(IT)Manager(6-8yrs'exp) RM95-125k RM95-125k StrategicSourcingManager(6-8yrs'exp) RM95-125k RM95-125k SupplyChainConsultant(5-8yrs'exp) RM k RM k Procurement/SourcingAssociate(4-6yrs exp) RM80-100k RM80-100k Supply/DemandPlanner(5+yrs exp) RM80-100k RM80-100k CustomerServiceManager(5-8yrs'exp) RM95-110k RM95-110k CustomerServiceManager(8+yrs exp) RM k RM k SUPPLYCHAIN,PROCUREMENT&LOGISTICS NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 347 RobertWaltersGlobalSalarySurvey2012

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