technology salary guide 2010-2011 singapore

8/8/2019 Technology Salary Guide 2010-2011 Singapore

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ROBERT HALF TECHNOLOGY

ASIA PACIF IC SALARY GUIDE 2010/2011

Technology



T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 12

Introduction

The data collected in the 2010/2011 Technology Salary Survey hasrevealed salaries across Asia Pacific are on the rise. This supportsthe general positivity in the sector and the renewed focus on

retaining top talent, both within technology companies and inorganisations requiring technology professionals. Whilst theincreases are relatively steady across the board, technologysalaries are expected to continue their upward trend over the nextyear.

The majority of employees across the region are confident in theircompany’s growth prospects, which further reinforces theopportunity for employers to leverage the loyalty of their staff andcontinue to reward key people. While financial incentives are notthe sole motivator of technology employees, larger salaries stillremain attractive to top performers. Therefore, with competitionfor good quality candidates on the rise, companies that providethe most competitive pay are best placed to retain their talent.

As business confidence increases and companies reassess growthstrategies in the improved landscape, many are re-investing intechnology to gain a competitive edge. This increased investmentmeans that a large number of employers are looking to hire, asituation which is intensifying the imminent skills shortage.Furthermore, this highly fluid hiring market could increase staff turnover, putting further pressure on employers to raise salaries.

Overall, the Asia Pacific technology industry is experiencing stronggrowth and employers need to be prepared to respond to thisenvironment in order to succeed.

About this Guide

Robert Half Technology, a division of Robert Half International,specialises in providing experienced technology professionalsacross a range of industries, levels and locations. The 2010/2011

Robert Half Technology Salary Guide for Asia Pacific has beendeveloped for the first time, and is designed to offer employersand employees detailed salary information from within thetechnology industry. Based on information gathered from extensiveresearch and the expertise of specialist Robert Half Technologyconsultants, the guide also provides insight into hiring trendswithin the sector.

The salary guide is being published in the beginning of the fourthquarter of 2010 in order to reflect survey results and salaryinformation from the third quarter of the year. It also provides themost relevant guidance for employers and employees looking todetermine staff salary and benefits packages within their region.

How the Data was CollectedThe survey was sent to the Robert Half Technology Asia Pacificdatabase and was completed online from 21 July to 1 August 2010.The results of the survey were collated and analysed by GalaxyResearch, an independent and accredited market researchcompany.

Attracting responses from Robert Half Technology clients andcandidates in Australia, New Zealand, Hong Kong, Japan andSingapore, the detailed salary information was gathered fromhundreds of placements throughout the region and cross checkedwith the online survey data.

In addition to providing a salary benchmark for employers and

employees across various markets within the region, the surveysought to determine current employee attitudes and perceptionsin the technology sector.

Get industry insights and career advice from some of the besttechnology minds in Asia Pacific.

Featuring interviews with technology heads from Cisco, Google, Westpacand AXA to name a few.

Watch the interviews at http://rhiwatch.viotv.com

Technology




Salary tables for Australia

Melbourne and surrounding areas

Job Title Years of Experience in Role

0-2 years 3-5 years 6-9 years 10 -15 years > 15 years

.net Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000

Java Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000

E commerce Manager 80,000-90,000 90,000-110,000 110,000-125,000 125,000-180,000 180,000+

Business Intelligence Developer 55,000-70,000 70,000-90,000 85,000-115,000 110,000-135,000 115,000-135,000

Business Intelligence Manager 100,000-105,000 105,000-125,000 125,000-160,000 160,000-225,000 225,000+

IT Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+

Data Warehouse Consultant 55,000-70,000 70,000-90,000 85,000-115,000 115,000-135,000 115,000-135,000

Chief Information Ofcer/IT Director 135,000-160,000 160,000-205,000 205,000-270,000 270,000-360,000 360,000+

Development Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-160,000 180,000+

Database Administrator 45,000-65,000 55,000-90,000 85,000-115,000 110,000-135,000 120,000+

Systems Administrator 45,000-65,000 55,000-70,000 65,000-80,000 85,000-110,000 110,000+

Enterprise Resourse Planning Consultant 55,000-75,000 75,000-90,000 85,000-115,000 120,000-145,000 145,000+

Infrastructure Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+

Business Analyst 55,000-65,000 60,000-80,000 80,000-110,000 110,000-125,000 135,000+

Project Manager 55,000-65,000 65,000-110,000 100,000-125,000 125,000-165,000 165,000+

Note: Rates may vary due to regional variations, depth of specific system exposure, company size and industry type. All salaries are listed in local currency.



T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 5

Salary table for Hong Kong

The hiring outlook for Hong Kong

After a turbulent period, the technology employment market inHong Kong is rebounding, with the majority (79%) of employersplanning to hire in the next six months. Furthermore, as technologyprojects recommence and there is more work in the pipeline, themajority (80%) of employees are confident in their company’s

growth prospects in the next year and are recognising the potentialfor greater career progression.

This new-found confidence could however, see more movement inthe job market over the next year – because employees who do notget the promotion they feel they deserve may look for greenerpastures.

Of all employees across the Asia Pacific region, those in Hong Kongare the most likely to leave their current employer, as 86% of therespondents believe that it is necessary to switch jobs in order togain greater bargaining power in salary negotiations.

Furthermore, local employers are the most apprehensive of theAsia Pacific region, with 81% admitting they are concerned aboutlosing top performers to other job opportunities in the next year.This is leading many employers to increase salaries, in the hopethat the increase will satisfy employees. As such, over half (56%)

of employees in the sector received a salary increase over the past12 months, but only 29% received an increase of more than 10%.Employers need to take a proactive approach to retention andopen up the conversation with staff to ensure they are meetingtheir needs.

“This new-found confidence could however, see more

movement in the job market over the next year – because

employees who do not get the promotion they feel they

deserve may look for greener pastures.”

Banking & Finance IT

Job Title Years of Experience in Role

Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more

Analyst Programmer 240,000-336,000 300,000-600,000 480,000-840,000 600,000-960,000 720,000-960,000

Lead Software Developer - - 600,000-960,000 720,000-1,200,000 840,000-1,200,000

Software Development Manager - - 720,000-840,000 900,000-1,200,000 1,200,000-1,620,000

Architect – Applications, Solutions,Systems, Data

- - 720,000-960,000 840,000-1,200,000 960,000-1,620,000

Test/QA Analyst 240,000-300,000 300,000-480,000 420,000-600,000 600,000-720,000 720,000-780,000

Test/QA Lead / Manager - - 540,000-840,000 600,000-960,000 660,000-1,020,000

Database Administrator / Developer 240,000-300,000 300,000-540,000 480,000-720,000 600,000-900,000 720,000-960,000

Data Warehousing Specialist - - 420,000-600,000 540,000-780,000 600,000-840,000

Network Administrator 216,000-264,000 264,000-420,000 420,000-540,000 540,000-720,000 600,000-720,000

Network Engineer 240,000-300,000 300,000-540,000 420,000-660,000 600,000-780,000 600,000-840,000

Network Manager - - 540,000-660,000 600,000-960,000 720,000-1,200,000

Security Analyst/Consultant 240,000-300,000 300,000-420,000 480,000-720,000 600,000-840,000 720,000-960,000

Infrastructure Manager - - 660,000-900,000 720,000-1,200,000 960,000-1,680,000

Project Co-ordinator 216,000-300,000 300,000-540,000 420,000-660,000 480,000-720,000 480,000-720,000

Project Manager - 540,000-720,000 660,000-960,000 720,000-1,500,000 960,000-1,500,000

Programme Manager - - 720,000-960,000 960,000-1,200,000 1200,000-1,500,000

Project Management Ofcer - - 660,000-900,000 720,000-960,000 960,000-1,200,000

Business Analyst 300,000-420,000 420,000-720,000 540,000-720,000 720,000-960,000 840,000 - 960,000

Note: All salaries are listed in local currency.




The hiring outlook for Japan

Technology teams in Japan are running on diminished staff levels dueto cuts made in the downturn, and as work increases, many arefeeling overwhelmed by significantly higher workloads. This isreinforced by the fact that 19% of employees work more than 55 hoursa week and almost half (47%) feel pressured to work additional hours.

To avoid losing key talent because of stress and overwork, employersneed to provide support through investing in additional permanentstaff or hiring short-term, professional contractors.

Technology employees in Japan seem most pessimistic, with 32% notconfident in their company’s growth prospects in the forthcomingyear.

This negative sentiment is reinforced by the fact that 42% have hadno change in pay over the past 12 months and almost half (45%) aredissatisfied with their current salary and benefits package - also thehighest levels of disappointment in the region. This situation couldpotentially lead to a greater number of skilled people looking to move

overseas in search of more prosperous job opportunities.

“To avoid losing key talent because of stress and overwork,

employers need to provide support through investing in

additional permanent staff or hiring short-term, professional

contractors.”

Salary table for Tokyo


Job Title Years of Industry Experience

Less than 2 years 2-5 years 6-9 years 10 years and more

Front Ofce Developer/Architect 6,000,000-8,000,000 8,000,000-13,000,000 12,000,000-16,000,000 14,000,000-18,000,000

Front Ofce Application / Production Support 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-16,000,000 14,000,000-18,000,000

Front Ofce Market Data Engineer 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-16,000,000

Front Ofce Project Manager 12,000,000-16,000,000 14,000,000-18,000,000

Front Ofce Business Analyst 8,000,000-12,00,000 11,000,000-14,000,000 13,000,000-16,000,000

Front Ofce Development Manager 18,000,000-22,000,000 20,000,000-26,000,000

Middle / Back Ofce Developer / Architect 8,000,000-12,000,000 10,000,000-14,000,000 12,000,000-16,000,000

Middle / Back Ofce Development Manager 14,000,000-18,000,000 16 ,000,000- 20,000,000

Middle / Back Ofce Application / ProductionSupport

6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-15,000,000

Middle / Back Ofce Project Manager 10,000,000-16,000,000 14,000,000-18,000,000

Middle / Back Ofce Analyst 8,000,000-12,000,000 11,000,000-14,000,000 11,000,000-14,000,000

Quantitative Analyst 14,000,000-18,000,000 16,000,000-20,000,000

IT Security / IT Risk 12,000,000-15,000,000 14,000,000- 17,000,000 15,000,000-20,000,000

IT Audit 10,000,000-13,000,000 12,000,000-15,000,000 14,000,000-18,000,000

Business Continuity Planning Manager 14,000,000-20,000,000 18,000,000-22,000,000

Program Manager 14,000,000-20,000,000 18,000,000-25,000,000

Project Coordinator 6,000,000-7,000,000 7,000,000-9,000,000 8,000,000-11,000,000 8,000,000-11,000,000

Service Delivery Manager 12,000,000-17,000,000 16,000,000-22,000,000

Test / Quality Assurance Analyst 5,000,000-7,000,000 6,000,000-9,000,000 7,000,000-12,000,000 7,000,000-12,000,000

Test Manager / Quality Assurance Lead 8,000,000-12,000,000 10,000,000-14,000,000 15,000,000-18,000,000

Infrastructure Manager 18,000,000-24,000,000 22,000,000-26,000,000

IT Director 22,000,000-25,000,000 24,000,000-30,000,000









Chief Information Ofcer 30,000,000-38,000,000

Unix Administrator 8,000,000-11,000,000 10,000,000-15,000,000 13,000,000-20,000,000

Windows Administrator 8,000,000-11,000,000 10,000,000-14,000,000 12,000,000-16,000,000

Network Engineer / Manager 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-18,000,000

Desktop Support / Analyst 5,000,000-6,000,000 6,000,000-10,000,000 8,000,000-11,000,000 8,000,000-11,000,000

Database Administrator / Developer 8,000,000-11,000,000 10,000,000-13,000,000 12,000,000-16,000,000

Commerce & Industry IT



Programmer /Developer 4,000,000-6,000,000 5,000,000-8,000,000 7,000,000-10,000,000 9,000,000-12,000,000

Systems Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-12,000,000

Architect – Applications, Solutions, Systems,Data, Infrastructure

6,000,000-9,000,000 8,000,000-13,000,000 12,000,000-18,000,000

Application Development Manager 10,000,000-15,000,000 14,000,000-22,000,000

QA / Test Analyst 3,000,000-5,000,000 4,000,000-7,000,000 6,000,000-9,000,000 6,000,000-9,000,000

QA / Test Team Leader 4,000,000-8,000,000 7,000,000-11,000,000 7,000,000-11,000,000

Database Administrator 7,000,000-9,000,000 8,000,000-10,000,000 10,000,000-13,000,000

Data Analyst 3,000,000-5,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000

Business Intelligence Specialist 3,000,000-5,000,000 4,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000

Date Warehousing/Modelling Specialist 6,000,000-10,000,000 10,000,000-15,000,000 10,000,000-15,000,000

Network Support / Engineer / Manager 4,000,000-5,000,000 5,000,000-7,000,000 7,000,000-10,000,000 10,000,000-15,000,000

Voice/Data/Telephony Engineer 6,000,000-9,000,000 8,000,000-11,000,000 10,000,000-14,000,000

Security Consultant 8,000,000-10,000,000 9,000,000-11,000,000 12,000,000-16,000,000

Storage Consultant 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-15,000,000

Infrastructure/Operations Manager 8,000,000-12,000,000 10,000,000-16,000,000

Pre-sales/Post-sales (ERP/Software/Solution/Infrastructure)

6,000,000-8,000,000 8,000,000-10,000,000 10,000,000-14,000,000

Project Co-ordinator 6,000,000-8,000,000 8,000,000-10,000,000 8,000,000-10,000,000

Project Manager 6,000,000-9,000,000 8,000,000-10,000,000 10,000,000-14,000,000

Programme Manager 9,000,000-14,000,000 13,000,000-18,000,000

Business Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-11,000,000 9,000,000-13,000,000




Commerce & Industry IT



IT Manager 8,000,000-14,000,000 10,000,000-18,000,000

IT Director/Chief Information Ofcer 12,000,000-18,000,000 16,000,000-25,000,000

Change Manager 8,000,000-12,000,000 12,000,000-14,000,000

Client Relationship Manager 8,000,000-13,000,000 12,000,000-15,000,000

E-Business Manager 6,000,000-9,000,000 8,000,000-12,000,000 12,000,000-15,000,000

Helpdesk / Desktop Support 3,000,000-6,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000

Systems Administrator - Wintel / Network /Database

3,000,000-6,000,000 4,000,000-8,000,000 7,000,000-12,000,000 12,000,000-14,000,000

Helpdesk Manager 5,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000

ERP Consultant 6,000,000-8,000,000 7,000,000-10,000,000 10,000,000-14,000,000

Service Delivery Manager 12,000,000-15,000,000 14,000,000-20,000,000

Data Center Manager 12,000,000-16,000,000 14,000,000-20,000,000

Sales Representative (ERP/Software/Solution/Infrastructure)

6,000,000-10,000,000 10,000,000-16,000,000 12,000,000-20,000,000

Professional Services Manager / Director 11,000,000-18,000,000 17,000,000-25,000,000

Business Development Director 12,000,000-18,000,000 17,000,000-27,000,000

Sales Director (ERP/Software/Solution/Infrastructure)

14,000,000-21,000,000 17,000,000-25,000,000





The hiring outlook for New Zealand

The research suggests that the New Zealand technology industryescaped the worst of the downturn and remained fairly buoyantcompared to rest of the Asia Pacific region.

New Zealand employees are also being treated better than their

regional counterparts, which has left the majority (87%) feelingconfident in their company’s growth prospects. More than half (52%) are also satisfied with their salary. Employees in NewZealand have good work-life balance, with three quarters (75%)sometimes, seldom or never feeling pressure to work additionalhours. This serves to prevent many from leaving as the marketpicks up.

Encouragingly, New Zealand employees are very open to discussingworkplace concerns with their employer. That is, almost two-thirds(65%) negotiate their salary once a year, which is the highest ratein the region. New Zealand employees are also the least likely toswitch jobs in order to gain greater bargaining power in salary

negotiations - only 65% would consider doing this, compared to74% of Australian’s who would.

“New Zealand employees are feeling confident in their

company’s growth prospects.”

Salary table for Auckland

Auckland and surrounding areas

Job Title

Years of Industry Experience


Analyst Programmer 40,000-60,000 60,000-85,000 85,000-100,000 85,000-100,000 85,000-100,000

Lead Analyst Programmer 100,000-115,000 100,000-115,000

Systems Programmer 40,000-60,000 60,000-80,000 80,000-100,000 100,000-110,000 100,000-110,000

Systems Analyst 60,000-75,000 75,000-100,000 100,000-110,000 100,000-110,000

Enterprise Architect 100,000-120,000 120,000-150,000

Architect – Applications, Solutions, Systems, Data 85,000-100,000 100,000-120,000 120,000-150,000

Application Development Manager 110,000-130,000 130,000-150,000

Test Analyst 45,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000

Test Team Leader 80,000-90,000 90,000-110,000 90,000-110,000 90,000-110,000

Test Manager 100,000-120,000 100,000-120,000

Database Administrator 50,000-60,000 60,000-80,000 80,000-100,000 100,000-120,000 100,000-120,000

Data Analyst 40,000-55,000 55,000-70,000 70,000-90,000 70,000-90,000 70,000-90,000

Business Intelligence Specialist 50,000-60,000 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000

Date Warehousing/Modeling Specialist 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000

Data Architect 100,000-120,000 120,000-140,000 120,000-140,000

Network Support 40,000-50,000 50,000-65,000 50,000-65,000 50,000-65,000 50,000-65,000

Network Engineer 50,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000

Network Architect 80,000-100,000 100,000-110,000 110,000-130,000 110,000-130,000




T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 1 1

Auckland and surrounding areas



Infrastructure/Operations Manager 95,000-110,000 110,000-135,000 110,000-135,000 110,000-135,000

Project Co-ordinator 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000

Project Manager 70,000-80,000 80,000-95,000 95,000-110,000 95,000-110,000 95,000-110,000

Programme Manager 90,000-110,000 110,000-130,000 130,000-150,000 130,000-150,000

Business Analyst 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000

Senior Business Analyst 80,000-95,000 95,000-110,000 95,000-110,000

IT Manager 85,000-100,000 100,000-115,000 115,000-135,000 115,000-135,000

IT Director/Chief Information Ofcer 150,000+ 150,000+ 150,000+

Network Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000

Systems Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000





The hiring outlook for Singapore

Attracting and retaining talent are key business concerns for theSingapore technology industry. Companies are focusing onincreasing staff levels with more than three quarters (78%)planning to hire in the next six months. While attracting talent is asignificant challenge, retaining talent is also proving to be a real

issue for employers in Singapore, with a high proportion (78%)concerned about losing top performers to other job opportunitiesin the next year.

Intensifying this concern is the fact that the employment market isdivided over whether pay is fair. That is, half believe their currentsalary package is not fair nor in line with the market. The economyin Singapore is still recovering and for many companies salaryfreezes are still in place, with 40% having had no change in incomeover the past 12 months.

Many companies are unable to offer pay rises or bonuses due tomarket uncertainty, and as such risk losing their staff to overseasmarkets. In order to prevent this, employers need to ensure thatthey have appropriate retention strategies in place, such asoffering reduced working hours or other non-financial incentives.

“Companies are focusing on increasing staff levels with

more than 78% planning to hire in the next six months.”

Salary table for Singapore



Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more

Systems Analyst 40,000 - 60,000 50,000 - 90 ,000 72,000 - 150 ,000 130 , 000 - 140,000 140,000 and above

Architect – Applications, Solutions,Systems, Data

35,000 - 55,000 55,000 -75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above

Applications Manager - - 75,000 - 110,000 110,000 -160,000 160,000 and above

Test Analyst 30,000 - 45,000 45,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above

QA Manager 30,000 - 45,000 45,000 -65,000 65,000 -95,000 95,000 - 135,000 135,000 and above

Network Engineer 30,000 - 45,000 45,000 - 75,000 75,000 -95,000 95,000 - 110,000 110,000 and above

Security Analyst/Consultant 35,000 -45,000 45,000 -75,000 75,000 -90,000 90,000 -135,000 135,000 and above

Network/Infrastructure Manager - 40,000 -75,000 75,000 - 110,000 110,000 - 150,000 150,000 and above

Project Manager 55,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 - 250,000 250,000 and above

Programme Manager - - 120,000 - 180,000 180,000 -250,000 250,000 and above

Business Analyst 45,000 -65,000 65,000 - 90,000 90,000 - 120,000 - -

Senior Business Analyst - - 90,000 - 140,000 140,000- 180,00 180,000 and above

IT Manager - - 60,000 - 90,000 90,000 -140,000 140,000 and above

IT Director/Chief Information Ofcer - - 90,000 - 140,000 140,000 - 220,000 220,000 and above

Helpdesk Manager - 45,000 -65,000 65,000 -95,000 95,000 -140,000 140,000 and above

Support Analyst 45,000 - 55,000 55,000 -75,000 75,000-110,000 110,000 - 130,000 130,000 and above

Developers 35,000 - 55,000 55,000-75,000 75,000 -110,000 110,000 - 180,000 180,000 and above

Test Manager - - 75,000 - 120,000 120,000 -180,000 180,000 and above

Application Analyst 45,000 - 55,000 55,000 - 75,000 75,000 -110,000 110,000 -130,000 130,000 and above

Project Management Ofcer 35,000 -55,000 55,000 -75,000 75,000- 110,000 110,000 - 200,000 200,000 and above





APAC Empoee Fs & Compasos

Salary trends and negotiations

How much has your total income changed over the past 12 months?

An improvement in economic conditions and general businessconfidence has led to greater investment in technology projectsacross Asia Pacific, especially as companies increase the emphasison upgrading technology to improve business performance and getahead of the competition.

As a result, the technology industry is gaining confidence, with41% of Asia Pacific technology workers enjoying a salary increaseover the last year. This was largely due to the rising demand forskilled technology staff in the wake of a tight employment market.Hong Kong employees benefited the most from the upswing, withmore than half (56%) receiving a pay increase. Employees in Japan,however, were not so fortunate with less than one-third (29%)having received a pay rise.

Note: Percentages may not add up to 100% due to rounding

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o

f r e s p o n d e n t s

50

40

30

20

10

0

1312

13

89

18

10

7

56

10

8

39 3938

30

40

42

26

3130

19

27

24

15 15

11

29

15

10

Decreased bymore than 10%

Increased bymore than 10%

Decreased byup to 10%

Increased byup to 10%

Salary has notchanged




What has been the reason for the decrease in your income?

The downturn saw a large number of technology professionals losetheir jobs or downgrade their position, which was primarily a resultof freezes to technology-based infrastructure projects. Technologyemployees in Japan and Australia were the most affected, withmore than half (52% and 59% respectively) citing job losses andaccepting lower paid positions, as reasons for a decrease insalary.

Many workers were also forced to take part-time positions,resulting in a pay decrease. For some, the opportunity to workpart-time was a welcome relief and offered the chance to regain

work-life balance, even into the upturn.

Employers should pay attention to those talented full-time staff that may have taken a pay decrease during the downturn, as thesepeople are the most likely to be the first to look around, especiallywith the renewed optimistic outlook. Now is the time to discusssalary expectations and professional development as possibleretention strategies.

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

I lost my job and hadto accept a lower-paid

position

My bonus decreasedbecause of economic

circumstances

My salary was cutbecause of economic

circumstances

Both my salary andbonus decreased

because of economic

circumstances

Others

% o



60

50

40

30

20

10

0

30

5

1921

19

34

10

13

0

1011

8

12

18

15

108

5

11

13

6

14

11

8

49

59

48

45

52

40




Do you think your current salary package is fair and in line with the market?

The number of employees that believe their salary is not fair andin-line with the market (44%) outweighs the number that believe itis (39%). This is most prominent in Singapore, where half of technology employees do not believe that their current salary isfair and in-line with the market. As a result, employers can expectgreater restlessness within their teams, particularly as topperformers seek out fresh opportunities. In contrast, New Zealandemployees are the most content, with 44% satisfied that theirsalary is fair and consistent with market conditions.

In order to retain top talent, employers should attempt to meetemployee expectations by implementing a proactive retentionstrategy. For example, making key performers aware of opportunitiesfor advancement can boost morale and help drive productivity.


Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

Current salary package isfair and in-line

Current salary package isnot fair and in-line

Don’t know

% o


50

40

30

20

10

0

39

41

39

44

40

33

4443

4140

41

50

18

16

20

16

1918




How satisfied or dissatisfied are you with your current salary and benefits package?

With many employees not receiving a pay rise for quite some time,there is a strong sense of discontent across the region. Forexample, in Japan there are more employees who are dissatisfiedwith their salary, than those who are satisfied.

If this situation is not addressed by employers, a larger number of their staff may start to look for jobs in other markets.

Very satisfied Very dissatisfiedSatisfied DissatisfiedNot sure


Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


30

25

30

25

3232

8 8

54

13

7

1917

2019

21

18

39

47

41

47

29

40

43

5 544

50

40

30

20

10

0





Do you believe it is necessary to switch jobs in order to gain greater bargaining power insalary negotiations?

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Yes No Don’t know

100

80

60

40

20

0

Almost three quarters (73%) of the technology employees acrossAsia Pacific believe they need to switch jobs in order to gain asalary increase, rather than negotiating their current salary withtheir employer. Hong Kong employees are the least likely toapproach their current employer about salary concerns, with anoverwhelming 86% believing that they must switch jobs to gaingreater bargaining power.

Many employers still fail to effectively communicate pay decisionsto employees. Due to a general sentiment of employeedissatisfaction with salaries and an unwillingness to discuss theissue, employers should have the salary conversation with theiremployees. This will allow employers to work with employees andaddress any concerns while they still have the opportunity.

73 74

86

6568

76

1822

9

2417 18

94 5

127

14


What do you believe is the most important factor to get a pay rise?

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Personalperformanceand attitude

Length of timewith thecompany

Deliveringpositive results

Work ethic Don’t knowOtherSuccess of the company

60

50

40

30

20

10

0

A large percentage of technology employees (47%) rate personalperformance and attitude as the key factor in receiving a pay rise,while only a small percentage (16%) believe the success of theircompany can help secure a salary increase. This is because manyemployees recognise that their organisations are still in recovery

mode and are unable to provide pay rises across the board.

Similarly, a significant number of employees (26%) acknowledgethat delivering positive results is a key factor in securing a payrise. Although employees are taking greater responsibility for theirfinancial position within an organisation, employers must alsorecognise and reward high performance to drive morale.

47

52

46

50

44

48

2 23

132 2

32

311

16

9

28

11

20

14

46

1

53

6

2 3 22 32

2626

17

29

2627




Which of the following factors would influence you to accept a slightly lower salary?*

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

The top benefits for technology workers in the region are flexibleworking hours (37%) and the ability to work from home (39%),which are realistic incentives for many in the industry, given thatmuch of their work can be completed remotely. Other top benefitsinclude fast tracked career progression (31%) and organisationalculture (31%).

In Australia and Japan, having the ability to work from home wasrated as the most enticing reason to accept a lower salary (48%and 33% respectively). Similarly, employees in New Zealand andSingapore value flexibility in relation to the hours they work, withthis factor as the most influential (36% and 44% respectively).In Hong Kong, however, exactly half of the respondents rated fast

tracked career progression as a key benefit, which indicates a farmore career-focused workforce.

As each employee is unique in what they deem to be a valuablebenefit, two-way communication is vital in reaching the bestoutcome for both parties. Employers should discuss other benefitswith their staff, as this will aid in the attraction and retention of talented people.

“As each employee is unique in what they deem to be a

valuable benefit, two-way communication is vital in reaching

the best outcome for both parties.”

Extraholiday

entitlements

Moreexible

sick leavepolicies

Sabbatical Insurance Location Extracontributions toSuperannuation / Pension scheme

Flexible hours Ability to workfrom home

Ability towork for aninspirational

leader

Fast-trackedcareer

progression

Organisationalculture

Other Working witha leadingbrand

None of theabove

%

o f r e s p o n d e n t s

50

40

30

20

10

0

9

12

6

87

11

29

34

39

33

26

23

8

6

9 9 98

9 9

12

9 99

27

39

31

23

25

22

13

15

21

9

1211

37

40

30

44

32

36

39

48

4142

3334

2524

23

31

17

29

31

25

50

21

37

27

31

34

36

27

31

25

21

20

14

27

30

18

4

6

334

3

15

1213

19

16

12

*Respondents were able to select more than one answer to the survey question.




Currently, how often do you negotiate your salary or benefits package?

Half of all technology professionals in Asia Pacific negotiate theirsalary and benefits once a year. Often these discussions stem fromwhen employees have their annual performance review. Employeesin Singapore are more hesitant to bring up the subject of pay withtheir employer, with almost half (49%), admitting they nevernegotiate salary or benefits. Employees in New Zealand however,are the most open to the discussion with 65% revealing they bringup the subject once a year.

It is not particularly common for employers to initiate discussionsregarding pay, especially when costs are an issue for the business.However, if employers are not proactive about the subject, theyrisk losing their staff to other opportunities.

A good way for employers to test the waters is to ask employeesabout their ambitions. Highlighting the opportunities for careerprogression available within the organisation is a good way todemonstrate the future salary growth available. Tying personalperformance in with pay can also help employees feel more secureand in control of their career prospects.

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Twice a year Once a year Longer than a year Never

60

70

80

50

40

30

20

10

0

6

12

64

8

3

50

56 55

65

50

38

11 12910

1311

33

19

30

21

29

49





As technology evolves and has a greater impact on the productivityand success of an organisation, the technology industry willcontinue to prosper. As such, the majority (79%) of employees inthe industry are confident in the growth prospects of their company,particularly as organisations begin to upgrade core technologyinfrastructure.

Employees in New Zealand are the most positive, with 87% feelingsecure about their company’s growth prospects. Employees in Japan however, are the least confident, with 32% saying they arenot at all confident that they will see growth in their organisation.

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Very confident Somewhat confident Not confident at all

60

70

50

40

30

20

10

0

2118

20

13

32

15

56 56

62

54 5555

2326

18

33

13

31



Industry growth

Compared to last year, how confident are you in your company’s growth prospects in theforthcoming year?

How concerned are you about losing top performers to other job opportunities in the next year?

Employers in the technology industry are concerned that theiremployees are planning to leave the organisation in the next year,with New Zealand (79%) and Hong Kong (81%) employers the mostconcerned. This fear is not without grounds, as the market isalready in recovery and employees in technology are well poised tobenefit from greater opportunities and higher salaries that are nowbeing offered.

Organisations need to be aware that top performers can commandbetter compensation packages. Being more proactive and sensitiveto the changing landscape will ensure that companies withtechnology requirements in Asia Pacific remain competitive.Therefore, employers have a small window of opportunity in whichto maintain employee loyalty through the implementation of alternative strategies, such as flexible working hours.

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Very concerned Somewhat concerned Not at all concerned

60

70

80

50

40

30

20

10

0

23

29

1921

2522

20

26

1816

1821

57

44

6363

5757




At what levels do you expect to hire in the next 6 months?*

The technology employment market across Asia Pacific continuesto show strength, with the majority of employers planning torecruit in the next six months. In the downturn, hiring freezesforced many employees to step up and take on positions of higherresponsibility. Having now proved their worth to their employer,these people are graduating to management levels, resulting in aneed to fill more junior project execution roles.

Although Australian and New Zealand employers are hiring entry

level staff, there are less employers planning to hire entry levelstaff in other Asia Pacific markets. Employers in Hong Kong, Japanand Singapore are focused on hiring professionals at a higherlevel, particularly to fill management and executive roles.

An ageing workforce in Japan and Hong Kong is seeing manypeople at higher level positions retire, creating new challengesaround how to replace them. Forward thinking companies areputting plans and strategies in place now, introducing mentoringprograms to capture the knowledge that would be lost anddeveloping the skills of more junior staff.

“Forward thinking companies are putting plans and

strategies in place now, introducing mentoring programs to

capture the knowledge that would be lost and developing

the skills of more junior staff.”

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


Entry Staff Senior Management Executive Not planningto recruit

Don’t know

50

40

30

20

10

0

13

22

10

22

9

14

32

3537

49

22

3332

26

35

32

35

3028

13

30

19

39

23

16

13

2

21

25

13

19

111012

13

11

15

10

14

119

*Respondents were able to select more than one answer to the survey question.




Is there pressure on you to work additional hours?

The remote nature of technology work means that for manyemployees, work-life balance is highly achievable. While thisdiffers for individuals in high level positions such as Chief Information Officers (CIOs), the majority of technology professionalsin the region work average hours and only sometimes feel pressureto work over time. New Zealand employees have the greatest work-life balance with 70% working between 39-45 hours per week. Incontrast, employees in Japan are risking their work-life balancewith 61% working more than 45 hours a week.

Given this general trend within the industry, employers trying toimprove staff loyalty and morale could consider offering moreflexible work structures to their staff.

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o



60

70

80

50

40

30

20

10

0Less than 25 (20) 25-38 (31.5) 39-45 (42) 46-55 (50.5) More than 55 (60)

2 4 12 31

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

% o


50

40

30

20

10

0Very oftenAlways Often Sometimes NeverSeldom

11

810

7

15

11 11 1214

6

13

10

16 15 16

12

1917

1617

13

24

1415

911

6

911

6

3737

4142

27

41

5

12

1

7 6

2

45

56

40

70

30

44

35

23

43

19

42

38

13

6

16

2

19

15

Workplace conditions

How many hours do you work in an average week?




Training and Development

What type of training/development would you find most valuable at this point in your career?

The vast majority (40%) of technology professionals identifiedleadership and management skills training as highly valuable atthis point in their career. Hiring freezes in the downturn meantmany employees were forced to step up and take on positions of higher responsibility. As a result, these individuals are now moredriven to move up the corporate ladder and are looking for trainingto support this growth.

Communication skills training rated highly in Hong Kong (20%), incontrast with Australia and New Zealand, where technical andsoftware training were considered the most valuable.

Given the increase in movement in the employee market, theprovision of training opportunities is not only critical to employeeretention, but also to the general growth of the business.

“Given the increase in movement in the employee market,

the provision of training opportunities is not only critical to

employee retention, but also to the general growth of the

business.”

Australia

New Zealand

Hong Kong

Singapore

Japan

APAC Total

Leadership / management skills

Negotiationskills

Presentationskills

Career counseling

Teambuilding skills

Communicationsskills

Career management

Projectmanagement

skills

Hiring and staff retention

Other Technicaland software

training

% o


50

40

30

20

10

0

40

31

34

48

42

35

10

5

6

9

12

20

5 4 4

6

53

14

19

16

14

12

14

2 21

2 2

54

6

4 4 43

1 1 1 0 10

3

1

4

1

34

3

12

34

3

16

26

28

1213

9

23

01

2

5





Survey Demographics

Locations of respondents surveyed

Gender

Age

Years of work experience in a technology related role

Countries %

Australia 13

New Zealand 16

Hong Kong 13

Singapore 30

Japan 28

Gender Total Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Male 82 79 72 85 79 91

Female 18 21 28 15 21 9

AgeTotal Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Under 25 years 1 1 2 1 1 1

25-35 years 42 47 39 61 47 27

36-45 years 39 31 34 33 41 45

46-55 years 17 19 21 5 11 25

56-65 years 1 1 4 0 0 2

Over 65 years 0 1 0 0 0 0

Years of ExperienceTotal Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Less than 4 years 8 10 9 11 5 8

4-5 years 8 18 8 10 7 5

6-10 years 30 24 32 39 35 23

11-19 years 35 29 32 31 42 35

20 years+ 18 19 19 8 11 29

Note: Percentage may not add up to 100% due to rounding




Respondents who have staff management responsibilities

Qualifications60% of respondents from APAC have a professional Information Technology qualification

Status of employmentThe majority of respondents are in full-time permanent employment with their current employees

Respondents who have staff management responsibilities.

Total Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Yes 53 46 33 52 59 61

No 47 54 67 48 41 39

Professional qualications Total Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Yes 60 65 52 54 71 52

No 35 32 42 41 23 42

Currently studying towardsprofessional qualications

6 3 6 6 6 6

EmploymentTotal Australia New Zealand Hong Kong Singapore Japan

% % % % % %

Temp / contract 21 33 21 20 16 20

Permanent- full time 78 62 77 78 83 79

Permanent- part time 2 6 2 1 1 1

Note: Percentage may not add up to 100% due to rounding



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