the salary analysis in asia

The Salary Analysisin Asia2021

The Salary Analysis in Asia 2021, is the latest version of our well-received salary analysis, as prepared by JAC Group drawing upon our extensive experience and record of accomplishments amassed over our many years of conducting business in Japan throughout Asia. While this year’s report is arranged in the same format as those of previous years, we have updated relevant content while also making overall stylistic improvements.

We hope this report is of interest to you in regards to the recruitment market in Asia.

About this Report

The Salary Analysis in Asia © 2021 JAC Group

2About this Report

How to Read the Tables

MNC (multinational corporation)Multi-national corporations which are globally headquartered outside of the surveyed country

Local CompanyPrimarily major corporations deemed local entities by the surveyed country on the basis of local equity ownership

Local StaffLocally hired members of the workforce employed in positions that do not require English or Japanese language skills unless it is the official language of the surveyed country

• The annual salary data presented herein has been collected from job enquiries that we have received over the past year and from the insights of our consultants. The compensation data shown in the tables refer to total annual gross income, often excluding irregular bonuses and/or incentives.

• “N/A” ( “not applicable” ) is indicated with respect to either market segments that are not handled by JAC or those for which the sample size is insufficient. • The exchange rates presented herein are current as of November 1st, 2020. The information within the overviews of the countries and industries presented• herein are current as of the third calendar quarter of 2020. Economic statistics without specific explanations are forecasted of 2020 by IMF World Economic

Outlook, October 2020. However, the four charts at the beginning of each country are forecasts for 2021. • “Japanese Speaker” include Japanese and English bilingual or more speakers in this report.* This document was originally created in Japanese.

DisclaimerJAC Group shall not be held liable for any actions whatsoever carried out by readers of this report. Accordingly, the reader maintains sole responsibility for use of information contained herein. The content of this report has been compiled on the basis of assessments made by JAC Group using currently available information. Accordingly, in some cases the figures presented may vary from actual comprehensive industry and market data. Moreover, in some cases data herein may vary significantly due to the highly individualized nature of business transactions in the recruitment market resulting from the limited scope of information in terms of positions offered and human resources available.Content on minimum wages and other such legal and regulatory information is provided solely with the aim of providing an overview of labour markets. Accordingly, because the legal integrity of such data is not guaranteed, the reader maintains sole responsibility for use of content herein.

About this Report …………………………… 2

Table of Contents …………………………… 3

Topics ………………………………………… 4

Overview Singapore ……………………………………………… 9 Malaysia ……………………………………………… 21 Indonesia …………………………………………… 34 Thailand ……………………………………………… 47 Vietnam ……………………………………………… 57 India …………………………………………………… 69 China ………………………………………………… 78 Hong Kong SAR ……………………………………… 91 Korea ……………………………………………… 102 Japan ……………………………………………… 113

About JAC Group …………………………125

Table of Contents3Table of Contents


4Topics

Topics

Effects of COVID-19 on Japanese Companies and Associated Labour Strategie

Kenji SaharaChief AnalystJAC Recruitment - Japan

Economies and corporate operations have stalled in many nations worldwide due to the COVID-19 pandemic, which spread after having initially struck China at year-end 2019. Governments have consequently been restricting people's physical movement to the substantial detriment of the aviation and transportation, travel and tourism, and services sectors. Meanwhile, uncertainties as to the outlook ahead have caused a downturn in motor vehicle manufacturing, thereby forcing many suppliers to cut production particularly in Thailand, Indonesia and India. On the other hand, demand continues to grow in areas that include non-contact services particularly those involving food delivery and mail-order sales amid demand from those who are staying at home during the pandemic. Demand is also increasing for hardware and applications related to remote work solutions and online communications.Meanwhile, whereas nations such as China and Taiwan have increased their direct investment in the ASEAN region, Japan has put the brakes on such investment. This is likely to weigh on the competitive environment with respect to local businesses, as well as business strategies going forward and prevailing salary levels.



The number of new job listings fell sharply over the months April through June 2020, but mounted a slight recovery throughout July through September

The slowdown in corporate operations has been dampening momentum in the labour markets of respective countries since around February to March 2020. As such, the number of new employment listings submitted to JAC Group over the three months April through June fell sharply relative to the same period of 2019, having plunged by 63%, 51%, and 48% in Indonesia, Hong Kong, and China, respectively. Over the three months July through September, the number of new employment listings submitted to JAC Group increased to a level of 116% the number of listings in the previous year in Vietnam, where COVID-19 is relatively under control. Meanwhile, the rate of decrease in the number of employment listings is narrowing in the three nations of South Korea, Malaysia, and Thailand, where the number of such listings was 18% lower than in the previous year. However, some companies in nations such as Thailand and Vietnam are cutting back on workforces, particularly those enterprises whose factory operations are stuck at levels below capacity and not increasing. Also, employers are likely to somewhat hold back on pay rises granted to white-collar professionals in each of the countries this year.

5Topics

The number of new employment listings submitted to JAC Group

Amid that environment, technical experts involved with digital technologies have been widely sought after, particularly by employers in the manufacturing sector aiming to streamline production and by those in the services and financial sectors enlisting digital marketing. As such, those involved in recruitment need to be aware that the shortage of supply relative to demand for such professionals continues to drive remuneration levels higher in certain regions. Employers may also encounter escalating salary levels driven by increased hiring of highly skilled IT professionals in India and Vietnam for involvement in remotely managed operations, in line with surging proliferation and progress of online communications. In addition, recruitment demand is also mounting a rapid recovery when it comes to suppliers serving electronic components and automotive-related sectors in China where activity involving production and development is heating up. Employers are also encountering intensifying competition with respect to attracting professionals who have a solid command of both the English and Chinese languages for sales occupations and to serve as technical experts in areas such as design and development.

In Singapore, employers seeking to enlist foreign talent are placing greater value on those with permanent resident status given that the Singaporean government has been imposing more stringent eligibility criteria with respect to granting its Employment Pass (EP) work visa to foreign nationals. Meanwhile Japanese companies in Singapore are bound to encounter rising salaries amid increasing scarcity of professionals who speak Japanese.


6Topics

It is important to note that digital technicians are in widespread demand and the balance of supply and demand has led to a localized surge in demand.


7Topics

Japanese MNCs urgently seeking greater autonomy of overseas operations: Signs of mounting demand for professionals to serve as candidates for executive positions locally.

National governments have been imposing restrictions on travel and entry to combat the spread of COVID-19. Such restrictions in turn have greatly affected foreign-affiliated MNCs striving to enter markets of the respective countries. Some Japanese MNCs operating in the Asian region have encountered substantial challenges due to COVID-19, particularly enterprises that have made relatively little progress in terms localizing management. For instance, some such companies have faced situations where their Japanese expatriate employees have gone back to Japan thinking their returns would be on a temporary basis, yet have subsequently been unable to gain re-entry into their country of employment. This has caused an increasing number of such Japanese-affiliated subsidiaries in respective countries to seek local talent equipped with extensive managerial experience to serve as candidates for executive positions so that such employers will be able to reduce their Japanese

expatriate workforces. Meanwhile, management of headquarters located in Japan have been singing the praises of developing autonomy of overseas operations, particularly in the manufacturing sector. As such, it is not uncommon for there to be instances where overseas and Japan-based management coordinate efforts to attract professionals who will be tasked with facilitating swifter transfer of technology from Japan and developing sales channels so that local operations rely less on headquarters in Japan. Such local offices overseas must engage in online communications for the time being, facilitated by technical experts

On the side of the head office in Japan, "self-reliance" is becoming a watchword, especially in the manufacturing industry.

who serve as interfaces with headquarters in Japan. Therefore, such local operations more than ever before require technical experts who are equipped with greater proficiency when it comes to cross-cultural communication skills. Meanwhile, local operations overseas have been exhibiting substantial needs for candidates experienced in developing marketing channels for the public and private sectors alike, particularly in Vietnam.

On the other hand, given that head offices in Japan face the challenge of building frameworks for appropriately facilitating guidance and management on a remote basis, companies are now more than ever before setting their sights on the notion of enlisting professionals who have returned from assignments overseas.

Potential developments going forward with respect to COVID-19 remain unpredictable worldwide. For instance, new cases of the virus continue to emerge in India and Brazil. Spread of the infection is also once again gaining ground in the United States and Europe. New cases are even materializing again in China where the epidemic previously seemed to have ended. On the other hand, populations have been gradually becoming more mobile since the autumn of 2020, which is evidenced by the notion that airlines in the respective Asian nations have been adding more regularly scheduled and extra flights and Thailand has once again started allowing tourists to visit the country as of October 22, after a prolonged phase of restrictions against entry. As each of the Asian nations enter respective phases encompassing the dual aims of controlling spread of the virus and revitalizing their economies, companies are bound to place greater importance on labour strategies with respect to taking an approach to management that involves balancing the need for employee safety with that of business continuity and growth.

The companies are looking to make more use of returnees than ever before.


SINGAPORE


10Singapore

Economic Trends

Nominal GDP: USD 338 billion; Nominal GDP per capita: USD 58,484; Real GDP growth: -6.0% (2020), 5.0% (2021)

Consumer price inflation: -0.4% (2020), 0.3% (2021)

Total population: 5.8 million (2020), of which approximately 40% are foreign nationals (approx. 10% are Singapore permanent residents)

Workforce: 3.8 million; Unemployment: 3.0% (2020), 2.6% (2021)

Japan Chamber of Commerce & Industry Singapore membership: 831 companies and individuals (as of September 2020); Japanese-affiliated: Approximately 2,000 companies; Japanese nationals in Singapore: 36,624 individuals (as of October 2018)

The economy is expected to contract in 2020 at a rate of -4% to -1%.

Overview of Singapore

58,484US$ GDP PER CAPITA

2.6%UNEMPLOYMENT RATIO

5.0%GDP GROWTH

(2021 IMF)

0.3%INFLATION, CONSUMER PRICES

(2021 IMF)


The Singaporean government has allocated funds of USD 5.5 billion, equivalent to 11% of its GDP, to support its economy amid the COVID-19 pandemic. Authorities have been implementing various measures that include: Singapore’s Job Support Scheme (JSS) enabling enterprises to continue employing their Singaporean nationals and Singapore permanent residents; Foreign Worker Levy (FWL) rebates furnished with respect to Work Permit and S-Pass holders; rebates on non-resident real estate tax; deferred payment of corporate tax, and; higher maximum borrowing eligibility for SMEs.

The Singaporean general election culminated in a 1.6-fold increase in the number of winning candidates from the opposition party. As a result, the ruling party has been taking action that has involved tightening standards for issuing work visas to foreign nationals twice with the aims of addressing poverty of Singaporean citizens, income disparity and job security, which had been campaign issues during the election.

Recruiting Trends

The official language of Singapore is English, which helps enable Singapore to be highly competitive on an international scale. Approximately half of the workforce has received education at junior college level or above. The population is also known for its strong focus on upward mobility, whereby a substantial proportion of Singaporeans have obtained high-level qualifications and advanced expertise. As such, many people take part in training in order to obtain qualifications even after joining the workforce. Approximately 40% of Singapore’s university population studies abroad and many Singaporeans are receptive to the idea of living and working overseas.

In many cases thus far, Japanese companies in Singapore have been taking steps to achieve greater workforce localisation by promoting locally hired Japanese nationals and Singaporean employees as successors to expatriate employees, and filling job vacancies through the hiring of mid-career professionals. It is also becoming increasingly common

11Singapore

for Japanese nationals to seek middle-management employment overseas in Singapore. Japanese regional headquarters (RHQ) in Singapore have been hiring more professionals in the fields of international accounting, finance and taxation, as well as experts in charge of legal affairs. In the category of global recruitment, every year an increasing number of positions are becoming available for candidates who are able to play active roles outside of Singapore in Southeast Asia. In some such cases, companies have also been setting salaries and benefits somewhere between levels offered to expatriate employees and local hires.

The Singaporean economy has slowed amid a downturn in the nation’s real GDP due to COVID-19. Singapore’s recruitment market has been substantially affected by government policy aiming to protect jobs of the nation’s citizens.

Singaporean regulations governing employment of foreign nationals have become even more stringent. For instance, the government tightened standards for granting work visas twice in 2020, yet had previously done so once every several years.

The Singaporean government has been revising the minimum qualifying salary with respect to its S-Pass visa for mid-level skilled workers. Having been at SGD 2,200 at the outset of the year, it was increased to SGD 2,400 in May and then again to SGD 2,500 in October.

The Singaporean government has been substantially revising the minimum qualifying salary with respect to its Employment Pass (EP) work visa for highly skilled professionals including managers and specialists. Having been at SGD 3,600 at the outset of the year, it was increased to SGD 3,900 in May and then again to SGD 4,500 in October (SGD 5,000 in the banking and financial services industry). In addition, the government continues to stringently apply its watchlist of employers whose workforces consist of low percentages of Singaporean nationals. Put into effect in 2017, the watchlist covers SMEs as well as major corporations. Authorities have been persistently stringent in their application of the watchlist, with some companies having been returned to the list despite previous removal of their names upon having achieved requisite improvements.

Companies have been seeking fewer Japanese nationals for mid-career positions, partially as a result of the Singaporean government’s policies curtailing employment of foreign nationals. Some individuals subject to work visa requirements for ongoing employment in Singapore have been encountering situations where their visas lapse subsequent to not

12Singapore


"Singapore Core" Regional HQ

being granted renewal. Nevertheless, regional headquarters located in Singapore are still hiring Japanese nationals.

Singaporean workers have a tendency to seek frequent job changes given their strong focus on upward mobility. This tendency is particularly apparent when it comes to the younger generation. Also, employers need to take extra precautions in Singapore when it comes to matters of employee retention, particularly given that even those employees not actively searching for new employment tend to persistently keep tabs on their value in the job market and otherwise seek information on employment. In addition to their income level expectations, local job candidates pay heed to a myriad of other factors such as work-life balance, health and welfare benefits, and varying career paths.

Salary Trends

Total wage growth: 3.3% (2019)

The Singaporean market for recruitment of Singaporean nationals in positions as junior employees and specialists remains a sellers’ market despite COVID-19 due to government measures that favour hiring of the nation’s citizens. Meanwhile, most people seeking new jobs have their sights set on salaries that are around 10% higher than their current earnings. Rates of both recruitment and attrition have been decreasing slightly in relation to Japanese companies in Singapore. Attrition rates have been heading lower particularly in the nation’s banking and financial services industry.

13Singapore


Drastic increases in the minimum qualifying monthly salaryfor the Singapore Employment Pass (EP) work visa.

Companies exhibiting high rates of salary growth include those in the IT and real estate realm, followed by those in the finance and insurance sectors.

The Singaporean government is working to ensure compliance with guidelines it has set for the purpose of safeguarding employment amid the COVID-19 pandemic. Authorities have also rolled out the Job Support Scheme (JSS) with the aim of maintaining employment among Singaporean nationals and permanent residents. A scheme has also been introduced whereby the government is partially subsidising employee salaries over a nine-month period, with the specific percentage of the subsidy varying by industry.

In 2020, the Singaporean government has tightened its standards for granting work visas on two occasions, and has increased its salary level qualifying standards by as much as 23%.

Authorities have been raising salary level qualifying standards for foreign nationals overall even when it comes to those currently acquiring work visas for the first time, with one aim being that of also making such amounts applicable to work visa renewals from May 2021 onward. The government has been clearly distinguishing between positions when it comes to work visas, in that management and specialist positions, which companies are intent on filling even when doing so entails the need to arrange work visas, are being categorized separately from positions being shifted over to Singaporean nationals.

For fiscal 2018, we are encountering starting salaries paid to recent Singaporean national university graduates in the sciences in excess of SGD 4,000 per month (approx. JPY 300,000). Also when it comes to graduates in the liberal arts and humanities, the market has come to exceed that of Japan with offers at the level of SGD 3,600 (approx. JPY 270,000). This is partially because a salary must be no less than SGD 4,500 in order for a foreign national to qualify for the Employment Pass (EP) work visa.

Singapore does not have a statutory minimum wage.

14Singapore


With the tightening of foreign employment regulations (Singapore Core), the difficulty of recruiting foreigners has increased.

Adil Driouech Managing Director, JAC Recruitment International & JAC Recruitment Singapore

”

“


15Singapore

Back OfficeAccounting (1K SGD=77,550JPY)

(Unit: Singapore dollar(000)/a year)

PositionJapanese Company MNC Local Company

English Speaker Japanese Speaker

Japanese Native Speaker English Speaker English Speaker

Non-Managerial Level 44 - 62 44 - 62 55 - 94 44 - 83 38 - 83

Manager Level 66 - 104 66 - 104 87 - 120 98 - 146 76 - 125

Senior Manager Level 109 - 166 115 - 166 115 - 203 142 - 218 120 - 198

Director Level 175 - 270 175 - 270 142 - 322 273 - 416 218 - 322

Human Resources




Recruiting 49 - 68 50 - 68 66 - 88 71 - 83 66 - 78

Training & OD （Organisational Development） 60 - 73 60 - 88 66 - 88 71 - 83 66 - 78

C&B （Compensation & Benefits） 49 - 68 60 - 88 66 - 88 71 - 83 66 - 78

Manager Level 71 - 109 87 - 114 87 - 120 76 - 109 82 - 146


Director Level 175 - 260 175 - 312 142 - 300 218 - 416 175 - 322

General Affairs




Secretary/PA/Admin 44 - 83 44 - 88 49 - 88 49 - 83 38 - 83

16Singapore


Banking and Financial ServicesSales (1K SGD=77,550JPY)





Retail Sales 38 - 120 38 - 120 66 - 120 55 - 177 44 - 156

Corporate Sales 38 - 130 38 - 130 66 - 130 55 - 192 44 - 172

Manager Level 93 - 125 93 - 125 98 - 125 109 - 166 104 - 161


Director Level 295 - 499 295 - 499 262 - 499 295 - 572 366 - 499

Specialists




M&A Adviser 71 - 250 71 - 250 98 - 250 93 - 390 80 - 354

Fund Manager 175 - 374 175 - 374 175 - 374 191 - 520 175 - 416

Risk Management 55 - 177 55 - 177 87 - 135 71 - 281 55 - 234

Private Equity 98 - 374 98 - 374 98 - 374 164 - 400 142 - 333

Manager Level 131 - 177 131 - 177 131 - 177 142 - 224 142 - 192


Director Level 235 - 499 235 - 499 262 - 499 273 - 572 251 - 499

17Singapore


Consumer GoodsSales (1K SGD=77,550JPY)






Manager Level 62 - 83 76 - 88 76 - 88 78 - 104 62 - 99


Director Level 109 - 229 137 - 302 137 - 322 135 - 390 104 - 192

Specialists




Product Manager/Brand Manager 62 - 99 76 - 104 76 - 104 78 - 146 62 - 94

MD（Merchandiser） 62 - 99 71 - 104 71 - 104 78 - 146 62 - 94

Buyer 62 - 99 76 - 104 76 - 104 78 - 146 62 - 94

Manager Level 78 - 104 87 - 140 87 - 140 88 - 166 73 - 99


Director Level 120 - 229 142 - 322 142 - 322 140 - 390 99 - 192

Service IndustrySales





Manager Level 62 - 83 76 - 88 76 - 88 78 - 104 62 - 99


Director Level 109 - 229 137 - 302 137 - 322 135 - 390 104 - 192

18Singapore


HealthcareSales (1K SGD=77,550JPY)





MR （Medical Representative） 52 - 91 52 - 91 52 - 94 59 - 117 52 - 78

Medical Devices Sales 52 - 104 52 - 104 52 - 94 59 - 105 50 - 84

Manager Level 78 - 156 91 - 156 83 - 114 91 - 169 78 - 130


Director Level 195 - 325 195 - 325 177 - 234 325 - 520 182 - 260

Specialists




CRC （Clinical Research Coordinator） 39 - 59 39 - 59 78 - 140 46 - 63 42 - 63

CRA （Clinical Research Associate） 59 - 104 65 - 104 78 - 140 70 - 112 63 - 112

Medical Affairs 98 - 182 98 - 182 83 - 140 112 - 200 98 - 182

Clinical Data Manager 91 - 182 91 - 182 83 - 140 112 - 224 91 - 182

Manager Level 130 - 182 130 - 182 83 - 140 140 - 255 120 - 182


Director Level 195 - 325 195 - 325 218 - 291 325 - 455 195 - 260

19Singapore


IT IndustrySales (1K SGD=77,550JPY)






Manager Level 60 - 88 60 - 88 82 - 88 90 - 170 90 - 170


Director Level 142 - 182 142 - 182 158 - 229 191 - 380 142 - 229

Specialists




IT Consultant 50 - 80 65 - 120 65 - 120 82 - 182 71 - 156

Project Manager 50 - 72 70 - 150 70 - 150 93 - 213 82 - 182

System Engineer 50 - 83 66 - 83 66 - 104 82 - 120 55 - 120

Technical Support 49 - 68 66 - 78 66 - 78 82 - 99 49 - 68

Network Engineer 66 - 99 66 - 99 82 - 104 82 - 182 66 - 99

Manager Level 82 - 120 82 - 120 82 - 182 126 - 213 82 - 120


Director Level 158 - 229 158 - 229 240 - 333 240 - 380 158 - 229

20Singapore


ManufacturingSales (1K SGD=77,550JPY)





Overseas Sales 48 - 91 48 - 91 47 - 94 49 - 94 44 - 73

Domestic Sales 42 - 73 42 - 73 47 - 94 49 - 94 44 - 73

Trading 45 - 91 45 - 91 47 - 94 49 - 109 44 - 73

Manager Level 78 - 114 78 - 114 68 - 140 93 - 151 66 - 114


Director Level 130 - 270 130 - 270 130 - 281 202 - 312 130 - 270

Specialists




QC/QA （Quality Control） 49 - 78 49 - 78 60 - 135 49 - 88 44 - 78

Service Engineer 49 - 78 49 - 78 60 - 135 49 - 88 44 - 78

Sales Engineer 44 - 78 44 - 78 60 - 135 66 - 88 44 - 73

Application Engineer 44 - 78 44 - 78 60 - 135 55 - 88 44 - 73

Plant Engineer 47 - 78 49 - 78 60 - 135 49 - 94 44 - 78

Mechanical Design Engineer 44 - 73 44 - 73 60 - 135 44 - 94 44 - 73

Construction Manager/Civil Engineer 87 - 172 87 - 172 87 - 172 120 - 187 87 - 172

Manager Level 66 - 114 66 - 114 76 - 146 93 - 151 66 - 114


Director Level 137 - 270 137 - 270 137 - 322 202 - 364 115 - 270

MALAYSIA


22Malaysia

Economic Trends

Nominal GDP: USD 336 billion; Real GDP growth: 4.3% (2019), -6.0% (2020), 7.8% (2021)

Per capita GDP: Malaysia’s per capita GDP stands at USD 10,192. It exceeded USD 10,000 in 2011 and has remained in the USD 10,000 range ever since.

Consumer price inflation: 0.7% (2019), -1.1% (2020), 2.4% (2021)

Total population: 33 million; Ethnicities: 69% Malay (Bumiputera), 23% Chinese, 7% Indian; Population in the capital city of Kuala Lumpur: 1.78 million

Religion: Islam (61.3%), Buddhism (19.8%), Christianity (9.2%), Hinduism (6.3%), etc.

Malaysia’s official language is Malay, and Malaysians of Chinese and Indian ethnicity continue to pass down their respective languages to the younger generation. Meanwhile, the English language serves as the common language of Malaysia upon having become prevalent during the era of British colonial rule.

Overview of Malaysia

7.8%GDP GROWTH

(2021 IMF)


336 billionUS$ GDP


(2021 IMF)


Workforce: 15.3 million; Unemployment: 4.9%, 3.4% (2021)

Number of Japanese enterprises in Malaysia: 1,544 companies (54% in the manufacturing sector; as of February 2020, JETRO); Japanese residents: 26,500 people (2018, MOFA)

Malaysian Prime Minister Mahathir Mohamad resigned in February 2020. On February 29, Malaysia’s King Sultan Abdullah Sultan Ahmad Shah appointed former interior minister Muhyiddin Yassin to serve as Malaysia’s eighth prime minister, pursuant to the Malaysian constitution. On March 1, Muhyiddin Yassin subsequently assumed office as the nation’s prime minister.

On March 18, the government imposed Movement Control Order (MCO) measures to address COVID-19. It then extended the MCO restrictions and later eased them. As of September 2020, the government is maintaining its Recovery Movement Control Order (RMCO), which is to remain in effect through December 31, 2020. Many companies in Malaysia have been subject to suspensions on business affairs and operations over the duration of the MCO. This has had substantial ramifications with respect to enterprises in the manufacturing sector, tourism and retail. Meanwhile, unemployment was at 5.3% in May, up from 3.3% in February prior to the MCO. The Malaysian government has also implemented an economic stimulus package amounting to MYR 295 billion, and most recently has been reinforcing that effort with initiatives that include a second round of salary subsidies along with special allowances for micro, small and medium enterprises (MSMEs).

In September, the Japanese Chamber of Trade & Industry, Malaysia (JACTIM) released its survey of business trends affecting Japanese companies in the second half of 2020. According to the survey, Malaysia’s business sentiment diffusion index (DI) was at negative 57.9 points, constituting an all-time low for the survey since its initial release back in 1984.

Recruiting Trends

Malaysia has been imposing numerous restrictions, such that include its restrictions on movement and suspension of business operations, pursuant to its Movement Control Order (MCO) effective from March 18, 2020. The government subsequently transitioned to its Recovery Movement Control Order (RMCO) which extends to 2020 year-end and calls for incremental easing of restrictions. The MCO has dealt a substantial blow to Malaysia’s economy. For instance, the unemployment rate increased to 4.9%, its highest level since April 1990 (as of June 2020, according to Department of Statistics Malaysia); the number of job listings submitted to JAC Recruitment from corporations decreased by 40% in the first half of 2020 relative to 2019 levels; and, there has been an increase in the number of companies that have frozen or otherwise suspended hiring.

23Malaysia


24Malaysia

Whereas the number of job openings is decreasing overall, companies continue to actively recruit candidates in areas that include medical devices and pharmaceuticals, chemicals, factory automation (FA), robotics, shared services centres (SSC) and business process outsourcing (BPO). Irrespective of industry, occupations encountering mounting demand include professionals in sales and business development, robotics engineers, digital marketing specialists, along with Java developers and blockchain experts in the IT realm. On the other hand, young professionals including new graduates are encountering slowing demand.

Over the last several years there has been a trend whereby an increasing number of Japanese companies have been developing high-calibre local Malaysian talent (new graduates and engineers) as R&D professionals, engineers and core personnel in manufacturing operations. In so doing, head offices in Japan are hiring such Malaysian employees via JAC Recruitment Malaysia and then sending them back to Malaysia after they have acquired skills. There is likely to be continually increasing demand for highly skilled professionals in areas such as robotics, IoT technologies and artificial intelligence, associated with the Malaysian government engaged in nationwide efforts to promote digitalisation and the Industry 4.0 concept in the nation’s manufacturing sector and related services.

With respect to the market for job seekers, a survey administered in September 2020 by JAC Recruitment Malaysia on attitudes toward career change among Malaysian nationals found that 24% of the 1,538 respondents had begun considering options for changing jobs subsequent to the government having put its restrictions in place. The findings of the survey indicate that the number of those seeking to change jobs has increased to 76% from 56% previously, a gain of 20 percentage points. Findings of the survey reflect the notion that the COVID-19 pandemic has substantially influenced reasons underpinning people’s desire to change careers. For instance, the third-ranking reason cited for seeking career change was that of the respondent having encountered changing business circumstances affecting his or her current employer. Whereas that motivation for seeking a new job had previously not featured very prominently in previous surveys, it accounted for 18% of the responses this time around.

High demand for SSC*/BPO, healthcare, chemical, FA, logistics*SSC: shared service centres

High demand for Robotics, IoT, AI


There has been a marked shift in recruitment of core personnel. For instance, whereas managerial positions offering base salaries starting at MYR 7,000 constituted some 25% of the overall number of job listings by base salary in 2019, such positions accounted for almost 50% of the listings during the first half of 2020.

Salary Trends

Salaries in Malaysia have been climbing by about 5% per year on average. Meanwhile, companies have been increasing salaries across the board, including those offered to recent graduates. This comes amid a scenario of rising consumer prices ever since the government introduced the nation’s goods and services tax (GST) in 2015 (Malaysia subsequently reintroduced its sales and service tax (SST) in 2018). However, actual pay rises vary across a range of nil to as much as 15% because companies in Malaysia decide rates of salary increase for individual staff members based on employee evaluations.

Japanese companies in Malaysia increased salaries of their staff members by approximately 5% in fiscal 2019, according to a survey on employment trends administered by JAC Recruitment Malaysia in December 2019.

Whereas the number of Malaysia-based professionals who are graduates of Japanese universities has been decreasing over the years, candidates in Malaysia who speak Japanese remain in great demand particularly among Japanese companies. Meanwhile, demand for such candidates also continues to rise sharply among shared services centres

25Malaysia

Surge in proportion of high-paying positions offering monthly salaries exceeding MYR 7,000 (managerial level salary)

Source: JAC Recruitment Malaysia

2019

25% 50%

H1, 2020


(SSC) and business process outsourcing (BPO) multinationals. As a result, there has been an increasing number of instances where prospective employers have successfully lured away Japanese nationals and Japanese speaking employees with offers of high salaries.

Although living expenses are low in Malaysia’s rural areas, regional differences in salary levels are relatively small when it comes to white collar talent, particularly salaries for middle-management positions and above. This is because companies have come under pressure to raise wages amid a growing lack of professionals who offer distinctive skills in areas such as production planning, quality assurance, personnel planning and consolidated accounting.

Base salaries of recent university graduates normally range from around MYR 30,000 to MYR 40,000 (approx. JPY 800,000 to JPY 1,050,000).

Statutory minimum wage: The statutory minimum wage has been increased to MYR 1,200, from MYR 1,100 previously, in 57 urban areas across Malaysia since January 2020. Whereas the government generally revises Malaysia’s minimum wage once every two years, only a single year had elapsed since the government previously increased the minimum wage to MYR 1,100 in January 2019, from MYR 1,000 on the Malay Peninsula and MYR 920 in East Malaysia prior to that. Malaysia’s Ministry of Human Resources (MOHR) has indicated that the government is apt to increase the minimum wage again going forward depending on developments, and accordingly aims to fulfil the ruling party’s campaign promise of raising the minimum wage to MYR 1,500 over the party’s five-year tenure.

26Malaysia

There has been a noticeable shift in hiring to core personnel, with about half of all jobs for manager positions.

Nobuaki Ohnishi Managing Director, JAC Recruitment Malaysia

”“

27Malaysia


Back OfficeAccounting (1K MYR=25,400JPY)

(Unit: Malaysian Ringgit(000)/a year)





Manager Level 95 - 140 90 - 170 105 - 210 108 - 160 95 - 145


Director Level 240 - 360 210 - 330 225 - 330 240 - 420 240 - 350

Human Resources




Recruiting 60 - 95 65 - 90 75 - 105 65 - 130 65 - 70



Manager Level 95 - 145 100 - 160 105 - 160 100 - 160 90 - 145


Director Level 215 - 315 180 - 330 240 - 360 240 - 360 215 - 315

General Affairs





Manager Level 65 - 100 96 - 180 96 - 180 70 - 135 60 - 105

Senior Manager Level 120 - 180 N/A 125 - 190 158 - 242 115 - 190

Director Level 165 - 315 N/A 190 - 330 210 - 352 170 - 315

28Malaysia


Banking and Financial ServicesSales (1K MYR=25,400JPY)





Retail Sales 60 - 80 N/A N/A 60 - 85 55 - 75

Corporate Sales 65 - 100 65 - 120 75 - 160 60 - 100 55 - 80

Manager Level 90 - 180 125 - 160 144 - 216 100 - 180 90 - 180


Director Level 210 - 360 230 - 350 210 - 400 210 - 360 200 - 360

Specialists


English Speaker Japanese Speaker English Speaker English Speaker

M&A Adviser 135 - 210 N/A 158 - 250 115 - 200

Fund Manager 230 - 420 N/A 230 - 500 230 - 420

Risk Management 95 - 140 115 - 135 115 - 175 95 - 160

Private Equity 175 - 325 210 - 325 210 - 380 180 - 350

Manager Level 120 - 180 140 - 210 140 - 210 95 - 175

Senior Manager Level 170 - 280 175 - 290 210 - 325 170 - 250

Director Level 300 - 480 N/A 300 - 480 300 - 480

29Malaysia


Business Process OutsourcingBPO Centre (1K MYR=25,400JPY)


Position

Japanese Company / MNC Local Company

JapaneseSpeaker

Japanese Native Speaker

Other Language Speaker

(Korean, Thai, Vietnamese, Indonesian)

English Speaker English Speaker

Customer Service Agent 65 - 110 65 - 110 55 - 90 40 - 55 35 - 40

IT Helpdesk/Technical Support 65 - 155 75 - 110 55 - 100 45 - 65 40 - 55

Trainer 95 - 145 95 - 130 N/A 75 - 145 75 - 140

Supervisor 100 - 145 95 - 130 N/A 100 - 130 85 - 150

Manager Level 105 - 200 120 - 200 N/A 125 - 180 105 - 160

Senior Manager Level 145 - 240 150 - 240 N/A 145 - 240 135 - 220

Director Level 220 - 400 230 - 400 N/A 240 - 400 215 - 400

30Malaysia


Consumer GoodsSales (1K MYR=25,400JPY)






Manager Level 90 - 140 95 - 145 105 - 190 100 - 230 90 - 170


Director Level 210 - 380 220 - 380 260 - 400 375 - 460 250 - 420

Specialists


English Speaker Japanese Speaker English Speaker English Speaker

Product Manager/Brand Manager 85 - 135 70 - 150 80 - 190 80 - 195

MD （Merchandiser） 65 - 115 70 - 115 70 - 115 65 - 115

Buyer 50 - 90 50 - 115 70 - 115 65 - 115

Manager Level 115 - 165 95 - 165 145 - 210 125 - 155

Senior Manager Level 170 - 250 180 - 250 190 - 265 155 - 210

Director Level 210 - 410 240 - 410 265 - 410 270 - 420

HealthcareSales




MR （Medical Representative） 55 - 100 65 - 130 N/A 60 - 110 55 - 115


Manager Level 130 - 200 125 - 210 105 - 200 160 - 260 140 - 210


Director Level 200 - 420 190 - 420 200 - 440 265 - 480 220 - 420

31Malaysia


Specialists (1K MYR=25,400JPY)(Unit: Malaysian Ringgit(000)/a year)


English Speaker English Speaker English Speaker

Non-Managerial Level 50 - 85 80 - 115 75 - 115

Manager Level 130 - 205 160 - 220 130 - 150

Senior Manager Level 165 - 285 209 - 290 150 - 200

Director Level 195 - 400 220 - 400 190 - 330

Information TechnologySales





Manager Level 90 - 180 95 - 180 105 - 190 100 - 180 85 - 175


Director Level 230 - 440 230 - 440 240 - 440 275 - 470 275 - 465

Specialists




Pre Sales 60 - 85 60 - 115 95 - 120 80 - 110 70 - 90

IT Consultant 65 - 85 60 - 95 100 - 145 60 - 90 45 - 80

Project Manager 85 - 125 85 - 130 105 - 190 225 - 315 90 - 190

System Engineer 75 - 145 95 - 130 95 - 130 60 - 145 60 - 145



Manager Level 110 - 170 120 - 180 120 - 200 190 - 265 130 - 175


Director Level 200 - 400 240 - 400 240 - 400 290 - 440 240 - 380

32Malaysia


ManufacturingSales (1K MYR=25,400JPY)





Overseas Sales 55 - 95 60 - 140 85 - 130 65 - 130 65 - 125

Domestic Sales 55 - 95 55 - 130 75 - 130 65 - 130 65 - 125

Manager Level 115 - 180 105 - 175 105 - 160 130 - 200 110 - 180


Director Level 200 - 400 200 - 400 200 - 400 300 - 420 300 - 420

Specialists




QC/QA（Quality Control） 45 - 95 45 - 115 100 - 200 55 - 110 45 - 110


Sales Engineer 45 - 90 45 - 115 85 - 145 55 - 90 45 - 80


Plant Engineer 45 - 115 45 - 115 95 - 220 55 - 110 45 - 105


Construction Manager/ Civil Engineer 85 - 168 85 - 170 145 - 265 85 - 170 85 - 170

Manager Level 105 - 155 120 - 200 120 - 300 185 - 232 125 - 190


Director Level 230 - 370 220 - 390 240 - 400 260 - 420 210 - 350






Manager Level 115 - 160 100 - 160 105 - 165 95 - 165 80 - 135


Director Level 230 - 315 240 - 315 240 - 330 225 - 380 220 - 290

Shared Service CentreSSC (1K MYR=25,400JPY)


Position

Japanese Company / MNC Local Company

JapaneseSpeaker


Other Language Speaker

(Korean,Thai,Viet-namese,Indonesian)

English Speaker English Speaker

Financial Analyst（AP/AR） 60 - 180 65 - 95 55 - 100 60 - 95 60 - 85

General Ledger 60 - 120 75 - 120 65 - 132 60 - 105 60 - 105

IT Technical Support 65 - 155 85 - 130 55 - 95 40 - 70 35 - 60

Customer Service 65 - 100 65 - 100 50 - 95 55 - 90 40 - 65

Administrative/Support 50 - 80 65 - 95 50 - 80 55 - 90 40 - 75

Supervisor 95 - 145 100 - 130 90 - 180 85 - 130 80 - 115

Manager Level 130 - 200 130 - 200 N/A 110 - 200 105 - 170

Senior Manager Level 145 - 215 160 - 220 N/A 170 - 220 130 - 180

Director Level N/A 210 - 370 N/A 240 - 400 220 - 390

TradingSales




Sales Coordinator 45 - 60 45 - 60 65 - 95 50 - 65 50 - 65


Manager Level 105 - 145 105 - 140 100 - 160 110 - 210 110 - 180


Director Level 260 - 380 220 - 380 240 - 400 265 - 425 250 - 385

33Malaysia


INDONESIA


35Indonesia

Economic Trends

Nominal GDP: USD 1 trillion; Real GDP growth: -1.5% (2020), 6.1% (2021)

Per capita GDP: USD 4,038

Consumer price inflation: 2.1%

Japan is Indonesia’s second largest export market, the third largest supplier of its imports, and its second largest source of FDI.

Japanese nationals: 19,612 Japanese nationals live in Indonesia (as of October 2018).

Total population: 270 million, fourth most populated nation in the world; Unemployment: 8.0% (2020), 6.8% (2021)

Overview of Indonesia

270 millionPOPULATION

1 trillionUS$ GDP

6.1%GDP GROWTH

(2021 IMF)


(2021 IMF)


Whereas Indonesia’s recruitment market was affected by wait-and-see sentiment in 2019 amid the nation’s presidential election, the year 2020 got off to a favourable start amid a scenario where the financial community embraced the election of Joko Widodo as the nation’s president. Nevertheless, Indonesia marked its first confirmed case of COVID-19 in March, and was subsequently beset by a persistently rising number of infections. As of October 2020, the authorities continue to impose substantial restrictions in the province of Jakarta and surrounding areas, as well as across other locations throughout the nation. There has been a spate of employees losing jobs in the retail, restaurant, and hotel sectors. Meanwhile, the nation’s economy is stalling amid worsening financial performance across most industries due to lower demand domestically and abroad. In September, Indonesian Finance Minister Sri Mulyani Indrawati projected negative GDP growth for the year 2020. The nation of Indonesia seems eager to resume economic activity as China, Vietnam and other nations ease up on their restrictions. Amid that environment, an omnibus bill gained approval in the nation’s parliament on October 6. The new law relaxes restrictions on foreign capital while also overhauling labour law including methods for calculating minimum wage, thus far plaguing companies, and standards for employee severance payments. Whereas detailed regulations are pending, it seems likely that foreign capital investment could fuel economic recovery.

Real estate industry: In 2019, Japanese companies were scrambling to enter Indonesia’s real estate market given ample growth potential relative to other nations. Amid that scenario, there had been an oversupply of skyscrapers and housing development had been slowing just as COVID-19 struck. Nevertheless, demand is likely to emerge in the post-COVID-19 environment.

36Indonesia

In addition to the active expansion of hiring for digital positions on the back of huge domestic demand, the omnibus law is expected to stimulate foreign investment and hiring.

Chie Kobayashi Managing Director, JAC Recruitment Indonesia ”

“


37Indonesia

Automotive industry: There was a brief boom in demand as production flowed to Indonesia from China as that nation grappled with its COVID-19 outbreak. However cases of the virus began to subsequently rise in Indonesia thereby forcing closures of plants operated by product manufacturers and closures of facilities operated by components manufacturers as cases of the virus emerged at such plants. Indonesia’s automotive industry is also struggling due to lower domestic and overseas demand.

Recruiting Trends

Education: Indonesia currently ranks near the bottom in Southeast Asia in terms of the percentage of students entering secondary school.

Indonesian (Bahasa Indonesia) is the nation’s official language. Meanwhile, large Japanese companies find it difficult to provide English language support within headquarters and language proficiency of Japanese expatriate employees at SMEs tends to be low. Also, because the government limits the number of visas it will issue to expatriate employees, the number of Japanese-speaking job candidates in Indonesia has failed to keep pace with strong market demand.Japanese nationals hired locally: There has been an increasing number of instances where employers have allowed employment contracts to lapse with respect to locally hired candidates who serve as contract employees, as business conditions worsen due to COVID-19.

Indonesia is becoming more of a sellers’ market in terms of recruitment, adverse circumstances surrounding COVID-19 aside. As such, people in Indonesia have been changing jobs at an accelerating pace. Executive level employees show seemingly little hesitation when it comes to seeking other employment, even after a period of only one to two years subsequent to having previously changed jobs. Meanwhile, people in Indonesia tend to show a strong interest in opportunities for salary increases and career advancement. Job candidates in Indonesia tend to focus on: (1) company reputation, (2) salary packages and office environment, (3) bonuses and commission schemes, and (4) level of commitment from the company.

Although there has been a tendency overall for MNCs to localise operations by shifting to greater numbers of Indonesian nationals in place of high-cost expatriate employees, growth in the local workforce has been lagging behind demand. In addition, demand is high among Japanese firms in Indonesia seeking to recruit locally hired Japanese nationals. Meanwhile, many European and U.S. consumer goods manufacturers in Indonesia have been employing Indian nationals. There has also been growing demand for professionals who specialise in automating factory processes.


Entities involved in e-commerce, e-learning, fintech and other such areas of business have been actively recruiting employees, amid a scenario where that sector of the economy continues gaining support from the Indonesian government and attracting investment from large Indonesian conglomerates and overseas sources.

There has also been a growing number of job offers from companies engaged in infrastructure, construction, real estate and other such areas of business now that infrastructure projects enlisting government involvement are beginning to move forward.

There has been strong demand for C-level executives who are capable of multitasking with respect to single-handedly overseeing numerous fields of business.

Salary Trends

Whereas employee salaries in Indonesia have been increasing by around 5% to 10% per year on average, the year 2021 is likely to pose an exception amid indications that the minimum wage set for 2021 is likely to remain unchanged at 2020 levels.

Nowadays, major Indonesian companies have the capacity to offer candidates high salaries relative to levels paid by European and U.S. MNCs operating there.

By industry, salary levels remain high in the petroleum, gas and energy sectors, followed by telecommunications. In the e-commerce industry, salaries are high but also tend to vary substantially. Many job candidates from other industries seek employment in the e-commerce sector in pursuit of pleasant working conditions and decent salaries. Positions with unicorn companies and other such enterprises are seen as dream jobs when it comes to young adults in Indonesia, which is in line with global trends.

Generally speaking, salary offers made to those considering a career move have remained in a range of around 10% to 30% higher than previous amounts. In some cases, it is also becoming more difficult to recruit employees in Indonesia given that candidates for positions tend to be wary about the prospect of changing jobs due to the negative state of the economy. Salary offers are sometimes double that of a candidate’s annual income

38Indonesia

Rising in popularity of enterprise, in labour market

High in demand for person of high calibre

39Indonesia


for key positions in foreign IT firms newly entering the Indonesian market. Candidates are beginning to place greater focus on annual salaries, as well as monthly incomes.

On a per-region basis, there is a 20% to 30% difference between salaries for management-level sales positions in Jakarta and those for such positions in the suburbs of Bekasi and Karawang. There is a further 10% to 20% difference between salaries for such positions in Jakarta and those in Surabaya, and the regional salary gap has been widening.

Minimum wage (Jakarta): IDR 4,276,350 per month in 2020 (approx. JPY 30,000)

40Indonesia


Back OfficeAccounting (1M IDR=7,200JPY)

(Unit: Indonesian Rupiah(000,000)/a year)

PositionJapanese Company MNC Local

Company

Local Staff English Speaker

Japanese Speaker

JapaneseNative Speaker

English Speaker

English Speaker

Non-Managerial Level 100 - 130 150 - 180 170 - 210 440 - 580 120 - 240 110 - 210

Manager Level 190 - 300 200 - 440 300 - 420 440 - 740 310 - 610 310 - 590

Senior Manager Level 310 - 410 440 - 620 510 - 620 740 - 1,180 560 - 940 560 - 870

Director Level 620 - 820 620 - 1,230 820 - 1,230 1,180 - 2,200 1,210 - 3,150 1,040 - 3,150

Human Resources


Company


Japanese Speaker


English Speaker

English Speaker

Recruiting 120 - 170 130 - 180 150 - 210 190 - 440 210 - 410 210 - 410

Training & OD （Organisational Development） 120 - 170 130 - 180 150 - 210 190 - 440 210 - 410 210 - 410

C&B （Compensation & Benefits） 120 - 170 130 - 180 150 - 210 190 - 440 210 - 510 210 - 510

Manager Level 210 - 300 300 - 410 300 - 410 440 - 740 300 - 560 300 - 510

Senior Manager Level 300 - 410 510 - 620 510 - 620 440 - 870 560 - 1,190 510 - 1,030

Director Level 620 - 820 820 - 1,030 820 - 1,030 740 - 1,460 1,190 - 3,150 1,030 - 3,150

General Affairs


Company


Japanese Speaker


English Speaker

English Speaker

Secretary/PA/Admin 70 - 80 90 - 300 90 - 310 300 - 770 80 - 440 80 - 270

41Indonesia


Banking and Financial ServicesSales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker

Retail Sales 90 - 130 120 - 170 130 - 170 440 - 580 80 - 210 80 - 170

Corporate Sales 90 - 130 120 - 170 130 - 170 440 - 580 210 - 510 210 - 510

Manager Level 210 - 380 300 - 410 360 - 510 440 - 580 300 - 560 300 - 560


Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 1,460 1,190 - 3,150 1,190 - 3,150

Specialists


Company


Japanese Speaker


English Speaker

English Speaker

M&A Adviser 210 - 410 210 - 410 210 - 410 440 - 740 360 - 510 360 - 510

Fund Manager 210 - 300 300 - 410 410 - 510 440 - 740 360 - 520 360 - 510

Risk Management 210 - 300 410 - 510 510 - 620 440 - 740 150 - 510 150 - 510

Manager Level 210 - 300 410 - 510 510 - 620 440 - 740 360 - 510 360 - 510


Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 1,460 1,230 - 3,150 1,230 - 3,150

42Indonesia


Consumer GoodsSales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker

Domestic Corporate Sales 80 - 120 110 - 150 170 - 210 440 - 740 210 - 510 210 - 510

Overseas Sales N/A 300 - 410 410 - 510 440 - 740 210 - 510 210 - 510

Manager Level 290 - 380 410 - 510 510 - 620 440 - 740 410 - 620 410 - 510

Senior Manager Level 410 - 620 620 - 820 820 - 1,030 440 - 870 620 - 1,230 620 - 1,230

Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 1,460 1,230 - 3,330 1,230 - 3,630

Specialists


Company


Japanese Speaker


English Speaker

English Speaker

Product Manager/Brand Manager 210 - 300 510 - 620 620 - 700 400 - 740 410 - 620 410 - 620

MD （Merchandiser） 210 - 300 300 - 410 410 - 510 440 - 740 210 - 410 210 - 410

Public Relations 150 - 210 210 - 300 300 - 410 440 - 740 210 - 410 210 - 410

Buyer 110 - 150 210 - 300 300 - 420 440 - 740 170 - 380 170 - 380

Manager Level 300 - 410 410 - 510 620 - 710 440 - 740 410 - 620 410 - 620


Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 1,460 1,230 - 3,150 1,230 - 3,150

43Indonesia


HealthcareSales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker

MR （Medical Representative） 40 - 50 N/A N/A 400 - 670 70 - 170 70 - 170

Medical Devices Sales 110 - 150 170 - 210 170 - 240 440 - 740 70 - 240 70 - 240

Manager Level 300 - 410 410 - 510 620 - 710 440 - 740 210 - 510 210 - 510

Senior Manager Level 410 - 510 510 - 620 620 - 820 440 - 740 410 - 820 410 - 820

Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 2,200 1,230 - 2,750 1,230 - 2,750

Specialists 　　　　　　　　　　　　


Company


Japanese Speaker


English Speaker

English Speaker


Manager Level 300 - 410 410 - 500 500 - 710 440 - 580 410 - 610 210 - 610

Senior Manager Level 410 - 620 620 - 820 820 - 1,030 440 - 740 620 - 1,230 410 - 1,230

Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 740 - 2,200 1,230 - 2,780 1,230 - 2,780


44Indonesia

IT IndustrySales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker


Manager Level 210 - 300 410 - 500 500 - 620 580 - 740 430 - 640 430 - 640

Senior Manager Level 500 - 620 710 - 820 710 - 820 740 - 1,280 620 - 1,570 620 - 1,230

Director Level 1,230 - 1,670 1,230 - 1,670 1,230 - 1,670 1,270 - 2,420 1,230 - 3,300 1,230 - 3,580

Specialists


Company


Japanese Speaker


English Speaker

English Speaker

IT Consultant 190 - 230 210 - 300 210 - 300 440 - 580 210 - 570 210 - 570

Project Manager 300 - 400 500 - 620 710 - 820 440 - 580 400 - 1,070 410 - 1,070

System Engineer 210 - 300 300 - 410 300 - 410 440 - 580 210 - 550 210 - 550

Technical Support 210 - 300 300 - 410 300 - 410 440 - 580 190 - 500 210 - 500

Network Engineer 210 - 300 300 - 410 300 - 410 440 - 580 190 - 550 210 - 550

Manager Level 300 - 440 410 - 500 410 - 500 440 - 580 410 - 640 410 - 640

Senior Manager Level 500 - 710 710 - 920 820 - 1,030 580 - 1,180 620 - 1,570 620 - 1,230

Director Level 1,230 - 1,540 1,230 - 1,540 1,230 - 1,540 1,230 - 2,130 1,230 - 3,580 1,230 - 3,580


45Indonesia

ManufacturingSales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker

Overseas Sales N/A N/A N/A 440 - 580 170 - 430 170 - 430

Domestic Sales 120 - 170 210 - 300 210 - 410 440 - 580 170 - 390 150 - 330

Trading 110 - 210 130 - 170 170 - 210 440 - 580 240 - 410 240 - 410

Manager Level 210 - 230 300 - 410 410 - 500 440 - 580 410 - 620 410 - 500


Director Level 620 - 820 820 - 1,030 820 - 1,030 1,180 - 1,460 1,230 - 3,030 1,230 - 4,290

Specialists


Company


Japanese Speaker


English Speaker

English Speaker

QC/QA（Quality Control） 120 - 160 150 - 180 150 - 180 440 - 580 150 - 180 150 - 180

Service Engineer 120 - 160 170 - 210 210 - 300 440 - 580 170 - 210 170 - 210

Sales Engineer 120 - 170 130 - 210 210 - 300 440 - 580 130 - 210 130 - 210

Application Engineer 120 - 170 170 - 210 210 - 300 440 - 580 170 - 210 170 - 210

Plant Engineer 120 - 170 170 - 210 210 - 300 440 - 580 170 - 210 170 - 210

Mechanical Design Engineer 120 - 170 170 - 210 210 - 300 440 - 580 170 - 210 170 - 210

Construction Manager/Civil Engineer 120 - 170 170 - 210 210 - 300 440 - 580 170 - 210 170 - 210

Manager Level 210 - 300 300 - 410 300 - 410 440 - 580 410 - 620 410 - 510


Director Level 620 - 820 820 - 1,030 820 - 1,030 1,180 - 1,460 1,230 - 2,420 1,230 - 4,110


46Indonesia

Service IndustrySales (1M IDR=7,200JPY)



Company


Japanese Speaker


English Speaker

English Speaker


Manager Level 210 - 300 300 - 410 300 - 410 440 - 740 410 - 510 410 - 500


Director Level 620 - 820 1,230 - 1,670 1,230 - 1,670 740 - 1,460 1,230 - 2,420 1,230 - 2,420

THAILAND

48Thailand


Overview of Thailand

1%UNEMPLOYMENT RATE

(2021 IMF)



4.0%GDP GROWTH

(2021 IMF)

Economic Trends

Nominal GDP: USD 509 billion; Per capita GDP: USD 7,295

Real GDP growth: -7.1% (2020), 4.0% (2021)


In 2020, the COVID-19 pandemic hit the Thai economy hard. The impact was particularly notable in the tourism sector which accounts for 15% of the nation’s GDP, and in industries underpinned by exports particularly with respect to motor vehicles. The government’s efforts to prevent the spread of COVID-19 involved sacrificing the nation’s economy.

Total population: 70 million; Workforce: 38 million; Unemployment: 1%

Citizens have continued to express dissatisfaction both with the government and with the Royal House even after the Thai elections. This has resulted in striking developments involving the emergence of political turmoil as the nation finds itself rocked by major protests for the first time in six years.

Recruiting Trends

Education: Although Thailand’s education standards have been improving rapidly over the last decade, the average level of education among people in the business realm remains low in comparison with that of those in developed nations. Meanwhile, the nation’s university enrolment rate is approximately 1.5 times higher for women than for men.

Languages: Thailand has the second highest number of Japanese language learners in Southeast Asia after Indonesia and ranks seventh worldwide. However, fewer people study Japanese in comparison with those learning English (the ratio of English speakers to Japanese speakers among JAC’s candidates is 4:1). People throughout the nation generally use Thai language, even in business settings.

Gender-based inequality in Thailand is diminishing with respect to job hierarchies, and women hold some 32% of managerial positions in comparison with 13% in Japan and 44% in the United States, according to Japan Institute for Labour Policy and Training (JILPT) data from 2015 (managerial positions are those for which no less than 50% of work duties involve management of subordinates).

Japanese nationals: The number of Japanese nationals residing in Thailand currently stands at 72,754 people, and is continuing to rise (this includes all members of family units). The situation has remained unchanged over the last several years in terms of difficulties associated with arranging employment visas for white-collar foreign nationals.

The market for career changers in Thailand has been very much in favour of the seller, yet remains unpredictable. For instance, the nation’s unemployment rate remains at around 1%, and it has been beset by corporate restructuring and other negative developments not previously encountered during the economic boom years of 2012 to 2013.

Japanese companies based in Thailand have been seeing their Japanese business counterparts make moves to localise operations. As such, these companies are placing an increasing number of job listings as they discover that they must replace current managerial-class sales personnel with host-country nationals.

Companies in Thailand are increasingly making use of Japanese talent other than local hires amid a situation where salaries and positions of locally hired Japanese nationals have been rising over the years. For instance, there has been a conspicuous trend of SMEs filling positions for local top management by hiring more such mid-career professionals than before.


49Thailand

Companies need to maintain close contact with their Thai workforces and should strive to gain an understanding of the Thai way of thinking (such as with respect to the 3Ss and the concept of “kreng jai”). Meanwhile, the so-called “highly obedient group mind-set” prevalent in Japanese companies does not readily take hold in Thailand. Whereas employment packages are often the deciding factor in a candidate’s acceptance of a job offer, companies in Thailand nevertheless need to ensure that employees are satisfied with the content of their work and their workplace relationships upon being hired.

Salary Trends

Salaries in Thailand had been increasing at a rate ranging from 5% to 6% year on year, followed by a slower pace of around 4% to 5% from 2015 to 2019 due to a sluggish economy during that time. The COVID-19 pandemic is bound to substantially weigh on pay rises in 2020.

Given that SMEs make up the bulk of Japanese companies who have newly set up operations in Thailand, roughly half of the expatriates assigned to such firms lack English speaking ability. Consequently, demand continues to be particularly strong for employees who speak Japanese, which has caused salaries of such employees to remain at high levels irrespective of business conditions. Meanwhile, some candidates refuse to take jobs in areas far from Bangkok, unless they receive special offers in terms of salaries and benefits.

There has been a conspicuous trend of U.S. and European companies hiring Japanese nationals particularly as sales representatives, and offering them salaries that are 1.5 to 2 times higher than those paid by Japanese companies.


50Thailand

The hiring market is a chronic seller's market, and there is particularly strong demand for Japanese language talents from European and American companies looking to expand their business with Japanese companies.

Katsuhiro Yamashita Managing Director, JAC Recruitment Thailand

”

“

Chinese manufacturers accompanied by their suppliers have been making inroads into the Eastern Seaboard (ESB) of Thailand, encompassing Chonburi and Rayong provinces. This has consequently given rise to a likelihood of labour shortages in the post-COVID-19 environment.Demand has been strong for recruitment of Japanese nationals and others who speak Japanese, particularly among MNCs in Thailand hoping to expand business with Japanese companies operating there. As a result, some such candidates have attracted high salary offers amounting to as much as THB 150,000 per month (approx. JPY 500,000).

Annual salaries of civil servants range from THB 200,000 to THB 600,000 (approx. JPY 700,000 to JPY 2,000,000). Annual salaries of factory workers amount to approximately THB 200,000 (approx. JPY 700,000).

Annual salaries of shop assistants amount to approximately THB 150,000 (approx. JPY 500,000).

Statutory minimum wage: Beginning in January 2020, the statutory minimum wage in the Bangkok area stands at THB 331 per day (approx. JPY 1,100). That is up from a statutory minimum wage in the Bangkok area of THB 325 per day, which took effect in April 2018.


51Thailand

52Thailand


Back OfficeAccounting (1K THB=3,380JPY)

(Unit: Thai Baht(000)/a year)

PositionJapanese Company MNC

English Speaker Japanese Speaker Japanese Native Speaker English Speaker

Non-Managerial Level 350 - 740 N/A 1,040 - 1,140 380 - 880

Manager Level 680 - 1,370 N/A 1,380 - 1,720 880 - 1,890

Senior Manager Level 1,370 - 2,520 N/A 1,580 - 2,060 1,890 - 2,520

Director Level 2,200 - 3,750 2,200 - 3,750 2,430 - 2,870 2,520 - 5,040

Human Resources



Non-Managerial Level 350 - 680 430 - 860 810 - 1,260 380 - 880

Manager Level 680 - 1,370 680 - 1,730 1,140 - 1,610 880 - 1,510

Senior Manager Level 1,370 - 2,430 1,370 - 2,520 1,580 - 2,060 1,510 - 2,430

Director Level 2,210 - 3,750 2,210 - 3,750 2,430 - 2,870 2,140 - 5,040

General Affairs



Secretary/PA/Admin 350 - 770 430 - 860 740 - 1,100 380 - 1,010

Banking and Financial ServicesSales



Non-Managerial Level 390 - 960 530 - 1,260 1,040 - 1,470 480 - 960

Manager Level 680 - 1,680 1,160 - 1,680 1,380 - 2,430 830 - 1,720


Director Level 2,730 - 4,500 2,730 - 4,500 3,200 - 6,390 2,870 - 6,840

53Thailand

Consumer GoodsSales (1K THB=3,380JPY)




Non-Managerial Level 400 - 630 530 - 960 1,040 - 1,140 480 - 830

Manager Level 640 - 1,120 800 - 1,280 1,200 - 1,380 960 - 1,380


Director Level 1,980 - 4,000 1,980 - 4,000 2,430 - 6,390 2,650 - 5,950

Specialists



Product Manager/Brand Manager 1,100 - 1,720 1,370 - 1,720 1,580 - 2,060 1,100 - 1,720


54Thailand

Information TechnologySales (1K THB=3,380JPY)




Non-Managerial Level 240 - 840 600 - 840 860 - 1,470 480 - 790

Manager Level 600 - 1,200 840 - 1,200 1,030 - 1,890 830 - 1,380


Director Level 1,800 - 4,160 1,800 - 4,160 2,420 - 6,300 2,980 - 5,190

Specialists



Programmer Staff Level 240 - 740 530 - 810 810 - 910 400 - 740

Programmer Senior Level 640 - 1,050 640 - 1,260 880 - 960 830 - 1,260

Bridge Engineer N/A 480 - 1,260 840 - 980 N/A

Project Manager 720 - 1,610 960 - 1,950 1,180 - 2,210 1,100 - 2,520

System Engineer 480 - 1,160 480 - 1,260 1,030 - 1,370 480 - 1,260

Manager Level 840 - 1,490 1,210 - 1,490 1,090 - 1,380 1,100 - 1,490


Director Level 2,100 - 4,200 2,090 - 4,200 1,760 - 2,320 2,100 - 4,630


55Thailand


ManufacturingSales (1K THB=3,380JPY)



English Speaker JapaneseSpeaker

Japanese Native Speaker English Speaker Japanese Native

Speaker

Overseas Sales 390 - 950 470 - 1,120 1,030 - 2,210 380 - 950 1,580 - 2,990

Domestic Sales 320 - 760 380 - 900 880 - 1,180 380 - 760 1,100 - 2,680

Manager Level 660 - 1,890 770 - 2,000 1,030 - 1,760 760 - 1,890 1,580 - 2,990

Senior Manager Level 1,890 - 2,360 1,890 - 2,630 1,470 - 2,940 1,260 - 2,520 2,360 - 4,730

Director Level 2,360 - 4,000 2,360 - 4,000 2,430 - 6,090 2,520 - 5,040 3,150 - 7,720

Specialists




Speaker

QC/QA （Quality Control） 290 - 790 740 - 1,100 1,130 - 2,520 380 - 790 1,580 - 3,150

Service Engineer 330 - 500 630 - 910 1,040 - 1,760 380 - 760 N/A

Sales Engineer 470 - 950 630 - 910 1,030 - 2,210 380 - 1,260 1,580 - 2,680

Mechanical Engineer 410 - 610 630 - 1,100 1,030 - 2,580 380 - 1,010 N/A

Design Engineer 410 - 690 450 - 1,100 1,030 - 2,580 380 - 1,010 N/A

Field Engineer 330 - 1,020 630 - 1,100 950 - 1,790 380 - 1,020 N/A

Civil Engineer 350 - 1,180 630 - 1,100 1,380 - 2,180 380 - 1,260 N/A

Maintenance Engineer 320 - 630 420 - 910 1,380 - 2,180 380 - 760 N/A

Electrical Engineer 400 - 660 420 - 820 1,030 - 2,580 380 - 760 N/A

Manager Level 860 - 1,890 1,260 - 2,590 1,320 - 2,020 750 - 1,890 N/A


Director Level 2,360 - 3,750 3,360 - 3,750 2,350 - 5,040 2,520 - 5,040 2,860 - 5,380

Service IndustrySales (1K THB=3,380JPY)




Non-Managerial Level 340 - 680 500 - 1,200 740 - 1,120 480 - 680

Manager Level 630 - 1,120 850 - 1,540 880 - 1,260 830 - 1,380


Director Level 1,980 - 4,200 1,980 - 4,200 2,320 - 6,390 2,320 - 5,730

Trading/Logistics CirclesSales




Speaker

Non-Managerial Level 300 - 680 450 - 810 1,020 - 1,140 480 - 830 960 - 1,230

Manager Level 680 - 1,160 810 - 1,290 1,200 - 1,380 960 - 1,380 1,370 - 2,050


Director Level 2,310 - 3,900 2,310 - 3,900 2,430 - 6,390 2,320 - 5,190 N/A

56Thailand


VIETNAM

58Vietnam


Overview of Vietnam

Economic Trends

Nominal GDP: USD 341 billion; Per capita GDP: USD 3,498; Real GDP growth: 1.6% (2020), 6.7% (2021)

Vietnam’s rate of GDP growth is likely to come in at a decade-low given that COVID-19 is substantially weighing on the nation’s economy. The brakes have otherwise been applied to the Vietnam’s economic growth over the short term, particularly in terms of it experiencing stagnating trade and lower direct investment. On the other hand, economic growth momentum is poised to return to where it was in the year 2019 over the medium to long term. Growth in the nation’s GDP has been projected to hold in the 6% range in the years 2021 and 2022, which is near levels encountered prior to 2019, according to a World Bank survey. Meanwhile, the retail and consumer goods sector continues to grow amid favourable performance achieved by e-commerce businesses. Vietnam’s market for medical services and pharmaceuticals is also poised for expansion. The real estate and construction markets are likely to gain further momentum if the nation sees a return in direct investment from overseas.

6.7%GDP GROWTH

(2021 IMF)


56 millionPERSONS EMPLOYMENT

3.3%UNEMPLOYMENT RATIO

59Vietnam



Total population: 97 million; Workforce: 56 million; Unemployment: 3.3%

Development of Vietnam’s metro subway lines will be particularly worthy of attention in 2021. Development of those lines is currently underway in the two major cities of Hanoi and Ho Chi Minh. Some metro routes are scheduled to be put into operation as early as next year. With work crews having already embarked on developing sites slated for construction of metro stations, Vietnam’s economy will surely gain further momentum when the metro lines commence full-scale operation.

Another key trend in Vietnam worthy of focus is that of digitalisation. Specific examples of this include trends toward more widespread use of mobile payment technologies and a shift toward reliance on computer technologies to handle administrative services of the government. Vietnam overwhelmingly tends to function as a cash-based society, which is apparent given benchmarks such as rates of bank account opening and credit card penetration. On the other hand, Vietnam is likely to encounter gains in efficiency brought about by more widespread use of mobile payment technologies and the government’s increasing reliance on computers for handing administrative services, which seems likely given trends toward higher volumes of e-commerce business online and growth in the nation’s population. In terms of government administration, the nation has already rolled out its e-Visa electronic visa and electronic invoicing.

Recruiting Trends

Japanese companies: Sales positions account for around 40% of all job listings made available by Japanese companies seeking Japanese nationals. Many employment listings call for candidates who are in their 20s to mid-30s with a number of years of experience. Since the outbreak of COVID-19, there has been an increase in demand for recruitment of Japanese nationals based in Vietnam due to difficulties posed by international travel. Even though authorities have since eased restrictions on travel, many employers nevertheless prefer to hire candidates residing in Vietnam. Demand for employment of Japanese-speaking Vietnamese nationals for back office positions is apt to persist unchanged given the likelihood that the number of Japanese companies entering the Vietnamese market will continue to rise. An increasing number of corporate employers seem to be facing uncertainties when it comes to making adequate salary offers upon seeking to hire candidates.

60Vietnam


Non-Japanese MNCs: There have been many instances, particularly Chinese, Taiwanese, and Korean-affiliated companies, have attempted to lure away and otherwise attract talent by offering a more generous employment package than that provided by their current Japanese employer. European and U.S. MNCs operating in Vietnam are trying to become more appealing as employers by making a substantial number of training opportunities available to candidates upon joining the company.

Local Vietnamese companies: Vingroup and other major locally-based companies have been luring talent away from other companies by offering candidates attractive employment packages. However, some major locally-based companies have established stringent rules governing employment packages, such that include contractual clauses providing for salary reduction.

Visa-related trends: The Vietnamese government seems not to have moved toward instituting visa restrictions. On the other hand, revisions to the nation’s labour law taking effect in the year 2021 will make the process of renewing work permits even more time consuming, and furthermore spell out the notion that foreign workers are essentially to serve for a fixed term of employment.

Salary Trends

Whereas salaries in Vietnam normally increase at a rate of between 6% to 10% in a given year, the rate of increase will probably be lower than usual with respect to the period encompassing the latter half of 2020 through 2021. Some companies have already made moves in this direction, such as eliminating opportunities for pay rises. Bonus levels are expected to be lower than those paid in typical years, and some companies have already signalled that they intend to forego payment of Vietnam’s traditional Tet bonus altogether in 2021.

Nevertheless, medium- to long-term business trends are likely to remain unchanged in Vietnam, given progress made in developing the nation’s economy. Rates of salary increase will probably return to former levels in the year 2021 and beyond.

Expansion of domestic market

High demand for Japanese Speaker by Chinese/Korean Companies

61Vietnam


Looking at different industries, companies in the pharmaceuticals and medical, IT, and construction and real estate sectors have featured prominently in terms of offering attractive employment packages.

Annual salaries of civil servants are approximately USD 4,000 (approx. JPY 450,000). Annual base salaries of factory workers are approximately USD 5,000 (approx. JPY 550,000). Annual base salaries of shop assistants range from approximately USD 2,000 to USD 3,000 (approx. JPY 200,000 to JPY 350,000).

Statutory minimum wage: Vietnam’s statutory minimum wage is set at VND 4.42 million per month (approx. JPY 20,000). In 2021, the government will keep the minimum wage at the 2020 level, which is an unprecedented move due to COVID-19. The government increased the minimum wage by 5.5% in 2020.

Amidst high hiring intentfrom domestic and foreign companies due to the rapid expansion of domestic demand in the medium to long term,new job requests aregradually increasing.

Le Thuy Dieu Uyen Director, JAC Recruitment Vietnam

”

“

62Vietnam


Back OfficeAccounting (1K USD=105,400JPY)

(Unit: US dollar(000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker


Manager Level N/A 13 - 22 14 - 30 39 - 52 14 - 22 12 - 17

Senior Manager Level N/A 25 - 45 35 - 45 48 - 56 39 - 52 27 - 32

Director Level N/A 36 - 52 46 - 58 56 - 69 44 - 58 35 - 52

Human Resources



JapaneseNative Speaker English Speaker English Speaker

Recruiting 7 - 12 10 - 15 26 - 29 8 - 12 7 - 9



Manager Level 17 - 26 18 - 27 39 - 52 20 - 28 15 - 22


Director Level 35 - 41 48 - 56 56 - 69 53 - 63 35 - 38

General Affairs





63Vietnam


Banking and Financial ServicesSales (1K USD=105,400JPY)



Company


Japanese Speaker


English Speaker

English Speaker

Retail Sales 7 - 10 10 - 17 15 - 22 19 - 24 11 - 20 5 - 9

Corporate Sales 8 - 10 12 - 20 16 - 24 25 - 32 12 - 22 5 - 9

Manager Level N/A 20 - 28 21 - 33 39 - 45 19 - 39 15 - 22



Specialists




M&A Adviser 50 - 83 56 - 83 69 - 130 50 - 83 34 - 67

Fund Manager 50 - 97 56 - 111 100 - 139 58 - 99 47 - 79

Risk Management 44 - 66 83 - 111 100 - 139 55 - 88 47 - 79

Private Equity 44 - 77 83 - 111 100 - 139 55 - 99 47 - 79

Manager Level 69 - 83 83 - 111 100 - 148 83 - 125 67 - 97


Director Level 110 - 165 117 - 187 208 - 277 165 - 220 121 - 187

64Vietnam


Consumer GoodsSales (1K USD=105,400JPY)



Company


Japanese Speaker


English Speaker

English Speaker


Manager Level N/A 20 - 56 20 - 56 39 - 52 40 - 68 26 - 33



Specialists


Company


Japanese Speaker


English Speaker

English Speaker

Product Manager/Brand Manager 6 - 18 14 - 21 13 - 20 31 - 54 16 - 54 13 - 21

MD（Merchandiser） 6 - 14 13 - 21 12 - 15 26 - 33 16 - 38 12 - 22

Buyer 6 - 18 12 - 30 13 - 32 26 - 33 13 - 30 12 - 21

Manager Level N/A 13 - 56 22 - 56 39 - 52 14 - 68 24 - 33



65Vietnam


HealthcareSales (1K USD=105,400JPY)



Company


Japanese Speaker


English Speaker

English Speaker

MR （Medical Representative） 7 - 8 8 - 21 13 - 21 26 - 33 9 - 33 8 - 15

Medical Devices Sales 7 - 8 9 - 21 13 - 21 26 - 33 11 - 33 9 - 15

Manager Level 7 - 9 11 - 56 15 - 56 39 - 52 13 - 66 11 - 33


Director Level 7 - 13 14 - 83 25 - 83 100 - 139 16 - 106 14 - 86

Specialists


Company


Japanese Speaker


English Speaker

English Speaker

CRC（Clinical Research Coordinator） 6 - 7 8 - 26 10 - 26 31 - 54 10 - 54 12 - 21

CRA（Clinical Research Associate） 6 - 7 8 - 26 10 - 26 31 - 54 10 - 54 12 - 21

Medical Affairs 6 - 7 8 - 21 10 - 20 22 - 27 10 - 27 12 - 22

Clinical Data Manager 8 - 10 10 - 20 10 - 20 22 - 27 12 - 27 12 - 20

Manager Level 8 - 11 10 - 33 18 - 33 35 - 39 12 - 51 20 - 28


Director Level 8 - 14 13 - 65 35 - 66 52 - 66 15 - 121 38 - 59

66Vietnam


IT IndustrySales (1K USD=105,400JPY)



Company


Japanese Speaker


English Speaker

English Speaker


Manager Level N/A 28 - 36 28 - 35 39 - 52 28 - 36 14 - 21



Specialists




IT Consultant 9 - 11 23 - 31 41 - 65 13 - 20 9 - 17

Project Manager 23 - 28 31 - 39 39 - 83 50 - 86 19 - 33

System Engineer（Web） 15 - 18 23 - 25 33 - 45 21 - 40 8 - 20

System Engineer（Open System） 9 - 12 23 - 26 33 - 45 13 - 29 8 - 12



Manager Level 23 - 29 31 - 46 39 - 63 26 - 54 20 - 29


Director Level 48 - 57 61 - 77 69 - 97 72 - 143 27 - 46

67Vietnam


ManufacturingSales (1K USD=105,400JPY)





Overseas Sales 12 - 15 13 - 32 26 - 45 15 - 25 10 - 13

Domestic Sales 10 - 11 12 - 21 19 - 39 13 - 17 8 - 12

Trading 12 - 13 14 - 28 26 - 39 14 - 25 10 - 13

Manager Level 20 - 44 20 - 50 39 - 52 22 - 50 16 - 39


Director Level 42 - 80 42 - 90 65 - 78 42 - 83 39 - 55

Specialists




QC/QA （Quality Control） 8 - 10 10 - 13 33 - 52 12 - 15 8 - 12


Sales Engineer 11 - 15 11 - 19 33 - 52 13 - 17 8 - 13


Plant Engineer 11 - 13 14 - 17 33 - 52 13 - 17 8 - 13


Construction Manager / Civil Engineer 13 - 15 17 - 23 39 - 90 17 - 22 12 - 21

Manager Level 22 - 29 22 - 35 33 - 52 26 - 42 22 - 30


Director Level 39 - 75 39 - 80 78 - 90 55 - 100 36 - 51

68Vietnam


Service IndustrySales (1K USD=105,400JPY)






Manager Level 17 - 33 25 - 40 33 - 45 39 - 45 27 - 32


Director Level 39 - 50 50 - 61 65 - 83 98 - 128 64 - 91

70India


Overview of India

Economic Trends

India’s rate of unemployment was thought to have been no less than 20%, but has since been decreasing as a result of the government having relaxed lockdown restrictions. However, it is likely to take some time before the unemployment rate decreases nationwide as some geographic regions contend with more cases of COVID-19.

India’s automotive industry is in the midst of a downturn. Sales of passenger cars in May 2020 amounted to 239,347 vehicles, for a year-on-year decrease of 20.5% after having marked another double-digit downturn in April. The decrease in May was the largest drop in 18 years. August passenger car sales amounted to 216,000 vehicles, for an increase of 14.2% relative to the same month of the previous year. Consumers who had been holding off on buying cars due to the lockdown have since been slowly but surely returning to the market.

Nominal GDP: USD 2.6 trillion; Real GDP growth: -10.3% (2020), 8.8% (2021)


Consumer price inflation: 4.9% (2020), 3.7% (2021)

1.4 billionPOPULATION

8.8%GDP GROWTH

(2021 IMF)

2.6 trillionUS$ GDP


(2021 IMF)

71India


Inbound foreign direct investment: Japan ranks as India’s fifth-largest source of FDI. India began easing regulations governing FDI across respective industries in early 2016, and has announced that it will pursue deregulation in the food products sector, after having made such moves in its defence and retail sectors.

Total population: India has a total population of 1.4 billion people and more than 90% of its workforce is either self-employed or employed by companies with fewer than 10 employees.

The Indian government adopted a nationwide goods and services tax (GST) in July 2017 in lieu of the nation’s previously complex system of having individual states levy taxes, upon having banned use of the nation’s highest denominated currency bills in November 2016.

Recruiting Trends

More than 80% of job listings have been suspended or cancelled in India due to COVID-19. However, companies have apparently been hiring again since August as economic activity resumes due to the government having relaxed lockdown restrictions. Companies have been increasingly seeking Indian nationals to fill positions that entail strengthening manufacturing processes as well as human resources and senior-level positions that entail enhancing coordination between factory sites and administrative departments.

There have been unprecedented instances where fluent Japanese-speaking Indian nationals have been hired to fill positions that had been targeting Japanese candidates.

Employers have been expressing clear motives for recruiting candidates. For instance, there has been an increase in job openings seeking candidates equipped with specific skills and practical job experience, as well as an increasing number of instances where employers are turning to recruitment agents in search of candidates equipped with more extensive industry-related expertise.

Languages and education: India is a nation with a rich diversity of languages, individual backgrounds and religions. Although its rate of university enrolment is low at 25%, most people in the nation’s white-collar workforce speak English and generally hold either university or graduate school degrees.

India’s labour force is extremely mobile and employees often switch over to jobs at competing firms, even within narrow market segments. There are many cases of employees repeatedly changing jobs every one to three years. This is usually done in pursuit of higher salaries, particularly among those in a range of job categories from general staff to managerial-level professionals.

72India


Japanese nationals: The number of locally hired Japanese nationals has been increasing overall in recent years. However, because salaries paid to Japanese nationals are relatively high due to government restrictions on work visas, companies overwhelmingly tend to recruit such individuals to take on essential positions, such as in cases where it is necessary to fill a vacated posting. Japanese firms as well as other MNCs operating in India and Indian enterprises alike have been ramping up their hiring of Japanese nationals with the aim of capturing business that involves serving the market of Japanese companies serving as Japan desks in India. Moreover, Japanese companies in India usually seek Japanese nationals with experience in India. Although the number of individuals with such experience has been higher than in previous years, such talent remains in short supply relative to demand. COVID-19 has resulted in instances where Indian authorities have yet to issue visas to Japanese nationals and where regular flights have been suspended. As such, it is likely to be some time until hiring recovers to previous levels. Meanwhile, there have been instances where the authorities issue new visas to those who have flown to India on charter flights.

It remains difficult to arrange employment visas for white-collar foreign nationals, a situation which remains largely unchanged. Meanwhile, those involved in recruitment need to be aware that the time it takes to receive a visa upon application can vary. Albeit no less difficult, there have recently been instances where it has been possible to have the embassy perform an interview upon request in order to verify an employee’s past work experience.

Japanese speakers: Those who speak Japanese are highly valued given their scarcity in India’s job market. As such, candidates offering Japanese language proficiency are often able to find jobs solely based on such credentials. This means that companies seeking candidates with managerial or business skills, in addition to Japanese language ability, face the problem of an even greater scarcity of qualified individuals.

Companies need to have a sound understanding of Indian workplace practices when engaging in recruitment initiatives. Interviewers should also methodically ask questions about specifics and verify details in order to make sure that job candidates are actually able to perform tasks they would be assigned if hired. To improve employee retention, companies need to focus on developing positive environments within their organisations and creating corporate cultures that are conducive to open communications, while also providing salary increases of around 10% upon conducting performance assessments.

Expansion & de-regulation of domestic market

High salary increasing ratio

73India


India’s white-collar workforce tends to be quite hesitant when it comes to job relocation within the nation. This is particularly due to language differences from region to region as well as variations in climate and food. Another major factor causing resistance to such moves involves that of the cultural importance attached to family. In this regard, companies face the risk of employees opting to quit their jobs under certain circumstances, such as when an eldest son returns home upon getting married.

In recent years, Japanese companies in India have been increasingly promoting locally hired employees to managerial positions. Japanese enterprises that have been operating in India over many years tend to localise their workforces, which is particularly the case when it comes to large companies.

Employers in the automotive industry continue to seek candidates for managerial class roles and other key positions, despite the downturn in that sector.

Salary Trends

As a general rule, employee salaries in India have continued to increase by no less than 10% annually in recent years. In addition, job seekers normally look for salaries that are 20% to 30% higher than those paid by their previous employers. Salaries especially for office staff and rank-and-file workers have grown more than average, particularly in the manufacturing sector. According to statistics of the Japan External Trade Organization (JETRO) grouped by respective region, rates of salary growth have been 1% to 2% higher than the average in locations that include the town of Manesar in the state of Haryana as increasing numbers of manufacturing sector companies enter the region, as well as in the states of Gujarat and Andhra Pradesh. However, rates of salary increase appear to have subsided at this point. For instance, rates of salary increase have been holding to the 9% range when it comes to those employed at industrial parks that are home to Japanese companies in India.

Employment visa requirements in India mandate that foreign nationals receive an annual salary of no less than USD 25,000 (approx. JPY 2.9 million). (2020)

Salaries of people who speak Japanese continue to rise because of employers attaching increasingly greater value to such skills given that they are in short supply.

By region, the highest salaries for white-collar workers are in Mumbai, followed in descending order by Delhi, Bangalore and Chennai. Salaries vary by around 10% to 20% depending on the region.

Salaries in India normally tend to be linked with an employee’s years of relative experience, given that few workers tend to have a definitive employment track record.

74India


Japanese companies in India offer those with an undergraduate degree starting salaries averaging approximately INR 340,000 (approx. JPY 550,000), and those with a graduate degree starting salaries averaging approximately 420,000 INR (approx. JPY 670,000).

Annual base salaries of factory workers in India are approximately INR 250,000 (approx. JPY 400,000). Annual base salaries of shop assistants range from approximately INR 200,000 to INR 400,000 (approx. JPY 300,000 to JPY 600,000).

Statutory minimum wage (Delhi): The statutory minimum wage in Delhi is INR 569 per day (approx. JPY 800). Employers need to be aware that India’s minimum wage framework is complex.　

As production recovers, more companies are hiring HR and Japanese language speakers for manager level positions in the manufacturing process and to strengthen links with management.

Kazuo Komaki Managing Director, JAC Recruitment India

”

“

75India


Back OfficeAccounting (1K INR=1,440JPY)

(Unit: Indian Rupee(000)/a year)



Non-Managerial Level 360 - 1,210 970 - 1,570 2,060 - 2,420 1,210 - 1,570

Manager Level 730 - 1,820 1,570 - 2,660 2,060 - 3,630 1,940 - 2,300


Director Level 5,320 - 9,680 N/A N/A 6,050 - 11,500

Human Resources



Non-Managerial Level 330 - 1,100 850 - 1,570 2,060 - 2,490 970 - 1,330

Manager Level 660 - 1,650 1,570 - 2,660 2,060 - 3,030 1,450 - 1,820

Senior Manager Level 1,650 - 4,500 N/A N/A 1,940 - 5,130


General Affairs



Secretary/PA/Admin 730 - 970 850 - 1,820 2,060 - 2,480 1,210 - 1,450

Company Secretary/Legal 850 - 1,940 N/A N/A 1,690 - 2,180

76India


IT IndustrySales (1K INR=1,440JPY)





Manager Level 1,210 - 2,200 1,580 - 2,660 1,870 - 3,030 1,650 - 2,420



Specialists




Manager Level 1,870 - 3,030 1,570 - 2,660 2,060 - 3,630 2,060 - 3,030



77India


ManufacturingSales (1K INR=1,440JPY)





Manager Level 660 - 1,540 1,570 - 2,660 2,060 - 2,930 1,090 - 1,690



Specialists




Manager Level 730 - 1,330 1,570 - 3,030 2,420 - 3,990 1,090 - 1,570







Manager Level 850 - 1,570 1,570 - 2,660 2,060 - 3,330 1,090 - 1,570



79China


Overview of China

1.4 billionPOPULATION

15 trillionUS$ GDP

8.2%GDP GROWTH

(2021 IMF)


Economic Trends

Nominal GDP: USD 15 trillion (2020); Real GDP growth: 1.9% (2020), 8.2% (2021)



Total population: 1.4 billion; Unemployment: 3.8%

Shanghai overtook Tokyo to claim the third-place of the Global Financial Centres Index (GFCI) released on September 25, 2020. The major Chinese city of Shanghai has been stepping up its global presence amid a scenario where China has been showing signs of swiftly rebounding after its outbreak of COVID-19, which continues to weigh on economies worldwide.

80China


China’s motor vehicle sales in August 2020 rose 11.6% from a year earlier to 2.19 million vehicles, according to data from the China Association of Automobile Manufacturers (CAAM) released on September 9, 2020. That constituted the fourth consecutive month of double digit growth. Moreover, China’s retail sales also gained in the month of August, increasing by 0.5% relative to the same month a year earlier, according to data released by China’s National Bureau of Statistics (NBS) on September 15, 2020. Such positive trends clearly indicate a resurgence in consumer spending amid the nation’s economic recovery as the threat of COVID-19 subsides.

Chinese companies have been more actively attempting to diversify risk amid intensifying conflict with the United States. Such companies have been moving to more widely disperse operations situated in China and the United States by locating them in Southeast Asia. Meanwhile, there has been a noteworthy tendency of some such companies to set up locations in Southeast Asia.

Recruiting Trends

The COVID-19 pandemic has greatly affected the Chinese recruitment market in 2020. For instance, over the four months from February to May 2020 employers filed 70% fewer job listings with JAC Recruitment Shanghai relative to the same period of the previous year. On the other hand, the Chinese recruitment market has been showing signs of recovery from June 2020 onward as COVID-19 subsides, particularly with respect to employers filing new job listings and resuming hiring after having suspended recruitment. We have pinpointed notable recruitment trends across different sectors, as described below.

Fast-moving consumer goods (FMCG) sector (food products & daily necessities): There has been a marked trend of FMCG companies that have been aggressively investing in equipment and human resources with their sights set on the prospect of massive domestic demand underpinned by the nation’s population of some 1.4 billion people. Japanese MNCs in China have been showing a tendency to ease up on Japanese and English language proficiency requirements for positions where such ability was previously a must. Instead, they have been placing top priority on hiring talent capable of engaging with the Chinese market. There has been demand for FMCG-industry candidates to fill positions as sales professionals equipped with solid networks in the Chinese markets and as marketing and development experts capable of facilitating efforts to create products that will be well-received by people in China. On the other hand, given the still prevalent salary gap between Chinese and Western companies in the FMCG sector, there are many instances where a candidate refuses a job offer on the grounds that it fails to match his or her expectations.

Manufacturing sector: Companies are relocating factories situated in coastal China at an accelerating pace to sites in inland China or even South Asia and Africa. This is due to

81China


circumstances that include trade disputes between the U.S. and China, environmental protection measures being implemented by the Chinese government, and ramifications of soaring labour costs when employing coastal Chinese nationals. On the other hand, manufacturers such as those in the motor vehicle industry serving end-users domestically in China have been aggressively undertaking investment in China underpinned by the aim of improving product development and marketing in terms of quality and speed. Some manufacturers have been seeking technical experts who are Chinese nationals amid a scenario where they are relocating some of their development sites from Japan to China. There have been many instances with respect to Chinese technical experts whereby employers require candidates with Japanese-language proficiency at a business level that enables them to communicate with head offices in Japan and with Japanese managers in-house. However, employers have been struggling to recruit such talent given a shortage of candidates dually equipped with both technical expertise and Japanese-language ability. In some cases companies have been overcoming this hurdle by hiring Japanese nationals who speak Chinese to serve as managers and technical experts, and by not requiring Japanese-language proficiency when it comes to Chinese nationals who are to serve as technical experts.

Information Technology sector: Japanese IT companies in China have been encountering an increasingly uphill battle when it comes to hiring professionals amid a scenario where information technology giants such as Baidu, Alibaba, and Tencent (BAT) have been taking on top talent across the board. Meanwhile, soaring labour costs for employing information technology professionals has been causing some foreign IT multinationals to transfer portions of their labour-intensive offshore development operations to nations that are big players in the IT realm such as India. There has been an increasing number of instances where employers have been seeking digital technology professionals heralding from Chinese enterprises, placing emphasis on skill levels while doing away with requirements for English and Japanese-language proficiency. This trend comes amid a scenario where we are encountering more companies endeavouring to transform the way they do business and more companies that are employing digital transformation (DX) professionals in-house. It often turns out that DX professionals working for Chinese firms do not conform with a prospective employer’s existing remuneration framework when it comes to salaries as well as bonuses, incentives, stock options and other such forms of compensation. As such, there have been instances where an employer is able to overcome such recruitment hurdles by setting up a salary scale tailored to an individual candidate.

Progress of ITC/DX

Early recovery of COVID-19

82China


Services sector: There has been growing demand for candidates particularly in the realm of corporate restructuring among employers engaged in withdrawal, downsizing or reorganization as a result of deteriorating earnings performance due to COVID-19, efforts to transform business operations, and other such initiatives. This has led to an increasing need among employers for business-ready candidates particularly to fill positions involving personnel and labour consulting, management, business restructuring, solutions-based consulting, and law firms. Meanwhile, logistics companies have been unable to predict what lies ahead with respect to international business due to government controls on border crossings. Amid such concerns, there has been a tendency among logistics companies to consider options for expanding their domestic business operations, such that entail hiring specialists particularly to facilitate new fields of business such as pharmaceuticals and chemicals. With employers still encountering challenges in the tourism sector, some companies are having employees work shorter hours while also taking a cautious approach when it comes to new recruitment.

Recruitment of Japanese nationals: China-based subsidiaries of Japanese companies have been tending to hire fewer Japanese nationals in recent years as a result of such entities shifting to local workforces. Moreover, some Japanese expatriates based in China have been encountering situations where they are unable to travel to China from Japan due to COVID-19. In such situations, some companies have been re-assigning such employees to operations in Japan. On the other hand, on the grounds that they must satisfy demands of organizational structures, many Japanese companies in China have been opting to assign Japanese nationals to China where they serve in top managerial positions handling general management, heading factory operations, and also serving as general managers of financial departments. Some such companies have been asking for help finding Japanese managerial-class candidates who are familiar with China as they carry out workforce localisation of their operations in China. We have been encountering a certain number of Japanese nationals seeking employment amid situations where they would like to continue living and working in China upon having been compelled to return to their home country

There is a strong demand for hiring in the IT sector and other private companies in China, and salaries continue to rise rapidly.

Maika Koyanagawa Associate Director, JAC Recruitment China

”

“

83China


because, for instance, their employer is pulling out of the Chinese market or localising its workforce. Nevertheless, there have been many instances of mismatch between such candidates and potential employers, whereby a job seeker’s expatriate employment package and salary preferences do not align with the employer’s requirements in terms of local recruitment needs and market salaries.Chinese private-sector enterprises: Demand for recruitment of Japanese technical experts remains strong among Chinese manufacturers in the private sector. We have also encountered a recent increase in Chinese private-sector enterprises in the medical devices industry seeking to hire Japanese nationals amid growth of China’s healthcare industry. However, there have been instances where problems arise upon a candidate having joined a company due to disparity between the Chinese private-sector company and the Japanese employee in terms of their respective mindsets when it comes to employment.

Salary Trends

The average yearly salary of urban area workers in the non-private sector amounts to CNY 90,501 as of the year 2019 for a nominal increase of 9.8% over the previous year, according to average wage data released by China’s National Bureau of Statistics (NBS) on May 15, 2020.

That CNY 90,501 amount constitutes total remuneration on a tax-inclusive basis, encompassing hourly wage, piece-work compensation, bonus, allowances, overtime pay and other forms of remuneration.

We forecast a slowdown in the rate of wage increase for the year 2020 due to COVID-19.

Looking at salaries on the basis of company ownership, salary increases set by Chinese private-sector companies averaged 9.0% in 2017, 8.8% in 2018, and 9.2% in 2019 (estimate). Salary increases offered by Chinese private-sector companies have been higher than those of Japanese, U.S. and European companies in China, and as such have been driving salary growth in the nation. Meanwhile, Japanese MNCs in China have been seeing their competitive edge progressively erode year after year in terms of employment packages as they encounter and intensifying salary gap relative to other MNCs. This is particularly the

High wage increasing ratio in Chinese private enterprise

Shortage of experienced Japanese Speaker for high in demand positions


case when it comes to U.S. and European companies, which have long held to high salary levels, and Chinese private-sector enterprises, which have been maintaining high rates of salary growth over the last several years.

As for specific industries, salary growth has been above average overall when it comes to companies operating in sectors involving the Internet and high-tech encompassing areas such as information technology, artificial intelligence, and automation.

In Guangdong Province, the city of Shenzhen ranked highest in terms of average monthly salary in 2018. That year, the average monthly salary in Shenzhen amounted to CNY 9,458 for an increase of 12.3% relative to the previous year, according to the Annual Salary Survey Report of Guangdong issued by the South China Market of Human Resources. Meanwhile, the average monthly salary increased by 19.3% to CNY 8,603 in Guangzhou and by 12.9% to CNY 7,259 in Foshan, the second- and third-ranking cities of Guangdong Province, respectively.

In the Shenzhen region, high-tech companies involved with IT, AI and other such areas of business are increasingly making high salary offers. For instance, Huawei has drawn attention for having offered fresh university graduates salaries of around JPY 30 million.

Minimum wage (Shanghai): The minimum wage in Shanghai has been CNY 2,480 per month (approx. JPY 40,000) since April 2019, and will remain unchanged at that level in 2020.

84China

85China


Back OfficeAccounting (1K RMB=15,740JPY)

(Unit: RMB(000)/a year)



Japanese Speaker


Japanese Speaker

English Speaker


Manager Level 100 - 170 100 - 170 130 - 200 220 - 280 150 - 250 270 - 370



Human Resources



Japanese Speaker


Japanese Speaker

English Speaker

Recruiting 70 - 110 70 - 110 70 - 130 160 - 220 90 - 180 100 - 230

Training & OD （Organisational Development） 70 - 110 70 - 110 70 - 130 160 - 220 100 - 180 100 - 230

C&B （Compensation & Benefits） 70 - 110 70 - 110 70 - 130 160 - 220 100 - 180 100 - 230

Manager Level 130 - 280 130 - 280 130 - 310 220 - 280 180 - 360 230 - 360


Director Level N/A 330 - 630 390 - 660 440 - 660 530 - 1,080 530 - 1,080

General Affairs



Japanese Speaker


Japanese Speaker

English Speaker

Secretary/PA/Admin 70 - 110 70 - 170 70 - 170 160 - 220 90 - 130 90 - 250

86China


Banking and Financial ServicesSales (1K RMB=15,740JPY)



English Speaker Japanese Speaker English Speaker

Retail Sales N/A N/A 160 - 220

Corporate Sales 150 - 340 150 - 340 210 - 460

Manager Level 250 - 520 250 - 520 350 - 690

Senior Manager Level 550 - 1,100 550 - 1,100 750 - 1,910

Director Level 1,380 - 3,100 1,380 - 3,100 1,910 - 4,320

Specialists


Local Staff English Speaker Japanese Speaker

JapaneseNative Speaker English Speaker

M&A Adviser 250 - 590 340 - 660 340 - 660 340 - 790 460 - 1,040

Fund Manager 150 - 520 230 - 660 230 - 660 210 - 680 280 - 920

Risk Management 150 - 390 210 - 520 210 - 520 210 - 520 280 - 690

Private Equity N/A 330 - 880 330 - 880 250 - 860 350 - 1,160

Manager Level N/A 330 - 550 330 - 550 340 - 680 460 - 920

Senior Manager Level N/A 550 - 1,100 550 - 1,100 680 - 1,380 920 - 1,910

Director Level N/A 1,430 - 3,440 1,430 - 3,440 1,720 - 3,420 2,310 - 4,620

87China


Consumer GoodsSales (1K RMB=15,740JPY)




Japanese Speaker


Japanese Speaker


English Speaker

Non-Managerial Level 70 - 90 90 - 140 90 - 140 220 - 290 130 - 170 290 - 390 150 - 190

Manager Level 90 - 120 130 - 210 130 - 210 290 - 360 170 - 270 390 - 500 190 - 350

Senior Manager Level 120 - 150 210 - 280 210 - 280 360 - 510 270 - 340 500 - 690 400 - 580

Director Level 220 - 430 330 - 610 330 - 610 430 - 720 340 - 760 580 - 990 580 - 920

Specialists


Local Staff English Speaker Japanese Speaker

JapaneseNative Speaker English Speaker


Buyer 110 - 280 190 - 330 160 - 280 220 - 360 190 - 330

Manager Level 160 - 270 200 - 340 200 - 340 220 - 430 200 - 340


Director Level 530 - 790 530 - 790 420 - 740 570 - 720 530 - 790

88China


IT IndustrySales (1K RMB=15,740JPY)




Japanese Speaker


Japanese Speaker


English Speaker


Manager Level 180 - 230 140 - 270 180 - 270 220 - 360 210 - 300 300 - 500 240 - 360

Senior Manager Level N/A 320 - 630 320 - 630 320 - 630 420 - 740 420 - 740 420 - 740

Director Level N/A 460 - 840 460 - 840 460 - 840 480 - 1,050 N/A 845 - 2,100

Specialists



Japanese Speaker


Japanese Speaker


English Speaker

IT Consultant 150 - 250 180 - 450 180 - 440 220 - 360 250 - 460 300 - 480 310 - 540

Project Manager N/A 310 - 470 310 - 460 220 - 360 330 - 540 300 - 500 380 - 650

System Engineer 130 - 230 140 - 240 140 - 230 220 - 290 210 - 300 300 - 390 250 - 340

Technical Support 100 - 150 110 - 220 110 - 210 140 - 290 180 - 270 210 - 390 210 - 310

Network Engineer 130 - 310 140 - 340 140 - 330 290 - 430 220 - 400 390 - 600 250 - 470

Manager Level N/A 310 - 470 310 - 460 360 - 430 330 - 520 500 - 600 380 - 530

Senior Manager Level N/A 390 - 560 390 - 550 430 - 570 460 - 740 600 - 800 520 - 840

Director Level N/A 440 - 730 440 - 720 570 - 720 520 - 1,050 N/A 810 - 2,100

89China


ManufacturingSales (1K RMB=15,740JPY)




Japanese Speaker


Japanese Speaker


English Speaker

Overseas Sales 70 - 110 80 - 170 80 - 170 190 - 330 130 - 320 200 - 340 130 - 380

Domestic Sales 70 - 110 80 - 170 80 - 170 190 - 330 130 - 320 200 - 340 130 - 380

Trading 60 - 100 80 - 170 80 - 170 200 - 280 130 - 320 200 - 340 130 - 320

Manager Level 130 - 220 150 - 280 150 - 280 250 - 440 230 - 450 320 - 640 320 - 640


Director Level 310 - 460 390 - 610 390 - 610 440 - 720 570 - 760 640 - 1,020 640 - 1,020

Specialists



Japanese Speaker


Japanese Speaker


English Speaker

QC/QA (Quality Control) 70 - 110 80 - 130 80 - 130 200 - 390 120 - 190 250 - 510 120 - 190

Service Engineer 70 - 110 80 - 130 80 - 130 200 - 390 120 - 190 230 - 510 120 - 190

Sales Engineer 70 - 110 80 - 130 80 - 130 200 - 390 120 - 190 230 - 510 120 - 190

Application Engineer 80 - 130 90 - 170 110 - 170 200 - 440 140 - 250 250 - 510 140 - 250

Plant Engineer 90 - 130 90 - 170 110 - 170 220 - 440 150 - 250 250 - 510 150 - 250

Mechanical Design Engineer 90 - 170 110 - 200 110 - 220 220 - 440 150 - 320 250 - 570 150 - 320

Construction Manager/ Civil Engineer 90 - 280 90 - 280 110 - 280 280 - 550 150 - 380 250 - 570 150 - 380

Manager Level 170 - 280 170 - 280 170 - 280 280 - 550 250 - 450 320 - 640 250 - 450


Director Level 390 - 550 500 - 680 500 - 680 550 - 770 510 - 1,050 640 - 1,050 510 - 1,050

90China


Service IndustrySales (1K RMB=15,740JPY)




Japanese Speaker


Japanese Speaker


English Speaker


Manager Level 130 - 200 130 - 200 140 - 220 220 - 290 180 - 270 290 - 390 220 - 330


Director Level 300 - 450 300 - 1,020 330 - 1,020 330 - 570 420 - 1,050 460 - 790 500 - 1,050

HONG KONGSAR

92Hong Kong SAR


Economic Trends

Nominal GDP: USD 341 billion (2020); Real GDP growth: -7.5% (2020), 3.7% (2021)



Total population: 7.6 million; Workforce: 3.8 million; Unemployment: 5.2% (2020), 4.4% (2021)

Hong Kong’s seasonally adjusted unemployment rate increased to 6.4% over the months July to September 2020, from 6.1% over the months June to August, and its unemployment rate remained unchanged at 3.8%, according to the latest labour force statistics (provisional figures for July to September 2020) released by Hong Kong’s Census and Statistics Department (C&SD) on October 20, 2020.

Overview of Hong Kong SAR


3.7%GDP GROWTH

(2021 IMF)


(2021 IMF)

341 billionUS$ GDP

93Hong Kong SAR


Hong Kong has been unable to emerge from its current slump prevailing since the outbreak of COVID-19, despite the government having spearheaded efforts to actively furnish subsidies to companies particularly in industries that have been incurring losses. As of September 2020, major airlines, banks and other such entities have not been filing for government subsidies subject to conditions that recipients substantially restructure their operations. Accordingly, the prevailing outlook holds that large companies in particular will instead persist in carrying out headcount adjustments.

Rapid economic recovery and resurging demand ensuing across mainland China has not yet extended to Hong Kong, with the exception of companies in some segments of the manufacturing sector.

Recruiting Trends

The overall number of job openings in Hong Kong has decreased significantly. This is attributable to a situation where deteriorating earnings have caused an increasing number of companies to overhaul plans for increasing their workforces and to forgo the option of refilling positions left vacant by resignations. Moreover, the job market has been losing momentum amid a scenario where some employers have been putting temporary freezes on hiring in order to take a wait-and-see approach, preferring to consider recruitment options until after the Chinese government resumes normal border entry. On the other hand, recruitment trends have been relatively robust and favourable with respect to food product manufacturers and wholesalers as they encounter greater retail demand due to restrictions imposed against dining out, and also with respect to retailers, online gaming enterprises and e-commerce businesses dealing in brand-name merchandise.

There has been an ongoing trend of Japanese companies in Hong Kong shifting their sales offices to mainland China (South China).

Local staff recruitment has mainly involved filling vacancies of positions deemed necessary. In that regard, we have found that companies achieving robust business performance have been recruiting candidates to increase their headcounts premised on their aims of securing talent for new business operations and seeking expansion of operations serving local

Big Opportunity to hire different type of talent by redundancy

Moderate increasing salary at job changing

94Hong Kong SAR


markets. When it comes to recruitment of Japanese nationals, there have been notable instances where companies hire professionals who do not need support with respect to arranging work visas, particularly when it comes to positions that include potential future managers of Hong Kong operations, specialists, and professionals sought by foreign MNCs in Hong Kong equipped to serve the Japanese market. There is also a persisting trend among companies seeking to achieve greater workforce localisation. Meanwhile, Japanese language speakers still tend to have a strong preference for employment opportunities with Japanese companies operating in Hong Kong.Languages: Whereas business in Hong Kong is generally conducted in English, Mandarin is becoming increasingly important and deemed a required language.

Regulations governing employment of foreign nationals: Barriers to obtaining a visa in Hong Kong remain low relative to those imposed by other Asian nations. Still, gaining a visa is becoming increasingly complicated and time consuming in terms of documentation and other requirements given the government’s need to promote employment of local nationals. Foreign nationals have increasingly been encountering instances where filings for change of visa sponsorship and new visa issuance are taking longer than in previous years due to delays incurred in physical processing as public servants continue working from home. This has been resulting in situations where overseas assignments have been postponed and where those changing jobs must start their new positions at a later date. At any rate, companies in Hong Kong have been tending to hire fewer Japanese and other foreign nationals from outside the region. Instead, they mainly tend to hire local nationals who can speak Japanese for positions that require Japanese language proficiency.

Employee retention: Retention rates of younger staff members who have been with their companies for less than three years had been particularly low in Hong Kong, given that such employees would often tend to readily change jobs when offered even slightly better employment packages. However, that tendency has subsided in the midst of the COVID-19 environment. Potential candidates who are currently employed are now less motivated to consider career moves and thus less apt to change jobs. Employees increasingly seem inclined to calmly wait it out until the storm blows over. On the other hand, more than a few professionals have been compelled to enter the job market after having been made redundant. Whereas employees with a record of poor job performance are being dismissed in certain cases, there has been an increasing number of instances where an employee is let go for reasons not attributable to his or her competency, such that include situations where his or her company has gone out of business or closed certain operations. The prevailing recruitment market clearly gives rise to opportunities for employers to connect with professionals who are ordinarily in scarce supply. In one instance, a Japanese MNC in Hong Kong opted to hire a high-calibre professional at the discretion of the overseas office, even though the company had halted recruitment overall (the Japanese MNC had previously faced challenges in hiring a competent candidate under recruitment efforts led by the head office; as such, the overseas office made the bold decision to hire the candidate at that particular time).

95Hong Kong SAR


In the banking and financial services industry, there has been strong demand for candidates capable of handling projects involving information technology and compliance. Some companies have been hiring relationship managers (RM) for the task of targeting different customer demographics amid a scenario where more companies are opting to shift focus to profitable markets.

Salary Trends

Rates of salary increase had previously held to the 4% to 5% range, but later decreased and have been in the 3% range since 2017. They are likely to come under further downward pressure over the two years 2020 to 2021. At any rate, companies in Hong Kong are increasingly curbing salary increases in-house rather than granting pay rises across the board.

When it comes to salary ranges, an increasing number of companies in Hong Kong have been striving to ensure that their high-calibre employees are not lured away by other entities by setting up graduated pay rise arrangements whereby pay increases are calculated on the basis of performance evaluation schemes specific to the employer’s Hong Kong location. This even applies to some Japanese companies in Hong Kong whose head offices maintain schemes that provide for periodic pay hikes.

96Hong Kong SAR


Although companies in Hong Kong have not substantially lowered their salary ranges for job offers, they are tending to curb amounts offered to currently employed candidates as the rate of unemployment increases. It was previously not uncommon for job seekers in the banking and financial services industry to encounter salary offers that were 30% higher than their current remuneration. This year, however, job changers are encountering salary offers that range 10% higher than their current remuneration. Moreover, an increasing number of employers are making salary offers to currently unemployed job seekers that are below levels of their previous employment, and in some cases such candidates are accepting such job offers despite the lower salary. It is clear that job seekers in Hong Kong face a buyers’ market for employers, one where candidates who have a strong desire to change jobs increasingly opt to proceed with the candidate selection process even when prospects are at or below the status quo relative to the candidate’s current or previous employment.

Some employers in Hong Kong facing financial difficulties have been compelled to ask their employees to take unpaid leave for a certain period of time or otherwise have them shorten their working hours, which involves cutting their salaries accordingly.

Upon adopting a minimum wage framework back in 2011, the government of Hong Kong had been increasing its statutory minimum wage once every two years, having last increased it in May 2019 to HKD 37.5 per hour (approx. JPY 540) from HKD 34.5 per hour set upon the previous revision in 2017. Most likely, the government will leave the statutory minimum wage unchanged when it comes time for the next revision in 2021.

Redundancies due to company or business closures provide a valuable opportunity to hire the types of people you would not normally encounter in the mid-career recruitment market.

Kengo Atsumi Managing Director, JAC Recruitment Hong Kong ”

“

97Hong Kong SAR


Back OfficeAccounting (1K HKD=13,600JPY)

(Unit: Hong Kong dollar(000)/a year)





Manager Level 390 - 660 390 - 660 390 - 660 400 - 810 360 - 800

Senior Manager Level 670 - 800 670 - 800 670 - 800 680 - 1,350 570 - 1,100

Director Level 800 - 2,300 800 - 2,300 800 - 2,300 1,100 - 2,400 800 - 2,300

Human Resources




Recruiting 250 - 480 250 - 500 250 - 480 250 - 620 200 - 480



Manager Level 360 - 520 360 - 520 360 - 520 600 - 980 540 - 600

Senior Manager Level 600 - 750 600 - 750 620 - 750 840 - 1,020 600 - 750

Director Level 800 - 1,500 800 - 1,500 1,000 - 1,500 1,080 - 2,300 960 - 2,300

General Affairs





98Hong Kong SAR


Banking and Financial ServicesSales (1K HKD=13,600JPY)





Retail Sales N/A N/A N/A 180 - 300 180 - 300

Corporate Sales 200 - 350 300 - 400 300 - 400 220 - 400 200 - 350

Manager Level 350 - 550 400 - 550 400 - 550 400 - 600 300 - 500


Director Level 750 - 1,200 750 - 1,200 800 - 1,200 800 - 1,200 700 - 1,000

Specialists




M&A Adviser 470 - 3,120 470 - 3,120 470 - 3,120 620 - 4,160 470 - 4,160

Fund Manager 820 - 3,120 820 - 3,120 820 - 3,120 820 - 4,160 620 - 4,160

Risk Management 470 - 2,000 470 - 2,000 470 - 2,000 470 - 2,810 470 - 2,810

Private Equity 470 - 3,120 470 - 3,120 470 - 3,120 620 - 4,160 620 - 4,160

Manager Level 940 - 2,080 940 - 2,080 940 - 2,080 940 - 2,600 940 - 2,600


Director Level 1,870 - 3,000 1,870 - 3,000 1,870 - 3,000 3,530 - 4,000 2,100 - 4,000

99Hong Kong SAR


Consumer GoodsSales (1K HKD=13,600JPY)





Domestic Corporate Sales 160 - 330 160 - 330 260 - 330 240 - 430 220 - 430

Overseas Sales 160 - 330 160 - 330 260 - 330 280 - 550 280 - 550

Manager Level 330 - 520 330 - 520 330 - 520 430 - 990 430 - 990


Director Level 660 - 2,600 660 - 2,600 660 - 2,600 1,770 - 5,700 930 - 3,400

Specialists





MD （Merchandiser） 200 - 330 200 - 330 200 - 330 200 - 460 200 - 460

Public Relations 200 - 330 200 - 330 200 - 330 260 - 650 260 - 650

Web/Mobile Marketing 200 - 330 200 - 330 200 - 330 260 - 560 260 - 560

Buyer 200 - 330 200 - 330 200 - 330 260 - 530 260 - 530

Manager Level 330 - 520 330 - 520 330 - 520 400 - 900 400 - 900


Director Level 660 - 2,600 660 - 2,600 660 - 2,600 1,600 - 5,500 860 - 3,300

100Hong Kong SAR


HealthcareSales (1K HKD=13,600JPY)





MR（Medical Representative） 230 - 410 230 - 410 280 - 410 210 - 410 210 - 410


Manager Level 400 - 680 400 - 680 400 - 680 440 - 880 440 - 880

Senior Manager Level 480 - 1,000 480 - 1,200 480 - 1,200 530 - 1,350 530 - 1,350

Director Level 890 - 2,600 890 - 2,600 890 - 2,600 1,700 - 5,700 890 - 3,400

IT IndustrySales





Manager Level 350 - 550 350 - 550 350 - 550 350 - 710 350 - 710


Director Level 930 - 2,300 930 - 2,300 930 - 2,300 1,160 - 4,500 930 - 2,300

Specialists




IT Consultant 430 - 840 430 - 840 430 - 840 710 - 1,400 610 - 1,310

Project Manager 500 - 1,680 500 - 1,680 500 - 1,680 700 - 1,680 500 - 1,500

System Engineer 280 - 550 280 - 550 280 - 550 280 - 550 260 - 550



Manager Level 550 - 1,120 550 - 1,120 550 - 1,120 550 - 1,120 550 - 1,120


Director Level 930 - 2,300 930 - 2,300 930 - 2,300 1,160 - 4,500 930 - 2,300

101Hong Kong SAR


-

ManufacturingSales (1K HKD=13,600JPY)





Overseas Sales 160 - 330 160 - 330 260 - 330 430 - 990 430 - 990

Domestic Sales 160 - 330 160 - 330 260 - 330 280 - 840 280 - 840

Trading 160 - 330 160 - 330 260 - 330 430 - 1,120 430 - 1,120

Manager Level 330 - 520 330 - 520 330 - 520 430 - 990 430 - 990


Director Level 660 - 2,300 660 - 2,300 660 - 2,300 1,160 - 3,400 710 - 2,300

103Korea


Overview of Korea

Economic Trends

Nominal GDP: USD 1.6 trillion (ranks number 10 worldwide); Real GDP growth: -1.9% (2020), 2.9% (2021)

Nominal GDP per capita: USD 30,644


The rate of consumer price inflation was low in 2020, but has been gradually rising after having bottomed out in May 2020 on a month-over-month basis.

Inbound foreign direct investment: FDI in South Korea amounted to USD 23.3 billion in 2019, for a decrease of 13% relative to 2018 when it marked a record high. In the manufacturing sector, inbound FDI decreased by 18% relative to 2018 amid a downturn in transportation equipment and fabricated metal products, offset by an increase in chemicals, food products, and pharmaceuticals. In the services sector, it decreased by 5% overall amid a downturn in areas that include finance, insurance, and telecommunications, offset by an increase in wholesale and retail. On a per country basis, the decrease in

1.6 trillionUS$ GDP


67.8%HIGHER EDUCATION ENROLMENT RATIO

(OECD 2019)


(2021 IMF)

104Korea


investment was brought about by a reversal in FDI from the European Union and China, offset by an increase in investment from the United States relative to 2018. FDI from Japan increased by 9% overall, amid surging investment in the services sector, offset by declining investment in the manufacturing sector. Meanwhile, FDI pledged to South Korea in the first half of 2020 fell to its lowest level since 2012, down by 22.4% year on year to USD 7.7 billion. It decreased by 25% overall in the manufacturing sector and by 20% overall in the services sector. FDI from the United States and the European Union was down by 43% and 51%, respectively, but investment from China which promptly restarted its economy was 2.8-fold that of the same period of the previous year. FDI from Japan in the services sector edged up slightly, but was down 15% overall amid a 52% decrease in the manufacturing sector and a 34% decrease in greenfield investment. FDI in South Korea has been adversely affected by restrictions imposed against cross-border movement and diminishing investor confidence worldwide due to COVID-19.

The number of Japanese MNCs entering the South Korean market decreased to 93 companies in 2019 from 139 companies a year earlier.

Business sentiment in South Korea has been consistently declining since 2018 after having peaked in 2017. For instance, the Business Survey Index (BSI) fell to 51 in April 2020 due to COVID-19, but has been mounting a moderate recovery since May (as of October 2020). Moreover, the South Korean economy’s substantial dependence on exports makes it susceptible to changes in export volume, meaning that managers in the nation must keep a close eye on developments with respect to Chinese government policy and its economy in light of China’s role as both South Korea’s top export market as well as its leading supplier of imports (the United States ranks second in terms of both exports and imports). The semiconductor business also weighs heavily on business sentiment, given that semiconductors account for some 20% of the nation’s exports. Japan is South Korea’s fifth largest export market and the third largest source of its imports. Meanwhile, Vietnam maintains a strong presence in South Korea given that it serves as South Korea’s third largest export market and the fifth largest source of South Korea’s imports amid expanding trade brought about by an increasing number of Korean firms entering Vietnam.

Total population: 52 million; Workforce: 27 million; Unemployment: 4.1%

The unemployment rate of South Korea’s youth demographic encompassing those ranging from 15 to 29 years of age stands at 8.9%, and has remained high at around 9% over the last five years. Seoul has South Koreas highest rate of unemployment. The unemployment rate in 2020 is likely to be high across the full year, particularly given that unemployment reached 4.5% in May due to COVID-19 (as of October 2020).

105Korea


Recruiting Trends

Education: In 2019, University enrolment (enrolment in institutions of higher education) among South Koreans increased by 0.2 of a percentage point relative to 2018 to 67.8%. The enrolment rate has remained unchanged in recent years, particularly since 2006, after having increased substantially over the 1980s and 1990s driven by a strong passion for education among the population. However, South Korea continues to rank extremely high with respect to levels of university enrolment in comparison with other OECD member nations.

Languages: Overall English competency is high in South Korea, given the population’s eagerness to learn English. However, while much of that English study is geared to attaining impressive marks on the Test of English for International Communication (TOEIC) to better compete in the job market, a high TOEIC score often does not correlate with an individual’s ability to conduct business in English. As such, recruiters need to assess English skills of candidates during job interviews. Meanwhile, business in South Korea is generally conducted using the Korean language.

In the first half of 2020, recruitment in South Korea was approximately 40% lower relative to the same period of the previous year as a result of companies overhauling and postponing recruitment plans due to COVID-19. However, recruitment has been mounting a moderate recovery since the third quarter of 2020. Meanwhile, companies are increasingly conducting remote interviews in part due to challenges interviewers would likely encounter in travelling to South Korea, out of consideration for candidates, and on the basis of company policy.

There have been fewer listings for junior sales positions among Japanese manufacturers and South Korea-based sales operations of Japanese trading companies, but there has been robust demand for candidates seeking accounting, in-house IT systems and clerical support positions. Meanwhile, given that financial results of Japanese companies involved with semiconductor operations of major South Korean conglomerates have been holding firm and even increasing, such entities are continuing to hire technical experts, albeit at below peak levels. Companies that sell rechargeable battery components have been actively seeking employees.

Although many companies in South Korea that engage in the business of serving general consumers have been struggling amid a scenario of sluggish domestic consumption, such enterprises have been increasingly turning to external recruitment that involves seeking candidates with experience in the realms of e-commerce websites and online marketing with the aim of increasing their volume of online sales. Japanese companies in the pharmaceutical, medical device, information technology, and finance industries have been setting their sights on professionals equipped with experience working for U.S. and

106Korea


European companies in their respective industries. However, there have been instances where a company has encountered difficulties in the recruitment process due to differences in salary levels and remuneration schemes. Job openings have been relatively plentiful when it comes to companies in the construction, logistics, and services sectors seeking managerial professionals and individuals as candidates for managerial positions.

Due to COVID-19, companies in South Korea overall have been hiring many employees to fill vacated positions, rather than doing so with the aim of increasing headcounts.

There has been robust demand for candidates to fill executive-class positions such as executive director and senior managerial roles underpinned by aims of achieving greater localisation of management and reshuffling leadership.

Regulations governing employment of foreign nationals: The prospect of obtaining a work visa in South Korea is somewhat challenging relative to other countries.

Japanese language speakers: Many Japanese companies in South Korea seek South Korean nationals equipped with business-level Japanese language proficiency (advanced-level proficiency). In recent years, there have been many instances where such employers seek candidates for positions at an overseas location of a corporate group entity rather than at the head office in Japan, and where the direct customers are not situated in Japan. As such, employers have been increasingly requiring candidates equipped with a certain level of English-language proficiency, in addition to Japanese-language skills.

Japanese nationals: Local hiring of Japanese nationals is much less common in South Korea than is the case in other Asian nations.

Labour turnover rate: South Korea’s labour turnover rate stands at around 14% annually, according JAC survey results. The labour turnover rate is generally high when it comes to recently established companies and those with few employees. Managers of departments assigning employees should be involved in the task of interviewing candidates, together with representative directors and HR managers, in order to help avoid the possibility of employer-employee mismatch.

There have been instances where an employer has increased the salary of a recent

High collage enrollment rate in OECD

Wealth of Japanese Speaking Talent

107Korea


university graduate upon reconsideration and other instances where an employer located either in Seoul’s suburbs or in a regional urban area has succeeded in recruiting a candidate upon having arranged a housing support scheme for the candidate.

JAC Recruitment research indicates that there has been a pronounced change in terms of job seekers placing greater priority on work-life balance, which is referred to as “warabal” in South Korea.

Salary Trends

In 2019, wages increased by a nominal rate of 3.4% across South Korea as a whole with respect to enterprises with one or more employees. By geographic region, wages increased by 4.0% in Seoul and 2.9% in Busan relative to 2019. Meanwhile, the lowest rate of increase was 0.9% in Ulsan. Wages paid by Japanese MNCs in South Korea increased by around 4%, which was a slightly lower rate of increase than in the previous year. The rate of wage increase has been heading lower in recent years partially because the South Korea’s consumer price index (CPI) has been holding to around 1% since 2013, and was 0.4% in 2019. U.S. and European companies in South Korea have been raising wages at somewhat higher rates of around 4% to 5%, depending on performance of respective companies.

Wages increased at a rate of 0.7% over the months January to July 2020, suggesting that the rate in 2020 may end up at its lowest level since 2012. This low rate of wage growth seems to be attributable to COVID-19, in addition to the notion that the government increased the minimum wage by only 2.9% in 2020. Japanese MNCs in South Korea are also likely to offer an average rate of wage increase that is below the 2019 level.

In the July-September 2020 period, hiring is on a moderate recovery trend, with companies that handle equipment and materials for semiconductors and secondary batteries actively recruiting.

Yuichi Tsuchiyama Managing Director, JAC Recruitment Korea

”

“

108Korea


According to JAC Recruitment survey findings, maximum salary ranges for non-managerial positions and starting salaries for managerial positions at the senior manager and executive level have been increasing.

Salary levels with respect to new university graduates have been rising amid substantial increases in South Korea’s minimum wage, which the government increased by 16.4% and 10.9% in 2018 and 2019, respectively.

According to a JAC Recruitment survey for South Korea, some 53% of those looking to either change jobs or get back into the workforce hope to find new employment where they will earn higher salaries than in their previous jobs. Moreover, most survey respondents indicated that they hope to find employment that pays a 10% higher salary than they earned in their previous positions.

Annual salaries of civil servants in South Korea range from approximately SKW 30 million for grade nine positions to SKW 80 million for grade one positions (approx. JPY 2.6 million to JPY 7 million).Annual base salaries of factory workers are approximately SKW 25 million (approx. JPY 2.2 million). Annual base salaries of shop assistants range from SKW 23 million to SKW 30 million (approx. JPY 2 million to JPY 2.6 million).

Statutory minimum wage: South Korea’s statutory minimum wage was increased to SKW 8,720 for 2021, which is 1.5% higher than in 2020. The increase constitutes the lowest rate of by which the minimum wage has been set higher since it was first introduced back in 1988. The minimum wage in South Korea applies uniformly nationwide across all industries.

Graph: Minimum Wages in South Korea ~From a sharp rise to a record low~

Minimum wages(SKW/Hr) YOY Growth

109Korea


Back OfficeAccounting (10K KRW=922JPY)

(Unit: South Korean Won(0,000)/a year)


Japanese Speaker English Speaker

Non-Managerial Level 2,600 - 5,600 2,800 - 6,000

Manager Level 4,200 - 7,100 4,300 - 7,500

Senior Manager Level 5,500 - 9,200 6,000 - 10,200

Director Level 8,400 - 13,000 8,500 - 17,000

Human Resources




Manager Level 4,200 - 7,100 4,300 - 7,500


Director Level 8,400 - 13,000 8,500 - 16,000

General Affairs



Secretary/PA/Admin 2,500 - 4,500 2,800 - 4,800

110Korea


Consumer GoodsSales (10K KRW=922JPY)





Manager Level 4,200 - 6,000 4,500 - 6,900


Director Level 8,000 - 12,000 8,500 - 15,000

HealthcareSales




Manager Level 4,800 - 7,100 5,200 - 8,000


Director Level 9,000 - 14,000 9,300 - 18,000

IT IndustrySales




Manager Level 4,800 - 7,000 5,000 - 7,900


Director Level 8,900 - 13,000 9,300 - 18,000

111Korea


ManufacturingSales (10K KRW=922JPY)





Manager Level 4,600 - 7,400 4,600 - 7,400


Director Level 8,500 - 15,000 8,700 - 17,000

Specialists




Manager Level 4,600 - 7,400 4,600 - 7,400


Director Level 8,500 - 15,000 8,700 - 17,000





Manager Level 4,100 - 7,600 4,400 - 7,600


Director Level 7,400 - 13,000 8,500 - 16,000

112Korea


Logistics IndustrySales (10K KRW=922JPY)





Manager Level 3,900 - 6,500 4,000 - 6,000


Director Level 7,700 - 12,000 7,300 - 14,000

Banking and Financial ServicesSales




Manager Level 5,000 - 7,700 4,900 - 15,000


Director Level 8,900 - 16,000 9,100 - 20,000

114Japan


5 trillionUS$ GDP




(2021 IMF)

Economic Trends

Nominal GDP: USD 4.9 trillion

Real GDP growth: -5.3% (2020), 2.3% (2021)



Total population: 126 million; Workforce: 67 million; Unemployment: 3.3% (2020), 2.8% (2021)

Japan’s business cycle entered a downward phase in October 2018, thereby marking the end of the nation’s second longest post-war economic recovery which has persisted since December 2012. The nation’s economy took a substantial hit after the government issued a state of emergency due to the outbreak of COVID-19 amid a scenario of already stagnating business conditions particularly in Japan’s manufacturing sector against a backdrop of trade friction ensuing between the United States and China. As of October 2020, Japan’s

Overview of Japan

115Japan


economic downturn seems to have bottomed out, yet the precise timing remains uncertain as to when recovery might unfold.

Recruiting Trends

Language and education: Japan’s rate of university enrolment is 52%. Nearly the entire population of Japan receives English-language education over eight years, beginning from their latter years of primary school through to the end of high school. Nevertheless, the percentage of the workforce with practical business level English language proficiency is near the bottom of global rankings. Business is generally conducted in Japanese.

Regulations governing employment of foreign nationals: The Japanese government is heading in the direction of easing employment regulations governing foreign nationals, which includes expansion of its points system for highly skilled foreign professionals.

Whereas Japan’s ratio of job offers to job seekers had previously reached a record high surpassing levels last seen in the nation’s late 1980s bubble-economy years, the ratio subsequently embarked on a downward path at year-end 2019 and has since been decreasing rapidly amid the COVID-19 pandemic.

The number of new job listings dropped substantially in the months of April and May 2020 largely due to hiring freezes among foreign MNCs resulting from the outbreak of COVID-19 in the United States and Europe, after previously having stagnated at peak levels reached in October 2018 particularly in the manufacturing sector amid trade disputes and other such developments. Since June, the recruitment market has encountered a recovery in the number of job openings, but companies remain prudent when it comes to their attitudes toward candidate selection and hiring. Meanwhile, the direct impact on recruitment activity that has emerged from the so-called “corona shock” has been less substantial than that of the so-called “Lehman shock” financial crisis culminating after the Lehman brothers bankruptcy. Nevertheless, appetite for recruitment among employers remains low amid a scenario of COVID-19 in conjunction with Japan’s economy shifting to a long-dreaded recession.

Over the last several years the need to locally recruit employees who can engage in overseas activities of Japanese companies operating abroad has risen. There has also been growing demand for recruitment of mid-career professionals not only in the manufacturing sector, but in recent years also in the services sector. This is particularly the case in the IT industry as such companies increasingly move to expand operations into Asia. Recruitment of candidates with experience working overseas has been gaining momentum in line with the overall increase in employment listings. Companies have been assigning such individuals to important positions. For instance, some are hired to replace expatriates in

116Japan


current postings abroad or as part of a firm’s talent pool for such purposes. Others are recruited to act as informed sources who are able to provide proper support to overseas subsidiaries from respective operating units in Japan. JAC Recruitment has been placing an increasing number of candidates with overseas work experience over recent years.

In the past, recruitment practices in Japan involving Japanese companies and foreign-affiliated MNCs operating domestically constituted a one-way street in that whereas Japanese companies would tend to hire employees of other Japanese companies, foreign MNCs would hire employees of other foreign MNCs as well as employees of Japanese companies. In recent years, however, Japanese firms are gradually beginning to hire increasing numbers of employees from foreign-affiliated MNCs in Japan.

In recent years, the market for recruitment of mid-career professionals in the 40-plus age demographic has been gaining momentum. The recruitment market has also been active in terms of companies seeking executive talent. This includes companies located outside of Japan’s metropolitan areas seeking top management with respect to filling vacated positions and oversight of overseas business, particularly given measures being taken by the Japanese government in that regard. Companies have also been actively seeking to recruit women to fill managerial roles. There have also been notable instances where a company brings in an outside director from beyond the company in line with the enterprise’s aims of fortifying corporate governance.

Many companies have been vying to attract top talent, even as employees flood into the job market in the wake of corporate restructuring among large enterprises.

In the manufacturing sector over recent years, there has been an increase in the number of job listings for division manager and director level positions offering salaries ranging from JPY 12 million to JPY 18 million, which companies are seeking in order to enlist their involvement in initiatives that entail developing overseas business, arranging mergers and acquisitions, and pursuing new business opportunities.

High demand for ITC tatents

High demand for executives


117Japan

Salary Trends

Whereas Japan’s economy itself ultimately encountered a slowdown in October 2018, a sellers’ market in terms of recruitment subsequently ensued in 2019. After having been trending higher since their low in 2009, salaries in Japan have once again started stagnating in some areas amid an environment emerging in early April 2020 encompassing an economic downturn and the onset of stalling recruitment among European and U.S. MNCs operating in Japan, amid the government’s emergency declaration due to COVID-19.

Generally speaking, there has been an approximate difference in salaries amounting to between 10% and 20% across equivalent positions in the Tokyo metropolitan area, relative to those in the Kansai region (Kansai salaries being lower than those in Tokyo). Nevertheless, it is also important to understand that there are differences likewise between the two regions in terms of housing costs and other living expenses. On the other hand, salaries with respect to scarce human resources have been surging in rural areas of Japan, largely due to difficulties companies face in finding top talent in such areas.

English speakers: Bilingual professionals who speak both English and Japanese tend to attract salaries that are 10% to 20% higher than those with the same level of work experience who do not speak English, which reflects the increasing globalisation of Japanese companies. Salaries offered by MNCs in Japan tend to be 20% to 30% higher than those of Japanese companies, partially because such firms often require English proficiency. In some industries, salaries of foreign-owned firms are as much as 50% to 100% higher. On the other hand, Japanese companies tend to provide better perks in terms of housing allowances and other health and welfare benefits in Japan, in comparison with MNCs.

118Japan


Salaries of Spanish-speaking professionals have been increasing sharply due to a tight market for such job candidates, particularly as companies in the automotive industry shift production to Mexico, despite the U.S. geopolitical climate under the Trump administration.

Salaries offered to those changing jobs in Japan are often substantially influenced by seniority-based pay scales of Japanese corporations. In other words, there are many cases where an individual making a career change is offered a salary on par with his or her previous salary. Salaries in Japan also tend to greatly hinge upon an employee’s number of years of experience and age.

Annual salaries of civil servants in Japan range from approximately JPY 3 million to JPY 7 million. Meanwhile, annual salaries of factory workers and shop assistants range from approximately JPY 3 million to JPY 4 million.

Statutory minimum wage (Tokyo): As of October 2020, the government is keeping the statutory minimum wage at JPY 1,013 per hour.

In addition to the active hiring of CxOs and other executives at Japanese companies, there has been a rapid expansion of hiring for related positions as businesses digitise.

Takeshi Matsuzono Managing Director, JAC Group

”

“

119Japan


Back OfficeAccounting (10K JPY=95USD)

(Unit: Japanese Yen(0,000)/a year)

Position Japanese Company MNC

Non-Managerial Level 400 - 800 400 - 850

Manager Level 600 - 1,100 700 - 1,200

Senior Manager Level 800 - 1,500 1,000 - 1,500

Director Level 1,000 - 4,000 1,200 - 4,000

Human Resources


Recruiting 400 - 800 450 - 800

Training & OD （Organisational Development） 450 - 800 500 - 900

C&B（Compensation & Benefits） 450 - 700 500 - 800

Manager Level 600 - 1,000 700 - 1,200

Senior Manager Level 700 - 1,300 800 - 1,500

Director Level 1,000 - 3,000 1,200 - 3,500

General Affairs


Secretary/PA/Admin 450 - 700 450 - 700

120Japan


Banking and Financial ServicesSales (10K JPY=95USD)



Retail Sales 500 - 1,000 600 - 1,000

Corporate Sales 500 - 1,000 600 - 1,000

Manager Level 600 - 1,200 800 - 1,500


Director Level 1,200 - 3,000 1,500 - 4,000

Specialists


M&A Adviser 700 - 1,200 700 - 1,400

Fund Manager 600 - 1,200 600 - 1,200

Risk Management 600 - 1,500 600 - 1,500

Private Equity 800 - 1,200 800 - 1,200

Manager Level 600 - 1,200 800 - 1,500


Director Level 1,000 - 4,000 1,500 - 5,000

121Japan


Consumer GoodsSales (10K JPY=95USD)




Manager Level 500 - 800 600 - 1,200


Director Level 1,000 - 3,000 1,200 - 4,000

Specialists


Product Manager/Brand Manager 500 - 800 500 - 800

MD（Merchandiser） 500 - 700 500 - 700

Buyer 500 - 700 500 - 850

Manager Level 600 - 1,000 700 - 1,300


Director Level 1,000 - 4,000 1,000 - 5,000




Manager Level 600 - 1,000 700 - 1,100


Director Level 1,000 - 3,000 1,200 - 4,000

122Japan


HealthcareSales (10K JPY=95USD)



MR （Medical Representative） 500 - 900 600 - 1,200

Medical Devices Sales 500 - 800 500 - 900

Manager Level 600 - 1,000 800 - 1,200


Director Level 1,000 - 3,000 1,200 - 4,000

Specialists


CRC（Clinical Research Coordinator） 400 - 550 N/A

CRA （Clinical Research Associate） 450 - 1,200 500 - 1,400

Medical Affairs 500 - 800 600 - 1,100

Clinical Data Manager 400 - 800 600 - 1,100

Manager Level 700 - 1,300 800 - 1,500


Director Level 1,100 - 4,000 1,500 - 5,000

123Japan


IT IndustrySales (10K JPY=95USD)



Non-Managerial Level 500 - 900 600 - 1,500

Manager Level 600 - 1,000 800 - 1,500


Director Level 1,000 - 4,000 1,700 - 5,000

Specialists


IT Consultant 600 - 1,200 700 - 1,500

Project Manager 500 - 1,200 600 - 1,200

System Engineer 500 - 1,200 600 - 1,200

Technical Support 500 - 800 600 - 1,000

Network Engineer 500 - 1,100 600 - 1,000

Manager Level 700 - 1,200 800 - 1,300


Director Level 1,000 - 3,000 1,200 - 4,000

124Japan


ManufacturingSales (10K JPY=95USD)



Overseas Sales 500 - 900 500 - 900

Domestic Sales 450 - 800 500 - 1,000

Manager Level 600 - 1,000 700 - 1,200


Director Level 1,000 - 5,000 1,000 - 5,000

Specialists


QC/QA （Quality Control） 500 - 800 550 - 900

Service Engineer 500 - 800 500 - 800

Sales Engineer 500 - 900 500 - 1,000

Application Engineer 500 - 800 500 - 1,000

Plant Engineer 550 - 900 600 - 1,000

Mechanical Design Engineer 500 - 900 600 - 1,000

Construction Manager/ Civil Engineer 500 - 900 500 - 900

Manager Level 600 - 1,100 700 - 1,200


Director Level 1,000 - 5,000 1,200 - 5,000

We became the first Japanese recruitment consultancy to commence business in the UK in 1975, and now operate in 26 locations overall, including the UK, Germany, Singapore, Japan, Malaysia, Indonesia, Thailand, China, South Korea, Vietnam and India, whilst still maintaining important strong local foundations as a recruitment consultancy in each of our locations.

About JAC Group


125About JAC Group

Request for Reader Feedback and Registration

This report has been prepared on the basis of findings of JAC Group, the largest Japanese recruitment consultancy in Asia. As such, we greatly value reader feedback since it will enable us to improve the content and clarity of future editions. In order to provide feedback, please visit our website via the link shown below. Also, we encourage readers of this report to register with us by providing their e-mail address via the link shown below in order to receive revisions to this report, details regarding the release of future editions and other such updates.

corp.jac-recruitment.jp/en/sa/

JAC Group Operations

SINGAPORE

JAC Recruitmentwww.jac-recruitment.sg1 Raffles Place, #10-00One Raffles Place, Tower 1Singapore 048616Tel: +65 6224 [email protected]

MALAYSIAKUALA LUMPURJAC Recruitmentwww.jac-recruitment.myBO2-A-12-1 Level 12Menara 3, KL Eco CityNo. 3 Jalan Bangsar59200 Kuala LumpurTel: +60 (0) 3 2202 [email protected]

PENANGJAC Recruitmentwww.jac-recruitment.myUnit 12-05, Level 12 Menara IJM LandLebuh Tunku Kudin 3 11700 Gelugor, Penang Tel: +60 (0) 4 296 0610 [email protected]

JOHORJAC Recruitmentwww.jac-recruitment.mySuite No.23A.06A, Level 23AJohor Bahru City Square Jalan Wong Ah Fook 80000 Johor Bahru, Johor Tel: +60 (0) 7 278 1122 [email protected]

INDONESIAJAKARTAJAC Recruitmentwww.jac-recruitment.co.idMillennium Centennial Center6th Floor Unit A and HJl. Jend. Sudirman Kav. 25Jakarta Selatan 12920Tel: +62 21 3970 [email protected]

JAC Consulting www.jac-consulting.co.idMillennium Centennial Center 6th Floor Unit C and DJl. Jend. Sudirman Kav. 25 Jakarta Selatan 12920Tel: +62 21 3970 [email protected]

JAC Outsourcingwww.jac-outsourcing.co.idMillennium Centennial Center 6th Floor Unit BJl. Jend. Sudirman Kav. 25 Jakarta Selatan 12920Tel: +62 21 3970 [email protected]

THAILANDBANGKOKJAC Recruitmentwww.jac-recruitment.co.th10F Emporium Tower 622 Sukhumvit Soi 24 Klongton, KlongtoeyBangkok 10110 Tel: +66 (0)2 261 1270 [email protected]

EASTERN SEABOARD(Located in Chonburi)JAC Recruitmentwww.jac-recruitment.co.th5th Floor, Harbor Mall, 4/222 Moo 10 Sukhumvit Road, Tambol Tungsukla Ampher Sriracha, Chonburi 20230 Tel: +66 (0)38 491 556 [email protected]

VIETNAMHO CHI MINH CITYJAC Recruitmentwww.jac-recruitment.vnFloor 19, Ruby Tower81-83-83B-85 Hàm NghiDistrict 1, Ho Chi Minh City 700000Tel: +84 28 3821 7730 [email protected]

HANOIJAC Recruitmentwww.jac-recruitment.vn15th Floor, Prime Center 53 Quang TrungHai Ba Trung District, Hanoi 100000Tel: +84 24 3633 [email protected]

INDIADELHI NCR JAC Recruitmentwww.jac-recruitment.in508, 5th Floor, Time TowerMG Road, Gurgaon, Haryana 122002Tel: +91 124 417 [email protected]

CHINASHANGHAIJAC Recruitmentwww.jac-recruitment.cnRoom 2301, Centro Building 568 Heng Feng RoadJing'an DistrictShanghai 200070Tel: +86 (0) 21 6123 [email protected]

HONG KONG SARJAC Recruitmentwww.jac-recruitment.hkRooms 601-5, 6/F Tai Yau Building 181 Johnston RoadWanchai, Hong KongTel: +852 2585 6700 [email protected]

126About JAC Group


JAC Group Operations

KOREASEOULJAC Recruitmentwww.jac-recruitment.kr#615, East Wing Hanshin Intervalley 24Teheran-ro 322Gangnam-gu, Seoul 06211Tel: +82 (0) 2 2183 [email protected]

UKLondonJAC Recruitmentwww.jac-recruitment.co.uk2nd Floor, 64 London WallLondon EC2M 5TP Tel: +44 (0) 20 7489 2990 / 2999 [email protected]

GERMANY DÜSSELDORFJAC Recruitmentwww.jac-recruitment.deBerliner Allee 4740212 DüsseldorfTel: +49 (0) 211 9425 [email protected]

JAPANTOKYOJAC Recruitmentwww.jac-recruitment.jp14F Jinbocho Mitsui Building 1-105 Kanda Jinbocho Chiyoda-ku, Tokyo 101-0051 Tel: +81 (0) 3 5259 6924 (Business Promotion Division & Business Support Team)Tel: +81 (0) 3 5259 9221 (Main)

JAC Internationalwww.jac-international.jp14F Jinbocho Mitsui Building 1-105 Kanda Jinbocho Chiyoda-ku, Tokyo 101-0051Tel: +81 (0) 3 5259 9881

CareerCrosswww.careercross.comJinbocho Mitsui Bldg. 15F1-105 Kanda JinbochoChiyoda-ku Tokyo 101-0051Tel: +81 3 5217 [email protected]

VantagePointwww.vpointcareers.comRoppongi Hills North Tower 3F6-2-31 Roppongi, Minato-kuTokyo 106-0032Tel: +81 3 5413 [email protected]

KITA-KANTOJAC Recruitmentwww.jac-recruitment.jp20F Sonic City Building1-7-5 Sakuragi-cho, Omiya-kuSaitama-shi, Saitama 330-8669 Tel: +81 (0)48 631 0830

YOKOHAMAJAC Recruitmentwww.jac-recruitment.jp18F Sky Building 2-19-12 Takashima, Nishi-ku Yokohama-shi, Kanagawa 220-0011 Tel: +81 (0) 45 285 7021

NAGOYAJAC Recruitmentwww.jac-recruitment.jp10F NMF Nagoya Fushimi Building 2-9-27 Nishiki, Naka-ku Nagoya-shi, Aichi 460-0003 Tel: +81 (0) 52 857 5221

SHIZUOKAJAC Recruitmentwww.jac-recruitment.jp4F Excelward Shizuoka Building11-30 Miyukicho Aoi-kuShizuoka-shi, Shizuoka 420-0857Tel: +81 (0) 54-205-3841

OSAKAJAC Recruitmentwww.jac-recruitment.jp12F Hilton Plaza West Office Tower 2-2-2 Umeda, Kita-ku Osaka-shi, Osaka 530-0001 Tel: +81 (0) 6 4799 1911

KYOTOJAC Recruitmentwww.jac-recruitment.jp4F Cocon Karasuma Building 620 Suiginya-cho, Shimogyo-ku Kyoto-shi, Kyoto 600-8411 Tel: +81 (0) 75 342 6221

KOBEJAC Recruitmentwww.jac-recruitment.jp10F Imon Sannomiya Building8-3-10 Isogami-dori, Chuo-kuKobe-shi, Hyogo 651-0086Tel: +81 (0) 78 262 9221

CHUGOKUJAC Recruitmentwww.jac-recruitment.jp8F Active-Inter City Hiroshima12-1 Wakakusa-cho, Higashi-kuHiroshima-shi, Hiroshima 732-0053 Tel: +81 (0) 82 568 6921

127About JAC Group


128


The Salary Analysis in Asia

Publisher JAC GroupCreative Direction The Salary Analysis committee (JAC Group)Editor in Chief Toshihiro Kurozawa (JAC Recruitment - Japan)Design Mariko Tsukamoto (JAC Recruitment - Japan)The date of issue 31st Jan. 2021 1st editionContact JAC Recruitment Co., Ltd. (Japan) Business Planning Division +81（0）3-5259-0721 Ⓒ 2021 JAC Group[Not for Sale]

the salary analysis in asia

Documents