Kelly Malaysia 2016/17 SALARY GUIDE · PDF filenation weather challenges in the external...

Kelly Malaysia

SALARYGUIDE

2016/17

Kelly in MalaysiaKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions.

Kelly offers a comprehensive array of outsourcing and consulting services as well as

world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving

clients around the globe, Kelly provided employment to more than 550,000 employees

with a revenue of $5.5 billion.

Since 1984, Kelly Malaysia has been partnering with the finest local companies,

key Government agencies and some of the world’s most prominent and successful

multinational companies to deliver the best talent in the market. Kelly’s team of dedicated

professional and technical consultants successfully recruit and place more than 10,000

talents annually with reputable companies, positioning us as one of the preferred working

partners for these companies in the country.

Our services include:

• Temporary&ContractRecruitment

• BusinessProcessOutsourcing

• SpecialistSearch

• Outsourcing&ConsultingServices

SPECIALIST SEARCH

Kelly Malaysia’s Specialist Search solutions offer a high touch, permanent recruitment

service to some of the most esteemed organisations in Malaysia. Our consultants are

expertsinProfessionalandTechnicalrecruitmentandknowthelocalmarket,addingvalue

to clients at all stages of the recruitment process.

We have the resources, the know-how and the commitment to partner with global, national

and local clients in providing the best possible talent solution in the following industries:

• FinancialServices

• Property&Construction

• SharedServices&BPO

• ContactCentre

• FastMovingConsumerGoods(FMCG)

• LifeSciences&Healthcare

• Manufacturing&Industrial

• RetailServices

• Tourism,HospitalityandFood&Beverage

• Information,Communication&Technology(ICT)

ConnectwithusonFacebook,LinkedInandTwitter.

Visit www.kellyservices.com.my

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Contents

Methodology: Salary figures included in the 2016/17 Malaysia Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals, within the network of the Kelly Malaysia’s Specialist Search, with input from clients and the latest job placement data recorded on the database of Kelly Malaysia’s Specialist Search division.

3

We are pleased to present the 2016/17 Malaysia Salary Guide, a comprehensive reference tool

which provides an insight to the latest average salaries for various professional and technical

positions across key industries in Malaysia for the past year.

Thesedatawerederivedthroughacompilationofsalariesandjobtitlesrecordedonthe

databaseofKellyMalaysia’sSpecialistSearchdivision.Thekeyrolesandindustriespresented

areFinance&Accounting,FinancialServices,Engineering,InformationTechnology,Logistics,

Property&Construction,HumanResources&AdministrationandSales&Marketing.

Malaysia’s Economic Overview

TheMalaysiaeconomyisexpectedtoslowtoaround4.4%in2016duetoweakcommodity

pricesandpublicspendingcuts,accordingtotheWorldBank.However,itexpectsgrowthto

rebound gradually in 2017 and 2018 as commodity prices stabilise and reforms are implemented.

Various initiatives under Budget 2016 supported by strong economic fundamentals will help the

nation weather challenges in the external environment, as well as enable the economy to register

steadygrowth.Thenominalgrossnationalincome(GNI)percapitaisexpectedtoincreaseby

5.6%toRM38,438in2016fromRM36,397in2015,withtotalinvestmentsurpassingsavings.

Thesavings-investmentgapisexpectedtonarrowtobetween0.5to1.5%ofGNI.

Despitetheweakringgit,inflationisexpectedtoremainbetween2to3%,attributedtolow

oilpricesandthewaningimpactoftheGoodsandServicesTax(GST).

TheMalaysiaGovernmentisimplementingstructuralreformsonawidefrontinsupportofthe

country’sgoalofachievingahigh-incomestatusby2020.Henceinvestmentininfrastructure,

and research and development will continue to spur home-grown innovation and increase

incomes.Togetherwithimprovementsinthequalityofeducation,theseeffortscanhelpraise

labour productivity, support higher sustainable growth and foster a more inclusive society.

Malaysia’s Labour Force Outlook

Unemploymentremainedstableat3.4%inthelatestreadinginMayfromtheDepartmentof

Statistics.14.2millionpeopleor96.6%ofthelabourforcewereemployed,with67.7%ofthe

population participating in the labour market.

76.1%ofgraduatesfromuniversities,polytechnicsandcommunitycollegesfoundemployment

within six months of completing their studies, as of May 2016. While this number is healthy,

initiativessuchastheIntegratedCumulativeGradePointAverage,thework-based2u2ilearning

programme where students spend two years in university and two years in industry, efforts to

improveEnglishproficiencyandanationallevelMassiveOpenOnlineCoursesplatformwill

make Malaysian graduates even more employable.

Malaysia’s Skilled Talent Trends

SincethelaunchingofTalentRoadmap2020byPrimeMinisterDatukSeriNajibTunRazak

in 2012, Malaysia has focused on developing talent and enhancing the availability of talent

tomeettheneedsoftheeconomy.TheInstituteforManagementDevelopment’sWorld

TalentReport2015rankedMalaysiaamongthetopfivecountriesworldwideforitspositive

talent environment.

However,toemergeasahighincomenationbytheendofthisdecade,thetalentpoolneeds

tomeettherequirementsofkeyindustriesthatformthebackboneofMalaysia’seconomy.

Basedonasurveyofcloseto3,000Malaysianemployersinkeysectorssince2011,TalentCorp

(anagencyunderthePrimeMinister’sDepartment)hasfoundthatleadingemployerscontinue

to have high demand for top talent and need a highly skilled workforce, both at the entry

andexperiencedlevels.Toptalentisrequiredtosupportorganisationaltransformationasan

increasing number of Malaysian companies are emerging as regional champions in addition to

multinationals establishing regional operations in the country.

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Disclaimer:Monthlysalaryrangesaresubjecttoeconomicfluctuations.Monthlysalaryrangesexcludebonuses,allowancesandEmployerEPFcontributions.

Melissa Norman

Managing Director

Kelly Services Malaysia

Tonarrowtheskillsgapandlifttheeconomytogreaterheights,TalentCorphasfocusedon

an integrated approach to nurture, attract and retain top talent and create a highly-skilled

workforce.Theseinclude:

• InterventionswhichfocusprimarilyonMalaysiansinMalaysia,supplementedbymeasures

to target Malaysian professionals abroad and attract top foreign talent needed by the

priority sectors.

• Refinementsofgovernmentpolicytocatalysecollaborationswithemployersandrelevant

agencies to address critical skill gaps.

• Engagementwithabroadcross-sectionofMalaysia’stalentpoolwithpartnersinthepublic

and private sectors.

• EncouragingMalaysianwomenonacareerbreaktoreturntotheworkforce.

In an era of intense global competition, the strength of Malaysia’s talent pool will be the

determining factor to realise Vision 2020’s goals.

Tothatend,wetrustyouwillfindthe2016/17MalaysiaSalaryGuideausefulresourceforyour

business. We are always on hand to provide you with current data and up-to-date insights

to the relevant key roles and industries in Malaysia. We are also available to support you in

developing recruiting strategies and programs to suit your hiring needs.

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4%-5%ExpectedGDP

growth

industries expecting strong

Growth in 2016/17

Manufacturing,

Construction

Services

Agriculture

3.50%Expected

unemployment rate

2%-3%Expected

inflation rate

RM5,000 Median monthly household Income To

p pa

yin

G in

dusT

ries BanKinG

shared services

pharMaceuTical

inforMaTion TechnoloGy

hot Jobs for 2016/17

Compliance

Anti-Money Laundering

Relationship Manager

Application Development

Supply Chain

Project Heads – Construction

6

80%

60%

40%

20%

0%

49%

74%

50%

IT / 67%Finance / 62%

Engineering / 58%Average / 55%

As employees’ expectations of work are changing and employers have to keep up to retain their talents. According to our recent Kelly Global Workforce Index Survey, there is a growing number of people interested in jobs that empower them to achieve both career and personal aspiration. In Malaysia, employees are looking to “design” the perfect balance between their personal and professional lives. Hence, for employers to retain the loyalties of their talents, they need to do more than offer traditional inducements.

TheWork-LifeDesignpalette Skill sector comparisonsWorkers in Malaysia nominate different Work-Life Design elements that they consider important.

Highlyskilledworkersinprofessionalandtechnicalfieldsknowtheirtalentisprizedinthemarketplace.Andagrowingnumberareseekingemployers who will help them achieve balance in all areas of their lives.

facTors ThaT posiTively iMpacT worK-life Balance Top 3 worK-life desiGn

eleMenTs ThaT professional and Technical worKers value

Tradingitoff

i feel i aM in a posiTion of hiGh deMand in The worKplace

■Flexibleworkarrangements■ Wellness programs offered by your

employer■ Limitations for working beyond typical

business hours

Many talented workers in the Asia-Pacificregionareincreasinglywillingto pass up promotions and pay rises inreturnforamorebalancedlife.Toa slightly lesser extent, this is also the case in Malaysia.

Flexibleworkschedulesandarrangementssuch as working remotely or telecommuting74%

Theopportunitytoworkoninnovativeprojects or initiatives during work hours37%

Limitations on working outside typical business hours49%

A fostered environment of friendships in the workplace37%

Paidtimeoff,includingvacationdays,sickdays, and holidays24%

Encouragementfromemployertoutilizeallallotted vacation time33%

Wellnessprogramssuchason-sitefitnesscenters, health club memberships, and stress-reduction programs50%

Theopportunitytovolunteerorgivebackto the community through the company26%Limitations on workplace email communications outside typical business hours 25%

Willingnesstosacrificehigher pay for flexible work arrangements

50%

80%

60%

40%

20%

0%

49%

74%

50%


Engineering / 58%Average / 55%80%

60%

40%

20%

0%

49%

74%

50%


Engineering / 58%Average / 55%

7

Malaysia has been internationally recognised for its ability and excellent production in diverse engineering

activities.Sectorstolookoutforincludethesemiconductor,transportequipmentandbuildingmaterials

industries. With continued demands for smart phones, semiconductor companies may continue to outperform.

Transportequipment,mainlyaerospace,receivedaninjectionofRM5.36billionoutoftheRM49.5billion

investment approved for the manufacturing sector.

Theindustryisanticipatedtoflourishlargelyduetoitswealthofoilandgas,solidinfrastructure,arobustbase

of supporting services, the country’s cost competitiveness, as well as Malaysia’s strategic setting within ASEAN

anditsclosevicinitytomajormarketsintheAsiaPacific.Thesecouldtranslateintonewbusinessopportunities

forpetrochemicalsmanufacturerstobuildplantsalloverMalaysia,increasingthedemandforChemicaland

Laboratory Engineers.

seMiconducTor coMpanies expecTed To ouTperforM

wiTh conTinued

dEMAndS for sMarT phones

indusTry GrowThexpecTed To

rEMAInHIGH

deMand for cheMical and laBoraTory enGineers expecTed To

rEMAIn HIGH

8

Engineering

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Plant Manager 10 & above 19,570 26,250

Head of Production 10 & above 17,510 21,000

Engineering Manager 8-10 13,390 23,100

Utilities Manager 8-10 16,480 22,050

Head of Quality 8-10 13,390 19,950

Senior Project Manager 8-10 12,360 17,850

Lead Electrical Engineer 8 8,755 13,650

Construction Manager 8 9,785 13,650

Project Manager 8 9,785 13,650

Quality Manager 7-8 9,270 13,650

Program Managers (Electronics / Semicon) 7-8 8,755 13,650

Operations Manager 7 7,725 13,650

Automation Manager 6 8,755 16,800

Piping Engineer 5-7 7,725 13,650

Process Engineer 5-7 7,725 11,550

Mechanical Engineer 5-7 7,725 9,975

Project Sales Manager 5 7,725 13,650

HSE Manager (Health, Safety & Environment) 5 7,725 10,000

Production Supervisor 5 6,695 8,500

Firmware Engineer 4-6 5,665 8,200

Supplier Quality Engineer 4-6 5,665 7,875

Product Engineer 4-6 5,665 7,875

Electrical & Instrument Engineer 4-6 6,180 8,400

Quality Engineer 4-6 5,665 7,350

nPI Engineer 4-6 5,150 7,875

Associate Engineer 4-5 3,914 5,775

QA Inspector 4-5 3,605 5,500

Technical Manager 4-5 6,695 8,925

9

Engineering



Automation Engineer 4 4,635 7,875

Charge Man 4 3,914 6,825

Welding Engineer 4 4,635 6,825

Project Manager 4 6,695 9,800

Senior design Engineer 3-5 5,665 8,925

Service Engineer 3-4 3,914 6,300

design Engineer 3-4 3,914 6,825

Chemical Engineer 3-4 4,635 6,825

Mechanical Engineer 3-4 4,635 6,825

Civil Engineer 3-4 3,914 5,775

Sales Engineer 3-4 3,605 5,775

Quantity Surveyor 3-4 4,635 7,350

Maintenance Engineer 3-4 3,900 6,000

r&d Engineer 2-3 3,605 5,775

Assembly Engineer 2-3 3,605 5,775

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Itisbusinessasusualformostorganisationsdespitedampenedeconomicactivity,makingFinance&

Accountancyprofessionalsconstantlyindemandacrossindustries.Thisteamiscriticalincreatingasolidbase

fortheorganisation’sentireoperation,managingtheinsandoutofcashflows,payroll,reportingandfinancial

statements,financialcontrol,inventorycontrolandtracking.WiththeimplementationofGSTin2015,the

entire tax system has been reformed, making individuals with knowledge on taxation even more valuable.

WiththecomingimplementationoftheASEANEconomicCommunity(AEC)whichwilltransformASEAN

into a single market and production base, talent mobility will increase, enabling accountants in Malaysia

andASEANtoworkinothercountriesintheregion.Thosewhocanperforminadiverse,multimarket,

multilingual and multicultural work environment will be the most successful.

Todate,thereare32,000registeredaccountantswithMalaysianInstituteofAccounting(MIA).Thesector

is part of the National Key Economic Areas (NKEA), where there are on-going efforts by the government,

organisations,universitiesandprofessionalbodiestogroom60,000high-qualitytalentsthecountryneeds

by2020.Toensurethegoalisachieved,capacitybuildingandrecruitmentiscrucial.

indusTry expecTed To

Grow By

15%-20%

TALEnT MObILITy InCrEASE wiTh The iMpleMenTaTion of The aec

60,000 hiGh qualiTy TalenTs

will Be availaBle By 2020

12

Finance and Accounting



Chief Financial Officer (MNC) 15-20 40,000 55,000

Finance director 15-20 30,000 35,000

Financial Controller (MnC / LC) 10-15 15,000 22,000

Finance Head 10-15 12,360 18,500

Tax Manager 10-15 12,360 18,500

Corporate Finance / Corporate Planning Manager 10-15 10,300 18,000

Finance Manager 6-7 8,755 13,700

Internal Audit Manager 6-7 8,755 13,700

Senior Accountant 6-7 8,240 13,000

Finance and Administrative Manager 6-7 8,240 11,000

Audit Senior 5-6 7,210 9,500

Accountant 4-5 6,180 8,400

Credit Control Manager 4-5 5,665 7,800

Financial Analyst 3-4 4,635 7,800

Accounts Payable Manager 4-5 5,150 7,400

Cost Accountant 3-4 4,635 7,300

Team Leader-Accounts 3-4 4,120 6,800

Auditor 3-4 3,605 6,300

Senior Accounts Executive 3-4 3,605 6,300

Finance Executive 2-4 3,605 5,200

Accounts Executive 1-3 3,090 4,700

Accounts Specialist (AP / Ar) 1-3 2,884 4,700

Credit Control Officer 1-3 2,884 4,700

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AweakeconomyandcautiousconsumersentimentswillreduceearningsfortheFinancialServicessector,

withbanksseeinglowernetinterestmargins.Bankswilltrytoattractdepositstoenhanceliquidity,whichin

turnwillgiverisetoprice-basedcompetition.Theupsidetothiswouldbelowerlossprovisioningwhichis

expectedtopeakandbringhigherearningsin2017.Continuousuncertaintyinthelocalandglobaleconomy

coulddepressbanksearningsandsharepricesfurtheramidthedecliningringgit.However,aseconomic

uncertainties dissipate, foreign shareholding will rise.

Inaddition,withtheextensionofBaselIIIcapitaladequacyrequirementstofinancialholdingcompanies

in Malaysia - originally applicable only to licensed bank entities - most of the country’s major banking

groupswillbeaffected,accordingtoFitchRatings.Theserulesmayleadtoshiftsinissuancestrategiesand

structures for some banking groups.

Thechangingbusinessenvironment,withthemergersoflocalbanks,somebecomingIslamicbanksand

modificationsinfinancialregulatorysettings,haveurgedbanksandfinancialinstitutionstoreinforcetheir

complianceandriskmanagementfunctions.TherehasbeenincreaseddemandforAnti-MoneyLaundering,

Risk&ComplianceandRelationshipManagers.Talentinthesedomainsarelimited,givingrisetoattractive

salaries for those specialising in these areas.


rEMAInSTEAdy

deMand for anTi-Money launderinG, risK & coMpliance and relaTionship ManaGers

rEMAIn HIGH

econoMic uncerTainTy could depress

bAnKS EArnInGS &

SHArE PrICES

14

Banking & Financial Services


GRAdE EXPERIENCE (YEARS) MIN MAX

FRONT OFFICE

relationship Manager (Corporate banking / Global Wholesale banking / Investment banking)

SVP >15 28,000 48,000VP 10-15 15,000 36,000

AVP 8-12 11,000 18,000

relationship Manager (Commercial banking / Mid Corp)

SVP >15 25,000 38,000VP 10-15 14,500 20,000

AVP 8-12 11,000 13,500

relationship Manager [Private (Ib) / Premier / Preffered / Priority banking]

SVP >15 24,000 35,000VP 10-15 14,500 20,000

AVP 8-12 9,000 13,500

debt Capital MarketsSVP >15 28,000 38,000

VP 10-15 15,000 20,000AVP 8-12 12,000 15,000

Equity Capital MarketsSVP >15 28,000 42,000

VP 10-15 15,000 23,000AVP 8-12 12,000 15,000

Treasury / MarketsSVP >15 20,000 40,000

VP 10-15 18,000 25,000AVP 8-12 9,000 13,500

Fund ManagementSVP >15 20,000 38,000

VP 10-15 18,000 24,000AVP 8-12 9,000 13,500

Merchant Sales (retail banking)VP >15 14,500 20,000

AVP 8-12 9,000 13,500

branch Manager (retail banking) AVP / VP >8 8,000 15,000

15




MIddLE OFFICE

Strategic Planning & Financial AnalysisSVP >15 28,000 38,000VP 10-15 15,000 20,000

AVP 8-12 12,000 15,000

Fund Accounting (Shared Service Centre)SVP >15 20,000 30,000VP 10-15 12,000 19,000

AVP 8-12 7,000 12,000

Product development (retail banking)SVP >15 21,000 29,000VP 10-15 14,000 18,000

AVP 8-12 9,000 14,000

MIS reportingSVP >15 22,000 28,000

VP 10-15 14,000 18,000AVP 8-12 8,000 13,000

Credit Analyst (Corporate banking / Global Wholesale banking / Investment banking)

SVP >15 24,000 40,000VP 10-15 18,000 26,000

AVP 8-12 11,000 15,000

Credit risk (Corporate banking / Global Wholesale banking / Investment banking)

SVP >15 24,000 32,000VP 10-15 18,000 24,000

AVP 8-12 11,000 15,000

Operational risk (Corporate banking / Global Wholesale banking / Investment banking)

SVP >15 24,000 32,000VP 10-15 18,000 24,000

AVP 8-12 11,000 15,000

16




Market risk (ALM & CbSM)SVP >15 25,000 36,000VP 10-15 18,000 23,000

AVP 8-12 12,000 17,000

Internal AuditorSVP >15 24,000 32,000VP 10-15 18,000 24,000

AVP 8-12 11,000 15,000

Group Compliance (Investment banking / Commercial banking & Insurance)

SVP >15 24,000 32,000VP 10-15 18,000 24,000

AVP 8-12 11,000 15,000

AML (Investigations)SVP >15 25,000 35,000VP 10-15 15,000 23,000

AVP 8-12 9,000 15,000

17



BACk OFFICE

Process re-engineering (bPI / Operations)SVP >15 25,000 32,000VP 10-15 15,000 22,000

AVP 8-12 10,000 15,000

Project Change ManagementSVP >15 25,000 32,000VP 10-15 15,000 22,000

AVP 8-12 10,000 15,000

Facility Management (Investment banking)SVP >15 18,000 23,000VP 10-15 13,000 17,000

AVP 8-12 8,500 12,000

Credit Administration (Commercial banking)SVP >15 18,000 22,000VP 10-15 12,000 15,000

AVP 8-12 8,000 11,000

Treasury Operations (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 22,000

AVP 8-12 10,000 15,000

Custodian Services (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 22,000

AVP 8-12 10,000 15,000

AML-Monitoring (Shared Service Centre)SVP >15 25,000 32,000VP 10-15 15,000 20,000

AVP 8-12 10,000 15,000


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HRprofessionalsareperceivedasstrategicpartnersofferinginsightsinscreeningandhiringthebesttalent

to propel their organisations further. As talent continues to be the biggest challenge for many businesses,

talentmanagementstrategiesinorganisationsneedtobereviewedtoattract,retainanddeveloptalenttofill

roles across all levels. It is imperative to complement programs developed by the Government to transform

the nation’s workforce by creating new opportunities all around for employers and high-skilled talent. Being

multi-functional in their approach to deal with an increasingly sophisticated organisational landscape is a highly

specialised skill, which will help the country develop a robust talent pipeline in the future.

TalentCorp’sReturningExpertProgramlaunchedin2011facilitatesthereturnofMalaysianprofessionalsfrom

abroadtoovercometheshortageofprofessionalandtechnicalexpertsinthecountry.Theseeffortsaremade

towardscreatingaworld-classworkforce.Femalelabourparticipationisontherise,reaching54.1%in2015

from46.8%in2010.Thecountryisontracktomeetits30%targetofwomenindecision-makingrolesinthe

corporate sector by this year.

GovernmentinitiativessuchastheCareerComebackprogrammetoincentiviseemployerstorecruitand

retain women who have taken career breaks, and measures for a more family-friendly workplace and work-life

integration have gained traction.

hirinG ouTlooK To reMain

STEADYchanGe in hirinG focus To

MID-SENIORlevel posiTions

30%of woMen involved in

DECISION-MAKINGROLES

20

Human Resources & Administrative



HuMAN RESOuRCES

Chief HR Officer 20 & above 40,000 50,000

Hr director (SME) 15 & above 15,450 31,500

Head recruitment 9-15 15,000 25,000

Vice President, Learning & development 8-10 15,000 25,000

Senior Hr Manager 8-10 9,270 18,900

regional Hr Manager 7-10 15,000 25,000

Senior recruitment Manager 7-10 10,300 15,750

Head of rewards 7-10 11,330 15,750

Head of Human resources business Partner 7-10 15,000 25,000

Head of Change Management 6-8 10,300 15,750

Head of Talent Management 6-8 15,000 25,000

Head of Organizational development 6-8 15,000 25,000

Head of Performance Management 6-8 15,000 25,000

Talent Acquisition Manager 6-8 8,240 10,500

Training & development Manager 6-8 8,000 10,000

Head of Industrial relations 6-8 12,875 17,325

Compensation and Benefits Manager 6-8 10,000 15,000

Hr Manager 6-8 8,000 12,000

Hr Manager 3-4 5,150 7,350

recruitment Manager 3-4 5,000 8,000

recruitment Specialist 2-3 3,090 5,250

Compensation and Benefits Specialist 2-3 4,000 6,000

Hr Generalist 2-3 4,000 6,000

HR Officer/ Executive 2-3 3,090 4,725

Ir Executive 2-3 3,090 4,725

Training Specialist 2-3 3,090 4,725

recruitment Executive 2 3,000 5,000

Hr Assistant 1-2 2,060 3,150

21



OFFICE SuPPORT

Personal Assistant to CEO 8-10 6,695 9,450

Office Manager 4-6 6,180 7,875

Safety Officer 4-7 4,635 6,300

Administrator 3-5 3,605 5,250

document Controller 2-5 3,605 5,775

Secretary 2-3 3,605 5,250

Administrative Executive 2-3 2,266 3,675

Human Resources & Administrative

22

GrowthintheInformationTechnology(IT)sectorhasbeenphenomenalintheareasofwebandmobile

applicationsdevelopment,onlineshoppingandtradingservices.Thehardwaremarketpromisesrisingincomes

and improved access to affordable data connectivity, while the enterprise software and services subsector

continuestohaverobustgrowthwithcloudcomputingandtheInternetofThings(IOT)dominatingthemarket.

ThetoolthatintegratescloudcomputingandIOTisSAPHighPerformanceApplicationAppliance(SAPHANA),

which enables business departments to analyse business as it happens, creating flexible analytical models based

on real-time data originating from business applications. Malaysian organisations across different sectors are

moving to this platform to solve their toughest business challenges.

ThishascreatedastrongjobdemandforSAPSystemsEngineer,SAPConsultantandSAPDeveloper.Thereis

alsohighdemandforSeniorNetworkEngineers,DatabaseEngineers,SecurityEngineersandProjectManager

withintheinfrastructureverticalthisyear.TheneedforapplicationdevelopmentrolessuchasMobileDeveloper,

Java Architect and .net Developer is increasing, with demand for such expertise expected to continue to rise for

many years.

CLOUd COMPUTInG

& IOT expecTed To doMinaTe

The MarKeT

sTronG JoB deMand for

SAP SySTEMS relaTed posiTions


rEMAInHIGH

24

Information & Technology



MANAGEMENT

Chief Information Officers 12-18 22,660 37,000

Program director 12-18 22,660 37,000

Project director 12-18 16,480 26,000

Service delivery directors 12-18 16,480 26,000

Sales directors 12-18 16,480 26,000

Inside Sales Manager 4-5 5,665 9,500

Project Manager 3-5 7,210 11,000

business development Manager 3-5 5,665 8,500

IT Supply Chain Manager 3-5 5,665 8,500

Account Manager 3-4 5,665 7,500

IT Procurement Specialist 2-4 4,635 6,500

IT Marketing Communications Executive 2-4 3,605 5,000

IT Trainers 2-3 4,635 7,500

Channel Sales Specialist 2-3 4,120 6,500

Inside Sales Specialists 2-3 4,120 6,500

25



APPLICATION

SAP Team Lead 8-12 22,660 32,000

Software development Manager 8-12 13,390 19,000

Solutions Architect-Senior 6-10 11,330 16,000

Lead Software developer 5-8 9,785 16,000

business Consultant 5-7 6,695 9,500

SAP Consultants 4-6 6,695 13,500

Software Sales Manager 4-6 6,695 9,500

ETL developers 3-6 5,665 8,500

Websphere Application developer 3-5 6,695 10,500

bI Consultant 3-5 6,695 10,500

Systems Analyst 3-5 6,180 9,000

Quality Assurance Specialist 3-5 5,150 7,500

Solutions Architect-Junior 2-4 5,665 7,500

Software Engineer 2-3 4,635 6,300

Systems Programmer 2 4,635 5,800

Web designer 2 4,635 5,300

Analyst Programmer 2 4,635 6,300

Java developer 1-3 5,150 7,500

Programmer 1-2 3,914 4,800


26



INFRASTRuCTuRE

billing Systems Specialist 6-10 8,755 15,500

Implementation & Technical Support Manager 6-8 11,330 15,500

Information Security Manager 5-8 11,330 15,500

Unix Specialist 5-8 8,755 12,500

Service delivery Manager 5-8 6,695 10,500

Senior Systems Engineer 5 6,180 8,500

Wintel Specialist 4-8 5,665 9,500

IT Manager 4-6 6,180 8,500

Problem & Change Management Specialist 3-5 5,665 8,500

Security Analyst 3-5 5,150 8,500

Technical Writer 3-5 5,665 8,500

Unix / Linux OS Engineer 2-5 5,150 8,500

Pre-sales Engineer 2-4 4,635 6,300

billing Systems Engineer 2-4 4,635 6,300

database Administrator 2-3 5,150 8,000

Systems Engineer 2-3 4,635 6,500

Technical Consultant 2-3 4,635 6,300

network Administrator 2-3 4,635 5,800

Helpdesk Tech Support (Foreign Language Expertise) 2-3 5,150 8,400

Help desk Analyst 2-3 4,635 5,800

IT Executive 2 3,605 4,700

Automation Support Engineer 1-3 3,914 5,700

Technician 1-3 2,884 4,700

IT Administrator 1-2 3,090 4,200


27

ConstructionisoneofthemoreresilientsectorsinMalaysia,havingsuccessfullyweatherednumerouseconomic

dipsthepasttwodecades.However,datafromtheConstructionIndustryDevelopmentBoard(CIDB)indicatesthe

numberofpublicandprivateprojectsundertakenin2015hastakenadipcomparedtothepreviousyear.Thereis

areductionof30%inpublicprojectsandprivatesectorspendingtoRM51.96billionfromRM70.96billion,even

asanalystsareexpectingConstructionandInfrastructuretoreceiveaboostfrommegaprojectsoutlinedinthe

11thMalaysiaPlan(11MP)whichrunsfrom2016to2020.Under11MP,RM260billionisearmarkedfor

developmentexpenditure,a14%increasefromthepreviousplan,withhalfgoingtowardsinfrastructure.

Governmentforecastof10.7%growthfor2016forthesectorisdrivenbyprojectssuchastheKL-Singaporehigh

speedrail,SouthernDoubleTrackingline,KlangValleyIntegratedTransitSystem,RM4.2billionDamansara-Shah

AlamElevatedExpressway,RM5.3billionSungaiBesi-UluKlangElevatedExpresswayaswellasadditionalBus

RapidTransitprojects.Otherprojectslinedupincludetheconstructionof3,000kmofpavedroadsinruralareas

thatwillensure99%ofthepopulationhasaccesstowaterandelectricityby2020.TheMalaysiaVisionValley,

an integrated economic development valley in the western part of Negeri Sembilan, is one such project, with

aproposedareaof108,000haandaninitialforecastedinvestmentofRM5billionin2016.Bytheendof11MP,

Malaysiaanticipatesitwillbeahigh-incomenation.Themegainfrastructureprojectslinedupwouldsequentially

createmoreopportunitiesforSiteandProjectEngineersandManagers.

99%of The populaTion in

rural areas expecTed To have access To waTer and

elecTriciTy By 2020

rM260 bILLIOn is earMarKed for

developMenT expendiTure under 11Mp, wiTh

half GoinG Towards infrasTrucTure

deMand for siTe & proJecT enGineers and ManaGers expecTed To

rEMAIn HIGH

28

Property & Construction



Construction director 15 & above 28,840 37,000

Project director-High rise 8-10 25,750 31,500

Project director-residential 7-10 25,750 31,500

Technical director 7-10 25,750 31,500

Commercial Manager 7-10 18,540 26,250

GM business development 7-10 18,540 26,250

Head of HSSE 7-10 15,450 18,900

HSSE Manager 7-10 8,240 10,500

Project Manager 6-8 8,240 15,750

Civil & Structural Manager 6-8 9,270 15,750

Mechanical & Electrical Manager 6-8 7,210 15,750

Mechanical Engineers 6-8 7,210 15,750

resident Engineer 6-8 7,210 15,750

Electrical Engineers 6-8 7,210 15,750

Infrasturcture Engineers 6-8 7,210 15,750

Facilities Manager 6-8 7,210 12,600

QA / QC Managers 6-8 8,240 10,500

Site Manager 6-8 8,240 10,500

QA / QC Engineers 2-3 4,635 6,300

Site Executive 2-3 3,605 5,775

29

TalentsinSales&Marketingwithgreatbusinessacumen,accountmanagementexperienceandasuccessful

trackrecordofbusinessgrowthacrosscorporateandconsumersegmentsarehighlyindemand.Theyarekey

individuals in any organisation representing the brand, who can make or break a deal.

Thoughsalesandmarketingfunctionsmaydiffergreatly,theybothhavethesamegoal.Salesisthedepartment

thatgeneratesrevenue,requiringBusinessConsultantsandStrategistswhoprovideopportunitiesforcustomers

with innovative ideas and solution while demonstrating value. Marketing creates favourable conditions for

thesaletotakeplace,withMarketingExecutivesprovidingthetoolstodiscover,create,inciteandfulfil

customers’ needs.

AstheInternetcontinuestoplayasignificantrole,moreorganisationsareexpandingtheire-commerceactivities.

Theonlinemediaspaceisabigareaofjobgrowthindigitalmarketing.ItisprojectedforE-commercetoreach

25%globally,withMalaysialikewisemakingsignificantstridesinthearea.Malaysiahasoneofthemostcomplete

E-commerce laws in ASEAN, which covers electronic transactions, privacy, cybercrime and consumer protection.

TheGovernment’sE-CommerceGlobalisationInitiativewillalsohelpdevelopandenhancecompetitivenessofthe

local E-Marketplace players, and expand their market in the region.

hirinG ouTlooK for e-coMMerce secTor To

rEMAIn HIGH

sales & MarKeTinG roles are expecTed

To BecoMe More

SPECIALISEd

TalenTs wiTh GreaT Business acuMen and accounT ManaGeMenT experience are

HIGHLy In dEMAnd

30

Sales & Marketing



Sales Director, Asia Pacific 10 & above 30,000 35,000

Sales director-Industrial Engineering 10 & above 18,540 23,100

Vice President, Sales & Marketing 10 & above 15,450 26,250

Sales Channel director 10 & above 15,450 26,250

GM Marketing & Sales Property 10 & above 15,450 26,250

Senior Global brand Manager 10 & above 15,450 26,250

Head of Sales & Marketing 10 & above 15,450 26,250

Sales director 10 & above 15,450 26,250

VP Marketing-regional 8-10 12,360 26,250

Corporate Communications director 8-10 12,360 21,000

business development director 8-10 12,360 18,900

VP Corporate Strategy & Planning 7-10 12,360 26,250

Assistant Country Manager 7-10 12,360 18,900

Head of Channel Management 8 8,240 15,750

Sales Manager 8 7,725 15,750

Marketing Communication Manager 8 7,210 10,500

Key Account Manager 8 8,755 13,650

business development Manager 8 7,725 12,600

Marketing Manager 8 7,210 10,500

brand Manager 5-8 7,210 10,500

Area Sales Manager 5-8 9,270 15,750

Channel Sales Manager 5-7 5,150 8,400

31

Sales & Marketing



Pr Manager 5-6 7,210 12,600

Channel Manager 4-5 5,150 8,400

Marketing Manager 4-5 5,150 8,400

Sales Manager 4-5 5,150 8,400

Advertising Manager 4-5 5,150 8,400

Pr Manager 4-5 5,150 8,400

Key Account Manager 3-5 5,000 8,000

Senior Sales Executive 3-5 5,000 7,000

retail Supervisor / retail Executive 3-5 3,000 5,000

brand/Product Manager 3-4 5,150 8,400

Marketing Executive 2-4 3,090 4,725

Market research 2-4 3,000 4,000

Customer Service Executive 2-3 3,000 4,000

32

TheLogisticsindustrytookasharpdipafterGSTwasimplementedin2015,withthedeclineexacerbatedby

a dampened economic and political climate.

However,E-commercehasbeengrowingrapidly.Thecountryhasoneofthehighestproportionofonline

shoppersintheregion.Coupledwithitsregionalgrowthprospects,logisticsistransformingtoawholenew

spectrum of supply chain management, adapting to increasing needs and a wide distribution network.

Nonetheless,competitionisintense.Tothrive,organisationsmustdiversifyandprovidelogisticsasaservice.

Industryexpertsforecastthesectortocontinuepostingannualgrowthbetween10%to15%from2014

to 2018.

Businesseswithstrongoperationsfunctionswillbelookingtoincreasedefficiencieswithinthesupplychain

managementsector.Professionalswithexperienceinlogisticsmanagement,thesegmentofsupplychain

managementthatplans,organises,implements,andcontrolstheefficient,effectiveforwardandreverseflow

and storage of goods, services and related information, are in strong demand. E-COMMERCE expecTed To drive loGisTics secTor GrowTh

loGisTics secTor expecTed To Grow

10%-15%froM 2014 To 2018

18,677professionals are

eMployed in The loGisTics secTor

34

Supply Chain & Logistics



director of Supply Chain 10-15 20,600 27,000

Strategic Sourcing Manager 8-10 13,390 18,900

Senior Warehouse Manager 8-10 8,755 12,600

Purchasing Manager 8-10 9,270 12,600

Senior buyer 8-10 7,725 12,600

Purchasing Manager 6-8 7,210 9,450

Supply Chain Manager 5-8 7,725 12,600

Logistic & Planning Manager 5-8 7,725 12,600

Warehouse Manager 4-5 6,180 8,400

Assistant distribution Manager 4-5 5,665 7,350

Purchasing Executive 4-5 3,605 5,250

Warehouse Supervisor 3-5 3,090 5,250

Logistic Coordinator 3-5 3,090 5,250

Procurement Executive 3-5 3,605 5,250

Shipping Supervisor 3-5 2,575 4,200

buyer 2-3 3,605 5,250

Operations Executive 2-3 3,090 4,725

Warehouse Executive 2-3 2,266 4,200

Stock Controller 2-3 2,369 3,150

35

© 2016 Kelly Services, Inc.

Malaysia Offices

Klang Valley Level 29, Menara bank Islam,no 22, Jalan Perak, 50450 Kuala Lumpur.Tel: (60) 3 2203 0808 Fax: (60) 3 2203 0909Email: [email protected]

Johor Bahru Suite 13A.03, Level 13A,Johor Bahru City Square (Office Tower), 106-108, Jalan Wong Ah Fook,Johor bahru, 80000 Johor darul Takzim.Tel: (60) 7 227 2698 Fax: (60) 7 2272663Email: [email protected]

Penang 1-2-11 Krystal Point Corporate Park,Jalan Tun dr. Awang,bayan Lepas, 11900 Penang.Tel: (60) 4 641 1613 Fax: (60) 4 642 8803Email: [email protected]

Melaka 35, Jalan Melaka raya 11,Taman Melaka raya, 75000 Melaka.Tel: (60) 6 282 8826 Fax: (60) 6 282 9218 Email: [email protected]

Specialist SearchLevel 29, Menara bank Islam,no 22, Jalan Perak, 50450 Kuala Lumpur.Tel: (60) 3 2203 2617 Fax: (60) 3 2203 2653 Email: [email protected]

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