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2012 HAYS SALARY GUIDE SHARING OUR EXPERTISE

Salary and recruiting trends across Asia

COUNTRIES

OFFICES WORLDWIDE

CONSULTANTS WORLDWIDE

PEOPLE PLACED IN PERMANENT JOBS LAST YEAR PEOPLE PLACED IN TEMPORARY ASSIGNMENTS LAST YEAR

2 | 2012 Hays Salary Guide - Asia

32 257 7,620 60,000 190,000

CONTENTS

4 4 6 11 14 15 16 Market Overview & Trends Introduction Salary policy Recruitment trends Business/economic outlook Salary Information Accountancy & Finance

23 Banking 30 Insurance 33 Finance Technology 39 Information Technology 46 Life Sciences

Despite current global economic conditions, the outlook in Asia remains positive and we expect to see many businesses across the region going ahead with aggressive growth targets and securing key talent to drive expansion plans in 2012.

As a result, those candidates with in-demand skills and realistic salary expectations can be confident that this year will provide them with the opportunity to secure a challenging career move and a salary increase. Nigel Heap - Managing Director, Hays Asia Pacific

49 Human Resources 51 Office Professionals

53 Legal 55 Sales & Marketing 58 Supply Chain 60 Education 61 Construction & Engineering

Thank you We would like to express our gratitude to all those organisations who participated in the collection of data for this year's guide. Your contribution has ensured that we can produce an informative document to help support your business decisions. Disclaimer The Hays Salary Guide is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

64 Architecture 66 Property 69 Manufacturing & Operations 74 Oil & Gas

2012 Hays Salary Guide - Asia | 3

MARKET OVERVIEW & TRENDS

ASIA'S RESILIENCE

4 | 2012 Hays Salary Guide - Asia

If there's one issue that has the potential to remain a universal challenge this year, it's the shortage of particular skills. According to our survey of employers across Asia, almost all (95 per cent) believe that skills shortages have the potential to hamper the effective operation of their business or department. Furthermore, in skill-short areas 66 per cent of employers said they would consider employing or sponsoring a qualified overseas candidate.

So despite easing growth across Asia in the second half of 2011 following the fallout of the Eurozone debt crisis, it seems that skills shortages remain a real threat to us all. This is likely because Asia's overall economy remains resilient and will continue to sustain hiring activity across the region. Indeed, in a global context Asia is a stand out performer. According to our survey of employers, in the next 12 months 64 per cent of employers expect business activity to increase and 41 per cent expect their permanent staff levels to increase. In terms of salaries, on average one in three employers across the region gave salary increases of between three and six per cent in 2011. A further 30 per cent gave an increase above six per cent. The remaining 37 per cent offered an increase of less than three percent or no increase at all. China was the stand out in terms of salary increases in the region, with 51 per cent of employers reporting an increase of between six and ten per cent and 21 per cent offering an increase above 10 per cent. When they next review, 35 per cent of employers across the region intend to increase salaries between three and six per cent. A further 32 per cent will increase above six per cent. But 27 per cent of employers intend to increase salaries less than three per cent and six per cent intend to offer no increases. According to our survey, 54 per cent of employers intend to award a bonus to more than 50 per cent of staff, down 10 per cent year-on-year. Instead, the use of benefits is rising. Benefits are now offered by 81 per cent of employers, up from 78 per cent year-on-year. Health is the number one benefit, followed by life assurance, pension and car or car allowance. Singapore and Hong Kong in particular are casting the net wide when a suitable local applicant cannot be located, although there has been a strong reduction in expatriate packages. Those that were on expatriate packages have been converted to local packages and benefits such as housing and living allowance have been incorporated into the base salary. In other trends, there has been an increase in requests for candidates with strong bilingual skills and experience working overseas, while good candidates are once again starting to receive multiple offers, particularly those that can demonstrate career stability and workplace loyalty. Japan continues to recover from the March 2011 earthquake which resulted in a hiring slow down and market challenges, but as the country recovers we are seeing some strong hiring for mid to senior candidates. Overall, we are optimistic about the market in 2012 as the Asian economies continue to outperform some of their western counterparts.

2012 Hays Salary Guide - Asia | 5

MARKET OVERVIEW & TRENDS SALARY POLICY

1. On average in your last review, by what percentage did you increase salaries? Across all industries:

9% 28% 33% 21% 9%

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

By country: China 5% 5% 18% 51% 21%

Hong Kong 7% 16% 56% 15% 6%

Japan 3% 16% 61% 16% 4%

Singapore 7% 28% 44% 16% 5%

Nil

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

6 | 2012 Hays Salary Guide - Asia

2. When you next review, by what percentage do you intend to increase salaries? Across all industries:

6% 27% 35% 22% 10%

Nil Less than 3% From 3% to 6% From 6% to 10% More than 10%

By country: China 2% 4% 13% 52% 29%

Hong Kong 6% 10% 60% 20% 4%

Japan 2% 11% 70% 17%

Singapore 5% 22% 50% 16% 7%

Nil

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

2012 Hays Salary Guide - Asia | 7

MARKET OVERVIEW & TRENDS SALARY POLICY

3. Do you give any benefits in addition to salary/bonus? Yes 81% No 19%

4. If yes, which of the following do you provide?* Across all countries:

19%

Housing allowance

24%

Pension

44%

Health

43%

Life assurance

9%

Hardship allowance

15%

Tax equalisation

21%

Club/gym membership

24%

Car/car allowance

*More than one may be applicable.

3%

Private expenses

15%

Other

8 | 2012 Hays Salary Guide - Asia

By country: China 34% Pension 9% Hardship allowance 13% Tax equalisation 14% Club/gym membership 6% Private expenses 18% Other Hong Kong 6% Housing allowance 15% Pension 23% Health 16% Life assurance 45% Housing allowance 48% Life assurance 57% Health

39% Car/car allowance

1% Hardship allowance 4% Tax equalisation 4% Club/gym membership 3% Car/car allowance 1% Private expenses 5% Other Japan 5% Housing allowance

1% Car/car allowance Singapore

68% Life assurance 16% Hardship allowance 35% Tax equalisation 52% Club/gym membership 23% Other

31% Pension 30% Health

18% Housing allowance 16% Pension 10% Hardship allowance 6% Tax equalisation 14% Club/gym membership 4% Private expenses 13% Other 38% Life assurance

65% Health

51% Car/car allowance

2012 Hays Salary Guide - Asia | 9

MARKET OVERVIEW & TRENDS SALARY POLICY

5. What percentage of staff do you intend to award a bonus to this year? 13% 13% 10% 10% 54%

Nil

Less than 10%

From 10% to 20%

From 20% to 50%

More than 50%

6. Are bonuses related to*:

3%

Hours billed

77%

Employer performance

84%

Employee performance

13%

Guaranteed

*More than one may be applicable.

4%

Other

7. On average, what percentage of staff salary do you intend to award as a bonus? 31% 49% 12% 8%

Less than 10%

From 11% to 50%

From 51% to 99%

100%

10 | 2012 Hays Salary Guide - Asia

MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS

8. Over the last 12 months, have permanent staff levels in your department... 14% 39% 47%

Decreased

Remained the same

Increased

9. In the next 12 months, do you expect permanent staff to... 8% 51% 41%

Decrease

Remain the same

Increase

10. In the last 12 months, have you utilised a flexible staffing approach? Yes 50% No 50%

If yes, please specify*:

37%

Employment of part-time staff

69%

Temporary/ contractors

25%

Casual staff

11%

Job sharing

*More than one may be applicable.

7%

Other

2012 Hays Salary Guide - Asia | 11

MARKET OVERVIEW & TRENDS RECRUITMENT TRENDS

11. How often do you employ temporary/contract staff? 35% 41% 24%

Exceptional circumstances/ never

Special projects/ workloads

Regular ongoing basis

12. In the next 12 months, do you expect your use of temporary/contract staff to... 12% 70% 18%

Decrease

Remain the same

Increase

13. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? Yes 66% No 34%

14. For which areas have you recently found it difficult to recruit?

Junior to mid Senior management management Human Resources Accountancy & Finance Banking Sales Marketing Engineering Property/Facilities Management Legal 12% 14% 5% 22% 13% 24% 5% 6% 14% 15% 4% 22% 13% 19% 5% 7% Operations Distribution Purchasing IT Technical Healthcare Research & Development Other Junior to mid Senior management management 11% 2% 7% 16% 17% 2% 11% 5% 11% 3% 5% 8% 10% 2% 9% 2%

12 | 2012 Hays Salary Guide - Asia

15. Do skills shortages have the potential to hamper the effective operation of your business/department? 5% 57% 38%

No

Yes there will be some impact

Yes without doubt

16. Is it your policy to counter-offer staff when they resign? 27% 66% 7%

No

Sometimes

Yes

17. Over the last 12 months has overtime/extra hours in your organisation... 13% 56% 31%

Decreased

Remained the same

Increased

If increased, by how much per week:

54%

5 hours or less

29%

5 - 10 hours

17%

More than 10 hours

18. Are employees paid for these additional hours? Unpaid 39%

*e.g. time in lieu

Paid 43%

Other* 18%

2012 Hays Salary Guide - Asia | 13

MARKET OVERVIEW & TRENDS BUSINESS/ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

11%

Decreased

22%

Remained the same

67%

Increased

20. In the next 12 months, do you envisage business activity...

7%

Decreasing

29%

Remaining the same

64%

Increasing

21. Do you see the outlook for the economy in the next 6-12* months...

35%

Weakening

*This data was collected during October 2011.

37%

Static

28%

Strengthening

14 | 2012 Hays Salary Guide - Asia

ACCOUNTANCY & FINANCE SECTOR OVERVIEW

CHINA

We expect to see a steady increase in accountancy and finance job opportunities in China in 2012 since many multinational companies are localising their senior management team and the country remains one of the hottest markets for global investment. There is also an increase in the number of fast growing Chinese organisations, which is fuelling a consistent demand for accountancy and finance professionals. This includes those companies that are planning their IPO. Candidates are more confident and open to new opportunities and we expect to see more movement as candidates seek a salary increase in 2012. Many employers are reviewing their salary offers and are prepared to pay for the right candidate, however internal salary increases are unlikely to change significantly. Therefore most candidates will gain a salary increase only by moving to a new role. Given market growth and the resultant strong competition for talent, most employers are willing to increase salaries by 10 to 15 percent in order to secure the right candidate. Tax, internal audit and treasury candidates remain in demand in sizable MNCs. Candidates with strong business acumen and financial control experience are sought by a number of organisations. Candidates with big four experience and experience in several industries are more attractive to employers than those who only have experience in one industry. Overseas qualifications and work experience are still valued by most organisations.

SINGAPORE

If candidates were looking for a new role in 2011, there was a good chance they managed to secure not only a solid move but also a satisfactory increase to their package. The market generally remained strong following recovery and economic growth in 2010, which lasted for the majority of 2011. The year started with a good flow of candidates driven by economic growth and lower than anticipated bonuses in the banking sector. As the year progressed, additional headcounts were approved, standard salary increases were offered for strong candidates and movement in the market was common. Activity was seen in all sectors including banking, manufacturing, oil and gas, real estate, IT&T and FMCG. But as we entered the third quarter of 2011 uncertainties began to emerge following reservations regarding the state of the US and European economies, and this produced a slight slowdown in recruitment appetite from both hiring managers and jobseekers as growth predictions were revised. Given this uncertainty and tighter budgets, cost control remained a key factor and, as a result, negotiating a significant salary increment in the second half of 2011 was a more challenging process than earlier in the year. The market slowed further in the fourth quarter. Candidates began to consider the cost of losing their bonuses and focused instead on a move in early 2012, while hiring managers also looked to 2012's headcount. However, in spite of the uncertainty in the European markets, the expectation is that the Singaporean economy will continue to grow and that recruitment will pick up again this year across most sectors. We expect to see strong candidate flow in the first few months of 2012. Cost, regulatory, product control and corporate governance expertise will remain in greatest demand, although we also expect to see career opportunities in all areas for talented professionals since Singapore's market is fundamentally strong. Jobseekers with in demand skills and realistic salary expectations can be confident that 2012 will provide them with a good opportunity to secure a challenging career move and an increase in package.

HONG KONG

Strong demand for finance professionals was evident across most sectors in 2011 since markets in Hong Kong and China continued to perform well. Most companies added new headcount as a result of growth while replacement hiring also kept vacancy activity high. Towards the end of the year we saw a slowing of recruitment in the financial services sector in response to global economic conditions. However in 2012 we expect to see a consistent level of demand across all sectors. We have seen particular peaks in professional services, retail and IT and telecommunications, which should continue. In many cases, companies who were planning to IPO in 2011 postponed their plans for the time being. Over the year we saw an average increase in salaries of 10 per cent and we expect this to continue in the year ahead. We have seen higher increases for senior and specialist roles and for roles where there is an acute candidate shortage. We expect skills shortages to continue as quality candidates remain in high demand. We have seen steady recruitment activity in all areas of finance but there have been peaks in areas such as financial reporting, compliance, internal audit and internal controls as a result of growing internal and external regulation. We expect these areas to continue to be in high demand in 2012. We advise candidates to think carefully about their longer-term career plan and avoid job hopping too frequently. We recommend you use a professional agency that can advise you on both the market and the employers that are hiring, rather than relying on hearsay.

JAPAN

Activity in Japan's job market in 2011 was similar to level we saw before the Lehman Brothers collapse. Many companies recruited talented candidates and we consequently moved back to a candidate short market. As a result, salaries increased to secure quality candidates. The huge earthquake that hit Japan led to a large number of expats returning to their home countries, which left employers with an urgent requirement to fill senior management positions. This fuelled a great deal of candidate movement between employers, and even today many senior management positions remain open. Employers look for not only the technical skill set required, but also a candidate with the desired industry knowledge and relevant experience in order to immediately contribute to the business. Consequently, we advise candidates to look for positions in the same or similar industry in order to maximise your market value.

`Jobseekers with in demand skills and realistic salary expectations can be confident that 2012 will provide them with a good opportunity to secure a challenging career move and an increase in package.'

16 | 2012 Hays Salary Guide - Asia

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | FINANCIAL EXECUTIVES

FINANCE DIRECTOR / CFO China Hong Kong Japan Singapore FINANCIAL CONTROLLER China Hong Kong Japan Singapore SENIOR FINANCE MANAGER China Hong Kong Japan Singapore FINANCE MANAGER China Hong Kong Japan Singapore ASSISTANT FINANCE MANAGER China Hong Kong Japan Singapore SENIOR MANAGEMENT ACCOUNTANT China Hong Kong Japan Singapore MANAGEMENT ACCOUNTANT China Hong Kong Japan Singapore SME 700 - 1,000 1,000 - 1,500 10 - 15 180 - 240 SME 500 - 700 600 - 840 8 - 12 150 - 180 SME 300 - 450 540 - 648 8 - 10 90 - 120 SME 200 - 300 420 - 500 7 - 10 70 - 90 SME 150 - 250 336 - 420 6-8 50 - 70 SME 180 - 220 360 - 450 7-9 70 - 90 SME 100 - 150 264 - 384 5-8 50 - 70 MID 800 - 1,200 1,200 - 2,000 12 - 20 240 - 300 MID 600 - 800 720 - 1,000 10 - 15 180 - 250 MID 450 - 600 580 - 750 10 - 12 100 - 150 MID 250 - 400 480 - 570 8 - 12 90 - 110 MID 200 - 300 356 - 456 7-9 60 - 90 MID 200 - 300 400 - 480 8 - 10 90 - 110 MID 120 - 200 336 - 450 6-8 60 - 90 MNC 1,000 - 2,000 1,200 - 2,800 15 - 25 300 - 500 MNC 800 - 1,000 840 - 1350 12 - 18 250 - 300 MNC 500 - 700 650 - 980 12 - 15 120 - 180 MNC 350 - 500 560 - 720 10 - 14 100 - 130 MNC 250 - 350 400 - 560 8 - 10 80 - 100 MNC 250 - 350 450 - 576 8 - 12 100 - 130 MNC 150 - 250 360 - 504 7 - 10 80 - 100

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries do not include bonuses

NOTES ON CLASSIFICATIONS · Top of range in MNCs implies regional role · Job titles in global organisations vary greatly from European/American/North American companies · SME - Small to medium enterprise · MID - Medium to large · MNC - Multinational companies

2012 Hays Salary Guide - Asia | 17

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | FINANCIAL EXECUTIVES

SENIOR FINANCIAL ACCOUNTANT SME China Hong Kong Japan Singapore FINANCIAL ACCOUNTANT China Hong Kong Japan Singapore FINANCIAL ANALYST China Hong Kong Japan Singapore TAX DIRECTOR/HEAD China Hong Kong Japan Singapore TAX MANAGER China Hong Kong Japan Singapore TAX ACCOUNTANT China Hong Kong Japan Singapore 120 - 180 300 - 408 5-8 70 - 90 SME 100 - 150 216 - 330 4-6 50 - 70 SME 120 - 150 280 - 360 4-6 60 - 80 SME 600 - 750 660 - 840 10 - 15 120 - 150 SME 360 - 450 450 - 680 8 - 12 80 - 120 SME 150 - 180 400 - 500 5-7 60 - 80 MID 150 - 200 370 - 420 6-8 90 - 110 MID 100 - 200 250 - 350 5-6 60 - 90 MID 150 - 180 320 - 480 5-8 70 - 90 MID 700 - 900 780 - 1,000 12 - 16 150 - 200 MID 400 - 600 620 - 780 10 - 15 100 - 150 MID 180 - 220 480 - 600 5-8 70 - 90 MNC 180 - 250 420 - 504 6-8 100 - 130 MNC 120 - 250 336 - 420 5-7 80 - 100 MNC 180 - 250 420 - 540 6-8 80 - 100 MNC 800 - 1,200 1,080 - 1,500 15 - 20 200 - 300 MNC 650 - 900 680 - 1,050 12 - 20 150 - 200 MNC 220 - 250 500 - 680 6-8 90 - 120

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries do not include bonuses

NOTES ON CLASSIFICATIONS · Top of range in MNCs implies regional role · Job titles in global organisations vary greatly from European/American/North American companies · SME - Small to medium enterprise · MID - Medium to large · MNC - Multinational companies

18 | 2012 Hays Salary Guide - Asia

HEAD OF INTERNAL AUDIT China Hong Kong Japan Singapore INTERNAL AUDIT MANAGER China Hong Kong Japan Singapore ASSISTANT AUDIT MANAGER China Hong Kong Japan Singapore SENIOR TREASURY MANAGER China Hong Kong Japan Singapore TREASURY MANAGER China Hong Kong Japan Singapore TREASURY ACCOUNTANT China Hong Kong Japan Singapore

SME 500 - 650 660 - 850 8 - 12 100 - 150 SME 250 - 350 450 - 550 7 - 10 80 - 100 SME 180 - 250 300 - 420 5-7 50 - 70 SME 400 - 500 600 - 700 10 - 12 80 - 100 SME 300 - 400 420 - 480 8 - 10 70 - 90 SME 120 - 200 200 - 320 5-7 60 - 80

MID 600 - 800 720 - 1,200 10 - 15 120 - 150 MID 350 - 450 520 - 750 8 - 12 100 - 120 MID 250 - 300 360 - 520 6-8 60 - 90 MID 450 - 600 580 - 800 12 - 15 100 - 120 MID 400 - 500 480 - 650 10 - 12 80 - 110 MID 150 - 280 320 - 480 6-9 70 - 90

MNC 800 - 1,200 1,000 - 1,500 12 - 18 150 - 200 MNC 450 - 600 600 - 840 12 - 15 120 - 150 MNC 300 - 350 456 - 660 7 - 10 100 - 120 MNC 600 - 900 1,000 - 1,600 15 - 18 120 - 150 MNC 500 - 700 600 - 940 12 - 15 100 - 120 MNC 200 - 400 360 - 580 8 - 10 90 - 120

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries do not include bonuses

NOTES ON CLASSIFICATIONS · Top of range in MNCs implies regional role · Job titles in global organisations vary greatly from European/American/North American companies · SME - Small to medium enterprise · MID - Medium to large · MNC - Multinational companies

2012 Hays Salary Guide - Asia | 19

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | FINANCIAL EXECUTIVES

HEAD OF COMPLIANCE China Hong Kong Japan Singapore SENIOR COMPLIANCE MANAGER China Hong Kong Japan Singapore COMPLIANCE MANAGER China Hong Kong Japan Singapore COMPLIANCE SPECIALIST Hong Kong Japan Singapore SME N/A 650 - 780 8 - 12 N/A SME N/A 480 - 620 8 - 10 N/A SME N/A 380 - 500 6-8 N/A SME 220 - 300 5-7 N/A MID 500 - 700 680 - 960 10 - 15 120 - 150 MID 400 - 600 580 - 800 8 - 12 100 - 120 MID 350 - 500 420 - 600 7 - 10 80 - 100 MID 220 - 360 6-8 60 - 80 MNC 800+ 1,100 - 1,680 12 - 16 130 - 180 MNC 600 - 800 720 - 1,000 12 - 15 100 - 130 MNC 500 - 600 480 - 720 8 - 12 90 - 110 MNC 280 - 460 6-8 80 - 100

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | ACCOUNTING SUPPORT

GRADUATES China Hong Kong Japan Singapore SUPPORT China Hong Kong Japan Singapore Assistant Accountant 90 - 160 168 - 280 4-6 45 - 60 Graduate Accountant 45 - 100 N/A 3-5 35 - 45 Credit Control 45 - 55 210 - 384 5-7 36 - 50 Bookkeepers 45 - 75 240 - 360 3-5 36 - 50

Accounts Receivable Accounts Payable 45 - 65 168 - 286 3-5 36 - 50 45 - 65 168 - 286 3-5 36 - 50

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries do not include bonuses

NOTES ON CLASSIFICATIONS · Top of range in MNCs implies regional role · Job titles in global organisations vary greatly from European/American/North American companies · SME - Small to medium enterprise · MID - Medium to large · MNC - Multinational companies

20 | 2012 Hays Salary Guide - Asia

ACCOUNTANCY & FINANCE BANKING INDUSTRY | FINANCIAL EXECUTIVES

FINANCIAL SERVICES China Hong Kong Japan Singapore Finance Director/ CFO 1,200 - 2,000 1,600 - 3,000 12 - 30 280 + Finance Manager China Hong Kong Japan Singapore 500 - 750 650 - 950 8 - 12 110 - 180 Tax Manager China Hong Kong Japan Singapore 500 - 800 650 - 1,200 10 - 15 140 - 190 Audit Manager China Hong Kong Japan Singapore 600 - 800 650 - 950 10 - 15 100 - 170 Product Controller China Hong Kong Japan Singapore 650 - 900 700 - 900 10 - 15 80 - 130 Head of Compliance/Risk China Hong Kong Japan 1,000 - 1,500 1,200 - 2,000 20 - 35 Senior Finance Financial Controller Manager 900 - 1,600 1,400 - 2,000 10 - 20 180 - 280 Assistant Finance Manager 300 - 500 420 - 550 7 - 10 70 - 110 Tax Accountant 350 - 450 400 - 500 6 - 10 70 - 120 Assistant Audit Manager 350 - 500 350 - 500 8 - 12 70 - 100 Senior Treasury Manager 800 - 1,000 1,100 - 1,500 15 - 18 220 - 300 600 - 1,000 850 - 1,200 10 - 15 150 - 220 Tax Director/ Head of Tax 1,200 - 1,600 1,400 - 2,200 15 - 25 220 - 350 Head Internal Audit Senior Audit Manager 1,000 - 1,600 1,700 - 2,500 12 - 25 250 - 400 Dept Head Product Control 1,200 - 1,600 1,500 - 2,500 20 + 230 - 350 Treasury Manager 350 - 650 800 - 1,100 8 - 12 130 - 200 800 - 1,000 800 - 1,200 12 - 18 170 - 270 Senior Product Controller 800 - 1,200 800 - 1,400 13 - 22 160 - 220 Treasury Accountant 150 - 350 420 - 550 6 - 10 80 - 120

Senior Compliance/ Compliance/ Risk Manager Risk Manager 650 - 900 850 - 1,200 15 - 20 350 - 600 600 - 850 11 - 16

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

NOTES ON CLASSIFICATIONS · Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

2012 Hays Salary Guide - Asia | 21

ACCOUNTANCY & FINANCE BANKING INDUSTRY | FINANCIAL EXECUTIVES

FINANCIAL SERVICES China Hong Kong Japan Singapore Compliance/ Risk Specialist 150 - 350 350 - 480 10 - 14 N/A Accounts Receivable 60 - 120 200 - 300 5-8 30 - 50 Accounts Payable 60 - 120 200 - 300 5-8 30 - 50 Credit Control 200 - 400 200 - 320 6 - 10 30 - 50

ACCOUNTANCY & FINANCE PROFESSIONAL PRACTICE | FINANCIAL EXECUTIVES

AUDIT Hong Kong Japan Singapore Consultant 240 - 300 5-8 30 - 40 Manager Hong Kong Japan Singapore ADVISORY PRACTICES Hong Kong Japan Singapore 480 - 720 10 - 16 70 - 100 Consultant 240 - 300 6-8 30 - 40 Manager Hong Kong Japan Singapore TAX Hong Kong Japan Singapore 550 - 800 10 - 18 70 - 100 Tax Consultant 240 - 300 5-8 30 - 40 Tax Manager Hong Kong Japan Singapore 550 - 800 10 - 15 70 - 100 Senior Associate/ Assistant Manager 300 - 450 7 - 12 50 - 65 Senior Manager 750 - 1,100 12 - 18 110 - 140 Senior Associate/ Assistant Manager 300 - 540 8 - 12 50 - 65 Senior Manager 800 - 1,100 12 - 20 110 - 140 Senior Tax Consultant 300 - 540 7 - 10 50 - 65 Senior Tax Manager 800 - 1,100 12 - 18 110 - 140 Tax Director 1,200 + 15 + 180 + Director/Partner 1200 + 20 + 180 + Director/Partner 1200 + 18 + 180 +

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

22 | 2012 Hays Salary Guide - Asia

BANKING SECTOR OVERVIEW

CHINA

Global economic conditions are a challenge for China's banking industry, with most international banks reducing their human capital. However China remains in a strong position as many banks are shifting their investments here to balance their risk globally. Many middle size banks continue to expand and big banks are still hiring. Given favourable government policies and the shift in focus of international banks to China, candidates in front office are sought to further expand market share. Due to business expansion and the lessons learnt from the global financial crisis regulators, banks are placing additional focus on risk and internal control. Private equity/venture capital remains a very hot sector in China, with senior to executive candidates with in-depth knowledge of the industry highly valued by employers. Demand is also evident in the financial leasing sector, which is creating a number of new opportunities for candidates. Candidates are open to new job opportunities however they face strong competition from overseas banking candidates who are willing to relocate to China for work. Candidates expect higher salaries due to increasing CPI and will consider new job opportunities if their internal salary review does not meet their expectations. Most employers are willing to pay 15 to 20 per cent above market rate to attract the best talent. Banking and financial services employers demand a high standard of professionalism in candidates. Fluent English language skills and a good understanding of China's banking regulatory commission requirements will add value. For sales roles, employers seek candidates with strong networks and a solid client base. Relationship Managers are also sought. Employers are willing to offer attractive packages to secure the right talent in these areas.

JAPAN

Replacement hiring and select upgrade hiring remains the feature of Japan's banking market. With tighter headcount restrictions and additional approval processes, most firms prioritise directly relevant experience and skills. In particular, experience in the same role with a competitor is valued so that candidates can ideally hit the ground running. Despite global market conditions, demand remains in several areas in Japan's banking sector. On the sell side, there is a limited supply of experienced candidates for compliance, market risk, product control and project management roles. There is also a shortage of experienced bilingual line managers and staff in middle office operations. In front office, recruitment demand has been greater for roles in bonds, swaps, cash equity and equity flow derivatives. There has been less demand for roles covering structured products. In asset management, experienced sales people, product managers, RFP specialists and investment managers/fund managers are still in demand. Those with strong product knowledge and an established track record in managing client relationships and marketing foreign investment opportunities to Japanese clients are in most demand. Solid demand exists in commercial banking, particularly for relationship managers with established client bases and a good sales track record as well as experienced banking operations specialists. In 2011 salary increases were relatively flat. Some candidates with skills in demand changed employers to secure an increase and employers competed for the top talent with attractive offers. Moving forward, salary increases for new hires may be impacted if the number of available roles declines. In the latter half of 2011 we saw a greater industry-wide focus on base salaries since bonus expectations fell. However bonuses remain an important part of a candidate's overall compensation and are seen by candidates as an indicator of how the company values them.

HONG KONG

Strong market sentiment in early 2011 was replaced by a bumpy second half dominated by global market turmoil, the European sovereign debt default scenarios, stock market crashes and rogue trader scandals. Regulations from the year before, such as the Dodd-Frank's Volcker rule, hit the markets. Due to Hong Kong's strategic position as the birthplace of the RMB bond market and one of the busiest global IPO centres, we felt the effects of the slowdown more gradually this time. Exciting highlights of the past year include the growth in the certificates of the deposit market and the rapid developments in the syndication markets. We also saw growth in commodities with the introduction of RMB denominated gold contracts and commodities clearing in the Hong Kong Exchange. The authorities in Hong Kong and Beijing are working closely for the internationalisation of the Renminbi. While we remain cautious of a slowing Chinese economy, the growing number of firms requesting to undertake Chinese IPOs will create work on the advisory side in 2012. With debt markets recovering, new roles will be available in the structured finance and fixed income space. Given global economic conditions, demand for wealth preservations strategies will remain high. Major banks have finalised top to bottom reorganising of their structure and have identified key areas such as private banking, wholesale distribution and asset management to support core investment and corporate characteristics. On the product side, commercial and government papers, commodities such as energy and its derivatives and equities products and electronic trading offerings will remain areas of demand. Early in 2012 we expect candidate activity to rise following lower than expected bonus levels. This will create critical replacement requirements for the remainder of 2012. While a cautious economic climate will keep salary levels under pressure, most financial institutions intend to balance their market growth targets with key cost control measures. An increasing number of newcomers are expanding operations in Asia and this will continue to fuel a shortage of specialist skills. We expect to see salaries increase with the guaranteed bonus element to attract key strategic hires within the growth institutions. Modest salary improvements for support staff are expected to be around five to ten per cent year-on-year.

SINGAPORE

The market slowed considerably in the last quarter of 2010/11 as the Eurozone crisis and offshoring programs created an overriding air of caution for permanent hiring. In 2011, most firms turned their attention to candidate attraction and the development of new and innovative ways to differentiate themselves from competitors. Given the high competition for a very finite pool of suitably qualified and experienced candidates, this became central to securing the best talent over the year. During 2011 we also noted increased interest from foreign banking professionals looking to Asia, and in particular Singapore, for their next career move. Given the increasing deal flow experienced by corporate finance teams, suitably experienced corporate finance/M&A professionals, particularly at the Associate and VP levels, are in greater demand. Wealth management and private banking expertise remains an area of high demand since many of the world's major players are attempting to expand their market share and are announcing development plans in this sector. With increasing focus on capital regulations there is a growing demand for senior banking professionals with strong regulatory and risk management experience, in particular credit risk, portfolio risk, compliance and economic capital. Niche organisations specialising in structured trade finance, export finance and project finance are experiencing growth, and need candidates who have strong networks and proven origination and execution experience. While we did not see significant salary increases in these areas in 2011, employers did experience stronger cost pressure to keep salaries within budget. Expatriate packages are now rarely given. When they are given, the package is very basic. Base remuneration also remains static with very little increase. With lower bonus payouts across the board, total compensation packages are generally less than previous years, and there is an increasing trend towards less cash and more stocks/options for bonus payouts.

2012 Hays Salary Guide - Asia | 23

BANKING FRONT OFFICE

PROJECT FINANCE China Hong Kong Japan Singapore LEVERAGE FINANCE China Hong Kong Japan Singapore ASSET MANAGEMENT China Hong Kong Japan Singapore PRIVATE EQUITY China Hong Kong Japan Singapore HEDGE FUND - INVESTMENT China Hong Kong Singapore HEDGE FUND - EXECUTION China Hong Kong Singapore Analyst N/A 400 - 500 7 - 11 70 - 90 Analyst N/A 400 - 700 9 - 14 110 - 130 Research Analyst 140 - 300 275 - 400 9 - 14 55 - 70 Associate 180 - 320 400 - 580 8 - 12 72 - 110 Associate 300 - 500 400 - 580 75 - 110 Risk Analyst 500 - 800 600 - 1,100 90 + Associate 400 - 600 500 - 750 9 - 13 90 - 130 Associate 400 - 600 600 - 1,100 12 - 18 135 - 160 Vice President 600 - 800 800 - 1,200 14 - 25 140 - 210 Vice President 600 - 800 1,000 - 2,000 15 - 30 170 - 200 Director 1,000 + 1,300 - 1,800 25 - 35 220 - 300 Director 1000 + 1,500 - 3,000 35 + 210 - 300 Assistant Portfolio Mgr 600 - 900 900 - 1,200 14 - 20 180 - 250 Managing Director N/A 2,000 - 2,300 30 + 330 - 350 Managing Director N/A 3,000 - 6,000 65 + 280 - 245 Portfolio Manager 1,000 + 1,100 + 20 - 35 250 + Portfolio Manager 1,000 + 1,300 - 2,500 35 + 220 +

Senior Equity Equity Analyst Analyst 250 - 500 400 - 600 14 - 20 75 - 90 Analyst 240 - 500 600 - 1,000 10 - 18 90 - 150 Analyst 200 - 300 700 - 1,000 100 - 160 Risk Manager 800 - 1,200 1,300 + 140 + 350 - 600 600 - 900 20 - 30 95 - 160

Assistant Senior Analyst Portfolio Mgr 300 - 650 780 - 1,200 15 - 22 150 - 180 700 - 900 1,100 - 1,350 20 + 180 - 250

Assistant Fund Senior Analyst Manager Fund Manager 300 - 500 900 - 1,200 140 - 190 Quantitative Analyst 1,000 + 1,000 + 150 - 200 Senior Trader 600 - 1,000 + 750 + 250 + 600 - 900 1,200 - 1,500 170 - 250 1,000 + 1,500 - 3,000 250 +

Snr Quantitative Analyst Trader China Hong Kong Singapore 500 - 1,000 + 1,500 + 180 + 500 - 800 400 - 1,000 180 - 250

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses

24 | 2012 Hays Salary Guide - Asia

CORPORATE FINANCE MERGERS & ACQUISITIONS China Hong Kong Japan Singapore

Analyst 180 - 300 400 - 600 8 - 12 60 - 80 Entry-level Trader 150 - 300 400 - 600 10 - 20 55 - 70

Associate 300 - 500 600 - 1,000 10 - 18 90 - 150

Senior Associate Vice President 400 - 600 900 - 1,300 15 - 22 150 - 220 600 - 1,000 + 1,100 - 1,700 20 + 200 - 280 Head of Financial Markets 1,000 + 2,500 + 80 + 320 + Head of Institutional Sales 1,000 + 1,000 - 3,000 80 + 160 +

Director 1,000 + 1,700 - 3,000 35 + 280 +

GLOBAL MARKETS China Hong Kong Japan Singapore

Trader 300 - 800 600 - 1,200 15 - 35 80 - 180

Senior Trader 500 - 1,200 1,200 - 2,500 35 + 175 - 260

FINANCIAL MARKETS China Hong Kong Japan Singapore

Senior Financial Institutional Financial Sales Sales Sales 200 - 350 300 - 400 10 - 20 50 - 60 300 - 500 400 - 600 15 - 35 62 - 90 450 - 650 600 - 1,000 35 + 85 - 160 Premier Banking Relationship Manager 200 - 350 360 - 600 15 - 20 80 - 85

FINANCIAL PLANNING & WEALTH MANAGEMENT China Hong Kong Japan Singapore

Senior Wealth Wealth Manager Manager 280 - 400 300 - 480 15 - 30 34 - 42 Private Banking Relationship Manager 450 - 650 480 - 720 20 - 40 42 - 58 Senior Private Banking Relationship Manager 480 - 750 1,200 - 3,000 35 + 150 - 250

Private Banking Client Services Officer 260 - 360 300 - 450 12 - 15 42 - 58

Sales Manager Sales Director 360 - 550 600 - 1,200 15 - 30 70 - 100 400 - 700 1,200 + 35 + 120 - 180

China Hong Kong Japan Singapore

300 - 480 500 - 1,000 15 - 20 60 - 150

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses

2012 Hays Salary Guide - Asia | 25

BANKING MIDDLE OFFICE

CREDIT China Hong Kong Japan Singapore RISK China Hong Kong Japan Singapore COMPLIANCE China Hong Kong Japan Singapore Associate 120 - 220 400 - 600 8 - 10 40 - 55 Associate 80 - 150 360 - 600 8 - 11 40 - 55 Associate 120 - 200 400 - 600 8 - 11 21 - 44 Senior Associate 180 - 300 600 - 700 11 - 14 50 - 70 Senior Associate 150 - 250 500 - 650 10 - 13 60 - 80 Senior Associate 200 - 320 600 - 850 10 - 13 40 - 60 Associate Vice President 360 - 600 700 - 900 13 - 16 70 - 115 Associate Vice President 250 - 400 650 - 850 12 - 16 75 - 115 Associate Vice President 320 - 500 650 - 850 12 - 16 65 - 115 Vice President 700 + 900 - 1,200 14 - 18 160 - 210 Vice President 500 - 700 850 - 1,100 15 - 20 150 - 220 Vice President 500 - 750 850 - 1,200 15 - 20 160 - 210 Director 1,200 + 1,200 + 18 - 25 280 + Director 800 + 1,100 + 20 - 30 220 + Director 850 + 1,200 + 20 - 35 220 +

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses and education costs

26 | 2012 Hays Salary Guide - Asia

BANKING BACK OFFICE

CORPORATE ACTIONS/ SETTLEMENTS Hong Kong Japan Singapore Analyst 320 - 400 7 - 10 45 - 60 Officer China Hong Kong Japan Singapore 90 - 150 300 - 320 7 - 10 30 - 45 Associate Senior Analyst Director 380 - 570 8 - 12 60 - 75 Assistant Manager 150 - 250 320 - 360 8 - 12 50 - 65 600 - 840 10 - 16 85 - 130 Manager 150 - 350 400 - 600 10 - 16 65 - 75 Director 750 - 1,000 650 - 900 15 - 20 150 - 220 Director 750 - 1,100 15 - 20 150 - 220

DOCUMENTATION/KNOW YOUR CUSTOMER/CLIENT ONBOARDING Analyst China Hong Kong Japan Singapore 150 - 300 260 - 360 7-8 40 - 55

Associate Senior Analyst Director 250 - 350 320 - 500 8 - 12 60 - 70 500 - 750 500 - 650 10 - 15 85 - 130

TRADE SUPPORT/TREASURY OPERATIONS/MONEY MARKET/FX/ DERIVATIVES/CAPITAL MARKET Analyst China Hong Kong Japan Singapore 150 - 250 310 - 400 7-8 40 - 55

Associate Senior Analyst Director 250 - 350 400 - 550 8.5 - 12 55 - 70 Senior Administrator 120 - 180 380 - 480 10 - 15 50 - 65 450 - 650 650 - 850 11.5 - 14 80 - 120

Director 750 - 1,100 900 - 1,300 15 - 20 150 - 200 Business Development Manager 250 - 550 800 - 1,100 30 + 100 - 150

Head 1,100 - 1,500 1,100 - 1,800 20 - 30 220 - 280 General Manager 800 + 1,000 - 1,400 65 + 200 - 267

FUNDS OPERATIONS China Hong Kong Japan Singapore

Administrator 80 - 100 250 - 350 7-9 40 - 50

Manager 200 - 350 540 - 650 15 - 25 85 - 125

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses and education costs

2012 Hays Salary Guide - Asia | 27

BANKING RETAIL & CORPORATE

BRANCH STAFF China Hong Kong Japan Singapore BRANCH MANAGEMENT China Hong Kong Japan Singapore Teller 48 - 70 100 - 150 3-4 20 - 30 Customer Service Advisor 84 - 130 100 - 150 4-5 22 - 32 Branch Supervisor 180 - 260 200 - 250 5-8 42 - 47 Sub Branch Manager 300 - 480 520 - 720 N/A N/A Senior Relationship Manager 320 - 480 420 - 450 15 - 20 80 - 92 Senior Relationship Manager 300 - 420 420 - 540 12 - 16 75 - 100 Manager 250 - 450 360 - 540 15 - 20 80 + Assistant Relationship Manager 144 - 240 300 - 350 5-7 34 - 72 Regional/ District Manager 500 - 700 (Retail) 700 - 900 15 - 23 80 - 110 Relationship Manager 180 - 480 420 - 540 7 - 11 54 +

Branch Lending Officer Manager 80 - 160 200 - 280 7-9 30 - 45 Assistant Relationship Manager 80 - 160 300 - 360 6-8 50 - 60 Assistant Relationship Manager 72 - 140 180 - 300 5-7 30 - 55 Sales Officer 80 - 150 180 - 260 8 - 13 30 - 55 600 - 1,000 620 - 800 12 - 15 50 - 75

CORPORATE & COMMERCIAL LENDING China Hong Kong Japan Singapore

Relationship Manager 180 - 320 360 - 420 8 - 13 60 - 70 Relationship Manager 150 - 300 240 - 420 7 - 11 40 - 75 Assistant Manager 150 - 250 260 - 360 12 - 15 48 - 72

Team Head 480 - 800 700 - 1,000 20 + 116 - 167

Division Head 600 - 1,000 + 1,000 - 1,300 25 + 167 - 217

SME BANKING China Hong Kong Japan Singapore CASH MANAGEMENT China Hong Kong Japan Singapore

Team Head 420 - 550 540 - 660 15 - 18 90 - 120

Division Head 550 - 800 660 - 840 20 120 +

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses

28 | 2012 Hays Salary Guide - Asia

RESIDENTIAL LENDING China Hong Kong Singapore TRADE FINANCE China Hong Kong Japan Singapore

Mortgage Assessor/ Credit Analyst 120 - 180 150 - 200 33 - 42 Processing Officer 90 - 160 300 - 350 5-7 50 - 58

Senior Mortgage Assessor/ Credit Analyst 180 - 300 200 - 250 40 - 47 Senior Processing Officer 130 - 250 350 - 400 7-9 58 - 67

Mobile Lending Manager 250 - 320 300 - 400 67 - 75 Team Leader 250 - 450 480 - 600 9 - 11 67 - 100

Senior Manager 320 - 420 400 - 450 85 - 100 Manager 450 - 700 600 - 800 11 - 13 100 - 134

NOTES ON SALARIES · Salaries are annual and represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Typical benefits include performance based bonuses

2012 Hays Salary Guide - Asia | 29

INFORMATION TECHNOLOGY SECTOR OVERVIEW

CHINA

China is becoming a R&D base for the global IT market which is leading to increased demand for junior and middle level Developers. With more roles becoming available, salaries are rising. But given the short supply of high quality R&D candidates, many Engineers now have unrealistic salary expectations and demand a 30 to 40 per cent salary increase to move into a new role. These expectations need to be well managed. Employers are also looking for English speaking IT support candidates and Developers and are willing to pay salaries above market average for such skills. We have also seen a growing need for experienced business/ solution focused IT candidates with good communication skills and regional project management experience. Some employers are setting up IT centres in China for their global or regional operations, which is creating strong demand for candidates with IT skills and relevant industry experience. It is also encouraging a localisation trend, with more local candidates filling roles previously occupied by expats. Most companies are seeking Technological Managers with solid backgrounds and strong management skills. However, there is a shortage of such candidates in China. English skills have become a barrier for technical roles. As a result, employers are attracting candidates from other cities or internationally, which is resulting in higher salary costs. Software, Mobile Application Engineers and commercial roles were more available in 2011, but there are not enough candidates who can satisfy the current criteria, which has been a contributing factor in the salary changes we are seeing. Online products and internet technology such as SEM/SEO and digital media products are still popular as the internet industry continues to boom. Thus candidates with such skills are in demand with some MNCs. Global companies are also paying more attention to the retention and development of staff. As a result, the benchmark salary is higher for core function roles. We are advising candidates to thoroughly research a company and its career progression opportunities, rather than just salary, before making a decision to join a new company. There were no significant salary changes for the majority of IT professionals. The exception was the increase in salary for Cloud-related technical experts since these skills are in short supply. Salary levels in consulting firms also remained largely consistent with the year prior. Most companies will continue to hire actively in 2012, with the exception of firms experiencing cuts. We expect this stable hiring situation to continue throughout the year.

SINGAPORE

The second half of 2011 brought with it a shift in the technology development space, with the focus moving to the variable pay and a significant rise in salaries. We also saw an increase in the number of open source projects such as J2EE and PHP. New roles were available in the IT development space, such as intranet and webmaster, as companies shifted their focus onto online selling/marketing. This trend is likely to continue. Project budgets have increased and companies have started to again pay good bonuses. Candidates who focus on building a long term career in Singapore are being rewarded with high salaries over a long period of time. Comparing entry-level salaries in Singapore with income levels for individuals who have at least 15 years of experience shows an exponential increase in salary. Hiring in infrastructure continues to rise. Over the past few months we have seen new roles open up and plenty of roles being moved to Singapore from other regions. There is strong demand for Network Engineers, System Engineers, IT Managers, System Administrators and Support candidates. A number of big companies are outsourcing their infrastructure to vendors, which in turn has created new positions in the vendor space. Demand remains high for cloud computing specialists, but at this stage there is a candidate shortage in this area. Consequently, Singaporean companies are willing to cover the costs of relocation and are offering other benefits to candidates to secure talent. The market will continue to see consistent salary increases across all IT sectors and technologies. Lower level roles have seen a salary increase of around 10 per cent while salaries for mid to senior level roles have increased between 15 to 20 per cent. Singapore's IT sector continues to experience a candidate short market and as a result companies will continue to rely on the recruitment of foreign talent. It is also the reason we expect candidates to be able to look forward to a rise in their overall remuneration this year.

HONG KONG

Hong Kong's IT business space is very active, with high demand for candidates with specific domain knowledge in the insurance and luxury retail sectors. Networking telecommunications professionals within the infrastructure space are also needed. Cloud technology remains a hotspot of demand globally and Hong Kong is no different with roles available across business development, engineering and development. Hong Kong's IT industry is viewed highly by overseas IT professionals looking to relocate to Asia and many employers remain open to sponsorship. A number of organisations are discussing aggressive growth plans, and expect to double their headcount in 2012. Some are using Hong Kong as their regional hub to expand into the rest of Asia. Salaries on the whole have remained fairly steady. The exception is the insurance sector, where the margin between salaries in insurance and banking has reduced. This narrowing of the salary margin has broadened the candidate pool for the insurance sector and added to its attractiveness with candidates.

JAPAN

A number of new technologies and terminologies became very visible in Japan's IT market in 2011, including cloud computing, smartphones, Media Adapt and SNS. With this came a high level of demand for the recruitment of Engineers, Presales candidates and Cloud-related consultants. Employers have focused on candidates with strong communication skills and customer experience rather than core technical skills. We also saw greater demand for presales and implementation consultants for technology that has not yet achieved significant market penetration. This trend is expected to continue into 2012 and beyond. While these new technologies led to a spike in demand for the appropriate talent, consistent and underlying demand also remained for core technical experts. Thus demand for development language specialists such as C++ and Java remained strong. The only area where we saw a noticeable reduction in demand was across hardware related fields. Changes in technology, business models and the events of March 2011 all impacted recruitment activity in this space.

`We are seeing a trend for some organisations establishing IT centres in China for their global or regional operations, which is creating strong demand for candidates with IT skills and relevant industry experience.'

2012 Hays Salary Guide - Asia | 39

INFORMATION TECHNOLOGY DEVELOPMENT

ANALYST PROGRAMMER China Hong Kong Japan Singapore SENIOR ANALYST PROGRAMMER China Hong Kong Japan Singapore MS.Net/J2EE 130 - 230 250 - 480 6 - 10 42 - 60 MS.Net/J2EE 160 - 300 480 - 600 8 - 12 50 - 80 VB6/ASP/SQL/ Delphi/C++ 130 - 220 360 - 480 7 - 10 42 - 60 VB6/ASP/SQL/ Delphi/C++ 150 - 280 350 - 500 8 - 12 55 - 80 Database Administrator 200 - 380 400 - 550 8 - 15 80 - 150 Development Manager 300 - 550 900 - 2,000 10 - 16 140 - 280 Oracle Forms/ Reports 140 - 230 300 - 500 8 - 12 42 - 60 Oracle Forms/ Reports 160 - 300 450 - 600 8 - 12 60 - 90 Data Warehouse Consultant 220 - 360 400 - 650 7 - 12 80 - 150

DATA SPECIALISTS China Hong Kong Japan Singapore

Data Architect 210 - 360 500 - 750 8 - 12 88 - 145 Development Team Leader 250 -450 800 - 1,500 8 - 15 100 - 180

Data Modeller 220 - 320 400 - 650 7 - 12 110 - 180

MANAGEMENT ROLES China Hong Kong Japan Singapore

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

40 | 2012 Hays Salary Guide - Asia

INFORMATION TECHNOLOGY INFRASTRUCTURE

WAN China Hong Kong Japan Singapore Cisco Engineer 180 - 250 450 - 600 8 - 12 40 - 66 Voice/ Comms Engineer 220 - 350 450 - 600 8 - 12 42 - 80 Network Design 180 - 280 480 - 660 8 - 12 82 - 130 Storage Engineer N/A 500 - 700 8 - 12 60 - 100 Messaging Specialist N/A 600 - 800 8 - 12 72 - 120 Technical Architect 250 - 350 650 - 800 8 - 13 100 - 160 Voice Engineer 180 - 280 400 - 550 6 - 10 42 - 80 Unix Consultant N/A 400 - 600 8 - 12 72 - 130 Solutions & Enterprise Architect 250 - 400 900 - 1,100 8 - 13 120 - 200 Network Engineer 180 - 280 480 - 600 6 - 12 45 - 120 Pre Sales Engineer N/A 480 - 660 8 - 12 80 - 160 NOC Engineer 120 - 180 360 - 480 N/A 48 - 60 Windows (Wintel) Admin 150 - 250 350 - 550 6 - 12 48 - 90

SYSTEMS ADMINISTRATION China Hong Kong Japan Singapore

Sybase/ Oracle/MS Unix Admin SQL DBA 250 - 380 480 - 600 8 - 12 55 - 90 Security Engineer 200 - 350 500 - 600 6 - 10 66 - 120 Helpdesk Manager 200 - 350 400 - 850 8 - 12 80 - 140 200 - 380 450 - 660 8 - 12 66 - 150 Security Consultant 220 - 350 600 - 800 6 - 10 90 - 130 Network Manager 280 - 400 400 - 840 8 - 12 90 - 160

TECHNICAL SPECIALIST China Hong Kong Japan Singapore

MANAGEMENT ROLES China Hong Kong Japan Singapore

IT Manager 400 - 800 800 - 1,200 8 - 18 100 - 175

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

2012 Hays Salary Guide - Asia | 41

INFORMATION TECHNOLOGY BUSINESS

ANALYSIS & PROJECT China Hong Kong Japan Singapore Technical Business Administration 250 - 380 550 - 570 6 - 10 120 - 175 Business/ Process Analyst 300 - 550 450 - 800 8 - 12 110 - 150 Project/ Program Director 400 - 800 900 - 1,500 8 - 18 150 - 280 PeopleSoft Functional 250 - 450 550 - 750 6 - 10 90 - 175 Systems Analyst 200 - 300 400 - 700 8 - 12 90 - 130

Project Manager China Hong Kong Japan Singapore 280 - 500 800 - 1,000 8 - 15 90 - 160 PeopleSoft Technical 200 - 380 550 - 750 8 - 10 82 - 140 SAP Functional Consultant China Hong Kong Japan Singapore 250 - 400 450 - 650 8 - 12 92 - 160

IT Audit 250 - 400 360 - 600 8 - 12 90 - 175 Basis Administration N/A 350 - 500 6 - 10 80 - 144

ERP/CRM China Hong Kong Japan Singapore

SAP Analyst 150 - 300 350 - 550 8 - 12 72 - 130 ERP Project Manager 450 - 650 N/A 8 - 12 120 - 220

ABAP Developer 180 - 350 350 - 550 8 - 10 55 - 90

Oracle Developer 200 - 350 600 - 800 8 - 12 66 - 110

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

42 | 2012 Hays Salary Guide - Asia

MANAGEMENT ROLES China Hong Kong Japan Singapore

Data Centre Manager 250 - 450 800 - 1,000 10 - 25 90 - 160

Service Delivery Manager 300 - 600 850 - 1,100 8 - 18 150 - 280 Chief Information Officer 750 - 2,000 1,500 - 3,500 10 - 20 280 - 500 Senior Manager 400 - 700 1,000 - 2,000 10 - 18 110 - 220

Client Relationship Professional Manager Services Manager 250 - 500 650 - 800 8 - 18 160 - 250 400 - 600 1,200 - 1,800 8 - 18 140 - 230 Director Network Operations 350 - 550 N/A 8 - 18 140 - 240 Account Manager 250 - 500 600 - 800 10 - 20 80 - 175

IT Director China Hong Kong Japan Singapore BUSINESS DEVELOPMENT China Hong Kong Japan Singapore 600 - 1,000 1,800 - 2,500 10 - 18 220 - 350 Manager 350 - 500 750 - 950 8 - 15 80 - 175

Project Manager 350 - 550 N/A 8 - 18 100 - 220 Sales Director 500 - 1,300 1,500 - 1,800 10 - 20 200 - 480 Technical Sales Manager 400 - 600 1,500 - 1,800 N/A 175 - 250

Presales Consultant Presales Manager China Hong Kong Japan Singapore 250 - 500 350 - 550 8 - 18 90 - 180 300 - 500 450 - 700 10 - 18 150 - 240

Industry Consultant 250 - 450 N/A N/A 320 - 650

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

2012 Hays Salary Guide - Asia | 43

INFORMATION TECHNOLOGY TELECOM | DEVELOPMENT

BILLING Japan Singapore CRM Japan Singapore SDP Japan Singapore OSS Japan Singapore BSS Japan Singapore VAS Japan Singapore EAI Japan Singapore Development Integration 7-9 80 - 140 7-9 84 - 140 Support 7-9 66 - 130 Support 6-8 66 - 120 Support 6-8 80 - 120 Support 6-8 72 - 130 Support 6-8 60 - 110 Support 6-8 72 - 130 Support 6-8 72 - 120 Architect 8 - 12 80 - 150 Architect 8 - 12 90 - 160 Architect 8 - 12 90 - 160 Architect 8 - 12 84 - 160 Architect 8 - 12 90 - 160 Architect 8 - 12 84 - 160 Architect 8 - 12 110 - 175 Business 8 - 12 90 - 150 Business 8 - 12 90 - 140 Business 8 - 12 80 - 140 Business 8 - 12 84 - 150 Business 8 - 12 90 - 140 Business 8 - 12 72 - 130 Business 8 - 12 100 - 150 Analyst Manager 8 - 12 90 - 160 Analyst Manager 8 - 12 90 - 160 Analyst Manager 8 - 12 80 - 160 Analyst Manager 8 - 12 100 - 180 Analyst Manager 8 - 12 90 - 160 Analyst Manager 8 - 12 90 - 150 Analyst Manager 8 - 12 110 - 180

Development Integration 7-9 80 - 150 7-9 80 - 140

Development Integration 7-9 80 - 140 7-9 90 - 150

Development Integration 7-9 80 - 130 7-9 72 - 130

Development Integration 7-9 90 - 120 7-9 72 - 130

Development Integration 7-9 84 - 130 7-9 74 - 120

Development Integration 7-9 90 - 130 7-9 80 - 130

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

44 | 2012 Hays Salary Guide - Asia

INFORMATION TECHNOLOGY TELECOM | INFRASTRUCTURE

MPLS NETWORK Japan Singapore FIXED AND MOBILE NETWORK Japan Singapore BTS/MICROWAVE Japan Singapore VAS NETWORK Japan Singapore Engineer 7-9 60 - 120 Engineer 7-9 54 - 120 Integration 7-9 66 - 100 Integration 7-9 60 - 90 Support 6-8 60 - 100 Support 6-8 66 - 110 Lead 7-9 72 - 130 Manager 8 - 12 100 - 160 Architect 8 - 12 100 - 175 Architect 8 - 12 90 - 175 Manager 8 - 12 100 - 160 Presales 10 - 14 120 - 180 Presales 10 - 14 120 - 175 Manager 8 - 12 90 - 160 Manager 8 - 12 90 - 150

Field Service Senior Engineer Engineer 5-7 54 - 80 Engineer 6-8 72 - 120 6-8 60 - 100 Senior Engineer 7-9 90 - 120

INFORMATION TECHNOLOGY TELECOM | BUSINESS

ANALYSIS & PROJECT Japan Singapore Business Project Transformation Manager 8 - 12 130 - 250 Service Delivery Manager 7 - 10 140 - 275 Senior Manager 10 - 20 120 - 220 8 - 12 100 - 180 Managed Services Manager 7 - 10 150 - 250 Account Manager 8 - 15 86 - 150 Project/ Program Director 10 - 15 180 - 300 Chief Solution Architect 8 - 15 180 - 320 Presales Consultant 7 - 11 90 - 160 Director Services 12 - 16 280 - 450 Presales Manager 8 - 12 130 - 220 Technical Sales Manager 8 - 12 160 - 240 Industry Consultant 8 - 16 300 - 650

MANAGEMENT Japan Singapore

BUSINESS DEVELOPMENT Japan Singapore

NOTES ON SALARIES · Salaries are represented in local currencies · Typical salary range in `000, excluding Japan which is stated in millions. · Salaries are representative of the total package value

2012 Hays Salary Guide - Asia | 45

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