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Towers Watson Data Services

Asia Pacific

2015 (First Quarter)

Salary Budget Planning Report

New: Supplementary Analysis for Asia Pacific

19Countries

Industry coverageGeneral Industry as well as sector specific data for Financial Services, High Tech, Pharmaceutical and Health Sciences industry sectors

319Participants

2,000Set of responses

Core offerings Geographic coverage

Key features

Compensation Survey Reports •Assess pay competitiveness and understand typical practices in HR policies and benefits design by country

115+ countries

•General Industry and industry specific survey reports including Energy and Natural Resources, Financial Services, High Tech, Media, Pharmaceutical and Health Sciences, Private Equity and Retail

•Compensation, HR Policies and Benefits Design Practices •Peer company and industry cuts

Company Car Benefits Survey Reports •Design and maintain competitive car benefits programme to attract and retain key talent

76 countries

•Company car, cash allowance, mileage reimbursement, car loan, car ownership plan

Employment Terms and Conditions Reports and Benefits Profiles •Provide high-quality and up-to-date insights into local employment legislation and employee benefits, as well as market practice

66 countries

Employment Terms and Conditions Reports •Legislation and market practice information for collective and individual employment relationships throughout their life cycle, from recruitment to termination/resignation

Benefits Profiles •Distinctive features of the benefits environment •Key changes in recent years

•Statutory/mandatory programmes (retirement, death and disability benefits, workers compensation, health benefits, contributions) •Supplemental programmes (retirement, death and disability benefits, health and wellness, other company benefits) •Financial summary (accounting and reporting, taxation of benefits)

Global 50 Remuneration Planning Report •Access national trends in pay and benefits around the world in one report

58 countries

•Economic, labour law and rewards summaries •Compensation trends and pay increases •Snapshots of employee benefits and perquisites plans

•Salary structures – base salary, variable pay and benefits value by Global Grade •Regional and country comparisons of net and gross salaries

Global Geographic Salary Differentials Report (NEW) •Access salary cost differences by geography and employee levels around the world in one report •Rationalise salary differences when relocating employees within a country in order to attract and retain key staff

64 countries

•Comparison of pay differentials for key cities/region vs the national average •Extensive geographic coverage in United States with regions, sub-regions, states, core based statistical and combined statistical area

•Data are presented in tables by following six employee categories: Business Unit Head/Country Manager Executive Middle Management and Senior Professional Supervisory and Professional Technical and Business Support Production and Manual Workers

Global Starting Salaries Report (NEW) •Attract graduates with competitive starting salaries •Maximise saving by knowing countries have cost advantage in hiring graduates

78 countries

•Base salary comparison by qualification and by function

•Six education levels •11 key functions

Gulf Cooperation Council (GCC) Cash Allowances Survey Report •Provides details by city, how companies are planning allowances and where budgets will be allocated, both at local and multinational levels across the region

6 countries

•Consolidated allowances •Housing allowance •Children’s education allowance •Utilities allowance •Settling-in allowance

•Vacation tickets •Transportation allowance •Mobile phone allowance •Other allowances

Salary Budget Planning Reports •Review latest budget increases, salary movement, salary review practices and allocation of budgets to high performers

112 countries •Economic key data •Salary increase (actual and projected)

•Salary review policies •Budget allocation

Top Management Compensation Report •Offers expert guidance on senior executive pay

43 countries

Positions are analysed at different levels of responsibility and scope measures such as:

•Sales/turnover/total assets under management (for financial institutions)

For more information, please refer to end section of this report.

About Towers Watson Data ServicesCompanies continually struggle to attract and retain the right talent – no matter what the economy. While many factors affect employee attraction and retention, compensation is, and will always be, a key driver.

But economic conditions shift year to year and market by market, impacting pay and benefits more quickly than ever before. To keep ahead of these changes, HR professionals must have efficient access to robust data, sophisticated tools and analytics, and deep sector expertise.

Towers Watson’s survey products and consultants can help you manage these increasingly complex pay and benefit programme decisions so you can develop competitive compensation plans that attract the talent you need and drive employee engagement and performance.

Our intelligence is fluid and flexible. We compare your competitive position to your comparators’, your pay levels and company car plans across regions. We can level roles for benchmarking across industry sectors and calculate statutory employer costs in a new market, whether you’re looking at manufacturing in North Africa or energy in the Middle East, pharmaceuticals in France or technology in South Africa. Or all of these.

Table of content

2015 Salary Budget Planning Report – Asia Pacific (First Quarter)

Section I

Overview 3

2014-2015 Salary increases in comparison with key economic indicators 4

2014-2015 Salary increases by employee group 5

2014-2015 Salary increases by employee group – By industry 6

2016 Salary budget increases by employee group 8

Salary review status 10

Salary budget increase – allocation to high performers 12

Section II

Supplemental report for Asia Pacific 15

Salary increases related to performance ratings 16

Short-Term incentives/bonus granted as % of base pay 17

Staff turnover 18

Recruitment and Hot Jobs 19

Human Capital Costs 20

Business Outlook 21

Participants List 22

About Tower Watson Data Services 25-30

Contact Us

2015 Salary Budget Planning Report – Asia Pacific (First Quarter) I 1

SECTION I

2015 SALARY BUDGET PLANNING REPORT – ASIA PACIFIC (First Quarter)


2015 SALARY BUDGET PLANNING REPORT – ASIA PACIFIC (First Quarter)

GENERAL INDUSTRIES SALARY MOVEMENT This report summarises the findings of Towers Watson’s bi-annual survey on salary movement and review practices as a means of helping companies with their compensation planning for 2015. The survey was conducted on-line in February 2015 amongst companies participating in Towers Watson’s compensation surveys. We received approximately 2,000 sets of responses covering 19 countries across the APAC (Asia Pacific) region. The main sections of this report include actual and projected data for 2014, 2015 and 2016 respectively. Details include: • Graphic overview of results • Salary movement in comparison with key economic indicators • Salary movement by employee group • Salary review status • Allocation of salary budget increase to high performers • List of participants Notes: The salary movement figures provide median salary increases awarded or anticipated overall and for each employee group as a percentage of base salary. They include merit and statutory increases, promotions and cost of living adjustments.

The employee groups are generally defined as: Executive Directors - The most senior executive position in the organisation coordinating the full range of functions. Provides leadership and has overall direction and control of the company’s operations/divisions. Responsible for long-range planning and establishment of basic policy. This position excludes the Chairman with no executive responsibility in the organisation. Senior Management - Is defined as those executives who report directly to the General Management with full responsibility for major departments or functions. They actively participate in developing company policy and closely advise the General Management on strategy. Middle Management - Is defined as those employees who may report directly to the General Management but are not regarded as the top level of management, or alternatively report directly or indirectly to department heads or heads of function. Professionals - Professional employees are personnel who through a specific qualification or a level of skill/competence in a particular discipline are considered as experts in their field e.g. Accountants, Legal Advisors, Key Account Managers, Product Marketing Specialists, Business/Technical Consultants, HR Professionals. Technical/Business Support - Are defined as white collar personnel employed directly by an organisation, either in an office environment or in the field. Managerial levels should not be included here. Production/Operations - Are defined as blue-collar personnel, operators or technicians employed in a plant/factory, as well as basic clerical support roles in an office environment, kitchen staff, security personnel, drivers etc. For this category of personnel, job descriptions often differentiate between highly skilled, skilled, semi-skilled and unskilled personnel.


OVERVIEW - The graph below compares the projected salary budget increases reported by country with the local inflation rate. Salary budget increase figures include promotions and zero salary budget increases. Macroeconomic data source: Economist Intelligence Unit (EIU) – Figures as at February 2015


TABLE 1: Overall salary budget increases in comparison with key economic indicators Median actual and projected overall salary budget increases as a percentage of annual base salary are presented in comparison with the consumer price index inflation, gross domestic product increase and unemployment rates for each country. The overall percentage figures are based on the General Industry sample.

2014 2015

Country Overall Salary

Increase (avg. % p.a.)

Inflation (avg. %

change p.a.)

GDP

(% real change p.a.)

Unemployment

Rate (avg. % p.a.)

Overall Salary

Increase (avg. % p.a.)

Inflation (avg. %

change p.a.)

GDP

(% real change

p.a.)

Unemployment

Rate (avg. % p.a.)

Australia 3.5 2.5 2.7 6.1 3.5 1.8 2.8 6.2 Bangladesh 10.4 7.0 6.1 5.0 10.9 6.1 6.3 4.9 Cambodia 7.0 3.9 6.8 - 6.8 3.2 7.1 - China 8.9 2.1 7.4 6.4 8.6 1.2 7.2 6.2 Hong Kong 4.5 4.4 2.4 3.2 4.5 3.2 2.4 3.3 India 10.5 7.2 6.0 8.9 10.8 5.8 6.6 8.7 Indonesia 9.3 6.4 5.1 5.9 9.5 4.3 5.5 5.8 Japan 2.4 2.7 0.1 3.6 2.5 1.0 1.3 3.4 Malaysia 5.5 3.1 6.0 2.9 5.6 3.2 5.5 2.8 Myanmar 9.0 4.9 6.4 5.1 8.9 4.6 6.7 5.0 New Zealand 3.0 1.2 3.3 5.7 3.0 1.0 3.2 5.0 Pakistan 12.5 7.2 5.4 6.3 12.0 3.9 5.9 6.3 Philippines 6.5 4.2 6.1 6.8 6.7 3.0 6.7 6.8 Singapore 4.5 1.0 2.8 2.0 4.5 0.1 3.1 1.9 South Korea 5.1 1.3 3.4 3.5 5.0 1.4 3.6 3.2 Sri Lanka 9.8 3.3 7.7 4.2 9.2 3.0 7.7 4.2 Taiwan 4.0 1.2 3.6 4.0 4.0 0.4 4.0 3.8 Thailand 5.6 1.9 0.7 0.8 5.8 1.2 4.2 1.5 Vietnam 11.0 4.1 6.0 3.1 10.5 3.3 6.2 2.8

NB: Macroeconomic data source: Economist Intelligence Unit (EIU) – Figures as at February 2015 The data for Salary Budget Increases includes zero values (salary freezes) - Table 5 indicates the per cent of companies implementing a salary freeze“-“ indicates where there is insufficient data to report a result


TABLE 2: Salary budget increases by employee group – excluding zero salary budget increases

This table reports the median salary budget increase by employee group. Note: not all companies providing an overall salary increase also provided data broken down by employee group. This resulted in a different sample and sometimes higher or lower statistics. This information is reported by General Industry only.

2014 Actual Salary Increase Budget (%) 2015 Projected Salary Increase Budget (%)

Sector Country

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ALL INDUSTRY Australia 3.5 3.6 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 Bangladesh 10.6 10.8 10.7 10.8 10.6 10.6 10.7 11.1 11.2 11.0 11.0 11.1 11.0 11.0 Cambodia 7.0 6.9 7.0 7.0 7.0 7.0 6.9 6.8 6.8 6.8 6.8 6.8 6.8 6.8 China 8.9 8.3 9.0 9.0 9.4 9.6 9.5 8.6 8.6 8.6 8.6 8.6 8.6 8.6 Hong Kong 4.5 4.8 4.5 4.5 4.5 4.5 4.5 4.5 4.6 4.6 4.5 4.5 4.5 4.5 India 10.6 10.5 10.5 10.6 10.6 10.5 10.6 10.8 10.8 10.8 10.8 10.8 10.8 10.8 Indonesia 9.3 9.5 9.5 9.5 9.3 9.5 9.5 9.5 9.5 9.5 9.5 9.5 9.5 9.5 Japan 2.4 2.4 2.4 2.4 2.4 2.4 2.4 2.5 2.5 2.5 2.5 2.5 2.5 2.5 Malaysia 5.5 5.5 5.5 5.5 5.5 5.5 5.5 5.7 5.7 5.7 5.7 5.7 5.7 5.7 Myanmar 9.0 9.0 9.0 9.0 9.0 9.0 8.5 8.9 8.9 8.9 8.9 8.9 8.9 8.5 New Zealand 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 Pakistan 12.7 12.8 12.8 12.7 12.6 12.6 12.8 12.0 12.0 12.0 12.0 12.0 12.0 12.0 Philippines 6.5 6.5 6.5 6.5 6.5 6.5 6.5 6.8 6.8 6.8 6.8 6.6 6.8 6.5 Singapore 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 South Korea 5.1 5.1 5.1 5.1 5.1 5.1 5.1 5.0 5.0 5.0 5.0 5.0 5.0 5.0 Sri Lanka 9.8 10.0 10.0 9.5 10.0 9.5 10.0 9.5 9.6 9.5 9.5 9.5 9.5 9.6 Taiwan 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 Thailand 5.6 5.7 5.7 5.7 5.7 5.8 5.7 5.9 5.9 5.9 5.9 5.9 5.9 5.8 Vietnam 11.0 11.0 11.0 11.0 11.0 10.8 11.0 10.5 10.6 10.5 10.6 10.5 10.5 10.7

NB: The data for Salary Budget Increases excludes zero values (salary freezes)“-“ indicates where there is insufficient data to report a result


TABLE 3: Salary budget increases by employee group – including zero salary budget increases This table reports the median salary budget increase by employee group. Note: not all companies providing an overall salary increase also provided data broken down by employee group. This resulted in a different sample and sometimes higher or lower statistics. This information is reported by General Industry and then by specific sectors.


Sector Country

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ALL INDUSTRY Australia 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 3.5 Bangladesh 10.4 10.7 10.6 10.7 10.3 10.6 10.6 10.9 10.9 10.7 10.7 10.9 10.7 10.7 Cambodia 7.0 6.8 6.9 6.9 6.8 6.8 6.9 6.8 6.8 6.8 6.8 6.8 6.8 6.8 China 8.9 7.6 8.8 8.8 9.4 9.4 9.1 8.6 8.6 8.6 8.6 8.6 8.6 8.6 Hong Kong 4.5 4.8 4.5 4.5 4.5 4.5 4.5 4.5 4.6 4.6 4.5 4.5 4.5 4.5 India 10.5 10.4 10.5 10.5 10.5 10.5 10.5 10.8 10.8 10.8 10.8 10.8 10.8 10.8 Indonesia 9.3 9.5 9.5 9.3 9.2 9.4 9.5 9.5 9.5 9.5 9.5 9.5 9.5 9.5 Japan 2.4 2.3 2.4 2.4 2.4 2.4 2.3 2.5 2.5 2.5 2.5 2.5 2.5 2.5 Malaysia 5.5 5.5 5.5 5.5 5.5 5.5 5.5 5.6 5.6 5.6 5.7 5.6 5.7 5.6 Myanmar 9.0 9.0 9.0 9.0 9.0 9.0 8.5 8.9 8.9 8.9 8.9 8.9 8.9 8.5 New Zealand 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 Pakistan 12.5 12.6 12.7 12.5 12.3 11.9 12.6 12.0 12.0 12.0 12.0 12.0 12.0 12.0 Philippines 6.5 6.5 6.5 6.5 6.5 6.5 6.0 6.7 6.8 6.7 6.8 6.6 6.7 6.5 Singapore 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 South Korea 5.1 5.1 5.0 5.1 5.1 5.0 5.1 5.0 5.0 5.0 5.0 5.0 5.0 5.0 Sri Lanka 9.8 10.0 9.8 9.5 10.0 9.5 10.0 9.2 9.4 9.2 9.2 9.2 9.2 9.4 Taiwan 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 Thailand 5.6 5.7 5.7 5.7 5.7 5.7 5.7 5.8 5.9 5.8 5.8 5.9 5.9 5.8 Vietnam 11.0 10.6 10.6 11.0 11.0 10.5 11.0 10.5 10.5 10.5 10.5 10.5 10.1 10.6 FINANCIAL SERVICES Australia 3.4 3.3 3.2 3.4 3.4 3.1 3.2 3.4 3.3 3.3 3.4 3.4 3.4 3.4 China 8.3 6.7 8.0 8.0 9.7 9.7 9.7 8.4 8.4 8.4 8.4 8.4 8.4 8.4 Hong Kong 4.5 5.5 4.8 4.5 4.8 5.0 4.8 4.6 4.5 5.0 5.0 5.0 5.3 5.0 India 10.3 9.7 9.0 10.2 10.7 10.0 10.3 10.6 10.5 10.6 10.6 10.6 10.6 10.5 Indonesia 9.8 9.9 8.9 9.6 9.8 9.4 9.8 10.0 10.6 9.9 10.5 10.4 9.7 9.9 Japan 2.4 2.3 2.4 2.4 2.4 2.2 2.2 2.4 2.4 2.4 2.4 2.5 2.4 2.4 Malaysia 5.7 5.5 4.1 5.7 6.0 5.3 4.3 6.0 6.0 5.9 6.0 6.0 6.0 5.9 Philippines 7.0 7.0 7.2 7.0 6.9 6.6 6.5 7.1 7.3 7.3 7.1 7.0 7.0 7.1 Singapore 4.5 4.5 4.5 4.5 4.5 4.5 4.0 4.5 4.5 4.5 4.5 4.5 4.5 4.5 South Korea 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.8 4.8 4.8 4.8 4.8 4.8 4.5 Taiwan 3.7 4.0 4.0 4.0 3.5 3.8 3.9 4.0 4.0 4.0 4.0 4.0 4.0 4.0 Thailand 6.0 5.8 6.0 6.0 6.0 5.8 5.5 6.0 6.0 6.0 6.0 6.0 6.0 6.0 HIGH TECH Australia 3.8 3.8 3.8 3.9 3.5 3.8 3.9 3.8 3.8 3.8 3.8 3.8 3.8 3.8 Bangladesh 9.8 9.2 9.2 9.8 9.8 9.2 9.2 9.8 9.6 9.6 9.6 9.8 9.6 9.6 China 9.2 8.1 8.9 8.9 9.6 9.0 10.7 9.1 9.1 9.1 9.1 9.1 9.1 9.1 Hong Kong 4.3 4.5 4.4 4.4 4.3 4.3 4.4 4.5 4.5 4.5 4.5 4.5 4.5 4.5

NB: The data for Salary Budget Increases includes zero values (salary freezes) “-“ indicates where there is insufficient data to report a result


TABLE 3: Salary budget increases by employee group – including zero salary budget increases (continued)


Sector Country O

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HIGH TECH India 10.4 10.0 10.0 10.4 10.2 10.0 10.2 10.6 10.4 10.6 10.6 10.6 10.6 10.6 Indonesia 9.2 9.0 9.2 9.0 9.2 9.2 9.2 9.0 9.0 9.0 9.0 9.0 9.0 9.0 Japan 2.5 2.5 2.5 2.5 2.5 2.5 2.5 2.5 2.7 2.6 2.6 2.6 2.6 2.7 Malaysia 5.4 5.3 5.4 5.4 5.3 5.4 5.3 5.6 5.6 5.6 5.7 5.6 5.7 5.6 New Zealand 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 3.0 Pakistan 11.0 10.0 11.0 11.0 11.0 11.0 11.0 10.5 10.5 10.4 10.4 10.5 10.4 10.5 Philippines 6.8 6.7 6.7 6.7 6.6 6.7 6.6 6.5 6.5 6.5 6.5 6.4 6.5 6.4 Singapore 4.3 4.2 4.3 4.3 4.2 4.3 4.3 4.4 4.4 4.4 4.4 4.4 4.4 4.4 South Korea 5.1 5.1 5.1 5.1 5.1 5.1 5.1 5.0 5.0 5.0 5.0 5.0 5.0 5.0 Sri Lanka 8.6 8.6 8.1 7.9 8.6 8.1 8.6 8.1 8.3 8.1 8.1 8.1 8.1 8.3 Taiwan 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 4.0 Thailand 5.3 5.1 5.1 5.0 5.2 5.3 5.3 5.4 5.5 5.2 5.2 5.4 5.5 5.2 Vietnam 10.6 10.0 10.0 10.0 10.0 10.0 10.0 10.2 10.5 10.0 10.3 10.2 10.0 10.5 PHARMACEUTICAL AND HEALTH SCIENCES Australia 3.9 3.9 3.8 3.8 3.9 3.4 3.5 3.8 3.8 3.8 3.8 3.8 3.8 3.8 China 9.5 8.9 10.6 10.6 10.6 9.9 9.3 9.2 9.2 9.2 9.2 9.2 9.2 9.2 Hong Kong 4.6 4.5 4.5 4.6 4.6 5.0 4.5 4.7 4.5 4.5 5.0 4.5 4.8 4.8 India 11.0 10.8 11.0 11.0 11.0 10.9 10.8 11.0 11.0 11.0 11.0 11.0 11.0 10.9 Indonesia 9.5 10.0 10.0 9.3 8.9 8.5 9.5 9.5 9.5 8.8 8.8 8.8 8.0 8.0 Japan 2.4 2.4 2.4 2.4 2.4 2.4 2.4 2.5 2.5 2.5 2.5 2.5 2.5 2.5 Malaysia 5.4 5.0 5.5 5.3 5.6 5.3 5.2 5.6 5.3 5.6 5.7 5.7 6.0 5.8 New Zealand 3.2 3.0 3.0 3.2 3.2 3.2 3.2 3.4 3.3 3.3 3.4 3.4 3.4 3.4 Philippines 6.0 6.0 6.0 5.8 6.0 6.0 4.6 6.0 6.0 6.0 6.0 6.0 5.5 5.5 Singapore 4.5 4.5 4.6 4.6 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 4.5 South Korea 5.1 5.4 5.1 5.3 5.3 5.4 5.4 5.0 5.0 5.0 5.0 5.0 5.0 5.0 Taiwan 4.0 4.0 4.2 4.0 4.0 4.2 4.2 4.0 4.0 4.2 4.0 4.1 4.2 4.4 Thailand 6.0 5.9 6.0 6.0 5.9 6.0 5.9 5.9 5.9 5.9 6.0 6.0 5.9 5.9 Vietnam 9.9 8.0 10.0 12.0 11.5 10.0 10.0 8.9 8.9 9.5 9.5 9.5 9.5 9.5



TABLE 4: 2016 Salary budget increases by employee group – including zero salary budget increases This table reports the median salary budget increase by Overall employee group for 2016.

2016 Projected Salary Increase Budget (%)

Country Overall

ALL INDUSTRIES Australia 3.6 Bangladesh 10.0 Cambodia 7.0 China 8.6 Hong Kong 4.6 India 10.8 Indonesia 9.5 Japan 2.5 Malaysia 5.6 New Zealand 3.0 Pakistan 10.1 Philippines 6.7 Singapore 4.5 South Korea 5.0 Sri Lanka 9.2 Taiwan 4.0 Thailand 6.0 Vietnam 10.5 FINANCIAL SERVICES Australia 4.0 China 8.4 Hong Kong 4.5 India 10.8 Indonesia 10.0 Japan 2.5 Malaysia 6.0 Philippines 7.0 Singapore 4.5 South Korea 4.8 Taiwan 4.0 Thailand 6.0 HIGH TECH Australia 3.8 China 9.1 Hong Kong 4.5 India 10.4 Indonesia 9.0



TABLE 4: 2016 Salary budget increases by employee group – including zero salary budget increases (continued) This table reports the median salary budget increase by Overall employee group for 2016.

2016 Projected Salary Increase Budget (%)

Country Overall

HIGH TECH Japan 2.7 Malaysia 5.5 New Zealand 3.0 Pakistan 9.8 Philippines 6.6 Singapore 4.5 South Korea 5.0 Taiwan 4.0 Thailand 5.6 Vietnam 11.0 PHARMACETUCIAL & HEALTH SCIENCES Australia 4.0 China 9.2 Hong Kong 4.5 India 11.0 Indonesia 9.8 Japan 2.5 Malaysia 5.9 New Zealand 3.5 Philippines 6.7 Singapore 4.5 South Korea 5.0 Taiwan 4.0 Thailand 6.0



TABLE 5: Salary review status Companies were asked to indicate the status of their salary review for 2014 and 2015. This information is reported by General Industry and then by specific sectors.

2014 salary review status (% of responses) 2015 projected salary review status (% of responses)

Sector Country Freeze Postponed Regular Review Statutory Freeze Postponed Regular Review Statutory

ALL INDUSTRY Australia 3 0 97 0 5 2 93 0 Bangladesh 4 0 96 0 9 4 87 0 Cambodia 7 0 93 0 0 8 92 0 China 1 1 97 1 3 2 94 1 Hong Kong 1 0 99 0 2 2 96 0 India 2 0 97 1 1 3 95 1 Indonesia 4 1 94 1 6 5 88 1 Japan 2 2 96 0 3 2 95 0 Malaysia 5 0 95 0 6 4 90 0 Myanmar 0 0 100 0 0 14 86 0 New Zealand 4 2 94 0 2 4 94 0 Pakistan 6 3 91 0 0 7 93 0 Philippines 4 0 94 2 2 4 94 0 Singapore 4 1 95 0 5 3 92 0 South Korea 3 0 96 1 3 2 94 1 Sri Lanka 0 0 100 0 10 5 85 0 Taiwan 3 1 95 1 1 4 95 0 Thailand 2 0 98 0 3 4 93 0 Vietnam 3 0 96 1 5 3 92 0 FINANCIAL SERVICES Australia 0 0 100 0 0 0 100 0 China 0 0 100 0 0 0 100 0 Hong Kong 0 0 100 0 0 0 100 0 India 0 0 100 0 0 0 100 0 Indonesia 0 0 100 0 0 0 100 0 Japan 0 5 95 0 0 0 100 0 Malaysia 0 0 100 0 0 0 100 0 Philippines 0 0 100 0 0 0 100 0 Singapore 0 0 100 0 0 0 100 0 South Korea 0 0 100 0 0 0 100 0 Taiwan 0 0 100 0 0 0 100 0 Thailand 0 0 100 0 0 0 100 0 HIGH TECH Australia 3 0 97 0 3 0 97 0 China 2 2 94 2 5 0 93 2 Hong Kong 2 0 98 0 2 0 98 0 India 4 0 94 2 2 2 94 2 Indonesia 4 0 96 0 4 0 96 0 Japan 2 2 96 0 2 0 98 0 Malaysia 6 0 94 0 3 0 97 0 New Zealand 0 0 100 0 6 0 94 0 Pakistan 13 7 80 0 0 0 100 0 Philippines 6 0 94 0 4 0 96 0


TABLE 5: Salary review status (continued)

2014 salary review status (% of responses) 2015 projected salary review status (% of responses)

Sector Country Freeze Postponed Regular Review Statutory Freeze Postponed Regular Review Statutory

HIGH TECH Singapore 2 2 96 0 2 0 98 0 South Korea 5 0 92 3 3 0 94 3

Taiwan 5 2 91 2 3 0 97 0 Thailand 3 0 97 0 3 0 97 0

Vietnam 5 0 95 0 5 0 95 0 PHARMACEUTICAL AND HEALTH SCIENCES Australia 0 0 100 0 0 6 94 0 China 0 0 100 0 0 6 94 0

Hong Kong 0 0 100 0 0 10 90 0 India 0 0 100 0 0 6 94 0

Indonesia 0 0 87 13 0 13 74 13 Japan 0 0 100 0 0 6 94 0

Malaysia 8 0 92 0 0 8 92 0 New Zealand 0 13 87 0 0 0 100 0

Philippines 17 0 83 0 17 17 66 0 Singapore 6 0 94 0 0 6 94 0

South Korea 0 0 100 0 0 7 93 0 Taiwan 7 0 93 0 0 7 93 0 Thailand 0 0 100 0 0 10 90 0


TABLE 6: Salary budget increase – allocation to high performers Companies were asked to indicate how they plan to administer their salary budget increase in relation to high performers. This information is reported by General Industry and then by specific sectors.

Sector Country

Salary budget increase allocation for 2015 (% of responses)

Entire budget increase to high performers

Larger portion to high performers

Budget increase allocated to all

employees at same rate

Exclude high performers from planned salary

decreases

ALL INDUSTRY Australia 4 81 15 0 Bangladesh 5 70 25 0 Cambodia 9 82 9 0 China 5 78 17 0 Hong Kong 5 77 17 1 India 5 82 13 0 Indonesia 5 78 16 1 Japan 4 80 16 0 Malaysia 4 76 20 0 New Zealand 0 92 8 0 Pakistan 4 77 19 0 Philippines 7 73 20 0 Singapore 4 76 19 1 South Korea 5 79 16 0 Sri Lanka 6 77 17 0 Taiwan 6 81 13 0 Thailand 7 77 16 0 Vietnam 6 78 16 0 FINANCIAL SERVICES Australia 0 92 8 0 China 5 79 16 0 Hong Kong 0 82 18 0 India 0 89 11 0 Indonesia 0 83 17 0 Japan 0 87 13 0 Malaysia 0 60 40 0 Philippines 0 87 13 0 Singapore 0 79 21 0 South Korea 0 80 20 0 Taiwan 17 75 8 0 Thailand 0 86 14 0 HIGH TECH Australia 8 86 6 0 Bangladesh 0 83 17 0 China 11 78 11 0 Hong Kong 8 76 16 0 India 11 85 4 0 Indonesia 4 87 9 0 Japan 7 79 14 0 Malaysia 7 83 10 0 New Zealand 0 94 6 0 Pakistan 0 91 9 0 Philippines 11 78 11 0 Singapore 7 80 13 0 South Korea 7 83 10 0 Sri Lanka 0 100 0 0 Taiwan 6 82 12 0


TABLE 6: Salary budget increase – allocation to high performers (continued)

Sector Country

Salary budget increase allocation for 2015 (% of responses)

Entire budget increase to high performers

Larger portion to high performers

Budget increase allocated to all

employees at same rate

Exclude high performers from planned salary

decreases

HIGH TECH Thailand 7 83 10 0 Vietnam 6 88 6 0 PHARMACEUTICAL AND HEALTH SCIENCES Australia 0 94 6 0 China 0 87 13 0 Hong Kong 0 90 10 0 India 0 87 13 0 Indonesia 0 86 14 0 Japan 0 94 6 0 Malaysia 0 83 17 0 New Zealand 0 100 0 0 Philippines 0 80 20 0 Singapore 0 87 13 0 South Korea 0 93 7 0 Taiwan 0 93 7 0 Thailand 0 90 10 0 Vietnam 0 83 17 0


This page has been intentionally left blank


SECTION II

SUPPLEMENTAL REPORT FOR ASIA PACIFIC In this section, organizations submitting data for Asia Pacific countries were asked to answer additional questions on the following:

• Salary Increases related to Performance Ratings

• Short-Term Incentives or Bonus Granted as % of Base Pay

• Staff Turnover

• Recruitment

• Human Capital Costs

• Business Outlook

The responses to these questions are meant to provide the users of this report additional insight on prevailing practices, HR trends, and business outlook of employers in the region. We hope you find this report both useful and insightful.

Note: All reported figures in this section are median figures.


SALARY INCREASES RELATED TO PERFORMANCE RATINGS

Asia Pacific Highest Rating Above Average Rating Average Rating

Overall Employees 5.6 4.8 3.8

Executive Directors 6.0 5.0 4.0

Senior Management 6.3 5.0 4.0

Middle Management 7.0 6.0 4.3

Professionals 7.0 6.0 4.6

Technical / Business Support 7.0 6.0 4.8

Production / Operations 6.0 5.5 4.5

Across employee levels in the region, the average salary increase percentage figures granted according to performance ratings show gradual increases from Average rating to Above Average rating to Highest rating.

But looking at country-specific results show a different picture – emerging markets Bangladesh, Cambodia, Myanmar and Sri Lanka have that are more than double or triple that of the regional figures.

For employees with the highest performance rating, Sri Lanka’s figure of 14% is more than twice the APAC figure. India follows with 12%, and Vietnam is third with 10.45%.

For employees with the above average performance rating, Sri Lanka’s figure of 11.5% is nearly thrice the APAC figure. India again follows with 10.93%, and Vietnam is again third with 10.15%.

For employees with the average performance rating, both India and Sri Lanka grant 9% which is more than twice the APAC figure. Vietnam follows with 8.1% and Myanmar is third with 7.3%.

HIGHEST ABOVE AVERAGE AVERAGE


SHORT-TERM INCENTIVE / BONUS GRANTED AS % OF BASE PAY Asia Pacific 2014 Actual 2015 Budgeted 2016 Projected

Overall Employees 15.0 15.0 15.0

Executive Directors 35.0 35.0 35.0

Senior Management 25.0 25.0 25.0

Middle Management 18.0 17.5 17.5

Professionals 12.0 12.5 12.5

Technical / Business Support 9.0 10.0 10.0

Production / Operations 9.9 10.0 10.0

Survey results show that Executive Directors get the highest percentage of bonus granted with 35% from 2014 (Actual) up to 2016 (Projected). Senior Management follows with 25% across the 3-year period and Middle Management rounds out the top 3 with approximately 17.71% across the 3-year period.

Once again we see the emerging markets of Cambodia, Myanmar, Laos and Sri Lanka reporting figures that are higher than the more established markets, like China, India, and the SEA countries.

Pakistan granted the highest % rate of bonus in 2014 (actual), followed by Laos with 16.9% and Myanmar with 16.7%.

For 2015 (budgeted) variable bonus, Pakistan (17.5%0), Laos (16.9%) and Myanmar (16.7%) are again the top three countries in the region.

For 2016 (projected) variable bonus, the same trend is seen with Pakistan (17.5%0), Laos (16.9%) and Myanmar (16.7%) again the top three countries in the region.

2016

2015

2014


STAFF TURNOVER

Survey results show that the actual voluntary turnover rate for the region is 9%. Country results show significantly higher turnover rates in Sri Lanka (16.8%), Malaysia (14%) and Taiwan (12.2%) which may be indicative of more employment opportunities.

2014 actual involuntary turnover rates across the region are significantly lower compared to voluntary turnover. The regional figure is 2.1%, but in four markets – Australia, Malaysia, Pakistan and the Philippines – the figure is at 3% each.


RECRUITMENT AND “HOT JOBS”

A. Is your organization hiring in the next 12 months?

Nearly four-fifths or 79% of the organizations in this survey responded that they are hiring new employees in the next 12 months.

B. What are the top three (3) functions that you will be recruiting for in the next 12 months?

The top three (3) functions that employers will be hiring jobs for are Sales (29%), Technical Skilled Trades (20%) and Engineering (19%). The “hot markets” for these top functions are:

Sales – China, Japan, Singapore

Technical Skilled Trades – China, India, Singapore

Engineering – Australia, Hong Kong, Philippines


HUMAN CAPITAL COSTS A. What are the common cost control measures that organizations use?

Based on the responses from survey participants, the two top control measures have to do with recruitment / hiring – the number one choice is to completely freeze recruitment or hiring activities, while the second top option is to adopt or use lower cost recruitment channels.

The least popular cost control measure is cutting down on employee welfare programs.

B. What is the prevalent thrust of organizations in terms of managing costs?

A combined 68% of the survey participants responded that their cost control measures will not change or that they cannot predict any changes, while 24% responded that they believe they will be increasing their organization’s cost control measures.


BUSINESS OUTLOOK What is the business revenue outlook of organizations for the next 12 months?

While over one-third or 37% of the survey respondents believe there will be no change (either positive or negative) in their business outlook, the combined positive outlook still accounts for more than half of the participants at 57%. This indicates a generally healthy business outlook that employers / business owners have for the region.


LIST OF PARTICIPATING COMPANIES A CJ O SHOPPING

ABBVIE

ABCD

ACR

ACUITY BRANDS

ADP

AECOM

AGILENT TECHNOLOGIES

AIA INTERNATIONAL

AIR ASTANA

AIR PRODUCTS

ALI

ALLIANCE

AMC NETWORKS

AMERICAN EXPRESS

AMNEAL PHARMACEUTICALS

ANALOG DEVICES

ANSELL

APPTIO

ARCHROMA

ARYSTA LIFESCIENCE

ASOS

ASTRAZENECA

AT&T

AVANADE

B. BRAUN

BARCLAYS

BBC

BHP BILLITON

BILL AND MELINDA GATES FOUNDATION

BIOGEN IDEC

BIOSENSORS INTERNATIONAL

BIOTRONIK

BLOOMBERG

BMC SOFTWARE

BNP PARIBAS

BNY MELLON

BOART LONGYEAR

BOEHRINGER INGELHEIM

BOOKING.COM

BRISTOW

BRITISH SCHOOL

BRITVIC

BUNGE

BWIN

CAMERON

CAPGEMINI

CAPITAL ONE

CARL ZEISS

CATERPILLAR FINANCIAL SERVICES

CATLIN LABUAN

CEMEX

CERTIS CISCO

CHIC GROUP

CIGNA

CISCO SYSTEMS

CITIBANK

CITIGROUP

CMC

COATS

COGENT HOLDINGS

COGNIZANT

COLUMBIA SPORTSWEAR

COLUMBIAN CHEMICALS

COMMONWEALTH BANK

COMMSCOPE

CONOCOPHILLIPS

CONVERGYS

CORE LABORATORIES

CORIANT

CORNING

COVIDIEN

CSA GROUP

CTBC BANK

CWT

CYTEC

DANA

DART CONTAINER

DASSUALT SYSTEMES

DECHERT

DELPHI

DEUTSCHE TELEKOM

DIGITAL XPRESS

DISCOVERY COMMUNICATIONS

DLL

DOW CORNING

DRESSER RAND

DUN & BRADSTREET

DUPONT

DURA

E.I FREIGHT FORWARDING

EATON

EBAY

ECOLAB

EDWARDS LIFESCIENCES

EISAI

EISENMANN

EMC

EMPHASIS

ENDURANCE TECHNOLOGIES

ENPHASE ENERGY

EQUINIX

EXCELITAS TECHNOLOGIES

EXPERTISE BPO SERVICES

EZRA HOLDING

FABRINET

FANUC

FAREASTONE

FAURECIA

FIDELITY INVESTMENT

FIDESSA

FIRSTSOURCE

FLETCHER BUILDING

FLUOR

FRESENIUS KABI

FUBON LIFE INSURANCE

FUJITSU


GAP

GAZPROM

GBM

GEN RE

GENERAL MILLS

GENWORTH

GIGAMEDIA

GILEAD

GLATFELTER

GLOBALFOUNDRIES

GLU MOBILE

GODIVA CHOCOLATIER

GOOGLE

GREAT EASTERN LIFE

GTECH

HANA MICROELECTRONICS

HANG LUNG PROPERTIES

HARBOR STAR SHIPPING SERVICES

HESS

HOLLISTER

HONG KONG INTERNATIONAL THEME PARKS

HOTELBEDS

HSBC

HUSKY

HUTCHISON WHAMPOA

HYUNDAI

IBK ASSET MANAGEMENT

IBM

IDEXX

IEEE

IMS HEALTH

INCITEC PIVOT

INFINEON TECHNOLOGIES

INFOSYS

INGERSOLL RAND

INTEL

INVESCO

IRONSHORE INSURANCE

ITDEV

ITL

JACOBS

JARDEN CONSUMER SOLUTIONS

JINDAL ITF

JOCKEY

JOHN KEELLS BPO

JOHN WILEY & SONS

JOHNSON AND JOHNSON

JOHNSON OUTDOORS

JOTUN PAINTS

KAOHSIUNG MONOMER

KASPERSKY LAB

KEPPEL

KERRY GROUP

KING'S DEVELOPMENT

KOHLER

KSB

LAM RESEARCH

LATHAM AND WATKINS

LINKEDIN

LITTELFUSE

LOCKHEED MARTIN

LOPEZ HOLDINGS

LSG SKY CHEFS

LUBRIZOL

LYONDELLBASELL

MAERSK

MALAKOFF

MANAGEMENT SCIENCES FOR HEALTH

MANUFACTURING

MANULIFE

MASTER CHEMICAL

MCGRAW HILL

MCKESSON

MEDIACORP

MERITOR

MERZ PHARMA

METLIFE

MICRON

MINACS

MITRASTAR

MODULAR MINING SYSTEMS

MOLEX

MONEYGRAM

MONSANTO

MSD

MUNDIPHARMA

NAB

NASDAQ

NASPERS

NAVIGANT

NEPTUNE ORIENT LINES

NESTLE

NEWCREST MINING

NIKE

NOKIA

NORTHERN TRUST

NTU

NUCLEUS SOFTWARE EXPORTS

NUTRIASIA

OKIDATA

OLSWANG

ON SEMICONDUCTOR

ORANGE BUSINESS SERVICES

ORBITZ

ORORA

PANASONIC

PANAUST

PANDUIT

PAREXEL

PATH

PATTONAIR

PENTAIR VALVES & CONTROLS

PERKINELMER

PERMASTEELISA GROUP

PERSISTENT SYSTEMS

PFIZER

PHILIEAR

PHILIP MORRIS

PICANOL

PLASTIC OMNIUM

POLARIS INDUSTRIES

POLYPLASTICS MARKETING (T)

POWER MAC CENTER


PREMIER FARNELL

PRINCIPAL FINANCIAL GROUP

QBE

QI

QUALCOMM

RACKSPACE

RBS

REED ELSEVIER

REPSOL

RICARDO

ROBERTSHAW

ROCKWELL COLLINS

ROHDE & SCHWARZ

RTI

RWE

SABIC

SABRE

SAKARI RESOURCES

SAMASTA MICROFINANCE

SBM OFFSHORE

SCA

SCHAEFFLER

SCHNEIDER

SEACHANGE

SENTOSA DEVELOPMENT

SGS

SGX

SHANGRI-LA HOTEL

SHAWCOR

SHIMAOGROUP

SIAM PACIFIC ELECTRIC WIRE & CABLE

SIGMA ALDRICH

SINGTEL

SM INVESTMENTS

SOCIÉTÉ GÉNÉRALE

SOFTWARE AG BANGALORE TECHNOLOGIES

SPLASH

STATS CHIPPAC

STMICROELECTRONICS

SUMITOMO MITSUI BANKING

SUZHOU ASEN SEMICONDUCTORS

SWAROVSKI

SWISS RE

T.D. WILLIAMSON

TA CHONG BANK

TALISMAN ENERGY

TATA MOTORS

TE CONNECTIVITY

TECK

TELEPERFORMANCE

TELSTRA

TERADATA

TERUMO BCT

TETRA PAK

THE NATURE CONSERVANCY

THOME GROUP

TOKIO MARINE LIFE INSURANCE

TOWER INTERNATIONAL

TSMC

TUPPERWARE

TWI PHARMACEUTICALS

TYCO

UCB

UL

UNILEVER

UNITED ENGINEERS

UNITED MALAYAN LAND BHD

UOB

VALEO

VETOQUINOL

VIFOR PHARMA

VIRGIN

WACKER CHEMICALS

WALT DISNEY

WATERS

WELLS FARGO

WILLIS

WITHERS

WORKDAY


Please refer to page 27 for sample outputs. *May vary by region and/or employee level.

Covering all employee levels and sector specific roles our surveys capture*:

Compensation

Position Information: • Board membership • Reporting level • Employee location • Geographic responsibility • Global Grade • Annual revenues and number of employees

Salary Information: • Base pay • Guaranteed bonus • Allowances • Variable pay (actual and target) • Long-term incentives • Actual, target and maximum bonus • Total cash and total direct compensation

Methodology: • Career Bands/Levels + Global Grades grouped by job Functions + Disciplines (areas of specialisation)

• Benchmark jobs + scope measures (executive surveys only)

HR Policies and Practices

• Salary review practices • Compensation • Starting salaries • Variable pay • Company cars • Guaranteed payments, cash allowances and perquisites

• Education and training • Working hours • Business travel and relocation

• Attraction, retention and termination

• Length of service awards • Sales force policies

Benefits Design Practices

Retirement: • DB, DC or hybrid schemes

Healthcare: • Medical, dental and vision

Wellness: • Medical check up • Employee Assistance Programme

Risk Benefit Plans: • Death, accident, disability • Critical illness

Paid Time OffMeal BenefitsFlexible Benefits

To further assist you with your reward planning we invite

you to participate in our compensation surveys

General IndustryAll Sectors

RetailBig Box (Specialty, Club, and General Merchandise) Department Stores E-Tail Home Furniture and Furnishing Discounters/Mass Merchandisers/Off Price Retailers Grocers/Convenience Stores/Pharmacies/Health and Beauty Luxury Goods Manufacturer Outlet Stores Specialty Apparel/Accessories/Footwear Specialty Retailing Vehicle Sales, Leasing and Parts Fast Food/Coffee Shops Electronics/Mobile Devices and Services

Pharmaceutical and Health SciencesPharmaceutical (including human and animal health) Consumer Health Medical Technology Biotechnology Contract Research Nutritional Supplement

MediaTV Network Radio Online/Digital Information Services Newspaper Book Publishing TV/Internet Access

High TechHardware and Office Equipment E-Commerce Business and Technical Consulting Services Semiconductors Software Products and Services Telecommunications and Network Products and Services

Financial ServicesInvestment Banking Capital Markets Sales and Trading Hybrid/Corporate Banking Global Transaction Services Asset Management Private Banking Retail Banking Insurance Lloyd’s Market Asset-Based Finance Real Estate Business/Commercial Banking Retail Securities Central Services and Operations

Energy and Natural ResourcesUpstream Exploration and Production Oilfield Engineering Services Mining Downstream Petrochemical Renewable Energy Power Generation and Utilities Marketing and Trading

Private EquityBuy-Out Development/ Venture Capital Fund of Funds/Secondaries Infrastructure Real Estate Mezzanine/Debt

26+ countries

900+participants

38+ countries

2,500+participants

85+ countries

4,900+participants

25+ countries

220+participants

20+ countries

120+participants

30+ countries

700+participants

115+ countries

New for 2015: Bangaldesh, Laos and Sri Lanka

68+ countries

3,300+participants

New for 2015: Canada, Colombia and Peru


What our clients are saying about us

Data, analytics, insights and experience from a market leader.

Our dedicated teams of consultants and experts understand HR and reward issues as well as the latest business and legislative developments. We partner with you to help you make the right decisions for your organisation.

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“Innovation, depth of expertise, partnering with clients.”

“Delivers quality data, analyses, trends and insights.”

“In touch with current key issues, provides solutions on a broad Compensation and Benefits range.”

“Breadth of coverage (geography, sector, companies, reward elements).”

“Informative group meetings. No ‘management speak’ just relevant analysis and walkthroughs.”

“User friendly tool.”

12

3


Flexible and insightful reports and analyses Delivered online

Our reports provide answers to your questions and needs, whether it’s comparing your competitive position to your competitors’, or pay levels across countries, designing company car plans for thousands of employees, leveling roles for benchmarking, or calculating statutory employer costs or for those starting HR operations in a new market.

Data displayed are for illustrative purposes only. Report formats and pay elements may vary by survey and country to reflect unique local practices.

Available in Advanced Reports only.

General Industry Compensation Survey Report – France • Create peer groups based on company name or characteristics.

• Copy your preferred custom peer groups across countries.

• Preview the number of companies and cases for your custom analyses.

• Combine jobs to mirror your own internal job classifications, or when data samples are limited.

• Add custom percentile(s) to your data views. • Search for jobs by keyword and review job descriptions.

• Age data and customise currencies displayed. • View, download and print presentation-ready results. • Export your custom selection of jobs and data elements and rename fields using your organisation’s terminology.

Compensation

TRAINING/PROFESSIONAL DEVELOPMENT

Training/professional development policy

Policy for training/professional development or continuing education

All costs covered, including payment for missed working timeAll costs covered, excluding payment for missed working timeNo costs covered and no payment for missed working time

• Formally established

• Discretionary (on a case by case basis)

• Combination of both

62.1

27.7

10.3

%reporting

86.7

%reporting

82.915.0

2.1

%reporting

78.3

69.274.547.1

Type of policy:

Coverage of costs

Contribution to development/education activities

% contributingContribution covers

• MBA/University Education

• Professional quali�cation (ACCA, CPA, CFA, or CIMA)

• Other type of education

No of Companies responding: 234

No of Companies responding: 263

• Provides granular salary increase budget practices. • Supports review and design needs including company car plans, variable pay (sales and non-sales), allowances and perquisites and pay philosophy/positioning.

• Complements reward information with additional information regarding typical local HR practices including training and development, working hours, overtime and attraction and retention, thus providing you a well-rounded understanding of local HR environments.

HR Policies and PracticesHR Policies and Practices

• Comprehensive coverage of a host of benefits topics including retirement, healthcare, death and disability, and wellness.

• Detailed information to support benefits specialists with plan benchmarking and design needs.

• Flexible reporting options to satisfy all needs, whether it is high level practice prevalence in the general market place or specific benefit design considerations amongst a peer group.

Benefits Design Practices

Summary

91%

30%

100%

51%

61%

60%

85%

69%

85%

37%

22%

75%

67%

81%

30%

75%

63%

82%

49%

61

20

67

34

41

40

57

46

57

25

15

50

45

54

20

50

42

55

33

DC Retirement Plan

DB Retirement Plan

Private Medical Insurance

Dental

Optical

Medical check-up

Employee Assistance Plan

Wellness Program

Group Life

AD&D

Critical Illness

Disability

Business Travel Accident

Company Car/Transportation

Loan Program

Childcare

Meal bene�ts

Tuition

Flexible Bene�ts

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

PrevalenceNumber of companies

Total participants

DC Retirement Plan

DB Retirement Plan

Private Medical Insurance

Dental

Optical

Medical check-up

Employee Assistance Plan

Wellness Program

Group Life

AD&D

Critical Illness

Disability

Business Travel Accident

Company Car/Transportation

Loan Program

Childcare

Meal bene�ts

Tuition

Flexible Bene�ts

91%

30%

100%

51%

61%

60%85%

69%

85%

37%

22%

75%

67%

81%

30%75%

63%

82%

49%

0% 20% 40% 60% 80% 100%

Prevalence of benefits

Benefits Design Practices – United Kingdom


Our detailed reports can help answer key questions such as:

Data displayed are for illustrative purposes only. Report formats and pay elements may vary by survey and country to reflect unique local practices.

CSD000 Direct Sales Generalist/MultidisciplineCSD000-M3-14 Organizations: 97 | Incumbents: 541

Valued Benefits #Orgs #Cases Avg 10th 25th Median 75th 90thCar List Price 32 142 29 196 22 332 27 129 28 635 32 155 34 249

Car/Cash Allowance 52 278 5 754 4 745 4 800 5 556 6 500 7 923

Monthly Leasing Value (excl. VAT & fuel) 6 15 523 417 417 480 585 680

Monthly Rental Charge (excl. VAT & fuel) – including maintenance 11 44 580 500 508 550 688 700

Monthly Rental Charge (excl. VAT & fuel) – excluding maintenance --- --- --- --- --- --- --- ---

Cost of Car to the Company --- --- --- --- --- --- --- ---

Prevalence Data

Car Benefit Type20.7% Car44.6% Car Allowance

Car Prevalence - Top 3 Make/ModelBMW 320dBMW 520d

Car Eligibility Criteria (% reporting)26.5% Job need/requirement73.5% Job Status

Company Car Benefits – United KingdomCompany Car Benefits Survey Report

• How cost effective is my company car policy? • Have my competitors gone green? • Allowance or car? What is the right choice for my market?

Global 50 Remuneration Planning Report

• How can I compare pay and benefits information and access trends for 50 positions across 58 countries world-wide, using just one report?

Global Grade

Range of Annual Base Salary Average Actual Bonus & Pro�t-

Sharing as a Percent of Base Salary*

Bene�ts/Perks as a Percent of

Median Salary 25th Percentile Median 75th Percentile

22 535 501

20 263 728 318 626 402 393 51.6%

17 113 129 129 140 152 437 33.0%

14 49 880 57 000 66 555 14.9% 24.1%

11 30 566 35 038 39 940 9.2%

* All Companies - Non-Sales jobs only.

Global Grade % Incumbents

Receiving Incentive

31.7% %36 21

31.1% 54% 11

58% 29.4% 01

26.6% 63% 9

* Actual variable pay, i.e. sales commission and/or bonus and/or pro�t-sharing. ** Those receiving.

609 000 756 000 88.3%

Average Actual Incentive as a Percent

of Base Salary**

Global 50 Remuneration Planning Report

Employment Terms and Conditions Reports and Benefits Profiles

• How do I know the differences in employment contract requirements across multiple countries?

• What is new in mandatory and voluntary employee benefits programmes?

• Where do I find out about national labour laws and regulations when entering a new country?

Employment Terms and Conditions Reports and Benefits Profiles

7

2014 Employment Terms and Conditions Singapore

Start of Employment

Contract of Employment

OverviewThere is no fully integrated labor code in Singapore; instead, employment and industrial relations are regulated by various laws. The Employment Act (EA) is the baseline for employment terms and conditions.

The Act covers all employees (regardless of nationality) under contract of service with an employer except for those in managerial positions.

Part IV of the Act provides for rest days, hours of work and other conditions of service and it applies only to:

● Workmen with basic monthly salary of up to SGD 4,500; and ● Employees (non-workmen) with basic monthly salary of up to SGD 2,500 (increased from SGD 2,000 as

of April 1, 2014).

Effective April 1, 2014 professionals, junior managers and executives (PMEs) with basic monthly salary of up to SGD 4,500 are covered by general provisions of the EA, including sick leave benefits and protection against unfair dismissal. Previously, only salary protection was accorded to them; Part IV provisions still do not apply.

LegislationMajor legislation affecting employment includes:

● Trade Disputes Act;● Employment Act;● Employment of Foreign Manpower Act;● Skills Development Levy Act;● Retirement and Re-Employment Act;● Industrial Relations Act;● Trade Unions Act;● Workplace Safety and Health Act; and● Work Injury Compensation Act.

Other Sources of InfluenceIn unionized industries, the terms and conditions of employment are negotiated between management and employee unions and incorporated into agreements that must be certified by the Industrial Arbitration Court. Employment conditions for executive, administrative and professional employees are usually covered by individual employment contracts. The EA prescribes certain minimum terms and conditions of employment for employees who fall within its protections.

Work RulesThere is no requirement for companies to establish or post work rules. Company policies and other standard terms and conditions may also be set out in an employee handbook or manual, the terms of which are incorporated into an employment contract.

8

2014 Benefits Profile

Singapore

Statutory/Mandatory Programs

Overview

Statutory Programs Statutory programs are setup and operated by the Government with all employers required to comply, typically through payroll deductions.

The Central Provident Fund (CPF) is a compulsory social security savings scheme to which both employers and employees contribute. Apart from providing retirement, death and disability benefits, the CPF allows withdrawal to help fund housing loans, education and medical expenses.

There is no separate social security coverage for death and disability. CPF Ordinary, Special, Medisave and Retirement savings accounts are used to provide survivors' benefits to members' nominees at the event of death or disability. Otherwise, such benefits are transferred to the Public Trustee for distribution according to the law.

CPF LIFE was launched in 2009 to provide an additional monthly annuity for life to elderly workers with an option for transferring part of the benefit to their dependents.

Mandatory Programs Mandatory programs are required to be implemented by Companies. They are not managed by the Government but typically by providers selected by the company.

Under the Re-employment Act, it is unlawful to dismiss an employee on the grounds of age for any employee below age 62 (or the prescribed minimum retirement age. Effective January 1, 2012 employees are eligible for re-employment by the employer up to the age of 65 for employees who are assessed by their employer as having a satisfactory work performance and as being medically fit to continue working.

Employers that are unable to find suitable job vacancies for employees eligible for re-employment are required to offer a one-off Employment Assistance Payment (EAP) to such employees. The legislation does not prescribe the amount of the EAP to be paid, but does require the employer to take into account the Tripartite Guidelines on the Re-Employment of Older Employees in determining the amount to be paid.

There is no other legal requirement for supplemental employer provided retirement, health or welfare plans.

Retirement Benefits

Overview Singapore has a comprehensive social security pay-as-you-go savings plan called the Central Provident Fund (CPF). The plan is regulated by the CPF Act and administered by the CPF Board (CPFB).

Mandatory coverage applies for Singapore citizens and permanent residents. Each CPF member has three basic accounts, the Ordinary Account (OA), the Special Account (SA) and the Medisave Account (MA). Upon reaching age 55, a fourth account, the Retirement Account (RA), should be established to meet members' basic needs during old age.

Membership to the CPF LIFE (Lifelong Income Scheme for the Elderly) is currently voluntary. This scheme complements standard CPF retirement benefits and it is similar to life annuities usually purchased by retiring members except that this is administered by CPFB.

Total accumulated retirement savings are normally used to purchase a life annuity from authorized insurance companies. The sum may also be placed with an authorized bank or drawn periodically in fixed amounts from age 62.

Reforms CPF contribution rates for older workers aged 50-65 were increased from September 2012.

Global Starting Salaries Report

• Does my company offer an attractive compensation package to our graduates?

• What are the differences in starting salaries among various countries in the region?

Global Starting Salaries ReportMinimum Maximium

P10 P25 P50 P75 P90 Average P10 P25 P50 P75 P90 Average

Country Level Function Currency 10th 25th Median 75th 90th Average 10th 25th Median 75th 90th Average

Country A Undergraduate Degree Administrative Services USD 1 800 2 000 2 200 2 500 3 277 2 315 2 000 2 306 2 500 2 950 3 540 2 657Country A Undergraduate Degree Customer Service/Technical

SupportUSD 1 795 2 000 2 250 2 850 3 139 2 370 2 000 2 250 2 600 3 114 3 660 2 720

Country A Undergraduate Degree Engineering USD 1 760 1 900 2 323 2 925 3 493 2 421 2 170 2 456 2 550 3 252 3 910 2 769Country A Undergraduate Degree Human Resources USD 1 800 2 000 2 323 2 800 3 176 2 399 2 260 2 450 2 600 3 118 3 885 2 813Country A Undergraduate Degree Information Technology USD 1 800 2 000 2 400 2 850 3 213 2 431 2 160 2 400 2 600 3 258 3 920 2 859Country A Undergraduate Degree Legal USD 1 800 2 000 2 323 2 500 3 467 2 397 2 270 2 381 2 550 3 500 4 065 2 846Country A Undergraduate Degree Manufacturing USD 1 705 1 825 2 287 2 488 3 222 2 308 1 880 2 300 2 600 3 100 3 555 2 642Country A Undergraduate Degree Marketing USD 1 800 2 000 2 400 2 718 3 070 2 399 2 240 2 323 2 600 3 132 3 960 2 818Country A Undergraduate Degree Sales/Business Development USD 1 800 2 000 2 323 2 800 3 104 2 407 2 260 2 500 2 600 3 191 3 940 2 829Country A Undergraduate Degree Supply Chain, Logistics and

ProcurementUSD 1 800 2 000 2 250 2 500 3 415 2 340 2 290 2 381 2 500 2 763 3 910 2 715

Country A Undergraduate Degree Others USD 1 800 2 000 2 400 2 850 3 213 2 431 2 160 2 400 2 600 3 258 3 920 2 859Country A Advanced Degree Accounting and Finance USD 2 140 2 300 2 600 3 000 3 487 2 713 2 320 2 450 2 903 3 490 3 740 2 955Country A Advanced Degree Administrative Services USD 1 900 2 096 2 550 2 958 3 423 2 578 2 210 2 400 2 650 3 435 3 735 2 871

Global Geographic Salary Differentials Report

• Our company is expanding. How can I compare the cost of labour between several locations, in order to achieve cost-competitiveness?

• How do I adjust the compensation when I relocate employees within a country?

Global Geographic Salary Differentials ReportDistribution of Job Holders Job Differentials by Career Level per Region

Pay Differentials

Executive – Top Executive and Profit Center Management

Centre: Madrid and area 1.02

Catalunia: Barcelona, Tarragona, Lerida and Girona 0.97

Basque Country: San Sebastian, Bilbao and Vitoria 0.94

Navarra 0.81

Andalucia: Almeria, Cadiz, Cordoba, Granada, Juelva, Jaen, Sevilla, Malaga 0.83

Valencia Community and Baleares Islands 0.91

Rest of the Country 0.95


Reports cover more than 115 countries

globally and all industry sectors Compensation survey reports

Pulse and bespoke custom surveys are also available upon request.

Results will be published assuming sufficient participation. *TW-PECS General Industry Survey for Africa.

Single country report Multi-country reportAlbania ●Algeria ● ● ● ●Angola* ●Argentina ● ● ● ● ●Australia ● ● ● ● ●Austria ● ● ● ● ● ●Azerbaijan ● ● ●Bahrain ● ● ● ●Bangladesh ●Belarus ● ● ●Belgium ● ● ● ● ● ● ● ●Bosnia-Herzegovina ● ● ●Botswana* ●Brazil ● ● ● ● ● ●Brunei ●Bulgaria ● ● ●Cambodia ●Canada ● ● ● ● ● ● ●Chile ● ● ●China ● ● ● ● ● ● ● ● ●Colombia ● ● ●Congo (DRC)* ●Costa Rica ● ●Croatia ● ● ●Cyprus ● ●Czech Republic ● ● ● ●Denmark ● ● ● ● ● ●Dominican Republic ●Ecuador ● ●Egypt ● ● ● ●El Savador ●Estonia ● ● ●Finland ● ● ● ● ●France ● ● ● ● ● ● ● ● ●Georgia ● ● ●Germany ● ● ● ● ● ● ● ● ●Ghana ● ●Greece ● ● ● ● ●Guatemala ●Honduras ●Hong Kong ● ● ● ● ● ● ● ●Hungary ● ● ● ● ●India ● ● ● ● ● ● ● ●Indonesia ● ● ● ● ● ● ●Iraq ●Ireland ● ● ● ● ● ● ● ●Israel ● ● ●Italy ● ● ● ● ● ● ● ● ●Ivory Coast ●Japan ● ● ● ● ● ● ●Jordan ● ● ●Kazakhstan ● ● ● ●Kenya ● ●Korea ● ● ● ● ● ●Kuwait ● ● ● ●Laos ●Latvia ● ● ●Lebanon ● ● ●Lesotho* ●

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Single country report Multi-country reportLibya ●Lithuania ● ● ●Luxembourg ● ● ● ●Macedonia ● ● ●Malawi* ●Malaysia ● ● ● ● ● ● ●Mauritius* ●Mexico ● ● ● ● ● ● ● ●Moldova ● ●Montenegro ● ●Morocco ● ● ●Mozambique* ●Myanmar ●Namibia* ●Netherlands ● ● ● ● ● ● ● ● ●New Zealand ● ●Nicaragua ●Nigeria ● ●Norway ● ● ● ● ● ●Oman ● ● ● ●Pakistan ● ●Panama ●Paraguay ●Peru ● ● ●Philippines ● ● ● ● ● ● ● ●Poland ● ● ● ● ● ●Portugal ● ● ● ● ●Puerto Rico ● ●Qatar ● ● ● ● ●Romania ● ● ●Russia ● ● ● ● ● ● ● ●Saudi Arabia ● ● ● ●Senegal ● ●Serbia ● ● ●Singapore ● ● ● ● ● ● ● ● ●Slovakia ● ● ●Slovenia ● ● ●South Africa ● ● ●Spain ● ● ● ● ● ● ● ● ●Sri Lanka ●Swaziland* ●Sweden ● ● ● ● ● ● ● ●Switzerland ● ● ● ● ● ● ●Taiwan ● ● ● ● ● ● ●Tanzania* ●Thailand ● ● ● ● ● ● ●Tunisia ● ● ●Turkey ● ● ● ● ● ● ●Uganda* ●Ukraine ● ● ●United Arab Emirates ● ● ● ● ● ●United Kingdom ● ● ● ● ● ● ● ● ●United States ● ● ● ● ● ● ● ● ●Uruguay ● ●Venezuela ● ●Vietnam ● ● ● ● ● ●Zambia* ●Zimbabwe* ●

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Our consistent approach facilitates analyses across countries and regionsAdditional reports

For more information please contact your regional Data Services Centre or Account Manager.

Single country report Multi-country report Albania ●Algeria ● ● ● ● ● ●Angola* ●Argentina ● ● ● ● ● ●Australia ● ● ● ●Austria ● ● ● ● ● ● ●Azerbaijan ● ● ● ●Bahrain ● ● ● ● ●Bangladesh ● ●Belarus ● ● ●Belgium ● ● ● ● ● ● ●Bosnia-Herzegovina ● ● ● ●Botswana* ●Brazil ● ● ● ● ● ●Brunei ●Bulgaria ● ● ● ● ● ● ●Cambodia ● ●Canada ● ● ● ● ●Chile ● ● ● ● ● ●China ● ● ● ● ● ●Colombia ● ● ● ● ●Congo (DRC)* ●Costa Rica ● ● ● ●Croatia ● ● ● ● ● ●Cyprus ● ● ●Czech Republic ● ● ● ● ● ● ●Denmark ● ● ● ● ● ● ●Dominican Republic ●Ecuador ●Egypt ● ● ● ● ● ● ●El Salvador ●Estonia ● ● ● ● ●Finland ● ● ● ● ● ● ●France ● ● ● ● ● ● ●Georgia ● ● ● ●Germany ● ● ● ● ● ● ●Ghana ●Greece ● ● ● ● ● ● ●Guatemala ●Honduras ●Hong Kong ● ● ● ● ●Hungary ● ● ● ● ● ● ●India ● ● ● ● ● ●Indonesia ● ● ● ● ● ●Iraq ●Ireland ● ● ● ● ● ● ●Israel ● ● ● ● ● ● ●Italy ● ● ● ● ● ● ●Ivory Coast ●Japan ● ● ● ● ● ●Jordan ● ● ●Kazakhstan ● ● ● ● ● ●Kenya ● ● ●Korea ● ● ● ● ●Kuwait ● ● ● ●Laos ● ●Latvia ● ● ● ● ● ●Lebanon ● ● ●Libya ●

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Single country report Multi-country report Lithuania ● ● ● ● ● ●Luxembourg ● ● ● ● ● ●Macedonia ● ● ● ●Malawi* ●Malaysia ● ● ● ● ● ●Mali ●Malta ●Mauritius* ●Mexico ● ● ● ● ● ●Moldova ●Montenegro ●Morocco ● ● ● ● ●Mozambique* ●Myanmar ●Namibia* ●Netherlands ● ● ● ● ● ● ●New Zealand ● ●Nicaragua ●Nigeria ● ● ●Norway ● ● ● ● ● ● ●Oman ● ● ● ● ●Pakistan ● ● ●Panama ● ● ●Paraguay ●Peru ● ● ● ●Philippines ● ● ● ● ● ●Poland ● ● ● ● ● ● ●Portugal ● ● ● ● ● ● ●Puerto Rico ● ● ● ● ●Qatar ● ● ● ● ●Romania ● ● ● ● ● ● ●Russia ● ● ● ● ● ● ●Saudi Arabia ● ● ● ● ● ● ● ●Senegal ●Serbia ● ● ● ● ●Singapore ● ● ● ● ●Slovakia ● ● ● ● ● ● ●Slovenia ● ● ● ● ● ● ●South Africa ● ● ● ● ● ● ●South Korea ●Spain ● ● ● ● ● ● ●Sri Lanka ● ●Sweden ● ● ● ● ● ● ●Switzerland ● ● ● ● ● ● ●Taiwan ● ● ● ● ● ●Tanzania* ●Thailand ● ● ● ● ● ●Tunisia ● ● ● ● ●Turkey ● ● ● ● ● ● ●Uganda* ●Ukraine ● ● ● ● ● ● ●United Arab Emirates ● ● ● ● ● ● ● ●United Kingdom ● ● ● ● ● ● ●United States ● ● ● ● ●Uruguay ●Venezuela ● ● ● ●Vietnam ● ● ● ● ● ●Zambia* ●Zimbabwe* ●

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About Towers WatsonTowers Watson is a leading global professional services company that helps organisations improve performance through effective people, risk and financial management. With 15,000 associates around the world, we offer consulting, technology and solutions in the areas of benefits, talent management, rewards, and risk and

capital management. Learn more at towerswatson.com

Towers Watson Data Services 71 High Holborn London WC1V 6TP T +44 20 7170 2999 F +44 20 7170 2222

[email protected] www.twdataservices.com

Towers Watson Data ServicesTowers Watson Data Services is a leading provider of compensation, benefits and employment practices information to the global employer community. Our databases are recognised worldwide as the most reliable source of current data for compensation planning.

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