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MalaysiaSalary & Employment Outlook

2017

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will increase headcount

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salary increaseexpected

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Tech growth to boost Asia’s job market

2017 Malaysia Salary & Employment Outlook | 3

Seizing New Opportunities

Key Trends

Made in Asia: Rise of Domestic Brands

Tech Growth to Boost Asia’s Job Market

Strong Employer Branding: A Key to Success

Numbers at a Glance

Malaysia Overview

Insights & Salary Benchmarks

Digital

Engineering & Manufacturing

Finance & Accounting

Human Resources

Legal

Marketing

Procurement & Supply Chain

Property & Construction

Sales

Shared Services

Technology

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4 | 2017 Malaysia Salary & Employment Outlook

Seizing new opportunities

Healthcare, technology and digital sectors earmarked for growth in Asia

Companies in Asia are ramping up efforts to seize growth opportunities in the region, despite slightly weaker global economic sentiment. By investing heavily in mobile-technology start-ups and other innovations, including financial technology (fintech) services, employers are creating new positions with an emphasis on digital skills. Hiring is expected to continue to grow in the next 12 months across the technology sector.

Likewise, the healthcare sector is expected to be a bright spot in 2017, due largely to ageing populations as well as a higher demand for quality services. Countries across Asia are expected to continue building up their healthcare systems, resulting in an increase in hiring demand for qualified professionals across the board.

Digital also shows no signs of slowing down, as companies continue to build up their online platforms and e-commerce capabilities.

In terms of hiring intentions, 44% of employers surveyed across China, Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would be increasing their company headcount; while 49% said they would maintain their current headcount. Mid-level employees appear to be the most sought-after by companies (60%).

Contracting appears to have risen in popularity as a talent solution. In Hong Kong and Singapore, more than half (60%) of companies surveyed currently use contractors, primarily to overcome challenges in permanent headcount approvals. Currently, most contractors are in operations, technology, financial services (reflecting the tightening sector) and business support/administration positions.

Overall, salary increases in Asia are expected to remain modest – almost half surveyed (48%) indicated that the average increment within their companies in the next 12 months will be between 1 and 5%. While employers have agreed that salaries are an important retention tool, other popular employee engagement initiatives include opportunities for career progression and learning and development.

Throughout the region, diversity and inclusion (D&I) continues to play an important part in company programmes. D&I’s popularity in Asia has been on the rise as companies become more aware of the benefits in having different perspectives and skills in their teams. Forty-four per cent of employers in China, Hong Kong, Taiwan, Indonesia, Malaysia and Singapore said they were strongly committed to D&I initiatives.

The breadth of D&I coverage in Asia is slowly beginning to evolve as well, developing from an emphasis on purely gender to cover other less-represented groups. Currently, over half (53%) of D&I programmes in the region are primarily focused on gender, followed by age (42%) and minority ethnic groups (34%).


Made in Asia: Rise of domestic brands

Asian-headquartered companies have become increasingly competitive with their employee value propositions

Across most of Asia’s diverse markets, competition for talent is more intense than ever as domestic brands — historically seen as second place to overseas multinationals, as far as candidate preferences are concerned — compete with their foreign counterparts for top candidates.

The only exception, it appears, is Japan, where working in a well-established domestic firm, like the Toyotas and Panasonics of the country, is seen as more prestigious and stable than top foreign multinationals. Professionals who hope to gain international experience would rather choose to join a local firm and opt for an overseas transfer than join a foreign company.

Outside of Japan, the rise and globalisation of domestic brands in other parts of Asia have caught the eye of many employees, who now see the potential and advantages of joining a local firm.

China, in particular, has seen the meteoric rise of various local brands, now multinationals in their own right and visible to the world. Of these organisations, 21, including Internet giant Alibaba and online travel agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies list. The list also includes companies in Hong Kong, Taiwan, Thailand, Indonesia and Malaysia.

Successes and challenges

For many domestic companies, success usually comes from ensuring compatibility between products/services offered and market demands as well as localising their talent pool to leverage employees’ market knowledge, among other reasons.

However, many face the perennial challenge of finding candidates who have an international perspective, strong knowledge of local markets and the requisite language skills. As they find success within their home countries and look to expand overseas or execute successful IPOs (initial public offerings), the search for talent would have to be taken a step further — this means acquiring true Asian knowledge plus experience in other markets.

In the past, domestic brands have had to work hard at making themselves more attractive to prospective hires, be it through creating a more international corporate culture, introducing better pay/benefits, and ensuring clearer project and performance management processes. This is working in China where 44% of domestic employers surveyed said they would provide increments of 6-10%, almost on par with foreign multinationals (46%).

Those who are highly successful at hiring have two secrets to success: they simply hire the right people for the job — those who have the right skill sets and share company values — and they figure out the most effective platforms to engage their target audiences.

3 WAYS TO HIRE THE RIGHT PEOPLE

1. PROMOTE YOUR COMPANY VALUES. Does your culture reward teamwork or competitiveness? Or do you value customer service, creativity or innovation? Promoting your company values will help attract like-minded individuals and increase the likelihood of finding the perfect match.

2. HAVE A COMPELLING EMPLOYEE VALUE PROPOSITION (EVP). Top performers want to know what sets your company apart. What does it stand for? How is achievement recognised and rewarded? Aim to promote these attributes through your online platforms, public relations or even word-of-mouth. Remember to separate your employment brand from your consumer brand.

3. BE OPEN-MINDED. Often, the best candidates exist outside of your industry. A high-potential candidate with strong transferable skills will often do well even in another industry, when given the right training. They may also bring with them new and innovative perspectives that will help move your business forward.


The race to secure top talent is heating up as companies move to build up technology capabilities

Technological innovation in Asia is set to gather further pace in 2017, led by sizeable investments from established companies and start-ups looking to grow and streamline costs, and stay ahead of their competition.

Fuelled by a myriad of factors, including Asia’s rapid smartphone adoption, the rise of e-commerce and the rush for productivity/automation, almost every company in Asia is investing more in technology and making their business more mobile/tablet-friendly. Within mainland China especially, large amounts of investment are moving towards Shenzhen, where there is an established infrastructure for technology-led manufacturing.

In other markets such as Taiwan and Malaysia, a greater concentration of digital innovation will likely be observed in areas like mobile and software development, Internet of Things (IoT), and cloud-computing.

Japan too, is expected to explore ways of further building up an ecosystem that would help leverage its status as a technological giant, reported the Wall Street Journal. This includes building bridges between large, established companies and less risk-averse start-ups.

Fintech’s growth

With the rise of financial technology services, also known as fintech, and governmental support in this area, start-ups as well as established global and regional financial institutions are investing heavily to develop their own technological capabilities in-house. In markets where mobile and online payment systems remain under-developed, such as in Indonesia and Thailand, fintech services are an opportunity for new players to enter the market.

Already, Indonesia has granted new banking licenses to conglomerates, allowing them to launch digital banks. Hong Kong’s push for the movement has culminated in several notable outcomes, including the annual Finnovasia conference, which regularly brings together hundreds of attendees from different countries to chart fintech’s future in Asia. In Singapore, the country’s monetary authority has also committed to invest S$225 million in fintech over five years.

On an international level, more foreign companies are setting up regional headquarters in Asia, drawn by the region’s lower operating costs, excellent infrastructure and strategic location that make it easier to expand into new markets.

As a relatively young industry, the technology market is expected to face a considerable shortage of talent in this space. Employee recruitment and retention will become increasingly competitive, as the rate of technological growth outpaces talent development. Adding to such challenges is the tendency of candidates moving around more frequently than in other sectors, attracted by better opportunities and remuneration packages.

To overcome this shortage, companies are beginning to recruit beyond their industries and national borders. Talent flow is likely to be technology-focused rather than business-focused. Salaries are likely to increase as well.

Tech growth to boost Asia’s job market

5 TIPS TO RETAIN TOP TECHNOLOGY TALENT

1. KEEP ON TOP OF MARKET SALARY RATES. Specialists can command material increases, so the first step in retaining your technology talent is to frequently review the market rates on offer. It is essential that you communicate to internal stakeholders the vital importance of at least matching – if not exceeding – the going rate, and getting budget allocation accordingly. The laws of supply and demand apply.

2. LOOK TO THE START-UP WORLD. With Silicon Valley setting the standard for technology employment, it may be wise to look to start-up culture and try to replicate some aspects of what makes technology start-ups so attractive. For example, technology specialists thrive on challenges and new experiences.

3. FLEXIBILITY. If budget is still difficult to find, there may be an opportunity to make up for it with perks like flexible working options. Bearing in mind that a technology specialist may work best uninterrupted at home, or even at night, a lenient work schedule can also be a way to get the most out of your team.

4. INVEST IN TRAINING. Training is an investment to maximise your team’s capacity and improve your employee retention rate. Hence, this should be an important piece of the budget puzzle – not an afterthought. Technology employees typically enjoy learning new skills. The opportunity to earn CV-enhancing qualifications like CCNA, MCP, PRINCE2 or Certified ScrumMaster, is valued.

5. DISCUSS CAREER PATHS. To prevent technology staff becoming dissatisfied or restless with their job, it is worthwhile at annual review time and throughout the year to ask what each employee is looking for in their career – whether it is the opportunity to try new things, new roles or to transfer to another location.


Strong employer branding: A key to success

Companies that are able to effectively communicate their culture and values to employees are staying ahead

More companies in Asia are paying attention to employer branding as a way to stand out in the increasingly competitive field of talent acquisition and retention. Already, 56% of employers surveyed said that their organisations practise employer branding actively.

Traditional incentives such as salary increases remain one of the top considerations for candidates, especially in mainland China and emerging markets like Thailand and Indonesia. But other factors, such as career progression, training, work-life balance, and corporate values, are also rapidly becoming more of a “pull” factor for an increasing number of employees, particularly the millennials. This is especially true in Taiwan where salaries tend to stay relatively flat.

Companies that succeed in employer branding are those that can communicate clearly to employees what they stand for, and the culture and values the organisation promotes. Often, such companies have multi-channel digital strategies to promote their brand internally and externally. Almost two-thirds (55%) of the companies that practise employer branding engage with potential and current employees using internal and external social media platforms.

In Indonesia, for example — a relatively young market that is among the world’s most active users of Facebook and Twitter — 50% of employers use social media to reach talent under the age of 30. Start-ups that do not have enough resources to build their employer branding also often turn to social media to communicate their corporate journey and mission as part of their attraction and retention strategy.

Diversity and inclusion

Increasingly, more companies are ramping up their efforts in diversity and inclusion (D&I) to build their employer brand. International firms are typically at the head of the curve with D&I, often because they have policies mandated by regional or head offices, and many of them are seeking to localise their workforces to become more representative in the markets they operate in.

While D&I efforts can be better encouraged on the domestic front, local companies that are taking the biggest strides in this area are typically those looking to expand abroad: for example, several Chinese banks opening in Hong Kong and technology businesses expanding across the globe have made determined efforts to look more attractive to international talent, and this has included having clear policies on D&I.

The good news is that majority of employers across Asia (93%), comprising local firms and foreign multinationals, have said that they are committed, in varying levels, to supporting their D&I efforts. Among all, Singapore stood out, with 91% of employers affirming their commitment to D&I, as the local government continues to champion such efforts.

Throughout Asia, gender appears to be the top focus of most companies’ D&I programmes, with slightly over half (53%) of companies making a clear push for recruiting and promoting women in organisations. Beyond gender, companies are also focusing programmes on age (42%) and minority ethnic groups (34%).

5 WAYS TO PUSH D&I IN YOUR ORGANISATION

1. HAVE RELEVANT PROGRAMMES. To support a diversified workforce, companies should ideally have programmes that retain talent from different backgrounds. Some initiatives that have worked among our clients included leadership development schemes for women and fair performance reviews, with processes that neutralise bias.

2. MAKE IT A GENUINE PRIORITY. For diversity and inclusion (D&I) programmes to truly make a difference, senior leaders will need to support the cause whole-heartedly and make it a point to personally practice D&I.

3. CREATE AN ENVIRONMENT THAT SHOWS SUPPORT. For example, if your company has a work-from-home policy, ensure that leaders are supporting this initiative 100% and that the employees have the tools, like laptops and remote access permissions, to telecommute productively. Otherwise, employees might feel that the policies are just for show.

4. AVOID UNCONSCIOUS BIAS. Train managers to be more aware of their hidden biases. People tend to recruit talent who are most similar to their backgrounds and personality. However, such an approach reduces diversity and in the long run, new ideas and perspectives.

5. DO NOT FORGET INCLUSION. Once a diverse workplace is set in place, companies should follow up by introducing programmes that foster collaboration among the different groups. This can be done through organisation-wide projects, like corporate social responsibility initiatives, which allow employees of all levels to work with different groups.


Numbers at a glance

Malaysia has experienced a steady 2016, with bright spots observed in the fast-expanding healthcare, technology and e-commerce sectors. What are employers’ hiring intentions for 2017?

HEADCOUNT INCREASES of employers surveyed are expected

to recruit new hires

47%

of employers who plan to increase headcount say they are actively seeking mid-level employees

60%HIRING ACTIVITY

of Malaysia employers expect to increase salaries by ≤5% in the next 12 months

50%SALARY INCREASES


TOP 3 FOCUS POINTSFOR DIVERSITY AND INCLUSION PROGRAMMES

TALENT ATTRACTION & RETENTION INITIATIVES

Career progression

70%1Salary increases

61%2 Workplace flexibility

47%3

Gender

47%1Age

40%2 Minority ethnic groups

25%3

say their organisations support diversity and inclusion

94%DIVERSITY & INCLUSION


Malaysia overview

Most companies are expected to remain fairly optimistic in the next 12 months after a challenging 2016. Hiring activity will gradually pick up, with nearly one in two companies (47%) planning to increase headcount in 2017, mostly for key and replacement roles. This will be led mainly by increased investment in the technology sector, and as companies complete their restructuring exercises.

Conditions for growth are especially positive for technology companies operating in the areas of financial technology (fintech), app development, and e-commerce. More of such companies are relocating to Malaysia for its strategic location and low operating costs. This will likely continue this year.

On the hiring front, 60% of companies said they will be actively looking to hire mid-to high-level employees with digital skills, such as software programming, app development, and data analytics. Apart from start-ups, demand for such skills has also become increasingly urgent for more traditional companies looking to engineer new technology functions.

In a talent-short market, this means competition for high-quality candidates will become even tougher in an already shallow pool. In the area of Big Data, for instance, companies are recruiting from places outside of Malaysia, such as in the United States, where there are more candidates with the right set of skills and experience.

Companies in more traditional industries, including the oil and gas, manufacturing, property & construction, and banking industries, however, will remain cautious about hiring. Having experienced a greater impact from the global economic slowdown, they will be less likely to hire for new positions, unless it is for a key role, or to replace headcount.

However, the Malaysian Shared Services industry is likely to buck this trend in 2017. Malaysia continues to be a preferred destination for organisations looking to establish a cost-effective shared services or outsourcing centre within a country that boasts a diverse, well-educated and multilingual workforce.

With more organisations looking to migrate core functions such as finance and accounting, procurement and supply chain, human resources and other knowledge-based services to Malaysia, the number of shared services and outsourced centres will continue to increase, adding to some 350 shared service centres currently in operation within Malaysia.


Insights

Digital

Financial technology, the Internet of Things and Big Data are expected to be among this year’s fastest-growing sectors. Many companies will be building in-house digital teams and some roles are expected to encompass the Asia Pacific or South East Asia region. Already, the government has announced plans to set up digital hubs for the country’s start-up community in the country.

However, due to the relative newness of Malaysia’s digital sector, firms will find it challenging to find candidates who have the experience and expertise required. This challenge is exacerbated by candidates who resign after an average of 6-12 months to pursue better opportunities with competitors, including those in Singapore, Hong Kong and China.

As a result, many employers (including well-known brand names) have had to increase salaries by 30% — more when it comes to senior-level hires — to attract the right talent.

Skill sets in demand include Google analytics, Big Data, data analytics, search engine marketing, social media marketing, e-commerce, Java (Android) and Swift (iOs).

In general, candidates switching between roles may expect salary increases of 20-35%.

Java developers, mobile developers, automation testers, digital marketers,

e-commerce specialists, data scientists and product managers.

Hot jobs

Salary Benchmarks

Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total remuneration (i.e. cash), excluding bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures.


Digital

Agency

In-house

ROLE SALARY RANGE (MYR’000) MEDIAN (MYR’000)

SEO/SEM Executive 48 – 72 60

SEO/SEM Manager 84 – 144 114

SEO/SEM Director 144 – 216 180

Affiliates Manager 96 – 144 120

Advertising Operations Manager 96 – 144 120

Head of Search 180 – 240 210


Web Designer 48 – 72 60

Online/Digital Marketing Manager 120 – 180 150

Digital Acquisition Manager 120 – 180 150

Content Production Manager 96 – 144 120

Online Product Manager 120 – 180 150

Digital Project Manager 120 – 180 150

Director/Head of Digital 240 – 360 300

Social Media Executive 48 – 72 60

Social Media Manager 96 – 144 120

Senior Social Strategist 96 – 144 120

SEO/SEM Executive 48 – 72 60

Web Analytics Specialist 60 – 96 78

User Experience Specialist 60 – 96 78

E-commerce Executive 48 – 72 60

E-commerce Manager 96 – 144 120

Director/Head of E-commerce 180 – 240 210

DIGITAL

Design


UI/UX Designer (Junior) 72 – 108 90

UI/UX Designer(Senior) 120 – 180 150


Insights

Engineering & Manufacturing

The pharmaceutical and medical devices markets are set for growth this year, due largely to the increased demand for healthcare products and services worldwide. Food and beverage (F&B) manufacturing is expected to do well due to Malaysia’s status as a Halal hub, attracting investment from large fast-moving consumer goods players.

More start-ups and greenfield projects are expected to be established this year due to tax rebates by the Malaysian government in the medical devices and food manufacturing sectors.

However, more electronics manufacturing and semiconductor factories may move out of Malaysia into lower-cost countries and streamline headcount during that process.

Skill sets in demand include automation engineering, as companies invest in process control systems and robotics engineering to streamline costs and prevent errors. Factories are expected to move from semi to fully-automated hubs in the near future.

Engineers with good analytical skills who are able to detect and avoid breakdowns before they happen (total productive maintenance (TPM)/reliability engineering) are expected to be well sought after. On that same note, professionals with Lean Six Sigma/continuous improvement will be in demand.

Due to a large number of international corporations setting up regional research and development (R&D) hubs in Malaysia, professionals skilled in clinical research, product development and lab trials will be in demand.

In general, candidates moving between jobs may expect salary increases of 12-18%.

Automation/instrumentation engineers, project and

commissioning engineers, TPM maintenance engineers,

and R&D managers.

Hot jobs

Salary Benchmarks



Research & Development

Production/Manufacturing

Engineering


Design Engineer 60 – 78 69

Application Engineer 60 – 78 69

Senior Design Engineer 84 – 96 90

Senior Application Engineer 84 – 96 90

Engineering Manager 120 – 180 150

Engineering Director 240 – 300 270


Production Engineer 60 – 78 69

Production Engineering Manager 120 – 180 150

Production Manager 120 – 180 150

Factory/Plant Manager 240 – 300 270

General Manager 360 – 480 420


Project Management 96 – 120 108

Engineering (Manufacturing, Mechanical, Electrical & Electronic)

72 – 96 84

ENGINEERING & MANUFACTURING

Salary Benchmarks



Quality Control/Assurance/Compliance/Process Improvement


Quality Engineer 60 – 78 69

Senior Quality Engineer 84 – 96 90

Quality Manager 120 – 180 150

Quality Director 240 – 300 270


Senior Officer, Process Improvement 60 – 84 72

Assistant Manager, Process Improvement 120 – 144 132

Manager of Process Improvement/Operations Excellence

180 – 240 210

Director of Process Improvement/Operations Excellence

300 – 360 330


Quality Assurance Officer 36 – 60 48

Quality Assurance Senior Officer 48 – 72 60

Quality Assurance Assistant Manager 96 – 120 108

Quality Assurance Manager 120 – 180 150

Quality Assurance Director 240 – 300 270

Head of Quality Assurance 240 – 300 270

Senior Project Manager 120 – 180 150

Project/Programme Director 180 – 240 210

Operations

Quality Assurance & Compliance

ENGINEERING & MANUFACTURING


Insights

Growth will be seen across several sectors in 2017, namely aerospace, manufacturing, construction and engineering related to infrastructure. While the commodities market was slow in 2016, prices, especially for export commodities like cocoa, rubber and palm oil, are expected to bounce back as economic growth improves.

As e-commerce gains traction in the region, Malaysia’s financial technology (fintech) sector will continue to develop and mature. Local regulators are beginning to impose tighter regulations on the sector, which will have an impact on companies in this space.

The slowdown of the country’s oil and gas industry will also result in a fall in tax revenue, likely affecting businesses across all industries.

Over the next 12 months, the business climate in Malaysia will generally be challenging across some sectors. Budget cuts will be common in the industrial sector, and many large multinationals will likely consolidate their regional accounting functions into one, resulting in fewer commercial roles. In addition, emerging markets like Myanmar and Vietnam are demanding more skilled regional workers, and more Malaysians are leaving home to pursue these opportunities.

Industry 4.0, one of the Malaysian government’s initiatives to support manufacturing automation, is expected to help boost the recovery of the country’s manufacturing’s sector. Additionally, more foreign investors are also willing to invest in Malaysia due to lower raw material costs, which subsequently translates into decreased operating costs.

Demand for tax and governance professionals is set to rise, due to the finance and accounting sector’s increasingly complex regulatory environment.

In this market, candidates can expect between 10 and 20% increments when switching roles. Candidates in tax-related roles can expect between 20 and 30%. Candidates with experience in financial planning and analysis, business partnering, cost-controlling and strategic planning – among others – are likely to be in demand.

Start-ups will likely seek highly-driven new graduates, while established businesses will look for staff with experience in change management and process improvement. In governance, technical skills are still a must, but candidates must also possess soft skills such as a global mindset, persuasiveness and integrity.

Commercial finance managers, commercial FP&A (financial planning

and analysis) specialists, credit controllers, accountants, financial

controllers and FP&A analysts; roles in process improvement and system implementation; roles in

internal audit, risk management and compliance; mid- to senior- level tax

managerial roles.

Hot jobs

Finance & Accounting

Salary Benchmarks



Finance

General

Specialist

Internal Audit


Accounts Payable Accountant 36 – 72 54

Financial Accountant 60 – 144 102

Cost Accountant 60 – 96 78

Credit Analyst 60 – 120 90

Group Accountant – Consolidation 120 – 180 150

Financial/Business Analyst 72 – 156 114

Finance Manager (Small/Medium Organisations) 96 – 180 138

Finance Manager (Large Organisations) 96 – 240 168

Credit Manager 84 – 168 126

Costing Manager 96 – 156 126

Financial & Planning Analysis Manager 120 – 240 180

Financial Controller (Small/Medium Organisations) 144 – 240 192

Financial Controller (Large Organisations) 180 – 300 240

Credit Director 120 – 200 160

CFO/Finance Director (Large Organisations) 240 – 600 420


Pricing Analyst 96 – 144 120

Pricing Manager 144 – 240 192

Corporate Finance Manager 144 – 240 192

Corporate Finance Director 240 – 600 420


Internal Auditor (Large Local Organisations) 36 – 60 48

Senior Internal Auditor (Large Local Organisations) 60 – 120 90

Internal Audit Manager (Large Local Organisations) 120 – 216 168

Internal Audit Senior Manager (Large Local Organisations) 180 – 300 240

Head of Internal Audit (Large Local Organisations) 300 – 360 330

Internal Auditor (Regional) 60 – 84 72

Senior Internal Auditor (Regional) 84 – 120 102

Internal Audit Manager (Regional) 120 – 216 168

Head of Internal Audit (Regional) 180 – 300 240

FINANCE

Salary Benchmarks



Finance

Risk

Compliance

Professional Services & Public Accounting – External Audit


Risk Associate (Large Local Organisations) 36 – 60 48

Senior Risk Associate (Large Local Organisations) 60 – 84 72

Risk Manager (Large Local Organisations) 84 – 120 102

Senior Risk Manager (Large Local Organisations) 120 – 216 168

Chief Risk Officer (Large Local Organisations) 180 – 240 210

Risk Manager (MNC) 180 – 300 240


Compliance Manager (Large Local Organisations) 84 – 120 102

Head of Compliance (Large Local Organisations) 120 – 180 150

Compliance Manager (Regional) 180 – 300 240

Financial Compliance Manager (Regional Shared Service Centres)

180 – 300 240


Associate 2 33.6 – 39.6 36.6

Senior Associate 2 50.4 – 66 58.2

Assistant Manager/Supervisor 72 – 78 75

Manager 90 – 102 96

Senior Manager 120 – 156 138

Director 180 – 240 210

FINANCE

Salary Benchmarks



Finance

Tax

Professional Services & Public Accounting – Tax


Tax Executive (MNC/Conglomerate) 36 – 60 48

Senior Tax Executive (MNC/Conglomerate) 60 – 84 72

Tax Manager (Conglomerate) 96 – 144 120

Senior Tax Manager (Conglomerate) 120 – 180 150

Head of Tax (Conglomerate) 180 – 300 240

Tax Manager (MNC Malaysia Coverage) 120 – 240 180

Tax Manager (MNC Regional) 120 – 240 180

Head of Tax (MNC Regional) 180 – 300 240


Tax Consulting Assistant 30 – 48 39

Tax Consultant 48 – 72 60

Senior Tax Consultant 60 – 84 72

Assistant Manager 78 – 96 87

Manager 96 – 120 108

Senior Manager 108 – 156 132

Director 144 – 240 192

Executive Director 180 – 300 240

FINANCE


Insights

Human Resources

Human Resources (HR) professionals are expected to be in demand as the shared services and technology sectors continue to flourish as more companies move their regional hubs into Malaysia. The government is expected to continue promoting the country’s experienced talent pool and established expertise.

Due to globalisation, advanced technology, and connectivity, more companies are moving from traditional HR models to setting up centres of excellence (COE). This has increased the demand for HR skill sets such as business partnering, talent management, and the ablility to work in a highly matrixed, fast-paced and ambiguous organisation.

As organisations realise the value of aligning HR processes and policies, in particular employee attraction and retention, with business goals, HR professionals now need to demonstrate strong business acumen and partnering skills as well as adaptability and flexibility.

As more companies restructure their work processes, candidates with expertise in change management and organisational transformation will also be in demand. There has also been a rise in demand for candidates with the ability to speak Mandarin as more foreign companies move their regional hubs into Asia.

In general, salary increments have also slowed down. Candidates used to receive increments of at least 25% when moving between roles as recent as two years back. However, such increments have decreased to 20% on average. Still, HR is a talent-short market, especially when it comes to the skill sets highlighted above.

HR business partners and HR generalists.

Hot jobs

Salary Benchmarks



Human Resources

Banking & Financial Services

Commerce & Industry


Payroll Specialist 48 – 72 60

Mobility Specialist 48 – 72 60

HRIS Specialist 48 – 72 60

Learning & Development Specialist 72 – 120 96

Recruitment Specialist 72 – 120 96

HR Generalist/Business Partner 96 – 240 168

Organisational Development 120 – 216 168

Compensation & Benefits Specialist 120 – 216 168

Head of Human Resources 300 – 540 420


Payroll Specialist 42 – 72 57

Mobility Specialist 48 – 72 60

HRIS Specialist 48 – 72 60

Learning & Development Specialist 60 – 96 78

Recruitment Specialist 60 – 96 78

HR Generalist/Business Partner 96 – 180 138

Organisational Development 96 – 144 120

Compensation & Benefits Specialist 96 – 144 120

Head of Human Resources 180 – 360 270

HUMAN RESOURCES


Insights

Legal

The legal market in Malaysia will remain buoyant in 2017 due to shortages of available talent within the domestic market, in both private practice and in-house environments. Candidates who have regional exposure – particularly those with experience working in mature overseas markets – are in constant demand.

Multilingual candidates are also favoured for their ability to do cross-border work. In addition, compliance and regulatory skills continue to be in demand within the banking and financial services sectors as the country’s regulatory requirements continue to tighten.

Over the next 12 months, Malaysia will continue to experience an outflow of local talent, seeking work in mature markets such as Singapore, London, Sydney and Hong Kong. In this market, candidates who switch roles can expect to receive increments of between 15 and 20%.

Candidates with exposure to intellectual property and competition law are likely to be in demand, especially with technology and manufacturing firms. Those who have strong corporate finance expertise will also be sought after, due to a boost in corporate finance activities such as capital investment, mergers and acquisitions, insolvency and public company listings.

Hot jobs

Head of legal, corporate secretary, intellectual property attorney,

contract manager, junior lawyers – private practice and qualified lawyers returning from abroad.

Salary Benchmarks



Please note: The above table includes salary data collected from leading and international law firms.

Please note: The above table includes salary data collected from Malaysia private and listed companies, and multinational corporations.

Please note: The above table includes salary data collected from international/investment banks, local banks, insurance companies and fund/private equity/security houses.

Legal

Private Practice

In-house Corporate

Corporate Secretariat

SALARY (MYR’000) RANGE MEDIAN RANGE MEDIAN RANGE MEDIAN RANGE MEDIAN

ROLE 3-5 YEARS PQE 5-10 YEARS PQE 10-15 YEARS PQE 15+ YEARS PQE

Private Practice (Local Firms) 30 – 72 51 72 – 120 96 120 – 216 168 216+ N/A

Private Practice (International Firms) 42 – 78 60 78 – 144 111 144 – 216 180 216+ N/A



In-house Corporate (MNC) 54 – 78 66 78 – 144 111 144 – 216 180 216+ N/A



Corporate Secretariat 42 – 66 54 66 – 102 84 102 – 192 147 192+ N/A

LEGAL


Insights

Marketing

While Malaysia’s consumer retail sector is expected to remain unchanged from 2016, more consumers are expected to move their spending to online stores rather than brick-and-mortar shops. This has therefore created significant growth opportunities within the e-commerce sector. Firms are also cutting costs and introducing regional marketing roles based in Malaysia, as well as exploring other ways of going digital. Traditional marketers will need to learn how to adapt to market changes and develop their digital skills to get ahead.

Over the next 12 months, the employment market is likely to be more competitive, due to the Ringgit’s devaluation, rise in inflation and economic turbulance. More qualified candidates in the current talent pool, sought after for their adaptability and familiarity with Asian cultures, are moving to neighbouring countries, such as Singapore, Hong Kong, and China for work.

Specialised skill sets in demand include shopper marketing, consumer insights, market research and digital marketing.

In this market, candidates who switch roles can expect to receive increments of between 15 and 25%. Those who have digital skills – particularly in a FMCG (fast-moving consumer goods) or retail context – have an edge.

Store and retail managers; roles in research and insights;

roles in brand management, shopper marketing and trade

marketing with an emphasis on digital and e-commerce.

Hot jobs

Salary Benchmarks



Consumer Products & FMCG

Brand & Product Development

Marketing

Public Relations


Brand Executive/Product Executive 38.4 – 69.1 53.8

Assistant Brand Manager/Assistant Product Manager 55.2 – 85.2 70.2

Brand Manager/Product Manager 72 – 219.6 145.8

Senior Brand Manager/Senior Product Manager 97.2 – 204 150.6

Research, Product Development & Planning Manager 86.4 – 144 115.2


Trade Marketing Executive 42 – 60 51

Trade Marketing Manager 72 – 108 90

Marketing Executive 42 – 54 48

Marketing Manager 120 – 264 192

Marketing Director 240 – 360 300


Public Relations Executive 48 – 72 60

Public Relations Manager 96 – 120 108

Public Relations Director 144 – 228 186

MARKETING

Salary Benchmarks



Financial Services

Marketing, Public Relations & Communications

Event Management

Research

Media


Philanthropy/Corporate Social Responsibility 72 – 108 90

Marketing Communications Assistant/Executive 72 – 108 90

Marketing Communications Manager 96 – 144 120

Marketing Communications Director 180 – 300 240

Internal Communications Executive 36 – 60 48

Internal Communications Manager 72 – 108 90

Internal Communications Director 108 – 144 126

Public Relations/Corporate Communications Executive 36 – 60 48

Public Relations/Corporate Communications Manager 84 – 144 114

Public Relations/Corporate Communications Director 180 – 228 204


Event Coordinator 30 – 48 39

Event Planner 36 – 60 48

Events Manager 48 – 96 72

Head of Events 96 – 144 120


Market Research Executive 36 – 72 54

Market Research Manager 96 – 156 126

Market Research Director 180 – 240 210


Media Relations Executive 36 – 60 48

Media Relations Manager 96 – 144 120

Media Relations Director 168 – 216 192

MARKETING

Salary Benchmarks



IT & Telecommunications



Assistant Marketing Communications Manager 72 – 108 90

Marketing Communications/Regional Communications/Public Relations Manager

108 – 168 138

Marketing Communications Director/ Public Relations Director

168 – 240 204

Manufacturing/Industrial

Marketing


Marketing Specialist 96 – 132 114

Product Marketing Manager 108 – 156 132


Media/Entertainment

Event Management & Marketing


Assistant Marketing Manager 60 – 96 78

Circulation/Marketing Manager 84 – 132 108


Events Manager 96 – 132 114

Circulation/Marketing Director 180 – 264 222

Professional Services



Marketing Executive 36 – 60 48


Marketing Director 120 – 216 168

Research Manager 96 – 144 120

Public Relations/Media Communications Manager 96 – 132 114

MARKETING


Insights

Procurement & Supply Chain

The market for shared services is likely to do well in 2017. In the last two years, a significant number of foreign companies have set up shared services centres (SSCs) in Malaysia because of the country’s well-educated, multilingual talent. While SSCs have traditionally offered information technology (IT) and finance services, an increasing number are expanding into other functions, such as procurement and order management.

A booming e-commerce industry is also likely to boost the market for last-mile logistics. Goods are no longer delivered only to large retail outlets, but directly to consumers’ homes – and the race is on to find a solution for the problem of effectively covering the “last mile”.

Over the next 12 months, commodity markets are likely to remain slow. This does not bode well for the hiring market as the sector is traditionally a major employer. In other sectors, factories are also closing and relocating to countries such as Thailand and Vietnam, which will adversely affect procurement and supply chain roles.

In this market, candidates who switch roles can expect to receive 10 to 15% increments. Those who are skilled in logistics, order management and procurement will have an advantage.

Hot jobs

Roles in logistics, order management and procurement.

Salary Benchmarks



Logistics/Warehousing/Distribution

Warehousing

Manufacturing & Production

Procurement

Logistics


Warehouse Supervisor 36 – 60 48

Assistant Warehouse Manager 60 – 84 72

Warehouse Manager 120 – 180 150

Warehouse Operations & Logistics Manager 144 – 192 168

Regional Warehouse Operations & Logistics Manager 180 – 360 270


Material Planning & Control Supervisor 36 – 60 48

Material Planning & Control Manager 120 – 180 150


Procurement Officer 36 – 60 48

Senior Procurement Officer 36 – 54 45

Assistant Procurement Manager 60 – 108 84

Procurement Manager 120 – 180 150

Senior Procurement Manager/Regional Manager 180 – 300 240

Director 240 – 360 300

Regional Head 300 – 480 390

Global Head 420+ 420+


Logistics Supervisor 36 – 60 48

Assistant Logistics Manager 60 – 84 72

Logistics Manager 120 – 180 150

Senior Logistics Manager 144 – 192 168

Director/Vice President – Operations & Logistics 300 – 420 360

PROCUREMENT & SUPPLY CHAIN

Salary Benchmarks



Supply Chain


Planner/Analyst 36 – 60 48

Senior Planner/Senior Analyst 36 – 60 48

Assistant Supply Chain/Planning Manager 72 – 108 90

Supply Chain Manager 120 – 180 150

Regional Supply Chain Manager (APAC) 180 – 216 198

Supply Chain Director 300 – 420 360

Head of Supply Chain 300 – 420 360

PROCUREMENT & SUPPLY CHAIN


Insights


Malaysia’s property and construction sector is likely to remain slow and uncertain, due to weak consumer confidence in the property market. However, the total value of property transactions remains elevated despite the low volume of sales, as prices are currently at a record high.

The construction sector has received a boost from the government’s support of infrastructure projects such as the construction of high speed railways, highways and double track works.

Over the next 12 months, the hiring market looks to be challenging due to talent shortages as well as a weakening ringgit. Malaysia continues to grapple with brain drain, and recruiting the right talent for niche technical roles will continue to be a challenge, especially for the construction and post-construction sectors.

With a record number of infrastructure projects commencing and new buildings nearing completion this year, the sector’s talent shortages will be even more significant as firms will need to hire staff in facilities management, leasing management and building maintenance.

Candidates can expect between 10 and 20% in increments when switching roles. Those with Chinese-language proficiency will be in high demand, due to strong sector investment from China. With continuing foreign direct investment from China, candidates with strong Chinese skills are in high demand in the property and construction sector. Candidates who have experience in leasing, centre and building management, and construction management, among others, will have an edge.

Construction managers and directors, quantity surveyors and contract

managers, leasing managers and directors, facilities managers

and directors in malls and office buildings.

Hot jobs

Salary Benchmarks




Consultancy

Corporate Real Estate


Property Officer 48 – 72 60

Property Manager 84 – 144 114

Project Engineer 54 – 84 69

Project Manager 84 – 120 102

Project Director 180 – 300 240

Leasing Officer 36 – 84 60

Leasing Manager 84 – 144 114

Design Manager 84 – 144 114

Facilities Officer 36 – 180 108

Facilities Manager 96 – 180 138

Facilities Director 180 – 300 240

Valuations Manager 48 – 96 72

Head of Valuations 120 – 180 150


Building Services Engineer 36 – 60 48

Technical Services Manager 84 – 120 102

Facilities Officer 36 – 60 48

Facilities Manager 96 – 168 132


Construction Project Director 216 – 420 318

Head of Facilities 144 – 240 192

Head of Engineering 240 – 480 360

Head of Security 96 – 168 132

Regional Head of Facilities 180 – 480 330

Regional Head of Engineering 240 – 480 360

Regional Head of Security 120 – 216 168

Regional Head of Corporate Real Estate 240 – 480 360

PROPERTY & CONSTRUCTION

Salary Benchmarks




Projects

Real Estate Investments


Project Officer 42 – 66 54



Interior Designer 96 – 180 138

Design Manager 84 – 144 114

Project Development Officer 42 – 78 60

Project Development Manager 84 – 144 114

Head of Development 180 – 300 240


Asset Management Manager 180 – 300 240

Portfolio Management Manager 144 – 300 222

Investment Management Manager 180 – 300 240

Head of Asset Management 180 – 360 270

Head of Portfolio Management 180 – 360 270

Head of Investment Management 216 – 420 318

PROPERTY & CONSTRUCTION


Insights

Sales

Businesses specialising in outsourced services and solution organisation are expected to perform well as the market moves towards streamlining costs amid an unstable economy. As growth in the information technology (IT), telecommunications and electronics sectors continues, the demand for talent with digital and Internet of Things (IoT) experience will continue.

With more companies moving their regional hubs to Malaysia, the country’s consumer market is expected to grow accordingly, offering local talent more regional opportunities. However, an increasing number of talent has been leaving the country for neighbours like Singapore, China and Hong Kong, due to the downturn of the Malaysian economy and political climate.

While the e-commerce sector performed well last year, its growth is expected to stabilise this year. The number of sales positions across other services sectors such as banking, property and financial services are expected to be low and employers will hire only for business-critical roles.

Other skills in demand include experience in enterprise networks, solution selling, business services, service-level agreements, trade marketing and regional distribution.

Professionals moving between jobs may expect average salary increases of 10 to 15%, down from the current 17 to 20%. Those moving within the fast-moving consumer goods (FMCG) sector may expect increases of 10-15% due to budget constraints.

Business development managers (hunter roles), sales and marketing

heads (spearheading digital and IoT transformation), business

process outsourcing roles (business development, sales, inside sales, outbound sales), trade marketing

specialists and commercial regional sales heads.

Hot jobs

Salary Benchmarks



Advertising & Public Relations Agencies

Consumer Products & FMCG

Account Management

Financial Services

Sales


Account Manager 36 – 48 42

Account Director 84 – 96 90

Group Account Director 96 – 120 108

Business Director 156 – 168 162

Managing Director/General Manager 240 – 276 258


Key Account Executive 30 – 54 42

Assistant Key Account Manager 54 – 66 60

Key Account Manager 66 – 156 111


Sales Executive 36 – 72 54

Sales Manager 96 – 156 126

Sales Director 156 – 300 228


General Sales Manager 180 – 240 210

Business Manager 180 – 240 210

Sales Director 240 – 420 330


SALES

Salary Benchmarks



IT & Telecommunication

Sales & Account Management

Manufacturing/Industrial

Sales

Media/Entertainment

Sales & Business Development


Channel Account Manager/Account Manager 60 – 108 84

Sales Manager/Global Account Director 144 – 216 180

Division Manager/Sales & Marketing Manager/General Sales Manager

180 – 216 198

Vice President/Sales & Marketing/Marketing Director

240 – 360 300


Sales Director/Business Development Director 240 – 420 330


Sales Engineer/Senior Sales Engineer 36 – 72 54

Sales Manager/Business Development Manager 96 – 180 138

General Manager/Director 240 – 360 300


Assistant Sales Manager 60 – 84 72

Sales/Business Development Manager 60 – 96 78

Advertising/Media Sales Manager 72 – 96 84

Sales/Business Development Director 144 – 180 162

Advertising/Media Sales Director 144 – 180 162


SALES

Salary Benchmarks



PR Agencies

Professional Services

Business Development & Research


Account Executive 24 – 60 42

Account Manager 48 – 84 66

Account Director 84 – 144 114

Director 144 – 180 162

Executive Director 180 – 216 198



Business Development Executive 48 – 72 60

Business Development Manager 84 – 108 96

Business Development Director 120 – 240 180

SALES


Insights

Shared Services

As more companies look to streamline their backend operations, the demand for shared services centres (SSCs) is likely to grow significantly, in both the finance and procurement markets.

Over the next 12 months, competition for top talent will be more intense, resulting in higher salaries for roles which are in demand, such as jobs in migration management or foreign language-speaking positions. More SSCs are expected to be established in the region, providing more job opportunities.

Employers will face potential hiring challenges as the demand for candidates outstrips supply, a problem made more complex by new SSCs recruiting experienced and skilled talent from competitors. As a result, salary expectations have been driven up.

Candidates who are proficient in a foreign language such as Mandarin, Thai, Bahasa Indonesian, Korean, Japanese and Vietnamese, as well as those with experience in finance migration and transition, will have an edge. In addition, those who are skilled in management reporting, Six Sigma and ERP (enterprise resource planning) will also be in demand.

Candidates who switch jobs can command increments of between 15 and 25%, depending on their seniority. Those with niche skill sets can expect to receive between 25 and 30% or more.

Migration managers, managers for R2R (record-to-report), P2P

(procure-to-pay) and O2C (order-to-cash) functions, roles in management reporting and financial planning, as well as project management roles.

Hot jobs

Salary Benchmarks

Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total remuneration (i.e. cash), excluding bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 4. Roles with foreign language requirements will have an additional RM1,000 – RM2,000 language allowance.


Shared Services

PTP

OTC

RTR

Sales Support/Billing

Others


PTP Executive/Analyst/Senior Executive 34 – 78 56

PTP Team Lead 78 – 108 93

PTP Manager 108 – 240 174


OTC Executive/Analyst/Senior Executive 34 – 78 56

OTC Team Lead 78 – 108 93

OTC Manager 108 – 240 174


RTR Executive/Analyst/Senior Executive 36 – 84 60

RTR Team Lead 84 – 120 102

RTR Manager 120 – 240 180


Sales Support/Billing Executive/Analyst/Senior Executive 36 – 72 54

Sales Support/Billing Team Lead 78 – 100 89

Sales Support/Billing Manager 110 – 144 127


General Account & Reporting 60 – 96 78

Business Reporting Analyst/Data Analyst 60 – 180 120

SHARED SERVICES

Salary Benchmarks

Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total remuneration (i.e. cash), excluding bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 4. Roles with foreign language requirements will have an additional RM1,000 – RM2,000 language allowance.


Shared Services

General Management


SSC Director/General Manager – SSC/ Managing Director – SSC

300 – 600 450

PMO/Continuous Improvement/Transition/Migration


PMO Manager 180 – 300 240

Continuous Improvement Manager 156 – 216 186

Transition/Migration Manager 120 – 180 150

SHARED SERVICES


Insights

Technology

The consumer, e-commerce, shared services and technology sectors (with a focus on testing and development) are likely to do well in 2017. This is due in part to Malaysia’s positioning as an information technology (IT) hub in Asia, as well as the expansion of Big Data.

Over the next 12 months, numerous multinationals will be seeking candidates for IT security functions such as security specialists with cloud knowledge.

With the increasing sophistication of cyberattacks, cyber security professionals will be sought after. However, Malaysia remains a talent-short market for such professionals. Companies may have to bring in such expertise internationally to build up the talent pool.

The market continues to be candidate-strapped. There will likely be a gap between candidates’ skills and the salaries they command, as employers compete to attract or retain staff.

Candidates with skills such as cloud and distributed computing, statistical analysis and data mining, web architecture, and user interface design – among others – are likely to be highly sought after.

In this market, candidates can expect to receive between 10 and 20% in increments when switching to a lateral role, and 15 to 25% when they move up the ranks. Some candidates will command up to 30% if they are skilled in particularly niche areas.

IT security, business intelligencespecialists, data analytics

specialists, web developers, mobiledevelopers, network engineers,

storage engineers, regional IT senior management, regional or global

services support, data warehousing/management and IOT experts.

Hot jobs

Salary Benchmarks



TECHNOLOGY

Financial Services

Development, Design & Architecture

Testing

Database Management

Infrastructure/Network


Analyst Programmer 72 – 84 78

Lead Analyst Programmer 108 – 132 120

Enterprise Architect 144 – 180 162

Application Development Manager 192 – 264 228


Database Administrator 42 – 84 63

Senior Database Administrator/Data Analyst 60 – 180 120

Data Warehousing/Modelling Specialist 96 – 120 108

Data Architect 96 – 120 108


Network Support 42 – 72 57

Security Analyst/Consultant 120 – 144 132

Network Engineer 60 – 120 90

Network Architect 60 – 120 90

Security Manager 180 – 240 210

Infrastructure Manager 180 – 240 210


Test Analyst 60 – 72 66

Team Lead 96 – 120 108

Test Manager 120 – 144 132

Salary Benchmarks



Support/Administration


Project Co-ordinator 84 – 120 102



Business Analyst 72 – 108 90

Senior Business Analyst 108 – 168 138


1st Level Helpdesk Analyst 36 – 60 48

2nd Level Desktop Support Analyst 48 – 72 60

3rd Level Support Analyst 72 – 96 84

Helpdesk Manager 96 – 120 108

TECHNOLOGY

Financial Services

Project & General Management

Salary Benchmarks



Commerce

Development, Design & Architecture

Testing

Database Management

Infrastructure/Network


Analyst Programmer 60 – 72 66

Lead Analyst Programmer 108 – 132 120

Application Development Manager 192 – 240 216


Test Analyst 60 – 84 72

Team Lead – Testing 96 – 120 108

Test Manager 120 – 144 132


Database Administrator 42 – 84 63

Senior Database Administrator/Data Analyst 60 – 180 120

Data Warehousing/Modelling Specialist 96 – 120 108

Data Architect 96 – 120 108


Network Support – 1st/2nd Level 42 – 72 57

Security Analyst/Consultant 120 – 144 132

Network Engineer 60 – 120 90

Network Architect 60 – 120 90

Security Manager 180 – 240 210

Infrastructure Manager 180 – 240 210

TECHNOLOGY

Salary Benchmarks



Commerce

Project & General Management

Support/Administration


Project Co-ordinator 84 – 120 102



Business Analyst 72 – 108 90

Senior Business Analyst 108 – 168 138

IT Director 192 – 216 204

Chief Information Officer 300 – 420 360


1st Level Helpdesk Analyst 36 – 60 48

2nd Level Desktop Support Analyst 48 – 72 60

3rd Level Support Analyst 72 – 96 84

Helpdesk Manager 96 – 120 108

TECHNOLOGY

MALAYSIA

Kuala Lumpur Level 27 Integra Tower, The Intermark, 348 Jalan Tun Razak 50400 Kuala Lumpur, Federal Territory Malaysia T +60 3 2302 4000 | F +60 3 2302 4001 [email protected]

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Date post:	10-Mar-2018
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