Jac Salary Analysis 2017

The Salary Analysis
in Asia
by JAC Recruitment Group
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Recruitment 10 International
A Word from the Editor
A Word from the Editor
JAC Recruitment Group was originally founded in the UK in 1975, and today acts as a recruitment
consultancy operating in 10 countries with a focus on Asia. As a Japanese recruitment consultancy offering
an unparalleled track record across the Asian region, JAC Recruitment primarily engages in recruitment of
specialists, managers and executive-class employees spanning various industries. In Japan, meanwhile,
we are the only rm in the permanent recruitment sector that is listed on the First Section of the Tokyo
Stock Exchange.
This report, The Salary Analysis in Asia 2017, is the latest version of our well-received salary
analysis, as prepared by JAC Recruitment Group drawing upon our extensive experience and record of
accomplishments amassed over our many years of conducting business in Japan and throughout the rest
of Asia.
While this year s report is arranged in the same format as those of previous years, we have updated
relevant content while also making overall stylistic improvements.
I hope this report is of interest to you in regards to the recruitment market in Asia.
NOTE: The individualised nature of job requirements poses challenges in terms of compiling salary level
benchmarks. As such, we would welcome any questions or comments you might have in this regard, and
will furthermore consider such feedback in preparing future versions of this report.
JAC Recruitment Group1975

10
Toshihiro Kurozawa
Fellow
JAC Recruitment
The Salary Analysis in Asia 2017 by JAC Recruitment Group 2017 JAC Recruitment Group
Index
Index

Index
page page
1 How to Read the Tables 1
Request for Reader Feedback and Registration
2 Topics 2
4 Japan 4
6 Back Ofce 6
12 Banking and Financial Services 12
16 Consumer Goods 16
20 Healthcare 20
24 Information Technology 24 IT
28 Manufacturing 28
34 Service Industry 34
38 Web Industry 38 Web
42 Singapore 42
50 Malaysia 50
58 Indonesia 58
66 Thailand 66
72 Vietnam 72
80 Hong Kong 80
88 China 88
96 Korea 96
102 India 102
108 Ofce Locations 108
JAC Recruitment Group

We became the rst Japanese recruitment consultancy to commence business in the UK in 1975, and now
operate in 25 locations overall, including the UK, Singapore, Japan, Malaysia, Indonesia, Thailand, China,
South Korea, Hong Kong, Vietnam and India, whilst still maintaining important strong local foundations as
a recruitment consultancy in each of our locations.

1975 JAC Recruitment
25

Disclaimer
JAC Recruitment Group shall not be held liable for any actions whatsoever carried out by readers of this report. Accordingly, the reader maintains sole
responsibility for use of information contained herein.
The content of this report has been compiled on the basis of assessments made by JAC Recruitment Group using currently available information. Accordingly, in
some cases the gures presented may vary from actual comprehensive industry and market data. Moreover, in some cases data herein may vary signicantly
due to the highly individualized nature of business transactions in the recruitment market resulting from the limited scope of information in terms of positions
offered and human resources available.
Content on minimum wages and other such legal and regulatory information is provided solely with the aim of providing an overview of labour markets.
Accordingly, because the legal integrity of such data is not guaranteed, the reader maintains sole responsibility for use of content herein.
The Salary Analysis in Asia 2017 by JAC Recruitment Group 2017 JAC Recruitment Group
How to Read the Tables/Request for Reader Feedback and Registration
How to Read the Tables/Request for Reader Feedback and Registration
How to Read the Tables
Multi-national corporations which are globally headquartered

MNC (multinational corporation) either in Europe, North America or Australia-New Zealand (outside
of the surveyed country)
Corporations which are globally headquartered within the surveyed

Local Company
country
Locally hired members of the workforce employed in positions that

Local Staff do not require English or Japanese language skills unless it is the
ofcial language of the surveyed country
The annual salary data presented herein has been collected from job enquiries that we have received over the past year and from the
insights of our consultants. The compensation data shown in the tables refer to total annual gross income, often excluding irregular
bonuses and/or incentives.
N/A ( not applicable ) is indicated with respect to either market segments that are not handled by JAC or those for which the sample
size is insufcient.
The exchange rates presented herein are current as of October 24th, 2016. The information within the overviews of the countries and
industries presented herein are current as of the third calendar quarter of 2016.
* This document was originally created in Japanese.
MNC (multinational corporation)
Local Company

Local Staff

N/A
2016 10 24 2016 IMF 2016

Request for Reader Feedback and Registration
This report has been prepared on the basis of ndings of JAC Recruitment Group, the largest Japanese
recruitment agency in Asia. As such, we greatly value reader feedback since it will enable us to improve
the content and clarity of future editions. In order to provide feedback, please visit our website via the link
shown below.
Also, we encourage readers of this report to register with us by providing their e-mail address via the link
shown below in order to receive revisions to this report, details regarding the release of future editions
and other such updates.
URL
URL e-mail
URL: http://www.jac-recruitment.jp/sa/
The Salary Analysis in Asia 2017 by JAC Recruitment Group 2017 JAC Recruitment Group 1
Topics
Topics

How Japanese companies in Asia can gain personal reasons for electing to join a Japanese rm, which
an employer can draw on to attract potential employees. For
a competitive edge over foreign-owned instance, some career changers seek a job with a Japanese
company because they maintain favourable sentiment
MNCs in the region regarding Japan or because they desire a career that enables
Katsuhiro Yamashita them to put their Japanese language capabilities to use. Even
Managing Director in cases where a prospective employer is unable to modify
JAC Recruitment Thailand salary structures, it may be possible instead to combine
some of the above advantages of a company or job, with the
Many Japanese companies doing business abroad aim of seeking candidates who are drawn to those particular
harbour concerns regarding employee recruitment. In enticements. Obviously this strategy alone won t always
particular, the matter of addressing shortages of managerial resolve recruitment challenges, but it is one that might help a
talent stands as one issue that such companies face Japanese company at least make up for lower salary offers.
throughout the world. Below, we consider reasons why
Japanese companies abroad grapple with difculties when it Post-recruitment managerial framework
comes to attracting managerial talent. Japanese companies tend to have certain weaknesses
as employers, even in cases where recruitment has been
Misconceptions involving remuneration package successful. For instance, many Japanese companies face
disparities managerial difculties in terms of failing to make effective use
With the exception of Japan, South Korea and of new recruits in their operations abroad. We have identied
Singapore, labour costs are lower across the board in the three common scenarios in this regard, as follows.
ten countries and regions covered in our investigation. Also,
we find that most Japanese companies abroad struggle to 1.An employee is made an immediate supervisor of local
recruit talent at the manager, senior manager and director nationals, upon promotion gained due to his or her personal
level. This is largely attributable to differences with respect connections or skills that are useful exclusively in-house
to wage curves as perceived by Japanese companies In the Asia region outside of Japan, a high percentage
in contrast to realities on the local level. Wage curves of the top local employees often tend to resign from a
of Japanese-owned companies are fairly flat when viewed company out of a sense of disappointment if an individual who
relative to wage curves on a global basis. For instance, not lacks English ability or is unable to take a rational approach
only are wage curves of Japanese-owned entities moderate to business is promoted to a supervisory position. On top of
in comparison with those of European- or U.S.-based MNCs, that, any rumours of such a situation are likely to damage the
they are also gently sloping in comparison with wage curves reputations of other Japanese companies in the area.
in local markets including those of China and Thailand
(refer to illustration shown). Such misconceptions result in 2.Communications with Japanese headquarters becomes strained
diminished competitiveness of Japanese companies, given due to a lack of foreign language ability among head office
that such erroneous perceptions give rise to disparities employees
between remuneration assumptions of Japanese entities and English acts as the common language of most global-
local market realities which become more pronounced as the HQs in Europe and the U.S. Also, top employees who have
seniority of a candidate rises. worked for global companies sometimes express concerns
Even though the notion of widening socio-economic regarding the prospect that a lack of English-language ability
inequality is seen as a problem facing Japanese society, at the Japanese head office could impede communications,
wealth disparity is quite minimal in Japan when viewed which would in turn result in work-ow inefciencies. In order
from the perspective of other countries in Asia. However, for companies to achieve success, they need to develop their
this situation is often either misunderstood or otherwise competitive strengths when it comes to recruitment overseas.
downplayed by Japanese people and Japanese head ofces in To that end, corporate management must ensure that
particular. employees seconded from Japan to overseas operations have
As such, non-Japanese MNCs tend to pay higher sufcient foreign language ability. Management also needs to
salaries than do Japanese-owned companies, as our develop means of ensuring that overseas operations are able
investigation shows, which results in a situation where the to communicate with the Japanese head ofce in English.
more talented a local professional is, the more likely he or
she is to make a career change to a European- or U.S.-based 3.Glass ceilings
MNC (or other global rm) that offers the individual a better European and U.S. MNCs overwhelmingly tend to
employment package. One means of resolving this issue pursue localization efforts which involve ensuring that local
would be for Japanese companies to develop remuneration nationals occupy top managerial positions. In more than 20%
packages oriented to pay structures (wage curves) differing of European and U.S. MNCs in Thailand, a Thai national serves
from those of the Japanese head ofce. In so doing, managers in the top managerial position, and in more than 60% of such
needs to make comparisons between their own company and rms a Thai national has been assigned to the second-ranking
nearby Japanese entities, while also incorporating pay levels managerial post. In contrast, Japanese companies ordinarily
of the market overall. send a Japanese national to occupy respective top managerial
posts in Thailand. This results in a situation where the best
Drawing on appealing job advantages other than Thai managers often opt to seek employment with other
remuneration packages companies upon having given up on the prospect of career
Salaries aside, there are other attributes inherent advancement with a Japanese company.
in job offers that potentially enable companies to gain
a competitive edge over rival firms when it comes to To prevail globally, Japanese companies need to draw on
recruitment. In that regard, let s consider factors that can their inherent strengths while pursuing initiatives that involve
make job offers of Japanese companies more attractive to developing global talent and taking a bold approach to localising
recruits than those of rival companies, despite offering lower overseas operations. To such ends, Japanese firms abroad
salaries. Some Japanese companies have been known to need to employ superior talent locally to play managerial roles.
attract recruits by leveraging distinctive attributes of the That is JAC Recruitment s vision for ensuring that Japanese
company or job, through advantages with respect to: 1. health companies operate successfully on the global stage.
and welfare benefits; 2. education and training programs;
3. family-like corporate cultures, and; 4. sophisticated Finally, we hope that the ndings of our investigation
technologies and premium-quality merchandise or services. help managers develop more effective human resource
There are also cases where job candidates themselves have strategies.
2 The Salary Analysis in Asia 2017 by JAC Recruitment Group 2017 JAC Recruitment Group
Topics
JAC Recruitment 1.

2.

10

3.

20 60
No.2

Figure: Salary by Position Level
Japanese Company

Market Price
Non-Management Manager Senior Manager Director

*The figure is for concept image only.
Japan
Japan
[Market Overview]
Economic Trends
Nominal GDP: USD 4.7 trillion
Real GDP growth rate: 0.5%, 0.5% (2015), 0.0% (2014)
Consumer price ination: 0.2%, 0.8% (2015), 2.7% (2014)
Foreign investment: In 2015, foreign direct investment in Japan decreased for the rst time in four years, declining by
a substantial 46% year on year. The amount of inward direct investment fell below investment outows, resulting in an
overall net outow. Foreign direct investment amounted to 4.9% of GDP in 2015 .Over the rst ve months of 2016 (January
to May) the net inow of investment increased by 281% year on year.
Total population: 127 million; Workforce: 64.24 million; Unemployment: 3.2%, 3.4% (2015), 3.6% (2014)
Recruiting Trends
Language and education: Japan s rate of university enrolment is 51%. A large majority of the population receives a basic
level of English education throughout the nation s compulsory higher grades of primary school (2 years) and middle school
(3 years), and throughout high school (3 years) which 97% of the population attends after graduating from middle school .
Nevertheless, the percentage of the workforce with practical business level English language prociency is near the bottom
of global rankings. Business is generally conducted in Japanese.
Regulations governing employment of foreign nationals: Japan has been easing regulations affecting the employment of
foreign nationals unlike certain other Asian nations that have recently been tightening up on the criteria for issuing work
permits.
In September 2016, Japan s ratio of job offers to job seekers reached 1.38, the highest level since 1991 soon after Japan s
bubble economy peaked (according to gures released by the Ministry of Health, Labour and Welfare). One development in
particular that has stood out over the past year has been a trend of increasing recruitment of full-time employees.
The Japanese government has postponed the consumption tax increase which had been set to take effect in April 2017
as global economic instability has given rise to uncertainties regarding the economic outlook. Nevertheless, given the
landscape as of September 2016 it seems likely that last year s strong appetite for hiring new recruits will continue
throughout 2017 across a wide range of industries.
Over the last several years the need to recruit employees who can engage in overseas operations has risen, particularly
given the increasingly bold moves by Japanese corporations with respect to overseas expansion. Over the first eight
months of 2016 (January to August) the number of new job offers related to overseas operations increased by 36%
year on year (according to JAC). Of particular note is the growing need for the recruitment of mid-career professionals,
not only in the manufacturing sector where such recruitment has been strong for some time, but in recent years also by
service-sector companies. This is particularly the case in the IT industry as such companies increasingly move to expand
operations into Asia. Japanese companies have been hiring more professionals originally employed by foreign MNCs as
Japanese rms move to strengthen global operations. This marks a shift from the previous one-way ow of talent from
Japanese companies to foreign MNCs, which has resulted in a much more active market for recruitment of mid-career
professionals in the 40-plus age demographic. The recruitment market has also been active in terms of companies seeking
executive talent. This includes companies located outside of Japan s metropolitan areas seeking top management with
respect to lling vacated positions and oversight of overseas business particularly given measures being taken by the
Japanese government in that regard.
Strong overall hiring demand has been fuelling competition in the recruitment realm among many corporations aiming
to attract top talent, even amid a scenario of employees ooding into the job market as major prestigious companies
restructure operations.
Salary Trends
Although 2016 was even more of a candidates market for recruitment than 2015, wages tended to range from unchanged
to only slightly higher than before.
Generally speaking, there is an approximate difference in salaries of between 10% and 20% across equivalent positions in
the Tokyo metropolitan area against those of the Kansai region (Kansai salaries being lower than those in Tokyo), but it is
important to understand that there are also differences between the two regions in terms of housing costs and other living
expenses. On the other hand, salaries with respect to scarce human resources have been surging in rural areas of Japan,
largely due to difculties companies face in nding top talent in such areas.
English speakers: English speaking professionals tend to attract salaries that are 10% to 20% higher than those with the
same level of work experience who do not speak English, which reects the increasing globalisation of Japanese companies.
Salaries in MNCs in Japan tend to be 20% to 30% higher than those of Japanese companies, partially because such rms
often require English prociency. In some industries, salaries of foreign-owned rms are as much as 50% to 100% higher.
On the other hand, however, Japanese companies tend to provide better health and welfare benets, such as housing
allowances, in comparison with MNCs.
Salaries of Spanish speakers have been increasing sharply due to a tight market for such job candidates as companies in
the automotive industry shift production to Mexico.
In Japan, salaries offered to job changers are often substantially influenced by internal seniority-based pay scales of
Japanese corporations. In other words, there are many cases where an individual making a career change is offered a
salary on par with his or her previous salary. Salaries in Japan also tend to greatly hinge upon an employee s number of
years of experience and age.
Salaries of public servants range from around JPY 3 million to JPY 7 million (national public servant career track, non-
managerial positions).
Base salaries of factory workers range from around JPY 250,000 to JPY 300,000 per month. Base salaries of shop assistants
range from around JPY 150,000 to JPY 250,000 per month.
The statutory minimum hourly wage increased by approximately 3% from October 2016. The minimum hourly wage for
respective cities and prefectures is as follows: JPY 932 (Tokyo), JPY 930 (Kanagawa Prefecture), JPY 883 (Osaka), JPY 819
(Hyogo Prefecture), and JPY 845 (Aichi Prefecture). The lowest minimum wage is JPY 714 (Okinawa Prefecture).

Japan
[ ]
GDP4.7
GDP 0.50.52015 0.02014
0.20.82015 2.72014
462015 4
GDP 4.92015 2016 1 5
281
1.27 6,424 3.23.42015 3.62014
512
3
973

2016 9 1.38 1991
1
2017 4
2016 9 1
2016 1 8
36
IT

40

2016 2015
10 20

1-2 20 30
50 100

300 700 I
25 30 15 25
2016 10 3932
930 883
819 845 714
Japan
Japan : Back Ofce
Back Ofce
[Market Overview]
Market Trends
Japanese manufacturers continue to steadily expand their operations globally. Such companies face mounting needs to
fortify their functions of internal control and internal audit on a global basis, particularly in the wake of successive reports
by the media on issues involving corporate governance.
Companies in the internet, gaming and services sectors continue forging ahead in arranging initial public offerings as well
as mergers and acquisitions. Such activity will most likely remain robust in the latter half of 2016, given that an increasing
number of companies in Japan have been pursuing IPOs, encouraged by Tokyo s hosting the Olympic Games in 2020.
Financial institutions are up against a deteriorating business environment due to developments that include negative
interest rates and the outcome of the Brexit referendum.
Recruiting Trends
The trend of Japanese companies hiring professionals originally employed by foreign MNCs continues unabated. However,
these rms have been taking a cautious approach to the recruitment process in that regard, to avoid issues involving
employer-employee mismatch.
Another employment trend gaining momentum among Japanese companies is that of such firms promoting diversity
through initiatives that including hiring more foreign nationals and actively recruiting more women for managerial
positions.
In the IPO market, there have been many job openings for occupations that include IPO ofcers who oversee IPO projects,
CFOs who set up management frameworks, administration managers, and other positions ranging from manager to
senior manager level in areas such as accounting, general affairs and internal auditing. In this regard, companies have
overwhelmingly been seeking candidates capable of taking on a player-manager role in launching back ofce operations
from scratch.
Companies in service-related industries are becoming increasingly interested in hiring lawyers, CPAs, certied internal
auditors (CIAs) and other professionals with credentials and qualications. Such professionals are sought after to help
companies with objectives that include setting up new operating units such as those handling overseas legal affairs,
developing in-house legal affairs operations staffed by attorneys, and pursing tasks related to equity market listings.
Employers are tending not to take a negative view of short gaps in employment histories of such candidates, and are
taking a particularly high interest in job seekers offering a high level of English language prociency.
In the banking and nancial services industry, there continues to be strong demand for specialists in elds such as legal
affairs, internal auditing and taxation, particularly among companies aiming to improve corporate governance practices.
Many companies in this sector have been seeking global talent, with around half of all job postings calling for candidates
with English language ability.
An increasing number of foreign MNCs and other rms have been seeking English-speaking HR business partners (HRBPs)
and recruiters in order to strengthen their recruitment capabilities. Many such companies maintain high expectations with
respect to job candidates, and as such it usually takes a long time for them to satisfy such objectives.
Audit, tax accounting and consulting rms have been generating positive results, and consequently the large rms in these
business categories have been each been aiming to recruit around 1,000 new employees. As such, these rms urgently
need to increase their workforces, including numbers of back ofce personnel.
Salary Trends
Some Japanese manufacturers have been relatively exible in terms of making salary offers that take remuneration levels
sought by candidates into account. On the other hand, some others have been keeping salary levels unchanged from the
amounts listed on salary tables, while instead opting to lower their standards for candidate selection.
Companies considering an IPO have a strong tendency to offer somewhat conservative salaries. This is because such rms
often have fewer than 100 employees and lack nancial muscle given that most are fairly new companies. These employers
often struggle to attract employees of sufcient quality because such rms often make salary offers that are low in relation
to respective employment roles.
Many nancial companies are becoming more selective in the recruitment process, but are also making rm annual salary
offers based on the amount of remuneration paid by a candidate s previous employer. However, such companies are
tending to make exceptional salary offers less often than before.
Irrespective of industry, job candidates have increasingly been asking for salaries somewhat on the high side, given the
prevailing seller s market for those seeking employment. Candidates have also been negotiating benets when salary offers
are made, which is often resulting in them ultimately receiving even higher remuneration amounts.

Japan : Back Ofce
[ ]

Web Game Service IPOM&A 2020 IPO
2016
EU

IPO IPO CFO

TAX

HRBPHR

1000

IPO 100

Accounting & Finance
Japan : Back Ofce (JPY 10K = USD 96)
( Unit : Japanese Yen (0,000)/ a year )
Position Details Japanese Company MNC
CFO 900 - 2,000 1,000 - 3,000

CFO/Administration Manager
(include AC,GA,HR) Senior Manager 700 - 1,500 800 - 1,500
CFO/
*Overseas 700 - 1,200 N/A
Non-Managerial 600 - 900 600 - 1,000

Financial Controller

Manager ~ 800 - 1,300 800 - 2,000
Non-Managerial 500 - 700 500 - 900

Financial Analyst

Manager ~ 700 - 1,000 700 - 1,200
Junior 350 - 500 350 - 500
Senior 400 - 700 400 - 800

Accountant

Manager 500 - 900 700 - 1,200
Senior Manager 800 - 1,300 1,000 - 1,500
Non-Managerial 500 - 800 600 - 800

Finance

Manager 700 - 1,000 700 - 1,000
Non-Managerial 500 - 800 500 - 800

Tax

Manager 700 - 1,100 700 - 1,100
Non-Managerial 500 - 800 N/A

Investor Relations

Manager ~ 700 - 1,200 N/A
Manager Level

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

800 - 1,200 900 - 1,500
Director Level

1,000 - 4,000 1,000 - 4,000
Internal Control / Audit

Audit & Supervisory Board Member

700 - 1,000 N/A
Non-Managerial 500 - 900 600 - 1,000

Internal Audit

Manager 800 - 1,200 800 - 1,200
*Internal Audit for Overseas Subsidiary

700 - 1,000 N/A
Manager Level

700 - 1,000 700 - 1,000

800 - 1,500 800 - 1,500
Director Level

1,000 - 2,500 1,200 - 3,000
* Overseas Assignment / Internationally Related Position
General Affairs
(JPY 10K = USD 96)
Japan : Back Ofce

General Affairs

400 - 600 400 - 600
Facility

450 - 700 600 - 800
Shareholders Meeting

500 - 800 N/A
Manager Level

500 - 700 600 - 1,000

700 - 1,200 800 - 1,500
Director Level

1,000 - 2,000 N/A
Corporate Communications / Internal Communications

Non-Managerial Level

400 - 800 450 - 800
Manager Level

700 - 1,000 800 - 1,100

900 - 1,500 1,000 - 1,500
Director Level

1,200 - 2,000 1,200 - 2,200
Legal
Non-Managerial 500 - 800 500 - 1,000

Legal (Contract, Lawsuit)

Manager 700 - 1,200 700 - 1,500
Non-Managerial 500 - 1,200 600 - 1,300

Compliance

Manager 800 - 1,500 900 - 1,500
Lawyer

700 - 1,200 800 - 1,500
*International Legal Affairs

600 - 1,100 700 - 1,200
Patent (Intellectual Property, Trade Non-Managerial 500 - 900 600 - 1,000

Mark)
Manager 700 - 1,100 800 - 1,200
Patent Attorney

600 - 900 700 - 1,100
Manager Level

700 - 1,000 800 - 1,200

900 - 1,500 1,000 - 1,500
Director Level

1,000 - 2,000 1,200 - 2,500

Japan : Back Ofce (JPY 10K = USD 96)
Human Resources ( Unit : Japanese Yen (0,000)/ a year )
Non-Managerial 500 - 800 500 - 800

Human Resource System Planning

Manager 700 - 1,000 700 - 1,000
*Global Human Resource

500 - 1,100 600 - 900
Non-Managerial N/A 600 - 800

Compensation & Benet

Manager N/A 700 - 1,200
Payroll and Benets
/
400 - 650 400 - 700
Labor Negotiation / Labor Management

500 - 800 N/A
Junior 400 - 500 450 - 600

Recruiting

Senior 500 - 800 600 - 1,000
Manager 600 - 1,000 700 - 1,200
Non-Managerial 450 - 700 500 - 800

Training

Manager 600 - 1,200 700 - 1,200
Organisational Development

600 - 800 700 - 1,200
Manager Level

600 - 800 600 - 1,000

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

1,000 - 2,000 1,000 - 3,500
Corporate Planning / Business Planning

Non-Managerial 400 - 800 500 - 900

Corporate Planning

Manager 700 - 1,200 700 - 1,200
Initial Public Offering

600 - 900 N/A
*Management of Oversea Subsidiaries

500 - 800 N/A
Business Planning / New Business Non-Managerial 500 - 1,000 600 - 1,300

Development
Manager 800 - 1,500 800 - 2,000
*Global Business Planning

600 - 1,100 800 - 1,200
Manager Level

600 - 1,000 700 - 1,200

900 - 1,500 1,000 - 1,500
Director Level

1,000 - 3,500 1,200 - 3,500
Japan
Japan : Banking & Financial Services
Banking and Financial Services
[Market Overview]
Market Trends
Japanese companies have generally been persisting with efforts to strengthen their overseas-related business, while also
reinforcing their operations in Japan.
Companies particularly in the banking, leasing and insurance industries have been upgrading their fintech-related
operations and taking steps to build business geared to overseas markets, including that which involves overseas
geographic expansion, acquisitions and investment. In Japan, such companies have been reinforcing their retail operations.
In the securities industry, companies have been augmenting investment in key business areas due to concerns of market
volatility. They continue to focus their attention on areas related to investment banking services, with respect to enhancing
services involving M&As and cross-border business in particular.
In the real estate nancing industry, companies have been expanding their operations due an upbeat market environment.
Companies engaged in business involving investment funds and venture capital continue to generate favourable results
with respect to operations involving business succession and rehabilitation for locally based companies and SMEs.
Business conducted by banking and nance sector MNCs in Japan is still rather limited. There have been many cases where
such companies have opted to withdraw from Japan or relocate business units to locations overseas, amid a business
climate of retrenchment ensuing since last year. In order to boost employment in this sector and attract new entrants, the
Japanese government would need to drastically ease regulations and implement solutions to issues inherent in the nation s
tax system. Amid this environment, MNCs based in Japan which conduct business with Japanese business enterprises
have been generating sound results. Recovery is occurring with respect to trade and cash management services offered by
foreign banks and business conducted by non-life insurers, insurance brokers and other such rms.
Recruiting Trends
Recruitment by Japanese companies in banking and financial services has remained strong in fields other than the
securities and asset management industries. Meanwhile, recruitment plans of many companies remain largely unchanged
from those of last year. Companies in the securities and asset management industries have been focusing on recruitment
mainly in their respective specialised areas of business. However, companies in the real estate nancing industry have
been taking steps to expand their workforces.
There has been strong demand in this sector for recruitment in positions related to international operations, risk
management, information systems and other such specialities. With respect to international operations, companies
have been seeking candidates with a wide range of skills encompassing areas that include cross-border nance, M&As,
screening, international planning and management of operations. In the risk management eld, companies have been
seeking candidates in areas involving credit and market risk, as well as people who understand regulatory and compliance
matters. Demand also continues to be strong for candidates in the realm of system audits and information security. In
addition, there has been substantial demand with respect to ntech-related employment, which is in stark contrast to the
situation in 2015. In the ntech realm, there have been job openings for positions associated with operational streamlining
and business strategy, along with extensive demand for investment managers and other such professionals.
An increasing number of job openings continue to require foreign language prociency. Given that few employees in Japan
have a high level of English language ability, those with experience in the international business realm and are uent in
English have been generating a particularly high level of interest.
There is some demand for the recruitment of foreign nationals, albeit on a somewhat limited scale. In particular, demand
has been very limited with respect to recruitment of foreign nationals to positions offering possibilities of overseas
assignment. This is due to the perception of there being a high risk of problems involving signicant differences in how
foreign staff are treated in comparison with local hires.
There has been demand among MNCs for recruitment of replacement staff and professionals in certain key business
sectors.
Some companies have been taking steps to increase staffing of front office operations particularly involving business
geared to Japanese companies.
Banks and securities companies have been hiring candidates to ll key positions involving trade nance, M&As and private
banking services.
Insurance companies and asset management rms have been keeping their recruitment of specialists to a minimum, with
such hiring centred on positions in the realm of sales and marketing support.
For the most part, MNCs in Japan tend to hire candidates with English prociency. On the other hand, there have been
many cases where those with retail operations experience are hired even though they lack English ability.
Demand for the recruitment of foreign nationals has been limited even among MNCs in Japan.
Salary Trends
Both Japanese companies and MNCs have been facing a tightening labour market with salary offers remaining at high
levels. The environment is now conducive to employers offering annual incomes that are more in line with respective
careers, which somewhat mirrors the situation prevailing when the industry was performing well. Still, the upward trend is
less substantial than is the case in some other industries.
Remuneration offered by employers has been trending higher for positions requiring specialised skills and involving
business improvement in areas related to international business, risk management, information systems and other such
realms.
In the nancial sector there has tended to be a wide range of annual salaries even with respect to the same positions,
particularly when it comes to front ofce jobs. This is because a high proportion of compensation packages for those jobs
are linked to performance achieved in previous employment and results attained after joining the company. There have
also been many cases where there is no signicant correlation between job titles and salaries, nor between job titles and
scope of authority.

[ ]

M&A

M&A

2015 Fintech
Fintech

M&APB

Sales
Japan : Banking & Financial Services (JPY 10K = USD 96)
Corporate Sales

500 - 1,200 700 - 1,200
Finance Institutions Sales

600 - 1,200 700 - 1,500
Sales for Agencies

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

400 - 1,000 500 - 1,000
Manager Level

700 - 1,200 800 - 1,200

1,000 - 1,500 1,000 - 2,000
Director Level

1,200 - 4,000 1,500 - 5,000
Specialist area
(JPY 10K = USD 96)

Structured Finance

600 - 1,200 700 - 1,200
Advisory

600 - 1,200 700 - 1,500
M&A Adviser
/
600 - 1,200 600 - 2,000
Private Equity

800 - 1,300 1,000 - 2,000
Fund Manager & Analyst
/
500 - 1,500 600 - 1,500
Trader & Dealer
/
600 - 1,500 800 - 1,500
Non-Managerial 500 - 1,000 500 - 1,000

Real estate nance

Manager ~ 700 - 1,200 700 - 1,200
Actuary etc.

600 - 1,200 600 - 1,200
Screening

600 - 1,000 600 - 1,000
Risk Management

600 - 1,500 700 - 1,500
Marketing and Planning Non-Managerial 500 - 1,000 600 - 1,000

Manager ~ 700 - 1,500 700 - 2,000
Operation Planning

600 - 1,000 700 - 1,100
Non-Managerial 400 - 800 600 - 900

Back ofce (Operation)

Manager ~ 700 - 1,200 800 - 1,400
Back ofce (Investment & Lending / Non-Managerial 500 - 800 500 - 800
Settlement / Deposit)
Manager ~ 700 - 1,200 700 - 1,400
Non-Managerial 500 - 700 500 - 800

Back ofce (Insurance)

Manager ~ 700 - 1,000 800 - 1,100
Manager Level

800 - 1,500 600 - 1,500

900 - 2,000 800 - 2,000
Director Level

1,000 - 4,000 1,500 - 5,000
Japan
Japan : Consumer Goods
Consumer Goods
[Market Overview]
Market Trends
In the consumer goods sector, Japanese companies have been taking aggressive action to increase sales and boost market
share, particularly in overseas markets.
An increasing number of companies in the Kansai region s cosmetics and miscellaneous goods industry have been aiming
to establish new sales channels in areas such as cross-border electronic commerce with their sights set on expanding
business overseas.
MNCs in the consumer goods sector continue to place high priority on investments in emerging countries promising higher
potential for market growth, while the importance they place on the Japanese market remains unchanged. There has been
a tendency for them to locate their Asia-Pacic headquarters either in Singapore or the Chinese cities of Shanghai and
Hong Kong.
Recruiting Trends
Japanese companies in the consumer goods sector increasingly need to recruit people skilled at navigating business
abroad, including duties such as handling overseas representation, launching operations and developing sales channels.
Japanese companies have also been hiring senior managers and junior staff members originally employed by MNCs, with
the aim of strengthening overseas business operations. These companies particularly value such senior managers for the
way they approach their jobs in terms of their sense of speed and decision-making abilities.
English language proficiency is becoming increasingly essential for employment in the consumer goods sector. Many
employers are seeking candidates who have achieved a score of no less than 650 points on the Test of English for
International Communication (TOEIC). Demand for employees who speak English plus another foreign language has also
been on the rise. A growing number of employees aspire to take part in overseas business trips more frequently and would
like more opportunities to use English.
An increasing number of companies have also been redoubling efforts to hire more mid-career professionals, given
difficulties they face recruiting new graduates. However, with respect to mid-career staff recruitment, there is now a
notable tendency for companies to seek employees who are equipped with business-ready skills, such as foreign language
prociency and the capacity for self-reliance in approaching tasks. This compares to the situation during 2005 and 2006
when job requirements were slightly more relaxed.
In the Kansai region s sporting goods industry, multiple employers have been seeking managerial level candidates to take
charge of outdoor shoe brands. Many companies in this sector, including new venture companies, have been setting their
sights on launching IPOs. There has also been a tendency among companies aiming to establish new business operations
to seek senior management from other companies for positions entailing planning of operations and sales, as well as other
such aspects of business.
Now that companies in Japan s consumer goods sector are becoming more accustomed to employing foreign nationals,
the scope of recruitment in that regard has broadened to include mid-career employees. However, the high turnover rate
among such employees is perceived as a problem.
In recent years, MNCs in the consumer goods sector have been placing greater focus on hiring more new recruits in
emerging economies rather than in Japan. As a result, the recruitment market in Japan has been more focused on
employee replacement associated with staff turnover. On the other hand, some companies have been aggressively
recruiting employees in order to support forward-looking investment strategies. Such companies include entities that have
been generating favourable results in the Japanese market, and others that have been relaunching recruitment campaigns
seeking candidates for positions where hiring had been curtailed in recent years.
Employers in the consumer goods sector are seeking candidates with higher levels of English language prociency than
before. There have also been many positions calling for genuine English-language uency, above and beyond the standard
advanced level of prociency due to the increasing amount of reporting to overseas destinations.
Companies in the consumer goods sector have been showing a tendency to pursue one of two diverging strategies when it
comes to hiring foreign nationals (some are increasing their hiring of foreign nationals and others are not).
An increasing number of individuals originally employed by MNCs have been actively seeking positions with Japanese
companies. Such changes of employment involve scenarios that include: 1.) top managers of MNCs in Japan becoming top
managers of Japanese companies, 2.) individuals switching to the worldwide headquarters of a Japanese company, rather
than merely working at an MNC s Japanese branch ofce, and 3.) individuals switching to a Japanese company because
they can t envision ongoing employment with an MNC stretching on until retirement.
Salary Trends
Japanese companies in the consumer goods sector are showing a tendency to make higher remuneration offers overall
than was the case last year. For instance, there have been some notable examples where Japanese companies have sought
to hire candidates originally employed by MNCs that provide better terms and conditions of employment than normally
offered by the respective Japanese employers. To hire such employees, some Japanese employers have made changes to
their performance evaluation, remuneration and personnel schemes so that it would be possible to present candidates with
remuneration offers exceeding compensation amounts provided for in conventional salary schemes.
MNCs in the consumer goods sector are showing a tendency to make somewhat higher remuneration offers overall. For
instance, competition for human resources has been particularly fierce among companies in the healthcare industry
(pharmaceuticals and medical equipment), where firms are paying high salaries and actively recruiting staff. This has
resulted in an increasing number of cases where potential recruits are offered salaries at the top of the salary scale for a
given position. In cases where it is not possible to make adjustments to base salary amounts, some companies have been
making up for respective shortfalls through the addition of employee incentives and lump-sum payments. There have also
been notable cases where companies have hired employees at or above the standard maximum salary, and then once a
hiring decision is made immediately embarking on efforts to overhaul compensation schemes so that the company can
raise the employee s salary once he or she begins employment.

[ ]

EC

APAC HQ

TOEIC 650

2005 2006

IPO

Sales
Japan : Consumer Goods (JPY 10K = USD 96)
Non-Managerial 400 - 700 400 - 700

Corporate Sales

Manager 550 - 900 600 - 950
Non-Managerial 450 - 700 500 - 800

*Overseas Sales

Manager 600 - 900 N/A
Non-Managerial 400 - 650 400 - 700

Sales for Department Stores

Manager 500 - 700 550 - 900
Non-Managerial 400 - 600 500 - 650

Sales for Volume Retailers

Manager 500 - 800 550 - 900
Area Manager / Supervisor
/
450 - 700 500 - 800
Store Manager

400 - 600 500 - 800
Non-Managerial 450 - 650 500 - 800

Sales Planning

Manager ~ 600 - 1,000 650 - 1,200
Manager Level

550 - 900 600 - 1,000

800 - 1,300 800 - 1,500
Director Level

1,000 - 4,000 1,000 - 5,000
Specialists
Non-Managerial 450 - 750 500 - 800

Product Manager / Brand Manager
/ Manager 700 - 1,100 700 - 1,100

Senior Manager ~ 800 - 1,500 900 - 2,000
Marketing Research

500 - 700 600 - 850
Product Planning / Non-Managerial 400 - 600 400 - 600

Product Development
Manager 550 - 800 600 - 800
Non-Managerial 600 - 800 450 - 900

Forcasting

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

400 - 600 500 - 800
*Global Procurement

450 - 800 550 - 900
Specialists
(JPY 10K = USD 96)

*Trading (Export)

400 - 550 400 - 600
*Trading (Import)

400 - 650 500 - 700
Non-Managerial 400 - 600 450 - 600

Production Management

Manager 500 - 800 600 - 900
Food R&D (Research & Development)

500 - 700 500 - 700
Cosmetics R&D (Research & Development)

500 - 700 600 - 900
Non-Managerial 400 - 600 400 - 700

PR (Public Relations)

Manager 500 - 1,000 600 - 1,100
Direct Marketing / Non-Managerial 450 - 700 500 - 700

Database Marketing / CRM
/
/ CRM Manager 600 - 900 600 - 1,000
Non-Managerial 450 - 700 500 - 700

Store Development

Manager 700 - 1,000 700 - 1,300
Trainer (for shop assistant)

400 - 700 500 - 800
Non-Managerial 400 - 600 400 - 700

MD (Merchandiser)

Manager 600 - 900 600 - 1,100
Non-Managerial 450 - 550 450 - 700

VMD (Visual Merchandiser)

Manager 550 - 750 600 - 800
Non-Managerial 400 - 600 450 - 700

Sales Promotion

Manager 600 - 850 600 - 1,000
Manager Level

600 - 900 600 - 1,000

800 - 1,200 800 - 1,200
Director Level

1,000 - 4,000 1,000 - 5,000
Japan
Japan : Healthcare
Healthcare
[Market Overview]
Market Trends
Japan s pharmaceutical industry has been performing well overall, and many companies in the industry have been focusing
their efforts on R&D initiatives, particularly in the realm of antibodies such as Opdivo, a PD-1 inhibitor. However,
many challenges remain on the path to growth in Japan s biopharmaceutical market, amid an environment of a steadily
expanding global market for biopharmaceuticals. Now that more Japanese companies are becoming aware of the market s
value, there has been a lot of activity where rms are making aggressive M&A investment, overhauling operations and
pursuing other such initiatives. Meanwhile, MNCs in the pharmaceutical industry have been restructuring operations at an
accelerating pace. Pharmaceutical MNCs have been arranging tax inversion deals, and are likely to actively pursue other
such strategies going forward. In the Japanese market, the government has been taking steps to reduce National Health
Insurance (NHI) drug pricing and pursuing other such initiatives to bring about lower medical costs. However, this has
given rise to concerns as to whether pharmaceutical manufacturers will be able to strike a proper balance with respect
to their drug development efforts. However, these developments are fuelling momentum of generic drug manufacturers.
Japan has a stagnant bioventure market in comparison with that of the U.S., due to difficulties in Japan of arranging
nancing for bioventure enterprises from companies and venture capital rms.
In the regenerative therapies industry, Terumo Corporation has brought products to market, launched in accordance with
Japan s Revised Pharmaceutical Affairs Act which went into effect in November 2014. The company has been drawing
attention with respect to its future prospects, as a result of it having gained conditional approval on a limited term basis for
its products. Large pharmaceutical companies in Japan have also been redoubling R&D efforts in this regard.
In the medical devices industry, there has been growing momentum with respect to Japanese companies and MNCs
engaging in M&As, selling business operations and otherwise restructuring. Such activity is expected to continue going
forward. Exports among Japanese companies in this industry have not been increasing, but the number rms that are
gradually implementing such strategies have been heading higher given their need to enter overseas markets. Greater
prevalence of information technologies has been fuelling substantial changes in this industry, such as those involving
analysis of digital medical records and remote imaging. As such, there has been a marked increase in the number of
companies entering the medical devices eld. A growing number of companies have also been embarking on opportunities
in new elds of business involving electrical, mechanical and chemical manufacturers, and even more are likely to do so
going forward.
Because the Japanese market for diagnostic imaging equipment has reached its saturation point, the degree to which a
company is able to generate income from its after-sales services is now of greater importance.
The Japanese government has been attempting to support the expansion of the medical devices industry on a nationwide
basis.
Recruiting Trends
In the pharmaceutical industry, Japanese companies continue to invest in generic manufacturers and other entities with the
aim of heightening productivity of factories and other facilities. As such, there is growing demand in this eld for specialists
in factory-related operations. Medium-sized manufacturers that previously had been holding off on new hiring have now
launched recruitment drives where they are seeking mid-career employees reecting varying business cultures, including
specialists and individuals originally employed by MNCs. Going forward, companies in this industry could potentially
heighten recruitment efforts undertaken with the aim of staying one step ahead of consolidation across the pharmaceutical
industry.
MNCs continue redoubling their efforts to recruit specialists. They have primarily been seeking medical professionals such
as medical science liaisons (MSLs) and specialists.
In line with the intention to do business in global markets, MNCs and medium-sized and larger Japanese companies seeking
candidates offering English language prociency have become the norm. Companies are requiring English prociency of
professionals as they progress in their career paths.
Companies in the medical devices industry have been more actively recruiting service engineers and eld engineers, with
the aim of strengthening after-sales services.
Demand continues to be strong among MNCs seeking to hire marketing professionals for the Japanese market.
There have been a lot of openings for R&D positions involving stafng needed for new projects of Japanese companies. The
number of open positions of engineers, particularly medical robot engineers has been increasing.
Salary Trends
In the pharmaceutical industry, annual salary offers have been ranging from unchanged to slightly higher overall. Certain
pharmaceutical companies, particularly Japanese entities, are starting to make remuneration offers that previously would
not have been possible under existing salary structures, with respect to hiring candidates who have experience needed
to help such companies secure competitive strengths in areas such as human resources geared to international markets.
Salary levels continued to surge particularly for core members of foreign start-ups.
In the medical devices industry, base salaries have remained largely unchanged. We have been seeing numerous cases
of companies offering sign-up bonuses of around JPY 500,000. Japanese companies have been paying out higher bonuses
over the last two to three years, which has resulted in annual remuneration that is higher by the amount of such increases.

Japan : Healthcare
[ ]
PD-1

M&A

2014 11

M&A

IT

MSL

MR Mgr

50 2 3

Sales
Japan : Healthcare (JPY 10K = USD 96)
MR (Medical Representative)

500 - 900 600 - 1,100
Medical Devices Sales

400 - 700 500 - 900
Manager Level

600 - 1,000 800 - 1,200

700 - 1,200 1,000 - 1,500
Director Level

1,000 - 3,000 1,200 - 4,000
Specialists
Technician

350 - 500 400 - 600
Non-Managerial 500 - 900 600 - 1,000

Drug Discovery

Manager ~ 700 - 1,200 800 - 1,500
Non-Managerial 500 - 800 700 - 1,000

Preclinical

Manager ~ 700 - 1,000 800 - 1,200
CRC (Clinical Research Coordinator)

350 - 550 N/A
CRA (Clinical Research Associate)

400 - 800 500 - 1,000
Manager 600 - 1,100 700 - 1,300

CRA Leader / Project Manager
/ Senior Manager 800 - 1,300 1,000 - 1,500

Director 1,000 - 2,000 1,200 - 2,200
Clinical Medical Writer

500 - 1,000 600 - 1,200
Non-Managerial 400 - 700 500 - 900

Clinical Data Management

Manager 700 - 1,000 800 - 1,200
Statistics

500 - 1,000 500 - 1,100
QC/GCP

500 - 800 700 - 1,100
Non-Managerial 500 - 900 600 - 1,000

Formulation/CMC

Manager ~ 800 - 1,200 1,000 - 1,500
Non-Managerial 400 - 800 500 - 800

GQP/ GMP / QA / QC
GQP/GMP/ /
Manager 700 - 1,000 700 - 1,400
Senior Manager ~ 900 - 1,500 1,000 - 2,000
Non-Managerial 500 - 800 500 - 1,000

Clinical Safety Data

Manager ~ 700 - 1,200 800 - 1,500
GPMSP

500 - 800 600 - 1,100
Specialists
(JPY 10K = USD 96)
Japan : Healthcare
Non-Managerial 500 - 800 500 - 900

Medical Affairs

Manager ~ 700 - 1,200 800 - 1,500
*Overseas Medical Affairs

600 - 1,000 N/A
Lisencing

600 - 1,500 900 - 1,800
Non-Managerial 500 - 800 500 - 1,000

Marketing

Manager 700 - 1,000 800 - 1,400
Senior Manager ~ 1,000 - 2,000 1,000 - 3,000
Non-Managerial 400 - 800 600 - 1,000

Science Liaison

Manager ~ 700 - 1,400 800 - 2,000
Training

500 - 700 700 - 1,300
Clinical Specialist

450 - 800 500 - 800
Non-Managerial 400 - 800 400 - 800

Technical Support /
Apprication Specialist
/
Manager 600 - 1,000 700 - 1,100

Senior Manager ~ N/A 1,000 - 1,700
Supervising Pharmacist

400 - 650 500 - 700
*Expats for Overseas

Overseas 600 - 1,200 N/A
Manager Level

700 - 1,200 800 - 1,400

900 - 1,400 1,000 - 1,800
Director Level

1,000 - 4,000 1,300 - 5,000
Japan
Japan : Information Technology
Information Technology
[Market Overview]
Market Trends
In the information technology sector, both Japanese companies and MNCs continue to grow overall, despite some
discernible concerns of stagnation.
There has been strong demand involving IT with respect to nancial institutions, particularly in terms of projects associated
with global development and M&A deals, and the ntech industry.
There are now signicantly more IT sector companies that are attempting to expand into Asia and other overseas markets.
Companies have substantial needs with respect to addressing information security issues. This is a result of: 1.) incidents
that have involved leakages of personal information, 2.) initiatives being taken to strengthen governance practices of
overseas subsidiaries as companies become more globalised, 3.) increasing risks associated with the establishment of big
data infrastructure, partially resulting from the advent of the Internet of Things (IoT) business.
Demand remained strong again in 2016 with respect to hiring needs involving embedded system software for the
manufacturing industry and particularly the automotive industry. Information technologies such as those for self-driving
and AI-equipped vehicles have become essential as a source of competitive strengths among automakers. Also, large
manufacturers have been entering the IoT business and redoubling initiatives involving digital marketing.
There has been an emergence of MNCs in business relating to IoT technologies, cloud computing, marketing automation,
big data, and other such elds.
Recruiting Trends
Both Japanese companies and MNCs in the IT sector continue facing a sellers market in terms of recruitment. Meanwhile,
appetite among such companies for hiring is on par with the previous year.
Despite the sellers market in terms of recruitment, employers have persistently been seeking people who are capable
of operating immediately upon joining the company, unlike the situation which was more common before the Lehman
bankruptcy. Even when it comes to recruitment of junior employees, companies have been prudently selecting candidates
who are capable of becoming an immediate asset to operations.
There has been increasing demand for employees capable of communicating in English. Japanese companies need such
employees to help them pursue overseas expansion, and MNCs need such employees within their Japanese subsidiaries in
order to provide support to their Japanese corporate customers in their overseas expansion efforts. Companies have been
seeking security personnel, particularly candidates procient in English who are capable of providing global support.
In 2016, demand continues to be strong for recruitment in line with corporate plans for business expansion in Asia. Many
companies are making plans to enter overseas markets, even before initiating business launches in Japan.
Some companies have been actively hiring foreign nationals, but are looking for employees with a certain level of Japanese
proficiency. On the other hand, several other companies have even started taking on employees with no Japanese
language skills whose language ability is limited to English.
Some companies have strengthened their recruitment capabilities by shortening candidate selection lead times. For
instance: 1.) when seeking to attract top talent, some companies are now conducting three focused interviews of each
candidate within the span of one week, so that the whole process from job application to salary offer is concluded within
two-week s time; 2.) some companies have set the stage for use of backup interviewers.
Recruitment efforts have tended to be more successful when managers of departments hiring new employees are more
directly involved with recruitment drives by helping to convey the company s vision and its appeal to job candidates.
Salary Trends
While there has been no apparent trend of rms directly increasing remuneration offers, what has been more apparent
are moves by both Japanese companies and MNCs to revise salary ranges and compensation plans in an attempt to avoid
coming up short in the battle for new recruits. For instance, companies are: 1.) bringing salaries back to pre-Lehman
bankruptcy levels, and 2.) enhancing their health and welfare benets. Also, some companies have raised salaries 10%,
while others have introduced or improved retirement plans in order to improve employee retention. In addition, companies
that are unable to increase the regular salary amounts offered to candidates, have instead increasingly opted to award
joining bonuses and other such lump-sum incentives.
In relation to engineering positions within the IT sector, there has been a wide range of salaries, which results from the
situation whereby many such positions involve job titles and remuneration offers that vary depending on the capabilities of
the person making the offer.


IT
[ ]

M&A Fintech

IoT
2016 AI
IT IoT

IoT

2016

1 3
2

10

IT

Sales
Japan : Information Technology (JPY 10K = USD 96)

450 - 800 600 - 1,200
Manager Level

600 - 1,200 900 - 1,500

800 - 1,500 1,000 - 2,000
Director Level

1,000 - 4,000 1,500 - 5,000
Specialists
(JPY 10K = USD 96)

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

500 - 1,200 600 - 1,200
Pre-Sales / Post-Sales
/
500 - 800 600 - 1,200
Non-Managerial 500 - 1,000 600 - 1,000

Project Manager

Manager 700 - 1,200 800 - 1,400
Senior Manager ~ 800 - 1,500 1,000 - 1,800

System Engineer (Open System)
SE
400 - 800 600 - 900
System Engineer (Financial)

600 - 1,000 600 - 1,000
Network Engineer (Development)

500 - 800 500 - 1,000
Network Engineer (Operation)

400 - 700 600 - 800
Infra Engineer

500 - 900 600 - 1,000
Non-Managerial 400 - 700 500 - 800

Technical Support

Manager 500 - 1,000 700 - 1,200
Helpdesk

400 - 600 500 - 800
Non-Managerial 400 - 700 500 - 900

Inhouse System Engineer
(Application) Manager 600 - 1,000 700 - 1,100
SE
Senior Manager ~ 800 - 1,500 1,000 - 1,800
Inhouse System Engineer Non-Managerial 400 - 700 400 - 700

(Infrastructure)
SE Manager 600 - 1,000 600 - 1,000
*Inhouse System Engineer (Overseas)

Overseas 500 - 900 N/A
Manager Level

600 - 1,000 700 - 1,000

800 - 1,200 900 - 2,000
Director Level

1,000 - 3,000 1,200 - 4,000
Japan
Japan : Manufacturing
Manufacturing
[Market Overview]
Market Trends
In the energy industry, renewable energy-based independent power producers (IPPs) have been focusing on initiatives that
include completing ultra-large projects and taking on business involving small- to medium-capacity power generation.
The plant facilities and heavy electrical machinery industry has been securing more work involving facilities refurbishment
and overseas projects in line with increasingly upbeat business sentiment.
With respect to Japanese companies, those in the automotive industry continue to perform well. In addition, the fourth
industrial revolution is beginning to unfold, evidenced by mounting interest in technologies related to the Internet of Things
(IoT). As a result, there are heightened efforts among machinery manufacturers to recruit software engineers.
As for MNCs, an increasing number of non-automotive entities have been entering the automotive parts business with
ventures involving advanced driver assistance systems (ADAS) and Internet of Things (IoT) technologies. The number of
MNCs launching engineering centres has also been increasing. Companies in the testing equipment industry have also been
generating better nancial results. In the realm of semiconductors, companies have been achieving favourable results with
semiconductors for installation in vehicles and power semiconductors.
In the chemicals industry, the strengthening yen has helped stabilise operations. An increasing number of chemical
manufacturers have been making business proposals that involve developing new applications.
Recruiting Trends
Companies in the electric power, plant facilities and heavy electrical machinery industries have been facing intensied
competition in their efforts to attract new employees. This situation has caused them to make improvements that include
speeding up candidate selection lead times and providing better terms of employment. With regard the recruitment for
overseas sales positions, a growing number of companies have been placing greater emphasis on recruiting those with
expatriate experience, and are increasingly tending to hire employees from different industries to ll such positions. An
increasing number of technology job listings require English language proficiency given that companies currently lack
sufcient numbers of employees with such skills. The largest corporations have shifted their recruitment targets, and have
accordingly been hiring a wider age demographic extending up to the middle-aged range of individuals in their 40s. SMEs
have increasingly been hiring candidates in the over-60 senior demographic at somewhat high salaries, particularly those
with qualications involving plant facilities.
The recruitment market in the machinery and automotive industries continues to favour sellers as was the case last year.
In particular, there has been strong demand for technical experts employed with the aim of strengthening development
initiatives primarily involving next-generation automobiles. In addition, many such firms still need business-ready
executives in managerial positions to be involved in overseas expansion. Demand has emerged in the electrical machinery
industry for recruiting large numbers of technical experts in wireless technologies, software and circuit design associated
with the Internet of Things (IoT) in the machinery, automotive and factory automation industries.
In the electronics and semiconductor eld, recruitment demand has been increasing amid an ongoing market recovery
ensuing since 2015. The semiconductor-related eld in particular has seen growing demand in the realms of development,
marketing and sales geared to overseas automakers.
Many foreign-affiliated automotive suppliers need to increase employee numbers while also filling job openings, and
accordingly have an unusually large number of job openings. Difculties these companies are having in recruiting personnel
are causing many of these employers to turn to recruitment search services on a retainer basis, even when seeking
candidates to ll positions below the manager category. Increasing numbers of Chinese and South Korean manufacturers
have been entering the market and redoubling recruitment efforts. They are looking to hire dozens of new recruits and are
targeting engineers in the 40-year age demographic who are employed by Japanese manufacturers.
Companies continue to actively recruit candidates in the chemicals industry. There is strong demand for candidates to be
involved in initiatives entailing operational restructuring and global expansion.
Small and medium-sized chemical manufacturers have also increased the number of job offers for sales, marketing and
other occupations. Demand for recruitment of executive talent is also rising. In some cases, C-level executives have
contacted recruitment agencies directly (rather than via HR) in order to source the best executive talent.
Salary Trends
In the electric power industry, there has been a pronounced trend among investee entities of firms in which foreign
investment funds or domestic nancial institutions have invested to attract members needed for start-up initiatives by
offering them generous and unprecedented employment packages.
In the machinery and automotive industries, salary trends have remained on par with prior years. There have been
an increasing number of instances of companies hiring technical experts, other specialists and advisors on a contract
employee basis. Employers have occasionally been making relatively high salary offer in such cases.
In the semiconductor industry, which has stringent recruitment standards, salary levels have been relatively high.
Among foreign-afliated manufacturers of automotive parts an increasing number of rms have been making offers above
current annual salaries of job candidates, albeit within respective budgets.
In the electrical machinery industry, in order to attract top talent heralding from major companies that have been
experiencing an outow of talent, employers have been presenting high annual salary offers to a wider range of candidates
for specic positions than was the norm previously.
As for MNCs in the electronics/mechatronics industry, compensation offers appear not to be rising due to fairly stringent
budgets in line with cost-cutting directives from home countries. Consequently, Japanese companies have increasingly
been making higher offers to the middle-aged demographic which comprises managers and equivalent positions. On
the other hand, companies newly entering the Japanese market have been offering candidates exceptional terms of
employment because their top priority is to develop a workforce (for instance, such rms are offering substantial annual
salary increases and lump-sum bonuses paid out when a candidate is hired).
With major chemical companies, there have been some striking examples of employers making high remuneration offers to
secure senior staff and managers needed to help launch new businesses.
Many small and medium-sized chemical manufacturers have been struggling to recruit new employees. As a result, for the
last several years they have been showing a tendency to raise salaries upon hiring recruits, thereby making offers now
primarily in the JPY 5 million to JPY 8 million range.

[ ]
IPP
PPS
2016 4
2017 4

2016
FA

IoT 4.0
FA
ADASIoT

40
60

FA IoT
2015

40

500 800

Sales
Japan : Manufacturing (JPY 10K = USD 96)
Non-Managerial 400 - 700 500 - 800

Domestic Corporate Sales

Manager ~ 600 - 1,000 700 - 1,300
Non-Managerial 450 - 800 500 - 800

*Overseas Sales

Manager 650 - 1,100 700 - 1,300
Manager Level

600 - 900 700 - 1,100

800 - 1,200 900 - 1,500
Director Level

1,000 - 3,000 1,000 - 5,000
Specialists
(JPY 10K = USD 96)
Product Planning / Non-Managerial 450 - 750 500 - 800

Product Development
Manager ~ 700 - 1,100 700 - 1,200
Marketing
500 - 800 600 - 1,000
LSI/IC/Memory Design Engineer
LSIIC 500 - 800 600 - 900
Research & Development (Electronical Device)
500 - 800 600 - 1,000
Process Engineer
500 - 800 600 - 900
Control and Signal Circuit Design Engineer
500 - 800 600 - 1,000
Heavy Current Engineering / Instrumentation Design

Engineer 450 - 850 500 - 900

Non-Managerial 400 - 800 500 - 900

Mechanical Design Engineer
/ / /
Manager ~ 650 - 1,000 700 - 1,200
Chemistry(Research, Development, Non-Managerial 400 - 800 450 - 900

Analysis)
Manager 650 - 1,000 700 - 1,200
Non-Managerial 450 - 800 500 - 800

Embeded Engineer

Manager ~ 600 - 1,000 700 - 1,300
Non-Managerial 500 - 800 500 - 900

Application Engineer

Manager ~ 600 - 900 800 - 1,200
Japan 500 - 1,400 700 - 2,000
*Thailand 500 - 900 N/A

Management Position
(Factory/Technical) *Indonesia 600 - 900 N/A

*Vietnam 800 - 1,000 N/A
*China 600 - 1,200 800 - 1,500
Specialists
Japan : Manufacturing (JPY 10K = USD 96)
Japan 450 - 650 400 - 700

Mold/Die Design Engineer

Overseas 500 - 800 N/A
Optical Design Engineer (Lens Design, Lens Barrel Design

etc.) 500 - 800 600 - 800

Industrial Designer

450 - 1,000 500 - 1,100
Non-Managerial 450 - 700 500 - 700

Production Technology (Machinery)
/
Manager ~ 650 - 1,000 700 - 1,100
Production Technology (Electric)
/
450 - 750 500 - 750
Factory Operator (Technician)

400 - 600 400 - 700
Japan 400 - 700 450 - 800

Quality Control / Quality Assurance

*China 600 - 900 N/A
Manager 600 - 1,000 700 - 1,200
Specialists
(JPY 10K = USD 96)
Non-Managerial 450 - 800 500 - 850

Purchase

Manager 650 - 1,000 700 - 1,300
Logisticsinclude SCMERP Non-Managerial 450 - 700 500 - 800

Analyst)
SCMERP
Manager 600 - 1,000 750 - 1,000
Non-Managerial 450 - 700 500 - 800

Production Management

Manager 600 - 900 600 - 1,100
Japan 400 - 800 450 - 800

Sales Engineer

*Overseas 600 - 900 N/A
Manager ~ 600 - 1,000 700 - 1,300
Non-Managerial 400 - 700 450 - 700

Service Engineer

Manager 600 - 850 700 - 1,200
Maintenance Non-Managerial 450 - 700 500 - 900

(Equipment, Plant etc.)
/ Manager 700 - 1,000 800 - 1,200
Manager Level

600 - 1,100 600 - 1,200

800 - 1,500 900 - 1,500
Director Level

1,000 - 3,000 1,000 - 4,000
Japan
Japan : Service Industry
Service Industry
[Market Overview]
Market Trends
In the elds of construction and real estate, companies representing all types of business such as developers, general
contractors, project management rms and homebuilders have been strengthening their business capabilities related to
more aggressive growth strategies.
As a result of the Japanese government having set its highest ever budget, in line with its Action Plan for National
Resilience, greater numbers of contracts are now being awarded for construction of infrastructure such as new roads and
bridges, and also for seismic retrotting projects and other such renovations.
Some service industry companies have been taking steps to launch new business ventures and open new locations abroad,
with the aim of strengthening overseas operations given an outlook envisioning a downturn in the construction industry
following the Tokyo Olympics.
In the elds of human resources and education, rms in the human resource services business have been performing well
with job-placement advertising, temporary stafng and recruitment services, amid a scenario of companies intensifying
their recruitment drives. Companies in the recruiting industry have been achieving particularly strong results as many
entities take steps to hire greater numbers of experienced mid-career employees. Meanwhile a growing number of
temporary stafng agencies have also been launching recruitment operations.
Companies involved in education and training have been performing well as an increasing number of rms begin placing
greater priority on training in line with growth in the size of their operations.
In the eld of advertising, there has been a marked trend of companies strengthening operations in response to moves
by clients to increase marketing expenditures as corporate performance improves. In the eld of online services, business
inquiries have been rising as the market improves. In-house advertising agencies have been experiencing growth due
to strong business results of their parent companies. Long-established agencies are also beginning to make conspicuous
moves that involve restructuring operations and entering new markets.
Recruiting Trends
In the fields of construction and real estate, companies engaged in all types of business have been shifting to the
recruitment of large numbers of personnel for both sales and technical positions.
In the fields of construction and real estate, technical experts have been in particularly short supply amid growing
employment demand involving projects related to the Tokyo Olympics and reconstruction in areas affected by the Great
East Japan Earthquake. Nevertheless, the number of civil engineering professionals clearly seems to be decreasing. In
these elds of business, some companies have been discernibly seeking to bring in new employees even if doing so means
paying higher than normal placement fees (35% of annual salaries). In their recruitment efforts, these companies are
comprehensively targeting candidates in the 55-plus age demographic when managers traditionally retire, resulting in
instances where individuals of up to 59 years old have been securing employment.
General contractors and homebuilders have been increasingly pursuing overseas expansion, which is causing them to more
frequently consult with recruitment companies.
An increasing number of companies have been holding brieng sessions for potential employees to help such candidates
gain a better understanding of the respective enterprises.
In the fields of human resources and education, companies have been actively recruiting individuals with recruitment
industry experience. There has been particularly strong demand for consultants who handle both company-side and
candidate-side business. Also in terms of industrial speciality, there has been strong demand for those who have expertise
in the information technology and healthcare elds.
In the elds of education and training, there is demand for junior consultants, along with growing demand for player-
managers with managerial experience.
In the eld of advertising, there has been marked demand primarily for recruitment of sales personnel.
On the other hand, certain companies including some major corporations have been cutting back on employment and
otherwise restructuring their workforces.
Salary Trends
In the elds of construction and real estate, major corporations boasting nancially sound operations have been engaging
in recruitment efforts that involve offering higher annual salary levels. Meanwhile, many companies have been competing
against recruitment campaigns of asset management rms and other companies in the nancial realm, and as such are
tending to offer higher salary levels.
An increasing number of sales personnel and other such employees are earning high annual salaries, while incentive-based
pay as a proportion of annual income offers also remains high.
In the elds of human resources and education, companies seeking to hire employees with experience in the recruitment
industry have been increasing annual salary offers amid dwindling availability of experienced candidates in the mid-career
recruitment market.
In the eld of advertising, salary offers have remained at previous-year levels.
Some companies have been making offers higher than historical norms with respect to certain occupations, such as those
involving data analysis, amid intensifying competition in the job market.

[ ]
PM

35
55
59

IT

Sales
Japan : Service Industry (JPY 10K = USD 96)
Non-Managerial 400 - 700 500 - 800


Manager 500 - 900 600 - 1,000
Senior Manager 700 - 1,200 800 - 1,500

*Overseas Sales

500 - 900 N/A
Retail Sales

400 - 700 N/A
Consultant

500 - 1,500 600 - 1,500
Account Executive (ad etc.)

450 - 800 500 - 1,000
Manager Level

600 - 900 700 - 1,000

800 - 1,500 1,000 - 1,500
Director Level

1,000 - 4,000 1,100 - 5,000
Specialists
(JPY 10K = USD 96)

Non-Managerial 400 - 700 450 - 800

Research

Manager 700 - 1,000 700 - 1,200
Non-Managerial 450 - 700 500 - 900

Sales Promotion

Manager 550 - 900 700 - 1,200
Direct Marketing / Non-Managerial 500 - 900 600 - 1,000

Database Marketing / CRM
/
/CRM Manager 600 - 1,100 700 - 1,300
Non-Managerial 400 - 700 500 - 700

PR (Public Relations)

Manager 600 - 1,000 700 - 1,100
Planner ( Media / Marketing / CRM / Promotion )
/ /CRM/
450 - 900 500 - 1,000
Event Planner

450 - 700 500 - 800
Logisticsinclude SCMERP Non-Managerial 450 - 600 450 - 700

Analyst)
SCMERP
Manager 700 - 1,000 700 - 1,500
Non-Managerial 450 - 600 500 - 700

Physical Distribution

Manager 500 - 800 800 - 1,000
*Export

400 - 700 500 - 800
*Import

400 - 700 400 - 700
Store Development

500 - 900 500 - 1,000
Buyer (Food Service)

400 - 700 N/A
Editor / Writer

400 - 800 550 - 900
Non-Managerial 500 - 900 600 - 1,000

Plant Engineer

Manager ~ 800 - 1,100 800 - 1,200
Non-Managerial 450 - 800 500 - 800

Architect

Manager 650 - 1,000 700 - 1,100
Japan 450 - 800 500 - 900

Construction Manager

*Overseas 600 - 1,000 N/A
Manager ~ 650 - 1,200 700 - 1,200

Manager Level

600 - 900 650 - 1,000

700 - 1,200 800 - 1,500
Director Level

1,000 - 3,000 1,000 - 5,000
Japan
Japan : Web Industry
Web Industry
[Market Overview]
Market Trends
Major rms in the web industry have been strengthening their nancing and payment settlement schemes in order to
achieve better results in terms of user retention, while also improving their points-based customer loyalty programs.
Web-industry MNCs have been expanding business in the realm of digital content. For instance, services that mainly
involve streaming music, video and other forms of digital entertainment on a at-rate basis are becoming more rmly
entrenched in Japan.
Mirroring trends in 2015, there has been a succession of new entrants into the eld of digital marketing. Such companies
include not only traditional website production and online advertising agencies, but also vendors of data analytics solutions,
rms involved in marketing automation, and other players in the eld of information technology. Moreover in 2016, leading
full-service advertising agencies have been successively launching subsidiaries while consulting firms have also been
entering the digital marketing eld, resulting in a scenario of erce head-to-head competition encompassing marketing,
consulting and technological capabilities of the respective companies.
In the area of online gaming, there are still few companies able to generate consistent earnings. Such companies continue
to face challenges with respect to releasing native applications and expanding operations in overseas markets.
In the eld of venture capital, there is currently an excessive number of competitors resulting from the emergence of
numerous new entrants with operations extending over multiple elds of business, centred on the ntech business. Also,
it has become very difficult to predict which companies are likely to achieve growth given the large number of small
companies in the eld. This has made it easier for all types of companies to secure venture capital nancing.
Recruiting Trends
Major companies in the web industry appear to be testing the waters with respect to new recruitment targets, amid an
ongoing seller s market favouring job seekers. For instance, employers have been recruiting engineers with systems
integration (SI) backgrounds and other such professionals at a more active pace than usual, and have consequently been
expanding post-recruitment programs that help such employees get established, provided until they are able to play active
roles. Moreover, there has been a sharp increase in referral hiring, in conjunction with brisk activity involving the direct
recruitment of candidates. However, such hiring remains limited and is being utilised by many major companies in the web
industry as one of numerous recruitment channels. Meanwhile, placement rates have also been high due to intensifying
competition to recruit engineers, amid a scenario of these companies accelerating efforts to develop information systems
in-house. There have been more job openings for positions involving operational improvements and sales due to
increasingly upbeat business sentiment. Hiring has been increasing overall among major companies in the web industry,
yet business that involves recruiting large numbers of personnel in a single occupation has been decreasing.
There is a growing tendency among MNCs to employ candidates via direct sourcing channels such as LinkedIn. However,
such arrangements have failed to meet their recruitment needs, given a lower rate of success than is the case when
sourcing via recruitment consultancies. Meanwhile, although the talent pool in Japan does not enthusiastically respond to
the direct sourcing approach (even when such talent registers with the direct sourcing databases), MNC ofces in Japan
have come under a lot of pressure from home-country headquarters to bring in employees on a direct sourcing basis.
Companies in the digital marketing eld are showing a strong tendency to hire more employees with the aim of achieving
higher sales, particularly given the labour-intensive nature of such business. These companies have been posting more
job openings for business-ready managers, given many cases where they face vulnerabilities within their managers.
Particularly in 2016, operating companies have also been redoubling efforts to recruit digital marketing specialists,
resulting in more intense competition to hire employees. There has been a marked increase in recruitment efforts targeting
candidates in their 30s to 40s due to intensifying competition to hire younger candidates in their 20s.
In the online gaming eld, there has been substantial demand to recruit candidates by major corporate subsidiaries and
companies that have produced successful game titles (frontline position at around JPY 5 million, video game producer at
around JPY 8 million). Some companies have managed to successfully hire employees over a period of several months at
placement fees of around 40% to 55%. There is always demand for game producers who can handle work for international
markets. This is because online gaming rms in Japan face the need to enhance content for overseas markets, given that
they have reached a plateau in terms of sales potentially generated from domestic users.
Faced with recruitment challenges, venture companies have all been redoubling efforts to hire engineers.
Salary Trends
Major companies in the web industry have been increasingly making higher salary offers amid intensifying competition
in the job market. Many companies continue to offer sign-up bonuses in order to ensure properly balanced remuneration
with respect to the current workforce. Engineers have tended to receive high annual salary offers, as has been the case in
previous years.
Salaries of MNCs remain largely unchanged. In many cases high-end offers generally made to candidates deemed
business-ready or top talent have been in the range of JPY 8 million to JPY 10 million total remuneration for mid-level
personnel, and JPY 12 million to JPY 15 million total remuneration for managerial-level employees. Offers made to senior
manager candidates have remained in a very high range up to nearly JPY 20 million in total remuneration.
In the eld of digital marketing, there has been a discernible trend of companies considering the possibility of offering
higher salaries, thereby increasing previous limits of around JPY 6 million, to limits of around JPY 7 million to JPY 8 million
depending on a candidate s experience, with the aim of securing employees who can make an immediate contribution
to operations. In the digital marketing eld, the purchase process often involves executive clients who make purchasing
decisions. Therefore, many such companies are willing to show exibility in considering salary caps given their need to hire
candidates in the 30- to 45-year age demographic. Accordingly, companies in this eld have been tending to raise salary
offers, particularly for consultants, project managers, data scientists and other professionals with sophisticated expertise.
In the online gaming eld, salary offer levels have remained unchanged, at around JPY 6.5 million to JPY 12 million for the
manager to senior manager categories. On top of such amounts, individuals with experience handling global content are
being offered additional remuneration of approximately JPY 500 thousand to JPY 1 million per annum.
Salary levels of start-ups have been on a diverging path. Many such companies have been channelling venture capital
funds into initial-phase hiring. Salary levels in this realm hinge on approaches to business taken by managers and
investors, and companies providing low annual salaries have tended to offer stock options.


Web
[ ]

2015 Web
IT
2016

Fintech

SI

2016
20 30 40

500 800
40 55

800 1,000 1,200 1,500
2,000
600 700
800
30 45

650 1,200
50 100
VC

Sales
Japan : Web Industry (JPY 10K = USD 96)

400 - 700 500 - 800
Manager Level

600 - 900 700 - 1,000

700 - 1,500 800 - 1,500
Director Level

1,000 - 2,500 1,500 - 3,000
Specialists
(JPY 10K = USD 96)

System Engineer (Web)

Web SE
450 - 1,100 500 - 1,100
Web / Mobile Marketing / Web Master Non-Managerial 400 - 900 400 - 900
Web/ /
Web Manager ~ 600 - 1,000 700 - 1,500
Web Producer / Mobile Producer
Web /
450 - 1,000 600 - 1,100
Web Director / Mobile Director
Web /
400 - 800 500 - 1,000
Web Designer
Web
400 - 800 450 - 1,000
Creative Director / Art Director Non-Managerial 400 - 600 500 - 800

/
Manager ~ 600 - 800 1,000 - 2,000
Graphic Designer

400 - 600 450 - 800
Game Director

500 - 800 500 - 800

Game Producer

Manager ~ 800 - 1,200 N/A

Network / Game Programmer
/
Manager ~ 600 - 1,100 N/A
Manager Level

600 - 900 600 - 1,500

800 - 1,000 800 - 2,000
Director Level

1,000 - 2,000 1,000 - 3,000
Singapore
Singapore
[Market Overview]
Economic Trends
Nominal GDP: USD 296.6 billion; Nominal GDP per capita: USD 53,053; Real GDP growth rate: 1.7%, 2.0% (2015), 3.3%
(2014)
Consumer price ination: -0.3%, 0.5% (2015), 1.0% (2014)
Total population: 5.59 million, of which approximately 40% are foreign nationals (approx. 10% are Singapore permanent
residents); Workforce: 3.34 million; Unemployment: 2.0%, 1.9% (2015)
Singapore s ofcial language is English, which helps it to be highly competitive on an international scale. Approximately
half of the workforce has received education at a junior college level or above. The population is also known for its strong
focus on upward mobility, whereby a substantial proportion of Singaporeans have obtained high-level qualications and
advanced expertise. As such, many people take part in training in order to obtain qualications even after joining the
workforce. Approximately 40% of Singapore's university population studies abroad, and many Singaporeans are receptive
to the idea of living and working overseas.
MNCs: The Singaporean government has established special tax incentives, and otherwise takes an active approach to
attracting MNCs, including Japanese rms, aiming to engage in business that involves providing high added-value. Having
identified physical sciences and engineering, biomedical sciences, and interactive and digital media as priority sectors
for development, the nation has been making notable inroads with respect to those elds and attracting highly skilled
professionals in those realms.
Japan Chamber of Commerce & Industry Singapore membership: 751 companies (December 2015); Japanese-afliated:
Approximately 2,000 companies; Japanese nationals in Singapore: 36,963 individuals (October 2015)
Recruiting Trends
Numbers of employment openings and job seekers appear not to have decreased substantially, despite signs of economic
slowdown.
Many Japanese companies in Singapore are taking steps to achieve greater workforce localisation with respect to core
personnel by promoting locally hired Japanese nationals and Singaporean employees as successors to expatriates, and
lling job vacancies through the hiring of mid-career employees. Japanese regional headquarters (RHQ) in Singapore have
been hiring more professionals in the elds of international accounting, nance and taxation, and also recruiting a greater
number of experts in charge of legal affairs, in order to strengthen RHQ functions.
Regulations governing employment of foreign nationals: Since 2014, the Singaporean government has been stepping up
efforts to tighten regulations, which has had a substantial effect on business operations and recruitment. For instance,
prior to submitting an Employment Pass (EP) application to hire a foreign national, the Singaporean government requires
that employers rst advertise the position on the government s employment website for at least 14 days in order to ensure
that fair consideration is given to Singaporeans seeking jobs. As such, the time required from when a position is made
available until a recruit may begin employment has been prolonged. The number of EP holders increased by only 9,000
in 2015 in comparison with 32,000 in 2011, thereby indicating a slowing rate of increase in the number of EP holders in
recent years. Over the last year, the government has become somewhat more stringent with respect to the value it places
on professional experience when it comes to granting employment visas to foreign nationals in the white-collar workforce.
Members of Singapore s labour force tend to be upwardly mobile, and as such are inclined to change jobs frequently.
This tendency is particularly conspicuous when it comes to the younger generation. Also, employers need to take extra
precautions with respect to matters of employee retention considering the growing prevalence of recruitment campaigns of
MNCs and locally based Japanese rms alike who are making use of social networking services given the high percentage
of Singaporeans who use such sites. In addition to their income level expectations, local-hire job candidates are also
tending to pay heed to myriad other factors, such as health and welfare benet programs geared to enabling proper work-
life balance, clearly dened career paths, job titles and management s capacity for leadership.
Salary Trends
Total wages: The rate of growth in total wages has remained unchanged at 4.9% both in 2014 and again in 2015. Most
people changing jobs have been targeting salaries that are at least 10% higher than salaries paid in their previous
positions, given that Singapore continues to be a sellers market for those seeking jobs as junior employees or specialists.
Labour costs for employing foreign nationals have surged as a result of the government having raised the minimum salary
companies must pay those granted the Employment Pass to SGD 3,300 per month. This will be raised to SGD 3,600 by
Jan. 2017.
The number of job openings for native Japanese speakers for mid-career positions has remained consistent with respect to
both Japanese companies and MNCs. Whereas there tends to be a substantial range of salary levels in Singapore, the most
common range of monthly earnings is in the SGD 3,500 to SGD 7,000 income bracket. Also, although there tends to be
relatively little difference in wages paid by Japanese companies in comparison with those paid by other MNCs, there tends
to be a substantial gap in health-welfare benets and employee allowances.
The number of Japanese language learners is not decreasing, but young people are increasingly tending to study the
language for purposes that involve hobbies and travel. Against that backdrop, wages paid to Japanese speakers have been
surging given a dwindling number of experienced professionals who are capable of prociently using Japanese in business
situations.
For scal 2016, starting salaries offers made to recent national university graduates in the sciences have exceeded SGD
4,000 per month (approx. JPY 300,000). Graduates with degrees in liberal arts and humanities also received offers in the
SGD 3,000 range (approx. JPY 220,000), which is equivalent to or better than levels in Japan.
Monthly wages for factory workers are approximately SGD 1,800 (approx. JPY 130,000). Monthly wages of shop assistants
are approximately SGD 1,000 (approx. JPY 70,000).
Statutory minimum wage: N/A

Singapore
[ ]
GDP2,966 GDP53,053 GDP 1.72.02015 3.3

2014
0.3 0.52015 1.02014
559 4 1 334 2.01.92015

4

751 2015 12 2,000 36,963
2015 10

2014 EP
14
EP 2011 32,000 2015 9,000

SNS
SNS

4.92015 4.92014
10
EP

SG$3,500 SG$7,00026 52

2016 SG$4,00030
SGD3,00022
SG$1,800
13
SG 1,000
7

Back Ofce
Singapore
Accounting
(1K SGD=717USD)
(Unit: Singapore dollar(000)/a year)
Local
Japanese Company MNC
Company
Position
Japanese Japanese Native
English Speaker English Speaker English Speaker
Speaker Speaker
42 - 60 45 - 60 50 - 65 50 - 80 50 - 80
Manager Level
65 - 90 65 - 90 70 - 95 90 - 100 90 - 100
95 - 150 95 - 150 95 - 150 120 - 200 120 - 200
Director Level
150 - 250 150 - 250 150 - 250 200 - 350 200 - 250
Human Resources
Local
Company
Position
Speaker Speaker
Recruiting
50 - 65 50 - 80 55 - 80 55 - 75 50 - 70
Training & OD
(Organisational Development) 50 - 65 50 - 80 55 - 80 55 - 75 50 - 70

C&B
(Compensation & Benets) 50 - 65 50 - 80 55 - 80 55 - 75 50 - 70

Manager Level
75 - 100 75 - 100 80 - 120 90 - 130 90 - 130
100 - 150 100 - 150 100 - 150 100 - 200 100 - 200
Director Level
200 - 300 200 - 300 200 - 300 200 - 350 200 - 300
General Affairs
Local
Company
Position
Speaker Speaker
Secretary/PA/Admin
30 - 72 36 - 78 48 - 78 30 - 80 30 - 80
Singapore
Sales
(1K SGD=717USD)
Local
Company
Position
Speaker Speaker
Retail Sales
70 - 150 70 - 150 70 - 150 70 - 150 70 - 150
Corporate Sales
80 - 200 80 - 200 80 - 200 80 - 200 80 - 200
Manager Level
100 - 300 100 - 300 100 - 300 100 - 300 100 - 300
180 - 350 180 - 350 180 - 350 180 - 350 180 - 350
Director Level
300 - 600 300 - 600 300 - 600 300 - 600 300 - 600
Specialist areas
Local
Company
Position
Speaker Speaker
M&A Adviser
100 - 300 100 - 300 100 - 300 120 - 350 100 - 350
Fund Manager
120 - 360 120 - 360 120 - 360 150 - 400 150 - 400
Risk Management
150 - 200 150 - 200 150 - 200 120 - 250 120 - 250
Private Equity
120 - 300 120 - 300 120 - 300 180 - 360 120 - 300
Manager Level
100 - 200 100 - 200 100 - 200 130 - 200 120 - 200
180 - 300 180 - 300 180 - 300 200 - 300 180 - 300
Director Level
300 - 550 300 - 550 300 - 550 300 - 550 300 - 550
Consumer Goods
Singapore
Sales
(1K SGD=717USD)
Local
Company
Position
Speaker Speaker
36 - 52 38 - 55 48 - 64 45 - 65 38 - 60
Manager Level
60 - 90 60 - 90 60 - 90 60 - 90 60 - 90
90 - 150 90 - 150 90 - 150 90 - 150 90 - 150
Director Level
110 - 300 110 - 300 110 - 350 110 - 350 110 - 350
Specialists
Local
Company
Position
Speaker Speaker
Product Manager/
Brand Manager
60 - 120 73 - 120 73 - 120 75 - 130 75 - 120

MD (Merchandiser)
60 - 120 60 - 120 60 - 120 75 - 130 75 - 120
Buyer
60 - 80 70 - 90 73 - 90 75 - 90 70 - 90
Manager Level
60 - 80 73 - 90 73 - 90 100 - 150 80 - 110
80 - 130 80 - 130 80 - 130 90 - 150 90 - 150
Director Level
110 - 300 110 - 300 110 - 300 110 - 350 110 - 350
Healthcare
Singapore
Sales
(1K SGD=717USD)
Local
Company
Position
Speaker Speaker
40 - 75 40 - 75 65 - 80 50 - 90 50 - 90
40 - 75 40 - 75 65 - 80 50 - 90 50 - 90
Manager Level
65 - 100 65 - 100 65 - 100 80 - 100 80 - 100
100 - 150 100 - 150 100 - 150 100 - 250 100 - 250
Director Level
150 - 200 150 - 200 150 - 200 250 - 350 250 - 350
Specialists
Local
Company
Position
Speaker Speaker
CRC
(Clinical Research Coordinator) 65 - 120 65 - 120 65 - 120 80 - 120 80 - 120

CRA
(Clinical Research Associate)
65 - 120 65 - 120 65 - 120 80 - 120 80 - 120

Medical Affairs
65 - 120 65 - 120 65 - 120 80 - 120 80 - 120
Clinical Data Manager
65 - 120 65 - 120 65 - 120 80 - 120 80 - 120
Manager Level
70 - 120 70 - 120 70 - 120 80 - 120 80 - 120
100 - 150 100 - 150 100 - 150 100 - 250 100 - 250
Director Level
150 - 250 150 - 250 150 - 250 250 - 350 250 - 350
Information Technology IT
Singapore
Sales
(1K SGD=717USD)
Local
Company
Position
Speaker Speaker
50 - 60 55 - 70 58 - 70 60 - 75 60 - 75
Manager Level
80 - 100 80 - 100 80 - 100 80 - 120 80 - 100
90 - 150 90 - 150 90 - 150 90 - 150 90 - 150
Director Level
150 - 200 150 - 200 150 - 200 150 - 200 150 - 200
Specialists IT
Local
Company
Position
Speaker Speaker
IT Consultant
IT 100 - 120 100 - 120 100 - 120 100 - 120 100 - 120
Project Manager
90 - 150 90 - 150 90 - 150 100 - 150 90 - 150
System Engineer
SE 80 - 100 80 - 100 80 - 100 80 - 100 80 - 100
Technical Support
65 - 100 65 - 100 65 - 100 80 - 100 80 - 100
Network Engineer
90 - 150 90 - 150 90 - 150 90 - 150 90 - 150
Manager Level
100 - 150 100 - 150 100 - 150 100 - 150 100 - 150
120 - 180 120 - 180 120 - 180 120 - 180 120 - 180
Director Level
200 - 300 200 - 300 200 - 300 200 - 300 200 - 300
Manufacturing
Singapore
Sales
(1K SGD=717USD)
Local
Company
Position
Speaker Speaker
Overseas Sales
60 - 80 60 - 80 60 - 80 65 - 80 60 - 80
Domestic Sales
60 - 80 60 - 80 60 - 80 65 - 80 60 - 80
Trading
60 - 80 60 - 80 60 - 80 65 - 80 60 - 80
Manager Level
80 - 120 80 - 120 80 - 120 85 - 150 80 - 120
100 - 150 100 - 150 100 - 150 100 - 200 100 - 200
Director Level
200 - 250 200 - 250 200 - 250 200 - 250 200 - 250
Specialists
Local
Company
Position
Speaker Speaker
QC/QA (Quality Control)
60 - 75 60 - 75 80 - 120 60 - 75 60 - 75
Service Engineer
60 - 75 60 - 75 80 - 120 60 - 75 60 - 75
Sales Engineer
60 - 75 60 - 75 80 - 120 60 - 75 60 - 75
60 - 75 60 - 75 80 - 120 60 - 75 60 - 75
Plant Engineer
60 - 75 60 - 75 80 - 120 60 - 85 60 - 80
60 - 80 60 - 80 80 - 120 60 - 85 60 - 80
Construction Manager /
Civil Engineer 60 - 75 60 - 75 80 - 120 60 - 75 60 - 75

Manager Level
80 - 125 80 - 125 80 - 125 90 - 125 80 - 125
100 - 150 100 - 150 100 - 150 100 - 200 100 - 200
Director Level
200 - 300 200 - 300 200 - 300 200 - 300 200 - 300
Service Industry
Sales
Local
Company
Position
Speaker Speaker
40 - 60 40 - 60 55 - 75 55 - 75 50 - 70
Manager Level
60 - 80 70 - 90 80 - 100 70 - 90 70 - 90
100 - 150 100 - 150 100 - 150 100 - 200 100 - 200
Director Level
150 - 250 150 - 250 150 - 250 200 - 250 200 - 250
Malaysia
Malaysia
[Market Overview]
Economic Trends
Nominal GDP: USD 302.7 billion; Real GDP growth rate: 4.3%, 5.0% (2015), 6.0% (2014)
Per capita GDP exceeded USD 10,000 in 2012, but forecasts project that it will fall below that threshold in the years 2015
and 2016 due to depreciation of nation s currency.
Consumer price ination was 2.1% in 2016. It stood at no less than 1.5% in 2010 and subsequent years.
Foreign investment: In 2015, net foreign direct investment in Malaysia increased by 21.0%, which was the rst increase in
two years. In 2015 Japan s investment increased by 2300% putting it in second place investor in Malaysia.
Total population: 31.72 million; Ethnicities: 62.1% Malay (incl. 11.8% other), 21.8% Chinese, 6.5% Indian, 8.7% foreign
national; Workforce: 14.32 million (ILO forecast for 2016); Unemployment: 3.3 %, 3.2% (2015), 2.9% (2014)
Malaysia s large foreign workforce has become essential to business in the nation. It consists of both documented and
undocumented workers employed in areas such as manufacturing, restaurant services, construction and plantation
agriculture. In February 2016, the Malaysian government announced that it was suspending the recruitment of foreign
workers. The move hampered production of certain entities in the manufacturing sector and otherwise adversely affected
the nation s economy somewhat (however, in July it was revealed that the freeze on new hiring of foreign nationals had
been partially lifted).
Recruiting Trends
Some Japanese nancial institutions have postponed new employee recruitment for the time being, due to looming global
economic uncertainties. Companies have been actively engaging in recruitment efforts in the media, restaurant and retail
sectors. Demand has also been strong for accounting personnel to handle work related to consolidated accounting and
IFRS requirements, as well as for engineers for railways, factories and construction. In terms of positions, there have also
been signs of increased demand for senior staff and managers.
Language and education: Malaysians who have a high school education or above are normally capable of using English in
daily conversation. English competency tends to be higher in Malaysia's urban areas. Many Malaysians in recent years have
completed studies at a university, junior college, technical college or other such institution.
Malaysia s labour turnover rate stands at around 15% annually. Reasons for changing jobs include better career
opportunities and higher salary, as cited by 30% of respondents, in a survey conducted by JAC.
Japanese nationals and Japanese language speakers: In recent years, there have been many job openings requiring
Japanese language speaking ability given that the number of Japanese companies newly entering the Malaysian market is
increasing yet again. However, employers have been seeking higher standards with respect to English language prociency,
work experience and other qualifications of Japanese nationals. There has been very strong demand among Japanese
companies and other rms for Malaysian people who speak Japanese as the number of Japanese university graduates
decreases year upon year. Also, given the substantial proportion of Japanese companies in Malaysia, there have been
many cases where MNCs and other rms aiming to expand business with Japanese entities have successfully hired away
Japanese nationals and other Japanese speaking employees by offering them high salaries. The number of employment
visas granted to white-collar foreign nationals has remained largely unchanged.
A major managerial issue faced by companies in Malaysia has been that of labour costs which continue to surge. In
addressing the issue, companies have tended to devote substantial time to carrying out their recruitment campaigns,
hiring largely with a long-term view and more stringently selecting quality professionals than in years past. Consequently,
employers have come to seek higher standards with respect to job seekers than in past years, such as has been the case
in many instances where a company has opted not to hire an experienced job seeker because the individual s employment
history of frequent job changes.
It is important that those handling recruitment take an approach with respect to job candidates that includes presenting
salary offers above previous levels, devoting time during interviews to clearly explaining details such as company visions,
potential career paths, job descriptions, terms and conditions of employment, work locations and organisational specics,
and continuing to share such information on a regular basis after hiring employees.
Salary Trends
Salaries in Malaysia have been climbing by about 5% per year on average. Companies have been increasing salaries across
the board, including those of recent graduates, amid a scenario of the nation having adopted a consumption tax (GST) in
April 2015 and rising consumer prices. Because companies in Malaysia decide rates of salary increase for individual staff
members on the basis of employee evaluations, actual outcomes vary in that some employees end up receiving no pay
rise, while others receive increases of 15% or even as much as 20%. There has been strong demand for foreign language
speakers (Japanese, Thai, Korean, Vietnamese languages) amid a scenario of new market entry and business expansion
being pursued by shared services centres (SSCs) related to foreign pharmaceutical firms and by business process
outsourcing (BPO) service providers associated with foreign companies in the information technology sector. As such,
professionals procient in such foreign languages have been commanding salaries at levels 15% to 20% higher than in
previous years. In the year 2016, employers are expected to increase managerial salaries and non-managerial salaries by
5.6% and 5.5%, respectively, according to a survey conducted by the Malaysian Employers Federation (MEF).
Although consumer prices are slightly lower in Malaysia s rural areas, there is still pressure to increase salaries for jobs
in such locations given challenges in recruiting talented employees with particular skills for such positions. As such,
differences between white-collar salaries in Kuala Lumpur and those paid in other regions are relatively small.
New university graduates with standard degrees earn monthly salaries ranging from MYR 2,500 to MYR 2,800 (approx. JPY
60,000 to JPY 70,000).
Salaries of public servants, both national and municipal, start at around MYR 24,000 per year (approx. JPY 600,000), yet
tend to vary widely depending on the occupation.
Base salaries of factory workers are approximately MYR 1,500 per month (approx. JPY 40,000). Base salaries of shop
assistants are approximately MYR 1,300 per month (approx. JPY 30,000).
Statutory minimum wage: The Malaysian government revised the minimum wage in July 2016 for the rst time since it was
introduced in 2013. As such, the minimum wage now stands at MYR 1,000 per month (approx. JPY 25,000) in Peninsular
Malaysia (West Malaysia), and MYR 920 per month (approx. JPY 23,000) in East Malaysia.

Malaysia
[ ]
GDP3,027 GDP 4.35.02015 6.02014

GDP 2012 10,000 2015 2016 10,000

2.12010 1.52014 3.12015 2.1
2015 21.0 2 2015 3.3 2

3,172 62.1 11.821.86.58.7
1,432 2016 ILO3.23.22015 2.92014

2016 2
7

2015 2016
IFRS

15 JAC 3

5 2015 4 GST

0 1520 SSC IT BPO

15 20MEF
2016 5.6 5.52015 11

2,500 2,800 6 7
24 60
1,500 4 1,300 3

2013 2016 7 1,000
2.5 920 2.3
Back Ofce
Malaysia
Accounting
(1K MYR=238USD)
(Unit: Malaysian Ringgit(000)/a year)
Local
Company
Position
Speaker Speaker
48 - 66 42 - 96 60 - 96 48 - 72 46 - 66
Manager Level
100 - 130 84 - 120 96 - 180 84 - 160 84 - 126
120 - 180 120 - 180 120 - 216 150 - 220 120 - 200
Director Level
180 - 300 180 - 300 180 - 300 220 - 360 180 - 320
Human Resources
Local
Company
Position
Speaker Speaker
Recruiting
60 - 78 42 - 72 72 - 96 60 - 120 60 - 108
Training & OD

C&B

Manager Level
84 - 114 84 - 120 96 - 144 84 - 120 84 - 114
120 - 180 120 - 180 144 - 180 150 - 220 120 - 200
Director Level
150 - 300 150 - 300 180 - 300 210 - 340 180 - 300
General Affairs
Local
Company
Position
Speaker Speaker
Secretary/PA/Admin
30 - 84 42 - 84 60 - 120 30 - 96 30 - 96
Malaysia
Sales
(1K MYR=238USD)
Local
Company
Position
Speaker Speaker
Retail Sales
48 - 66 48 - 96 N/A 48 - 70 48 - 60
Corporate Sales
54 - 72 48 - 96 60 - 144 48 - 72 48 - 66
Manager Level
80 - 120 120 - 144 96 - 144 86 - 140 80 - 120
120 - 180 122 - 200 120 - 180 120 - 200 120 - 170
Director Level
180 - 300 180 - 300 180 - 360 180 - 300 170 - 280
Specialist areas
Local
Company
Position
Speaker Speaker
M&A Adviser
120 - 180 140 - 220 N/A 140 - 220 100 - 170
Fund Manager
200 - 360 200 - 430 N/A 200 - 430 200 - 360
Risk Management
80 - 120 100 - 120 84 - 144 100 - 150 80 - 140
Private Equity
150 - 280 180 - 280 180 - 288 180 - 330 150 - 300
Manager Level
100 - 150 120 - 180 96 - 180 120 - 180 80 - 150
150 - 250 150 - 250 144 - 264 180 - 280 150 - 220
Director Level
200 - 360 200 - 360 240 - 360 200 - 420 200 - 350
Business Process Outsourcing

BPO Centre BPO
Local
Japanese Company/MNC
Company
Position
Japanese Japanese Native Other Language
English Speaker English Speaker
Speaker Speaker Speaker
Customer Service Agent
42 - 72 72 - 84 36 - 72 30 - 42 24 - 31
IT Helpdesk/Technical Support
IT 48 - 96 72 - 96 36 - 96 36 - 54 30 - 42
Trainer
72 - 108 84 - 120 N/A 60 - 84 60 - 120
Supervisor
84 - 120 96 - 144 N/A 78 - 90 72 - 140
Manager Level
108 - 180 108 - 180 N/A 100 - 150 84 - 140
120 - 216 120 - 216 N/A 120 - 200 100 - 180
Director Level
200 - 360 180 - 360 N/A 200 - 360 180 - 350
Consumer Goods
Malaysia
Sales
(1K MYR=238USD)
Local
Company
Position
Speaker Speaker
30 - 84 42 - 96 60 - 120 42 - 96 42 - 96
Manager Level
72 - 120 84 - 180 96 - 180 90 - 200 80 - 140
120 - 216 144 - 240 144 - 216 200 - 340 140 - 250
Director Level
200 - 300 200 - 360 240 - 360 260 - 420 250 - 360
Specialists
Japanese Company MNC Local Company
Position
English Speaker Japanese Speaker English Speaker English Speaker
Product Manager/
Brand Manager
60 - 120 60 - 96 70 - 140 70 - 120

MD(Merchandiser)
60 - 100 60 - 96 60 - 100 70 - 100
Buyer
48 - 60 60 - 96 60 - 90 48 - 60
Manager Level
100 - 150 120 - 180 120 - 180 100 - 140
150 - 220 160 - 230 160 - 230 130 - 200
Director Level
180 - 360 230 - 360 230 - 360 180 - 300
Healthcare
Sales
Local
Company
Position
Speaker Speaker
48 - 84 60 - 120 N/A 54 - 84 48 - 100
48 - 120 60 - 120 84 - 120 80 - 120 70 - 100
Manager Level
120 - 180 120 - 200 96 - 180 140 - 240 120 - 180
150 - 250 150 - 250 144 - 240 200 - 300 150 - 240
Director Level
180 - 400 180 - 400 180 - 400 240 - 420 200 - 380
Specialists
(1K MYR=238USD)
Malaysia
Japanese Company MNC Local Company

Position

42 - 72 70 - 100 70 - 100
Manager Level

120 - 180 140 - 190 120 - 140

150 - 250 180 - 240 140 - 180
Director Level

180 - 350 200 - 360 170 - 300
Sales
Local
Company
Position
Speaker Speaker
48 - 72 48 - 96 72 - 96 54 - 72 48 - 72
Manager Level
72 - 150 110 - 180 96 - 144 84 - 180 72 - 150
150 - 240 150 - 240 144 - 216 170 - 280 150 - 220
Director Level
200 - 380 200 - 380 216 - 360 220 - 420 180 - 350
Specialists IT
Local
Company
Position
Speaker Speaker
Pre Sales
54 - 72 54 - 108 84 - 120 66 - 96 60 - 78
IT Consultant
IT 54 - 72 48 - 96 84 - 120 54 - 78 42 - 66
Project Manager
84 - 110 72 - 180 96 - 144 120 - 216 78 - 120
System Engineer
SE 60 - 96 48 - 96 84 - 120 48 - 96 30 - 48
Technical Support
54 - 72 42 - 96 72 - 120 33 - 72 30 - 42
Network Engineer
66 - 96 42 - 96 84 - 120 42 - 96 30 - 60
Manager Level
100 - 150 96 - 180 120 - 180 120 - 180 96 - 150
150 - 220 150 - 250 144 - 216 150 - 250 120 - 220
Director Level
180 - 350 200 - 350 216 - 360 200 - 400 170 - 320
Manufacturing
Malaysia
Sales
(1K MYR=238USD)
Local
Company
Position
Speaker Speaker
Overseas Sales
N/A 54 - 125 60 - 120 60 - 120 60 - 110
Domestic Sales
48 - 66 42 - 140 60 - 120 60 - 120 60 - 110
Manager Level
100 - 150 84 - 240 96 - 144 120 - 180 100 - 160
150 - 250 120 - 165 120 - 180 160 - 260 140 - 240
Director Level
200 - 350 200 - 350 180 - 360 220 - 360 220 - 320
Specialists
Local
Company
Position
Speaker Speaker
42 - 84 42 - 102 72 - 180 48 - 96 42 - 96
Service Engineer
42 - 78 42 - 102 72 - 144 48 - 96 42 - 96
Sales Engineer
42 - 78 42 - 78 72 - 144 48 - 78 42 - 72
42 - 78 42 - 78 72 - 144 48 - 78 42 - 72
Plant Engineer
42 - 96 42 - 120 96 - 180 48 - 96 42 - 96
42 - 84 42 - 96 72 - 144 48 - 120 42 - 120
Construction Manager / Civil

Engineer 42 - 66 54 - 144 96 - 264 54 - 180 48 - 120

Manager Level
100 - 180 102 - 180 120 - 180 120 - 180 96 - 120
180 - 200 180 - 200 144 - 216 180 - 250 150 - 180
Director Level
200 - 350 200 - 350 216 - 360 220 - 360 180 - 300
Service Industry
Malaysia
Sales
(1K MYR=238USD)
Local
Company
Position
Speaker Speaker
48 - 96 42 - 96 60 - 96 48 - 96 48 - 96
Manager Level
96 - 150 72 - 156 96 - 144 84 - 180 72 - 140
150 - 220 120 - 240 144 - 216 180 - 240 120 - 200
Director Level
220 - 300 200 - 300 188 - 300 200 - 360 200 - 260
Shared Service Centre

SSC SSC
Local
Japanese Company/MNC
Company
Position
Japanese Japanese Native Other Language
English Speaker English Speaker
Speaker Speaker Speaker
Financial Analyst(AP/AR)
54 - 82 60 - 84 60 - 78 48 - 72 48 - 68
General Ledger
54 - 82 60 - 84 60 - 96 48 - 96 48 - 90
IT Technical Support
IT 60 - 96 60 - 120 60 - 96 36 - 60 30 - 54
Customer Service
54 - 72 60 - 84 48 - 78 42 - 72 36 - 54
Administrative/Support
42 - 78 60 - 84 42 - 78 42 - 72 36 - 54
Supervisor
78 - 90 96 - 120 60 - 96 78 - 120 72 - 100
Manager Level
120 - 180 120 - 180 N/A 100 - 180 94 - 150
144 - 200 144 - 180 N/A 150 - 200 120 - 160
Director Level
180 - 300 180 - 300 N/A 220 - 360 200 - 350
Trading
Sales
Local
Company
Position
Speaker Speaker
Sales Coordinator
30 - 50 42 - 125 60 - 84 42 - 54 42 - 54
40 - 55 42 - 125 60 - 120 42 - 72 42 - 72
Manager Level
100 - 120 84 - 120 84 - 144 100 - 180 100 - 160
150 - 250 144 - 180 96 - 216 160 - 280 140 - 240
Director Level
200 - 360 200 - 350 180 - 360 220 - 380 220 - 320
Indonesia
Indonesia
[Market Overview]
Economic Trends
Foreign investment: In 2015, foreign direct investment in Indonesia remained largely on par with the previous year,
increasing by 2.6%. Japan s foreign direct investment in Indonesia increased by 6.4%, and as a result Malaysia moved up
to become the 2nd foreign investor.
Japan is Indonesia s top export partner, and third largest import partner. There are 18,463 Japanese nationals residing in
Indonesia as of October 2015.
Total population: 260 million (2015), fourth most populated nation in the world; Workforce: 120 million (ILO forecast for
2016); Unemployment: 5.6%, 6.2% (2015)
Recruiting Trends
Education: Indonesia currently ranks near the bottom in Southeast Asia with respect to rates of higher education.
Indonesian (Bahasa Indonesia) is the nation s official language. The supply of Japanese-speaking job candidates in
Indonesia has failed to keep pace with strong demand, which compounds the problem whereby large companies nd it
difcult to provide English language support within headquarters, and language prociency of expatriate employees at
SMEs tends to be low. The supply of Japanese nationals has also been decreasing as Japan s economy improves.
Regulations governing employment of foreign nationals: The number of foreign workers in Indonesia has been decreasing
over the last three years due to moves by the government toward more stringent employment policy. According to the
nation s Ministry of Manpower and Transmigration, there were 64,604 foreign workers in Indonesia as of October 2014,
which represents a decrease from 68,957 in 2013 and 72,427 in 2012. By nationality, the highest number of foreign
workers is from China, followed by Japan, South Korea, India and Malaysia. Workers from those ve countries account for
64% of Indonesia s foreign labour force. However, whereas one year ago the Indonesian government was very restrictive
when it came to granting employment visas to white-collar foreign nationals including those from Japan, it has recently
shifted to a taking fairly lenient stance in that regard.
Indonesia is becoming more of a sellers market in terms of recruitment. People in Indonesia have been changing jobs at
an accelerating rate. Executive level employees seem to show little hesitation when it comes to seeking other employment,
after only one or two years in a single job. Meanwhile, people in Indonesia tend to be very interested in opportunities for
salary increases and career advancement. Job candidates in Indonesia tend to focus on 1.) company reputations, 2.) salary
packages and corporate facilities, 3.) bonuses and commission schemes, and 4.) level of commitment from the company.
In 2016, the number of Japanese companies in Indonesia decreased amid slumping automotive and motorcycle sales
brought about by the nation s weak economy. In the manufacturing sector, on the one hand there have been negative
developments particularly in terms of workforce reductions and plant closings, but on the other hand there is continuing
demand for employee recruitment in the food and beverages sector and other segments of the consumer goods market,
albeit at lower levels than before.
Overall, although there has been a tendency for MNCs to localize operations by shifting to greater numbers of Indonesian
nationals in place of high-cost expatriate employees, growth in the local workforce has been lagging behind demand. In
addition, demand among Japanese firms for locally hired Japanese nationals in Indonesia remains high. Many foreign
consumer goods manufacturers in Indonesia appear to be hiring Indian nationals. There has also been growing demand for
professionals who specialise in automating factory processes in order to cut operating costs.
Entities involved in e-commerce, e-learning, fintech and other such areas of business have been actively recruiting
employees, amid a scenario where that sector of the economy continues gaining support from the Indonesian government
and attracting investment from large Indonesian conglomerates and overseas sources.
There have also been a growing number of job offers from companies involved in infrastructure, construction, real estate
and other such areas of business now that infrastructure projects enlisting government involvement are beginning to move
forward.
There has been strong demand for C-level executives and other top-level managers who are capable of multitasking with
respect to single-handedly overseeing numerous elds of business.
Salary Trends
Employee salaries in Indonesia have been increasing by around 10% on average. That trend is likely to continue
throughout 2017 as well. Salary levels have been increasing for e-commerce personnel, IT engineers and other such
professionals in areas of expertise where supply has failed to keep pace with demand, particularly with respect to offers
from new companies.
Generally speaking, salary offers made to those considering a career move have remained in a range of around 10%
to 20% higher than previous amounts of remuneration. In addition, those involved in hiring should be aware that it is
becoming more difcult to recruit employees in Indonesia given that candidates for positions tend to be wary about the
prospect of changing jobs due to the negative state of the economy. There have even been salary offers that amount to a
doubling of the candidate s annual income for positions involving key personnel in foreign IT rms that are newly entering
the Indonesian market.
On a per-region basis, there is a 20% to 30% difference between salaries paid with respect to management-level sales
positions in Jakarta and those in the suburbs of Bekasi and Karawang. There is a further 10% to 20% difference between
such positions in Jakarta and those in Surabaya.
Salaries of public servants are approximately IDR 1.4 million to IDR 5 million per month (approx. JPY 10,000 to JPY
40,000). Their salaries increased by 24% in 2016, and they receive health insurance and numerous other fringe benets.
Base salaries of factory workers are approximately IDR 3 million per month (approx. JPY 24,000). Base salaries of shop
assistants are roughly the same.
As of year-end 2015, a formula for calculating statutory minimum wage increases on the basis of certain benchmarks went
into effect. In 2016, minimum wages in Indonesia were increased by 11.5% on average. The minimum wage was raised by
15% to IDR 3.1 million per month (approx. JPY 25,000) in Jakarta. The minimum wage is now IDR 3.26 million per month
in Bekasi Regency, IDR 3.33 million per month in Karawang Regency (the highest in Indonesia), and IDR 3.05 per month
in Surabaya.

Indonesia
[ ]
GDP9,410 GDP 4.94.82015 5.02014

3.76.42015 6.42014
2015 2.6 2015 6.4
2
1 3 18,463 2015 10
2.6 2015 4 1.2 2016 ILO5.66.22015

2014 10
64,604 2013 68,957 2012 72,427
64
1
1 2

2016

e e Fintech

CXO
102017 e
IT
10 20
IT

2-3
1-2
1.4 5 1 4 242016
3 2.4

2015 2016 11.53.1
2.5 153.26 3.33
3.05
Back Ofce
Indonesia
Accounting
(1M IDR=77USD)
(Unit: Indonesian Rupiah(000,000)/a year)
Local
Company
Position
English Japanese Japanese English English
Local Staff
Speaker Speaker Native Speaker Speaker Speaker
71 - 100 110 - 140 125 - 155 330 - 440 78 - 155 78 - 155

Manager Level
145 - 230 230 - 310 230 - 310 330 - 550 230 - 455 230 - 420

234 - 310 325 - 460 385 - 460 550 - 880 385 - 650 385 - 615

Director Level
460 - 615 620 - 925 620 - 925 880 - 1,650 910 - 1,950 780 - 1,950

Human Resources
Local
Company
Position
Local Staff
Recruiting
92 - 125 105 - 140 125 - 155 275 - 330 155 - 310 155 - 310

Training & OD
(Organisational Development) 92 - 125 105 - 140 125 - 155 275 - 330 155 - 310 155 - 310

C&B
(Compensation & Benets) 92 - 125 105 - 140 125 - 155 275 - 330 155 - 385 155 - 385

Manager Level
155 - 230 230 - 310 230 - 310 330 - 550 230 - 385 230 - 385

230 - 310 385 - 460 385 - 460 330 - 650 385 - 615 385 - 615

Director Level
460 - 615 615 - 770 615 - 770 550 - 1,100 770 - 1,550 770 - 1,550

General Affairs
Local
Company
Position
Local Staff
Secretary/PA/Admin
52 - 65 65 - 230 65 - 240 230 - 580 65 - 325 65 - 195

Indonesia
Sales
(1M IDR=77USD)
Local
Company
Position
Local Staff
Retail Sales
60 - 92 92 - 125 95 - 125 330 - 440 65 - 155 60 - 130

Corporate Sales
60 - 92 92 - 125 95 - 125 330 - 440 125 - 195 110 - 195

Manager Level
150 - 280 230 - 310 275 - 385 330 - 440 195 - 460 230 - 385

235 - 395 310 - 385 385 - 540 330 - 550 540 - 770 385 - 540

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,100 925 - 1,850 1,250 - 2,300

Specialist areas
Local
Company
Position
Local Staff
M&A Adviser
155 - 310 155 - 310 158 - 310 330 - 550 275 - 385 275 - 385

Fund Manager
155 - 230 230 - 310 310 - 385 330 - 550 275 - 390 275 - 385

Risk Management
155 - 230 310 - 385 385 - 460 330 - 550 105 - 385 105 - 385

Manager Level
155 - 230 310 - 385 385 - 460 330 - 550 275 - 385 275 - 385

230 - 315 310 - 460 385 - 460 330 - 550 460 - 770 385 - 540

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,100 925 - 1,850 925 - 1,250

Consumer Goods
Sales
Local
Company
Position
Local Staff
62 - 92 80 - 105 125 - 155 330 - 550 155 - 385 155 - 385

Overseas Sales
N/A 230 - 310 310 - 385 330 - 550 155 - 385 155 - 385

Manager Level
220 - 280 310 - 385 385 - 460 330 - 550 310 - 460 310 - 385

310 - 460 460 - 615 615 - 770 330 - 650 460 - 770 460 - 770

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,100 925 - 1,850 925 - 1,250

Consumer Goods
Indonesia
Specialists
(1M IDR=77USD)
Local
Company
Position
Local Staff
Product Manager/
Brand Manager
150 - 230 385 - 460 460 - 530 300 - 550 310 - 460 310 - 395

MD (Merchandiser)
155 - 230 230 - 310 310 - 385 330 - 550 155 - 310 155 - 310

Public Relations
105 - 155 155 - 230 230 - 310 330 - 550 155 - 310 155 - 310

Buyer
77 - 105 155 - 230 230 - 320 330 - 550 125 - 285 125 - 285

Manager Level
230 - 310 310 - 385 460 - 615 330 - 550 310 - 460 310 - 395

310 - 385 385 - 460 460 - 540 330 - 650 460 - 770 460 - 770

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,100 925 - 1,850 925 - 1,250

Healthcare
Sales
Local
Company
Position
Local Staff
26 - 36 N/A N/A 300 - 500 53 - 125 53 - 125

77 - 105 125 - 155 125 - 185 330 - 550 53 - 185 53 - 185

Manager Level
230 - 145 310 - 385 460 - 540 330 - 550 155 - 385 155 - 385

310 - 385 385 - 460 460 - 615 330 - 550 310 - 615 310 - 615

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,650 925 - 1,850 925 - 1,250

Specialists
Local
Company
Position
Local Staff
72 - 105 92 - 125 125 - 155 330 - 440 60 - 130 53 - 125

Manager Level
230 - 310 310 - 375 375 - 540 330 - 440 155 - 375 155 - 375

310 - 460 460 - 615 615 - 770 330 - 550 310 - 615 310 - 615

Director Level
925 - 1,250 925 - 1,250 925 - 1,250 550 - 1,650 925 - 1,850 925 - 1,250

Indonesia
Sales
(1M IDR=77USD)
Local
Company
Position
Local Staff
100 - 130 155 - 230 155 - 230 330 - 440 92 - 255 92 - 255

Manager Level
155 - 230 310 - 375 375 - 460 440 - 550 310 - 460 310 - 375

375 - 460 540 - 615 540 - 615 550 - 950 460 - 770 460 - 780

Director Level
925 - 1,250 924 - 1,250 925 - 1,250 950 - 1,850 925 - 1,850 925 - 1,250

Specialists IT
Local
Company
Position
Local Staff
IT Consultant
145 - 170 155 - 230 155 - 230 330 - 440 155 - 375 155 - 375
IT
Project Manager
230 - 300 375 - 460 540 - 615 330 - 440 300 - 770 310 - 460

System Engineer
155 - 230 230 - 310 230 - 310 330 - 440 155 - 375 155 - 375
SE
Technical Support
155 - 230 230 - 310 230 - 310 330 - 440 145 - 375 155 - 375

Network Engineer
155 - 230 230 - 310 230 - 310 330 - 440 145 - 375 150 - 375

Manager Level
230 - 330 310 - 375 310 - 375 330 - 440 310 - 460 310 - 375

375 - 540 540 - 690 615 - 770 440 - 880 460 - 770 460 - 770

Director Level
925 - 1,150 925 - 1,150 925 - 1,150 925 - 1,600 925 - 1,700 925 - 1,250

Manufacturing
Indonesia
Sales
(1M IDR=77USD)
Local
Company
Position
Local Staff
Overseas Sales
N/A N/A N/A 330 - 440 125 - 285 105 - 255

Domestic Sales
92 - 125 155 - 230 155 - 310 330 - 440 125 - 235 105 - 255

Trading
77 - 155 95 - 125 125 - 155 330 - 440 185 - 310 185 - 310

Manager Level
155 - 170 230 - 310 310 - 375 330 - 440 310 - 460 310 - 375

230 - 310 310 - 375 375 - 460 440 - 880 460 - 770 460 - 770

Director Level
460 - 615 615 - 770 615 - 770 880 - 1,100 925 - 1,850 925 - 1,250

Specialists
Local
Company
Position
Local Staff
92 - 120 108 - 140 108 - 140 330 - 440 92 - 140 92 - 125

Service Engineer
94 - 120 125 - 155 155 - 230 330 - 440 92 - 155 92 - 125

Sales Engineer
92 - 125 95 - 155 155 - 230 330 - 440 92 - 155 92 - 125

92 - 125 125 - 155 155 - 230 330 - 440 92 - 155 92 - 125

Plant Engineer
92 - 125 125 - 155 155 - 230 330 - 440 92 - 155 92 - 125

92 - 125 125 - 155 155 - 230 330 - 440 92 - 155 92 - 125

Civil Engineer 92 - 125 125 - 155 155 - 230 330 - 440 92 - 155 92 - 125

Manager Level
155 - 230 230 - 310 230 - 310 330 - 440 310 - 460 310 - 385

230 - 310 460 - 615 460 - 695 440 - 880 460 - 770 460 - 770

Director Level
460 - 615 615 - 770 615 - 770 880 - 1,100 925 - 1,850 925 - 3,100

Service Industry
Indonesia
Sales
(1M IDR=77USD)
Local
Company
Position
Local Staff
77 - 105 125 - 155 155 - 230 275 - 330 125 - 155 125 - 155

Manager Level
155 - 230 230 - 305 230 - 305 330 - 550 310 - 385 310 - 375

230 - 310 310 - 460 310 - 460 330 - 650 460 - 770 460 - 770

Director Level
460 - 615 925 - 1,250 925 - 1,250 550 - 1,100 925 - 1,850 925 - 1,850

Thailand
Thailand
[Market Overview]
Economic Trends
Foreign investment: Foreign investors are beginning to regain trust in Thailand since the nation came under military rule in
May 2014. Foreign investment is expected to continue on the path of recovery, amid the likelihood of a stable government
given that the nation s new draft constitution gained approval of voters in August 2016. Meanwhile, companies in
Thailand are pursuing all types of business-to-consumer (B2C) ventures targeting the growing middle class. Foreign direct
investment in Thailand increased slightly by 2.1% in 2015. Investment has been particularly strong in the automotive
industry and other segments of the manufacturing sector, as well as in the services sector. Japan is Thailand s top foreign
investor (2015).
Recently, wages in Thailand overall have been rising sharply. As a result, Thailand has been gaining greater focus as a
manufacturing centre for high-tech industry, while operations involving labour-intensive processes and industries have
been migrating to neighbouring countries.
Companies in Thailand s automotive industry, the most inuential sector of the nation s economy, were previously turning
to exports as a means of countering the decrease in domestic demand caused by the nation s political unrest and it s
termination of tax cuts. More recently, however, the current state of affairs globally has been dampening exports.
Total population: 68.98 million; Workforce: 39.64 million (ILO forecast for 2016); Unemployment: 0.8%, 0.9% (2015),
0.8% (2014)
Recruiting Trends
Education: Although Thailand s education standards have been improving over the last ten years, the average level of
education among people in the business realm remains fairly low in comparison with other developed nations. Meanwhile,
the university enrolment rate is approximately 1.5 times higher for women than for men.
Languages: Thailand has the 2nd highest number of Japanese language learners in Southeast Asia after Indonesia, and
ranks 7th worldwide. However, few people study Japanese in comparison with the number of people learning English (for
JAC s candidates as well, the ratio of English speakers to Japanese speakers is 4:1). People throughout the nation generally
use the Thai language.
The disparity in positions of men and women in Thailand on the basis of gender is diminishing. In Thailand, 28% of
managerial positions are held by women (11% in Japan, 44% in the United States).
Japanese nationals: The number of Japanese nationals living in Thailand currently stands at 59,000 people, and is
continuing to rise (includes all members of family units). The situation remains the same as last year in terms of difculties
associated with arranging employment visas for white-collar foreign nationals.
The market for career changers in Thailand has been very much in favour of the seller, yet is still unpredictable. For
example, Toyota Motor made 800 workers redundant during 2016. There was no such case during the upbeat period of
2012 to 2013.
Companies need to have close contact with Thai people and should gain an understanding of the Thai mentality (such as
the 3Ss and the concept of kreng jai ). The highly obedient group mind-set prevalent in Japanese companies does not
readily take hold in Thailand. Whereas employment packages are often the deciding factor in a candidate s acceptance of
a job offer, companies in Thailand still need to ensure that employees are satised with the content of their work and their
workplace relationships after they have been hired.
Salary Trends
Salaries in Thailand have been increasing 5% to 6% over each of the last few years. Salaries increased by a slower pace of
around 4% to 5% in 2015 and 2016 due to the sluggish economy, and are expected to continue increasing at that rate in
2017 as well.
SMEs continue to make up the bulk of Japanese companies newly setting up operations in Thailand, and as such a majority
of the expatriates assigned to such rms lack English speaking ability. Consequently, demand continues to be particularly
strong for employees who speak Japanese, which has caused salaries of such employees to remain at high levels
irrespective of business conditions. Salaries of those who have obtained level two of the Japanese Language Prociency
Test vary widely, ranging from THB 24,000 to THB 50,000 (approx. JPY 70,000 to JPY 150,000) per month. Meanwhile,
some candidates refuse to take jobs in areas far from Bangkok, unless they receive special offers in terms of salaries and
benets.
Salaries of white-collar employees in Chonburi Province generally tend to be around 10% higher than equivalent positions
in Bangkok, given that the province has the tightest labour market in Thailand. Conversely, salaries in Ayutthaya Province
generally tend to be around 5% lower than those in Bangkok.
There have been some cases where job candidates who are Japanese nationals or Japanese speakers have received high
salary offers amounting to as much as THB 150,000 per month. This is largely a result of such individuals being in high
demand among MNCs and other entities hoping to expand business dealings with Japanese rms, which account for a
sizable portion of business in Thailand.
Salaries of public servants range from THP 15,000 to THB 40,000 per month (approx. JPY45,000 to 120,000). Base salaries
of factory workers and shop assistants are approximately THB 12,000 per month (approx. JPY36,000).
Statutory minimum wage: The minimum wage is THB 310 per day in Bangkok (approx. JPY 900) from Jan. 2017.

Thailand
[ ]
GDP3,906 GDP 3.22.82015 0.82014

0.3 0.92015 1.92014
2014 5 2016 8
BtoC
2015 2.1
2015

6,898 3,964 2016 ILO0.8
0.92015 0.82014
10
1.5
2 7
JAC 4 1

28 11 44
64,285 2014 10

800 2012 2013

3S

5 6 2015 2016 4 5
2017

2 N2 2
4 7 5 15

1 5

15
15,000 4.5 40,000 12
12,000 3.6
310 900 2017 1
Back Ofce
Thailand
Accounting
(1K THB=29USD)
(Unit: Thai Baht(000)/a year)

Position
Japanese Native
English Speaker Japanese Speaker English Speaker
Speaker
300 - 675 N/A 900 - 1,000 360 - 675
Manager Level
600 - 1,200 N/A 1,200 - 1,500 720 - 1,200
1,200 - 2,250 N/A 1,200 - 1,800 1,950 - 2,400
Director Level
1,800 - 3,750 1,800 - 3,750 2,100 - 2,500 2,300 - 4,500
Human Resources
Position
Japanese Native
Speaker
270 - 600 375 - 750 700 - 960 360 - 600
Manager Level
600 - 1,200 600 - 1,500 1,000 - 1,400 780 - 1,200
1,200 - 2,100 1,200 - 2,250 1,200 - 1,800 1,700 - 2,400
Director Level
1,950 - 3,900 1,950 - 3,900 2,100 - 2,500 2,100 - 4,500
General Affairs
Position
Japanese Native
Speaker
Secretary/PA/Admin
270 - 675 375 - 750 700 - 960 360 - 780

Sales
Position
Japanese Native
Speaker
345 - 840 450 - 1,095 900 - 1,050 420 - 840
Manager Level
600 - 1,500 1,050 - 1,400 1,200 - 2,100 720 - 1,500
1,200 - 2,250 1,200 - 2,250 1,400 - 2,500 1,400 - 2,500
Director Level
2,500 - 4,500 2,500 - 4,500 2,800 - 5,600 2,500 - 6,000
Consumer Goods
Thailand
Sales
(1K THB=29USD)

Position
Japanese Native
Speaker
350 - 560 450 - 840 900 - 1,000 420 - 720
Manager Level
560 - 980 700 - 1,120 1,050 - 1,200 840 - 1,200
1,200 - 1,500 1,200 - 2,250 1,400 - 2,000 1,950 - 2,300
Director Level
1,800 - 4,000 1,800 - 4,000 2,100 - 5,600 2,300 - 5,200
Specialists
Position
Japanese Native
Speaker
Product Manager/
Brand Manager
960 - 1,500 1,200 - 1,500 1,050 - 1,800 960 - 1,500

Thailand
Sales
(1K THB=29USD)

Position
Japanese Native
Speaker
375 - 630 450 - 600 750 - 1,250 420 - 630
Manager Level
600 - 910 900 - 1,500 900 - 1,700 720 - 1,200
1,100 - 2,100 1,200 - 2,250 1,400 - 2,000 1,600 - 2,600
Director Level
1,800 - 4,000 2,250 - 4,000 2,100 - 5,600 2,600 - 4,500
Specialists IT
Position
Japanese Native
Speaker
Programmer Staff Level
375 - 630 450 - 700 700 - 800 350 - 630
Programmer Senior Level
560 - 910 560 - 1,100 770 - 840 720 - 960
Bridge Engineer
N/A 420 - 1,100 750 - 840 N/A
Project Manager
700 - 1,400 840 - 1,700 1,050 - 1,800 960 - 1,400
System Engineer
SE 420 - 1,000 420 - 1,100 900 - 1,200 420 - 1,000
Manager Level
980 - 1,300 1,050 - 1,300 950 - 1,200 960 - 1,300
1,250 - 1,700 1,250 - 1,800 1,000 - 1,500 1,250 - 1,800
Director Level
1,800 - 4,000 1,800 - 4,000 1,500 - 2,000 1,800 - 4,000
Manufacturing
Sales
Position
Japanese Native
Speaker
Overseas Sales
360 - 600 450 - 900 750 - 950 360 - 600
Domestic Sales
360 - 600 450 - 900 750 - 950 360 - 600
Manager Level
600 - 1,350 600 - 1,350 800 - 1,000 600 - 1,350
1,400 - 2,100 1,400 - 2,100 1,400 - 2,000 1,900 - 2,300
Director Level
1,800 - 4,000 1,800 - 4,000 2,100 - 5,600 2,400 - 4,500
Specialists
(1K THB=29USD)
Thailand

Position
Japanese Native
Speaker
300 - 825 560 - 1,400 900 - 1,950 360 - 825
Service Engineer
300 - 600 560 - 1,400 900 - 1,500 360 - 600
Sales Engineer
330 - 975 560 - 1,400 850 - 1,600 360 - 1,200
Mechanical Engineer
375 - 975 560 - 1,400 850 - 2,250 360 - 975
Design Engineer
375 - 1,050 560 - 1,400 900 - 1,500 360 - 1,050
Field Engineer
300 - 600 560 - 1,400 840 - 1,500 360 - 720
Civil Engineer
330 - 840 560 - 1,400 1,200 - 1,900 360 - 840
Maintenance Engineer
300 - 690 560 - 1,400 1,200 - 1,900 360 - 720
Electrical Engineer
375 - 975 560 - 1,400 840 - 1,900 360 - 975
Manager Level
750 - 1,500 1,050 - 1,800 1,100 - 1,500 600 - 1,500
1,200 - 1,800 1,500 - 3,000 1,400 - 1,900 1,800 - 2,700
Director Level
1,800 - 4,000 1,800 - 3,990 1,600 - 4,000 2,700 - 4,500
Service Industry
Sales
Position
Japanese Native
Speaker
300 - 600 450 - 1,050 750 - 980 420 - 600
Manager Level
560 - 980 750 - 1,350 770 - 1,100 720 - 1,200
980 - 1,700 1,350 - 1,500 1,400 - 2,000 1,300 - 1,800
Director Level
1,800 - 4,000 1,800 - 4,000 2,100 - 5,600 2,000 - 5,000
Trading/Logistics Circles
Sales
Position
Japanese Native
Speaker
270 - 650 450 - 600 900 - 1,000 420 - 720
Manager Level
700 - 1,100 700 - 1,100 1,050 - 1,200 840 - 1,200
840 - 2,100 980 - 2,100 1,400 - 2,000 1,560 - 2,300
Director Level
1,800 - 4,000 1,800 - 4,000 2,100 - 5,600 2,000 - 4,500
Vietnam
Vietnam
[Market Overview]
Economic Trends
Nominal GDP: USD 200.5 billion; Real GDP growth rate: GDP growth has been high at 6.1%, and 6.7% (2015), 6.0%
(2014).
Consumer price ination: At 2.0%, 0.6% (2015), and 4.1% (2014), the rate of increase has been falling signicantly.
Foreign investment: In 2015, foreign direct investment in Vietnam increased by 17.2%. The bulk of the investment was
made in Hanoi and Ho Chi Minh City. It will probably become easier for MNCs to enter Vietnam given that the nation
has largely completed the steps necessary to join the TPP in 2017. Moreover, Vietnam has become more appealing to
manufacturers, given the nation s low wages combined with lower trade barriers anticipated under the agreement. The
amount of investment in Vietnam from Japan decreased by 21.6% in terms of monetary value, and decreased by 8.1% on
a project basis. Japan accounts for 7.5% of Vietnam s FDI (2015), and is its third-largest trading partner.
Total population: 92.64 million; Workforce: 55.79 million (ILO forecast for 2016); Unemployment: 2.4% (2016), 2.4%
(2015), 2.1% (2014); Vietnam s rate of unemployment remains quite low in comparison with levels of unemployment the
nation experienced up until 2011 of above 4%.
Recruiting Trends
In 2016, numerous employment opportunities are set to emerge in new fields of business, including positions in the
information technology, manufacturing, services and consumer goods & fast-moving consumer goods (FMCG) industries.
However, companies in such fields face a shortage of highly skilled workers. By occupation, there has been strong
recruitment demand for positions in sales, marketing, IT, and engineering. There have been a lot of job openings
particularly in sales occupations.
MNCs generally aspire to keep costs in Vietnam low, which often results in a gap between salary expectations of
Vietnamese nationals and those actually offered by companies.
Japanese companies: Many Japanese companies have been forging ahead in making investment in Vietnam. This has
particularly been the case with companies involved in retail and information technology, and those in real estate who
are partnering with major local corporations in developing luxury apartments. There are many job openings for Japanese
nationals in sales positions.
Japanese nationals and Japanese language speakers: Companies are tending to hire locally based Japanese nationals
or Japanese speakers for management positions as a means of cutting costs. As such, there has been growing demand
particularly for Japanese nationals and other people who speak Japanese who are already localised. It is important to be
aware that in 2016 the government once again revised its visa program with respect to foreign nationals.
Languages: English prociency tends to be a primary job requirement among MNCs and Japanese companies. Japanese
language prociency is also often listed as a job requirement.
MNCs have increasingly been providing educational opportunities to their local managers. It is important to be aware that
doing so is important from the perspective of recruitment and retention.
Salary Trends
Salary ranges have been rising sharply in elds where there is intensive recruitment demand. For instance, salaries have
been increasing by 10% to 15% in occupations involving sales, marketing, and business strategy with respect to fast-
moving consumer goods (FMCG) and food products. In other elds increases appear to be around 7%. Many MNCs in elds
such as retail and real estate have been entering Vietnam and raising salary levels overall.
When changing jobs, talented managers tend to receive salaries at around 25% higher than their previous salaries on
average. Meanwhile, salary increases on an individual basis tend to be much higher than the rate of inflation. Salary
increases range from 10% to 30%, depending on occupation, industry, size of company and job position.
Employees of MNCs who speak Japanese often take on roles that include liaising with non-English-speaking Japanese
expatriates and helping to expand business with Japanese companies in Vietnam. Such individuals tend to earn high
salaries, and many are assigned to positions that involve manager assistance, human resources, administration and other
such duties.
There is an active market for white-collar job changers in the commercial city of Ho Chi Minh, where salaries for such
professionals tend to be around 10% to 20% higher than those on offer in the capital city of Hanoi. Consequently, citizens
have increasingly been relocating from the north to the south in pursuit of high salaries.
Vietnam s national currency is the dong (VND), but salaries are often set in U.S. dollars. Figures for Vietnam presented
in the tables of this document are also provided in USD. Salary ranges tend to be at international norms, rather than
levels prevalent in Vietnam, with respect to occupations that involve handling global operations such as those entailing
sophisticated sales expertise.
Salaries of civil servants are approximately USD 4,000 per year (approx. JPY 420,000). Base salaries of factory workers
are approximately USD 180 per month (approx. JPY 19,000). Base salaries of shop assistants are approximately USD 130
per month (approx. JPY 14,000).
Statutory minimum wage: To help raise living standards, the Vietnamese government is expected to increase minimum
wages by 7.1% on average in 2017, which is 5.4 percentage points less of an average increase than that of 2016. The
minimum wage has been set at VND 3.75 million per month (approx. JPY17,000) in Region 1 (Hanoi, Ho Chi Minh City, Hai
Phong, etc.), VND 3.32 million per month in region 2 (suburbs of those cities, etc.), VND 2.9 million per month in region
3 (Hai Duong Province, Dong Nai Province, etc.), and VND 2.58 million per month (approx. JPY 12,000) in region 4 (other
areas).

Vietnam
[ ]
GDP2,005 GDP 6.16.72015 6.02014

2.00.62015 4.12014
2015 17.22017 TPP

21.6 8.1
7.52015 3
9,264 5,579 2016 ILO2.42016 2.42015 2.1
2014 4 2011
2016 ITFMCG
IT

IT

2016

FMCG10
15 7

25
10 30

HR

1-2

4,000 42 180 1.9
130 1.4
2017 7.1 5.4
13.75 1.7 23.32
3
2.9 4
2.58 1.2

Back Ofce
Vietnam
Accounting (Unit: US dollar(000)/a year)
Local
Company
Position
Local Staff
3.5 - 5.0 4.5 - 5.4 9.5 - 10.9 19.0 - 20.0 7.5 - 9.0 6.0 - 7.0

Manager Level
N/A 12.5 - 15.5 20.0 - 22.0 28.0 - 30.0 11.0 - 16.0 10.0 - 12.5

N/A 18.0 - 22.0 25.0 - 28.0 35.0 - 40.0 29.0 - 30.0 19.0 - 22.0

Director Level
N/A 24.0 - 32.0 30.0 - 40.0 40.0 - 50.0 31.0 - 36.5 25.0 - 30.0

Human Resources
Local
Company
Position
Speaker Speaker
Recruiting
5.0 - 6.0 9.0 - 10.0 19.0 - 21.0 7.5 - 8.5 6.0 - 7.0

Training & OD
(Organisational Development) 5.0 - 6.0 8.7 - 9.8 19.0 - 21.0 7.5 - 8.5 6.0 - 7.0

C&B
(Compensation & Benets) 5.0 - 6.0 8.7 - 9.8 19.0 - 21.0 7.5 - 8.5 6.0 - 7.0

Manager Level
12.5 - 15.5 15.0 - 18.0 28.0 - 30.0 17.0 - 19.5 12.5 - 15.5

19.0 - 22.0 26.0 - 30.0 35.0 - 40.0 27.0 - 30.0 19.0 - 22.0

Director Level
25.0 - 30.0 35.0 - 40.0 40.0 - 50.0 38.5 - 45.0 25.0 - 27.0

General Affairs
Local
Company
Position
Local Staff
Secretary/PA/Admin
N/A 6.0 - 8.0 7.0 - 9.0 12.0 - 15.0 6.0 - 9.0 6.0 - 7.0

Vietnam
Sales (Unit: US dollar(000)/a year)
Local
Company
Position
Local Staff
Retail Sales
4.4 - 5.4 6.0 - 8.0 12.0 - 15.0 16.0 - 17.0 9.0 - 13.0 8.0 - 11.0

Corporate Sales
4.4 - 5.4 8.0 - 10.0 12.0 - 15.0 18.0 - 20.0 10.0 - 15.0 9.0 - 13.0

Manager Level
N/A 12.0 - 18.0 15.0 - 20.0 28.0 - 32.0 14.0 - 20.0 12.0 - 15.0

N/A 15.0 - 25.0 20.0 - 25.0 32.0 - 38.0 18.0 - 25.0 14.0 - 20.0

Director Level
N/A 30.0 - 54.0 30.0 - 40.0 40.0 - 60.0 30.0 - 54.0 25.0 - 40.0

Specialist areas
Local
Company
Position
Local Staff
M&A Adviser
18.0 - 25.0 40.0 - 60.0 40.0 - 60.0 50.0 - 70.0 36.0 - 60.0 24.0 - 48.0

Fund Manager
18.0 - 25.0 40.0 - 70.0 60.0 - 80.0 80.0 - 100.0 42.0 - 72.0 34.0 - 57.0

Risk Management
18.0 - 25.0 40.0 - 70.0 60.0 - 80.0 80.0 - 100.0 42.0 - 72.0 34.0 - 57.0

Private Equity
18.0 - 25.0 40.0 - 70.0 60.0 - 80.0 80.0 - 100.0 42.0 - 72.0 34.0 - 57.0

Manager Level
N/A 50.0 - 60.0 60.0 - 80.0 80.0 - 100.0 60.0 - 90.0 48.0 - 70.0

N/A 60.0 - 80.0 80.0 - 100.0 100.0 - 150.0 66.0 - 120.0 75.0 - 100.0

Director Level
N/A 65.0 - 90.0 85.0 - 120.0 150.0 - 200.0 120.0 - 150.0 100.0 - 130.0

Consumer Goods
Vietnam
Local
Company
Position
Local Staff
5.0 - 6.0 10.0 - 15.0 10.0 - 15.0 20.0 - 40.0 12.0 - 16.0 8.5 - 10.0

Manager Level
N/A 20.0 - 40.0 20.0 - 40.0 40.0 - 60.0 25.0 - 45.0 17.0 - 21.0

N/A 40.0 - 50.0 40.0 - 50.0 60.0 - 80.0 50.0 - 60.0 25.0 - 29.0

Director Level
N/A 45.0 - 60.0 45.0 - 60.0 80.0 - 100.0 51.0 - 62.0 35.0 - 40.0

Specialists
Local
Company
Position
Local Staff
Product Manager/
Brand Manager
4.5 - 5.5 10.0 - 15.0 4.5 - 5.5 15.0 - 16.0 12.0 - 17.0 9.0 - 14.0

MD (Merchandiser)
4.5 - 5.5 10.0 - 15.0 8.5 - 10.5 15.0 - 16.0 9.0 - 16.0 8.0 - 12.0

Buyer
6.2 - 7.3 7.0 - 8.0 7.0 - 8.5 15.0 - 16.0 9.0 - 14.0 8.0 - 11.0

Manager Level
N/A 12.5 - 15.5 18.0 - 21.5 25.0 - 28.0 13.0 - 18.0 13.0 - 16.0

N/A 19.0 - 22.0 20.5 - 24.0 31.2 - 34.5 22.0 - 27.0 19.0 - 23.0

Director Level
N/A 25.0 - 30.0 24.0 - 29.5 37.5 - 42.5 34.0 - 44.0 27.0 - 35.0

Vietnam
Local
Company
Position
Local Staff
5.4 - 6.4 10.0
- 15.0 10.0 - 15.0 14.0 - 16.0 10.0 - 12.0 6.6 - 9.0

Manager Level
N/A 20.0 - 25.0 20.0 - 25.0 20.0 - 30.0 16.0 - 20.0 10.5 - 14.0

N/A 25.0 - 30.0 25.0 - 30.0 30.0 - 40.0 21.5 - 25.0 11.5 - 16.0

Director Level
N/A 30.0 - 40.0 30.0 - 40.0 40.0 - 60.0 33.5 - 40.0 18.5 - 25.0

Specialists IT
Local
Company
Position
Speaker Speaker
IT Consultant
6.2 - 7.3 15.0 - 20.0 30.0 - 40.0 9.0 - 12.0 6.0 - 11.0
IT
Project Manager
15.0 - 18.0 20.0 - 25.0 40.0 - 60.0 26.1 - 30.0 12.5 - 22.0

System Engineer (Web)
10.0 - 11.0 15.0 - 16.0 27.0 - 32.0 14.2 - 16.0 4.1 - 13.0
SEWeb
System Engineer
(Open System) 6.2 - 7.3 15.0 - 16.0 27.0 - 32.0 9.0 - 10.0 2.5 - 8.0
SE
Technical Support
6.2 - 7.3 11.0 - 12.5 27.0 - 32.0 7.5 - 8.5 3.0 - 7.0

Network Engineer
6.2 - 7.3 11.0 - 12.5 27.0 - 32.0 7.5 - 8.5 3.0 - 7.0

Manager Level
15.0 - 18.0 20.0 - 30.0 35.0 - 45.0 19.0 - 22.0 11.5 - 20.0

22.5 - 25.5 30.0 - 40.0 45.0 - 50.0 25.0 - 28.0 17.0 - 25.0

Director Level
31.0 - 36.5 40.0 - 50.0 50.0 - 70.0 31.0 - 36.5 17.5 - 30.0

Manufacturing
Vietnam
Local
Company
Position
Speaker Speaker
Overseas Sales
8.7 - 9.8 20.0 - 30.0 31.0 - 33.0 15.0 - 18.0 9.4 - 14.5

Domestic Sales
7.5 - 8.2 10.0 - 15.0 25.0 - 28.0 9.5 - 12.0 6.0 - 9.0

Trading
8.7 - 9.4 15.0 - 20.0 31.0 - 33.0 15.0 - 18.0 12.0 - 15.0

Manager Level
19.0 - 21.0 20.0 - 30.0 30.0 - 35.0 24.0 - 36.0 18.0 - 24.0

25.0 - 27.0 30.0 - 40.0 40.0 - 45.0 36.0 - 48.0 24.0 - 30.0

Director Level
31.0 - 35.0 40.0 - 50.0 45.0 - 60.0 48.0 - 60.0 30.0 - 42.0

Specialists
Local
Company
Position
Local Staff
5.0 - 5.5 6.2 - 7.3 7.0 - 8.0 19.0 - 21.0 8.4 - 10.8 6.0 - 8.4

Service Engineer
N/A 7.5 - 8.5 9.5 - 10.5 19.0 - 21.0 9.5 - 18.0 6.0 - 9.5

Sales Engineer
N/A 7.5 - 8.5 9.5 - 10.5 19.0 - 21.0 9.5 - 18.0 6.0 - 9.5

N/A 7.5 - 8.5 11.0 - 12.5 25.0 - 25.0 12.0 - 18.0 9.5 - 15.0

Plant Engineer
N/A 7.5 - 8.5 11.0 - 12.5 20.0 - 25.0 8.5 - 14.5 6.0 - 9.5

N/A 7.5 - 8.5 11.0 - 12.5 20.0 - 25.0 8.4 - 12.0 7.2 - 10.8

Civil Engineer N/A 8.7 - 9.8 12.5 - 13.5 25.0 - 35.0 12.0 - 18.0 11.0 - 14.5

Manager Level
N/A 15.0 - 18.0 20.0 - 25.0 25.0 - 35.0 24.0 - 30.0 12.0 - 18.0

N/A 21.0 - 24.5 25.0 - 30.0 35.0 - 45.0 30.0 - 36.0 19.0 - 30.0

Director Level
N/A 25.0 - 30.0 30.0 - 40.0 45.0 - 55.0 31.0 - 36.5 26.5 - 37.0

Service Industry
Vietnam
Local
Company
Position
Speaker Speaker
8.7 - 9.8 9.5 - 10.5 22.0 - 24.0 9.5 - 14.0 8.8 - 10.0

Manager Level
15.0 - 18.0 18.0 - 21.0 20.0 - 30.0 24.0 - 30.0 17.0 - 21.0

19.0 - 22.0 24.0 - 28.0 30.0 - 40.0 36.0 - 54.0 25.5 - 38.0

Director Level
25.0 - 30.0 36.0 - 42.5 40.0 - 60.0 60.0 - 84.0 42.0 - 59.0

Hong Kong
Hong Kong
[Market Overview]
Economic Trends
Nominal GDP: USD 31.61 billion; Real GDP growth rate: Stagnating at 1.4%, 2.4% (2015), 2.6% (2014)
Foreign investment: In 2014, foreign direct investment in Hong Kong increased by 52.1%. By source country and excluding
tax havens, mainland China was the top investor in Hong Kong with 25.3% of the overall total. Meanwhile, investment
from Japan accounted for 1.2% of the overall total.
Total population: 7.36 million; Workforce: 3.77 million; Unemployment: 3.2%, 3.3% (2015)
Many wealthy citizens of Singapore have been immigrating to Hong Kong, which vies with Singapore in terms of its role
as a tax haven. These wealthy individuals are attracted to life in Hong Kong given the prospect of future lives free of
mandatory military service for their offspring along with lower overall rates of taxation on investment income, luxury items
and other forms of income and expenditure. Therefore, Hong Kong has been attracting greater numbers of businesses
catering to high-net-worth individuals, such as those engaged in private banking and selling luxury consumer goods, while
rms involved in information technology and consulting (which are able to operate with relatively thin workforces) have
also been setting up operations in the territory given its low corporate tax rate. On the other hand, several companies
engaged in low margin business involving retailing, apparel and restaurant services have had no choice but to withdraw
from Hong Kong or otherwise move away from the city centre due to soaring costs of commercial real estate and the
deteriorating economic environment.
Recruiting Trends
MNCs: Chinese-owned companies have been successively entering the Hong Kong market and hiring top talent away from
European, U.S. and Japanese rms by offering attractive employment packages to such professionals. However, given that
these companies hired considerable numbers of such employees in 2014 and 2015, the trend has died down somewhat
in 2016. In addition, fewer employees have been poached from European and U.S. Companies in recent months. Still,
Chinese-owned IT companies listed on the stock exchange and conglomerates have access to seemingly inexhaustible
nancial resources. In addition, the number of MNC employees in Hong Kong who were born in mainland China continues
to rise, at an even faster pace than in the previous year.
Demand for the employment of Hong Kong locals has remained strong, and recruitment for positions in the financial,
luxury goods, FMCG, and food industries has been robust. Hiring has been on a downward trend in the manufacturing
sector and among trading companies, partially because many such rms have been moving their sales ofces to mainland
China. Many companies in Hong Kong hope to strengthen business operations geared to the Chinese mainland. Such rms
continue to regularly engage in recruitment drives with the aim of bolstering their back ofce operations.
Many MNCs that serve the consumer market continue advancing into Hong Kong with the aim of becoming well known
in the territory and subsequently entering markets in mainland China. Consequently, Mandarin language prociency is
becoming increasingly important. All types of MNCs need to maintain competitive strengths in terms of their recruitment.
Japanese companies: Few Japanese firms have been actively expanding their workforces in Hong Kong as increasing
numbers of such companies continue to shift their sales operations to mainland China (South China) due to Hong Kong s
rising labour costs and real estate prices. As such, Japanese companies overall have largely been opting to either maintain
the status quo with recruitment or even scale back hiring. Going forward, Japanese operations in Hong Kong are likely to
function primarily as centres for corporate administration and procurement as this trend continues unabated. At this point,
whereas recruitment efforts of Japanese rms in Hong Kong mainly involve lling vacant job positions, they are also hiring
employees needed for handling new operations and stafng overseas business control functions that are being relocated to
Hong Kong, while also recruiting with respect to initiatives geared to localising of managerial workforces.
Languages: Business is generally conducted in English.
Regulations governing employment of foreign nationals: Standards for obtaining work permits have become more
stringent. For instance, because it now takes two months for rms to bring in Japanese nationals, there now tend to be
even fewer cases of companies recruiting such individuals. Instead, companies mainly tend to hire Japanese speaking
locals for positions that require Japanese language ability. Moreover, Japanese companies have been refraining from hiring
Japanese nationals for positions in Hong Kong as they push forward with workforce localization efforts. Japanese language
speakers tend to prefer employment opportunities with Japanese companies.
Companies in Hong Kong normally make use of recruitment agencies to secure talented personnel. The retention rate of
younger staff members who have been with companies for less than three years has been particularly low. Such employees
tend to readily change jobs when offered even slightly better employment packages.
Salary Trends
Salary hikes in Hong Kong normally amount to around 4% to 5%, the rate of increase declined to around 3% at the
beginning of 2016. However, there have also been cases of companies in real estate and those with healthy business
results raising salaries by 10% to 20%. Moreover, wage increases amounting to as much as 10% are not uncommon when
it comes to companies in the restaurant, services and other industries where attracting employees is a challenge. On the
contrary, rates of salary growth have been diverging when it comes to white-collar staff and ordinary workers, by around
3% to 5%. The rate depends on whether an employee is considered to be top talent or an average performer.
The rate of salary growth in Hong Kong decreased at the start of 2016 due to the sluggish economy, and is expected to
remain largely unchanged during the beginning of 2017 as well. However, salary growth among Chinese-owned companies
has been high given rising market prices as a result of such entities setting up ofces in Hong Kong, attracted by the
territory s low rates of corporate taxation. By industry, there have been high rates of salary growth in sectors where labour
is in short supply, such as the IT and luxury consumer goods industries. On the other hand, in 2015 many banks have cut
their bonuses by more than half amid a downturn in earnings particularly in the banking and nancial services industry.
Salaries of civil servants are approximately HKD 240,000 to HKD 360,000 per year (approx. JPY 3.2 million to JPY 4.8
million).
Base salaries of factory workers are approximately HKD 14,000 per month (approx. JPY 190,000). Base salaries of shop
assistants are approximately HKD 11,000 per year (approx. JPY 150,000).
The statutory minimum wage is HKD 34.5 per hour (approx. JPY 460) as of May 2017. This has increased by 6.2% from 2
years before.

Hong Kong
[ ]
GDP3,161 GDP 1.42.42015 2.62014

2.53.02015 4.42014
2014 52.1
25.3 1.2
736 377 3.23.32015

IT

2014 2015 2016
IT
1
FMCG

2

3

4 52016 3
10 20 10
3 5
2016 2017

IT 2015

240 360 320 480
14 19 11 15
34.5 460 2017 5 2 6.2
Back Ofce
Hong Kong
Accounting
(1K HKD=129USD)
(Unit: Hong Kong dollar(000)/a year)
Local
Company
Position
Speaker Speaker
200 - 360 200 - 360 230 - 360 240 - 480 200 - 480
Manager Level
260 - 600 260 - 600 300 - 600 360 - 720 300 - 720
500 - 1,000 500 - 1,000 500 - 1,000 600 - 1,200 500 - 1,000
Director Level
800 - 2,000 800 - 2,000 800 - 2,000 1,000 - 3,000 700 - 2,000
Human Resources
Local
Company
Position
Speaker Speaker
Recruiting
200 - 360 200 - 360 250 - 360 240 - 480 200 - 480
Training & OD

C&B

Manager Level
320 - 480 320 - 480 350 - 480 300 - 480 300 - 480
500 - 1,200 500 - 1,200 500 - 1,200 600 - 1,500 500 - 1,200
Director Level
800 - 1,500 800 - 1,500 800 - 1,500 1,000 - 2,000 700 - 1,500
General Affairs
Local
Company
Position
Speaker Speaker
Secretary/PA/Admin
200 - 500 200 - 500 200 - 500 200 - 600 150 - 500
Hong Kong
Sales
(1K HKD=129USD)
Local
Company
Position
Speaker Speaker
Retail Sales
300 - 1,500 300 - 1,500 300 - 1,500 400 - 3,000 300 - 2,000
Corporate Sales
400 - 3,000 400 - 3,000 400 - 3,000 400 - 5,000 300 - 4,000
Manager Level
500 - 1,000 500 - 1,000 500 - 1,000 600 - 2,000 500 - 1,500
800 - 2,000 800 - 2,000 800 - 2,000 1,500 - 3,000 840 - 1,800
Director Level
1,200 - 5,000 1,200 - 3,000 1,200 - 3,000 2,000 - 6,000 1,200 - 5,000
Specialist areas
Local
Company
Position
Speaker Speaker
M&A Adviser
700 - 5,000 600 - 5,000 600 - 5,000 800 - 8,000 700 - 8,000
Fund Manager
700 - 3,000 700 - 3,000 700 - 3,000 700 - 5,000 600 - 5,000
Risk Management
400 - 1,500 400 - 1,500 400 - 1,500 400 - 2,000 400 - 1,500
Private Equity
600 - 4,000 600 - 4,000 600 - 4,000 600 - 1,800 600 - 1,800
Manager Level
840 - 2,000 840 - 2,000 840 - 2,000 840 - 2,400 840 - 2,400
1,200 - 4,000 1,200 - 4,000 1,200 - 4,000 1,500 - 5,000 1,200 - 4,000
Director Level
1,800 - 6,000 1,800 - 6,000 1,800 - 6,000 3,000 - 10,000 1,800 - 6,000
Consumer Goods
Hong Kong
Sales
(1K HKD=129USD)
Local
Company
Position
Speaker Speaker
200 - 360 200 - 360 250 - 360 200 - 360 180 - 360
Overseas Sales
240 - 360 240 - 360 240 - 360 240 - 480 240 - 480
Manager Level
360 - 600 360 - 600 360 - 600 360 - 840 360 - 840
600 - 1,200 600 - 1,200 600 - 1,200 800 - 2,000 600 - 1,200
Director Level
800 - 3,000 800 - 3,000 800 - 3,000 1,500 - 5,000 800 - 3,000
Specialists
Local
Company
Position
Speaker Speaker
Product Manager/
Brand Manager
360 - 840 360 - 840 360 - 840 360 - 960 360 - 960

MD (Merchandiser)
200 - 360 200 - 360 200 - 360 180 - 480 180 - 480
Public Relations
240 - 480 240 - 480 240 - 480 240 - 600 240 - 600
Web/Mobile Marketing
Web 240 - 600 240 - 600 240 - 600 240 - 720 240 - 720
Buyer
240 - 420 240 - 420 240 - 420 240 - 600 240 - 600
Manager Level
300 - 480 300 - 480 300 - 480 360 - 960 360 - 960
600 - 1,200 600 - 1,200 600 - 1,200 800 - 2,000 600 - 1,200
Director Level
800 - 3,000 800 - 3,000 800 - 3,000 1,500 - 5,000 800 - 3,000
Healthcare
Hong Kong
Sales
(1K HKD=129USD)
Local
Company
Position
Speaker Speaker
MR
(Medical Representative) 200 - 360 200 - 360 250 - 360 180 - 360 180 - 360


240 - 360 240 - 360 240 - 360 240 - 480 240 - 480
Manager Level
360 - 600 360 - 600 360 - 600 360 - 840 360 - 840
480 - 720 480 - 720 480 - 720 480 - 1,200 480 - 1,200
Director Level
800 - 3,000 800 - 3,000 800 - 3,000 1,500 - 5,000 800 - 3,000
Hong Kong
Sales
(1K HKD=129USD)
Local
Company
Position
Speaker Speaker
200 - 360 200 - 360 250 - 360 180 - 360 180 - 360
Manager Level
300 - 480 300 - 480 300 - 480 300 - 600 300 - 600
500 - 1,200 500 - 1,200 500 - 1,200 600 - 1,500 500 - 1,200
Director Level
800 - 2,000 800 - 2,000 800 - 2,000 1,000 - 4,000 800 - 2,000
Specialists IT
Local
Company
Position
Speaker Speaker
IT Consultant
IT 360 - 720 360 - 720 360 - 720 600 - 1,200 600 - 1,200
Project Manager
600 - 1,450 600 - 1,450 600 - 1,450 600 - 1,450 600 - 1,450
System Engineer
SE 240 - 480 240 - 480 240 - 480 240 - 480 240 - 480
Technical Support
180 - 360 180 - 360 180 - 360 180 - 360 180 - 360
Network Engineer
240 - 480 240 - 480 240 - 480 240 - 480 240 - 480
Manager Level
480 - 960 480 - 960 480 - 960 480 - 960 480 - 960
500 - 1,200 500 - 1,200 500 - 1,200 600 - 1,500 500 - 1,200
Director Level
800 - 2,000 800 - 2,000 800 - 2,000 1,000 - 4,000 800 - 2,000
Manufacturing
Hong Kong
Sales
(1K HKD=129USD)
Local
Company
Position
Speaker Speaker
Overseas Sales
250 - 500 250 - 500 250 - 500 360 - 840 360 - 840
Domestic Sales
200 - 480 200 - 480 250 - 480 240 - 720 240 - 720
Trading
200 - 480 200 - 480 250 - 480 360 - 960 360 - 960
Manager Level
360 - 600 360 - 600 360 - 600 360 - 840 360 - 840
480 - 840 480 - 840 480 - 840 480 - 1,200 480 - 1,200
Director Level
600 - 2,000 600 - 2,000 600 - 2,000 1,000 - 3,000 600 - 2,000
China
China
[Market Overview]
Economic Trends
Nominal GDP: USD 11.4 trillion; Real GDP growth rate: 6.6%, 6.9% (2015), 7.3% (2014), 7.7% (2013)
Consumer price ination: 2.1% Total population: 1.38 billion; Workforce: 770 million; Unemployment: 4.1%
Inbound foreign direct investment: Over the nine-month period January to September 2016, foreign direct investment
in China increased by only 4.2% year on year. FDI in the services sector increased by 9%, FDI in China s manufacturing
sector has been decreasing substantially.
Recruiting Trends
Chinese society has been facing the issue of many companies putting freezes on hiring and scrapping plans to recruit
new university graduates due the slump in business activity. This economic slowdown is causing many quality employees
to hold off on career changes, which is making it difcult for companies to secure top talent even when presenting such
individuals with favourable job offers.
Chinese job seekers have continued to shy away from Japanese companies ever since the political conict between China
and Japan began to intensify in 2011, which is making it extremely difcult for those rms to secure top talent. In addition,
potential recruits lack incentive to join Japanese companies due to many perceived shortcomings of Japanese entities such
as those related to (1) low wages, (2) glass ceilings limiting opportunities for promotion, (3) xed-amount bonus packages,
and (4) little paid leave compared with other foreign rms.
Japanese speakers: Employees possessing Japanese-speaking ability who have gained experience in Japanese companies
have been in great demand among state-owned enterprises (where there is generally no need to speak Japanese or
English), and are often lured away from their current employers with promises of substantially higher salaries. Although
most do not generally return to employment with Japanese companies due to the substantial pay differentials, there are
however some who would once again like to work for a Japanese company because they consider Japanese-style personnel
and performance evaluation schemes as preferable.
Japanese nationals: Companies are nding it increasingly difcult to recruit Japanese expatriates living in China given a
decreasing number of such individuals seeking jobs locally. There has also been a decrease in the number of Japanese
nationals who are interested in working in China, among those seeking overseas employment. Japanese nationals are
showing a strong tendency not to choose China as a destination for employment. The situation remains unchanged in
terms of difculties associated with arranging employment visas for white-collar foreign nationals.
English speakers: Although demand for English speaking personnel among Japanese companies in China has been
increasing, English speaking professionals tend to shy away from employment with such rms.
There has been a surge in workforce localisation among Japanese companies aiming to better address the challenges
they face doing business in China. However, many such companies have been employing strategies geared exclusively to
reducing expenditures by reducing high-cost expatriate workforces and hiring low-cost Chinese employees in their place,
along with a tendency to place emphasis on hiring workers at low salaries rather than bringing in high-calibre talent. This
situation has led to a vicious circle of dampened motivation among top talent and diminished business results.
There is demand among local Chinese companies for recruitment of Japanese nationals to engage in tasks geared to
strengthening points of contact with Japanese-owned companies and improving technologies. These companies also offer
salaries that are higher than the average offered by Japanese companies. However, because many Chinese companies lack
performance evaluation schemes and other such arrangements, decisions on salary increases and promotions are often
at the discretion of company owners. Also, such companies are often unable to provide stable employment over the long
term.
MNCs have been increasingly locating in the Shanghai area, with such operations set up so that they are able to centrally
manage sites serving markets throughout Asia, including Japan. These companies have been making such moves partially
due to the uncertain situation in Hong Kong, and also because a special economic zone has been set up in Shanghai which
enables them to recruit a more internationally oriented workforce in that city. These MNCs have been very well received
by those seeking employment because they offer higher salaries than Japanese-owned companies, and also because they
provide outstanding health and welfare benets and better performance evaluation schemes. However, positions offered by
these companies often require business-level English prociency for in-house communications. There have been few cases
where an MNC has hired a Japanese national to ll a senior manager or director level position.
Salary Trends
When it comes to salary offers made to white-collar job candidates, disparity between Japanese-owned rms and other
MNCs in China has been growing. In general, salaries paid by Japanese rms have been ranging from at to decreasing
year on year. Where increases have been paid they have been limited to around 5%, whereas non-Japanese MNCs and
Chinese companies continues to increase by around 10% per year. Given prevailing challenges in recruiting employees,
Japanese-owned companies hiring locally based Japanese-speaking professionals in nancial services and consumer goods
occupations have had to pay sharply higher salaries at levels deemed necessary to maintain an adequate standard of
living. MNCs in China tend to offer higher salaries than those of their Japanese peers, and also usually provide better terms
with respect to paid holidays and other benets.
When companies seek to recruit high calibre white-collar professionals to work in China s hinterland, they must offer
nancial rewards sufcient to compensate such job candidates for working in locations deemed less attractive as places
to live. In many such cases companies end up paying remuneration that is even higher than amounts provided in urban
areas, with the inclusion of home leave allowances and other such costs.
There are regional disparities, albeit small, with salaries in Shanghai and Shenzhen being the highest, followed by Beijing
and then Guangzhou, respectively.
Salaries of civil servants are approximately CNY 40,000 to CNY 90,000 per year (approx. JPY 600,000 to JPY 1.4 million).
Base salaries of factory workers and shop assistants are approximately CNY 3,000 per month (approx. JPY50,000).
The pace of minimum wage increase slowed in 2016, in comparison with the previous year s increase of slightly more than
10%. The minimum wage in Shanghai is CNY 2,190 per month (approx. JPY 30,000), after having been increased by 8.4%
in April 2016.
Note: Income taxes in China tend to vary greatly. As such, salaries presented in the table have been calculated on an after tax
basis for the sake of consistency.

China
[ ]
GDP11.4 GDP 6.66.92015 7.32014 7.72013

2.1
13.8 7.7 2016 ILO4.1
2016 1 9 4.2 +9

2016 1 9 53.7
2016

EU

2011

UP

5
10

40 90 60 140 3 5
2016 10 2,190 3 2016 4 8.4
Back Ofce
China
Accounting
(1K RMB=148USD)
(Unit: RMB(000)/a year)

Position
English Japanese Japanese Japanese Japanese English
Local Staff
Speaker Speaker Native Speaker Speaker Native Speaker Speaker
Non-Managerial
Level 40 - 60 50 - 100 50 - 100 100 - 150 60 - 120 120 - 170 60 - 170

Manager Level
80 - 100 120 - 240 120 - 240 150 - 200 170 - 330 170 - 330 170 - 330

120 - 200 240 - 400 240 - 400 200 - 500 330 - 770 330 - 770 330 - 770

Director Level
200 - 400 400 - 800 400 - 800 300 - 600 440 - 880 440 - 880 440 - 880

Human Resources
Position
Local Staff
Recruiting
70 - 120 70 - 120 70 - 120 120 - 160 80 - 130 80 - 130 80 - 130

Training & OD
(Organisational
70 - 120 70 - 120 70 - 120 120 - 160 80 - 130 80 - 130 80 - 130
Development)

C&B
(Compensation
70 - 120 70 - 120 70 - 120 120 - 160 80 - 130 80 - 130 80 - 130
& Benets)

Manager Level
80 - 200 120 - 240 120 - 240 160 - 240 130 - 260 130 - 260 130 - 260

150 - 250 200 - 300 200 - 300 200 - 300 260 - 400 260 - 400 260 - 400

Director Level
300 - 400 300 - 400 300 - 400 300 - 500 400 - 800 400 - 800 400 - 800

General Affairs
Position
Local Staff
Secretary/PA/
Admin
30 - 50 50 - 80 50 - 80 100 - 140 50 - 100 50 - 160 50 - 160

China
Sales
(1K RMB=148USD)

Position
Local Staff
Retail Sales
40 - 150 60 - 150 50 - 150 120 - 200 110 - 170 120 - 250 110 - 250

Corporate Sales
50 - 150 60 - 150 50 - 150 120 - 200 110 - 170 120 - 250 110 - 250

Manager Level
100 - 150 100 - 150 100 - 150 150 - 250 170 - 290 170 - 290 170 - 290

150 - 260 200 - 260 200 - 260 200 - 400 290 - 440 290 - 440 290 - 440

Director Level
300 - 700 300 - 700 300 - 700 400 - 800 550 - 1,100 550 - 1,100 550 - 1,100

Specialist areas
Position
Local Staff
M&A Adviser
200 - 520 200 - 520 200 - 520 200 - 320 220 - 720 220 - 720 220 - 720

Fund Manager
300 - 1,000 300 - 1,000 300 - 1,000 300 - 1,000 330 - 1,100 330 - 1,100 330 - 1,100

Risk Management
80 - 120 80 - 120 80 - 120 100 - 200 90 - 550 90 - 550 90 - 550

Private Equity
100 - 1,000 100 - 1,000 100 - 1,000 100 - 1,000 220 - 1,100 220 - 1,100 220 - 1,100

Manager Level
100 - 150 100 - 150 100 - 150 150 - 300 170 - 440 170 - 440 170 - 440

200 - 260 200 - 500 200 - 500 200 - 450 290 - 660 290 - 660 290 - 660

Director Level
500 - 800 500 - 800 500 - 800 500 - 800 550 - 1,100 550 - 1,100 550 - 1,100

Consumer Goods
China
Sales
(1K RMB=148USD)

Position
Local Staff
Non-Managerial
Level 40 - 70 50 - 80 50 - 80 80 - 200 60 - 200 60 - 200 60 - 200

Manager Level
90 - 150 90 - 150 90 - 180 150 - 250 110 - 250 110 - 250 110 - 250

150 - 300 150 - 300 150 - 300 250 - 350 220 - 550 220 - 550 220 - 550

Director Level
200 - 500 200 - 500 200 - 500 250 - 500 440 - 880 440 - 880 440 - 880

Specialists
Position
Local Staff
Product Manager/
Brand Manager

50 - 80 70 - 100 70 - 100 120 - 200 70 - 250 150 - 250 70 - 250

MD (Merchandiser)
50 - 80 70 - 100 70 - 100 120 - 200 70 - 250 150 - 250 70 - 250

Buyer
50 - 80 70 - 100 70 - 100 120 - 200 70 - 250 150 - 250 70 - 250

Manager Level
100 - 200 100 - 200 100 - 200 150 - 200 130 - 300 160 - 300 130 - 300

150 - 300 150 - 300 150 - 300 150 - 300 250 - 550 250 - 550 250 - 550

Director Level
200 - 500 200 - 500 200 - 500 200 - 500 440 - 1,100 440 - 1,100 440 - 1,100

Healthcare
Sales
Position
Local Staff
MR (Medical
Representative) 70 - 100 60 - 300 60 - 300 110 - 220 70 - 330 120 - 330 70 - 330

Medical Devices
Sales 70 - 120 60 - 300 60 - 300 110 - 220 70 - 330 120 - 330 70 - 330

Manager Level
120 - 180 120 - 200 120 - 200 130 - 220 130 - 220 150 - 220 130 - 220

200 - 400 200 - 400 200 - 400 200 - 400 220 - 530 220 - 530 220 - 530

Director Level
400 - 800 400 - 800 400 - 800 400 - 800 530 - 1,100 530 - 1,100 530 - 1,100

Specialists
(1K RMB=148USD)
China

Position
Local Staff
CRC (Clinical Research

Coordinator) 80 - 130 80 - 150 80 - 150 80 - 150 90 - 200 90 - 200 90 - 200

CRA (Clinical Research

Associate)
90 - 200 80 - 150 80 - 150 80 - 200 90 - 260 90 - 260 90 - 260

Medical Affairs
90 - 200 80 - 150 60 - 150 60 - 200 90 - 260 90 - 260 90 - 260

Clinical Data
Manager 90 - 200 80 - 150 80 - 150 80 - 200 90 - 260 90 - 260 90 - 260

Manager Level
110 - 260 100 - 200 100 - 200 110 - 260 130 - 260 130 - 260 130 - 260

260 - 440 150 - 300 150 - 300 260 - 440 260 - 550 260 - 550 260 - 550

Director Level
440 - 880 400 - 800 400 - 800 440 - 880 550 - 1,100 550 - 1,100 550 - 1,100

Sales
Position
Local Staff
40 - 80 60 - 120 40 - 100 120 - 180 110 - 220 110 - 220 110 - 220

Manager Level
100 - 200 120 - 200 100 - 180 180 - 360 130 - 400 130 - 400 130 - 400

200 - 300 200 - 300 180 - 300 200 - 500 260 - 550 260 - 550 260 - 550

Director Level
250 - 700 250 - 700 250 - 800 250 - 800 550 - 1,100 550 - 1,100 550 - 1,100

Specialists IT
Position
Local Staff
IT Consultant
60 - 100 80 - 120 80 - 120 100 - 200 110 - 220 110 - 220 110 - 220
IT
Project Manager
60 - 100 80 - 120 80 - 120 100 - 200 130 - 290 130 - 290 130 - 290

System Engineer
60 - 100 80 - 120 80 - 120 100 - 200 110 - 220 110 - 220 110 - 220
SE
Technical Support
60 - 100 80 - 120 80 - 120 100 - 200 110 - 220 110 - 220 110 - 220

Network Engineer
60 - 100 80 - 120 80 - 120 100 - 200 130 - 220 130 - 220 130 - 220

Manager Level
100 - 250 100 - 250 100 - 250 150 - 250 130 - 310 130 - 310 130 - 310

200 - 400 200 - 400 200 - 400 200 - 400 260 - 550 260 - 550 260 - 550

Director Level
300 - 650 300 - 650 300 - 650 300 - 650 550 - 1,100 550 - 1,100 550 - 1,100

Manufacturing
China
Sales
(1K RMB=148USD)

Position
Local Staff
Overseas Sales
40 - 100 80 - 200 60 - 100 120 - 200 130 - 260 130 - 260 130 - 260

Domestic Sales
40 - 100 80 - 200 60 - 100 120 - 200 110 - 220 120 - 220 110 - 220

Trading
40 - 100 80 - 200 60 - 100 120 - 200 90 - 260 120 - 260 90 - 260

Manager Level
80 - 200 100 - 240 100 - 200 150 - 250 120 - 300 150 - 300 120 - 300

150 - 250 200 - 300 200 - 300 200 - 300 260 - 550 250 - 550 250 - 550

Director Level
250 - 600 250 - 600 300 - 600 300 - 600 550 - 1,100 400 - 1,100 400 - 1,100

Specialists
Position
Local Staff
QC/QA (Quality
Control) 40 - 70 50 - 80 50 - 80 100 - 200 130 - 290 130 - 300 130 - 300

Service Engineer
40 - 70 50 - 80 50 - 80 100 - 200 110 - 220 130 - 300 130 - 300

Sales Engineer
40 - 70 50 - 80 50 - 80 100 - 200 110 - 220 130 - 300 130 - 300

40 - 70 50 - 80 50 - 80 100 - 200 110 - 220 130 - 300 130 - 300

Plant Engineer
40 - 70 50 - 80 50 - 80 100 - 200 110 - 220 130 - 300 130 - 300

Mechanical Design
Engineer
40 - 70 50 - 80 50 - 80 100 - 200 110 - 290 130 - 300 130 - 300

Construction
Manager /
Civil Engineer 40 - 70 50 - 80 50 - 80 100 - 200 110 - 290 130 - 300 130 - 300

Manager Level
100 - 200 100 - 200 100 - 200 100 - 200 150 - 290 150 - 300 150 - 300

180 - 300 180 - 300 180 - 300 180 - 300 260 - 550 260 - 550 260 - 550

Director Level
250 - 600 250 - 600 250 - 600 250 - 600 550 - 1,100 550 - 1,100 550 - 1,100

Service Industry
China
Sales
(1K RMB=148USD)

Position
Local Staff
Non-Managerial
Level 36 - 100 50 - 120 40 - 120 120 - 200 70 - 220 120 - 220 70 - 220

Manager Level
60 - 120 90 - 180 90 - 180 150 - 200 150 - 220 150 - 220 150 - 220

150 - 300 180 - 300 180 - 300 200 - 360 220 - 400 220 - 400 220 - 400

Director Level
200 - 400 300 - 420 300 - 420 360 - 420 400 - 660 400 - 660 400 - 660

Korea
Korea
[Market Overview]
Economic Trends
Nominal GDP: Approximately USD 1.4 trillion (ranks number 11 worldwide); Real GDP growth rate: 2.7%, 2.6% (2015),
3.3% (2014)
Business sentiment in South Korea remains unfavourable. The nation s high dependency on exports means that its
economy is highly susceptible to trends in that regard. In South Korea, managers must keep a close eye on developments
with respect to Chinese government policy given the nation s role as South Korea s top export market as well as the leading
supplier of South Korean imports. Growing exports to Vietnam have recently made the nation South Korea s 4th largest
export destination. South Korea s chief export is electronics.
Foreign investment: In 2015, foreign direct investment in South Korea increased by 10.0%. By industry, FDI into the
manufacturing sector has decreased, and FDI into the services sector has increased. Investment from the U.S. and China
has been increasing, but direct investment made by Japanese companies has been decreasing.
Total population: 50.82 million; Workforce: 26.21 million; Unemployment: 3.6%
Recruiting Trends
Languages and education: South Korea boasts the highest level of education among all member countries of the
Organisation for Economic Cooperation and Development (OECD), with 67.1% of the nation s young adults (between the
ages of 25 to 34) holding university degrees. In addition, overall English competency is high given the population s overall
eagerness to learn English due to their desire to better compete in the job market. However, while much of that English
study is geared to attaining impressive marks on the Test of English for International Communication (TOEIC), a high
TOEIC score does not necessarily correlate with prociency in terms of English uency. As such, recruiters need to assess
English skills of candidates during the interview process. The language spoken most commonly within local rms is Korean.
Employment demand for sales, accounting and clerical support positions remains strong among Japanese manufacturers
and South Korea-based sales operations of Japanese trading companies. Since around 2015, demand for human resources
in sales management positions has also been increasing at director and senior managerial level. Recently, companies in
South Korea have also been hiring more candidates in the services, IT, consumer goods, and banking and nancial services
industries. However, due to the recent economic downturn, demand for employees to fill vacated positions has been
exceeding those that involve an increase of headcount to address business expansion.
Regulations governing employment of foreign nationals: Foreign nationals continue to face hurdles with respect to
obtaining work visas in South Korea for white-collar work.
Japanese speakers: Many Japanese companies have shown a preference for hiring South Korean citizens who speak
Japanese, and generally seek recruits with intermediate- to advanced-level business Japanese proficiency. In many
companies such employees often end up using Japanese for in-house communications, such as with staff at the Japanese
headquarters and Japanese expatriates in South Korea, rather than for negotiating with customers. In recent years,
there have been an increasing number of job openings in rms such as major Japanese trading companies and global
manufacturers seeking employees with English language prociency, in addition to Japanese language competency.
Japanese nationals: There has been relatively little recruitment involving the local hiring of Japanese nationals in South
Korea, with the exception of some companies that are developing business to consumer (B2C) enterprises.
There continue to be plenty of job offers for marketing professionals equipped with business-ready practical skills in the
consumer goods industry. There also continues to be strong demand for candidates with technological backgrounds to
ll technology sales positions, amid an increase in technical support services in South Korea s manufacturing industry.
Meanwhile, Japanese pharmaceutical manufacturers and contract research organizations (CROs) have been actively hiring
English-speaking employees who have experience working for MNC s. Companies in the IT industry have been recruiting
top-notch talent with industry experience. There have been many cases where companies require English-language
prociency, but not necessarily Japanese-language skills. There is strong demand for candidates with extensive practical
job experience working for MNC s. In the banking and nancial services industry, companies tend to hire business-ready
candidates with experience gained through employment in South Korean or MNC s in the same industry. In most cases
these rms do not seek candidates with Japanese ability, unless they are looking to ll positions that entail marketing to
the Japanese community.
In carrying out the recruitment process, managers of departments hiring new employees should be involved in the task of
interviewing candidates, along with company representatives and personnel managers. This makes it possible for both the
respective company and candidate to directly gain a better understanding of mutual expectations and objectives during the
course of the interviews, which accordingly helps prevent post-recruitment issues involving employer-employee mismatch.
Salary Trends
Salary increases among Japanese companies in South Korea have been approximately 4% to 5%. South Korea s rate
of ination had been at around 3% to 4%, but has been stuck in the 1% range since 2013. Consequently, the pace of
salary growth has been slowing overall. U.S. and European companies have been raising salaries by around 5%, which is
comparatively higher. However, the rate of increase does vary depending on the earnings results of respective companies.
Lower range salaries for non-managerial employees have tended to increase over the past year. Such salaries have risen
substantially consumer goods and IT sectors where Japanese companies had particularly low minimums in place.
Salaries of civil servants are approximately SKW 22 million to SKW 42 million per year (approx. JPY 2.0 million to JPY 3.8
million).
Base salaries of factory workers are approximately SKW 2 million per month (approx. JPY 180,000). Base salaries of shop
assistants are approximately SKW 1.5 million per month (approx. JPY 140,000).
The statutory minimum wage for 2017 is SKW 6,470 per hour (approx. JPY 590), which is 7.3% higher than in 2016.

Korea
[ ]
GDP 1.4 11 GDP 2.72.62015 3.32014

1.00.72015 1.32014
1
4
10.02015

5,082 2,621 3.6
25 34 68OECD
TOEIC

2015
IT

B to C

CRO
IT

4 53 4 2013 1
5
IT
2,200 4,200 200 380
200 18 150 14
6,470 590 2017 +7.3
Back Ofce
Korea
Accounting
(10K SKW=8.8USD)
(Unit: South Korean Won(0,000)/a year)

Position
Japanese Speaker English Speaker
2,700 - 4,500 2,800 - 4,500
Manager Level
4,000 - 6,000 4,000 - 7,000
5,000 - 8,000 6,000 - 10,000
Director Level
7,000 - 13,000 9,000 - 20,000
Human Resources
Position
2,700 - 4,500 2,800 - 4,500
Manager Level
4,000 - 6,000 4,000 - 7,000
5,000 - 8,000 6,000 - 10,000
Director Level
7,500 - 12,000 9,000 - 15,000
General Affairs
Position
Secretary/PA/Admin
2,800 - 4,000 3,000 - 4,000
Consumer Goods
Korea
Sales
(10K SKW=8.8USD)

Position
2,500 - 4,000 2,700 - 4,500
Manager Level
3,800 - 6,000 4,000 - 7,000
5,000 - 8,000 6,000 - 10,000
Director Level
7,000 - 10,000 9,000 - 15,000
Healthcare
Sales
Position
2,600 - 4,500 2,700 - 4,500
Manager Level
4,000 - 6,500 4,000 - 7,000
5,500 - 8,000 6,000 - 10,000
Director Level
7,000 - 12,000 9,500 - 18,000
Korea
Sales
(10K SKW=8.8USD)

Position
2,500 - 4,200 2,700 - 4,500
Manager Level
4,000 - 6,000 4,000 - 7,000
5,000 - 8,000 6,000 - 10,000
Director Level
7,000 - 12,000 9,500 - 18,000
Manufacturing
Sales
Position
2,600 - 4,500 2,700 - 5,500
Manager Level
4,000 - 6,000 4,500 - 8,000
5,000 - 9,000 7,000 - 11,000
Director Level
8,000 - 13,000 10,000 - 18,000
Specialists
Position
2,600 - 4,500 2,700 - 5,000
Manager Level
4,000 - 6,000 4,500 - 8,000
5,000 - 9,000 7,000 - 11,000
Director Level
8,000 - 12,000 10,000 - 15,000
Service Industry
Korea
Sales
(10K SKW=8.8USD)

Position
2,200 - 3,500 2,500 - 4,000
Manager Level
3,500 - 5,500 4,000 - 7,000
5,000 - 7,500 6,000 - 10,000
Director Level
7,000 - 10,000 9,000 - 13,000
India
India
[Market Overview]
Economic Trends
Nominal GDP: USD 2.3 trillion; Real GDP growth rate: 7.6%, 7.4% (2015)
Consumer price ination: 5.5%, 4.9% (2015), 5.9% (2014), 9.4% (2013)
Foreign investment: Foreign direct investment in India increased by 36.6% in 2015, and continues to grow. Investment
from Japan decreased by 25.5%, and accounted for 4.4% of the total amount of FDI in India, however the number of
Japanese companies increased 6% in the year to Oct. 2015.
India has been easing regulations across respective industries since early 2016, and has announced that it will pursue
deregulation in the food products sector, after having made such moves in defence and retail.
Total population: 1.3 billion; Workforce: Over 490 million (ILO estimate for 2016)
More than 90% of India s workforce is either self-employed or employed by companies with fewer than 10 employees.
Recruiting Trends
Languages and education: India is a nation with a rich diversity of languages, personal experiences and religions. Although
its rate of university enrolment is low at 25%, most people in the nation s white-collar workforce speak English and
generally hold either university or graduate school degrees.
India s labour force is very actively mobile and employees often switch over to jobs at competing rms, even within narrow
market segments. There are many cases of employees repeatedly changing jobs every one to three years, usually in
pursuit of higher salaries, particularly among those in a range of categories from general staff to managerial.
Japanese nationals: The number of locally hired Japanese nationals has been increasing in recent years. Japanese rms,
MNCs and Indian enterprises alike have been ramping up their hiring of Japanese nationals with the aim of capturing
business that involves serving the Japanese company market in India. The situation remains largely unchanged from last
year in terms of difculties associated with arranging employment visas for white-collar foreign nationals.
Japanese speakers: Those who speak Japanese are highly valued given their scarcity in India s job market, and as such
candidates with Japanese language prociency are able to nd jobs solely on the basis of such credentials. Therefore,
companies seeking candidates with managerial or business skills, in addition to Japanese language ability, face the problem
of an even greater scarcity of qualied individuals.
Companies need to have a sound understanding of Indian workplace practices when engaging in recruitment initiatives.
Interviewers should also methodically ask questions about specics and verify such details in order to make sure that job
candidates are actually able to perform tasks they would be assigned. To improve employee retention, companies need to
focus on developing a positive environment within the organisation and creating a corporate culture that is conducive to
open communications, while also providing salary increases of around 10% upon conducting performance assessments.
India s white-collar workforce tends to be quite hesitant when it comes to job relocation within the nation. This is
particularly due to language differences from region to region as well as variations in climate and food. Another major
factor causing resistance to such moves involves that of the cultural importance attached to family. In this regard,
companies face the risk of employees opting to quit their jobs in certain situations, such as when an eldest son returns
home upon getting married.
Salary Trends
Salaries tended to rise in comparison with previous year levels, and have continued to increase every year with respect
to blue- and white-collar positions. As a general rule, employee salaries in India continue to increase by no less than 10%
per year, upon salary review. Also, many job changers in India seek salaries that are 20% to 30% higher upon changing
positions.
Employment visa requirements in India mandate that foreign nationals receive a salary of no less than USD 25,000 per
year (approx. JPY 2.6 million).
Salaries of people who speak Japanese continue to rise as a result of employers attaching increasingly greater value to
such skills given that they are in short supply.
By region, the highest salaries for white-collar workers are in Mumbai, followed in descending order by Delhi, Bangalore
and Chennai. Salaries vary by around 10% to 20% depending on the region.
Salaries in India normally tend to be linked with an employee s years of relative experience. As such, 1.) for English
speakers, non-managerial positions primarily require those with 1 to 3 years of experience, manager level positions
primarily require those with 5 to 10 years of experience, senior manager level positions primarily require those with 10
to 15 years of experience, and director level positions primarily require those with over 20 years of experience. However,
when it comes to manufacturing sector sales, service sector sales, and back ofce operations, positions in those same
occupational levels tend to require fewer years of experience, primarily around 02 years, 35 years, 510 years and more
than 15 years, respectively. 2.) For those with Japanese-speaking ability, non-managerial positions primarily require 1 to 5
years of experience and manager level positions primarily require 5 to 10 years of experience. However, sales positions in
information technology tend to require slightly more years of experience, while accounting requires fewer. 3.) For native-
level Japanese speakers, non-managerial positions primarily require 1 to 3 years of experience and manager level positions
primarily require 3 to 5 years of experience. However, positions involving information technology sales and back ofce
operations tend to require fewer years of experience, at around 01 years and 13 years, respectively.
Base salaries of factory workers are approximately INR 24,000 per month (approx. JPY 37,000). Base salaries of shop
assistants are approximately INR 8,000 per month (approx. JPY 12,000).
The statutory minimum wage is INR 350 per day (approx. JPY 500) for unskilled workers in the non-farm sector, which is
42% higher than before.

India
[ ]
GDP2.3 GDP 7.67.42015

5.54.92015 5.92014 9.42013
2015 36.6 25.5 4.4
62016

13 4.9 2016 ILO
9 10
25

1 3

10

10 20 30

25,000 260

10 20
1 3
5 10 10 15 20
0 2 3 5 5 10 15
1 5 5 10 IT
1 3 3 5 IT
0 1 1 3
24,000 3.7 8,000 1.2
350 500 42
Back Ofce
India
Accounting
(1K INR=15USD)
(Unit: Indian Rupee(000)/a year)
Japanese Company
Position
English Speaker Japanese Speaker Japanese Native Speaker

300 - 500 700 - 1,200 1,400 - 1,600
Manager Level

500 - 900 1,200 - 2,000 1,500 - 2,500

900 - 1,600 N/A N/A
Director Level

4,000 - 6,000 N/A N/A
Human Resources
Japanese Company
Position

300 - 500 600 - 1,200 1,400 - 1,600
Manager Level

500 - 900 1,200 - 2,000 1,500 - 2,000

900 - 1,500 N/A N/A
General Affairs
Japanese Company
Position
Secretary/PA/Admin

500 - 700 700 - 1,000 1,500 - 1,600
Company Secretary/Legal
CS
600 - 900 N/A N/A
IT Industry IT
India
Sales
(1K INR=15USD)
Japanese Company
Position

450 - 1,000 600 - 1,200 1,400 - 1,600
Manager Level

1,000 - 2,000 1,200 - 2,000 1,500 - 2,000

2,000 - 4,000 N/A N/A
Director Level

5,000 - 7,000 N/A N/A
Specialists IT
Japanese Company
Position

450 - 1,000 600 - 1,200 1,400 - 1,600
Manager Level

1,000 - 2,000 1,200 - 2,000 1,500 - 2,500

2,000 - 4,000 N/A N/A
Director Level

5,000 - 7,000 N/A N/A
Manufacturing
India
Sales
(1K INR=15USD)
Japanese Company
Position

200 - 500 600 - 1,200 1,400 - 1,600
Manager Level

500 - 1,000 1,200 - 2,000 1,500 - 2,000

1,000 - 1,700 N/A 2,000 - 3,500
Director Level

3,000 - 6,000 N/A N/A
Specialists
Japanese Company
Position

200 - 500 600 - 1,200 1,400 - 1,600
Manager Level

500 - 1,200 1,200 - 2,000 1,500 - 2,500

1,200 - 2,000 N/A 2,000 - 4,000
Director Level

3,000 - 6,000 N/A N/A
Service Industry
India
Sales
(1K INR=15USD)
Japanese Company
Position

150 - 300 600 - 1,200 1,400 - 1,600
Manager Level

300 - 700 1,200 - 2,000 1,500 - 2,000

700 - 1,500 N/A N/A
Director Level

2,500 - 5,000 N/A N/A
Singapore Indonesia continued...

Hong Kong
www.jac-recruitment.sg Surabaya www.jac-recruitment.hk
Singapore Intiland Tower, 2nd Floor, Suite 7A Hong Kong
1 Rafes Place, #10-00 Jl. Panglima Sudirman 101-103 12F, Asia Pacic Centre
One Rafes Place, Tower 1 Surabaya 60271 8 Wyndham Street
Singapore 048616 Tel: +62 31 534 9259 Central, Hong Kong
Tel: +65 6224 6864 surabaya@jac-recruitment.co.id Tel: +852 2522 6767
singapore@jac-recruitment.sg hongkong@jac-recruitment.hk
Thailand
Malaysia www.jac-recruitment.co.th
China
www.jac-recruitment.my Bangkok www.jac-recruitment.cn
Kuala Lumpur 10F Emporium Tower Shanghai
Letter Box No.15, 17F UBN Tower 622 Sukhumvit Soi 24 Unit 1508, Jing An China Tower
10 Jalan P. Ramlee Klongton, Klongtoey No. 1701, Beijing Xi Lu
50250 Kuala Lumpur Bangkok 10110 Jing An District
Tel: +60 (0) 3 2715 5525 Tel: +66 (0) 2261 1270 Shanghai 200040
kualalumpur@jac-recruitment.my bangkok@jac-recruitment.co.th Tel: +86 (0) 21 5157 2151
Johor Eastern Seaboard (Chonburi) shanghai@jac-recruitment.cn
Suite No.23A.06A, Level 23A 5th Floor, Harbor Mall Guangzhou
Johor Bahru City Square 4/222 Moo 10 Room 1408, Citic Plaza
Jalan Wong Ah Fook Sukhumvit Road, Tambol Tungsukla 233 Tianhe Bei Lu
80000 Johor Bahru, Johor Ampher Siracha, Chonburi 20230 Tian He District, Guangzhou 510613
Tel: +60 (0) 7 278 1122 Tel: +66 (0) 3849 1556 Tel: +86 (0) 20 3877 3737
johor@jac-recruitment.my easternseaboard@jac-recruitment.co.th guangzhou@jac-recruitment.cn
Penang Ayutthaya
Unit 12-05, Level 12
Menara IJM Land
59/99 The Sky Shopping Center
4th oor Moo1, Rojana Road
Korea
Lebuh Tunku Kudin 3 T. Thanu, A. U-Thai Ayutthaya 13000 www.jac-recruitment.kr
11700 Gelugor, Penang Tel: +66 (0) 35 200 571 Seoul
Tel: +60 (0) 4 296 0610 ayutthaya@jac-recruitment.co.th #615, East Wing Hanshin Intervalley 24
penang@jac-recruitment.my Teheran-ro 322
JAC International Gangnam-gu, Seoul 06211
Indonesia Bangkok
Tel: +82 (0) 2 2183 0511
seoul@jac-recruitment.kr
www.jac-recruitment.co.id 10F Emporium Tower
Jakarta 622 Sukhumvit Soi 24
7F Menara Cakrawala Klongton, Klongtoey
(Skyline Building) Bangkok 10110
Jl. MH. Thamrin No.9 Tel: +66 (0) 2261 8710
Jakarta 10340 bangkok@jac-recruitment.co.th
Tel: +62 21 315 9504
+62 21 391 2789
jakarta@jac-recruitment.co.id
Cikarang
Gedung CIMB Niaga, 8th Floor
Jl. MH. Thamrin Kav. 107
Lippo Cikarang, Bekasi 17550
Tel: +62 21 897 3356/57
karawang@jac-recruitment.co.id
Vietnam Japan
www.jac-recruitment.vn www.jac-recruitment.jp www.jac-recruitment.jp
Ho Chi Minh City Tokyo
Floor 19, Continental Tower 14F Jinbocho Mitsui Building 101-0051
81-83-85 Hm Nghi 1-105 Kanda Jinbocho 1-105
District 1, Ho Chi Minh City Chiyoda-ku, Tokyo 101-0051 14
Tel: +84 8 3821 7730 Tel: +81 (0) 3 5259 6924 Tel: +81 (0) 3 5259 6924
hochiminhcity@jac-recruitment.vn Yokohama
Hanoi 18F Sky Building 220-0011
#15-04, Prime Center 2-19-12 Takashima, Nishi-ku 2-19-12
53 Quang Trung Street Yokohama, Kanagawa 220-0011 18
Hai Ba Trung District, Hanoi Tel: +81 (0) 45 285 7021 Tel: +81 (0) 45 285 7021
Tel: +84 4 3633 2115 Nagoya
hanoi@jac-recruitment.vn 10F NMF Nagoya Fushimi Building 460-0003
2-9-27 Nishiki, Naka-ku 2-9-27
NMF 10
India Nagoya, Aichi 460-0003
Tel: +81 (0) 52 857 5221 Tel: +81 (0) 52 857 5221
www.jac-recruitment.in Shizuoka
Delhi NCR 4F Excelward Shizuoka Building 420-0857
302-303, 3rd oor 11-30 Miyuki-cho, Aoi-ku 11 30
JMD Regent Plaza, MG Road Shizuoka, Shizuoka 420-0857 4
Gurgaon, Haryana 122002 Tel: +81 (0) 54-205-3841 Tel: +81 (0) 54-205-3841
Tel: +91 124 417 4330 Osaka
email: gurgaon@jac-recruitment.in 12F Hilton Plaza West Ofce Tower 530-0001
2-2-2 Umeda, Kita-ku 2-2-2
United Kingdom Osaka, Osaka 530-0001

Tel: +81 (0) 6 4799 1911
12
Tel: +81 (0) 6 4799 1911
www.jac-recruitment.co.uk Kyoto
London 8F COCON KARASUMA Building 600-8411
2nd Floor, 64 London Wall 620 Suiginya-cho, Shimogyo-ku
London EC2M 5TP Kyoto, Kyoto 600-8411 620 COCON 8
Tel: +44 (0) 20 7489 2990 / 2999 Tel: +81 (0) 75 342 6221 Tel: +81 (0) 75 342 6221
london@jac-recruitment.co.uk Kobe
6F Orix Kobe Sannomiya Building 651-0087
6-1-10 Goko-dori, Chuo-ku 6-1-10
Kobe, Hyogo 651-0087 6
Tel: +81 (0) 78 262 9221 Tel: +81 (0) 78 262 9221
Hiroshima
16F Hiroshima High Building 21 730-0022
3-1 Kanayama-cho, Naka-ku 3-1
Hiroshima, Hiroshima 730-0022 2116F
Tel: +81 (0) 82 545 4021 Tel: +81 (0) 82 545 4021

JAC International www.jac-international.jp
www.jac-international.jp
Tokyo 101-0051
14F Jinbocho Mitsui Building 1-105
1-105 Kanda Jinbocho 14
Chiyoda-ku, Tokyo 101-0051 Tel: +81 (0) 3 5259 9881
Tel: +81 (0) 3 5259 9881
The Salary Analysis in Asia 2017
Publisher JAC Recruitment Group
2017 JAC Recruitment Group
The date of issue 6th Jan. 2017 2017 1 6
1st edition 1
Not for Sale
Contact JAC Recruitment (Japan) Co., Ltd.

Business Planning Division
+81(0)3-5259-2490
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The Salary Analysis

A Word from the Editor

JAC Recruitment Group1975

JAC Recruitment Group

How to Read the Tables

Multi-national corporations which are globally headquartered

Corporations which are globally headquartered within the surveyed

Locally hired members of the workforce employed in positions that

* This document was originally created in Japanese.

MNC (multinational corporation)

Request for Reader Feedback and Registration

JAC Recruitment Group

Figure: Salary by Position Level

Non-Management Manager Senior Manager Director

Japan : Back Ofce

Position Details Japanese Company MNC

CFO 900 - 2,000 1,000 - 3,000

Non-Managerial 600 - 900 600 - 1,000

Non-Managerial 500 - 700 500 - 900

Junior 350 - 500 350 - 500

Senior 400 - 700 400 - 800

Senior Manager 800 - 1,300 1,000 - 1,500

Non-Managerial 500 - 800 600 - 800

Non-Managerial 500 - 800 500 - 800

Non-Managerial 500 - 800 N/A

Internal Control / Audit

Audit & Supervisory Board Member

Non-Managerial 500 - 900 600 - 1,000

* Overseas Assignment / Internationally Related Position

Japan : Back Ofce

Position Details Japanese Company MNC

Corporate Communications / Internal Communications

Non-Managerial 500 - 800 500 - 1,000

Non-Managerial 500 - 1,200 600 - 1,300

Patent (Intellectual Property, Trade Non-Managerial 500 - 900 600 - 1,000

* Overseas Assignment / Internationally Related Position

Position Details Japanese Company MNC

Non-Managerial 500 - 800 500 - 800

Non-Managerial N/A 600 - 800

Junior 400 - 500 450 - 600

Manager 600 - 1,000 700 - 1,200

Non-Managerial 450 - 700 500 - 800

Corporate Planning / Business Planning

Non-Managerial 400 - 800 500 - 900

Business Planning / New Business Non-Managerial 500 - 1,000 600 - 1,300

* Overseas Assignment / Internationally Related Position

Banking and Financial Services

Japan : Banking & Financial Services

Position Details Japanese Company MNC

Japan : Banking & Financial Services

Position Details Japanese Company MNC

Non-Managerial 500 - 1,000 500 - 1,000

Marketing and Planning Non-Managerial 500 - 1,000 600 - 1,000

Non-Managerial 400 - 800 600 - 900

Non-Managerial 500 - 700 500 - 800

Japan : Consumer Goods

Position Details Japanese Company MNC

Non-Managerial 400 - 700 400 - 700

Non-Managerial 450 - 700 500 - 800

Non-Managerial 400 - 650 400 - 700

Non-Managerial 400 - 600 500 - 650

Non-Managerial 450 - 650 500 - 800

Non-Managerial 450 - 750 500 - 800

Product Planning / Non-Managerial 400 - 600 400 - 600