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2014 HR Survey Results – Singapore

When we launched this survey we published it as a salary survey first and foremost, however after looking at the results and seeing some of the interesting data that has come as a result, I’ve realized that this is more of an HR trend analysis than it is a salary survey. The results on pay increases and bonuses are always useful but, for me anyway, it is the trends and demographic data that I have found particularly fascinating. In each country survey we have made comparisons with the global data that we have received, which should attempt to make the data ever more relevant for global HR leaders.

The HR trends in Singapore make for some interesting reading but if I had to highlight any, the main two would be:

1. Tenure is clearly a problem in Singapore with the country ranking lowest in terms of people being with their employers for 4 years or more at just 22.3%. There are clearly other issues at play here but I do think companies need to look at this when they hire people. Too many hires seem to be made without a candidate demonstrating success in their previous role. Companies argue that talent is in short supply which also means that the country, as a whole, needs to investigate why we don’t have more people coming into HR as a profession at a young age. To back this up further, Singapore had just 1% of its HR population between the ages of 18-24. With a graduating age around 21-22 years old you would like to think that this would be higher but this is lower than the 3% seen globally and seems to point towards a lack of up and coming talent.

2. Pay perception is an issue in Singapore and while we seem to have unearthed this as a global problem, Singapore ranks alongside Hong Kong with just 7% of people being “pleased” about their pay. I can’t quite believe this statistic and will look at amending our survey in 2015 to probe a little deeper on this issue. On the whole the people we see in HR in Singapore aren’t badly paid and I really believe this figure should be closer to 20% rather than the single-digit figure that we are seeing here.

The data provided is obviously just a sample of people that are known to us and while we might not know everyone, some of the insights are very valuable. I’ve never looked into trends like this globally before and hope that this survey shows that as a business we are truly looking to add a greater value to the global HR community.

See pdf for the full HR Survey. If you would like to discuss any of the results in this survey please do not hesitate to contact me direct. I hope you enjoy reading.

Thanks!
Stuart Elliott
Managing Director, Global

se@elliottscotthr.com

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