1、SALARY GUIDEMalaysia2022/2023 2PERSOLKELLY is a joint venture established in 2016 between PERSOL HOLDINGS(previously Temp Holdings)and Kelly Services to cater to the rising workforce employment needs of the emerging Asia Pacific market.We are one of the largest workforce solutions providers in the r

2、egion,spanning over 45 offices across 13 markets including Australia,China,Hong Kong,India,Indonesia,Malaysia,New Zealand,Philippines,Singapore,South Korea,Taiwan,Thailand and Vietnam.Our reach,scope,and scale of operations have set the industry standard for cross-border recruitment and holistic wor

3、kforce solutions.Since inception,PERSOLKELLY has placed over 59,000 positions across the region and works together with 98%of Fortune 100 companies for their workforce solution needs.Connect with us on Facebook,LinkedIn,&Instagram.Visit .my 3CONTENTSMethodology:Salary figures included in the 2022/23

4、 Malaysia Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the PERSOLKELLY Malaysia network,as well as job placement data recorded on the PERSOLKELLY Malaysia database.Working life is a journey of growth and creation.We all have big dreams,

5、and there are many different paths to success.Thus,we need to make our own choicesfrom a range of diversified work opportunities.Our vision is to enrich society so that all work leads to lives of happiness.Executive Overview 04Skilled Talent Trends 06Banking&Financial Services 09Engineering 13Financ

6、e&Accounting 16Human Resources&Administrative 19Information Technology 22Property&Construction 26Sales&Marketing 29Supply Chain&Logistics 32References 35 4Executive OverviewOn 1st April 2022,Malaysia began the transition to the endemic phase.With this,most Covid-19 restrictions were lifted,including

7、 limitations on business operating hours,interstate travel,and the number of people allowed in the workplace or a place of business.International travel began opening up and quarantine requirements were lifted for those who are fully vaccinated,while the unvaccinated or yet to be fully vaccinated on

8、ly needed to be quarantined for five days upon arrival in Malaysia.With the easing of restrictions,the economy shows signs of recovery as businesses transit to full-swing operations.In tandem,this opens up more job opportunities as the demand for the labour force increases to fulfil the need for bus

9、iness operations.The World Bank projects that Malaysias economy would expand 5.5%in 2022,driven mainly by a strong rebound in consumption.The unemployment rate falls from 4.3%in the fourth quarter of 2021 to 4.1%in the first quarter of 2022.According to the same report,if the policy is implemented w

10、ell,the rise of the minimum wage from RM1,200 to RM1,500 a month would boost incomes and help raise living standards.However,even as the economy recovers,the threat of Covid-19 remains.Furthermore,after over 2 years of the Movement Control Order and various global disruptions caused by the pandemic,

11、new employment issues and trends have risen and organisations will have to adapt to the New Normal.5Since vaccination status is no longer a precondition to determining workplace capacity,businesses and organisations will have to put policies in place to strike a balance in accommodating both vaccina

12、ted and unvaccinated employees within the same workplace.Employers will also need to have clear Covid-19 health and safety protocols in place to minimise risks of infection in the workplace to provide peace of mind for employees to thrive.The pandemic had also hastened the digital transformation of

13、many companies.Talent with expertise in digital fields will be in high demand.As such,businesses that want to stay ahead in the market will have to offer suitable incentives to attract and retain top talent.However,what constitutes attractive or even sufficient incentives is no longer determined by

14、employers alone.Employees are increasingly aware of their choice to decide how work fits into their interests,values and priorities.Changes affecting job trends also include technological disruptions.For example,artificial intelligence,the Internet of Things(IoT),digital and social media,cloud compu

15、ting,big data analysis and more are increasingly being applied across industries.This is transforming traditional businesses,which is a positive economic phenomenon that presents new employment opportunities and challenges.The issue of the Great Resignation could affect Malaysian employers.In a 2021

16、 report,around 61%of employees planned to find a new job in 2022.Most of these were Gen Z(aged 18-24)and Millennials(aged 25-34).While financial benefit is still the top factor in job attractiveness especially with the rising cost of living due to the Russia-Ukraine war that disrupts the supply of c

17、ertain goods-younger employees tend to prioritise career progression opportunities and healthy work-life balance as well.These young group of workers voted that the most common reasons for quitting their existing jobs are a lack of professional advancement(36%),a lack of appreciation or recognition(

18、27%),and a lack of training possibilities(26%).Other issues include not obtaining wage raises,difficulties with management,feeling overworked,and a lack of flexibility.This is especially so as the gig economy has grown tremendously during the pandemic.Many unemployed who pivoted to become e-hailing

19、drivers,delivery riders,freelancers and microbusinesses found that gig economy earnings could comfortably replace full-time employment income.Time flexibility is also an attractive factor as gig workers have the freedom to develop a work-life balance that works for them.This will pose challenges for

20、 employers who will have to compete with gig economy advantages,especially for entry-level workers.Therefore,it is becoming more crucial Executive OverviewBrian SimManaging Director&Country HeadPERSOLKELLY Malaysiafor employers to continually engage with their employees in the process of addressing

21、challenges and shaping solutions that will make workers feel more relevant,connected,and valued.Employers will need to create new strategies to meet the evolving employee expectations.Overall,the employment market has shown a strong rebound since the country began its transition into the endemic pha

22、se and is making progress slowly but surely towards pre-pandemic levels.This is bolstered by the fact that Malaysia is ranked as one of the most attractive staffing markets in Asia,due to its strong growth prospects and business advantages.With continuing global challenges,ensuring the resilience of

23、 the workforce is the way to go for businesses to thrive.To win in the marketplace,employers must first ensure they win in the workplace.of employees planned to find a new job in 2022Most common reasons employees leave their jobLack of professional advancementLack of appreciation or recognitionLack

24、of training possibilities26%27%36%61%6Skilled Talent TrendsIn the first quarter of 2022,the three most sought-after categories of workers were the professional category(44.9%)followed by technicians and associate professionals(17.7%)and managers(11.3%).The five most popular jobs were advertising and

25、 marketing professionals,administrative associate professionals,managing directors and CEOs,accountants,auditors and software developers.Beyond the numbers,expectations towards employment post-pandemic are changing as well.To stay relevant and competitive in this landscape,companies should focus on

26、identifying what matters to employees and empower them to fulfil their potential.According to the Department of Statistics Malaysia(DOSM),Malaysias unemployment rate fell to 3.9%in April 2022,down from 4.1%a month earlier as economic activities flourished in tandem with the nations transition into t

27、he endemic phase on 1 April 2022.Professional CategoryTechnicians and Associate Professionals44.9%17.7%11.3%Managersmost sought-after categories of workers3 7Organisations that engage employees in shaping solutions and addressing challenges will continue to thrive.The following are the major trends

28、affecting employment in 2022 and beyond that employers need to take note of:Flexible Working Arrangements Even as employers reopen workplaces,employee demand for flexible work arrangements remains strong.One report by EY shows that 90%of Malaysian respondents want flexibility in where and when they

29、work in the post-pandemic economy.The majority(63%)of respondents believe their productivity can be accurately measured irrespective of location and almost half(45%)would consider leaving their job if they did not have this flexibility.Mental HealthParadoxically,burnout is a frequently cited issue r

30、elated to remote working arrangements despite employees preference for it.Nearly six times as many employers report increased mental health issues among employees since the pandemic began,with burnout being one of the most common.Another issue related to remote working is feelings of isolation.Emplo

31、yees still feel the need to connect with colleagues.For employers implementing a hybrid workplace post-pandemic,it is crucial to create a psychologically safe environment that helps maintain a sense of connectedness between colleagues and managers.Employee MobilityAs the economy recovers post-pandem

32、ic,companies are hiring more headcounts to meet increasing business demands.With the rising demand for talent,employees are faced with more choices of work opportunities.Many employees have had to raise their skills and capabilities over the last two years amid a volatile business climate.Now,a numb

33、er of them feel more ready to take on new challenging jobs,with a preference for employers who are able to provide for both their career development and their personal wellbeing.Talent DevelopmentThe pandemic has pushed companies to upskill their employees for emerging skills,especially in digital t

34、ools.Globally,organisations invested more than US$2,800 per learner for reskilling in 2021,an increase from US$1,400 in 2020.However,97%of companies in Asia view that there are still significant skill gaps in their organisation.Investing in high-impact and relevant training efforts will be key to cl

35、osing these skill gaps so that organisations are able to meet the business challenges today and ensure the employability of their talent in the future.Redefining Employee EngagementEmployees are willing to give their best to companies they feel connected to and supported by the company or their lead

36、ers.To keep employees engaged,businesses have to be inclusive and personalised in their approach,as well as project a strong sense of purpose with values that resonate with the employees.This falls back on a companys leadership when leaders become mentors who demonstrate genuine concern for employee

37、 growth and well-being,employees are more likely to be engaged.Skilled Talent TrendsInvesting in training efforts will be key to closing skill gaps so that organisations are able to meet the business challenges today and ensure the employability of their talent in the future.8Contingent WorkforceThe

38、 use of a contingent workforce whether short or fixed-term contract employment,freelancer or independent contractors and outsourcing agencies as part of a companys future employment plan is becoming more common.In March 2022,PERSOLKELLY published a report that surveyed 1,112 employers and HR decisio

39、n-makers in 12 markets across the APAC region,and the survey findings showed that 64%of companies in Malaysia fill gaps in their workforce through hiring temporary or contract employees,especially for the role of Information Technology,General Administration and Marketing.44%of them plan to expand t

40、heir contingent workforce in the next 2 years as employers find that adopting a contingent workforce offers flexibility to workforce planning,allows them to fill roles without disrupting operations,helps to bring in specific skilled talents on short-term or project-basis,and gives them sufficient ti

41、me for evaluation before hiring permanently.The number of companies leaning towards engaging recruitment agencies to help overcome hiring and sourcing challenges is growing too.With the global business environment still in flux,the future of work will be dynamic in the foreseeable time frame.A stron

42、g and cohesive partnership between employers and employees is essential to navigating workforce strategies.Sectors Most In Favour Of A Contingent Workforce:IT/Hi-TechFMCGFinancial Institutions/BankingManufacturingHealthcare/PharmaceuticalLogistics/Supply ChainProfessional Services/ConsultancyGovernm

43、ent/Statutory Agency64%of Malaysian employers surveyed have cited hiring temporary and contract employees as one of their top strategies.Headcount Strategies:64%In Malaysia,44%of the employers surveyed plan to expand their Contingent Workforce in the next 2 years.Contingent Workforce Future Plans:44

44、%In-demand Skills For Malaysias Contingent Workforce:General Administration36%31%31%Information TechnologyMarketingBuilding Agility With a Contingent Workforce Workforce Insights ReportSkilled Talent TrendsHow Do Companies Fill Gaps In Their Workforce?When experiencing a headcount shortage,most comp

45、anies across Asia Pacific(58%)look to hire Contingent Workforce employees to help with workloads.The highest adoption of a Contingent Workforce is reported by companies in Indonesia(67%),Hong Kong(66%),Malaysia(64%)and Singapore(60%).50%of Malaysian companies surveyed leaning towards engaging recrui

46、tment agencies to source for Contingent Workforce,which brings speed and efficiency to help overcome hiring and sourcing challenges.Preferred Choice To Enable Contingent Workforce:50%Download full report here 9The Fintech sector saw a boom as the pandemic and Movement Control Order(MCO)in Malaysia f

47、ueled the need for contactless payments,such as e-wallets and mobile banking.In 2021 alone,seven out of 10 Malaysians had tried cashless payments,with over 7.2 billion e-payment transactions being made,a growth of 30%year-on-year(YoY).At the height of the MCO in 2020,there were three million new mob

48、ile banking service subscriptions.Over 400,000 new firms registered for QR code payment acceptance in 2020 a 164%increase from 2019.The Malaysian government is driving the Fintech boom with initiatives such as e-Tunai,ePenjana and ePemula,distributing cash handouts directly to consumers through vari

49、ous e-wallets.Banking&Financial ServicesThe banking and financial services sector is undergoing a rapid shift towards digital with the widespread adoption of innovative technologies by consumers.10The Fintech Booster initiative is a capacity-building programme that has facilitated local and foreign

50、Fintech startups to build their products and services in Malaysia.As of 2020,Malaysia has produced 233 Fintech firms.The Government is also promoting new financial platforms such as Peer-to-Peer(P2P)financing and Equity Crowdfunding(ECF)markets by allocating RM80 million in matching grants through t

51、he Malaysia Co-Investment Fund(MyCIF).As of 30 September 2021,ECF platforms have raised a total of RM352.11 million,benefiting 222 issuers through 236 campaigns,while P2P platforms provided financing to 3,824 issuers through 25,259 campaigns and raised a total of RM1.94 billion.Moving forward,there

52、will be steep competition in the banking and financial services sector.Traditional banks and financial services institutions are competing with increasing numbers of tech firms that can offer a growing range of digital financial services.This tectonic shift will continue to happen with Bank Negara M

53、alaysia(BNM)approving five digital bank licences,out of 29 applicants.The booming Fintech sector is fueling strong demand for specialised tech roles such as Product Development,Product Management Lifecycle,Data Analyst,and UI/UX Specialist.Candidates with cross-functional skillsets across finance an

54、d tech will be in especially high demand.Demand for senior and middle management level talent is also healthy while demand for lower-skilled and routine-based roles has weakened,with some of them being replaced by technology.As the financial sector evolves,the roles and skills required will transfor

55、m in tandem.Moving forward,this sector needs to be more adaptive and responsive to cope with continued economic,technological and societal disruptions.This will require a workforce that can learn,apply,and deploy emerging business models and technologies swiftly.Just hiring new talent to fill the ne

56、eds will not be enough though.Employers must invest in upskilling and learning programmes for the workforce to ensure there is suitable talent available at both industry-wide and at every level of the organisation.Banking&Financial ServicesOver 400,000 new firms registered for QR code payment accept

57、ance in 2020.3,000,000 new mobile banking service subscriptions at the height of MCO in 2020.As of 2020,Malaysia has produced 233 Fintech firms.RM80 million to promote new financial platforms such as P2P and ECF.Malaysia Government has allocated 11Relationship Manager(Corporate Banking/Global Wholes

58、ale Banking/Investment Banking)SVP15&above25,00050,000VP10-1515,00030,000AVP8-1210,00015,000Relationship Manager(Commercial Banking/Mid Corp)SVP15&above20,00035,000VP10-1515,00025,000AVP8-1210,00015,000Relationship Manager(Private(IB)/Premier/Preferred/Priority Banking)SVP15&above20,00025,000VP10-15

59、15,00020,000AVP8-1210,00015,000Debt Capital MarketsSVP15&above25,00040,000VP10-1515,00025,000AVP8-1210,00015,000Equity Capital MarketsSVP15&above25,00035,000VP10-1515,00025,000AVP8-1210,00018,000Treasury/MarketsSVP15&above25,00040,000VP10-1515,00025,000AVP8-1210,00015,000Fund ManagementSVP15&above20

60、,00030,000VP10-1512,00020,000AVP8-1210,00015,000Merchant Sales(Retail Banking)VP15&above15,00020,000AVP8-1210,00015,000MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Salary Range(per month)Salary Range(per month)Branch Manager(Retail Banking)AVP/VP88,00012,000Strategic Planning&Financial AnalysisSV

61、P15&above20,00030,000VP10-1515,00020,000AVP8-1210,00015,000Fund Accounting(Shared Service Centre)SVP15&above25,00035,000VP10-1515,00025,000AVP8-1210,00015,000Product Development(Retail Banking)SVP15&above15,00020,000VP10-1510,00015,000AVP8-127,00010,000MIS ReportingSVP15&above18,00025,000VP10-1515,0

62、0018,000AVP8-1210,00015,000Credit Analyst(Corporate Banking/Global Wholesale Banking/Investment Banking)SVP15&above20,00025,000VP10-1515,00020,000AVP8-1210,00015,000Credit Risk(Corporate Banking/Global Wholesale Banking/Investment Banking)SVP15&above20,00030,000VP10-1515,00020,000AVP8-1210,00015,000

63、Operational Risk(Corporate Banking/Global Wholesale Banking/Investment Banking)SVP15&above18,00025,000VP10-1512,00018,000AVP8-128,00012,000Banking&Financial Services 12Market Risk(ALM&CbSM)SVP15&above25,00035,000VP10-1515,00025,000AVP8-1210,00015,000Internal AuditorSVP15&above20,00025,000VP10-1515,0

64、0020,000AVP8-1210,00015,000Group Compliance(Investment Banking/Commercial Banking&Insurance)SVP15&above20,00030,000VP10-1515,00020,000AVP8-128,00015,000AML(Investigations)SVP15&above20,00025,000VP10-1515,00020,000AVP8-1210,00015,000Process Re-engineering(bPI/Operations)SVP15&above20,00025,000VP10-15

65、15,00020,000AVP8-1210,00015,000Project Change ManagementSVP15&above20,00030,000VP10-1516,00025,000AVP8-1210,00015,000Facility Management(Investment banking)SVP15&above15,00020,000VP10-1510,00015,000AVP8-127,00010,000Credit Administration(Commercial banking)SVP15&above15,00018,000VP10-1510,00015,000A

66、VP8-127,00010,000Salary Range(per month)Salary Range(per month)Treasury Operations(Shared Service Centre)SVP15&above20,00025,000VP10-1515,00020,000AVP8-1210,00015,000Custodian Services(Shared Service Centre)SVP15&above20,00025,000VP10-1515,00020,000AVP8-1210,00015,000AML Monitoring(Shared Service Ce

67、ntre)SVP15&above20,00025,000VP10-1515,00020,000AVP8-1210,00015,000MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Banking&Financial Services 13They demonstrated the full extent of their capability by retrofitting and building ventilators with 3D printing for the frontliners,as well as innovating dis

68、infection equipment.Engineers demonstrated the full extent of their capability to innovate in that time,within days and completing devices within weeks.The urgent need for skilled engineers has caused TalentCorp and the Institute of Labour Market Information and Analysis(ILMIA)to include engineering

69、 in The Critical Occupations List(COL).The COL report provides a broad overview of the skills and occupations in demand within industries and was developed with data from employers.Engineering is one of the key fields that contribute to battle the pandemic.During the pandemic,there were engineers wh

70、o put their skills together in fighting against the increase in the Covid-19 death rate.Engineering 14EngineeringThe International Engineering Alliance(IEA)and Washington Accords have identified several attributes of engineering graduates beyond technical expertise,which include knowledge applicatio

71、n,solving complex problems,investigation and problem analysis,teamwork,communication,project and financial management,ethics and responsibility towards society,health,safety,legal,cultural,environmental and sustainability issues,as well as lifelong learning.In short,engineers must be team players an

72、d trained to be the future leaders.These skills will be crucial in driving economic recovery,while laying the foundation for long-term business growth and competitiveness.Engineers with these skillsets will be in high demand as their peripheral expertise will be invaluable in a dynamic and disruptiv

73、e world.With the country entering the endemic phase,Bank Negara Malaysia(BNM)expects all economic sectors in the country to expand in 2022,including major drivers of employment in engineering fields such as manufacturing and construction.Construction activity in large infrastructure projects and sma

74、ll-scale projects under the 2022 Budget,as well as a resurgence in residential and non-residential projects,will support growth in the civil engineering sector.Malaysias E&E cluster,which is highly integrated with global value chains,will also benefit from continuing global demand for E&E products a

75、nd this will further reinforce the expansions of domestic production capacity.One thing is for sure,the engineering field will continue to evolve.Growth and innovation will be at the forefront of the industry.Post-pandemic,careers in engineering will require more innovation to thrive.With the massiv

76、e push towards digital across sectors,engineers in the IT and digitalisation fields will be in high demand.Additionally,as companies sharpen their focus on ESG goals,demand for engineers who are experienced in green and smart technology will increase.Like any other industry today,there is a need for

77、 increased resilience and agility in engineering to handle new technologies,changing skill requirements,and ever-changing work environments.As such,employees need to upskill themselves with current in-demand skills beyond educational qualifications.Employers will need to continue investing in talent

78、 development to ensure their talent is up to the task as the economy heads towards recovery.Engineers must be team players and trained to be the future leaders.The urgent need for skilled engineers has caused ILMIA to include engineering in the COL.Construction activity will support growth in the ci

79、vil engineering sector.Engineers in the IT and digitalisation fields will be in high demand.15Plant Manager10&above15,00025,000Head of Production10&above18,00025,000Engineering Manager8-1015,00020,000Utilities Manager8-1015,00020,000Head of Quality8-1015,00020,000Senior Project Manager8-1015,00020,0

80、00Lead Electrical Engineer8-1010,00015,000Operations Manager8-1010,00016,000Automation Manager8-1010,00016,000Project Sales Manager8-1010,00016,000HSE Manager(Health,Safety&Environment)8-1010,00015,000Construction Manager8-109,00017,000Quality Manager8-109,00017,000Technical Manager8-109,00017,000Pr

81、ogramme Managers(Electronics/Semicon)8-109,00016,000Project Manager5-78,00012,000Piping Engineer5-76,00010,000Process Engineer5-76,00010,000Mechanical Engineer5-76,00010,000Production Supervisor5-75,0008,000Firmware Engineer4-67,00010,000Supplier Quality Engineer4-67,00010,000Salary Range(per month)

82、Salary Range(per month)Senior Design Engineer4-66,5009,000Product Engineer4-66,0009,000Electrical&Instrument Engineer4-66,0009,000Automation Engineer4-66,0008,000nPI Engineer4-66,0009,000Charge Man4-65,0007,500Welding Engineer4-65,0007,000Quality Engineer4-64,0009,000QA Inspector4-64,0006,000Associa

83、te Engineer4-64,0005,500Service Engineer2-54,0006,500Design Engineer2-54,0006,500Chemical Engineer2-54,0006,500Mechanical Engineer2-54,0006,500Civil Engineer2-54,0006,500Sales Engineer2-54,0006,500Quantity Surveyor2-54,0006,500Maintenance Engineer2-54,0006,500R&D Engineer2-54,0006,500Assembly Engine

84、er2-54,0006,500MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Engineering 16While employment in some sectors was impacted by the pandemic,accountants were the fourth most in-demand professionals in Malaysia in 2021,according to a survey by the Institute of Labour Market Information and Analysis.Thi

85、s trend was reaffirmed as Accountants and Auditors were one of the highest Critical Occupation List(COL)category jobs advertised online in Q1 2022,according to the Department of Statistics Malaysia(DOSM).Malaysias popularity as a hub for Shared Service Centres(SSC)and rapid developments in the finan

86、cial services and Fintech space also contributed to the relative stability as well as the steady stream of opportunities in the A&F sector during the pandemic.Finance&AccountingBusiness critical roles such as accounting and finance have traditionally remained resilient in the face of challenging bus

87、iness environments.Financial skills remain one of the most in-demand capabilities in any job market.17However,the trends have changed post-pandemic;for businesses to remain resilient and competitive,employers need accounting and finance professionals who are able to do more than crunch numbers,but a

88、lso interpret the reports and provide insights for solutions.On one hand,the digital revolution is impacting this sector while on the other,the challenging business environment requires agility and insightful analytical skills from the talent.In fact,82%of accountants have mentioned that clients exp

89、ect more detailed insight about their finances to be provided.As such,finance and accounting roles are no longer limited to tedious tasks such as bookkeeping.Manual processing and tracking of transactions are being replaced by advanced tools such as cloud-based accounting,blockchain and software sol

90、utions which can process vast volumes of data in a short time thus greatly improving efficiency.Technology such as AI and big data analytics tools will also enable better financial forecasting and modelling.The blurring of lines between the financial and digital fields with the rise of Fintech platf

91、orms,e-commerce,and e-wallets is also giving rise to the need for talents who are both technologically and financially savvy.People who possess these skillsets will be able to use the digital tools available to provide valuable insights to assist business leaders in making informed,data-driven decis

92、ions.In the face of such disruption,the accounting sector will need to match the pace of technological advancements in the field of finance and accounting and adapt to emerging technologies like cloud computing,artificial intelligence,data analytics and cognitive technology.Finance and accounting ca

93、ndidates must continuously upskill themselves to remain relevant in their careers,matching the intensity of this rapid acceleration.For firms,adopting technology and automation will help them achieve a higher level of productivity.It would also free up their internal capability to focus on value-add

94、ed services like providing insights and analysis needed to better enable their clients to achieve their goals.Finance&Accounting82%of accountants have mentioned Technology such as Talents who are both technologically and financially savvy are in demand.Accountants were the that clients expect more d

95、etailed insight about their finances to be provided.AI&big data analytics tools will enable better financial forecasting and modelling.4th most in-demand professionals in Malaysia in 2021,according to a survey by the Institute of Labour Market Information and Analysis.18Chief Financial Officer(MNC)1

96、5-2040,00075,000Finance Director15-2025,00040,000Financial Controller(MNC/LC)10-1520,00035,000Finance Head10-1515,00020,000Tax Manager10-1515,00025,000Corporate Finance/Corporate Planning Manager10-1515,00025,000Finance Manager6-810,00015,000Internal Audit Manager6-810,00015,000Senior Accountant6-81

97、0,00015,000Finance and Administrative Manager6-88,00010,000Accounts Payable Manager6-88,00010,000Accountant6-88,00012,000Salary Range(per month)Salary Range(per month)Credit Control Manager6-87,00010,000Assistant Accountant3-56,5007,500Senior Accounts Executive3-55,0006,500Financial Analyst3-54,5007

98、,000Auditor2-34,0006,000Finance Executive2-33,0005,500Accounts Executive2-33,0005,500Accounts Specialist(AP/AR)2-33,0005,500Credit Control Officer2-33,0005,500MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Finance&Accounting 19Human Resources&AdministrativeFollowing in 2021,as the definition of wor

99、kplace and employment began to stabilise into a New Normal,HR continued to re-strategise to keep employees engaged and productive amidst the stress and isolation of remote working.Employee well-being is a major priority now and has also evolved to encompass new things.As the pandemic dragged on into

100、 the second year,employee well-being has shifted beyond providing employee benefits to enhancing employees experience of the workplace whether emotionally,psychologically,financially,or physically.Now,employee well-being also includes the aspect of supporting employees in their work and personal gro

101、wth.The past few years have redefined the human resource function in many ways.In 2020,as the pandemic forced companies to rethink how their employees worked,HR evolved in tandem to set up the systems to keep employees productive.20Having experienced that remote working is feasible,many employees an

102、d companies are reevaluating the workplace.Many companies are experimenting with a hybrid working model that includes a mix of in-office and remote work.Location of work will be less of a focus.Rather the focus will be on how to keep employees engaged and productive in different environments.HR will

103、 have a crucial role in formulating policies and programmes to fulfil this need.Skill requirements are also rapidly changing.To maintain overall productivity in a radically changing world.Employers are looking for employees to have“power skills”,aside from having the required technical skills for th

104、e job.Employers are increasingly realising that the technicalities of a job are more easily trained than these behavioural skills:leadership and managing others,collaborations,adaptability and continuous learning,basic digital skills,as well as critical thinking and decision making.Additionally,in a

105、n increasingly automated world with many mundane tasks being taken over by AI-driven computer programmes,human skills such as leadership,resilience,problem-solving,work ethic,adaptability,people skills and more,will be in even higher demand.Employees who demonstrate these skills will distinguish the

106、mselves and consequently be in high demand.Besides hiring from outside for these skills,training and development should be a top priority as well for companies to hone these skills in their talent.According to a McKinsey study,77%of industry leaders think that retraining is very or moderately import

107、ant for their organisation.HRs role in this will be invaluable,as they will be in the best place to put in place the processes Human Resources&Administrativeto assess the skill gaps and industry trends,develop an appropriate strategy,and roll it out.However,teaching employees how to lead,work in tea

108、ms,communicate,and think strategically will require more than the typical one or two-day training programmes.Those may work fine for technical skills,but human skills have a much less linear and much more dynamic learning process.These skills are best“caught”than“taught”.As such,ongoing coaching and

109、 mentoring relationships by company leaders will be a crucial element of talent development in 2022 and beyond.Companies that can provide this will be in a better position to empower their employees growth,and subsequently,be better able to attract and retain top talent.Salaries will be a major conc

110、ern for employees as well,with the rising cost of living brought about by the lingering effects of the pandemic as well as other disruptions in the world.However,relooking at salary does not necessarily mean paying more,it does mean that companies have to focus on pay equity,transparency of the proc

111、ess,and fairness in reward and recognition.In 2022,as the economy continues to get back on track,the workplace is continuing to evolve.HR will have to continue learning and relearning workplace and employee engagement practices to keep up with the disruptions that continue to sweep over the world.Fr

112、om juggling demands for flexible work arrangements to envisioning a holistic approach toward employee well-being,HR will continue to play a major role in the continued evolution of work,workforce and workplace.Employee well-being has shifted beyond providing employee benefits to enhancing Human skil

113、ls such as leadership,resilience,problem-solving,work ethic,Salaries will be a major concern for employees experience of the workplace.Many companies are experimenting with a hybrid working model that includes a mix of in-office and remote work.adaptability,people skills and more,will be in even hig

114、her demand.employees as well,with the rising cost of living.21Chief HR Officer20&above25,00050,000HR Director(SME)15&above15,00030,000Head of Change Management8-1015,00025,000Head of Talent Management8-1015,00025,000Head of Organisational Development8-1015,00025,000Head of Performance Management8-10

115、15,00025,000Regional HR Manager8-1015,00025,000Head of Recruitment8-1012,00025,000Head of Learning&Development8-1012,00020,000Head of Rewards8-1012,00020,000Head of Human Resources Business Partner8-1012,00020,000Senior HR Manager8-1012,00020,000Head of Industrial Relations8-1012,00020,000Senior Rec

116、ruitment Manager6-810,00020,000Compensation and Benefits Manager6-88,00015,000Talent Acquisition Manager6-88,00012,000Training&Development Manager6-88,00012,000HR Manager6-88,00012,000Recruitment Manager6-86,00010,000Personal Assistant-CEO6-85,00010,000Salary Range(per month)Salary Range(per month)O

117、ffice Manager3-55,0009,000Safety Officer3-54,0007,000Recruitment Specialist3-54,0007,000Compensation and Benefits Specialist3-54,0007,000HR Generalist2-33,5007,000Secretary2-33,0006,000HR Officer/Executive2-33,0005,000IR Executive2-33,0005,000Training Specialist2-33,0005,000Document Controller2-33,0

118、005,000Administrative Executive2-33,0004,500HR Assistant2-32,5003,500MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Human Resources&Administrative 22Information TechnologyTechnology played a critical role in the pandemic world and has never been more important during and post-pandemic.There were ma

119、ssive innovations in how business was done during the pandemic,powered by information technology.Companies rapid shift towards digitalisation during the pandemic created a thirst for talent in the IT field,especially in entry-level and middle-management positions.Of the 10 roles with the greatest nu

120、mber of LinkedIn job posts in Q1 2022(January 1 March 31),5 of them were IT-related,namely Software Engineer,JavaScript Developer,Java Software Engineer,DevOps Engineer,and Full Stack Engineer.Most of these jobs were already in high demand before the pandemic.Despite the pandemics impact on job oppo

121、rtunities in most fields,the digital sector had been relatively unscathed.23Information TechnologyAs a result of this sustained demand,salaries for workers in digital technology industries are expected to improve in 2022 according to a report published by the National Tech Association of Malaysia(Pi

122、kom).Seeing the potential of this wave of digitalisation,the government stepped up its efforts in encouraging the growth of the digital economy,targeting for the digital economy to contribute 22.6%of Malaysias gross domestic product(GDP)and create over 500,000 jobs by 2025.This will be driven by the

123、 governments emphasis on enabling the growth of e-commerce,trade of electrical products and greater adoption of technology and automation in the manufacturing sector.Malaysia will continue to prioritise the adoption of digital consumer tools(e-commerce and digital payments);attracting,training,and r

124、etaining digital talent;fostering digital entrepreneurial ventures;providing fast fibre optics and mobile broadband Internet access;as well as coordinating innovation between universities,businesses and digital authorities.As an example,the government in collaboration with the Malaysia Digital Econo

125、my Corporation(MDEC)launched the MyDigitalWorkforce Work in Tech(MYWiT)initiative to improve the skills and capabilities of Malaysian workers by incentivising companies to hire locals for digital tech and services jobs via salary and training subsidies.Meanwhile,as of 15 April 2022,a total of RM92.9

126、 million was channelled to 13,892 businesses to support and encourage SMEs and Technical and Digital Mid-tier Companies(MTCs)to digitalise their operations and trade channels.With strong global demand,digital transformation in all sectors,and the massive push for digitalisation by the government,emp

127、loyment prospects in the IT field will remain bright for years to come.This will be especially true in emerging fields such as cloud computing and artificial intelligence,which are fast gaining popularity.Digital technology is also being applied in people management,marketing,customer engagement,dat

128、a analysis and many others.While this creates jobs,it also makes the IT job market very competitive,as businesses and industries that are in a hurry to digitalise will look to hire the best candidates because they cannot afford to be left behind.Attracting and retaining top talent will be a crucial

129、priority for companies as this will affect their bottom line both in the short term and the long term.On the other hand,given that the IT industry trends evolve very rapidly,employees will have to ensure they constantly keep themselves up to date with the latest technological advancements to stay re

130、levant.Digital economy is targeted to contribute As of 15 April 2022,a total of Digital technology is also being applied in people 22.6%of Malaysias GDP and create over 500,000 jobs by 2025.RM92.9 million was channelled to businesses to support SMEs and MTCs to digitalise their operations and trade

131、channels.13,892 management,marketing,customer engagement,data analysis and many others.24Chief Information Officers10&above25,00040,000Sales Directors10&above25,00040,000Programme Director10&above20,00035,000Service Delivery Directors10&above20,00035,000Project Director10&above15,00035,000SAP Team L

132、ead8-1015,00035,000Software Development Manager8-1012,00020,000Information Security Manager8-1012,00020,000Lead Software Developer8-109,00015,000Senior Solutions Architect8-109,00015,000Service Delivery Manager8-108,00015,000Implementation&Technical Support Manager8-108,00015,000IT Manager8-107,0001

133、5,000Software Sales Manager8-107,00015,000Business Consultant8-107,00015,000SAP Consultants5-86,00012,000Problem&Change Management Specialist5-86,00012,000Unix Specialist5-86,00012,000Wintel Specialist5-86,00012,000Quality Assurance Specialist5-86,00012,000Billing Systems Specialist5-86,00012,000Sys

134、tems Analyst5-86,00010,000Security Analyst5-86,00010,000Inside Sales Manager5-85,00010,000Business Development Manager5-85,00010,000IT Supply Chain Manager5-85,00010,000Account Manager5-84,0008,000Fullstack Developer3-56,00015,000Application Developer3-56,00015,000Java Developer3-56,00015,000Senior

135、Systems Engineer3-56,00015,000Network Administrator3-57,00012,000Database Administrator3-57,00012,000BI Consultant3-56,00010,000Information TechnologySalary Range(per month)Salary Range(per month)MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)25Technical Consultant3-56,00010,000ETL Developer3-56,00

136、010,000Analyst Programmer3-56,00010,000Systems Programmer3-56,00010,000Technical Writer3-56,00010,000Pre-sales Engineer3-56,0009,000Automation Support Engineer3-56,0009,000Systems Engineer3-56,0009,000Helpdesk Tech Support (Foreign Language Expertise)3-55,00010,000Help Desk Analyst3-54,5007,000Unix/

137、Linux OS Engineer3-54,0007,000Junior Solutions Architect3-54,0007,000IT Trainers3-54,0007,000Channel Sales Specialist3-54,0006,000IT Procurement Specialist3-54,0006,000Inside Sales Specialists3-53,0005,000Salary Range(per month)MAXMINEXPERIENCE (YEARS)Information TechnologySalary Range(per month)MAX

138、MINEXPERIENCE (YEARS)IT Marketing Communications Executive3-53,0005,000Billing Systems Engineer1-33,0005,000Software Engineer1-33,0005,000IT Executive1-33,0005,000Web Designer1-33,0005,000Junior Programmer1-33,0005,000Technician1-33,0005,000 26Property&ConstructionConstructions impact on GDP and eco

139、nomic development goes well beyond the direct contribution of construction activities.It is closely linked to other sectors,such as banking,manufacturing and services,ensuring its multiplier effect which significantly impacts GDP and overall economic development.In Malaysia,the construction industry

140、 employs 9.5%of the nations total workforce,which is about 1.2 million workers.It directly contributes 4.6%to the nations industry and has a tremendous multiplier effect as it has links to over 120 different industries.90%of the firms involved in the industry are Small and Medium Enterprises(SMEs).T

141、he construction industry is a key economic driver in both developed and developing nations.It creates new jobs,drives economic growth,and provides solutions to address social,climate and energy challenges.27The construction industry in Malaysia was severely affected by the pandemic.The Movement Cont

142、rol Order(MCO)measures made construction work very difficult to carry out.Global interruptions in the production and shipping of construction materials also disrupted building works.Added to the mix was the fact that many foreign construction workers were sent back to their home countries,resulting

143、in a sharp labour shortage.As the construction sector strives to rise again post-pandemic,it continues to face challenging economic conditions,global supply chain disruptions,and lingering public health concerns.Shortages of skilled and unskilled workers continue to be an issue as well.With the incr

144、ease of consumer price sensitivity,demand for higher productivity,environmental sustainability concerns,global competitiveness,as well as disruptive innovations and technologies,the construction industry will need to re-think and re-strategise.Technology will be crucial to the transformation of the

145、sector to be more productive,efficient and competitive.New technologies such as data collection apps,drones,building information,modelling(BIM)software,virtual reality,wearables,3d printing and artificial intelligence are emerging technologies within the construction industry which will drive future

146、 growth in the market.Driving this change is the Malaysian Governments National Construction Policy 2030(NCP),which focuses on several key areas to bring the construction industry forward.Themed Digitising the Construction Sector NCP 2030 will focus on accelerating technology adoption in all work pr

147、ocesses before,during and after construction so that companies will remain competitive and be able to deliver on projects in a timely and cost-effective manner.The systemic changes envisioned by the government for the construction industry is will require companies to hire new talent with skills in

148、advanced and emerging construction technologies and methodologies such as Internet of Things(IoT),artificial intelligence(AI),augmented reality(AR),3D printing,and others.In tandem with technology adoption will be investment into the working culture and skillsets needed to succeed in the New Normal.

149、Employees in the entire construction value chain would need training on new tools and technologies,as well as new building materials and methodologies.These critical skills will become more in demand as the industry continues to evolve with the times.The NCP also outlines strategies to develop a ski

150、lled workforce through reskilling and upskilling programmes at public and private universities,colleges,and training centres.Elevating the desirability of the construction sector will reduce dependency on unskilled foreign labour and make the sector more sustainable.This will in turn help transition

151、 the sector from labour-intensive to more knowledge-based.For its part,employers will also need to be proactive to strengthen the workforce through a commitment to upskilling and reskilling local talent,besides embracing the latest best practices to attract new skilled talent into the industry.Prope

152、rty&ConstructionThe construction industry in Malaysia employs 9.5%of the nations total Shortages of skilled and unskilled New technologies such as data collection apps,Elevating the desirability of the construction sector will reduce dependency on workforce,which is about 1,200,000 workers.BIM softw

153、are,AR,3d printing,AI,and others are emerging technologies which will drive future growth in the construction industry.workers continue to be an issue in Malaysia.unskilled foreign labour and make the sector more sustainable.28Construction Director10&above30,00045,000Project Director,High Rise8-1020

154、,00030,000Project Director,Residential8-1020,00030,000Technical Director8-1020,00030,000Head of HSSE8-1020,00030,000GM Business Development8-1020,00025,000Commercial Manager8-1018,00025,000Civil&Structural Manager6-1011,00020,000Mechanical&Electrical Manager6-1011,00020,000HSSE Manager6-1011,00020,0

155、00Salary Range(per month)Salary Range(per month)MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Property&ConstructionQA/QC Managers6-1011,00020,000Project Manager5-88,00018,000Facilities Manager5-88,00018,000Site Manager5-87,00015,000Resident Engineer5-87,00012,000Mechanical Engineer5-86,00010,000El

156、ectrical Engineer5-86,00010,000Infrastructure Engineer5-86,00010,000QA/QC Engineer2-32,5005,000Site Executive2-32,5005,000 29Sales&MarketingWhile the pandemic had a negative effect on hiring demand in many industries,marketing has seen the opposite trend.Businesses recognised that they needed to inn

157、ovate how to reach audiences and customers,and marketing roles drove that innovation.On LinkedIn,there was a 63%increase in marketing jobs over the first six months of 2021.The CMO Surveys annual report supported this trend-72%of marketers reported that the importance of marketing in their companies

158、 increased during the last year.Adapting to Movement Control Order restrictions,sales personnel turned to social media and other digital channels.This has led to the rise of sales professionals,such as real estate or insurance agents,who have adopted an influencer or video review style to reach thei

159、r audiences.Sales used to depend heavily on person-to-person interactions,whereas marketing was heavily based on a one-to-many communication and interaction model.Just as in other industries,the pandemic has significantly changed how sales and marketing are done.30Similarly,marketing shifted even mo

160、re significantly to digital channels.Within that suddenly crowded field,marketers have had to adopt new strategies to stand out among audiences and create connections with important stakeholders.This has led to rising trends such as thought leadership content,more interactive engagements with audien

161、ces and building brand reputation through B2B sites such as LinkedIn.Omnichannel selling,such as in-store,online,and through mobile apps is driven by todays digital consumer who expects to be able to purchase products anytime,anywhere.Having good data analytics capability will be crucial to accurate

162、ly track customer behaviour,channel performance as well as sales and market trends to raise efficiency and productivity.Most consumers research products online before purchasing,hence they are faced with an overwhelming number of choices and opinions.To help them make informed decisions,they will lo

163、ok for insights over mere information.People are increasingly losing interest in hard sales and product-focused marketing.Thus,the priorities of sales and marketing need to shift from talking about the“what”and“how”to buy to“why”they should make a choice that fits their exact needs.Companies that ca

164、n provide insightful data or thought leadership content to guide stakeholders will have an advantage in the market.Customer experience will also be a strong influence on the sales and marketing process.Customers evaluate not just the product,but also the entire experience from brand messaging,intera

165、ctions with the company and their purchasing experience.A huge part of the customer experience is through social media,where customers can interact with companies easily and immediately.However,the human touch is still as important.As such,sales and marketing talents need to be able to humanise and

166、personalise communications to audiences,even as they reach out to them through technology.One of the rising facets of the customer experience is personal brand development.Consumers are no longer content to buy into a faceless brand or even celebrity brand endorsements.Establishing the market author

167、ity of CEOs,managers,and other representatives of a company on social media,especially LinkedIn,is becoming more important for putting a relatable face on brands.When done well,this will help gain target audiences trust,attention,and business.As the economy continues to recover,digital platforms wil

168、l continue to play a very important role in complementing physical marketing activities.However,both employers and employees will need to be highly agile to adapt and thrive in a competitive and dynamic marketplace.The keyword for sales and marketing functions in 2022 and beyond is“relevance”.Custom

169、ers are looking to feel a connection and experience interactions with brands that genuinely align with their interests,priorities,values,and beliefs.Sales and marketing efforts will need to be directed towards this trend.Employers will need to adapt to this trend by either hiring multifaceted talent

170、s who are able to handle these functions or upskilling and reskilling their existing workforce.Similarly,sales and marketing candidates will need to constantly upskill themselves and keep abreast of the latest market developments to remain relevant.Sales&MarketingAdapting to MCO restrictions,sales p

171、ersonnel turned to social media and other digital channels.Omnichannel selling is driven by todays digital consumer who expects to purchase products anytime,anywhere.The priorities of sales and marketing need to shift from talking The keyword for sales and marketing functions in 2022 and beyond is“r

172、elevance”.about the“what”and“how”to buy to“why”they should make a choice that fits their exact needs.31Sales Director,Asia Pacific10&above28,00035,000Sales Channel Director10&above18,00028,000Vice President,Sales&Marketing10&above18,00028,000Sales Director10&above18,00028,000Sales Director,Industria

173、l Engineering10&above18,00028,000Senior Global Brand Manager10&above18,00025,000Regional VP Marketing10&above18,00025,000Head of Sales&Marketing10&above15,00025,000Corporate Communications Director10&above15,00025,000Head of Corporate Strategy&Planning7-1012,00018,000Head of Channel Management7-1010

174、,00018,000Digital Marketing Manager5-1010,00018,000Sales Manager5-108,00018,000Marketing Communication Manager5-108,00018,000Brand Manager5-108,00018,000Marketing Manager5-106,00018,000Area Sales Manager5-106,00015,000Channel Sales Manager5-106,00015,000Key Account Manager5-106,00015,000PR Manager5-

175、106,00010,000Salary Range(per month)Salary Range(per month)Channel Manager5-106,00010,000Marketing Manager5-106,00010,000Advertising Manager5-106,00010,000Sales/Business Development Manager5-105,00010,000Key Account Manager3-55,0008,000Brand/Product Executive3-54,0007,000Senior Sales Executive3-54,0

176、007,000Digital/Social Media Editor3-53,0007,000Marketing Executive3-53,0005,000Market Research3-53,0005,000Retail Supervisor/Retail Executive3-52,5005,000Customer Service Executive2-32,5005,000MAXMAXMINMINEXPERIENCE (YEARS)EXPERIENCE (YEARS)Sales&Marketing 32Supply Chain&LogisticsIn 2020,with the on

177、set of the pandemic,e-commerce experienced a boom in Malaysia when millions of Malaysians suddenly become regular online shoppers.Today,growth continues to be strong as online shopping habits have become part of the new normal.The Department of Statistics Malaysia(DOSM)reported a 23.1%year-on-year g

178、rowth in e-commerce in the first nine months of 2021.The market is expected to reach$12.6 billion by 2024,increasing at a Compound Annual Growth Rate(CAGR)of 14.3%between 2020 and 2024.In tandem with this trend,the Malaysian logistics market is expected to have a CAGR of over 4%between 2022 and 2027

179、.Despite the pandemic,supply chain careers remained one of the most resilient in terms of salaries,job stability,and new opportunities.33Supply Chain&LogisticsThough the economy reopens,the logistics sector is facing several cost-driven factors that are disrupting supply chains.Rising shipping costs

180、,higher energy costs,weakened currency,as well as a shortage of workers are pressuring the profit margins of companies.To boost efficiency across supply chain operations,reduce logistics costs,and keep customers satisfied with on-time delivery,businesses must re-evaluate their operations and embrace

181、 growing trends in supply chain and logistics.Information technology will play a major role in fulfilling the twin requirements of customer satisfaction and profitability.Moving forward,the trend of quick commerce is expected to grow 10-15 times within the next five years as e-retailers turn to hype

182、rlocal delivery networks to fulfil customer expectations.Automation will be key for precision operations as it speeds up the order fulfilment process and also assigns tasks to the right resources with minimal error.The supply chain and logistics industry all around the world is facing shortages for

183、both white and blue-collared workers,both in terms of required skills and numbers of people to fill roles.Demand has increased exponentially and new technology has been adopted which fundamentally changed the way supply chains operate globally.As a result,supply chains are becoming more complex and

184、require workers equipped with both physical and technological skills to handle the new realities.Driver retention will also be key as deliveries cannot be made without them.Organisations also need to rethink their approach to recruitment and retention with the shifting in employee demographics.Gen Z

185、 will increasingly become part of the active workforce,with their unique motivations and aspirations.In order to remain ahead of the talent war and keep their supply chain running,companies must be able to offer candidates the right incentives-in addition to monetary and non-monetary benefits so tha

186、t the talents will join the organisations and stay.They need to be able to attract young talents who want skills training,career growth prospects and personal growth,as well as create a working culture that aligns with their values.As the global economy recovers,highly skilled supply chain professio

187、nals will continue to be highly sought after especially those with proven ability to optimise supply chain performance.As such,employment prospects in the supply chain industry abound for candidates with the right skillsets.The Malaysian logistics market is expected to have a The supply chain and lo

188、gistics industry all around the world is facing shortages Driver retention will be key as deliveries cannot be made without them.Highly skilled supply chain professionals will continue to be in high demand as CAGR of over 4%between 2022 and 2027.for both white and blue-collared workers.the global ec

189、onomy recovers.34Director of Supply Chain10&above20,00035,000Strategic Sourcing Manager8-1012,00020,000Senior Warehouse Manager8-1012,00020,000 Senior Purchasing Manager8-1012,00020,000Supply Chain Manager5-88,00012,000Purchasing Manager5-88,00012,000Logistic&Planning Manager5-87,00012,000Senior Buy

190、er5-87,00012,000Warehouse Manager5-86,00012,000Assistant Distribution Manager3-55,0007,000Salary Range(per month)MAXMINEXPERIENCE (YEARS)Supply Chain&LogisticsSalary Range(per month)MAXMINEXPERIENCE (YEARS)Purchasing Executive3-54,0006,000Procurement Executive3-54,0006,000Warehouse Supervisor3-54,00

191、06,000Logistic Coordinator3-53,0005,000Shipping Supervisor3-53,0005,000Buyer2-33,0005,000Operations Executive2-32,5004,500Warehouse Executive2-32,5004,500Stock Controller2-32,5004,500 35REFERENCES 36ReferencesExecutive Overviewhttps:/www.worldbank.org/en/country/malaysia/publication/malaysia-economi

192、c-monitor-june-2022-catching-uphttps:/.my/2021/12/03/is-the-great-resignation-spreading-in-malaysia/https:/.my/news/nation/2022/02/774995/russias-ukraine-attack-likely-hit-malaysia-price-increaseshttps:/www.imoney.my/articles/gig-workers-incomehttps:/ Talent Trendshttps:/ And Financial Serviceshttps

193、:/mdec.my/news/mdec-tech-trends-pandemic-induced-growth-of-digital-payments-propel-malaysia-into-next-fintech-wave/https:/ And Accountinghttps:/.my/starpicks/2021/06/07/accountants-among-top-five-professionals-in-demandhttps:/www.dosm.gov.my/v1/index.php?r=column/cthemeByCat&cat=495&bul_id=ZmVmaGJkM

194、VJTUXpLWXJ1SWJBbGcwZz09&menu_id=Tm8zcnRjdVRNWWlpWjRlbmtlaDk1UT09https:/focusmalaysia.my/fintech-set-to-revolutionise-the-future-of-accounting-are-msians-prepared/Human Resources And Administrativehttps:/ Technologyhttps:/ And Constructionhttps:/www.cidb.gov.my/en/about-us/artikel/adoption-technology-construction-industryhttps:/www.kkr.gov.my/public/Dasar%20Pembinaan%20Negara%20NCP2030.pdfSales And Marketinghttps:/ Chain And Logisticshttps:/ 19&20,Menara AIA Sentral,No.30 Jalan Sultan Ismail,50250 Kuala LumpurTel:(60)3 2203 0808Fax:(60)3 2203 0909Email:2022 All Rights Reserved.