1、Salary Guide2023/24Malaysia2PERSOLKELLY 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 regi

2、on,spanning over 80 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 workfo

3、rce solutions.Since its 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.In Australia and New Zealand,the PERSOLKELLY brand is owned and operated by Programmed after they acquired Kelly Ser

4、vices in April 2020.Connect with us on Facebook,LinkedIn,&Instagram.Visit .my2 3ContentsMethodology:Salary figures included in the 2023/24 Malaysia Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the PERSOLKELLY Malaysia network,as well as

5、 job placement data recorded on the PERSOLKELLY Malaysia database.Global Reach 04Executive Overview 06 Skilled Talent Trends 10 Accounting&Finance 14 Banking&Financial Services 18 Engineering&Technical 24 Human Resources&Administrative 28 Information Technology 32 Legal&Risk Management 36 Sales&Mark

6、eting 38 Supply Chain&Logistics 42 References 46 3 56Malaysias economy is expected to remain on an upward trajectory,with the World Bank(2021)forecasting that Malaysia will transition from an upper-middle-income economy to a high-income economy between 2024 and 2028.Malaysias GNI per capita stands a

7、t US$11,200 according to the World Bank report,only US$1,335 short of the current threshold that defines a high-income economy.Executive Overview6 7The world economy is also expected to continue to grow,albeit at a slower pace than in recent years.According to the UNs 2023 World Economic Situation a

8、nd Prospects report1,the world economy is projected to grow by 2.3%in 2023 and 2.5%in 2024.The International Monetary Funds(IMF)forecast2 for the global economy is also positive amidst lingering geopolitical and economic pressures.However,the rising cost of living,inflation,and other uncertainties r

9、emain dampeners to economic growth across the globe.On the bright side,the Asia-Pacific region3 is expected to contribute about 70%of global growth and Malaysias share of that pie is projected to be 1.1%.In tandem with the positive economic trend globally,the employment trends forecast for Malaysia

10、in 2024 are also positive.The overall unemployment rate is expected to remain low4 as the need for talent continues to grow in a variety of sectors,underpinned by expectations of better growth prospects in the domestic economy and modest expansion in external sectors.While economic factors are point

11、ing to the positive,new socio-economic forces that affect employment trends are rising.Among them are employee attitudes,which seem to be a continuation of the shifting views of work in the wake of the COVID-19 pandemic,especially among the younger generation.A term that began trending on the popula

12、r social media platform TikTok was quiet quitting5,referring to employees doing only the bare minimum to get by at work.This is a form of employee disengagement,protesting against an imbalanced work-life balance.Although not a new phenomenon,a 2022 article by the World Economic Forum noted that the

13、hashtag#QuietQuitting hit 17 million views on TikTok with 317.5 million views worldwide.Coming at the heels of quiet quitting is rage applying6,brought on by a combination of inflation,rising cost of living and stagnant wages.Rage applying is when employees apply to several different jobs simultaneo

14、usly out of discontent at their current workplace in the hope of quickly landing a job that matches their expectations.To counter these trends,employers will have to seek ways to continually provide an environment that encourages employees to thrive in the workplace.These include making sure employe

15、es feel valued,investing in employee well-being-and creating an open communication environment where employees can express their ideas,discuss solutions and be heard.78Significantly,some measures announced in Budget 2024 may affect consumer sentiment and consumption patterns,which could impact busin

16、esses ability to sustain salaries and jobs.Some of these measures include the Governments proposal to increase Service Tax to 8%from 6%currently(excluding food,beverages and telecommunications).Subsidies are proposed to be gradually rolled back,with targeted subsidies to be implemented in stages sta

17、rting in 2024.Price controls over food staples such as chicken and eggs are also proposed to be lifted.As the cost of living keeps going up and the purchasing power of Malaysians keeps declining,its becoming increasingly important for employers to focus on their employees financial well-being.This i

18、s crucial to keep them motivated,engaged and productive at work.Another major force reshaping the jobs landscape is technological advancements,especially the rise of artificial intelligence(AI).Today,advancements in AI enable apps to replace many basic human tasks and even higher-level skills with t

19、he right guidance and at a fraction of the cost of hiring an employee.The advent of technological developments is making many jobs obsolete and is creating demand for a variety of new roles.A 2018 report7 by Dell Technologies and the Institute of the Future forecasts that 85%of the jobs of 2030 have

20、nt even been invented yet.While many were doubtful of the claim at the time,the reality today doesnt seem too far-fetched8.Executive OverviewToday,AI writers are beginning to perform writing tasks in the market.9Employees who hone their human skills,such as problem-solving,communication,agility,crea

21、tivity,strategic thinking and teamwork,will grow in their career.continue to develop AI to take over more human functions,new skills needs will emerge at a rapid pace and some will become redundant quickly too.Within this environment of constant disruption,having the foresight to anticipate changes

22、coupled with the agility and ability to change will be key to thriving and moving forward.Both employers and employees recognise the magnitude of change happening in the world.According to a PriceWaterhouseCoopers(PwC)survey9 of 19,500 Asia Pacific employees,both employees and employers recognise th

23、e critical need to change to survive.39%of employees surveyed believed their organisation was unlikely to survive more than ten years if it continued the same path.This is in line with PwCs 2023 Asia Pacific CEO Survey10,where 53%of CEOs surveyed had the same opinion.Talent who have the mindset and

24、thinking skills to navigate the ever-shifting business landscape will be in high demand.Developing key human skills like problem-solving,communication,agility,creativity,strategic thinking,and teamwork can help employees advance in their careers.In todays fast-paced and ever-changing business enviro

25、nment,the ability to learn,unlearn,and relearn is essential for success.Employers will need employees with these skills to adapt to changes and continue working effectively.Being able to identify future-ready skills that businesses need and having the Learning&Development programs in place to help e

26、mployees develop them will be crucial.Looking ahead,the employment market is showing good prospects amid the steady domestic economic expansion rate.For businesses to continue thriving,ensuring the resilience and agility of the workforce is a must amidst continuing and emerging global challenges.For

27、 example,during the pandemic there was a sharp uptick in demand for social media and digital content writers.Today,AI writers are beginning to perform writing tasks in the market.Merely months after ChatGPT was released to the public,there are now a number of other AI writers being made commercially

28、 available who can deliver content with a fraction of the time and cost of a human.AI Prompt Engineers are a new position that many companies are actively seeking to fill.This scale of disruption will only continue to expand.Many task-oriented skills today have a short shelf life as AI takes over mo

29、re professional skills.As programmers Brian SimManaging Director&Country HeadPERSOLKELLY Malaysia10SKILLED TALENT TRENDS12Prioritising Learning&DevelopmentMIDF Research3 noted that there was a skills mismatch in the Malaysian employment market in 2022,which has been on a steady uptrend since 2017.As

30、 such,prioritising Learning&Development programs will only become more important moving forward.This is especially crucial as demand for skilled workers will increase,as employers look to automate and digitise their operations.As such,investing in high-impact and relevant training efforts will be ke

31、y to closing these skill gaps so that organisations are able to meet the business challenges today and ensure the employability of their talent in the future.Flexible Work ArrangementsThe Economist Impact on a Global Hybrid Work Survey4 revealed that 70%of employees said they wanted greater location

32、 flexibility,and 71%wanted greater time flexibility.Many studies indicate that hybrid and remote working has become more popular than ever and the trend continues to rise as it results in many benefits5.Offering flexible work options can be a potent recruitment and retention strategy,and even enable

33、 employers to tap into talent beyond geographic boundaries.Focus on ESG and DEIDiversity,Equity and Inclusion(DEI)as well as Environment,Social and Governance(ESG)Skilled Talent Trendsare gaining importance in the Malaysian business landscape.Reputable organisations are actively working to create in

34、clusive workplaces and promote diversity in their talent pipelines.On ESG,94%of top Malaysian companies6 have ESG plans,as it is a known fact that having measurable ESG practices in place improves a companys reputation with customers,employees,and other stakeholders.Committing to ESG and DEI can hel

35、p attract diverse talent to drive innovation.Expanding Employer Branding EffortsEmployer branding continues to be a critical aspect of recruitment strategies.An increasing number Investing in high-impact and relevant training efforts will be key to closing skill gaps so that organisations are able t

36、o meet the business challenges14Financial skills remain one of the most in-demand capabilities in any job market.Demand for qualified accountants and finance professionals is expected to grow in tandem with the expected expansion of the Malaysian economy.This will create new opportunities for accoun

37、tants and finance professionals.Several initiatives under Budget 2024 are expected to impact the accountancy and finance profession positively.These measures include the focus on tax measures to ensure the nations better fiscal health,further development and strengthening of the sustainability and r

38、elevance of Islamic finance,measures to promote digital transformation,as well as measures on ESG.The Malaysian governments attempt to position Malaysia as a financial hub1 provides many opportunities for employment and growth in the accountancy and finance sector.However,accounting professionals ne

39、ed to evolve with the times.In a 2019 worldwide survey2,around 90%of accountants believe that accounting in the future will enter a cultural shift within the next decade,and more than 82%will start recruiting new employees from non-traditional backgrounds.62%of respondents believe that todays accoun

40、ting training programs wont be enough to catch up to the accounting trends of 2030.Accountants and finance professionals will have to shift their focus to be able to deliver higher-impact and higher-value activities.As machines take over the tasks of data processing and management,data analysis and

41、insight generation will be key skills.Moving forward,there will be a growing need for accountants with skills in areas such as analytics,financial modelling,risk management and treasury management.Developments3 in the technology and business landscape will significantly impact the finance and accoun

42、ting sector in the near future.AI and robotic process automation(RPA)are now able to automate mundane tasks.Remote and off-shore staffing are becoming a viable option for businesses looking to control costs.However,AI and automation are also creating new opportunities for accountants and finance pro

43、fessionals as they will be needed to implement and guide these technologies.The increasing focus on ESG will also create new opportunities for accountants and finance professionals.As businesses become more focused on sustainability,there will be a growing demand for accountants and finance professi

44、onals who can help them measure and manage their environmental impact.This includes effects on the recognition and measurement of assets,liabilities,income and expenses due to ESG and climate change particularly on accounting estimates.With ESG gaining prominence among even MSMEs,more and more accou

45、nting and finance professionals will feel the impact.To succeed in this field,employees need to have an adaptive mindset and be flexible so that they can be effective in helping companies achieve credible net-zero targets.Traditionally,Chief Financial Officers(CFOs)have focused on value protection.H

46、owever,with the increasing emphasis on ESG,attention is shifting towards sustainable value creation4.In recent years,the concept of Chief Value Officer(CVO)has gained prominence as a role to drive sustainable value creation for their organisation.CVOs need to understand the relationship between sust

47、ainability and the company and provide practical insights to the board,management and stakeholders with a key focus on moving the business forward.Accounting&Finance 15Finance and accounting professionals must match the intensity of the changes happening in the field and continuously upskill themsel

48、ves to remain relevant in their careers.As the accounting and finance field becomes more complex,the need for talent with new and specialised skills will increase.In addition,there will be a rising need for professionals who possess strong soft skills,particularly those who can think creatively and

49、solve problems.In the field of accounting and finance,it will be crucial to have such individuals who can find innovative solutions to tackle challenges and effectively manage risks.For firms,adopting technology and automation will help them achieve a higher level of productivity.It would also free

50、up their internal capability to focus on value-added services like providing insights and analysis to enable their clients to achieve their goals.16Accounting&FinanceMAX(MYR)MIN(MYR)Salary Range(per month)ACCOUNTING AND FINANCE MANAGEMENTChief Finance Officer(MNC)40,00075,000Finance Director25,00040

51、,000Senior Financial Controller20,00035,000ACCOUNTING SUPPORTSenior Accountant10,00015,000Accountant8,00012,000Credit Control Manager7,00010,000Assistant Accountant6,5007,500Senior Accounts Executive5,0006,500Accounts Executive3,0005,500Accounts Receivable3,0005,500Accounts Payable3,0005,500Credit C

52、ontrol Officer3,0005,500FINANCIAL SUPPORTFinancial Controller15,00025,000Finance Head15,00020,000Treasury Manager12,00020,000Finance Manager10,00015,000Financial Accountant5,0008,000Treasury Accountant5,0008,000AUDITAudit Director20,00030,000Senior Audit Manager12,00020,000Audit Manager10,00015,000A

53、ssistant Manager6,00010,000Auditor4,0006,000 17MAX(MYR)MIN(MYR)Salary Range(per month)TAX ADVISORYTax Director20,00035,000Senior Tax Manager15,00025,000Tax Manager10,00015,000Tax Accountant8,00012,000Several initiatives under Budget 2023 are expected to impact the accountancy and fjnance profession.

54、The concept of Chief Value Officer has gained prominence as a role to drive sustainable value creation for the organisation.18Banking&Financial ServicesThe banking and financial services sector continues to shift towards digital with the widespread adoption of innovative technologies by consumers,wi

55、th payments becoming increasingly cashless even post-pandemic.The industrys role in fostering inclusion is also becoming a growing priority as it is a vital aspect of economic growth.Bank Negara Malaysia(BNM)estimates1 that 55%of the countrys adult population is under-banked,and just 39%of Malaysian

56、s can get a loan from their banks.Those who belong to the B40 group tend to be disproportionately impacted and may have a greater dependence on informal and unregulated financial services.Recognising the potential of technology to facilitate financial inclusion,BNM has incorporated technology-based

57、channels as part of its strategies2.As part of the nations commitment towards this direction,BNM issued five digital banking licenses3 in Malaysia a move that is expected to also drive innovation and provide better digital banking services,ultimately benefiting the economy in the long term.In tandem

58、 with these changes,the need for banking and financial services professionals with specialised skills will increase as well.There will be a growing need for professionals with specialised skills in areas such as digital banking,data analytics and risk management.The rise of artificial intelligence(A

59、I)and automation will change the nature of some banking and financial services jobs.AI and automation are already being used to automate many customer-facing banking and financial services tasks,and this trend is expected to continue in 2024.As a result,demand for lower-skilled and routine-based rol

60、es has weakened as some of them are being replaced by technology.However,AI and automation are also creating new opportunities for banking and financial services professionals,as they will be needed to develop and implement these technologies.The booming Fintech sector is fueling strong demand for s

61、pecialised tech roles such as Product Development,Product Management Lifecycle,Data Analyst and UI/UX Specialist.Demand for senior and middle management level talent remains healthy.In adapting to these changes,the role of employees in the Banking and Financial Services sector needs to change as wel

62、l.A report4 by the UKs Financial Services Skills Commission(FSSC)points out that the half-life of technical skills is decreasing,meaning the time it takes for a skill to become half as valuable is accelerating because of innovation and technological change.Financial institutions will need to be proa

63、ctive in identifying future-ready skills that will help them address rapid technological and societal changes.The changing industry requires a workforce that is more digitally savvy as a whole with the ability to innovate and integrate business concepts with technology and data.In addition to techni

64、cal and professional skills,soft skills such as communication,problem-solving,research,and documentation are also in high demand as businesses work to adapt to a more agile model to be more responsive to market conditions.Talent with cross-functional skills,such as sales and business development,sof

65、tware development and other skills relevant to digital financial services,will also be highly valuable.19In addition,with the importance of ESG compliance on the rise,roles in sustainable finance5 ranging from the execution of ESG transactions to advisory services and product development will become

66、 more in demand moving forward.To be more responsive to continued economic,technological and societal disruptions,the banking and financial services sector will require a workforce with future-ready skills.The ability to learn,apply and deploy new technologies as well as emerging business models wil

67、l be very valuable.As such,candidates with cross-functional skillsets across finance and tech will be in especially high demand.In addition to looking externally for talent,companies will need to invest in reskilling and upskilling their existing workforce in order to fill the skills gap.Enabling a

68、dynamic and sustainable talent capabilities enhancement ecosystem is essential to support the transition of the financial sector workforce.20Banking&Financial ServicesSALES DRIVEN ROLESCorporate FinanceManaging Director35,00050,000Director25,00035,000Vice President18,00025,000Associate7,00010,000Ana

69、lyst5,0007,000Asset ManagementHead of Investment/Chief Investment Officer35,00050,000Head of Research25,00035,000Head of Sales35,00050,000Senior Fund Manager18,00025,000Assistant Fund Manager12,00016,000Senior Research Analyst7,00010,000Fund Manager7,00010,000Sales7,00010,000Trader5,0007,000Research

70、 Analyst4,0006,000Junior Trader4,0006,000Relationship ManagementDepartment Head35,00050,000Team Head25,00035,000Senior Relationship Manager12,00020,000Relationship Manager8,00012,000Assistant Relationship Manager5,0008,000Financial Planning&Wealth ManagementHead of Department18,00025,000Team Head12,

71、00018,000Senior Private Banking Relationship Manager8,00012,000Private Banking Relationship Manager6,0008,000Private Banking Client Services Officer4,0006,000Senior Wealth Manager8,00010,000Premier Banking Relationship Manager6,0008,000Wealth Manager4,0006,000MAX(MYR)MIN(MYR)Salary Range(per month)2

72、1OPERATIONAL DRIVEN ROLESTrade SupportDirector25,00040,000Vice President15,00025,000Associate Vice President8,00014,000Associate4,0006,000Analyst3,0004,000Change Management/Project ManagementHead of Project Management25,00035,000Project Manager12,00020,000Business Analyst10,00015,000Asset Management

73、Head of Client Service/Reporting20,00030,000Client Service/Reporting Manager12,00020,000Client Service/Reporting Specialist5,00012,000Performance Measurement/Investment RiskHead25,00040,000Vice President15,00025,000Associate Vice President10,00015,000Transaction Banking Client ServiceDirector25,0004

74、5,000Vice President15,00025,000Associate Vice President10,00015,000Associate6,00010,000Officer3,5006,000Fintech sector has strong demand for Product Development,Product Management Lifecycle,Data Analyst and UI/UX Specialist.BNM estimates that 55%of the countrys adult population is under-banked.MAX(M

75、YR)MIN(MYR)Salary Range(per month)22Banking&Financial ServicesTRANSACTIONAL DRIVEN ROLESSecurities ServicesDirector30,00045,000Vice President16,00030,000Associate Vice President12,00016,000Associate7,00012,000Analyst4,0007,000Documentation/Know Your Client/Client OnboardingDirector25,00035,000Vice P

76、resident15,00025,000Associate Vice President12,00014,000Associate6,0008,000Analyst4,0006,000Treasury OperationsDirector30,00050,000Vice President20,00030,000Associate Vice President14,00020,000Associate7,00014,000Analyst5,0008,000Transaction Banking OperationsDirector25,00040,000Vice President16,000

77、25,000Associate Vice President12,00016,000Associate7,00010,000Analyst5,0007,000Loan Administration/Credit OperationsDirector20,00030,000Vice President14,00020,000Associate Vice President10,00014,000Associate6,00010,000Analyst3,5006,000Fund/Investment Operations/Credit OperationsDirector25,00040,000V

78、ice President16,00024,000Associate Vice President10,00016,000Associate6,0009,000Analyst4,0006,000MAX(MYR)MIN(MYR)Salary Range(per month)23TRANSACTIONAL DRIVEN ROLESTrade OperationDirector25,00040,000Vice President15,00025,000Associate Vice President10,00014,000Associate6,0009,000Analyst4,0006,000Pay

79、ment OperationDirector25,00040,000Vice President15,00025,000Associate Vice President10,00014,000Associate6,0009,000Analyst4,0006,000CONSUMER BANKINGBranch ManagementRegional/District Manager12,00016,000Branch Manager8,00012,000Sub Branch Manager5,0008,000Relationship ManagementSales Manager5,0008,00

80、0Senior Relationship Manager9,00012,000Relationship Manager5,0008,000Assistant Relationship Manager4,0006,000MortgageRegion Head12,00016,000Team Head8,00012,000Senior Specialist5,0008,000Specialist3,5005,000Insurance and InvestmentRegion Head12,00016,000Team Head8,00012,000Senior Specialist5,0008,00

81、0Specialist3,5005,000MAX(MYR)MIN(MYR)Salary Range(per month)24Engineering&TechnicalCareers in engineering and technical fields remain in critical demand,according to TalentCorp and the Ministry of Human Resources making up a significant portion of Malaysias Critical Occupations List(COL)1.The MyCOL

82、report provides a broad overview of the skills and occupations in demand within industries and was developed with data from employers.Based on MyCOL,the highest demand for engineers is in the civil,mechanical,electrical and chemical disciplines.Some of the highest-paying engineering jobs in Malaysia

83、 include petroleum engineers,chemical engineers,electrical engineers,mechanical engineers and civil engineers.These offer competitive salaries due to the high demand for talent in these specialised fields.Mechanical and Electrical(M&E)engineering remains one of the key drivers of Malaysias economic

84、and technological development and advancement.In 2022,exports of M&E increased2 to RM60.45 billion and the industry is expected to continue expanding,supported by the expansion of its end-user markets in the manufacturing sector.The growth in various industries presents a promising opportunity for i

85、ndividuals with engineering and technical qualifications.As companies look to drive and maintain this growth,there will be a need for competent talent across the value chain.With the massive push towards digitalisation across sectors,engineers and technical professionals in the IT and digitalisation

86、 fields will also 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.The report also noted that industries are experiencing difficulty recruiting and retaining the right engineering and tec

87、hnical talent,mainly due to skills and expectations mismatches between employers and candidates.Malaysian employers in the engineering and technical sectors recognise that local workers need to gain market-ready and future-ready skills to drive the industry forward.Skilled professionals with experti

88、se in areas such as machine learning,automation,and data analysis are urgently needed if companies are to transition to more technological and automated processes to raise efficiency.Specifically,the MyCOL survey indicated that the top future-ready skills required in the engineering and technical fi

89、eld would be data analytics system design,Internet of Things(IoT)3 management and computer-aided manufacturing.The advancement of technostructure facilities and resources is key to driving the expansion of engineering and technical-based businesses globally,as these will enable the production of hig

90、her precision products with minimal human error.The growing sophistication of automation technology,the use of advanced computer systems and computer-aided design and other related engineering software,R&D facilities,quality control facilities and other advancements will require talent with the skil

91、ls to operate them.Employees will need to ensure that their skillsets are able to match the advancements and requirements of the industry.Beyond technical skills,the demand for talent with soft skills is also high as many companies need to reconfigure their business to be more agile in a highly dyna

92、mic market.The International Engineering Alliance(IEA)and Washington Accords have identified several attributes of engineering graduates4 beyond technical expertise,which include knowledge application,solving complex problems,investigation and problem analysis,teamwork,communication,project and fina

93、ncial 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 and trained to be the future leaders.25Employers today are looking to hire talent with not just robust

94、technical knowledge but also holistic soft skills.The integration of these skills will be crucial in driving Malaysias economic recovery while laying the foundation for long-term business growth and competitiveness of employers.Engineers with these skills will be in high demand as their peripheral e

95、xpertise will be invaluable in a dynamic and disruptive world.As the demand for skilled and experienced Malaysian workers is high in other countries,local employers must have the required skillsets within their talent pool.To achieve this,they must prioritise implementing learning and development pr

96、ograms.Additionally,employers should invest in developing their workforces technical and soft skills to ensure their continued growth and success.Like any other industry today,there is a need for increased resilience and agility in engineering to handle new technologies,changing skill requirements a

97、nd ever-changing work environments.There is a high demand for engineers and technical staff,but employability and retention still need to be addressed.As such,employees need to upskill themselves with current in-demand skills beyond educational qualifications to stay relevant.Employers must invest i

98、n talent development to ensure their workforce remains competitive for the present and future.26Engineering&TechnicalSALES&BUSINESS DEVELOPMENTTechnical Sales Director25,00040,000Technical Sales Manager10,00020,000Technical Sales Engineer4,0007,000CONSTRUCTION/PROJECT MANAGEMENTConstruction Director

99、(High Rise,Residential)25,00045,000Project Director20,00035,000Construction Manager15,00025,000Design Manager11,00020,000Project Manager8,00018,000Site Manager7,00015,000Resident Engineer7,00012,000Mechanical Engineer6,00010,000Electrical Engineer6,00010,000Infrastructure Engineer6,00010,000Quantity

100、 Surveyor4,0006,500Planner3,5005,500Scheduler3,5005,500Project Coordinator3,5005,500Site Executive2,5005,000Contracts Administrator2,0004,000MAINTENANCEMaintenance Manager7,50018,000Maintenance Supervisor5,5007,500Maintenance Engineer4,0006,500Scheduler3,5005,500Maintenance Planner3,5005,500Maintena

101、nce Technician2,0003,500OPERATIONProduction Manager7,50018,000Production Supervisor5,5007,500Production Engineer4,0006,500Planner3,5005,500Production Technician2,0003,500MAX(MYR)MIN(MYR)Salary Range(per month)27ENGINEERING&INDUSTRIALPlant Manager15,00025,000Engineering Manager13,00020,000Lead Design

102、 Engineer9,00015,000Electrical and Instrumentation Engineer6,00010,000Process Safety Engineer5,50010,000Design Engineer4,0009,000Field Engineer4,0009,000Chargeman5,0007,500Mechanical Engineer3,5006,500Chemical Engineer3,5006,500Asset Integrity Engineer4,0006,500Field Technician2,0004,500Drafter2,000

103、3,000Welder1,8006,000Fitter1,8002,500General Worker1,5002,200QUALITY ASSURANCE/CONTROLLean Manager15,00025,000Six Sigma Specialist15,00020,000QA/QC Manager6,00018,000Lean Specialist6,50015,000QA/QC Engineer3,0008,000QC Inspector2,5003,500WORKPLACE/ENVIRONMENT SAFETY&HEALTHEnvironment Director20,0005

104、0,000Safety Director20,00050,000HSE Manager7,00020,000Safety&Health Officer5,00015,000HSE Engineer4,0008,000HSE Analyst3,5006,000Site Safety Supervisor2,8005,000MAX(MYR)MIN(MYR)Salary Range(per month)28Human Resources&AdministrativeThe field of human resources continues to evolve rapidly in the wake

105、 of disruptions caused by COVID-19.Although the pandemic may be mostly over,the impact on how employees work has persisted.The HR function will need to continue re-strategising to keep employees engaged and productive amidst the changes and challenges in the field.As workplaces continue to evolve,HR

106、 functions will need to find ways to deliver compelling reasons for their talent to remain and commit to the organisation.Companies will need to look deep into the needs of their talent in order to foster a positive and productive work environment.This is especially important as a new generation(Gen

107、 Z)is entering the workforce,bringing with them a unique mindset and culture.According to statistics,Gen Z employees will account for 27%of the workforce1 by 2025.A KPMG report2 revealed that 61%of Chief HR Officers have had to change their Employee Value Proposition(EVP)in response to the labour ma

108、rket.Some of the most important EVPs when it comes to attracting,developing and retaining talent are culture(50%),company values and purpose(47%),fair pay(34%)and flexible work arrangements(33%).Culture will play an increasingly crucial role in shaping the future of work in Malaysia,with a great inf

109、luence on how well businesses attract and retain top talent,keep employees engaged and prepare the business to face challenges.Studies have shown that Gen Z employees are more inclined to be inspired by idealism and would prefer to work for companies that have a strong sense of purpose beyond the bu

110、siness itself.Thus,a key factor is developing a sense of shared purpose3 between employers and employees.A Deloitte survey showed that 77%of Gen Z respondents indicated that its important to work at a company where value alignment is achieved.As such,aligning employees personal values with the compa

111、nys mission,vision and values helps foster a sense of belonging,leading to higher levels of employee engagement and commitment.Employee well-being remains a major priority and has also evolved to encompass new things.While employee benefits remain a very important factor,employee priorities are shif

112、ting towards other well-being metrics.GenZ employees have other expectations4 as well,desiring flexibility,work-life balance,career growth,perks and benefits,coaching and empowerment and salary.The Graduates Choice Award(GCA)20235 survey identified that among graduates,flexible working opportunities

113、 and work-life balance are highly-valued employment attributes alongside salary and bonuses,career development and company culture.In the current state of the world,salary remains a significant concern for employees.The ongoing effects of the pandemic and other disruptions have led to an increase in

114、 the cost of living,making it challenging for workers to meet their financial needs.The GCA survey also revealed a significant rise in graduates who expect starting salaries between RM3,000 and RM3,500.However,companies need to look beyond just numbers to focus on pay equity,process transparency,and

115、 reward and recognition fairness.Skill requirements are also changing in a rapidly shifting market.Having the required technical skills for the job is no longer a compelling factor for candidates as employers increasingly realise that technical skills of a job are more easily trained.Employers seek

116、talent with power skills6 such as leadership and management,collaborations,adaptability and continuous learning,as well as critical thinking and decision making.29Additionally,in an increasingly automated world with many mundane tasks being taken over by AI-driven computer programs,human skills such

117、 as leadership,resilience,problem-solving,work ethic,adaptability,people skills,and more will be in even higher demand.Employees who demonstrate these skills will stand out in the field.However,there is limited value in hiring from outside for these skills.The pool of talent with such skills needs t

118、o be enlarged to ensure employers demands across the economy are fulfilled.As such,training and development should be a top priority for companies to help their talent hone these skills.According to a McKinsey7 study,77%of industry leaders think that retraining is very or moderately important for th

119、eir organisation.HRs role in skills development will be invaluable,as they will be in the best place to put in place the processes to assess the skill gaps and industry trends,develop an appropriate strategy and roll it out.Teaching employees how to lead,work in teams,communicate and think strategic

120、ally will require a more long-term approach.As such,ongoing coaching and mentoring relationships by company leaders8 will be a crucial element of talent development.Companies that can provide this will be in a better position to empower their employees growth and,subsequently,be better able to attra

121、ct and retain top talent.With the continuing evolution of work,HR will continue to play a major role in helping businesses adapt employment practices to keep up.The ability of employers to meet the changing needs of talent whether emotionally,psychologically,financially,or physically will be a cruci

122、al factor in enhancing employees experience in the workplace.30Human Resources&AdministrativeHUMAN RESOURCESChief Human Resources Officer25,00050,000HR Director20,00035,000HR Business Partner10,00015,000Industrial Relations Manager10,00015,000HRIS Manager10,00015,000Organisational Development Manage

123、r10,00015,000HR Manager9,00020,000Industrial Relations Specialist5,00010,000HRIS Specialist5,0008,000HR Executive3,5007,000HR Assistant2,8003,500COMPENSATION&BENEFITSCompensation and Benefits Director20,00035,000Compensation and Benefits Manager12,00020,000Compensation and Benefits Specialist7,00012

124、,000LEARNING&DEVELOPMENTLearning&Development Director15,00025,000Learning&Development Manager8,00015,000Learning&Development Executive5,0008,000Training Coordinator3,0005,000TALENT ACQUISITION/RECRUITMENTTalent Acquisition Director15,00025,000Talent Acquisition Manager8,00012,000Talent Acquisition S

125、pecialist/Recruiter4,0007,000MAX(MYR)MIN(MYR)Salary Range(per month)31ADMINISTRATIVEOffice Manager6,00010,000Personal Assistant-CEO5,00010,000Secretary3,0006,000Receptionist3,0005,000Document Controller3,0005,000Administrative Executive3,0004,500Administrative Assistant2,8003,500Human skills such as

126、 leadership,resilience,problem-solving,work ethic,adaptability,people skills,and more,will be in even higher demand.Gen Z employees are more inclined to be inspired by idealism and would work for companies that have a strong sense of purpose.MAX(MYR)MIN(MYR)Salary Range(per month)32Information Techn

127、ologyThe pandemic accelerated the Information Technology(IT)and digital sector as many IT-powered innovations rose to play a critical role in supporting businesses during that time.Businesses and technology companies were on a hiring spree to support this sudden and massive growth in demand for IT s

128、olutions.As crucial as IT has been during the pandemic,the demand for IT services has dipped as borders opened up and life resumed a more normal day-to-day.This is reflected in the massive restructuring exercises going on in the IT world today.It has been reported that in 2023,several leading tech c

129、ompanies,including Google1,Amazon2,Microsoft3,Yahoo4,Meta5,and Zoom6,have been laying off tens of thousands of technology workers.Startups across all sectors,from crypto to enterprise SaaS,have also announced job cuts7.Malaysia is also seeing a year-on-year hiring dip8 in IT,Telecom/ISP and BPO/ITES

130、 by 13%primarily due to ongoing global economic uncertainties.This is a consistent theme across the board for various IT subsectors9.However,the silver lining is this is likely to be part of the cyclical nature of business.Despite the global tech layoffs,IT remains one of the top sectors10 in the Ma

131、laysian market.A report by GlobalData Market Opportunities Forecasts that IT expenditure in Malaysia will reach RM103.75 billion in 2023.The Malaysia Digital Economy Corp(MDEC)predicts the demand for tech talent will rise at a compound annual growth rate(CAGR)of 7.59%per year over the next three yea

132、rs,with cybersecurity,Software-as-a-Service,conferencing solutions,E-commerce and IoT being four areas expected to see growth.The governments long-term plan to grow the digital economy is estimated to contribute 22.6%of Malaysias gross domestic product(GDP)and create over 500,000 jobs by 2025.11 Thi

133、s will be driven by the 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)att

134、racting,training,and retaining 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.With digital transformation occurring in all sectors an

135、d the massive push for digitalisation by the government,employment prospects in the IT field will remain bright for years to come.Digital technology is being applied in people management,marketing,customer engagement,data analysis and many other areas.Reports suggest about 50%of cumulative work hour

136、s in Malaysia are susceptible to automation in the near future,displacing up to 4.5 million workers by 2030.These technology-induced shifts will create more digitally-intensive jobs12,predominantly in high-technology industries in the future.This will be especially true in emerging fields such as cl

137、oud computing and artificial intelligence,which are fast gaining popularity.Advances in AI and deep learning technology will become significant in Malaysias business landscape because of the potential of these technologies to drive innovation and improve efficiency across a range of industries.Malay

138、sia Digital Economy Corporation(MDEC)is encouraging local startups and research institutions to develop and apply AI technology.The Malaysia Artificial Intelligence Roadmap13 2021-2025(AI-Rmap)and the Malaysian Digital Economy 33Blueprint(MDEB),led by the MyDIGITAL Corporation and the Economic Plann

139、ing Unit,is also developing plans for incorporating AI into the economy.As businesses and industries continue to digitalise,attracting and retaining top talent is key to effectively supporting their transition.Development of local tech talent is key both for Malaysias economic advancement and fulfil

140、ling the countrys digital ambitions.The pace of digital growth will create more job opportunities both within the tech and non-tech sectors.While this makes the IT job market very competitive,IT professionals will need to reconfigure their skill sets to ensure they are able to fulfil the markets req

141、uirements.Employees will have to ensure they constantly keep themselves up to date with the latest technological advancements to stay relevant in a fast-changing field and remain competitive in the job market.34IT MANAGEMENTChief Technology Officer 30,00050,000Chief Information Officer 25,00040,000C

142、hief Data Officer 25,00040,000IT Director18,00025,000SALES&BUSINESS DEVELOPMENTIT Sales Director25,00035,000IT Sales Manager12,00020,000IT Presales Consultant8,00015,000Account Manager7,00012,000CYBERSECURITYCybersecurity Architect30,00050,000BCP Manager15,00020,000Cybersecurity Consultant15,00020,0

143、00Cybersecurity Engineer10,00015,000IT Audit7,00010,000Security Operations Center Analyst6,0008,000DATA ANALYTICSHead of Data25,00035,000Data Scientist15,00025,000Machine Learning Engineer8,00015,000Data Engineer8,00012,000Data Analyst6,0008,000PROJECT MANAGEMENTProject Director25,00035,000SAP Consu

144、ltant15,00020,000Project Manager10,00020,000SAP Developer10,00020,000Business Analyst8,00015,000Product Manager8,00015,000Project Coordinator5,0007,000Information TechnologyMAX(MYR)MIN(MYR)Salary Range(per month)35SOFTWARESoftware Development Manager20,00030,000QA Manager12,00020,000Machine Learning

145、 Engineer8,00015,000Full-Stack Developer8,00015,000Java Developer6,00015,000Application Developer6,00015,000AI Developer6,00010,000UIUX Designer6,00010,000Mobile Developer6,00010,000Software Test Analyst6,00010,000Web Designer5,0008,000QA Engineer5,0008,000SERVICE DESKHelpdesk Manager15,00020,000IT

146、Helpdesk Level 38,00012,000IT Helpdesk(Foreign Language Expertise)5,00012,000IT Helpdesk Level 25,0008,000IT Helpdesk Level 14,0005,000SYSTEMS&NETWORKDevOps Architect15,00025,000Solutions Architect15,00025,000Cloud Architect15,00025,000Server Architect15,00025,000Cloud Engineer8,00015,000Unix Consul

147、tant8,00015,000Network Engineer7,00012,000Wintel Consultant7,00012,000Cisco Engineer7,00012,000DevOps Engineer7,00010,000NOC Engineer7,00010,000Linux Engineer4,0007,000MAX(MYR)MIN(MYR)Salary Range(per month)36Legal&Risk ManagementWith increasing global instability and uncertainty,talents who are ade

148、pt in navigating the legal and risk management landscape are in high demand globally.Malaysias legal sector has remained a key function during this time of flux,as organisations need to ensure that all strategies to manage and transform their business and workforce comply with labour laws.Because of

149、 global uncertainty,risk management has also become one of the most valuable sectors right now as companies need to identify,analyse and manage the levels of downside exposure in day-to-day operations,which may result in larger repercussions later.Given the breadth of the legal and risk management f

150、unctions,there is a wide range of career prospects available for the right talent both for new graduates and experienced professionals.As companies seek to hire talent with multi-faceted skills beyond technical competencies,among the key skills that are in high demand are business planning and risk

151、management,which will enable companies to drive business forward effectively.It is foreseen that in the future,risk management will no longer be separate1 from business management.Risk management will become the cornerstone of corporate governance and business strategy,fully integrated into executiv

152、e decisions,organisational structures and corporate cultures driving effective decision-making.As risk management becomes increasingly significant,it will also become increasingly rewarding.This means the outlook for the risk management sector is positive,both in terms of the opportunities available

153、 and the benefits offered.On LinkedIn2,there are over 3,000 results for risk management vacancies in Malaysia at the time of writing.In the same time period,there are 6,213 jobs posted in Malaysia for all levels of experience on Glassdoor3,with the estimated median salary for a Senior Risk Consultan

154、t being MYR 8,500 per month.Risk management requires diverse technical skills,some specific to certain industries while others are applicable across industries.However,there are digital tools to model and predict risks to support employees in their work.Beyond technical skills,employees will also re

155、quire high-level thinking skills including data analysis,critical thinking,problem-solving and foresight.To flourish in this field,candidates must invest in developing these critical skills to secure fulfilling positions.In tandem with risk management,legal careers will be key to supporting companys

156、 growth plans as they seek to ensure compliance in all areas to avoid unnecessary or unforeseen disruptions.The ongoing socio-economic transformation in Malaysia has only increased the importance of regulatory oversight,leading to an increased demand for legal professionals to ensure compliance.Rapi

157、d digitalisation of businesses has also led to a greater need for compliance with regulations such as Personal Data Protection Act 2012(PDPA),Electronic Commerce Act 2006 and Consumer Protection(Electronic Trade Transactions)Regulations 2012.As with many other industries,legal professionals also exp

158、ect flexible working arrangements especially since virtual court and online hearings introduced during the pandemic are still being practised today.Chief Justice Tengku Maimun Tuan Mat had said that remote proceedings have become an indelible aspect4 of the Malaysian system of advocacy.As a result,t

159、he legal profession is also witnessing an increase in flexible and adaptable work arrangements.Demand for top legal talent remains high in Malaysia,particularly in the fields of compliance,with commensurate levels of compensation.This opens up many career opportunities for legal candidates in the ma

160、rket to explore.While shifting to a new industry will require a period of adjustment,legal skills are highly versatile and transferable and moving into different areas may be a good step toward a sustainable career.37MAX(MYR)MIN(MYR)Salary Range(per month)LEGAL&RISK MANAGEMENTGeneral Counsel25,00045

161、,000Company Secretary8,00015,000Legal Manager8,00012,000Compliance Manager8,00012,000Risk Management Manager8,00012,000Assistant Legal Manager5,0008,000Senior Legal Executive5,0007,000Legal Executive4,0006,000Legal Assistant/Paralegal3,0005,00038Sales&MarketingTraditionally,the sales process was con

162、ducted through personal interactions while marketing depended on mass communication strategies.A strong sales team is one of the most important assets for a business to bring in revenue and drive growth.All that is changing with the tremendous shifts in societal trends and developments in digital te

163、chnology,which are blurring the lines between sales and marketing functions.In todays digital-driven,hyper-competitive marketplace,salespeople are still essential.Yet,technology is also something that salespeople cannot ignore.A PwC survey1 found that consumers begin researching a product or service

164、 on the internet comparing prices,reading reviews,and considering sellers.54%of respondents said search engines were their research channel,while 33%said they visited sellers websites.Thus,to stay ahead of the game,the sales profession will need to change and adapt to the market trends as well as le

165、arn to harness the power that technology offers.Employing the right digital marketing tools and strategies can make the sales process significantly more efficient by improving lead generation,automatically pre-qualifying leads,and providing relevant information to frequently asked questions and othe

166、r mundane tasks before prospects need to speak to an actual salesperson.While technology greatly helps a salespersons activities,buyers still prefer to interact with salespeople especially when considering big-ticket purchases like property,vehicles or white goods.Survey results2 published by Harvar

167、d Business Review revealed that a decision to purchase is often not based on features,quality or even price but on the salesperson.Selling is still dependent on interpersonal relations and personal influence,which is guided by the salespersons ability to recognise prospects motivations,needs and per

168、ceptions.The ability to master both digital marketing tools and interpersonal skills would make a salesperson a highly sought-after professional by employers.These skills are learnable,and companies must invest in upskilling programmes to help their salespeople be more effective in the field.Over th

169、e last decade,much of the marketing function has moved into the digital space and social media.Today,the marketing landscape continues to evolve at an unprecedented pace with the development of AI and other technologies as well as the changing behaviour of consumers.With the continuous shift in mark

170、eting roles,its important to acquire new skills.Statista3 predicts that various marketing roles will experience growth up until 2031.As a marketing professional,having the ability to comprehend and work with emerging technologies is a valuable skill.Customer experience will also strongly influence t

171、he sales and marketing process.Customers evaluate the product and the entire experience,from brand messaging to interactions 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 immediat

172、ely.However,the human touch is still as important.As such,sales and marketing talents need to be able to humanise and personalise communications to audiences even as they reach out to them through technology.While most consumers research online before purchasing,they are faced with an overwhelming n

173、umber of choices and opinions.4 To help them cut through the clutter,they are looking for relevant insights to help them make the right decisions for themselves.Companies that can 39provide insightful content to guide consumers will have a great advantage in the market.This creates the need for tale

174、nt who are able to create strong content and strategies5 not only to ensure the most relevant information is going out to prospects but also to meet the evolving requirements of search algorithms.Another key skill that marketers need to have today is data analytics capability.This is crucial to accu

175、rately track customer behaviour,channel performance,and sales and market trends to raise efficiency and productivity.Both employers and employees will need to be highly agile to adapt and thrive in a competitive and dynamic marketplace.Employers will need to either hire sales talents who are able to

176、 navigate the overlapping skills and functions or upskill and reskill 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.40SALES&BUSINESS DEVELOPMENTRegional Sales Director

177、25,00045,000Sales Director15,00030,000Sales/Business Development Manager10,00015,000Account Manager9,00013,000Sales/Business Development Executive4,0007,000RETAILHead of Retail18,00025,000Sales Territory Manager12,00018,000Merchandising Manager8,00012,000Store Manager6,00010,000Merchandiser3,0005,00

178、0Retail Sales Associate3,0004,000DIGITAL MARKETINGHead of eCommerce20,00030,000Digital Marketing Manager12,00018,000Customer Relationship Manager8,00012,000Digital Editor4,0008,000Digital Marketing Specialist4,0008,000Customer Relationship Specialist3,0004,000Sales&MarketingMAX(MYR)MIN(MYR)Salary Ra

179、nge(per month)41MARKETINGRegional Marketing Director25,00045,000Market Research Director25,00040,000Marketing Director20,00030,000Senior Global Brand Manager18,00025,000Senior Corporate Communications Manager15,00025,000Senior Channel Manager15,00025,000Market Research Manager12,00018,000Brand Manag

180、er8,00018,000Marketing Communications Manager8,00018,000Marketing Manager6,00018,000Public Relations Manager6,00012,000Channel Manager6,00012,000Market Research Analyst4,0007,000Public Relations Executive4,0005,000Marketing Executive3,5005,000Corporate Communications Executive3,5005,000Another key s

181、kill that marketers need to have today is data analytics capability.A decision to purchase is often not based on features,quality or even price,but on the salesperson.MAX(MYR)MIN(MYR)Salary Range(per month)42The Malaysia Freight And Logistics Market is estimated1 to be worth USD 26.77 billion in 202

182、3 and is expected to reach USD 38.43 billion by 2029 with a Compound Average Growth Rate(CAGR)of 6.21%in that period.This is expected to grow further with Malaysias plans to position itself as a logistics hub,accelerating digital adoption and encouraging industry mergers and acquisitions.The Malaysi

183、a Shipping Master Plan is intended to transform the shipping sector into a formidable business service sector.Malaysias logistics and supply chain sectors have experienced robust growth over the years,underpinned by strong growth enablers such as improved infrastructure and the growth of e-commerce.

184、The e-commerce boom brought on by the pandemic has opened the opportunities for local micro,small and medium enterprises(MSMEs)to aggressively expand their customer base not just locally but internationally further contributing to the industrys growth.As trade continues to grow,it is essential for b

185、usinesses to reassess their operations and adopt the latest trends in supply chain and logistics.Information technology will play a major role in boosting efficiency,reducing costs and ultimately keeping customers satisfied with on-time delivery.As supply chains become more complex,the demand for bo

186、th white-and blue-collared workers is increasing both in terms of required skills and the number of people to fill roles.Supply chain and logistics professionals who have the right physical and technological skillsets will continue to be highly sought after,especially those with proven ability to op

187、timise supply chain performance.Talent who are knowledgeable about logistics and supply chain strategies will be crucial to both ensuring businesses efficiency as well as drive the logistics and supply chain industrys development.Having a workforce with strong supply chain knowledge,such as demand p

188、lanning,supply planning,logistics network optimisation,process re-engineering,sales and operations planning,would enhance Malaysias reputation as an ideal supply chain hub.As new technologies evolve and are adopted,the way the supply chain and logistics industry operates is also undergoing fundament

189、al changes.As such,it will also become more important than ever to develop the skills to handle such emerging technologies.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-mo

190、netary benefits so the talent will join the organisations and stay.They need to be able to attract young talent 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

191、chain professionals will continue to be highly sought after especially those with proven ability to optimise supply chain performance.As such,career opportunities for talent within the logistics and supply chain industry are very bright.Supply Chain&Logistics 4344Supply Chain&LogisticsPROCUREMENT/PU

192、RCHASINGHead of Procurement25,00045,000Procurement Manager12,00018,000Purchasing Manager10,00015,000Senior Buyer6,00012,000Senior Purchasing Executive4,0006,000Buyer4,0006,000Purchasing Executive3,5005,000SUPPLY CHAINSupply Chain Director20,00040,000Supply Chain Manager8,00015,000Materials Manager8,

193、00015,000Logistics Manager8,00015,000Supply Chain Planner4,0008,000Supply Chain Analyst3,5006,000Order Entry Support3,0005,000Customer Service Officer2,0004,000WAREHOUSINGSenior Operations Manager9,00015,000Warehouse Manager7,00015,000Transport Manager7,00012,000Stock/Inventory Controller6,0008,000W

194、arehouse Supervisor4,0006,000Forklift Driver2,0005,000Warehouse Assistant1,8003,000Packer1,5002,500MAX(MYR)MIN(MYR)Salary Range(per month)45TRANSPORTOperations Manager10,00015,000Transport Manager8,00012,000Fleet Manager7,00010,000Fleet Controller5,0007,000Transport Coordinator3,0004,000Operations A

195、dministrator3,0004,000The Malaysia Freight And Logistics Market is estimated to be worth USD 38.43 billion by 2029.As supply chains become more complex,the demand for both white-and blue-collared workers is increasing.MAX(MYR)MIN(MYR)Salary Range(per month)46REFERENCES 47Executive Overview 1.https:/

196、www.worldbank.org/en/news/press-release/2021/03/16/aiminghighmalaysia 2.https:/www.un.org/development/desa/dpad/publication/world-economic-situation-and-prospects-as-of-mid-2023/#:text=Global%20trade%20 remains%20under%20pressure,below%20the%20pre%2Dpandemic%20trend.3.https:/www.imf.org/en/Blogs/Art

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198、y-we-should-quit-quiet-quitting/59592/7.https:/ 8.https:/ 9.https:/ O2lBhCFARIsAB0E8B8VSvwUe2vElfDbAjCm04Qz3hMGP-u96YT6PHAlIqbhz-0R7uQI7ykaAs8oEALw_wcB 10.https:/ Skilled Talent Trends 1.https:/www.dosm.gov.my/portal-main/release-content/dd5ed07a-8b7c-11ed-96a6-1866daa77ef9 2.https:/www.dosm.gov.my/

199、portal-main/release-content/5f1a1991-0a85-11ee-96d5-1866daa77ef9 3.https:/.my/sites/corporate/files/2023-02/Thematic-2022%20Employment%20Patterns-MIDF-150223.pdf 4.https:/ 5.https:/www.flexos.work/learn/why-hybrid-and-remote-research-and-statistics-in-2023 6.https:/.my/en/business/business-insights/

200、sustainable-business-insights/esg-for-sme-sustainable-business.html 7.https:/www.frontiersin.org/articles/10.3389/fpsyg.2022.913773/full 8.https:/.my/sites/corporate/files/2023-02/Thematic-2022%20Employment%20Patterns-MIDF-150223.pdf 9.https:/ population)%20in%20Malaysia%20was%20reported,compiled%20

201、from%20officially%20recognized%20sources.10.https:/ 1.https:/mia.org.my/retabled-budget-2023-expected-to-positively-impact-accountancy-profession-says-malaysian-institute-of-accountants/2.https:/ 3.https:/ 4.https:/.my/v2/wp-content/uploads/2023/02/TMA-Jan-Feb2023-Public.pdfBanking&Financial Service

202、s 1.https:/www.bnm.gov.my/documents/20124/1073866/Malaysia+Experience+in+Financial+Inclusion.pdf 2.https:/fintechnews.my/30499/various/financial-sector-blueprint-2022-malaysia-bank-negara/3.https:/fintechnews.my/31002/virtual-banking/bnm-digital-banking-malaysia-winners/4.https:/www.bnm.gov.my/docum

203、ents/20124/5915429/fsb3_en_box1.pdf 5.https:/wp.financialservicesskills.org/wp-content/uploads/2022/03/FSSC-Future-Skills-Interactive-V12.pdf 6.https:/.sg/financial-services/in-focus/what-are-top-10-in-demand-skills-in-banking-and-finance48ReferencesEngineering&Technical 1.https:/.my/clients/TalentC

204、orp_2016_7A6571AE-D9D0-4175-B35D-99EC514F2D24/contentms/img/publication/MyCOL%202022-2023%20FINAL.pdf 2.https:/.my/api/documentms/download.ashx?id=160a41e7-128d-4162-8ed6-a6f8e0c69d76 3.https:/.my/opinion/columnists/2021/11/748075/engineers-are-special-breed-and-should-be-duly-recognisedHuman Resour

205、ces&Administrative 1.https:/www.weforum.org/agenda/2022/05/gen-z-don-t-want-to-work-for-you-here-s-how-to-change-their-mind/2.https:/ Great%20Reconsideration.3.https:/ 4.https:/.my/news/education/2022/09/04/when-money-isnt-everything 5.https:/ 6.https:/ 7.https:/ 8.https:/sloanreview.mit.edu/article

206、/six-ways-leaders-can-adapt-to-the-workplace-of-2022/Information Technology 1.https:/ ferrer_sig=AQAAAKsMYILMLJ7nFBvXQJWtDaHhROSeNl_90HCCxFXr7Bx3MQ4Z-5up4iUGmCcTsZB7YdyAY7pm4sTp7a0J17KyEK1e0-uTdz R2PNsu47QiWH35uopXH0fTXQ2ZiG6gmQDRaxCUQumgaCxEzON3FemSXSOT5UF4w9D0zuc3DVcdZCY9 8.https:/.my/2023/02/01/j

207、ob-market-in-malaysia-thrives-with-overall-hiring-improved-by-20-foundit-insights-tracker/9.https:/ nications-sector-2092498/10.https:/ 12.https:/www.isis.org.my/wp-content/uploads/2021/01/NACT.pdf 13.https:/airmap.my/Legal&Risk Management 1.https:/centerforfinancialstability.org/research/Risk_Future_022221.pdf 2.https:/ 3.https:/ for%20a,salaries%20collected%20from%20our%20users.4.https:/ 1.https:/ 2.https:/ even%20a%20sales%20person.3.https:/ Chain&Logistics 1.https:/ 19,Menara AIA SentralNo.30,Jalan Sultan Ismail,50250 Kuala LumpurEmail:2024 All Rights Reserved.