SPP good place to join anot?
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gua gua heard anr sg lawyer is leaving . law management must be really toxic & useless to loss so many lawyers in just 3 yrs!
I don’t think KLTC can perform every single job as productively as a local site engineer. If VCE pumps/valve breaks down, is the company going to fly machinery/instrument engineers from KLTC down to Singapore only to see the equipment for the first time? If control system got issue, are they going to fly SE down to troubleshoot the issue, especially when not all sites have the same systems?
But whatever man I am out of this place.
@7Drut+16zEvLP3 You seem pretty out of the loop. The company's strategy is for KLTC and BTC to support plant operation from now on. So the high local attrition is part of the plan.
Seems like EM is still not able to stop engineers from leaving? Heard that more than half of the engineers in a ES section have left within the last 6 months but the SLS did not say anything during the monthly meeting about these people leaving. That is sad, how to support plant operation safely ?
What is the point of having carepack, unnecessary spending on recognition, gifts and etc..
Where the he-l is our MPC and Performance bonus for NMPT? Clearly, this is so out of touch from the leadership.
CL26 onwards
Which CL onwards will have RSUs?
SINGAPORE (THE BUSINESS TIMES) - As Singapore hiring activity picks up in 2022 and workers look to switch jobs, tech talent will be particularly in demand, according to two surveys by recruitment firms released on Monday (Dec 6).
Salaries in areas such as technology will rise significantly due to the talent shortage, said the Robert Walters Salary Survey 2022, though it gave no estimates. But even in other areas, professionals moving between jobs can expect to command salary premiums of 10 to 15 per cent, said the survey.
In the tech and transformation industry in 2022, 85 per cent of Singapore firms are giving pay rises - the highest among seven sectors covered by the survey, matched only by the human resources sector.
The top tech roles in demand are data scientists or engineers; cybersecurity specialists; and developers of all sorts: front-end, back-end, and full-stack.
Another sector facing a "very high" level of difficulty in hiring talent, according to the report, is commerce finance. Most in-demand are business controllers, senior financial analysts, and financial reporting managers.
As most firms that have been recovering from the pandemic are adjusting salaries back to pre-pandemic levels, "finance professionals with niche skillsets and strong business partnering skills can expect increments of between 20 per cent to 40 per cent", said the report.
In its 2022 Market Outlook and Salary Snapshot Report, Randstad Singapore focused on four high-growth industries: information technology, manufacturing and supply chain, banking and financial services, and insurance.
With the pandemic prompting a digital shift, demand for tech talent rose correspondingly in 2021. "And we don't see a slowdown happening in 2022," said Randstad Singapore senior director for technology recruitment Daljit Sall. He expects a "global acceleration in the movement of talent" over the next year or so as border restrictions relax, and more tech workers switch jobs.
Even in other industries, such as banking and financial services, tech talent will be much sought after in areas such as cybersecurity and data analytics. Besides that, banks are also looking for expertise related to environmental, social and governance (ESG) efforts.
Job switching is also expected in manufacturing, where border curbs have caused a worker shortage, said Randstad Singapore associate director for construction, property and engineering Yit Wei Kwan.
"I foresee that this shortage in manpower will lead to candidates changing jobs more frequently because they have the upper hand," said Kwan.
The Randstad report also provided post-pandemic salary benchmarks for roles in each of these industries. For instance, a junior software engineer can expect to make $5,000 a month, and an experienced one, $14,000.
The Robert Walters survey, which covered 608 respondents from six South-east Asian countries, found that slightly over half of respondents in Singapore intend to change jobs in the next six months.
Give ppl 1 yr advance saying shutdown Singapore site SG site will dissolve in a year time all go out find job, let’s see who can and cannot find job. Many managers sls will cry like he-l because no material skills and have to take pay deep pay cut.
Cos this year budget underrun mah…beginning of the year squeeze here and there and now surplus budget and anyhow spending. Also, so many ppl left us and HR has so much $$$ left over to spend. The profit we made was due to high oil price, many heads rolled and short term demands on price.
@7Bdeh+16zEvLP3 I agree. I wondered if the content was taken from the pantry since we are WFH!
But the care pack really terrible la. Those people that took nice photos really should work in P&GA. Got a good grasp of both the lighting and angle to make anything work. Even trash also can look like gold.
Some people think that management just approve claims, show up at meetings, look for LPSA, but don’t know in reality, have to deal with bu-----t from the ground, senior management and their peers too. Of course, don’t let the facts get in the way of the narrative.
Being management in SG is really difficult.
No recognition letter no reward money is given: WTF, stupid management, such small money also donnt want to spend wo lor...small but important what.. Now give care pack, also complain why spending on these unnecessairies...WTF you really want???
No increment: WTF we are leaving (peeping back), if no increment then I sure leave one. Now increment given, oso complain it is too less but stilkbdonnt want to leave. Guys, open your eyes, see how much increment we US employee get this time round. WTF are you complaining??? EM should close SG facilities down and let fxxking complaining people become jobless -anyway they cannot find any job outside EM.
Stop complaining.
Just leave if you donnt want to stay, okay?
Honestly the cookies pack given recently (in SCP) was wasted. It wouldn’t heal the wound, just showing how the mgt anyhow spent. The site cash flow is turning +ve, but it does not means we can spend on these unnecessaries.
@7Aodq+16zEvLP3
Promotions from CL27 to CL28 is the hardest to get, as that will be for DH-equivalent positions. So unless there is a designated position open to you (e.g. any DH in Manufacturing, or a “manager-titled” position that interfaces with the garmen, or the public … e.g. Tax, Financial Reporting, P&GA, Controllers, LCS, Environmental Compliance, to name a few), you’ll likely remain in CL27 for a long, long time!
The next, even more difficult level to jump is from CL29 to CL30 (Executive). That one - it’s either you had it made, or it’s nothing at all.
These raises posted here look promising, hopefully it is good news for us in the Australian affiliate as well
18 years in company. CL27. No promotion.
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Sorry calling BS. oso outstanding but got 11.4%. colleague with outstanding same number. Another colleague excellent 9.5%.
Which org and how many years?
G rank at 50+ years with 5% sounds pretty good actually. Heard that 15-20 year employees getting pi-s poor increments but no numbers to back it up.
Let's all share here!
10-15 years experience here. Outstanding. Was just told high 11%
@7znqe+16zEvLP3
Today’s VG is the previous middle-third.
So G is top-of-bottom-third already.
What did you expect … especially if you are (probably) >100% SR?
I am at early 50+, CL26, last PA was G, got 5%. Can’t find new job, so die die must stay and work to retirement.
During the salary/compensation forum it was mentioned that we were pegged to 50% of industry salary range, but I recall when I was first hired >5 years ago, HR sharing deck was showing we were pegged to target 70% of industry salary.
Was this a step down?
You all cannot compare directly liddat one lar!
You sound so stoopid, just reading your posts.
Each person’s %increment is derived from a formula-based method:
%Incr = f (PA category, CL, YEE) and whether there is also a CL promotion.
Note: The formula uses the LATEST CL (if there was also a promotion given).
So yes, there are indeed OPs (PA Cat) who got up to 18+%, who have been in the company for 8-10 years (YEE), and hold a CL level of >24 prior to being promoted (CL).
I am sure that none of you guys b a n ging on each other below, can even match ALL the criteria in the formula to even smell 18%.
Bwahahahaha!
Sorry calling BS. oso outstanding but got 11.4%. colleague with outstanding same number. Another colleague excellent 9.5%.
Which org and how many years?
I’m in outstanding. I only got 6%.
No more offsite meeting and business trip. Zoom only
The context of the comment was that it allows the bosses to "escape" the whole day for their offsite. There is simply no reason to justify some of these. There was an offsite to launch "Growing with Purpose" that involved only the top heads. Can't stand for that cr-p.
Lots of these offsite initiatives speak of things that we already know. What new insights can you gain by discussing it in a hotel. There is too much talking, less doing.
Yup if the meeting rooms we have are not serving company needs, then whoopee isn't it the job of managers to rethink their needs? Also your remark about managers having their SAs compete for meeting rooms, sorry LOL, nothing screams more EM than that. If you are a manager on this site I hope you are reading this and feeling ashamed.
Why does your job need so much boss involvement wan? Whenever all the bosses go for such meetings, party time in office!
Also, as an employee, one also gets to enjoy all these trainings too. Free food and a break from routine. When hotel was in town the team even took the chance to lim kopi and bond outside.
I actually never heard of anyone complain about the good days of hotel trainings and totally unnecessary overseas trips. All points to the good old days of excess. Before anyone says these were what resulted in our downfall, no it's not! What caused our downfall was low oil price and our CEO obsession with the dividend.
Shangri la was my fav. Free coke in the mini fridge outside the training rooms and lunch at The Line. Grand Hyatt not bad also with good location and Straits buffet.
Some other mistakes, stock options still given to top performers, but only from CL26+
I also prefer LTSA rather than some pension plan.
As someone said, compare to past is irrelevant when situation is so different. More meaningful is to compare to other company. If you find a better offer outside, just take it! If not, then perhaps maybe you should not be complaining.
@7yoja+16zEvLP3
No wonder lah, many of the senior staff in EM (including the last batch axed in 2020, or who took voluntary package) live in landed property in the Core Central Region (CCR) - where an inter-terrace smelly smelly $4M+, a semi-D up to $8M, and a bungalow, anything above that!
They really had it good lah.
Many of us in this generation will be stuck in apartments (doesn’t matter HDB, or private) for the rest of our lives … unless we strike Toto, or 4D.
Cheers!
@7yitu+16zEvLP3 Maybe the point is the company can get 2 dollar chicken rice elsewhere today (KL, India, Budapest)
I agree with you @7yrho+16zEvLP3 that off site is sometimes a waste of money cos everyone wants to use their budget on showy stuff.
But also a lot of times the reason people go offsite is because they cannot get the big meeting rooms. In HBF there is only one Orchard Somerset and one RC that is perpetually choped one year in advanced by some fierce SAs or SAs who have super powerful bosses. The amount of negotiations that go on every day, and the emails that fly around, just for meeting rooms is unbelievable. LOL it’s like a Dilbert joke
An experienced hire here and honestly don't care if I get flamed for the following:
The numerous "hotel offsite" for trainings or discussions was one of the d-mb exorbitant things we as a company could have spent on. Sure I get the perks of having a training outside if we want the nice environment.
But the amount of times there was a random "offsite" for managers where you couldn't find the superiors was really infuriating. It is a discussion with the same folks you see on a daily basis, why must you have it in a hotel?
I know I don't speak for everyone but I for one am glad we got rid of it.
Last time chicken rice 2 dollar only. Now 4 dollar. Whats ur point
I also agree, be fair lah. last time at around merger time average fresh grad starting salary was $1,800
last time police wear shorts also. Can't compare. Oil price was > 100, now oil price so low. Company is running on borrowed time for now, still don't believe how it can tide through this. Waiting for see higher attrition in the coming months.
Let's be fair lah. The pension plan was scrapped to become the 5% LTSA. We Singaporeans KPKB so much about CPF and want upfront cash, EM give employees upfront cash lor.
Also, the winter clothing allowance is still there. Just that we now cannot travel, hur hur.
Lastly, most other companies outside even the super MNCs are based on 6 hour business class.
I know our leaders now are trying to con us but we also cannot every little thing also grumble. Why not you go ask your friends and family about their travel allowances and non pay benefits
I heard from one of my seniors, that the Singapore employees had in the past, enjoyed:
o 4-1/2 day work week (Wednesdays half day)
o A pension plan, which was removed in 1999/2000
o A market-leading hospitalisation plan, where you can stay in a single-bed, first class @private hospital and still not have to pay any OOP, not a single cent - even for maternity and other major surgeries
o For CL26 and above - country club membership and interest-free car loan
o Company stock options given to top-10% performers every year
o All long-haul business trips (e.g. to USA, or Europe) were flown FIRST class … before it was downgraded to business class, shortly after merger
o A budget of $1,000 for winter clothing for any overseas assignment (or to attend global meetings) in temperate countries
o For those who were made redundant when E and M merged in 2000, each had received a payout of 2 months for each year of service - this had made a few millionaires in the senior managerial staff!
No need to talk about an executive SLT … imagine just a DH with 25 years of service and earning $25K/mth = $1.25M before tax!
IMHO, the PIL cases in 2020 were severely short-changed.
When I joined as a campus hire, I personally felt I was joining a premium company, at that time (not too long ago) we still had lessons/classes held at hotels, anniversary gifts from ONES, and maybe some form of joy working at XOM. Now, a few years later, I think this company has dropped a few tiers to where it is at. A soon to be General electric.