1. towers watson 2015 total compensation survey results sharing vn
1. Data: There is Story to be Told
2015 Total Compensation Survey Results Sharing - Vietnam
28 OCTOBER , 2015
2. 9:00 am – Welcome Speech
• Macroeconomic landscape
• Vietnam Labor Market Trends
• 2015 and 2016 HR priorities
Agenda
• Survey Profile
• Market Movement
• Staffing Trends
• Salary Increase
• Pay Practices9:15 am – Breaking News
9:45 am – 2015 Survey
Findings I
10:30 am – Coffee Break
11:15 am – What are we
paying for?
11:45 am - TW Bulletin
12:00 am – Lunch
10:45 am – 2015 Survey
Findings II
• How do we pay?
• What do we want to pay for?
3. 9:15 – Breaking News (AP and VN)
2015 Total Compensation Survey Results Sharing - Vietnam
by Gaia Gentili – GDS Leader, Singapore & Brunei
10. My company
foresees a POSITIVE
GROWTH in 2016
1.
My company
foresees a NEGATIVE
GROWTH in 2016
2.
My company
foresees a STEADY
GROWTH in 2016
3.
Vote Now
How about next year business plan?
2016 Economic Outlook - Vietnam
11. Updated Policies for Female Employees effected from
VIETNAM Labor Market 1/2
Source: 2015 ILO Work for Youth Report Vietnam; 2015 World Bank Report
Is it a matter of SHORTAGE or EMPLOYEABILITY?
5.4% Youth
unemployment
4.8% Youth
unemployment
Only 8.5%
complete
university
Over qualification
affects 23.5%
of the population
Education
participation of
girls: +9.5%
12. Updated Policies for Female Employees effected from
VIETNAM Labor Market 2/2
Source: 2015 World Bank Report; Sociio –Economic Development Strategy 2011 - 2020
It’s a development SUCCESS story!
No more extreme
poverty
Universal primary
education
Improved gender
equality
Promotion technical
skills development
programs
Development of HR
capabilities
Review of the
recruiting
process
13. Talent shortage is one of the main
challenge to our economic development.
What is YOUR priority?
2016 HR Priorities - Vietnam
Weighted Results: 1st Choice = 2 Points, 2nd Choice = 1 Points
Enter Number(s) and Press
Send
1 Improve company branding to attract more talents
2 Review current reward policy and practice
3 Improving working enviroment
4 Redesign training and development programs
14. VIETNAM HR Bulletin!
Source: 2015 Towers Watson Asia Pacific HR Trends
More
pressure on
Costs due to
the frequent
min wage
increases
Productivity
does not
grow as fast
as minimum
wage
HR on the way
to become a
business
partner
15. How salary increase rate
will look like in 2016?
2016 Compensation & Benefits Trends - Vietnam
Vote Now
1 Higher than 2015 rate
2 Same as 2015 rate
3. Lower than 2015 rate
16. VIETNAM Future of C&B
Source: 2015 Towers Watson Asia Pacific HR Trends
PAY EQUITY: harmonization
or establishment of formal
salary structures
Better and Safer WORK
ENVIROMENT, as part of the
programs to improve
employees wellbeing
PACKAGE
DIFFERENTIATION aiming
at rewarding employees
contribution in terms of
competences, performance
levels and accountability
ENGAGE employees
through BENEFITS.
Increasing focus in enhancing
the supplementary plans, in line
with the global policies
17. 9:45 – 2015 Survey Findings I
2015 Total Compensation Survey Results Sharing - Vietnam
by TRANG VU – GDS Leader, Vietnam
23. 9%
23%
35%
33%
Ha Noi HCM Binh Duong & Dong Nai Others
97,536
Incumbents
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Participants Profile – By Location
24. Age Curve by
Career level & Gender
Source: 2015 Total Compensation Survey - Vietnam
HR can drive better performances!
All we need is knowing our employees better.
53%
46%
50%
57%
75%
47%
54%
50%
43%
25%
Worker/ Manual
Labor
Technical/
Supporting
Professional
Management
Executive
Male Female
EX M P T W
Male 50 45 39 38 26
Female 49 44 38 40 27
20
30
40
50
60
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Participants Profile – Talent Analytics
27. YoY Comparison by Function
24%
4%
3%
8%
5%
7%
5%
46%
0% 10% 20% 30% 40% 50%
Financial Analysis and Tax
Accounting
Human Resources
IT Administration
Legal
Marketing
Supply Chain and Logistics
Direct Sales
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Market Movement – General Industry
28. 0
500,000
1,000,000
1,500,000
2,000,000
2,500,000
3,000,000
1 2 3 4 5 6 7 8 9 10 11 12 13
Annual Base 2013 Annual Base 2014
Annual Base 2015 Expon. (Annual Base 2013)
Expon. (Annual Base 2014) Expon. (Annual Base 2015)
7% Increase movement
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Market Movement – Insurance Industry
29. YoY Comparison by Job Function
9%
16%
7%
-2%
-2%
34%
8%
-10% 0% 10% 20% 30% 40%
Actuarial (Life)
Agency Sales (Insurance)
Underwriting (Non-Life)
Claims (Life)
Fund Management
Underwriting (Life)
Sales Support and…
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Market Movement – Insurance Industry
30. -
1,000,000
2,000,000
3,000,000
4,000,000
5,000,000
6,000,000
7,000,000
1 2 3 4 5 6 7 8 9 10 11 12 13 14
Expon. (Annual Base 2013) Expon. (Annual Base 2014)
Expon. (Annual Base 2015)
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Market Movement – Financial Services
4% decrease movement
31. YoY Comparison by Job Function
11%
10%
-2%
2%
0%
1%
-5% 0% 5% 10% 15%
Fixed Income
Hybrid/Corporate Banking
Cross Product Transaction…
Risk Management
Consumer Branch Staff
Middle Market Commercial…
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Market Movement – Financial Services
39. 3,100
700
1,600
400 300
1,900
700
400
2,100 2,200
1,000
500
3,900
900
1,900
500 400
2,000
800
500
2,300 2,300
1,300
600
AUS CHI HKG IND INA JAP MAL PHI SIN SKR TAI THA
300
550
VI
Max
Min
Note: Data provided in USD
Top Paying
Job Function
General Management
and Administration
IT Development
Finance
Legal Support
Entry-level Salaries (University Degree Qualification) – APAC
Source: 2015 Towers Watson Global Starting Salaries Report
Staffing
Trends
Survey Profile
Salary
Increase
Pay
Practices
Market
Movement
Staffing Trends – Starting Salaries
42. 72%
28%
Supervisory and
Professional
39%
Middle Manager and
Senior Professional
32%
Technical and
Business Support
29%
Staffing
Trends
Survey Profile
Salary
Increase
Pay
Practices
Market
Movement
Staffing Trends – Hiring Trends
Is your company planning to
hire in the next 12 months?
No Yes
Recruiting efforts across
all employees category:
43. Top job functions that companies is
currently concentrating recruitment efforts:
Sales/Business Development 48.9%
Engineering 18.9%
Manufacturing 11.6%
Information Technology 11.6%
Staffing
Trends
Survey Profile
Salary
Increase
Pay
Practices
Market
Movement
Staffing Trends – Hot Jobs
48. Data presented at Average
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
General
Industry
Financial
Services
Insurance High Tech Pharmaceutical Manufacturing
2015 Average 9.8% 6.5% 8.7% 10.3% 8.5% 11.4%
2016 Average 10.7% 7.0% 9.6% 11.3% 8.0% 11.2%
9.8%
6.5%
8.7%
10.3%
8.5%
11.4%
10.7%
7.0%
9.6%
11.3%
8.0%
11.2%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
Salary Increase by Industry
49. Data presented at Median
General
Industry
Financial
Services
Insurance High Tech Pharmaceutical Manufacturing
2015 Median 10.0% 3.0% 9.5% 9.5% 11.0% 11.3%
2016 Median 11.0% 7.0% 10.5% 10.6% 12.0% 11.2%
10.0%
3.0%
9.5% 9.5%
11.0% 11.3%
11.0%
7.0%
10.5% 10.6%
12.0%
11.2%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
14.0%
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Salary Increase by Industry
50. Data presented at Average
EX M P T/U W All
2015 Average 10.1% 9.6% 9.4% 9.4% 10.4% 9.8%
2016 Average 10.2% 10.3% 10.0% 9.8% 11.0% 10.7%
10.1% 9.6% 9.4% 9.4%
10.4% 9.8%
10.2% 10.3% 10.0% 9.8%
11.0% 10.7%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Salary Increase by Career Level
51. Data presented at Median
EX M P T/U W All
2015 Median 9.8% 10.0% 9.6% 10.0% 10.3% 10.0%
2016 Median 10.4% 10.6% 10.5% 10.4% 11.0% 10.7%
9.8% 10.0% 9.6% 10.0% 10.3% 10.0%
10.4% 10.6% 10.5% 10.4%
11.0% 10.7%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Salary Increase by Career Level
55. Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
P50 P50
P50 P60 P75
P45 P60 P75
Prevalence
10%13%13%52%2%6%
Manual
Operation
Workers
Management
Manual Operation
Workers
Business Unit
Head
Country Manager
Executive
P50
Technical Support
Professional
Business Unit
Head
Country Manager
Executive
Pay Practices – Compensation Philosophy
62. Pay Progression by Career Level for Managerial band
Annual Base Salary 2015
0
500,000
1,000,000
1,500,000
2,000,000
2,500,000
3,000,000
General
Industry
Financial
Services
High Tech Pharmaceutical
M1 M2 M3 M4
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Pay Practices – Pay Progression (M Band)
63. Pay Progression by Career Level for Professional band
Annual Base Salary 2015
0
200,000
400,000
600,000
800,000
1,000,000
1,200,000
General
Industry
Financial
Services
High Tech Pharmaceutical
P1 P2 P3 P4
Survey Profile
Market
Movement
Staffing
Trends
Salary
Increase
Pay
Practices
Pay Practices – Pay Progression (P Band)
68. Pay is the TOP attraction
and retention factor
EMPLOYEES
Less than half report a
clear link between
PAY and PERFORMANCE
EMPLOYERS
About half says managers
Effectively & Fairly reflect
PERFORMANCES in PAY decision
69. The Theory says…
Pay for performance is
good to induce higher
levels of productivity for
employees
Pay for Performance is
the only way to pay if
you want your employees
and teams to achieve
results
… In Practice:
• Are you effectively differentiating employees
contribution?
• Do people stay and perform better if bonuses are
higher?
• How big is your bonus?
70. 1/3 of companies globally continue to deliver bonuses
to employees who did not meet expectations
HOW do you pay ?
20%
22% 21%
31% 31%
6%
8%
15%
11% 11%
0%
5%
10%
15%
20%
25%
30%
35%
2007 2008 2010 2012 2014
Delivered bonus despite lowest performance group
% of employers who fund at the same level for all performance groups
Source: 2014 Towers Watson Global Workforce Study - Asia
71. HOW do you pay ?
Source: 2015 Towers Watson Total Rewards Survey General Industry - Vietnam
In Vietnam more focus on performance.
Actual BONUS value is usually higher than in 2014
73. 11:45 – Towers Watson Bulletin
What ‘s New
by Gaia Gentili – GDS Leader, Singapore & Brunei
74. Towers Watson Bulletin
In 2016 Towers Watson Data Services Team
will serve Vietnam market from Singapore,
guaranteeing NO changes in the quality and type
of services provided so far.
We will have both 2016
Survey Kick off meeting and
Results Sharing Meeting.
Both sessions will be here
in Vietnam
YES!
We will guarantee practice
continuity and there will be
no changes in the 2016
Total compensation Survey
Ms. Hannah Nguyen,
a dedicated Vietnamese
Consultant will assist
you. For on site support,
just let us know. We will
be here!
More & Frequent
Knowledge sharing
(e.g Webcast, Newsletters)
75. November 5th: 2015 Asia Pacific Data Summit - Singapore
Towers Watson Bulletin
WHAT’S NEXT?
March 2016: Total Compensation Survey Launch - Vietnam
January 2016: 1st Newsletter
