Is alright in my case as I only have one year exp and my salary was much lower previously. 2.8k with aws.

Hi everyone,

Can anyone advised me how much is the average pay of a degree (without honor) fresh grad as a Training Exec?

Thanks a lot in advance!

If u mean training coordination type of job then abt 2.2-2.5k, public sector can pay 3k if include NS and good pass results.

If u mean proper L&D career track then different story of course.

Hi Everyone,

I would like to ask for some advice. I am a fresh grad with a degree in Finance. I am thinking of going into HR or Marketing. May I know if it is advisable for me to accept a job of Training Exec as my first job? Would it be difficult for me to advance my career in future as the job scope of a training exec is very narrow and specific? Or should I search for a generalist HR job first?

Thanks a lot in advance!

In HR, specialist are the elite high paying ones and generalist the admin lousy paying track.

Training Exec is not consider specialist role and most likely just a generalist ops position, maybe more focus on training operational matters.

For specialist jobs, if you don't have strong academic & internship, no chance of getting one lah, so you don't have a choice - have to start off as generalist first and gain exp.

Hi everyone, I'm a fresh graduate who has just gotten my first job offer since returning to Singapore 2 months ago. My degree is BS in Economics from Wharton.

It is for a global oil & gas MNC and the offered position is Management Associate, HR & Talent Analytics. The terms of the offer are:

Basic Salary $62,400
AWS $10,000
Bonus (Depending on Performance), but based on history for the past 3 years it should be around $20,000 - $30,000

So it seems like the total package is in the $90k to $100k region. Any experienced HR professionals can advise me if this is the norm for management programs in this industry?

I am inclined to accept, but just wanted some sense check.

Thanks.

105
 

hello, don't mind can roughly tell me how much a diploma holder with get with 6 month job experience? i'm currently working at a stats board and i'm only paid $1850 (actually quite lucky cos private sector offer $1.7k). I heard for diploma holder can be mx5 or mx6 and paid more than 2k. they are quite shocked when they heard my pay below 2k. I basically do a "bao-gao-liao" (almost everything) job now which i don't like.

i'm intending to get a degree from SIM University, BSC business or SIM Global, RMIT, Bachelor of Accountancy. Any advice for degree? I would prefer RMIT more because is shorter as compared to SIMUni.

just accept the offer, o&g MA program is famous for super hard to get in and you prob got in because of the ivy degree u have. most local uni grad are offered less than half of what u getting for their first job.

Need opinions
 

Hi everyone,

I have been reading the forum for quite a while and this is my first time posting.
30 years old with 5yrs exp in private sector, pte diploma and studying pte degree.

Currently i work in IT as a hr generalist.
Basic salary 3200
Allowance 100
Leave 14 days
No aws, vb 1-2mth

I have an offer from oil&gas construction company as a recruiter
Basic salary 3400
Ot claimable
Leave 11 (+1 yearly]
Aws and vb

Should i leave? I welcome any additional opinions too =]

Hi Dixie,

Could you kindly share what firm is this? Thanks

this kind of starting package even higher than intl bank ma program should be one of the oil supermajors

Likely either Shell or Exxon...

i find ridiculous that a bunch of jialiaobees hrbp in my co. who know nothing are making nearly twice the amt for proper qualify accountant or engineers in the co.

sometimes i can't help but agree with you. you see the operational departments crying out for more worker bees but no, budget this and that. next moment you see a new VP HR coming in and then all kinds of fancy "HR Partners" and the like who don't last more than 6 months.

i notice a lot of GLC HR Heads are taitais who manage to get close to the CEO. imagine, how can a head of HR be no 2 in the whole organisation, in front of the CFO?? then you see her flying all around the world to conduct retarded training/HR programs for the subsidiaries.

what a waste of $$ and resources.

Which GLC has HR Head as no.2 after CEO? I work in quite a number of GLC before including Singtel, JTC and Keppel Land, afaik the HR heads there are very weak and get bullied left right centre by CFO/COO and sometimes even GM/MD of the big subsidiaries.

I know some top global MNC really put in a lot of effort in their people capital and HR is very powerful there, but honestly I never see HR in a GLC that is taken seriously by senior management.

In my co. Although it is not specifically mentioned who is no 2 but it is by no coincidence that all the org charts are drawn in such a way that the HR head is the second name in the line of other Div/Regional Heads/EVPs.

In any org it should be the CFO without a shadow of doubt.

And what exactly is your company?

Not trying to be rude here, but earlier you made pretty strong allegations that a lot of HR heads in GLCs are just tai tai who get close to CEO and end up as no. 2.

Am I right to clarify that:

1) You were just referring to your particular company instead of what you had earlier alleged was common observation across GLCs.

2) Even in your own company, according to official hierarchy the HR Head is NOT the de jure no. 2 and you were deducing the fact that he/she was no. 2 based on your interpretation of organization charts.

Also as a side note although it is the more usual occurrence that CFOs end up as no. 2, there is a significant minority of companies out there where others such as Dy CEO, COO, CIO or subsidiary heads are the 2nd in command. This is far from "without a shadow of doubt".

I am not doubting your claims on what has happened in your company because it seems plausible that such cronysim exists, but you should not make broad sweeping allegations and statements simply based on your limited work experience in certain companies.

Mondelez - Executive Recruiter Asia Pacific & EMEA
s://.linkedin.com/jobs2/view/18709420

Mondelez - Senior HR Business Partner, Asia Pacific
s://.linkedin.com/jobs2/view/12537787

The Mondelez SHRBP role is available in the market for quite a while already, our team was just 1 of the many search firms out there that got this assignment.

The key challenge was what they wanted and what they were prepared to pay just wasn't realistic. They essentially wanted a very experienced level sort of regional/global HR generalist project manager from companies that are top industry leaders.

Budget was only 300k basic max and bonus from our understanding was only average among FMCGs and way below oil & gas, banking or pharma. Plus the market reputation that the organization is very messy post Kraft-Cadbury merger turns off people.

We tried to approach a few potential candidates that fit their criteria and nobody was even interested in a preliminary chat, it was just not a practical sell if you ask me.

Mondelez already merge so many years still haven't integrate properly, just shows the quality of the top management.

HR Advisor
s://jobsearch.maersk.com/vacancies/publication?pinst=005056A5088A1EE4A8ADEC822A8C9C99

advice needed
 

Hi People,

Need some advice on career development. Understand that HR is a wide spectrum, and that there's various fields in which one can specialise in. Therein lies my question: is it possible to specialise in one without having experience in generic HR at all?

Reason I'm asking is because I'm interested in Organisational Development/Excellence, and I understand that it is one of the specialised field under HR. And it usually comes with L&D. However I am not a biz/hr major, and no prior experience in HR whatsoever. But I've been dealing with OD/OE issues for the past 4 years.

Is it prudent to follow down this track, without any experience in general HR?

Definitely yes. With 4 years of experience you don't have anything to worry about.
Besides general HR positions pay peanuts in singapore. You're better off building on your specialization.

Dun udnerstand. So you have 4 years experience dealing with OD/OE already and yet still asking whether you should go to general HR???

I mean assuming you are really doing proper OE work your salary should be about 2-3 times of a HR ops/generalist person, why would you want to take a massive paycut to go back operations?

The reason why I'm asking is because I have no HR background nor experience at all. And being specialised will limit my options, more so for a field under HR. I've noticed several job adv recruiting people with experience in HR, and experience in specialised role (i.e. L&D, Comp and Ben, OE etc.). I'm therefore wondering if without any HR experience, will I be at a disadvantage in time to come.

Thank you for all those had provided your inputs thus far!

Sorry, I'm still not sure where you are getting at. As a specialist in OE you are probably now making close to or exceeding what most HR ops/generalist people can ever make in their whole career, why is there a concern of disadvantage?

If you are asking whether you should broaden your knowledge in other areas like L&D, C&B, ER, BP etc. I can still understand, but when you are in a position where your career is higher than even the most seasoned of ops generalist, I really can't see where this is going.

Even if hypothetically you decide to move to HR operations for the fun of it, where in the world are you going to find any company to pay your current package to do ops stuff? Even if 20 years down the road HR generalist can broaden your career, are you going to take a 50% paycut in pursuit of that? If not, what is there to ask?

Hi guys, I am interested in organisational/industrial psychology. I understand that in Singapore, this field is mostly 'merged' with HR functions. Does anyone here have experience working in organisational psychology? I am wondering if it is worth pursuing a qualification in psychology or should I not bother and go with something more versatile like business.

Organizational Design Lead
s://.linkedin.com/jobs2/view/20657330

just a qn
 

hi, I've completed my deg. just wondering if i applied for a job position as a "fresh grad" deg holder job, will my past few years of working experience as a dip holder be taken into consideration since I'm switching to another industry, and will my half a decade of volunteer work experience be considered as well in order to get a higher salary. diff job scope but somewhat related in the sense that its working with children.

hmmm
 

just graduated with a degree in communications (hons) and am interested in pursuing a career in compensation and benefits having dabbled in HR briefly while i was still schooling.

i've read through some posts on this thread and it seems like whatever experience gained as a HR exec/generalist would be of no(t much) value when it comes to specialized roles like c&b, l&d etc. yet at the same time, it's remotely possible to land a c&b job as a fresh grad. so what are my options then? would anyone be so kind to advice how i should proceed from here? thanks! :)

only 2 ways, either get into a MAP of a top MNC or join the big management consultancies. both ways very competitive and require good grades from good uni.

the other way is to sign up as hr exec and work your way up through the admininstrative ladder. base on the usual industry exp, if ur good u can get a entry level specialist role usually in ur mid to late 30s

HR-related Jobs - How much are you earning?
 

Hi all, need help from pros.
I am graduate in HR Diploma course in Malaysia.
Currently working in Singapore. I wish to continue my degree (HR and Financial Management) in SHRI academy.
They told me only 1 chance to do the re-examination and re-coursework on which fail subject.
Mean, if fail second time then have to retake the whole course?
My English is not good, especially the grammar. May i know the Examination will mark the English grammar? How difficult the examination?
Anyone know the student graduration rates for this HR and Finanacial in SHRI?
I haven't register for the course, i am lack of confident to pass the exam.
Anyone taken this course can answer my doubt?
Your advice is much appreciated, thanks very much.

shri is a joke organization made up of mostly old hr aunties & uncles from local firm mainly doing clerical work.

their certs are so easy to get that it is no different than a mill, which also means it is of no value in terms of pay & progression in most places.

Hi, thanks for your reply.
You mean this is not a good course? So, most of the Singapore company won't recognize this certs?
But they told me they are recognize by Singapore Education system and the degree is offer by "Edinburgh Napier University" one of the Top 20 in the UK Universities?
I am really confusing now, i don't want to waste my money and time to get a unrecognize that can't help on my career. Do you have more information to share with me? Thanks so much, i really need some info to help me make decision. thanks again.

I don't know about this Edinburgh Napier University, best is for you to go MOE website and check if this university is recognized by government. Can also call them just to be sure. If it is maybe you still have a chance in a deg gov job though you will rank behind local u, SIM & other private full time aussie degrees. Also being Malaysian means a sizable chunk of jobs in more sensitive ministries / stat board is out for you.

As for any degree affliated with SHRI, don't have too high hopes for the private sector. The global MNCs or local listed companies don't give 2 hoots about SHRI and none of their senior HR people want to have anything to do with them. They will likely hire you as a freshie poly grad.

For SMEs the towkays cannot even be bothered to find out whats the difference between 1 distance learning degree from another. SHRI tires to market itself like the CFA/CPA equivalent of HR, but you will hardly find any HR professional worth his/her salt involved with them.

meh that sounds bleak. graduated with 2nd upper but it probably means nothing especially since 1) so many uni students these days and 2) the industry favours biz graduates..

Why not get a comms job since you graduated with a comms degree?

Are you a ntu comms studies graduate?

I'm a comms degree holder (good honours) too and I applied for a few HR positions in the civil service, even generalist ones, because I'm interested in getting into training or org devt type roles eventually, but not even shortlisted for any interviews.

It's so competitive out there that even when they say 'any degree' and 'open to fresh grads' they'll usually hire those with relevant internships and/or the plethora of biz/psychology grads.

hey there, nope. i just graduated from nus (2nd upper) in dec! i've been shortlisted for interviews with 2 stat boards so far and have gone for mindef's psychometric test too but have yet to hear back..

i think someone in this forum mentioned that the govt sector does not offer "real" specialized roles like c&b, l&d etc (please correct me if i'm wrong) so i'm contemplating whether i should even take the civil service route. sigh.

well right now i'm wondering if i should apply for marcomms.. but then again i know zilch about marketing and i would think that business grads, as usual, have an advantage over me. and to be honest, i focused more on media studies while in university. this is where my passion (and strength) lies in. so i'm not all that confident of my abilities to do communication mgmt. crap.