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  #861 (permalink)  
Old 25-10-2020, 12:31 AM
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Agree. Top management and corporate people getting 3-6% pay cut as solidarity with the aerospace people. Non aerospace people m3 and below suffer from wage freeze only.
During harmonization, put it in such nice manner one ST. When aerospace was bringing in most of the revenue, harmonize pay and bonuses. Now in doing not so well, divide into aerospace people and non aerospace people. What's the point of harmonization? Might as well stay as it is.

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  #862 (permalink)  
Old 25-10-2020, 09:39 PM
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Anyone can share what's the increment for fresh grad like in 2019? 2 years promote from E5 to E6?



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  #863 (permalink)  
Old 26-10-2020, 07:24 AM
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Anyone can share what's the increment for fresh grad like in 2019? 2 years promote from E5 to E6?

Probably $100 to 200

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  #864 (permalink)  
Old 26-10-2020, 10:37 AM
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Anyone can share what's the increment for fresh grad like in 2019? 2 years promote from E5 to E6?
Sad le. Promotion only 100 to 200.

Freah grad haven't join working force their starting pay increment is like 200 to 300 every year.
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  #865 (permalink)  
Old 26-10-2020, 04:32 PM
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Sad le. Promotion only 100 to 200.

Freah grad haven't join working force their starting pay increment is like 200 to 300 every year.
Do you mean to say joining ST engineering lowers the salary increment of the employee compared to other companies in same industry?
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  #866 (permalink)  
Old 26-10-2020, 05:31 PM
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Anyone can share what's the increment for fresh grad like in 2019? 2 years promote from E5 to E6?
Some divisions even after 5-6 years no promotion. Depends on division and their management. Because some divisions the KPI is not made known to the staff, only those who are close to their supervisors, managers or are really talented in their work will get noticed and get promoted fast.

Most of the time is promote through wayang. Honest hardworking can't get you far unless the staff sell their souls and really do all their biddings.

Imagine this:

Staff A, hardworking and talented, E5 to E6 in 5 years, E6 to M1 in almost 3 years.

Staff B, used staff A method to his work, claimed as his own, close to PM and wayang king, converted and promoted to E6 in less than 3 years.

If the division has many staff like staff B, good luck waiting for promotion.
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  #867 (permalink)  
Old 26-10-2020, 05:35 PM
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Do you mean to say joining ST engineering lowers the salary increment of the employee compared to other companies in same industry?
Especially for engineers, not only increment, even base salary is lower. This stood out starkly when they change their packages and removed many bonuses and benefits which might even out the shortfall compared to market rate.
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  #868 (permalink)  
Old 26-10-2020, 08:58 PM
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Sad le. Promotion only 100 to 200.

Freah grad haven't join working force their starting pay increment is like 200 to 300 every year.
Not all fresh grads are from tech and even so, the high pay in tech will attract all sorts of people to saturate it and the starting salary in tech will mellow out. Market forces.
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  #869 (permalink)  
Old 27-10-2020, 12:30 AM
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Not all fresh grads are from tech and even so, the high pay in tech will attract all sorts of people to saturate it and the starting salary in tech will mellow out. Market forces.
Agreed. I felt alot of the non-tech ones are being overpaid for their position already.
They could be as high as close to 4 digits different from their peers if they grades are good.

However on the other hand, some of the really technical fresh grad from private uni are pretty underpaid.
Ended up having alot of talented tech staff leaving the company due to being underpaid.

Dont understand why HR offer salary based on local/private u instead of looking at skillsets.
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  #870 (permalink)  
Old 27-10-2020, 10:22 AM
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Agreed. I felt alot of the non-tech ones are being overpaid for their position already.
They could be as high as close to 4 digits different from their peers if they grades are good.

However on the other hand, some of the really technical fresh grad from private uni are pretty underpaid.
Ended up having alot of talented tech staff leaving the company due to being underpaid.

Dont understand why HR offer salary based on local/private u instead of looking at skillsets.
I believe ST's HR policies is aligned with the civil service to a certain degree given their status as GLC.
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