Beyond salary
Looking at the strongest factors beyond remuneration impacting an employee's willingness to be attracted to a new position, promotion prospects and flexible work hours ranked first and second.
Almost half of the employee respondents ranked promotion opportunities as the No. 1 factor. Less than a quarter thought flexible work hours were a significant factor.
The HR respondents also ranked promotion prospects top in affecting a company's ability to attract candidates, but flexible hours didn't even rank (perhaps because flexi-time has become so prevalent in high-tech firms).
The HR respondents say the leading cause of attrition is the competition (60%), followed by moves outside the telecom industry (30%). Another 6% go to consultancies and SIs.
Geographical variations
There is still a huge disparity in the salaries paid across the Asia-Pacific region. Salaries at the executive level are starting to achieve parity across emerging and established markets, but middle management and below roles still face a wide range in salary levels positions with comparable skill sets. While this gap is narrowing, it can still be beneficial for organizations in established markets looking to recruit talent from emerging markets.
Increased interest from European and North American candidates seeking to move to Asia is no longer shaped by the possibility of vast expatriate packages. Instead people are attracted by local salaries in established Asian markets, which are approaching those of their European counterparts.
In addition, lower tax rates and the promotion opportunities offered by the growing Asian economy versus the slow growth in the West makes it an ideal time to target overseas skills and expertise.
-Chris Baker, RP International
No security in security
Back in the late 1990s and early 2000s IT security skills were rare, so professionals in that space were paid a healthy premium. But 15 years later those skills aren't so unique, and the premium security professionals once could demand no longer exists.
But infosec pros still believe they are entitled to higher pay, according to a survey by SearchSecurity.com. More than 80% of the IT security staff surveyed thought they should be paid more than their IT colleagues in other disciplines. Nearly 60% of respondents said they were underpaid.
Security Asia said the market reality is firms no longer have to pay a premium, "so a large number of our brethren are suffering under unrealistic compensation expectations."