2013 FA Salary Guide en Singapore

8/12/2019 2013 FA Salary Guide en Singapore

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Salary Guide

2013FINANCE & ACCOUNTING

In partnership with


2/24

Table of Contents

From the Managing Director 3

Foreword by ICPAS 4

The hiring landscape in Asia 6

Hiring outlook and salaries in Hong Kong 9

Hiring outlook and salaries in Singapore 12

Hiring outlook and salaries in Shanghai 15

Hiring outlook and salaries in Japan 18

Remuneration trends 20

The finance growth challenge: Increasing productivity 21

The rise of the super contract professional 22

Robert Half: Your recruitment expert 23

Using the Salary Guide 5


3/24

From the Managing Director

Dear colleague,

The role of accounting and finance is crucial to anorganisations financial health ensuring compliance toregulatory requirements, maintaining a positive cash flowand producing timely financial data for critical decisionmaking. Hiring and retaining the most skilled finance andaccounting professionals is therefore, of utmost importance intodays volatile climate and complex business environment.

Robert Halfs 2013 Finance & Accounting Salary Guidebringstogether market intelligence and pay data to help you identifyrecruitment trends, and establish competitive pay levels. Our recruiting managers are in dailydiscussions with both companies and candidates, allowing us to know what the market iswilling to pay. We also supplement this data with our own research into how companies intendto remunerate in the future.

This salary guide plays a crucial role for both employers and job candidates. Knowing whatconstitutes a competitive salary allows you to attract top professionals to your organisation

and, just as importantly, retain them. For candidates, knowing their market worth will helpguide their next career move.

I hope you find our 2013 Salary Guideinformative and welcome you to contact one of ourspecialised recruiting managers with questions about the survey findings and broader hiringtrends, or to discuss your recruitment needs.

Regards,

David JonesManaging DirectorRobert Half Asia Pacific

Robert Half2013 Salary Guide 3


4/24

Foreword by ICPAS

The Institute of Certified Public Accountants of Singapore ishonoured to continue its long-standing partnership with RobertHalf International on the Finance & Accounting Salary Guidethis year. The well-researched report remains a comprehensivesource of information for remuneration and hiring trendsregarding finance and accounting jobs in Asia Pacific.

Understanding the pulse of the job market has never beenmore crucial for businesses as they vie for talents whopossess the unique skills sets needed to help them navigatethe challenges inherent in an uncertain global climate. On theother hand, finance and accounting professionals also seek tounderstand what are some of the most sought-after skills thatthey need to acquire to boost their competitiveness and career trajectory.

As the national accountancy body, the Institute recognises that the cultivation of aknowledgeable and sustainable talent pool is fundamental to the quality of the accountancyprofession, which in turn, also supports the growth of a vibrant business environment.

We believe that this guide will serve the finance and accountancy sector well in furnishing datathat will help both employers and employees make informed decisions about the recruitmentlandscape.

Best wishes,

Dr Ernest Kan, FCPA SingaporePresidentInstitute of Certified Public Accountants of Singapore

4 Robert Half2013 Salary Guide


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The 2013Salary Guidefrom Robert Half gives you quick access to the

latest salaries for finance and accounting professionals throughout Asia.

It can help you determine remuneration levels for new and existing

employees, plan budgets and navigate todays hiring environment.

Using the Salary Guide

Our Salary Guideprovides projected average salary ranges for

accounting and finance positions across Asia. The salary rangesrepresent average remuneration only, not taking into accountfactors such as seniority, skills and industry that can impact paylevels. Bonuses, incentives and other forms of remuneration, suchas benefits and pension schemes, are also not taken into account.

The information in this guide is collected from various sources,including:

Our recruiting managers who specialise in accounting and

finance, and make placements throughout Robert Half locations

in Asia Insights from our senior managers

Independent research we conduct regularly among Chief

Financial Officers (CFOs) and Finance Directors in the region

Our comprehensive analysis of current and future hiring trends

This guide also includes insights into the hiring environment,skills in demand and practical hiring advice, as well as companiesremuneration plans for existing employees based on our survey of550 CFOs and Finance Directors in Asia.



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The Asia Pacic region is expected to remain the most important driver

for the worlds economic growth, despite concerns about the Eurozone

economic woes and moderate growth from the regions emerging giants.

Asias economy appears poised to expand faster than the world average, and

opportunities abound for talented nance and accounting professionals.

The hiring landscape in Asia

of CFOs in Asiafind it challenging to

locate skilled financialprofessionals today

88%

of CFOs in Asia areconcerned aboutlosing top performersin the coming year

88%

Some markets will enjoy strong hiring demand and increased headcount whilefor other markets, the number of new hires will be fewer. Much of what will occurin the job market will depend on the confidence of management within eachdifferent country.

The battle for top talent continues to intensify in Hong Kong as companiescompete with the regional financial hubs of Singapore and Shanghai.

Singapore companies remain positive about their prospects and expect demandfor new hires to be robust.

The Japanese economy is a mixed one, with some industries declining while otherstake advantage of the strong yen to pursue expansion and acquisition plans.

Chinas growth picked up in 2013 after slowing down in the later half of 2012,and this will have a positive impact on the hiring landscape in Shanghai.

One thing that is constant across all Asian countries is the growth in newregulations. Many of these new regulations were a result of the financial crisisof 2008, and are a response by policymakers to the publics demand for greatercertainty in financial markets.

The responsibility for managing these new regulatory requirements inevitablyfalls on professionals in the finance and accounting sectors. This developmentwill see professionals with compliance experience in hot demand in all majormarkets.

Source for statistics:Robert Half survey of550 CFOs and FinanceDirectors in Asia.



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Highly sought-after skills

Although the global financial crisis is now behind us, its impact can stillbe felt in the way companies approach their operations and in the hiringdecisions they make.

Companies have become a lot more cautious and each new spendinginitiative or new hire must be justified. As a result, being able to do thetechnical aspects of a job is no longer good enough. Employers now

place a greater value on the interpersonal and communications skills ofcandidates. Employers want people who are analytical and are capableof critical thinking.

As companies continue to restructure to increase productivity,companies are looking for professionals who know how to managechange. Leading or participating in a team tasked with a majorrestructure or change initiative is the type of experience manyemployers are looking for.

Another highly valued quality is regional experience. Employers arelooking for more than just the odd overseas project or assignmentwhen they read a CV. They are seeking cultural awareness and theability to adapt working style to get the best results in an unfamiliarculture. The mastery of a second language Mandarin, Cantonese orJapanese is a significant talent that is prized by many employers.

While softer skills are increasingly sought after, there will always be aplace for professionals with expert skill sets. Knowledge of enterpriseresource planning software (ERP such as SAP and Oracle) is always anasset, while candidates with experience in accounting standards such

as PRC GAAP, IFRS or US GAAP will have an edge over their peers.

In terms of the qualifications that are most in demand, manyorganisations continue looking for professionals who are CPA, CFA,CA, ACCA and CIMA qualified.



8/24

Positions in demand

Compliance Professionals New financial regulations, includinganti-money laundering (AML) requirements, International FinancialReporting Standards (IFRS) and anti-corruption requirements aresignificantly changing the way companies conduct business. Thisexplosion in new regulations has made the compliance role one of thehottest jobs in the industry. Risk management and compliance budgetsare increasing, with most expenditure going towards hiring additional

qualified staff.

Internal Auditors Stringent internal controls and auditing are nowseen as essential for any medium to large-sized company. The industrylooks to Boards as regulators to improve corporate governance, and therole of the internal auditor is naturally elevated. Boards are requiringmore from their internal auditors, and demand for experienced auditorsis growing.

Financial Planning and Analysis (FP&A) Knowing the numbers isone thing. Understanding them is something different entirely. Theability to analyse data so as to provide a clearer picture of a companysperformance is a much sought-after skill. Good analysis can bethe catalyst for change that increases efficiency and productivity.Experienced FP&A professionals are in high demand as companiesseek smarter and better ways to operate.

Tax Professionals The tax obligations of companies are becomingincreasingly complex and only skilled professionals can understandthem fully. Tax systems vary enormously from country to country, whichposes a particular challenge for companies generating income in

several markets. Professionals with hands-on experience managing taxissues in several markets are increasingly in demand.



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For the rst half of 2013, hiring levels are likely to remain stable,

with replacement hiring the main focus for many companies.

Hiring outlook in Hong Kong

Companies are taking longer to fill positions and the hiring process has become prolonged. Asmanagers battle to justify each hiring decision, they are becoming more demanding with regardto the skills and experience they are willing to accept. This means that candidates will findthemselves facing multiple rounds of interviews before a decision to hire is made.

Many companies in the commerce and industry sector are also undergoing restructuring toimprove efficiency. This often results in less strategic finance and accounting functions beingrelocated to countries where these companies are able to take advantage of relatively lowerinfrastructure and employee costs. This trend is creating a need for senior finance professionalswith specialised skills to drive and manage these offshore projects and teams. Many financeand accounting jobs within the commerce and industry sector are also being moved to otherregional financial centres, including Shanghai and Singapore, causing concern for many junior tomid-level professionals who may not be willing to relocate.

There are several bright spots however, within the hiring landscape in Hong Kong. The industries

currently hiring most actively include healthcare, pharmaceutical, retail, IT services, marketingand media.

Finance and accounting professionals with experience in risk management and compliance arein high demand as Hong Kong companies grapple with constantly changing regulatory schemes.This demand is most pronounced among China-based companies, and small and medium-sizedorganisations.

There is also demand for finance and accounting professionals with a track record of supportingdifferent internal functions to streamline processes, as well as tax, treasury and creditprofessionals who can add value and improve overall cost efficiency.

Skills in high demand include advanced Microsoft Excel proficiency, SAP, Oracle and ERPknowledge, along with strong analytical, interpersonal and communication abilities. In addition,it is becoming increasingly important for finance and accounting professionals to be adept andexperienced in managing change, and be able to adapt to the fast changing environment.



10/24

Salaries in Hong Kong

Job Title Company Turnover 2012 2013 % Change


ACCOUNTING

Assistant Accountant S/M 156,000 - 240,000 156,000 - 240,000 0% L 216,000 - 276,000 216,000 - 276,000 0%Accountant S/M 228,000 - 324,000 240,000 - 336,000 4% L 276,000 - 336,000 300,000 - 360,000 8%Manager S/M 312,000 - 420,000 336,000 - 480,000 11% L 480,000 - 540,000 504,000 - 600,000 8%

ACCOUNTS PAYABLE / RECEIVABLE

Clerk S/M 108,000 - 156,000 108,000 - 156,000 0% L 120,000 - 168,000 120,000 - 168,000 0%Manager L 420,000 - 600,000 420,000 - 600,000 0%

CREDIT

Analyst S/M 156,000 - 300,000 156,000 - 300,000 0% L 300,000 - 420,000 300,000 - 420,000 0%

Manager S/M 276,000 - 360,000 300,000 - 396,000 9% L 420,000 - 600,000 480,000 - 660,000 12%

FINANCE

Analyst S/M 192,000 - 360,000 216,000 - 384,000 9% L 396,000 - 504,000 420,000 - 540,000 7%Manager S/M 384,000 - 540,000 420,000 - 600,000 10% L 480,000 - 600,000 540,000 - 660,000 11%Controller S/M 567,000 - 819,000 600,000 - 900,000 8% L 840,000 - 1,050,000 900,000 - 1,200,000 11%

CFO / Finance Director S/M 900,000 - 1,300,000 960,000 - 1,500,000 12% L 1,400,000 - 2,500,000 1,500,000 - 2,800,000 10%


11/24

Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

S HK$ 150 million

Salaries in Hong Kong



FINANCIAL PLANNING & ANALYSIS / BUSINESS

Analyst S/M 192,000 - 360,000 216,000 - 384,000 9% L 396,000 - 504,000 420,000 - 540,000 7%Manager S/M 384,000 - 540,000 420,000 - 600,000 10% L 480,000 - 600,000 540,000 - 660,000 11%Director L 1,050,000 - 1,250,000 1,100,000 - 1,300,000 4%

INTERNAL AUDIT

Auditor S/M 216,000 - 480,000 216,000 - 480,000 0% L 480,000 - 660,000 480,000 - 660,000 0%Manager S/M 360,000 - 540,000 360,000 - 540,000 0% L 480,000 - 780,000 480,000 - 780,000 0%Director L 882,000 - 1,500,000 960,000 - 1,600,000 7%

TAX

Analyst S/M 156,000 - 300,000 156,000 - 300,000 0%

L 300,000 - 420,000 300,000 - 420,000 0%Manager S/M 400,000 - 680,000 420,000 - 720,000 6% L 550,000 - 720,000 600,000 - 800,000 10%Director L 1,000,000 - 1,500,000 1,200,000 - 1,800,000 20%

TREASURY

Analyst S/M 156,000 - 300,000 156,000 - 300,000 0% L 300,000 - 420,000 300,000 - 420,000 0%

Manager S/M 276,000 - 360,000 300,000 - 396,000 9% L 420,000 - 600,000 480,000 - 660,000 12%Treasurer L 1,000,000 - 1,500,000 1,200,000 - 1,800,000 20%


12/24

The hiring market in Singapore is expected to be robust for therst half of the year, with strong demand for candidates to replace

existing positions as well as ll newly created roles. The mood

among employers in Singapore is optimistic they expect growth

and this will drive the need for more headcount.

Hiring outlook in Singapore

Singapore has positioned itself as an attractive finance hub, successfully drawing the financefunctions of other major centres to relocate there. Much of this demand for new hires comes

from North American or European companies seeking to benefit from the Asia growth story,and take advantage of the favourable tax regime and strong regulatory framework. In addition,Singapore has attracted a fair number of finance and accounting activity from other regionalcentres in Asia.

The biggest challenge facing employers in Singapore is getting quality candidates for thepositions they have available. Companies in energy, information and communications technology(ICT), fast moving consumer goods (FMCG), real estate and pharmaceutical industries are all inthe market looking for skilled and experienced finance and accounting staff.

The strongest demand in the Singapore market is for financial planning and analysis managers,tax managers and finance managers. On the experience score, the highest demand is for mid- tosenior level professionals with five to 10 years of relevant experience. Employers have a strongpreference for candidates with regional exposure, proficiency in ERP systems, and those whopossess strong communication and leadership skills. Candidates with relevant cultural andlanguage (Mandarin) skills hold the strongest appeal as an increasing number of companieslook to expand into China.

The most popular and sought after qualifications include CPA, ACCA and other recognisedaccounting degree. Experience with Oracle, Hyperion or similar systems is also highly valued.

Permanent hiring tends to be the focus for organisations in Singapore, although contractand temporary employment remains a valuable recruitment strategy. Perhaps because of theincreased use of interim and contract professionals, many professionals and candidates benefitfrom the opportunity to learn new skill sets and gain experience in another industry.



13/24

Salaries in Singapore


Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

S S$ 250million


ACCOUNTING

Accountant S/M 40,000 - 54,000 42,000 - 56,000 6% L 50,000 - 60,000 52,000 - 63,000 9%Senior Accountant S/M 60,000 - 80,000 62,000 - 85,700 4% L 70,000 - 85,000 73,000 - 88,000 5%

Manager S/M 75,000 - 90,000 79,000 - 95,000 5% L 90,000 - 130,000 95,000 - 140,000 7%


Analyst / Specialist S/M 40,000 - 55,000 45,000 - 60,000 11% L 50,000 - 65,000 55,000 - 70,000 9%Controller / Manager S/M 60,000 - 80,000 65,000 - 85,000 7% L 75,000 - 100,000 80,000 - 105,000 6%

COST ACCOUNTING

Accountant / Analyst S/M 50,000 - 75,000 55,000 - 80,000 8% L 60,000 - 110,000 65,000 - 120,000 9%Manager S/M 80,000 - 120,000 85,000 - 125,000 5% L 100,000 - 150,000 110,000 - 160,000 8%

CREDIT

Controller / Analyst S/M 60,000 - 80,000 65,000 - 85,000 7% L 75,000 - 100,000 80,000 - 105,000 6%Head of Credit S/M 100,000 - 150,000 105,000 - 160,000 6% L 150,000 - 200,000 160,000 - 210,000 6%

FINANCE MANAGEMENT

Finance Controller S/M 100,000 - 150,000 110,000 - 160,000 8% L 150,000 - 250,000 160,000 - 265,000 6%

Finance Director / VP Finance S/M 150,000 - 200,000 160,000 - 215,000 7%L 200,000 - 350,000 215,000 - 380,000 8%

CFO S/M 150,000 - 220,000 160,000 - 240,000 8%L 200,000 - 400,000 215,000 - 430,000 8%

FINANCIAL PLANNING & ANALYSIS / BUSINESS ANALYSIS

Analyst S/M 36,000 - 55,500 40,000 - 60,000 9% L 55,000 - 80,000 60,000 - 85,000 7%Senior Analyst / Manager S/M 75,000 - 90,000 80,000 - 95,000 6% L 80,000 - 130,000 85,000 - 140,000 7%Director L 150,000 - 250,000 160,000 - 270,000 8%


14/24

Salaries in Singapore


Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

S S$ 250million


INTERNAL AUDIT

Auditor S/M 65,000 - 90,000 70,000 - 95,000 6% L 80,000 - 100,000 85,000 - 105,000 6%Manager S/M 100,000 - 150,000 105,000 - 160,000 6% L 120,000 - 180,000 125,000 - 190,000 5%Director L 150,000 - 250,000 158,000 - 265,000 6%

PAYROLL

Specialist S/M 50,000 - 70,000 55,000 - 75,000 8% L 60,000 - 90,000 65,000 - 95,000 7%Manager S/M 80,000 - 110,000 85,000 - 120,000 8% L 100,000 - 150,000 110,000 - 160,000 8%

RISK / COMPLIANCE

Manager S/M 80,000 - 100,000 85,000 - 110,000 8% L 100,000 - 150,000 110,000 - 160,000 8%

TAX

Analyst / Specialist S/M 50,000 - 80,000 55,000 - 85,000 8% L 70,000 - 90,000 75,000 - 95,000 6%Manager S/M 100,000 - 150,000 105,000 - 160,000 6% L 120,000 - 200,000 130,000 - 215,000 8%Director L 180,000 - 300,000 195,000 - 320,000 7%

TREASURY

Accountant S/M 60,000 - 80,000 65,000 - 85,000 7% L 80,000 - 100,000 85,000 - 105,000 6%

Manager S/M 100,000 - 120,000 105,000 - 125,000 5% L 120,000 - 180,000 125,000 - 190,000 5%Director L 150,000 - 250,000 160,000 - 270,000 8%


15/24

While Chinas impressive growth rate slowed in thelater part of 2012, it looks set to pick up considerably in

2013, and this will have a positive impact on the hiring

landscape in Shanghai.

Hiring outlook in Shanghai

Some companies have frozen their headcount but these are the minority.There are positions both new and existing that need to be filled andShanghai companies are prepared to pay more to get the right person.

Candidates with the right combination of skills and experience cannegotiate substantial pay increases each time they move to a new position.As a result, many talented finance and accounting professionals areconsidering advancing their salary and their career by moving quickly fromone opportunity to another. Increasingly, employees in Shanghai today arealso motivated by flexible work arrangements, work-life balance, and careerprogression, and they will continue to search for new job opportunities thatprovide these benefits.

Employers, on the other hand, are facing some challenges. Companies are

taking longer to fill positions and the hiring process has become prolonged.As managers justify each hiring decision, they are becoming moredemanding with regard to the skills and level of commitment expressed by

job candidates.

Retail, fast moving consumer goods (FMCG), luxury, services and high-techindustries are supporting a robust hiring market. The strongest demand inthe Shanghai market is for financial planning and analysis, internal audit,internal control, compliance, tax and treasury professionals with three tofive years of relevant experience. Employers are looking for candidates who

not only have technical skills and a combination of PRC GAAP, IFRS orUS GAAP, but also have good business acumen and strong soft skills. Themost sought after qualifications include CICPA and AICPA.



16/24


17/24

Salaries in Shanghai


Please note, salaries are in CNY, represent average remuneration and allowance, and do not include bonuses or any other benefits.

S CNY 500million


FINANCE

Finance Manager S/M 208,000 - 540,000 220,000 - 570,000 6% L 325,000 - 560,000 345,000 - 595,000 6%Financial Controller S/M 480,000 - 850,000 510,000 - 900,000 6% L 520,000 - 1,040,000 550,000 - 1,100,000 6%CFO / Finance Director S/M 600,000 - 1,200,000 636,000 - 1,272,000 6% L 910,000 - 2,500,000 965,000 - 2,650,000 6%

REPORTING

Specialist / Supervisor S/M 130,000 - 195,000 143,000 - 208,000 8% L 156,000 - 260,000 169,000 - 286,000 9%Manager S/M 260,000 - 390,000 286,000 - 416,000 8% L 325,000 - 455,000 350,000 - 490,000 8%

TAX

Analyst S/M 130,000 - 300,000 143,000 - 325,000 9% L 130,000 - 300,000 143,000 - 325,000 9%

Manager / Senior Manager S/M 300,000 - 650,000 325,000 - 700,000 8% L 300,000 - 780,000 325,000 - 845,000 8%Director S/M 650,000 - 1,000,000 715,000 - 1,040,000 6% L 780,000 - 1,300,000 825,000 - 1,380,000 6%

TREASURY

Analyst S/M 130,000 - 260,000 143,000 - 286,000 10% L 130,000 - 260,000 143,000 - 286,000 10%Manager / Senior Manager S/M 260,000 - 520,000 286,000 - 572,000 10% L 260,000 - 715,000 286,000 - 820,000 13%


18/24

The outlook for the Japanese hiring market mirrors that of thenations economy. While there will be some growth, businesses

are expected to exercise caution in hiring nance and accounting

professionals and making employment decisions. The industries

currently hiring nance and accounting sta most actively include

pharmaceutical, medical and IT.

Hiring outlook in Japan

With a number of high-profile corporate scandals making headlines throughout the world, Japans

management are renewing their focus on internal controls. This will see increased demand forfinancial controllers, finance managers and auditors, with five to 10 years of experience.

Companies seeking to replace a vacant post or fill a new one can be extremely demanding whenit comes to the quality of candidate they desire. Japan however, has a strong pool of experiencedfinance and accounting professionals to tap on. The challenge is to convince a talented professionalto change to a new company or to take on a new role, as some employees tend to be moreconservative when making choices about their careers.

Skills in high demand include advanced Microsoft Excel, SAP, Oracle and ERP knowledge, along with

strong leadership and bilingual communication skills. The U.S. CPA is also becoming a popular andsought after qualification for professionals in Japan who are looking to expand their career options.

Salaries in Japan



ACCOUNTING

Accountant S/M 4,000,000 - 7,000,000 4,000,000 - 7,000,000 0% L 4,000,000 - 8,000,000 4,200,000 - 8,000,000 2%Senior Accountant S/M 6,000,000 - 8,000,000 6,000,000 - 8,000,000 0% L 7,000,000 - 8,200,000 7,000,000 - 8,500,000 2%


Clerk S/M 3,000,000 - 5,000,000 3,000,000 - 5,000,000 0% L 3,500,000 - 5,000,000 3,500,000 - 5,000,000 0%Manager S/M 4,000,000 - 7,000,000 4,000,000 - 7,000,000 0%

L 4,500,000 - 8,500,000 4,500,000 - 8,500,000 0%


19/24


20/24

Paying competitive salaries helps ensure talented employees stay with a company. And it makesgood business sense to do so as the opportunity cost of finding a suitable replacement togetherwith the drop in productivity caused by a vacant position is usually higher.

According to the latest Robert Half survey of Chief Financial Officers (CFOs) and FinanceDirectors, 59% in Hong Kong, 53% in Singapore, 63% in Shanghai and 37% in Japan areplanning to increase salary levels during 2013.

Remuneration trends

In the next 12 months, how much, on average, do you expect salariesfor existing accounting and finance employees to increase?

Note: Percentages may not total 100% due to rounding.

> 10%

9-10%

7-8%

5-6%

3-4%

1-2%

Hong Kong: 8%Singapore: 6%

Japan: 2%Shanghai: 12%







Hong Kong:20%

Singapore: 31%Japan: 22%

Shanghai: 9%





21/24

With teams charged with taking on additional responsibilities, oftenwithout corresponding headcount additions, nance departments will

have to learn how to be more productive. In fact, nearly all (99%) CFOs

in a recent survey conducted in Asia said that their companies are more

productive than one year ago.

The finance growth challenge:

Increasing productivity

Employees who are genuinely engaged with their organisation experience more job satisfactionand will often show a willingness to go over and above their specific role to help their manager.

This will ultimately have a positive effect on organisational productivity.

Challenge processes Holding discussions with other business units as well as teammembers will allow managers to assess areas for process improvement as well as

strategies for implementation. This helps finance leaders create a roadmap to identifywhere efficiencies exist through centralisation and what should be left to the businessunits. This in turn will allow the finance function to focus on more strategic initiatives.

Enhance IT Streamlining financial management processes through financial systems andERP solutions allows companies to capture operating efficiencies while aligning data withorganisational strategy. Improvements in technology also allow companies to enhance theirfinancial management controls and satisfy increasingly stringent regulatory complianceobligations, leading to enhanced productivity.

Tackle training Ensuring your team stays up to date with the latest regulatory andtechnology changes will not only keep their skills sharp but also help you improveproductivity. Enhancing their interpersonal and presentation skills will also improvecommunication across inter-departmental teams. With numerous e-learning options tosupplement traditional course work, ongoing professional development can be both costeffective and impactful.

Re-organise As departments continue to be stretched thin, it is often important to playto each individuals strengths. This may mean a re-evaluation and re-organisation of theteam, allowing individuals to focus on areas where they are strongest and most productive.Whereas tackling regulatory requirements may be better suited to a strong technical

accountant, business partnering and strategy may be more fitting for the commerciallyminded.


Here are four areas to consider when improving team

productivity:


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The rise of the

super contract professional

They arrive with the right expertise for the job and they get it done

professionally, eectively and with minimum fuss.

They are the super contract professionals highly talented and skilledpeople who eschew the traditional path of building a career within acompany to offer their services as contract staff to the highest bidder.More and more professionals are drawn to temporary work because of

the flexibility and opportunities it provides.Theres also a change taking place in the way businesses staff theiroperations. Finance teams are increasingly attracted to the flexibility theycan gain by employing a combination of permanent, temporaryand interim workers.

A flexible staffing approach gives companies greater control over theirhuman resources budget and access to skilled talent as and when theyneed it. As companies continually rebalance their workforce in goodand difficult times, many find that a year-round mix of core permanent

employees and temporary workers is the best way to meet businessdemands and remain competitive.

Here are five advantages you gain by using temporary and interimprofessionals as part of your workforce mix. You can:

1. Adjust staffing levels to the peaks and troughs of businessdemands, helping you keep costs under control

2. Ease the burden on employees who may already bespread too thin

3. Handle special projects outside the expertise of current staff

4. Ease the concerns of permanent workers, who may otherwisebe subject to nerve-racking cycles of hiring and redundancies

5. Assess prospective permanent employees firsthand

The bottom line: flexible staffing gives a company resource andcost-control options it wouldnt otherwise have.



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Robert Half:

Your recruitment expert

Robert Half is the worlds leading specialised recruitment rm.

Through our Robert Half Finance & Accounting and Robert Half

Management Resources divisions, we place highly skilled accounting,

nance and business systems professionals on a temporary, permanent

and senior-level project or interim basis, respectively. Our Robert Half

Financial Services division is the premier provider of recruitment

solutions to nancial institutions in top markets around the world.

There is no substitute for the human touch when hiring. While any number of online ortechnology tools can identify potential hires, they cant tell you about the person behind theprofile. We take the time to understand the unique needs and cultures of the businesses weserve. Then, we carefully choose professionals with skills, work styles and career goals thatalign with those businesses.

The many benefits we offer your business include:

The right match We can help you locate even the most hard-to-findprofessionals. Our global candidate database includes hundreds ofthousands of talented professionals who are pre-evaluated, skills-tested andavailable for work.

Quick results When you have a job opening, chances are you needimmediate help. Our recruitment experts use leading technology to shorten

the search process. In addition, we take the time to understand yourbusinesss unique needs.

A range of candidates We can offer a selection of professionals at variousexperience levels to meet your budget, skills and experience requirements.

Choices We provide a number of options to fit your needs, whether its apermanent hire, temporary professionals to assist with peak workloads or anexperienced consultant to manage a special initiative.

Exceptional service The hiring process is more complex than ever. We can

guide you every step of the way and handle the most challenging aspects foryou. Communication is our speciality.

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Connect with us:

Contact Us

Hong Kong+852 36 53 7300hongkong@roberth alf.com.hkroberthalf.com.hk

Singapore+65 6533 [email protected]

Tokyo+81 3 5219 6633tokyo@roberth alf. jproberthalf. jp

Osaka+81 6 4560 [email protected]. jp

Shanghai

+86 21 6032 0 555shanghai@rob erthalf.cnroberthalf.cn
http://twitter.com/roberthalf_asiahttp://www.roberthalf.com.hk/http://www.roberthalf.com.hk/http://www.roberthalf.com.sg/http://www.roberthalf.jp/http://www.roberthalf.jp/http://www.roberthalf.jp/http://www.roberthalf.jp/http://www.roberthalf.cn/http://www.roberthalf.cn/http://www.roberthalf.com.hk/http://www.roberthalf.com.sg/http://www.roberthalf.jp/http://www.roberthalf.jp/http://www.roberthalf.cn/http://twitter.com/roberthalf_asiahttp://www.youtube.com/RobertHalfAPAC

2013 FA Salary Guide en Singapore

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