只加薪不升职，失望中

喜欢并且有前途的话就继续 要不然可以找找看

没旁敲侧隐的问问升职的事？

知道不会升职了。估计公布升职名单后，我直接上司会找我聊几句。估计公布升职名单后，我直接上司会找我聊几句。

喜欢，有前途，不过很辛苦，常加班，主要是事情多人手不够。5，6月可以拿一个职业认证5，6月可以拿一个职业认证

喜欢就继续吧 升职是看两个情况 我觉得一是你能力特别强且特别有野心 二是水到渠成。一般到一定的职位就会停很久了 你看 steve jobs 和比尔盖茨职位没有上升了 追求的是自己想做的事情 大部分的我们可能不是出于钱太多而开始转移对工作的实质的关心 而是出于无奈开始专注于自己喜欢的事情。不知道对你适不适用看两个情况 我觉得一是你能力特别强且特别有野心 二是水到渠成。一般到一定的职位就会停很久了 你看 steve jobs 和比尔盖茨职位没有上升了 追求的是自己想做的事情 大部分的我们可能不是出于钱太多而开始转移对工作的实质的关心 而是出于无奈开始专注于自己喜欢的事情。不知道对你适不适用

我也经历过这样的情况感觉到你是个很有责任感的人，所以除了金钱也重视工作的成就感。
现在是跳槽热季，也许可以试试了。
在换之前，可以利用目前时间各种充电一下。
若干年后，回头想，也许会有不一样的感慨的。
：）
感觉到你是个很有责任感的人，所以除了金钱也重视工作的成就感。
现在是跳槽热季，也许可以试试了。
在换之前，可以利用目前时间各种充电一下。
若干年后，回头想，也许会有不一样的感慨的。
：）

羡慕加薪啊。。。

很有责任感的人，所以除了金钱也重视工作的成就感 + 10086现在什么成就感都没了。
周末和朋友吃饭夸下海口，我要离开公司，我那个职位再也找不到像我这么负责任的人了。
现在想想，我还真是想太多了！现在什么成就感都没了。
周末和朋友吃饭夸下海口，我要离开公司，我那个职位再也找不到像我这么负责任的人了。
现在想想，我还真是想太多了！

人往高处走但无需冒险，尤其是女人。但无需冒险，尤其是女人。

base太低，大老板都看不下去了，亲自提出adjustment。据说其他几个小点的老板都没提呢，他们帮另一个同事说话，那同事读完书拿到一个cert。
大老板据她自己说比较注重fairness，觉得我不该被忽略。

据说其他几个小点的老板都没提呢，他们帮另一个同事说话，那同事读完书拿到一个cert。
大老板据她自己说比较注重fairness，觉得我不该被忽略。

关键是我以为水到渠成。Appraisal 杠杠的！
然后就没然后.......这才是气人的地方！Appraisal 杠杠的！
然后就没然后.......这才是气人的地方！

据大老板说有人在她目前说过我很会搞politics，虽然她不相信。如果说有些话大老板说了是为了拉拢人心，但有人说我坏话绝对有这回事，我就立刻想起前不久的发生的插曲，只能说不喜欢你的人总会找到攻击你的理由。如果说有些话大老板说了是为了拉拢人心，但有人说我坏话绝对有这回事，我就立刻想起前不久的发生的插曲，只能说不喜欢你的人总会找到攻击你的理由。

总比升职不加薪强点吧

升职不加薪，极品公司！

升职名额是不是有qouta的?我之前也遇到过类似情况，升职被hr卡了，个人觉得是老板为了弥补吧，加薪的程度跟升职comparable，我心里还蛮平衡的，因为我觉得重点是老板appreciate我做的东西，对我来说足够了我之前也遇到过类似情况，升职被hr卡了，个人觉得是老板为了弥补吧，加薪的程度跟升职comparable，我心里还蛮平衡的，因为我觉得重点是老板appreciate我做的东西，对我来说足够了

我的情况具体还不知道，谁卡了未知。加薪的确是为了弥补，幅度胜过公司一般幅度。
而且加薪在7月，4月给我一个人（还有我不知道的人）加薪，弥补意味不言而喻。
谈话重点是我的工作她一直有recognized（当然我直接上司做appraisal也这么说的）。加薪的确是为了弥补，幅度胜过公司一般幅度。
而且加薪在7月，4月给我一个人（还有我不知道的人）加薪，弥补意味不言而喻。
谈话重点是我的工作她一直有recognized（当然我直接上司做appraisal也这么说的）。

同学，你也很appreciate你的老板你的公司点赞！点赞！

一样升职不加薪的路过不过貌似不极品, 有点普遍。听了会高兴一点吗? :) 一边找工作一边平静地呆着呗。卡你的人最高兴的就是看到你失落的样子啦。不过貌似不极品, 有点普遍。听了会高兴一点吗? :) 一边找工作一边平静地呆着呗。卡你的人最高兴的就是看到你失落的样子啦。

公司怎么就好意思给人升职却不加薪呢？好吧，升职不加薪好过不升职不加薪：）好吧，升职不加薪好过不升职不加薪：）

加薪不升职不见得不好～钱多拿，责任不用多负。钱多拿，责任不用多负。

那就找其他工作吧找工作也要一两个月、到时候拿了cert走人。找工作也要一两个月、到时候拿了cert走人。

哈哈主要是原来期望比较高的，努力没有换来想要的。要升职差不多等一年。
估计等不了，不想等！要升职差不多等一年。
估计等不了，不想等！

升职不加薪就是赌球时bet with mouth加薪不升职是bet with money silently. 老实说吧,我跟老板商量可不可以换成加薪不升职,被断然拒绝:( 升了职其实就是加了workload...不过我看旁边好几个人这样, 只好哑忍, 选择忘记.加薪不升职是bet with money silently. 老实说吧,我跟老板商量可不可以换成加薪不升职,被断然拒绝:( 升了职其实就是加了workload...不过我看旁边好几个人这样, 只好哑忍, 选择忘记.

嗯需要一个老板签类似testimonial的东西才能申请认证，还有processing time。拿到再慢慢挑工作，比现公司好就走。拿到再慢慢挑工作，比现公司好就走。

公司好奸诈啊，升职不加薪看来是变相压榨啊

加薪多少？如果你可以跳槽到和你升职一样得公司，并且薪水比加薪过后还高，那就果断跳，如果还是找和现在一样得职位，还不如不动呢，至少你大老板现在知道了这个情况，明年升职是很有可能的事。
可能也是你之前心里预期太高，如果之前你本来就没指望升职加薪，这次倒反而是件好事呢如果你可以跳槽到和你升职一样得公司，并且薪水比加薪过后还高，那就果断跳，如果还是找和现在一样得职位，还不如不动呢，至少你大老板现在知道了这个情况，明年升职是很有可能的事。
可能也是你之前心里预期太高，如果之前你本来就没指望升职加薪，这次倒反而是件好事呢

10%。明年太远了，不一定有那个耐心。一边做着一边看。
其他公司给的职位如果一样，必须不跳啊！
哈哈。一边做着一边看。
其他公司给的职位如果一样，必须不跳啊！
哈哈。

加薪是王道啊title虚的，有的analyst一月一万，有的avp一月一万。
dbs的vp跳去goldman sachs， gs觉得含金量不够要downgrade。
$$$是实，这里给你加了，每次跳槽正常情况最少20%在你现有薪水的基础上，提高base跳槽加的也多。title虚的，有的analyst一月一万，有的avp一月一万。
dbs的vp跳去goldman sachs， gs觉得含金量不够要downgrade。
$$$是实，这里给你加了，每次跳槽正常情况最少20%在你现有薪水的基础上，提高base跳槽加的也多。

我也是，老板认为title不重要，重要的是做好工作，呵呵

我认为重要，尤其对找下一份工作。

握爪同是天涯沦落人同是天涯沦落人

感觉就是不给名分就像一直占着你就像一直占着你

你们公司这么好这么容易就升职？
我做了7，8年，就升过一次。
果断匿了这么容易就升职？
我做了7，8年，就升过一次。
果断匿了

那老板太聪明了防止你有了title后就跳防止你有了title后就跳

如果你本来就是manager做20年也升不了职啊
我们以前公司也有初级职员做10年都升不了一级的做20年也升不了职啊
我们以前公司也有初级职员做10年都升不了一级的

我要是manager就没这么多时间来刷狮城帮了
呵呵
所以，有得必有失啊就没这么多时间来刷狮城帮了
呵呵
所以，有得必有失啊

有10%加薪不错啦我感觉比加薪有升职还好点儿呢。。。赶紧拿到认证，最好赚个产假再走～

你现在就够忙了，升职了哪里还有私人时间我感觉比加薪有升职还好点儿呢。。。赶紧拿到认证，最好赚个产假再走～

你现在就够忙了，升职了哪里还有私人时间

亲你最好了最会安慰人了。10%+ 就是上面同学说的弥补10%+ 就是上面同学说的弥补

给我加薪10%的话,管它升不升职.

其实责任本来就灰常灰常大所以对于同学们讲的升职责任加大等我表示毫无压力啊！我表示毫无压力啊！

Lz 期望值太高了。放低点幸福感就高了。你的情况是我最想要的。一年前换头衔，工作量大涨，薪水没涨。一年后涨薪水时我都累觉不爱了。而且还没你现在涨得多。老板还说不要认为涨薪水是应该的。是说你在新头衔下还能胜任才有的。我晕呀。看了我这情况你是不是好受多了。你的情况是我最想要的。一年前换头衔，工作量大涨，薪水没涨。一年后涨薪水时我都累觉不爱了。而且还没你现在涨得多。老板还说不要认为涨薪水是应该的。是说你在新头衔下还能胜任才有的。我晕呀。看了我这情况你是不是好受多了。

老板mgmt skills太差，竟然说这种话！其实如果学历能力经验俱佳，能在外面找到更好的职位，更高的薪水的话，不用管老板说什么啦。
在那之前就该干嘛干嘛
其实如果学历能力经验俱佳，能在外面找到更好的职位，更高的薪水的话，不用管老板说什么啦。
在那之前就该干嘛干嘛

LZ具体是做什么的升职的话会和原来职责都一样吗？升职的话会和原来职责都一样吗？

是这样的，平时就时不时有新的tasks，通常没有适合的人选都会assign给我。我本身workload就很重，工作性质决定了大家对我工作的要求比较严格。
不过我对新的tasks倒也很open，因为还能学到一些东西。
在这种前提下，回答你的问题，主要职责基本不变，不过一直都会有新的东西给我。我本身workload就很重，工作性质决定了大家对我工作的要求比较严格。
不过我对新的tasks倒也很open，因为还能学到一些东西。
在这种前提下，回答你的问题，主要职责基本不变，不过一直都会有新的东西给我。

老板也猜你这么想，所以不要提拔你，嘿嘿

case study - 很长

老板心里想的和你不一样，你要让老板心里想的和你想的靠近。

Case : How Come They Make More Than I Do?

　Background Information

　Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed, Fran took pride in her ability to create a high-morale and high-performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them.

　Then, early on Wednesday morning, Fran’s secretary, Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars.” Indeed, in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an administrative aide than as a secretary.

　It was clear that Judy was upset about something as she seated herself in the chair next to Fran’s desk. Slowly, Judy placed a job-posting application form in front of Fran. She would not look her supervisor in the eyes.

　Fran was surprised, to say the least. As far as Fran knew, Judy liked both her job and working in the Training Department. In turn, everyone else in the department liked and respected Judy.

　Fran looked over the form and said casually, “So you want to post for the executive secretary job in the Branch Management Division.” She paused. “Could I ask you for some additional information, Judy? I’m kind of surprised.”

　Judy looked at her clasped hands, thinking. Fran waited.

　Finally, Judy looked up and said: “I noticed in last week’s job posting that the executive secretary position is graded as a 14. Now that’s two grades higher than my job!”

　She caught her breath. “You know my friend Mary Johnson works over there. She told me that half the time the secretary sits around doing nothing.”

　Judy continued, gathering some anger in her look and resentment in her voice. “Look, Fran, you know how hard I work, how hard we all work, around here. I mean, I’m always busy. I don’t see why I should work in a job graded at a 12 and work twice as hard and yet not be paid the same as that secretary. The requirements for the job are just a little higher than mine, and the merit raise you gave me last month hardly helped at all.”

　Fran listened, then she replied: “It sounds to me, Judy, that you’re feeling angry because you think you should be paid more for the work you do and that you want to switch jobs rather than put up with things as they are. Am I right?”

　Judy nodded her head in agreement.

　Fran knew, though, that the Metro job evaluation system was up to date and that the executive secretary position to which Judy referred did require additional background experience, skills, and responsibilities beyond what was needed in Judy’s current job. Because her secretary was such a good employee and a nice person, Fran was quite concerned. She felt strongly that moving to the executive secretary job would not be what Judy really wanted, and she hated to lose Judy, especially if her decision was based on faulty reasoning and the move would not be good for her.

　Fran tried to figure out what to do.

　Case Questions　

________________________________________

　1. 　 What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?

　2. 　 How should Fran respond to Judy’s request to transfer?

　3. 　 How should Fran respond to Judy’s salary complaints?

Case Discussion: How Come They Make More Than I Do?

　Answers to Case Questions

1. What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?　

　Judy’s line of reasoning is as follows:

a. Her recent merit increase was not adequate enough reward for her hard work.

This is Judy’s opinion, and for her, it is true.

b. There is an open position that would pay much more than what she is making now.

It is true that this open position would pay her more than she is making now.

c. She has heard that the job in question is easier to do than the one she has now.

Unfortunately, this point is misleading and probably wrong. Her information is based on hearsay. In fact, grade differences of three levels mean these jobs require higher levels of talent, initiative, and responsibility. Judy has confused being busy with working at a higher level of difficulty.

d. Therefore, she wants to get an easier, higher paying job by moving to that new position.

She might get a higher paying job, but it would not likely be an easier job.

2. How should Fran respond to Judy’s request to transfer?　

　In many job-posting systems, the posting employee is required to notify his or her supervisor of the intention to post for a position. However, the employee is not required to obtain the supervisor’s permission. To the extent that this rule applies here, Fran cannot do anything but pass along the posting application.

　However, it would be prudent of Fran to help Judy make the best career decision in this manner. While agreeing to move the job-posting application along, Fran should also counsel Judy. First, she should encourage Judy to do some career and job informational interviewing. For example, Judy should be encouraged to meet with people in the other department to learn what they really do. Second, she needs to think about what she wants in a job. Finally, Fran should explain to Judy that the jobs are graded differently because there are real and significant differences in the jobs. She should caution Judy that hearsay can be misleading and that she should look at the executive secretary position in terms of levels of skills and accountability, not just in terms of dollar differences.

3. How should Fran respond to Judy’s salary complaints?　

　It is likely that Judy is motivated in part by her anger and resentment over what she sees as an inadequate recognition of her hard work. Fran should work to communicate her appreciation for Judy’s contributions. In addition, Fran needs to note that Judy is performing a job that is higher than the job for which she was hired. Judy should institute a job re-evaluation request.

老板心里想的和你不一样，你要让老板心里想的和你想的靠近。

Case : How Come They Make More Than I Do?

　Background Information

　Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed, Fran took pride in her ability to create a high-morale and high-performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them.

　Then, early on Wednesday morning, Fran’s secretary, Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars.” Indeed, in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an administrative aide than as a secretary.

　It was clear that Judy was upset about something as she seated herself in the chair next to Fran’s desk. Slowly, Judy placed a job-posting application form in front of Fran. She would not look her supervisor in the eyes.

　Fran was surprised, to say the least. As far as Fran knew, Judy liked both her job and working in the Training Department. In turn, everyone else in the department liked and respected Judy.

　Fran looked over the form and said casually, “So you want to post for the executive secretary job in the Branch Management Division.” She paused. “Could I ask you for some additional information, Judy? I’m kind of surprised.”

　Judy looked at her clasped hands, thinking. Fran waited.

　Finally, Judy looked up and said: “I noticed in last week’s job posting that the executive secretary position is graded as a 14. Now that’s two grades higher than my job!”

　She caught her breath. “You know my friend Mary Johnson works over there. She told me that half the time the secretary sits around doing nothing.”

　Judy continued, gathering some anger in her look and resentment in her voice. “Look, Fran, you know how hard I work, how hard we all work, around here. I mean, I’m always busy. I don’t see why I should work in a job graded at a 12 and work twice as hard and yet not be paid the same as that secretary. The requirements for the job are just a little higher than mine, and the merit raise you gave me last month hardly helped at all.”

　Fran listened, then she replied: “It sounds to me, Judy, that you’re feeling angry because you think you should be paid more for the work you do and that you want to switch jobs rather than put up with things as they are. Am I right?”

　Judy nodded her head in agreement.

　Fran knew, though, that the Metro job evaluation system was up to date and that the executive secretary position to which Judy referred did require additional background experience, skills, and responsibilities beyond what was needed in Judy’s current job. Because her secretary was such a good employee and a nice person, Fran was quite concerned. She felt strongly that moving to the executive secretary job would not be what Judy really wanted, and she hated to lose Judy, especially if her decision was based on faulty reasoning and the move would not be good for her.

　Fran tried to figure out what to do.

　Case Questions　

________________________________________

　1. 　 What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?

　2. 　 How should Fran respond to Judy’s request to transfer?

　3. 　 How should Fran respond to Judy’s salary complaints?

Case Discussion: How Come They Make More Than I Do?

　Answers to Case Questions

1. What are the reasons given by Judy Martin for wanting to post for a position in another department? Which points are accurate and which are debatable?　

　Judy’s line of reasoning is as follows:

a. Her recent merit increase was not adequate enough reward for her hard work.

This is Judy’s opinion, and for her, it is true.

b. There is an open position that would pay much more than what she is making now.

It is true that this open position would pay her more than she is making now.

c. She has heard that the job in question is easier to do than the one she has now.

Unfortunately, this point is misleading and probably wrong. Her information is based on hearsay. In fact, grade differences of three levels mean these jobs require higher levels of talent, initiative, and responsibility. Judy has confused being busy with working at a higher level of difficulty.

d. Therefore, she wants to get an easier, higher paying job by moving to that new position.

She might get a higher paying job, but it would not likely be an easier job.

2. How should Fran respond to Judy’s request to transfer?　

　In many job-posting systems, the posting employee is required to notify his or her supervisor of the intention to post for a position. However, the employee is not required to obtain the supervisor’s permission. To the extent that this rule applies here, Fran cannot do anything but pass along the posting application.

　However, it would be prudent of Fran to help Judy make the best career decision in this manner. While agreeing to move the job-posting application along, Fran should also counsel Judy. First, she should encourage Judy to do some career and job informational interviewing. For example, Judy should be encouraged to meet with people in the other department to learn what they really do. Second, she needs to think about what she wants in a job. Finally, Fran should explain to Judy that the jobs are graded differently because there are real and significant differences in the jobs. She should caution Judy that hearsay can be misleading and that she should look at the executive secretary position in terms of levels of skills and accountability, not just in terms of dollar differences.

3. How should Fran respond to Judy’s salary complaints?　

　It is likely that Judy is motivated in part by her anger and resentment over what she sees as an inadequate recognition of her hard work. Fran should work to communicate her appreciation for Judy’s contributions. In addition, Fran needs to note that Judy is performing a job that is higher than the job for which she was hired. Judy should institute a job re-evaluation request.

只加钱不升值这是我梦寐已求得，这样多好啊。什么责任感阿之类的，我觉得都是浮云，又不能当饭吃，又不能卖了换包包。不过如果mm是那种事业心很重的就另当别论了。我是觉得很多时候我们就是个小棋子，生不生都不是我们所能决定的所以，别太纠结了，不爽就走吧。我觉得mm能找到更好的。
Ps我们公司升值更无人道，之前是升一级要等10年8年，但是现在政策变了，新人1年就能升值。那些senior很不开心，不过又能做什么？我们从年初就开始做appraisal, 然后不停review reivew，你直属的老板就算爱死你，也不代表尼能升，要写各种report,证明你的却比别的人要强，一个project ream比完了，还要和很多很多你都没见过，但是same grade 的人rank。超级头疼麻烦，不过这是公司规定，只能这样办，反正我也没啥事业心，混日子呗。
什么责任感阿之类的，我觉得都是浮云，又不能当饭吃，又不能卖了换包包。不过如果mm是那种事业心很重的就另当别论了。我是觉得很多时候我们就是个小棋子，生不生都不是我们所能决定的所以，别太纠结了，不爽就走吧。我觉得mm能找到更好的。
Ps我们公司升值更无人道，之前是升一级要等10年8年，但是现在政策变了，新人1年就能升值。那些senior很不开心，不过又能做什么？我们从年初就开始做appraisal, 然后不停review reivew，你直属的老板就算爱死你，也不代表尼能升，要写各种report,证明你的却比别的人要强，一个project ream比完了，还要和很多很多你都没见过，但是same grade 的人rank。超级头疼麻烦，不过这是公司规定，只能这样办，反正我也没啥事业心，混日子呗。

外面找到好的照样走！哈哈哈哈

7 in 10 planned to give their staff a 1 to 5% pay increase（zz[SINGAPORE] Salary hikes in Singapore are likely to remain conservative, even as pressing issues such as a shortage of skills and staff turnover continue to persist in the coming year.

So says a new report on the salary and employment forecast for Singapore this year by UK-based recruitment consultancy firm Michael Page, which polled more than 300 companies here.

The findings, released yesterday, showed that seven in 10 employers planned to give their staff a one to 5 per cent pay increase over the next 12 months.
Nearly a quarter (23 per cent) said that they would hand out a 6 to 10 per cent increase, while only 7 per cent said that they would pay 11 per cent or higher.
Some 74 per cent of employers said that all their staff would get an increase of some sort, but this would vary according to their performance. Five per cent, however, said that they would not give any raises at all.

This comes as employers expect to continue to struggle with the double whammy of a manpower shortage and staff turnover, said the report.
Nearly half of those surveyed, or 48 per cent, expect professional skills shortages, a six percentage point increase from last year.

Some 53 per cent, meanwhile, say that staff turnover will persist. This is a slight decrease from the 56 per cent that said so last year.

"While Singapore's employment market will continue to be active during 2014, employers are generally adopting a more considered approach with tighter controls around the recruitment process to make sure professionals are the right fit for their organisation," said PageGroup Singapore managing director Jerome Bouin.
"This approach, coupled with effective retention strategies, will be key to addressing staff turnover and the shortage of talent over the coming year," he added.
Mr Bouin remarked that the fact that Singapore continues to enjoy an influx of companies looking to establish themselves regionally was likely to help sustain the demand for skilled professionals.

"This demand is expected to see organisations lean towards hiring local talent as tighter local regulations make it harder to employ foreign professionals. As a result, attraction and retention strategies including offering employee benefits will take greater prominence," he said.

According to the survey findings, work-life balance options and employee benefits will be offered by some employers this year to retain their staff.
The top options they listed were flexible working arrangements (63 per cent), team building and off-site activities (46 per cent) and increased maternity and paternity leave (24 per cent).

And when it comes to dishing out bonuses as a retention tool, the vast majority of companies indicated they were willing to put their money where their mouth is.
Ninety per cent of employers said that they expect to award staff bonuses in the coming year, in addition to training and career progression opportunities.[SINGAPORE] Salary hikes in Singapore are likely to remain conservative, even as pressing issues such as a shortage of skills and staff turnover continue to persist in the coming year.

So says a new report on the salary and employment forecast for Singapore this year by UK-based recruitment consultancy firm Michael Page, which polled more than 300 companies here.

The findings, released yesterday, showed that seven in 10 employers planned to give their staff a one to 5 per cent pay increase over the next 12 months.
Nearly a quarter (23 per cent) said that they would hand out a 6 to 10 per cent increase, while only 7 per cent said that they would pay 11 per cent or higher.
Some 74 per cent of employers said that all their staff would get an increase of some sort, but this would vary according to their performance. Five per cent, however, said that they would not give any raises at all.

This comes as employers expect to continue to struggle with the double whammy of a manpower shortage and staff turnover, said the report.
Nearly half of those surveyed, or 48 per cent, expect professional skills shortages, a six percentage point increase from last year.

Some 53 per cent, meanwhile, say that staff turnover will persist. This is a slight decrease from the 56 per cent that said so last year.

"While Singapore's employment market will continue to be active during 2014, employers are generally adopting a more considered approach with tighter controls around the recruitment process to make sure professionals are the right fit for their organisation," said PageGroup Singapore managing director Jerome Bouin.
"This approach, coupled with effective retention strategies, will be key to addressing staff turnover and the shortage of talent over the coming year," he added.
Mr Bouin remarked that the fact that Singapore continues to enjoy an influx of companies looking to establish themselves regionally was likely to help sustain the demand for skilled professionals.

"This demand is expected to see organisations lean towards hiring local talent as tighter local regulations make it harder to employ foreign professionals. As a result, attraction and retention strategies including offering employee benefits will take greater prominence," he said.

According to the survey findings, work-life balance options and employee benefits will be offered by some employers this year to retain their staff.
The top options they listed were flexible working arrangements (63 per cent), team building and off-site activities (46 per cent) and increased maternity and paternity leave (24 per cent).

And when it comes to dishing out bonuses as a retention tool, the vast majority of companies indicated they were willing to put their money where their mouth is.
Ninety per cent of employers said that they expect to award staff bonuses in the coming year, in addition to training and career progression opportunities.

加薪范围肯定看公司本身。别公司加10%不代表你公司也能加这么多，别公司不加薪不代表你公司也不加薪。
看这些survey，对个人而言，没有太大意义。别公司加10%不代表你公司也能加这么多，别公司不加薪不代表你公司也不加薪。
看这些survey，对个人而言，没有太大意义。