I thought that's a normal pay nowadays?

Not really as a lot of SMEs pay around RM2k

the Gen Y nowadays need to see more before commenting OT = inefficient.

they are still fresh, not fully/completely exposed yet. wait till they see more fields and more things before making general statement.

etc, research team usually work round the clock, they start their work after the market closes, prepare research report by 9am next morning. they use their lunch window period to prepare update report before the market re-open by 2.30pm.

in some investment banking line, authorities come back to you at 4-5pm with a 2-3 pages queries sheet and demand clarification by the next morning. means that night you have to work like mad.

Gen Y nowadays want high salary, easy life, easy workload, no OT, sharp sharp leave everyday and any other thing that you can think of.

Agree on this. Gen Y want high salary, less work load, follow their way but no experience. Gen Y got demands because they still can depend on their parents if quit job and no commitment.

Its depends , somehow some of the Gen Y still willing to OT , willing to learn and hard work.

Put them into that shoes and I guarantee you they will resign in a month's time. Saw that to plenty of people.

Saw even one resign in day 2 cause don't know how to drive around in KL and refuse public transport (in the past daddy mama fetch).

This post has been edited by party: Sep 7 2015, 02:39 PM

LOL , wondering how is the future of malaysia in next 10 years with full of Gen Y !

Those are sell-side jobs which means at the very least rm5k pay (small firms) for fresh grads... if not very difficult to retain employees.

Malaysia's salary is still stuck in the 90s. Gen Y are now telling the older generation to change their mindset in terms of salary package, project timeline, using a more agile and get better tools to perform the job. RM1500 for a fresh, they might as well pack their bags and go over to Singapore and start there.
You need to guide a new generation of people but you can not use the old ways of working. You need to think outside the box and be more adaptive as time goes by. The old days are history.
What is the attraction of your company vs the big MNC?

Can learn more things bro according to forumers here since you are basically their dumb slave.

So why isn't your company actually compensating your "seniors" their actual worth in salt?
That seems to be the underlying problem instead of the excuses you trot out for fresh grads...

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I suggest pay negotiations with any job offer.
It's not that money is the ultimate thing that's important about the job, but you sure as hell would not want to give the impression that money doesn't matter and you're there to "learn" and "pick up experience". Do that, and you end up at 3k after 5 years.

I believe to get fresh grad in productive always take at least 6 months, learn and practice during the period. But nowadays there are numbers of fresh grad always wanted to go home on time. It is not an easy task for senior to guide them because senior also has their own workload to handle. To delegate to job to junior easier said than done if they are not good learner and not so hard working. Imagine if the senior delegate a task to junior though junior has practised, but the junior asking the same question over again to senior and always seek senior to guide, this actually take longer time to complete the task.

That is why when I give training to junior, I show them how to do. The next time if they ask me it is fair because they first practise the task, but if they ask second time the same question it means they don't pay attention. Asking the 3rd time on the same question mean they do not know what they are doing. If you have ever met a junior who is type of spoon fed you will find it not easy to work with those junior who not pay attention while learning.

Seeking guidance from senior is good, but junior should not always dependant to senior to solve their problem.

Are you new to the corporate society? How many companies will give a raise to senior that is considered fairness. That is why many senior staffs quit and join new company to seek for 20-30% jump of salary. I can tell you this apply not only in chinaman company but also many MNC. Most of the time it is not because of the manager but the company HR policy that not allow such a huge rate of increment. There is a so called salary range especially in big corporate or MNC where staff cannot simply ask for big jump which not comply with the policy.

As a fresh grad they can say joining new company is seeking learning opportunity to pick up experience and skills. As company is expecting fresh grad to learn more than contribution, it is fair the company paying fresh grad salary rather than paying a senior salary to fresh grad. when company hire a senior, company is not expecting senior take long time to learn instead company expect senior in productive within short period of time, that is why they are paid for senior salary.

My ex company was giving 50% increment to fresh grads in as short as one year (salary from 5k becomes 7.5k) and it was just a buy side a.m. firm with most people leaving sharp at 5.30pm.... but I agree there should be a difference between senior and junior pays for the reasons you stated.

Very generous of your ex company

couldn't agree more! u pay peanut u get monkey. top young talents won't settle down with peanut salary, they rather go to spore or any developed country. end up all the one taking the jobs are average joe.

seniors must get more?
stop kidding yourselves

perform and demand... dont bargain just with years of experience
u know why we are in this glut? because ppl still think its ok to pay grads 2.5k
and its average for 3 years experience to earn 5k (my reportee is earning 3 times that amount with 3-4 years experience)

so wake up... ask for more if you are performing
if you have the ability, ask for more
don't rely on years of experience!

Job Title : Development Manager
Job Desciption : Manage development projects
Years spent in company : 10 years
Age : 36
Industry : Manufacturing, Electronics
Tenure : Permanent
Employment Level : Experienced
Experience before joining : 3 years in subcon manufacturing electronics
Highest paper qualification/ education background : Masters
Salary : <RM 10,000
Location: Melaka

an example where experience doesn't count much.
but i do think that it's a matter of which department/which boss u report to.

boss act like jibby (want loyalty > smart) sure pay peanuts.

oh, there's another factor always used by HR "Melaka low-cost of living mah.."
yes it's true, if your uncle auntie pakcik makcik ancestor all based in Melaka.

This post has been edited by pokchik: Sep 8 2015, 11:43 PM

actually i feel we need to put in our effort to learn. gen y nowadays need to also take a step back and self examine, can I really just demand a high salary, etc?

my hod once told me, you're paid to learn and I it will be paid off if i'm a quick learner and performer. which i agree. i learned a lot in the good few years there.

true enough, i doubled my salary in about 3 years time. tripled in about 5 years plus. so............

I am working in KL and I had been working in IT MNC like IxM and Hewlxtt Pxckard for number of years. I am Gen X when I join the IxM as fresh grad and I leave Hx the fresh grads were occupied by Gen Y.
.
My own personal opinion. Gen Y is generally creative than previous Gen and they tend to think of the box too. There are many fresh ideas from Gen Y which might be or might not be accepted by company. Gen Y open to speak their thought out freely and communication is better as well. However there are few things I discovered myself where there are comment weakness of Gen Y.

1. Careless - Working on the task is quick but less precise.

2. Less hardworking - Gen Y always emphasize on work life balance no matter in what situation. Thanks to Airasix always has promotion and Gen Y are more enjoy their life in travelling than working. I almost find none of the Gen Y willing to share the workload of other colleagues and they claim it was not inside their responsibility.

3. Less considerate - Gen Y commonly found as much ego compare to Gen X or earlier. They can argue and talk loud and rude to their senior or leader without considerate other's feeling.

4. Demanding - I am wondering how the fresh grad or Gen Y junior dare to ask for high salary or increment when they are yet to prove their performance to the employer. I have met few Gen Y asking for more than 8% increment where their KPI is average or below but even the better KPI worker is getting about 6%.

We are not saying to pay fresh grad at RM1500 but not as high as somewhere RM3000, have to be realistic figure for inexperience person. If fresh grad thinking to pack their bags to go SG it is up to them. There are many people went to SG earning big exchange rate to enjoy better lifestyle which is good thing. However my advice to those who ambitious may think twice before moving to SG as the corporate ladder for Msia is least when come to think there are many elite from SG, MY, China, Philippines, Thailand, Japan, Korea, HK, Taiwan etc countries. Many of the management posts are held by either SG people or Caucasian. There maybe 70% of Msia end by earning average of 5-7k (at least degree holder) till their retirement age and yet still stuck at senior officer role. In SG there is very least opportunity to become entrepreneur even a small retail shop, the competition is intense and small enterprise or small player unable to survive as few big players capture the whole market.

FYI, there are many big corporate or listed companies in Msia paying more than 10k salary for manager or senior manager role. For director level the remuneration can be anything more than 20k per month excluding bonus. Beside if individual want to self-employ, there are opportunities to become entrepreneur but it subject to condition such as capital, location (much bigger than SG), products etc.