Job Title : Production Exec
Job Desciption : Processing
Years spent in company : 0
Company : -
Industry : Engineering
Tenure : 0
Employment Level : -
Experience before joining : 0 yrs experience
Highest paper qualification/ education background : PhD
Income : SGD 4400
Location: SG
Age: 29

I am freshie considering the fact that I have 0 years of working experience. Am I overpaid/ underpaid based on my credential?What is the PhD salary scale usually

Job Title : Application Developer
Years spent in company : 1 week
Company : SME
Industry : IT
Tenure : Permanent
Experience before joining : 1 year
Highest paper qualification/ education background : MSc
Salary : SGD 3000
Age: 25

Is this salary consider average?

Job Title : Data Analyst
Job Desciption : Retail
Years spent in company : 1
Company : The Reject Shop
Industry : Retail
Tenure : 1
Employment Level : Executive
Experience before joining : 3 years
Highest paper qualification/ education background : Degree Holder
Income : AUD 80k/annum
Location: Melbourne

Visa expired =() Now looking for job in malaysia

do note that TAX is very high in australia... usually 30-40% of your current annual salary

Not fresh grad (0 years of exp), considered junior exec (1-2 years of exp).

Yes, it's odd, coz we're taught from young to study hard, graduate, work to the top & retire. That's how most people are trapped in the rat race, coz we follow the definition of success that is taught by our parents, the media and the society, without asking ourselves whether it's what we really want. Hence, a lot of people have Monday blues, hate their jobs, job hop a lot, work like a robot, etc.

The corporate lattice model was first introduced in 2010. My career moves are linked to a preceding concept called mass career customisation (introduced in 2006). There are books on these two concepts, which are explained in detail with examples.

Anyway, here are some articles for people to read and think:
Why Climbing the Corporate Ladder Is No Longer The Ultimate Goal
Why You Should Consider A Horizontal Career Move
The Benefits of Horizontal Career Growth vs Verticial Career Growth
Ladder vs Lattice: Why Horizontal Career Moves Can Help You Climb Higher, Faster

Another interesting read is this:
Identifying Your Job Niche with Blue Ocean Strategy

From the article, "A blue ocean strategy is simply positioning yourself so uniquely that you don’t have any competition. In other words, you separate yourself from the crowd by offering a different type of value to the hiring manager."

Like I shared earlier, I'm the only one getting hired. The job ad was posted after I was hired. I didn't need to compete with any job seekers. On the 5th day after the job was posted, there were about 30+ applicants. 30 days later, 100+ applicants. For lecturing job, there were about 300- 700 applicants. Imagine skipping all that competition and frustration, and get hired directly within a month.

Anyway, thanks for reading and replying. I'm just sharing a new way of looking at things for people to reevaluate their career & life. 

Agree.

However, you can always make yourself more difficult to replace so that your company will think twice before kicking you out (due to downsizing or office politics etc), and even if the company kicks you out, you will have no fear coz there's a new job waiting for you-- the competitor is more than happy to hire you, or you are smart enough to start your own.

Yes, you can replace the CEO, but it may come with a heavy price. A very good example of this is the case of Steve Jobs. Some bit of Apple history here:



The blue ocean strategy doesn't totally eliminate competition, but it can significantly reduce the amount of blood shed while fighting for $$$ and opportunities in the real world. Another example is AirAsia, if you want a local one. Yes, you can have another low cost airline to replace AirAsia, but is it easy to do so? How much time will it take? How much will it cost?

Another 2 local examples are Mydin and Mr DIY.

Mydin started as a small wooden kedai runcit in Kelantan by a poor Malay family, but decades later, it's now called MYDIN Mohamed Holdings Berhad with an annual turnover of about RM3 billion. Mr DIY started its business in 2005, and now, 12 years later, 300 stores and explanding to Brunei and Thailand. Its annual revenue is RM 1 billion+.

The same strategy can apply to your career and at workforce. You can make yourself unique (highly specialised at work; award-winning; consistently high KPI; proven track record with rich experience) that it's hard to replace you. Only dumb companies will throw away elite staff to hire those substandard ones (unless there are really some serious issues). There are some employees that companies need to protect (known as "core employees") coz they are the cash cows. Companies can't just simply fire/dismiss/retrench them without milking them first, and even if companies do, they need to make sure the new cows can produce the same quality and amount of milk as the old cows do.

Lastly, what do AirAsia, Mydin and Mr DIY have in common? Low cost, high value.

That's what consumers love...  and employers love too.
This is called value innovation in the blue ocean strategy.

indeed, at least a couple of years late. at the age of 30 or early 30s, many have already break into the middle management level already with salary breaching 5 figures or should be close already.

but it's never too late. however, on your asking salary, no one can judge whether 20% is fair or not, only the potential employers and yourself. so it's up to you. if you think you're good, you can even ask for more.... like 30-40%?

Not really at worst, but it's pretty common. Overachievers usually achieve this before 30