I wonder what is the dress code in lyl, in tpm seems like the staff can wear whatever they want

For those who asking the working environment there, you might need to reconsider your choice.

Also head count downsizing is on-going until 2018.

Even you are permanent doesn't mean you are on the safe side.
You might not be aware what happen on last cycle.

For your reading pleasure

Standard Chartered Bank to Raise $5.1 Billion and Cut 15,000 Jobs

http://mobile.nytimes.com/2015/11/04/busin...ts-capital.html

This post has been edited by say_it: Aug 27 2016, 10:11 AM

You got selected in this cycle for year 2017 ? Do they offer you MSS which compensate you accordingly ?

When the main objective to reduce workforce from CEO is to reduce the cost, it doesn't make sense to reduce local talent but keep Indian expat.
They are much more expensive compare to local talent. They can do the same job in Chennai but with much lower cost.
Even Malaysia labor law is ask the company first to reduce expat.

For your above statement I'm totally agree, especially the aneh neh part


For those ppl considering this company,
when you're as a local talent in a team full with aneh neh including your superior even your direct report is local but their boss still aneh, you will always in the bottom when come to their performance rating.

Local talent is just there to fill up their local talent quota. When there is a workforce reduction cycle, you're the one who scarify.

I believe a lot of local know the truth and they are facing the situation of very hard to find local talent to fill up the req now.

This post has been edited by say_it: Feb 9 2017, 12:53 AM

I believe it is for their GIS department, GIS half of them aneh clan but still have a bunch of locals there.

While most of their senior management are aneh clan even those top management in SG, that's the reason.
The highest one in UK make the strategy for cost cutting and transformation is the correct way. But the one who execute the strategy one is aneh clan and it end up become like this.

Those hiring is to fill up the previous MSS head count and those ppl left after saw those being MSS for unacceptable reason.

Agree on the good teams and bad teams, but good teams are very less.

The reason who joining good teams didn't singing praises online could be they still in the company, there are policy can't comment much on public forum.


Changing the priority over the night is one thing, but the main problem is when dealing with chennai clan either your peer or superior.
It make the thing worst when come to collaborate for delivery the work to meet the dead line.

There are few type of ppl in there:
who work hard but didnt do boot licking - those ppl are the one who do the work while treated unfairly when come to reward or need head count for MSS.
who boot licking those aneh clan - those who can either move up the ladder in a fast pace or didn't get much reward but in the safe side.
aneh clan - some work hard but some are not, they got most of the reward.

Actually grade H can go much more higher. But the thing is no local candidate willing to take the offer, they are now hunting aggressively for local talent to meet the minimum requirement for local talent headcount in the team. They now even have walk in interview to hunt for local candidate