Just a simple question for HR to ponder:
Given the example that my last drawn salary was SGD 10k per month. If I come back to work in Malaysia and being asked the payslip, should I request at least RM 30k to get the equivalent pay (not even increment of 1% for me) from my last drawn salary?

This post has been edited by abc2005: Nov 6 2018, 10:22 AM

That's the fallacy of asking for payslip. It won't work all the time in HR favour lol.
Anyway most of the companies in the world are practicing this unhealthy SOP. It's give and take situation but we always have choices to take or leave it.

And my experience is that other than the top posts of VP/GM/C-level who happened to stay longer in a company, most of the talented and capable workhorses (so-called the cogs in the wheel) will jump frequently to get to their intended salary target, with or without payslip-sharing to HR.

It's open secret that companies tend to have dual standards for different level of staff. As mentioned earlier in this thread, the higher you are, the more flexible your negotiation is. The sad truth is that there are even different sets of rules for foreign expats and local team.

That's why the payslip isn't relevant in getting the best candidates. Just stick to the budget. The candidate will understand about the pay cut.

Telling the HR won't work. They are just doing their jobs according to the policies.
Telling the big boss or C-level might work, provided they can vouch for us.

Unfortunately, most candidates won't have this leverage. So the most viable way would be to constantly looking out to test the market, regardless of payslip, which is what most of the employees are doing.

So the deduction I can find from what I see - jump your way to the top, not work your way to the top, if this is what the current market wants.

Loyalty is another issue for another day. But since the job market values payslips and skillsets, loyalty won't be a factor in consideration.

By the way, loyalty scheme won't work in today's market trend, especially those in tech sectors.

Another fine example about loyalty bXXXsXXt that most HR touted would be about VSS/MSS/FSS(forced separation scheme) within a company. What can loyalty do in this situation? I can be a loyal staff that spent 10 years and yet got dismissed because I don't fit in the cmpany's grand scheme.

It works both ways.