Talent Guide 2023 - ENG PDF

Employee Expectations:
Salary, Bonus and Welfare
By Navigos Group
www.navigosgroup.com | www.vietnamworks.com | www.navigossearch.com
Aa
Talent Guide
Navigos
Table of
Group Search
Content
01.
Overview
02
02.
Salary scale, bonus, and welfare regime of
11
employees in 2022
03.
Close-up perspective of candidates on the labor
14
market in 2022
04.
Expectations of employees in 2023
17
%
05.
Realistic market perspective from Navigos Group
25
06.
Detailed salary scale of the industries 34
Group
02
01 Overview
1.1. Corporate Profile
03
1.2. Message from CEO
04
1.3. References
05
1.4. Disclaimer of reliability limitation
06
1.5. Information from survey participants (company 07
nationality, working location, company size, business

model, current job position).
1.1 About the company 03
Navigos Group VietnamWorks Navigos Search

Navigos Group is a leading service With over 5.5 million monthly visits, Navigos Search is a leading
provider for human resources in VietnamWorks is the leading and recruitment service provider in
Vietnam, our mission is to help job longest-running job site in Vietnam. Vietnam. Our greatest strength is a
seekers and companies achieve their Every day, we bring countless new jobs team of experienced recruitment
dreams through professional to nearly 5.5 million experienced consultants with expertise and in-depth
recruitment services. Our ecosystem candidates and always pioneer in knowledge of each industry. We are also
includes www.VietnamWorks.com - providing the best recruitment pioneers in applying technology to the
The largest online recruitment portal solutions for more than 60,000 recruitment process to help customers
and Navigos Search - the leading companies, most of them are recruit most efficiently and quickly.
recruitment service in Vietnam.
multinational corporations and leading With advanced systems and processes

branded companies in Vietnam. shared by en Group, we aim for a new
VietnamWorks' huge database of position in the talent-hunting market in
experienced candidates and reputable Vietnam.
employers is a valuable asset in the

competitive recruitment market in
Vietnam.
1.2 Message from CEO 04
Message from CEO
Dear Valued Customer,
The first 10 months of 2022 witnessed positive signs in terms of socio-economics growth.
In the field of labor and employment, according to a report of the International Labor Organization (ILO) published on
October 6th 2022, with developed economies the demand for labor has been increasing while “The Great Resignation”
still happens. This situation leads to an imbalance in the labor market where the number of vacancies exceeds the
number of candidates.
The general picture of the Vietnam labor market in 2022 has many bright spots. The labor force tends to increase
rapidly and sustainably. Workers and employees are also witnessing converts in job demands and expectations.
Capturing the actual state of the current labor market, Navigos Group has conducted a survey, researched, and created
salary reports with diverse information to bring multidimensional perspectives to support businesses and employees in
the following period.
The 2023 Talent Guide will give an overview of the salary scales of various occupations in 2022. And the employees'
expectations from their salary, bonus, and benefits in 2023. Navigos Group desires to bring customers new perspectives
to build strategies to recruit and retain talent. Simultaneously, we support employees to grasp the recruitment trends
for the best preparation in the upcoming career development journey.
Sincerely,
Gaku Echizenya
CEO Navigos Group

1.3 References 05
CREATING ADVANTAGES FOR BUSINESSES IN Grasping the real-time payments market, businesses are able to develop effective hiring
RECRUITING AND RETAINING TALENTS strategies
SUPPORTING SALARY SCALE ADJUSTMENTS BASED The Salary Report helps companies adjust salaries and offers attractive benefits packages
ON CURRENT MARKET
for employees and potential candidates.
Businesses without a wage structure may effortlessly and systematically adopt one with the
BUILDING SALARY STRUCTURE
aid of Payroll Reports.
ACKNOWLEDGING THE SALARY OF COMPANIES Recognizing competitors and firms operating in the same market will help businesses
IN THE SAME INDUSTRY
prepare better plans for the future of human resources.
GET USEFUL DATA FOR HUMAN MANAGEMENT IN THE The Navigos Group Talent Guide will provide additional information including factors that
ORGANIZATION
lead to employee loyalty to the company, decision to leave the business and employee job
satisfaction. There is a lot of other valuable information for the human resources department
to plan a sustainable development strategy.
1.4 Disclaimer of responsibility 06
The information in the report is based on an analysis of responses from more than 4.170 survey respondents.
In addition, the data showing the salary for a working position is referenced from corporate recruiters who are customers of Navigos Group. Please note that the
figures illustrated in this survey are base salary, excluding bonuses or other benefits.
Although the report has been collected and analyzed with the utmost detail and transparency, it is not representative of the entire market. Navigos Group's
2023 salary report is for reference only. All information in the report may not be reproduced, whether in whole or in part, without the explicit authorization of
Navigos Group.
1.5 Information for survey participants 07
Company nationality
Company nationality
Regarding nationality factor, most of the respondents
work at Vietnamese companies, from companies with Australia 0.32%
Vietnamese nationality, accounting for 78.11%.
Thailand 0.61%
Followed by Japanese companies (accounting for 5.9%), Singapores 0.84%

South Korean (accounting for 4.1%), the American
(accounting for 3.12%), Chinese (accounting for 2.48%), Other 1.18%
and some employees are working in multinational
China 2.48%
companies (4.52%)...
US 3.12%
Korea 4.1%
Multinational 4.52%
3 4 6
2
Japan 5.9%
77
Vietnam 78.11%
0% 20% 40% 60% 80%

Firm size
Firm size
When asked about company size, more than 1,000 to lower than 3,000 Under 100 employees
half of the respondents are from small and
13,06% 29.38%
medium-sized enterprises (SMEs). Specifically,
small companies with the size of "under 100
employees" are the preferred option with the
From 500 to less
rate of 29.38%, accompanied by 27.45%

than 1,000
corporations with sizes from 100 to under 500.
13,74%
Businesses with a size of "3,000 or more" 75 25
made up 16.37% of the list, and "from 500 to
less than 1.000" marked 13.74% were ranked
third and fourth respectively. Finally, the
company's personnel with a scale of "1,000 to
lower than 3,000" accounted for 13.06%.
3,000 or more From 100 to under 500

16,37% 27.45%
50
Age
Age
In terms of the age of respondents, the

majority of employees belong to Gen Y (1981 -
1996) with a rate of 69.28%.
Gen Y (1981 - 1996) 69,28%
The subsequence is Gen Z (1997-2009) at

19.03%, then, with 11.59%, Gen X (1965 - 1980)
were ranked 3rd in statistics. Particularly, the
Gen Z (1997 - 2009) 19,03%
remaining relative amount belongs to the
Baby Boomers (1946 - 1964).
Gen X (1965 - 1980) 11,59%
Baby Boomers
0,10%
(1946 - 1964)
0% 20% 40% 60% 80%

Current Job Level

Current Job Level
When asked about their current job rank, Experienced

55,33%
(non-manager)
more than half of the respondents are at the
level of "experienced (non-manager)”,
accounting for 55.33%. Second is the level of Manager 33,25%
"manager" with 33.25%.
The "Fresher/Entry Level", "Director and Fresher/Entry Level 4,98%

Above", and "Intern/ Student" were in the
minority with the rate of 4.98%, 3.80%, and
2.64% respectively.
Director and above 3,80%
Intern/Student 2,64%
0% 20% 40% 60% 80%

Career Fields Career Fields
Construction and Real Estate 11,23%

The respondents mainly work in 23
Information Technology and Telecom 9,34%
occupations. The most popular are Electronics 7,52%
Construction and Real Estate, Retails/ Wholesale 7,50%
accounting for 11.23%.
FMCG & Food and Beverage 7,13%
Banking 5,50%
Education 5,08%
Continuing to participate in the group Garment/ Textile/ Footwear 5,06%
of 5 fields with the highest number of Transportation/ Forwarding/ Logistics 5,02%
survey participants, respectively, Chemical/ Building materials & Packaging/ Printing/ Plastics 4,75%
E-commerce/ Online service & Fintech 3,55%

Information Technology and Telecom
Business consulting services 3,39%
(9.34%), Electronics (7.52%), Retails/ Manufacturing (JPD - IM) 3,07%
Wholesale (7.50%), FMCG & Food and Pharmaceutical 2,78%
Beverage (7.13%). Some other sectors Hospitality & Tourism 2,60%
Healthcare service 2,58%

accounted for a lower proportion such
Insurance 2,34%
as Banking, Education, Garment/ Automotive 2,32%
Textile/ Footwear, Transportation/ Financial services & Consulting 2,30%
Forwarding/ Logistics,...
Energy/ Renewables + Oil & Gas 2,28%
Agriculture 2,11%
JPD - Trading & Services 1,42%
Securities 1,14%
0% 2,5% 5% 7,5% 10% 12,5%

12
02
Salary scale, bonus,
and welfare regime
of employees in 2022
2.1. Top 10 factors affecting current salary and benefits regime 13
that employees receive (data collected through surveys)
2.2. Top 10 elements impacting an employee's motivation to

stay with a company (data collected through surveys)
14
2.1 Top 10 factors affecting current salary and benefits regime that
13
employees receive (data collected through surveys)
Top 10 factors affecting current salary and

benefits regime that employees receive (data TOP 10
collected through surveys)
Base Salary 18,11%
Given the information gathered, the welfare and salary

Private Health Insurance 13,58%
regimes of the survey participants mostly consisted of
Base Salary and Private Health Insurance Meal allowance 8,50%
corresponding to rates of 18.11% and 13.58%. These are
12 days of annual leaves 8.29%
reportedly the two most fundamental welfare regimes
in use by Enterprises that have been applied today.
Annual bonus 7,67%
Other welfare and bonus categories are also popular Phone allowance 7,05%
based on survey results, such as Meal allowance

More than 12 days of annual leave 6,58%
(8.50%), 12 days of annual leaves (8.29%), Annual bonus
(7.67%), Phone allowance (7.05%), More than 12 days of 24/7 accidental insurance 6,36%
annual leave (6.58%), 24/7 accidental insurance
Monthly incentives 3,91%
(6.36%),... depends on the nature of the job as well as
the needs of employees in each specific enterprise.
Quarterly incentives 3,16%
0% 5% 10% 15% 20%

2.2 Top 10 elements impacting an employee's motivation to stay with a company
14
(data collected through a survey)
TOP 10
Top 10 elements impacting an employee's
motivation to stay with a company (data Working Environment 11,21%
collected through a survey)
Salary 10,55%
Company Culture 9,56%

When asked about the factor of loyalty to the company,
Business Sustainability 8,05%
"Working environment" is the dominant choice with the
rate of 11.21%, followed by "Salary" at 10.55%, "Company Flexible Working Mode 7,27%
culture" with 9.56%, "Business sustainability" with 8.05%,
"Flexible working mode" with 7.27%,...
Company Reputation 6,19%
Executive Management Benefits 5,76%

The data indicate that today's workers pay a lot of
attention to working environment factors and corporate Career Advancement 5,61%
culture. Other material factors aren't a prerequisite role
Business Transparency 5,23%
in influencing an employee's decision to stick with the
current company.
Private Medical Insurance 4,94%
0% 2,5% 5% 7,5% 10% 12,5%

15
03
Close-up
perspective of
candidates on the
labor market in 2022
3.1. Actual income growth in 2022
16
3.2. The improvement of policies/ additional benefits 17
from the current company to the employees to

motivate working productivity and efficiency
3.1Actual income growth in 2022 16
Actual income growth

Actual income growth in 2022 in 2022
The salary rise from 5% to less than 10% is the dominant

From 5% to less than 10% 26,89%
choice with a rate of 26.89%. The unchanged salary
ranked second with a close rate of 23.29%. It was No change at all 23,29%
followed by "Less than 5%" and "From 10% to less than
15%" with the rates of 15.30% and 11.66% respectively.
Less than 5% 15,30%
From 10% to less than 15% 11,66%

Indeed, a lot of firms are still in the Covid-19 epidemic
recovery period, therefore they have not been able to From 15% to 20% 9,40%
apply a more attractive salary increase policy for their
No information given 7,25%
employees.
Over 20% 3,90%
Depends on the inflation rate 2,10%
Reduction 0,21%
0% 10% 20% 30%

3.2 The improvement of policies/ additional benefits 17
The improvement of policies/ additional

The improvement of
benefits policies/additional
benefits
As stated by the survey, firms mainly apply financial
policies such as salary, bonus, and allowance to create
work motivation for their staff. In addition, they also Salary, bonus, allowance
added many policies on flexible working mechanisms to
meet new trends of workers after the Covid-19
pandemic, including allowing remote work, increasing Flexible working mode
vacations, and hybrid working,...
Career Advancement
Other policies about training, healthy working
environment, technology application, etc... are carried
Working environment and Company Culture
out at enterprises. However, they are not frequently
shown in the survey result.
Technology application
Listening from the company
0 500 1000 1500 2000 2500

18
04
Expectations of
employees in 2023
4.1. Expectations of employees about changes made by

business in 2023: Salary and bonus policy
19
4.2. Occupational safety/ stability
20
4.3. Changes in other corporate policies
21
4.4. Employees' plan in the next 3 - 6 months 22
4.1 Expectations of employees about changes made by business in 2023:

19
Salary and bonus policy
Expectations of employees about changes

Expectations of
made by business in 2023: Salary and bonus
policy
employees
Salary will be increased steadily annually by 10% or more 45,62%
From the survey on employees' expectations of the The company has innovated and increased
17,93%
quarterly and annual bonus policies
current company's salary, bonus, and welfare policy,
Expect safety from the business, the business
"Salary will be increased every year by 10% or more" is remains stable when unexpected factors/ risks occur
9,28%
the choice that accounts for a high proportion of 45.62%,

Corporate culture expectations change, with an open and
accounting for nearly half of the answers.
candid environment for sharing information

7,82%
Regarding the allowances, employees expect the More benefits from collective activities, culture, art, tourism 5,50%
enterprises to have "Better benefits from team building There are additional allowances on public holidays
4,70%
activities, culture, arts and vacation" at 5.50%. They also and holidays during the year.
expect businesses to offer more paid holidays (4.70%) Increase in basic allowances (lunch allowance,
4,58%
and an increase in basic allowances (4.58%).
telephone allowance, etc.)
Bonus funds increased by about 10% 4,31%

The result showed that policies affecting income are the
top concerns and employees' expectations.
Other 0,27%
0% 10% 20% 30% 40% 50%
Expectations about salary Expectations about the job security/

and bonus policy
stability that the business brings

4.2 Occupational safety/ stability 20
Occupational safety/ stability Expectations of

employees
As stated by the survey, instead of salary, bonus, and
welfare, employees also place many other expectations on Salary will be increased steadily annually by 10% or more 45,62%
the business. Typically, they "Expect security from the
The company has innovated and increased
business, their career remains stable when unexpected quarterly and annual bonus policies
17,93%
factors/ risks occur" and "Expect a change in corporate
Expect safety from the business, the business
culture, with a transparent and openly shared information remains stable when unexpected factors/ risks occur
9,28%
environment".
Corporate culture expectations change, with an open and

7,82%
candid environment for sharing information
With the above survey results, it can be seen that
More benefits from collective activities, culture, art, tourism 5,50%
occupational safety and stability are also one of the
expectations of employees for businesses in 2023.
There are additional allowances on public holidays

4,70%
and holidays during the year.
The aforementioned expectations are easy to explain Increase in basic allowances (lunch allowance,
4,58%
because the trend of workers has changed. After Covid-19, telephone allowance, etc.)
they began to pay more attention to mental factors and Bonus funds increased by about 10% 4,31%
expect a happy career.
Other 0,27%
0% 10% 20% 30% 40% 50%
Expectations about salary Expectations about the job security/

and bonus policy
stability that the business brings

4.3 Changes in other corporate policies 21
1% 1%
8,8%
Changes in other corporate policies
After Covid-19, a finding is that workers will Concerning 'Working time' accounts for 8.8 %,
have more changes in their needs and employees want to reduce their weekly
expectations about work. Especially the working hours to regenerate their labor force.
modification of business policy.
They also want businesses to apply a flexible
working model to have the initiative in work- 60,2% 28,9%
The majority of workers/ employees, or 60.2%, life balance.
had high expectations for the "Working
environment," stated by the poll. Employees Regarding the working hours of the week,
expect businesses to have improvements and the survey finds employee expectation is that
changes in the working space. At the same the company will alter its weekly schedule
time, upgrade facilities, and infrastructure and implement its “Saturday off” policy.
and develop the technology.
In addition, other factors such as the Working
Besides, the factor of "Corporate culture" is model (hybrid, work from home) at a rate of Working Types Hybrid, Work from home
also a concern for employees. With a rate of 1% and 'Work requirements' and 'Reducing
28.9% of the total responses, the data indicate workload' (rate of 1%) are also expectations
Working Time Flexible/ Saturday off/ Less working hours
that the modern workforce has high from the employees.
expectations for converts to company culture. Listen to employees, more caring from the management,
Company Culture having improvements, clear internal communication, and
They expect listening and attention from the This result showed that the development of
more recognitions from the managements
business as well as improvement and the environment and corporate culture are
building a clearer and closer internal culture. becoming a more popular consideration. The Working Environment
Improvements on working environments, having changes
in workplace, upgrading on infrastructure and technology
At the same time, employees also have new working trend that permits a work-life
expectations of business leaders who can balance is one that current employees are
Working Requirements Less workload
recognize, evaluate and train employees.
rapidly adopting.
4.4 Employees' plan in the next 3 - 6 months
4.4.1. Factors to consider when changing jobs 22
Factors to consider when

changing jobs
Factors to consider
when changing jobs
Regarding factors that affect Salary 13,56%
Working environment 11,27%

changing job decisions, "Salary" and Company culture 8,14%
"Working environment" rank as the Career Advancement 7,33%
first and second reason with the Incentives/Bonus scheme 6,09%
percentage of 13.56% and 11,27%. Business Sustainability 5,96%
Flexible working mode 5,60%

Followed by "Corporate culture" with Title 5,43%
8.14%; "Promotion" with 7.33% and Hiring Manager 5,03%
"Reward Mechanism" with 6.09%.
Business transparency 4,27%
Company reputation 3,99%
More than 12 days of annual leaves 3,82%

It is shown that the two factors of Private medical insurance 3,55%
"Working environment" and Business strategies 2,69%
"Corporate culture" are becoming Overseas onsite 2,50%
employees' main focus. Because they Scope of work 2,45%
24/7 Accidental insurance 2,36%%

can contribute to improving work Intenational coverage medical insurance 1,89%
performance, as well as building Executive benefits 1,33%
employees' commitment to the Relocation package (Housing, Flight tickets, Gym, etc.) 0,85%
enterprises.
Stock Options/ESOP 0,67%
Staff loan 0,53%
Staff discount 0,35%
Salary Advance 0,29%
Other 0,04%
Working location 0,01%
0% 5% 10% 15%
23
4.4.2. Income level changes when changing jobs
Income level changes when changing jobs
Income level changes

when changing jobs
Respondents have high expectations of how their income

will change when changing jobs. The answer of “At least
30% increase” and “At least 20% increase” compared to
current income ranked first and second, accounting for Increase at least 30% average income 19,33%
19.33% and 19.18%.
Increase At least 20% average income 19,18%

Compared with the data on actual income growth in 2022
provided by respondents, most of these income increases Willing to negotiate 15,57%
ranged from "5 - 10%" or remain "Unchanged", the
expectations for an increase in income when changing jobs Can accept the same package as long as 13,66%
the opportunity is good
from 20% to 30% are quite high numbers.
Increase at least 15% average income 12,35%

However, there is still a part of workers who are "Willing to
Salary does not always matter, need to see
negotiate" about their income (15.57%) and "Accept the other aspect
11,12%
same salary, as long as it is a good opportunity" (13.66%).
This shows that other non-financial factors affect their job Increase at least 25% average income 8,72%
expectations.
Higher than the previous salary 0,07%
0% 5% 10% 15% 20%

24
4.4.3. Loyalty & Commitment
Loyalty & Commitment Loyalty & Commitment
Nearly half of the survey participants (accounting for I will not change the job unless I find
44,28%
44.28%) have no intention of changing to a new job unless another better one
they find more potential and better opportunities. 16.25% of
respondents would like to commit to the firms as long as As long as possible 16,25%
possible. And 6.75% of respondents chose to work at the
same company for around 1 - 2 years.
2 - 5 years 14,44%
To provide a clearer explanation, the psychology of wanting
to be sure and safe is having a lot of influence on workers,
Over 5 years 11,29%
especially in the context of the current changing economy.
Therefore, a long-term commitment to the job of
employees is now considered a popular choice.
As long as the company business goes well 6,99%
1 - 2 years 6,75%
0% 10% 20% 30% 40% 50%

25
05
Realistic market
perspective from
Navigos Group
5.1 Information Technology (IT)
26
5.2 Manufacturing
29
5.3 Japan Invested Companies 31
5.1 Information Technology (IT) 26
5.1
Information
Technology (IT)
5.1.1. Market Overview
After the Covid pandemic, the Information Technology (IT) the limited supply of human resources in the country, company and thereby closely connect with the organization.
labor market has undergone many changes and some Vietnam continues to be a leading destination to attract In addition, managers are also more aware of improving their
prominent trends have emerged in terms of working Vietnamese personnel with AI and Data experience abroad management skills to retain and inspire their team
models, technology, and corporate culture.
to join the labor market with competitive remuneration. members.
Besides, the number of recruiting Full stack positions with

In the period of 2020 - 2021, due to the impact of the strengths in Back-end or Front-end also increased Besides the positive changes mentioned above, the IT labor
pandemic, companies in the IT industry as well as most significantly. As recruitment requirements increase, the market still has certain challenges. Despite understanding
other industries have switched to online working. However, competition to attract good employees also increases and the pressure coming from other businesses in the same
in 2022, according to Navigos Search's observations, companies need to have more flexible policies to attract industry, some employers are still lack of commitment
businesses in this field have become more flexible in talent.
throughout the recruitment process, leading to difficulties in

offering many working modes that are in line with attracting talents. The delay in interacting with candidates at
employees' expectations as well as meeting the pace of Before the Covid-19 period, important factors to retain each stage of recruitment reduces the attractiveness of the
business growth, project development and customer employees especially corporate culture had not been greatly employer brand and makes the business appear less
commitment. Accompanying this flexibility are concerns valued by IT companies. However, in 2022, the recognition of competitive in the eyes of potential candidates. Another
about ensuring labor productivity with remote corporate culture’s importance is considered a bright spot in challenge for employers and also for candidates is the gap
management mechanisms or assigning work through the recovery of the labor market in general as well as IT between the offered salary and the candidate's salary
technology applications. Some companies propose a companies in particular. Understanding the importance of expectations. In many cases, the employer offers a package
flexible working model with employees who have at least engaging with employees after the pandemic, the human that is lower or has no significant change from the
one year of working in the office, instead of applying this resources departments in these businesses have focused candidate's current income, leading to unsuccessful
mechanism to new employees.
more on building corporate culture through internal recruitment. From the candidate's side, salary and bonus are
activities such as team building trips, technical contest one of the prerequisite factors to influence the decision to
In 2022, the IT market has seen a strong growth in new within organization or also open to the public, regularly change jobs. However, this view will gradually change when
technologies such as AI and Data. Businesses with large organizing activities to take care of employees' mental non-financial factors such as corporate culture, working
customer data such as banks, telecommunications, and health. Some foreign-invested enterprises even organize a environment or management style play a larger role in the
retail recruit more staff with experience in this field. Due to
culture day to help employees better understand the job leaving decision-making process.
5.1.2. Recommendations for employers and employees
In 2023, Navigos Search (belong to Navigos Group) proposes the following recommendations for employers and employees (including Navigos Search candidates) as follows:
Employers Employees
Maintain and promote internal engagement activities which already are the The Covid-19 pandemic has changed the employees' mindsets to become more
strength of corporate culture. These activities do not only help employees to flexible and ready to improvise in crisis situations. Such flexibility will help
feel attached to the organization, but also help the organization to promote employees accept sudden changes and put themselves in the big picture instead
the employer brand more effectively of looking at every little detail. Keeping a calm mind and considering non-
financial factors in a new work environment will help them make more effective
Improve the leadership skills of management level. Previously, IT companies decisions. These factors can be the new product’s potentiality or the project
mainly focused on technical factors rather than the ability to effectively lead a sustainability or opportunities to work with advanced technologies and major
team. However, after Covid-19, most employers place a heavier weightage on partners.
this skill which is also a factor that encourage the leadership team to fully
develop soft skills alongside their technical expertise When the labor market has many unpredictable fluctuations, the employees need
to put themselves in a well-prepared state by actively equipping themselves with
Employers should improve or shorten the recruitment process to ensure the vital soft skills such as communication skills (including Vietnamese and English),
recruitment speed while building a positive experience and professional image leadership skills and staying constantly updated with new technologies. The focus
in the eyes of candidates on personal development will help the employees to improve their status and
value in the eyes of current employers as well as new employers when they decide
Employers also need to ensure fast access to new labor market trends through to go for new opportunities. In addition, these skills should be demonstrated
various channels such as industry networks, media channels or recruitment through resume writing and relevant experience for the applied position should
service companies. From there, an ability to timely adapt to these trends is be highlighted well.
required.
5.2 Manufacturing 29
5.2
Manufacturing
Vietnam's industrial manufacturing industry has Employers

experienced a year of fluctuations. Production activities
have prospered again in the first three quarters of 2022, Hybrid working and work flexibility is a trend that continues to be applied in many businesses after Covid. For
bringing numerous job opportunities. Due to the drop- manufacturing enterprises, hybrid work will be more difficult to apply due to job characteristics. However, many
off of orders from key markets in the US, Europe, and businesses seek to apply a part with some indirect departments such as human resources, finance, administration,
China, the manufacturing PMI Index in December 2022 supply chain management, etc. to create more convenience for employees
was at the lowest point since the 3rd quarter of 2021. Building corporate culture and employer branding are what companies aim to or are implementing to retain
Simultaneously, there is the sharpest decline in job employees
demands during the past 14 months.
For enterprises that haven’t or have been affected by the order reduction, it is also an opportunity to find good
employees from other firms that may have been difficult for them to recruit before using
According to forecasts, there are still potential adverse For enterprises forced to lay off employees, retain key personnel, if possible. They should be the key factors to help
factors in the world market in 2023, likely to recover from them to restore production and training when the production returns to normal. At the same time, the company
mid-2023. That also means opening prospects for can deploy training and personnel development programs while stopping or suspending production to prepare
Vietnam in the following year. Besides that, Vietnam for the return when the company has ordered.
achieved more than 22 billion USD in attracting FDI and
more than half of this is for the manufacturing industry.
Optimistic perspectives can be potential if these
Employees
investments can be implemented. It can accelerate
Vietnam's economy in general and particularly the
Continuously learning, cultivating knowledge, using technology proficiently, and being ready to adapt to change is
manufacturing industry. The FDI sector accounts for
what many workers aim for in the new era
more than 50% of the total industrial production value
Building a personal brand, and a reputation in the workplace will help employees open more opportunities for
and more than 75% of the total import-export turnover
themselves
in 2022, directly and indirectly creating jobs for about 12
For employees who lost their jobs, take advantage of learning and improving skills and skills to cope with the new
million Vietnamese workers. These are also factors that
situation.
bring a positive perspective to the Vietnamese labor
market in the coming time.
5.3
Japan Invested
Companies
Vietnam was ranked #7 in “Start a Business Rankings” In the past, Japanese businesses tended to focus on the However, the recruitment stages are carried out for a long
(voted by U.S. News). Vietnam's economy grew 8.02% in Japanese segment – in terms of the partnership, time due to the typical characteristics of Japanese
2022, the fastest annual pace since 1997, backed by choosing targeted customers, etc. In the past year, the enterprises: they require the harmony of many factors
strong domestic retail sales and exports, but is facing number of jobs for Korean and Chinese/Taiwanese from the candidates such as work experience, age,
headwinds from a global slowdown. These indicators are nationalities was about 40% compared to the number of gender, personality, career orientation, etc. Meanwhile,
positive signs for the Vietnamese labor market in 2023.
jobs for Japanese candidates, most of which are Sales candidates have many choices in the market, so there are
positions. It is indicated that Japanese businesses have many cases where employers "lose" good candidates due
The Covid pandemic has enabled businesses to come up "opened up" more in their business orientation, not only to the long recruitment process. If the process is
with innovative initiatives and solutions in terms of focusing on Japanese customers but also penetrating shortened, surely Japanese businesses will recruit more
business orientation, business management models, Korean and Chinese markets.
effectively, whether directly or through recruitment

working methods, different ways to engage employees agencies like Navigos Search.
with the company, etc.
In the second half of 2022, when being asked about

recruitment needs, nearly 90% of businesses expected to Another challenge often found in Japanese businesses,
Currently, many businesses are very familiar with the maintain or even increase recruitment activities to occurring more often than in other businesses, is that the
hybrid working model, online interviews or meetings, acquire talents. The number of vacancies coming from offered salary is not attractive, sometimes equal to or even
optimizing organization structure, and cutting Japanese enterprises is about 70% of the recruitment lower than the candidates’ current salary. In recent years,
redundant positions. In the past year, the hybrid working demand in the first phase of the year. This is a relatively the wage growth in the market has increased fast, partly
models, medical benefits, and Covid support have positive signal for the labor market after more than a because of inflation, but mostly because workers have
become attractive benefits for employees. These trendy year of returning from the Covid epidemic.
more opportunities, technology, and a higher sense of

solutions are also a new point for traditional businesses developing skills. If Japanese enterprises have not caught
like Japanese companies.
Contrary to the "trend" of mass layoffs from technology up with the salary growth rate in the general market, the
giants, most Japanese businesses maintain or even difficulty in attracting talented people is an obvious result
recruit more.
at the moment, but more importantly, it will quickly affect

the quality and efficiency of the company’s personnel in
the next 1-2 years.
In 2023, Navigos Search (belong to Navigos Group) proposes the following recommendations for employers and employees (including Navigos Search candidates) as follows:
Employers Employees
To maintain the competitive advantage in attracting talented people in When choosing a Japanese enterprise to stay and dedicate to, employees
the current labor market, Japanese businesses need to consider and revise often clearly identify the good points of Japanese corporate culture which are
the salary range for employees, especially those who have more than 5 harmony, humanity, transparency, and stability. To get these things, workers
years of experience will sometimes be willing to trade off other factors. However, the employee
should have a frank discussion with the employer before accepting the job, to
In addition, Japanese businesses need to lean and standardize avoid the consequence of changing the decision too shortly after joining.
recruitment steps, shorten the waiting time between each interview

round. Normally, in the market, the waiting time between interviews is 1-5 Faced with the risk of a global economic downturn, employees should put
days priority on self-improvement. Although working in a Japanese environment is
usually very stable and harmonious, do not forget to always hone your skills to
When investing in the Vietnamese market, Japanese businesses need to be ready to cope with changes that may come at any time. Stability is good,
understand more about Vietnamese culture and workers' motivation but that doesn't mean you can stop learning.
when choosing jobs. For Japan, the candidates can stay with one company
up to several decades, and employees who change companies may
receive new salary lower than the previous one. However, this does not
apply to the labor market in Vietnam. Normally, the average salary rise
when changing jobs at the same level is 10-15%, and 15-20% if moving to a
higher level. Satisfaction with salary and other benefits, in any salary
survey, always ranked in the top 3 reasons for changing jobs of employees.
34
06 Salary Report 2023

(*) Unit: USD
Construction and Real Estat 35
Electronic 41
Information Technology and Teleco 46
Bankin 50
Garment/ Textile/ Footwea 56
FMCG & Food and Beverag 62
Educatio 66
Transportation/ Forwarding/ Logistic 72
Retails/ Wholesal 77
Automotiv 82
Chemical/ Building materials & Packaging/ Printing/ Plastic 88
Business consulting services 93
Pharmaceutica 98
Hospitality & Touris 101
Agricultur 108
Financial services & Consultin 112
Healthcare servic 114
E-commerce/ Online service & Fintec 120
Energy/ Renewables/ Oil & Ga 124
Insuranc 132
Japan Desk - Trading & Service 137
Japan Desk - Industrial Manufacturing (JPD - IM 141
Securities
146
6.1 Construction & Real Estate 35
6.1
Construction &
Real Estate
Ha Noi Ho Chi Minh

Department Level Min Max Min Max
Board of Management CEO/ General Director/ Managing Director 10,000 N/A 7,000 20,000
Entry level
350
600
350
600
Experienced/ Non-management
500
900
600
1,200
Admin/ General affairs Team leader/ Supervisor

800
1,500
700
1,700
Manager
1,000
2,400
1,000
2,000
Director/ Head of Department 2,500 4,000 2,000 3,500
800
1,500
350
600
Team leader/ Supervisor

1,000
2,000
600
1,200
Human Resources
Manager
1,800
5,000
700
1,700
500
2,000
500
2,000

1,200
2,200
1,500
2,200
Architecture/ Design
Manager
1,800
4,000
2,200
4,000

Ha Noi Ho Chi Minh

500
1,200
800
2,500

1,000
2,400
1,100
2,500
Business Development
Manager
2,000
4,000
2,200
4,000
650
1,500
800
1,000

800
2,000
1,100
1,800
Project Management
Manager
1,800
4,500
1,800
3,000
700
1,200
700
1,800

1,200
2,500
1,000
2,000
Cost & Contract

Manager
2,000
4,000
1,800
3,000
Entry level
350
620
350
750
Customer Services
Experienced/ Non-management 520 1,200 600 1,000
Ha Noi Ho Chi Minh

800
1,800
900
1,800
Manager
Customer Services 1,500

3,500
1,000
3,000
Director/ Head of Department
2,500 4,000 2,200 4,000
600
1,500
500
950

900
2,200
1,100
2,500
Financial/ Accounting
Manager
1,700
4,500
1,800
3,500
300
700
400
500

800
1,500
800
1,200
HSE
Manager
1,000
3,000
1,500
3,500
400
1,000
400
1,000

800
2,000
1,000
2,000
Investment
Manager
1,700
4,500
3,000
6,000

Ha Noi Ho Chi Minh

400
1,000
500
700

700
1,500
1,000
1,500
Legal & Compliance

Manager
1,500
4,500
3,000
5,000
200
650
300
500

500
1,300
500
800
Sales
Manager
1,500
4,000
1,000
3,000
Director/ Head of Department 3,500 10,000 3,500

10,000
Entry level
350
800
400
800
700
1,600
800
1,000
Marketing Team leader/ Supervisor

1,500
2,500
1,000
2,000
Manager
2,000
4,000
2,000
5,000
500
1,100
500
700

800
1,500
1,000
2,000
Property Management
Manager
1,300
3,000
2,500
5,000

Ha Noi Ho Chi Minh

500
1,000
700
1,000
Quality Assurance
900
1,600
1,000
1,500
(QA/ QC) Manager

1,500
3,000
1,500
2,000
700
1,200
500
700
Research & Team leader/ Supervisor

1,000
2,000
800
1,200
Development (R&D) Manager

1,800
4,000
1,500
3,000

6.2 Electronics 41
6.2
Electronics
6.2 Electronics 42
Ha Noi Ho Chi Minh
Entry level
300
500
400
500
500
700
450
800
Adminnistration
500
1,000
650
1,000
Manager 1,000 2,500 1,000 3,000
Entry level
300
500
350
500
300
500
500
800
Customer Service
700
1,000
800
2,000
Manager 1,200 2,000 1,000 3,300
Entry level
300
500
500
800
400
600
900
1,200
Engineering
800
1,500
1,300
2,000
Manager 1,500 3,000 2,000 5,000
Entry level
300
500
400
800
Finance/Accounting Experienced/ Non-management

400
600
600
1,200
Team leader/ Supervisor 800 1,500 1,200 2,500

6.2 Electronics 43
Ha Noi Ho Chi Minh
Manager
1,000
2,000
2,000
5,000
Finance/Accounting
Director 3,500 5,000 4,000 9,000
Entry level
300
500
300
600
400
600
500
1,000
Human Resources Team leader/ Supervisor

500
1,000
900
2,000
Manager
1,000
2,000
2,000
3,000
Director 3,000 5,000 3,500 6,000
Entry level
300
500
400
500
400
600
500
1,000
HSE
500
1,000
1,300
1,500
Manager 1,000 3,000 2,000 4,000
Entry level
300
500
300
500
400
600
500
800
IE/CI/Lean
500
1,000
2,000
3,500
Manager 1,500 5,000 3,500 5,000

6.2 Electronics 44
Ha Noi Ho Chi Minh

Entry level
300
500
400
500
400
600
600
1,000
Import/ Export
500
1,000
1,200
1,800
Manager 1,000 2,500 2,000 3,500
Entry level
300
500
300
550
400
600
500
1,000
IT
500
1,000
800
1,200
Manager 1,000 3,000 1,400 3,500
Entry level
300
500
800
1,000
400
600
1,500
2,000
Legal & Compliance

600
1,500
2,500
3,000
Manager 1,500 3,000 3,500 7,000
Entry level
300
500
300
600
400
600
450
1,300
Logistic
600
1,000
1,000
2,000
Manager 1,000 2,000 2,000 5,000

6.2 Electronics 45
Ha Noi Ho Chi Minh
Entry level
300
500
450
500
400
600
500
1,500
Maintenance
500
1,000
1,300
2,000
Manager 1,000 2,500 2,000 3,300
Aa
6.3 Information Technology & Telecom 46
6.3
Information
Technology & Telecom
Ha Noi Ho Chi Minh

3,000
12,000
5,000
12,000
Board of Management CEO/ General Director/ Managing Director

4,000 20,000 6000 20,000
500
1,500
800
2,000
Sales/ Business
Manager
1,200
4,500
1,500
4,500
Development
1,000
3,000
1,000
3,500
Expert
3,000
N/A
3,000
5,000
Data
1,700
4000
2,000
4,000
Manager 3,000 N/A 3,000 6,000
Entry level
400
1,000
700
1,200
700
3,000
1,000
3,000
Expert
3,000
5,000
3,000
5,000
Software Development
1,500
3,000
2,000
3,500
Manager
2,000
4,000
2,000
4,000

Ha Noi Ho Chi Minh

600
2,000
600
2,000
Financial/ Accounting Manager

1,500
5,000
1,500
5,000
500
2,500
500
1,000
Hardware/ System Manager

700
2,500
1,000
2,500
Entry level
300
800
300
800
500
1,800
500
1,800

700
2,000
800
2,000
Manager
1,300
3,000
1,500
3,000
400
1,200
400
1,200
IT support Team leader/ Supervisor

800
1,700
1,000
2,000
Manager 1,500 2,500 1,500 2,500

Ha Noi Ho Chi Minh

700
2,200
700
2,200
Legal & Compliance Manager

3,000
5,000
3,000
5,000
Director/ Head of Department 4,500 6,500 4500 6,500
Entry level
400
800
400
800
600
1,800
600
1,800

1,200
2,000
1,200
2,000
Manager
1,500
3,000
1,500
3,000
800
2,500
800
2,500
Product Development Manager

1,500
4,000
2,000
4,500
Entry level
350
600
400
1,000
Quality Assurance
500
2,000
800
2,000
(QA/ QC) Team leader/ Supervisor

1,000
2,500
1,500
2,500
Manager 1,500 4,000 2,000 4,500

6.4 Banking 50
6.4
Banking
6.4 Banking 51
Ha Noi Ho Chi Minh
600
1,500
800
1,500
Learning & Team leader/ Supervisor

1,000
2,000
1,500
2,000
Development Manager
1,500
3,000
2,000
3,000
650
2,500
700
1,500

1,000
6,000
1,500
8,000
Corporate
Manager
3,000
8,000
3,000
10,000
Banking
Expert
3,000
5,000
3,000
5,000
500
1,200
500
1,500

1,000
2,000
1,500
2,500
Customer Services
Manager
1,500
4,000
2,000
4,000
1,000
2,500
1,000
2,500
Data
Team leader/ Supervisor 1,500 3,000 1,500 3,000
6.4 Banking 52
Ha Noi Ho Chi Minh
Manager
2,500
5,000
2,500
5,000
Data Expert
3,000
5,000
3,000
5,000
600
1,500
1,000
2,000

1,000
3,000
2,000
3,000
Financial/Accounting Manager
2,000
6,000
3,000
6,000
Expert
1,800
5,000
2,500
5,000
600
1,000
800
1,500

1,000
2,000
1,500
2,500
Human Resources Manager

1,500
3,000
1,800
3,000
Expert
1,500
5,000
2,500
3,500
700
2,000
700
2,000
Information Technology Team leader/ Supervisor

1,000
2,500
1,000
2,500
Manager 1,500 5,000 1,500 5,000

6.4 Banking 53
Ha Noi Ho Chi Minh
Expert
2,000
8,000
2,000
8,000
Information Technology
800
1,500
800
1,500

1,200
2,000
1,500
2,500
Internal Audit
Manager
2,000
3,500
2,500
3,500
700
2,500
800
2,000

1,200
3,500
2,000
3,000
Legal & Compliance Expert

2,000
5,000
2,500
5,000
Manager
2,500
8,000
3,000
10,000
700
2,000
1,000
2,000

1,000
2,500
900
1,800
Marketing
Manager
1,500
6,000
2,500
6,000

6.4 Banking 54
Ha Noi Ho Chi Minh

500
1,500
800
1,500

800
2,000
1,500
2,000
Operations Expert
2,000
8,000
3,000
6,000
Manager
2,000
5,000
2,000
5,000
1,000
2,000
1,200
2,000

1,500
2,500
2,000
2,500
Products
Manager
2,000
5,000
2,500
5,000
800
1,500
800
1,500

1,000
2,000
1,500
2,500
Risk Management Expert

1,500
4,500
2,000
4,000
Manager
1,500
5,000
2,000
5,000

6.4 Banking 55
Ha Noi Ho Chi Minh
600
1,500
700
1,500

1,000
1,500
1,500
2,500
Retail banking
Manager
1,500
5,000
2,500
5,000
800
1,200
1,000
2,000

1,000
2,500
2,000
3,000
Transaction banking Expert

2,000
5,000
2,500
5,000
Manager
2,500
6,000
3,000
6,000
1,000
2,500
1,000
2,500

1,500
3,500
1,500
3,500
Capital markets
Manager
2,000
6,000
3,000
6,000

6.5 Garment/ Textile/ Footwear 56
6.5
Garment/ Textile/
Footwear
Ha Noi Ho Chi Minh

Entry level
300
700
300
800
650
1,200
500
1,200
Human Resources &

830
1,500
800
1,500
Administration
Manager
1,500
3,500
1,200
5,000
Entry level
300
800
300
800
650
1,200
650
1,200
Finance & Accounting Team leader/ Supervisor

1,200
1,600
900
1,600
Manager
1,800
3,500
1,500
5,000
Entry level
300
1,000
500
1,000
800
1,800
650
1,200
Legal & Compliance Team leader/ Supervisor

1,200
2,000
800
2,500
Manager
2,000
4,000
1,500
5,000
Director/ Head of Department N/A N/A 5,000 10,000

Ha Noi Ho Chi Minh

Entry level
300
800
350
800
Supply Chain (Sourcing, Experienced/ Non-management

600
1,200
650
1,500
Merchandising,
840
1,500
1,000
1,700
Purchasing, Logistics,
Warehouse) Manager
1,500
3,500
1,500
4,000
Entry level
300
800
300
800
Sales/ Business Experienced/ Non-management

800
1,500
500
1,200
Development/ Team leader/ Supervisor

900
1,800
1,000
1,500
Customer Service Manager

1,500
3,500
2,000
3,000
Entry level
450
1,200
300
700
900
1,500
600
1,500
IT Team leader/ Supervisor

1,500
2,200
1,500
2,500
Manager
2,000
5,000
3,000
6,000

Ha Noi Ho Chi Minh

800
1,500
650
1,500
Merchadising/ Sourcing Team leader/ Supervisor

900
1,800
1,000
2,000
Manager 1,800 5,000 2,000 4,000
Entry level
300
800
400
700
Costing Experienced/ Non-management

700
2,000
1,000
2,000
Manager 1,800 5,000 2,500 5,000
Entry level
300
500
300
800
HSE/ Environment/
700
1,200
1,000
2,000
Sustainable/ CSR
Manager 1,800 3,000 2,000 5,000
Entry level
350
1,000
400
800
1,200
3,000
1,000
3,000
Sample Development Team leader/ Supervisor

1,000
2,000
2,500
3,000
Manager
2,000
4,000
3,000
5,000

Ha Noi Ho Chi Minh

Entry level
300
800
300
800
700
1,200
500
1,500
Mechanic/ Maintenance
Manager
1,500
3,000
1,500
3,000
Entry level
350
700
300
600
900
1,800
500
1,500
Industrial Engineering
Manager
1,800
3,500
2,000
4,000
Entry level
300
700
300
600
700
1,500
700
2,000
QA
Manager
1,500
4,000
2,000
5,000
Entry level
300
800
300
1,000
800
1,200
500
1,500
Production Team leader/ Supervisor

1,000
1,800
1,000
2,000
Manager
1,800
4,000
2,000
5,000

Ha Noi Ho Chi Minh
Entry level
300
600
300
700
800
1,500
700
1,500
Lab
1,000
1,800
1,000
2,000
Manager 2,000 3,500 2,000 5,000
Aa
6.6 FMCG 62
6.6
FMCG
6.6 FMCG 63
Ha Noi Ho Chi Minh

4,000
13,000
7,000
15,000
Board of Management
CEO/ General Director/ Managing Director 5,000 20,000 12,000 20,000
Entry level
300
1,500
400
1,000
625
2,500
900
2,500
Financial/ Accounting Team leader/ Supervisor

1,075
2,500
2,000
4,000
Manager
1,500
8,000
3,500
7,000
300
1,200
300
1,000

900
1,800
900
2,000
Human Resources
Manager
1,300
4,000
2,000
5,000
Entry level
400
800
450
800
1,000
1,400
850
1,000

1,000
1,500
1,300
2,000
Manager
1,000
5,000
2,200
4,000

6.6 FMCG 64
Ha Noi Ho Chi Minh

Entry level
200
800
400
800
400
500
600
1,200
Operations Team leader/ Supervisor

500
1,500
1,000
1,500
Manager
500
3,000
1,500
3,000
700
2,000
700
1,500

700
1,500
1,000
2,500
Production
Manager
800
5,000
2,000
4,000
1,200
1,900
1,000
1,500
Purchasing Team leader/ Supervisor

800
2,000
1,500
2,500
Manager 2,500 6,000 3,000 10,000
Entry level
300
700
300
700
Research &
750
1,200
750
1,200
Development (R&D)
Team leader/ Supervisor 750 2,500 1,000 2,000
6.6 FMCG 65
Ha Noi Ho Chi Minh
Research & Manager

1,000
4,000
1,500
3,000
Development (R&D) Director/ Head of Department 1,200 7,000 3,000 8,000
Entry level
300
500
350
550
700
2,500
600
1,500
Sales Team leader/ Supervisor

800
3,000
1,800
2,000
Manager
1,000
5,000
2,200
4,000
Entry level
400
800
500
1,000
Supply Chain (Sourcing,

700
1,000
800
1,500
Merchandising,
1,000
1,700
1,200
2,500
Warehouse) Manager
2,000
5,000
3,000
5,000

6.7 Education 66
6.7
Education
6.7 Education 67
Ha Noi Ho Chi Minh

Entry level
250
500
300
500
500
1,350
700
1,200
Academics Team Leader/ Supervisor

850
1,500
1,250
1,500
Manager
1,200
2,700
1,600
3,000
Entry level
200
650
250
500
500
1,200
650
1,000
Admin/ General affairs

800
1,500
1,000
1,300
Manager 1,200 2,500 1,300 2,500
Entry level
225
500
250
500
400
1,000
650
1,000
Customer Service
700
1,200
1,000
1,300
Manager 1,000 2,500 1,300 2,500
Director (Department Head)

4,000
10,000
4,000
10,000
Board of Management
6.7 Education 68
Ha Noi Ho Chi Minh

Entry level
400
700
400
700
600
1,000
600
1,000
Admission/Student
800
2,000
800
2,000
Recruitment
Manager
1,500
4,000
1,500
4,000
Entry level
300
550
300
500
450
750
400
800
Market Research
700
1,100
700
1,200
Manager 1,000 2,000 1,500 2,500
Teaching - Teacher Experienced/ Non-management 450 1,500 500 1,500
Entry level
300
550
250
500
400
700
650
1,000
Customer Services Team leader/ Supervisor

700
1,000
1,000
1,300
Manager
1,000
1,800
1,300
2,500

6.7 Education 69
Ha Noi Ho Chi Minh

Entry level
300
700
300
700
450
1,000
450
1,000

800
1,700
800
1,700
Manager
1,500
2,500
1,500
2,500
Entry level
300
700
300
700
450
1,400
450
1,200

800
2,000
1,350
2,500
Manager
1,800
4,500
2,500
3,500
Khởi điểm: Mới ra trường/ Dưới 2 năm kinh nghiệm

300
800
300
700
Có kinh nghiệm/ Chưa là quản lý

650
1,200
450
1,250
Human Resources Trưởng nhóm/ Giám sát

800
1,800
1,350
2,500
Trưởng phòng
1,200
2,500
2,500
3,500
Giám đốc/ Trưởng bộ phận 2,000 8,000 4,000 7,000

6.7 Education 70
Ha Noi Ho Chi Minh

Entry level
250
600
300
600
400
850
400
800
Library
700
1,500
700
1,400
Manager 1,000 2,300 1,200 2,000
Entry level
400
800
400
500
650
1,200
600
1,000

1,000
2,200
1,100
1,800
Manager
1,500
5,000
2,000
3,000
Entry level
300
650
250
500
500
1,000
650
1,000

800
1,500
1,000
1,300
Manager
1,500
3,000
1,300
2,500

6.7 Education 71
Ha Noi Ho Chi Minh
Entry level
300
700
300
600
500
1,000
600
900
Research &
Development (R&D)/ Team leader/ Supervisor
800
1,500
1,000
1,500
Product
Manager
1,300
2,500
1,500
3,000
Entry level
300
700
250
500
650
1,200
650
1,000
Purchasing
800
2,000
1,000
1,300
Manager 1,700 3,500 1,300 2,500

6.8 Transportation/ Forwarding/ Logistics 72
6.8
Transportation/
Forwarding/ Logistics
Ha Noi Ho Chi Minh
Entry level
250
650
300
650
300
800
500
1,000

500
1,000
800
1,200
Manager 800 3,000 1,000 3,000
Entry level
350
700
350
700
480
800
550
900
Airfreight/ Seafrieght Team leader/ Supervisor

800
1,300
800
1,300
Manager
1,000
2,000
1,000
2,000
Manager
1,000
4,000
1,200
4,000
Board of Management Director/ Head of Department

900
5,000
2,000
6,000
500
800
500
800
Custom Team leader/ Supervisor

700
1,000
700
1,100
Manager 1,000 2,000 1,000 2,000

Ha Noi Ho Chi Minh

Entry level
300
500
300
600
350
800
500
1,000

400
1,000
700
1,100
Manager
700
3,000
1,200
3,000
Entry level
350
600
350
650
1,200
800
500
1,000

1350
1,200
900
1,500
Manager
800
2,500
1,500
3,000
Entry level
300
500
300
600
500
1300
500
1,300

750
1,500
800
1,500
Manager
1,200
2850
1,300
2,900

Ha Noi Ho Chi Minh
Entry level
300
500
350
600
Legal & Compliance Experienced/ Non-management

500
1,200
500
1,200
Team leader/ Supervisor 800 1,500 800 1,500
Marketing Team leader/ Supervisor 800 1,250 1,000 1,500
Entry level
350
650
350
650
500
900
500
900

650
1100
700
1,100
Manager
1,000
3,000
1,000
2,000
Purchasing Manager 800 2,000 1,200 2,800
Entry level
300
650
300
650
Shipping/ Trucking Experienced/ Non-management

750
1,200
700
1,200
Team leader/ Supervisor 1,000 800 1,000 1,500

Ha Noi Ho Chi Minh

Manager
1,000
3,000
1,000
2,500
Shipping/ Trucking
Entry level
300
1150
300
650

750
1,500
500
1,000
Merchandising,
2,000
4,000
800
1,300
Warehouse) Manager
1,000
4,000
1,300
2,800
Aa
6.9 Retails/ Wholesale 77
6.9
Retails/
Wholesale
Ha Noi Ho Chi Minh

Entry level
300
600
300
500
Admin/ General affairs Experienced/ Non-managementTeam leader/ 350

800
500
800
Supervisor 500 2,000 800 1,000
Board of Management CEO/ General Director/ Managing Director 5,000 21,000 7,000 21,000
Entry level
300
700
300
700
500
800
500
1,000
Business Development Team leader/ Supervisor

700
1,000
1,200
1,500
Manager
1,200
1,900
1,500
2,200
400
800
500
1,000
Customer Services
Manager 800 1,200 1,500 2,500
E-commerce (In-house) Experienced/ Non-management 800 1,200 1,000 1,500

Ha Noi Ho Chi Minh

Entry level
350
600
400
600
700
1,500
700
1,500

1,200
2,000
1,700
2,500
Manager
1,500
3,500
2,500
5,000
Entry level
300
600
300
500
600
1,200
600
1,000
Human Resources
1,000
1,500
1300
1,700
Manager
1,500
2,500
2,000
4,000
Director/ Head of Department 2,500 7,000 5,000 9000

700
1,400
1,200
2,000

1,000
2,000
2,000
4,000

Ha Noi Ho Chi Minh

Entry level
500
1,000
500
1,000
1,000
2,000
1,000
1,500

1,200
1,800
1,500
1,700
Manager
2,000
4,000
3,000
6,000
500
1,200
500
1,000

1,000
1,500
1,000
2,000
Operations
Manager
1,000
2,000
2,000
3,500
700
1,200
800
1,200
Purchasing Manager
1,000
2,500
1,500
3,000

Ha Noi Ho Chi Minh
Entry level
400
700
300
500
800
1,200
500
1,200

1,000
1,500
800
1,500
Manager
1,000
3,500
1,500
3,000
Entry level
250
500
300
500
400
800
700
1,200
Warehouse
600
1,000
1,200
1,700
Manager 800 2,000 2,000 3,000
300
1,000
500
1,200

1,000
1,500
1,200
2,000
F&B/ Banquet/ Kitchen Manager

1,500
3,000
2,000
4,000

6.10 Automotive 82
6.10
Automotive
6.10 Automotive 83
Ha Noi Ho Chi Minh
300
500
400
800
Admin
300
500
1,500
2,000
After Sales Service

Manager 1,000 2,000 3,500 4,000
Entry level
300
500
350
800
400
700
500
1,500
Engineering
700
1,000
1,000
2,000
Manager 1,000 4,000 2,000 6,000
Executive Management/

C-level
Entry level
300
500
300
800
Finance/ Accounting Experienced/ Non-management

400
1,200
600
1,200
Manager 1,500 4,500 2,000 5,000

6.10 Automotive 84
Ha Noi Ho Chi Minh

Entry level
300
500
300
600
Human Resources Experienced/ Non-management

500
1,000
400
1,000
Manager 1,500 4,500 2,000 3,000
1,000
1,200
1,300
1,600
IE/ CI/ Lean

Entry level
300
500
300
500
500
1,000
500
1,000
IT
600
1,200
800
1,200
Manager 1,500 3,000 1,400 3,500
Entry level
300
500
400
700
Import/ Export
Experienced/ Non-management 500 1,000 1,300 1,500
Legal & Compliance Entry level 300 800 300 800

6.10 Automotive 85
Ha Noi Ho Chi Minh
Entry level
300
500
300
500
500
1,000
500
1,500
Maintenance
1,000
2,000
1,300
2,000
Manager 1,500 2,500 2,000 3,000
300
500
500
1,200
Marketing/ Brand Team leader/ Supervisor

500
1,000
1,300
1,800
Manager 1,200 2,500 2,000 5,000
Entry level
300
500
300
500
500
1,500
600
1,700
Operations
Manager
1,500
2,000
3,500
4,500
Entry level
300
500
300
500
Production/ Planning Experienced/ Non-management

500
1,500
1,000
1,500
Manager 1,500 3,000 2,000 3,000

6.10 Automotive 86
Ha Noi Ho Chi Minh

Entry level
300
500
300
600
Purchasing/
500
1,500
400
1,300
Procurement
Manager 2,000 3,000 2,000 5,000
Entry level
300
500
300
700
500
1,000
500
1,500
Quality
1,000
1,400
1,500
2,000
Manager 1,000 2,500 2,000 4,000

500
1,500
1,000
2,000
Research & Development

Manager 1,500 2,500 1,700 3,500
Entry level
300
500
500
800
1,200
1,500
1,000
1,300

800
1,800
1,500
2,000
Manager
1,500
3,000
2,500
4,500
Warehouse Team leader/ Supervisor 500 1,000 500 1,500

6.11 Chemical/ Building materials & Packaging/ Printing/ Plastics 87
6.11
Chemical/
Building materials &

Packaging/
Printing/ Plastics
Ha Noi Ho Chi Minh

Board of Management CEO/ General Director/ Managing Director 5,000 15,000 7,000 15,000
Entry level
300
700
400
600
700
1,500
650
900
Human Resources &

900
1,800
950
1,500

Manager
1,700
4,000
2,500
4,500
3,000 7,000 4,000 6,500

Entry level
300
800
450
650
800
1,200
700
1,000

1,000
1,500
1,000
1,800
Manager
1,800
4,000
2,500
3,500
3,000 7,000 4,000 7,000

Entry level
300
700
500
600
800
1,500
700
900
Business Development/ Team leader/ Supervisor

1,000
1,800
1,000
1,500
Sales
Manager
1,500
3,500
1,500
3,800
4,000 8,000 4,000 8,000

Ha Noi Ho Chi Minh
Department Level Min Tối đa Min Max
Entry level
300
700
300
600

650
1,500
600
1,200
Merchandising,
Purchasing, Logistics, Team leader/ Supervisor

1,000
1,800
1,200
2,000
Warehouse, Customs)
Manager
1,700
4,000
2,000
3,000
700
2,000
700
2,000
IT support Manager
2,000
4,500
2,000
4,000
Entry level
300
700
400
500
600
1,500
600
900
Engineering
900
1,800
1,500
1,800
Manager 1,700 3,500 2,500 3,500

Ha Noi Ho Chi Minh

Entry level
300
600
N/A
N/A
600
1,300
800
1,200
HSE
1,300
2,000
1,400
1,600
Manager 1,500 3,500 2,700 3,000
Entry level
300
700
N/A
N/A
600
1,300
700
900
Lab
900
1,800
1,000
1,800
Manager
1,800
2,500
2,000
3,300
Entry level
350
700
400
600
600
1,600
650
1,000
Production
600
940
1,400
1,700
Manager 1,800 3,500 1,800 3,000

Ha Noi Ho Chi Minh
Department Level Min Tối đa Min Max
Entry level
300
700
450
600
500
1,300
600
800
Quality Assurance
(QA/ QC)
900
1,500
1,000
1,400
Manager 1,800 3,500 2,500 3,500

6.12 Business consulting services
92
(Legal, Management, Licensing, Media, Advertising)
6.12
Business
Consulting Services
93
Ha Noi Ho Chi Minh
Entry level
300
550
300
600
450
900
500
1,000

650
1,500
800
1,500
1,000 1,800 1,500 2,000

Manager
Entry level
300
700
300
500
400
1,200
600
1,200
Business Development Team leader/ Supervisor

800
1,900
1,200
1,800
Manager
1,200
3,000
2,000
3,000
2,000 6,000 3,000 6,000

Entry level
300
550
300
500
450
900
500
800

700
1,500
800
1,500
Manager
1,000
2,000
1,500
2,500
1,500 3,000 2,500 3,000

94
Ha Noi Ho Chi Minh

Entry level
300
600
300
500
600
1,000
600
1,000

800
1,700
800
1,500
Manager
1,200
3,000
1,500
2,500
2,000 6,000 3,000 6,000

Entry level
300
600
300
600
550
1,000
500
1,000

800
1,700
800
1,500
Manager
1,400
3,200
1,500
2,500
2,500 6,000 3,000 6,000

Entry level
300
650
300
600
400
1,000
600
1,000

800
1,800
1,000
2,000
Manager
1,000
3,000
2,000
4,000
1,500 8,000 4,000 10,000

95
Ha Noi Ho Chi Minh
Entry level
400
800
300
500
600
1,200
500
1,000

900
2,000
1,000
2,000
Manager
1,500
3,000
1,500
3,000
Entry level
350
800
300
500
550
1,300
500
1,000

700
2,000
1,000
1,500
Manager
1,200
3,000
1,500
2,500
Entry level
300
700
300
600
550
1,000
500
1,000
Operations
800
1,700
1,000
2,000
Manager 1,200 3,000 2,000 3,000

96
Ha Noi Ho Chi Minh

Entry level
350
800
2,000
3,000
500
1,200
300
500
Research &
Development (R&D)
800
1,400
600
1,200
Manager 1,200 3,500 1,500 2,000

6.13 Pharmaceutical 97
6.13
Pharmaceutical
Ha Noi Ho Chi Minh

2,500
10,000
5,000
10,000
Board of Management
Manager
1,500
4,000
1,500
4,000
Government Affair/
Regulatory Affair
500
3,000
700
2,500

1,500
4,000
2,500
5,000
Manager 2,000 7,000 4,000 7,000
300
1,500
1,000
1,500
Human Resources Manager

1,500
5,000
1,500
5,000

1,000
1,500
1,000
2,000
Lab
Manager 1,500 4,000 2,000 5,000
Ha Noi Ho Chi Minh

500
3,500
1,500
3,000
Marketing/
Manager
1,500
3,500
3,000
5,500
Group Product
800
2,000
1,000
1,500
Production Director/ Head of Department

4,000
5,200
3,000
5,000
Manager - Technical/ Maintenance/ QA/ EHS 1,000 4,000 2,000 4,000
Research &
Manager
1,000
4,000
2,000
4,000
Development (R&D) Director/ Head of Department 2,000 5,000 4,000 7,000
Entry level
300
800
400
800
500
2,500
1,000
1,500
Sales DM/ASM
1,000
2,700
1,200
2,500
Manager - RSM/ Senior DM

2,000
3,500
2,000
4,000
Supply ChainSourcing,
Merchandising,
Manager
1,500
3,500
3,000
7,000
Purchasing, Logistics, Director/ Head of Department 1,500 5,000 2,500

Warehouse 6,000
6.14 Hospitality & Tourism 100
6.14
Hospitality &
Tourism
Ha Noi Ho Chi Minh

Entry level
200
600
115
300
450
750
250
450
Customer Services
700
1,800
400
1,200
Manager 1,500 3,000 750 1,950
Entry level
300
600
115
300
400
1,000
200
465
Engineering Team leader/ Supervisor

850
1,800
525
1,200
Manager
1,500
3,000
850
1,100
Entry level
300
700
500
700
500
1,100
800
1.200
Financial & Accounting Team leader/ Supervisor

800
1,700
1,500
1,900
Manager
1,500
3,500
2,000
3,000

Ha Noi Ho Chi Minh
Entry level
200
700
115
300
500
1,000
250
450
Food & Beverage Team leader/ Supervisor

800
1,500
385
1,800
Manager
1,300
2,700
950
3,000
Entry level
300
700
115
300
500
1,200
250
450
Front Office
800
1,500
400
1,200
Manager 1,000 2,700 750 1,950
Entry level
250
700
250
500
500
1,200
600
800
Human Resources &

1,000

800
2,000
1,200
Admin
Manager
1,500
4,000
1,500
2,500
Director 2,000 7,000 2,500 4,000

Ha Noi Ho Chi Minh

Entry level
300
750
350
750
600
1,500
500
2,000
800
2,000
700
2,100
Manager 1,700 4,000 1,800 6,000
Entry level
300
500
150
400
500
800
350
650
Kitchen Team leader/ Supervisor

750
1,500
550
1,800
Manager
1,200
2,700
1,000
3,000
Entry level
300
600
300
600
600
1,500
500
1,550

1,200
2,500
1,200
2,700
Manager
2,700
4,500
2,500
5,000

Ha Noi Ho Chi Minh

Entry level
300
600
300
700
500
1,000
550
1,200
Leisure & Entertainment Team leader/ Supervisor

800
2,000
700
2,300
Manager
1,700
3,500
1,700
3,500
Entry level
350
800
250
850
700
1,800
600
2,100
PR Communications
1,500
2,500
1,700
3,100
Manager 2,000 5,000 2,500 3,500
Entry level
300
800
200
750
650
1,500
650
1,250
Purchasing
1,200
2,000
900
2,000
Manager 1,500 4,000 1,350 3,000

Ha Noi Ho Chi Minh
Entry level
300
650
300
650
500
850
450
900
Revenue Management Team leader/ Supervisor

700
1,200
700
1,200
Manager
1,000
2,500
1,100
3,000
2,000 4,000 2,000 6,000

Entry level
300
600
280
600
500
850
400
850
Room Division Team leader/ Supervisor

700
1,200
700
1,200
Manager
1,000
2,500
1,000
3,200
1,800 4,000 2,000 6,000

Entry level
350
800
500
700
600
1,300
800
1,000
Sales Marketing Team leader/ Supervisor

800
2,000
1,000
1,500
Manager
1,700
5,000
2,000
3,000
2,000 7,000 3,700 5,000

Ha Noi Ho Chi Minh

Entry level
200
500
115
400
500
1,000
350
900
Security
800
1,500
750
1,600
Manager 1,200 2,500 800 3,000

6.15 Agriculture 107
6.15
Agricul ture
Ha Noi Ho Chi Minh

3,000
15,000
5,000
18,000
Board of Management
700
3,000
500
600
Engineering Manager
1,200
4,000
2,500
3,000
450
950
450
950

800
2,500
1,500
2,000
Manager
1,200
4,000
2,000
3,000
Manager
1,000
4,000
1,500
3,000
HSE
(*) Note: N/R: Not Relevant

Ha Noi Ho Chi Minh

Entry level
300
600
500
600
400
650
600
700

500
2,000
1,500
1,700
Manager
1,000
3,000
2,000
3,500
5,000 7,000 3,000 7,000

Information Technology Manager 1,000 2,500 2,000 5,000

2,500
7,000
3,000
5,000
Legal & Compliance

Senior Consultant/Team leader/ Supervisor 1,000 2,500 1,500 2,500
Manager
1,200
5,000
3,000
5,000
Marketing
Plant Director
1,500
6,500
3,000
8,000
Plant
Plant Manager 1,200 3,000 3,000 6,000

650
1,500
1,200
1,500
Production Manager
900
3,500
1,500
3,000
Director/ Head of Department N/R N/R 3,000 7,000
(*) Note: N/R: Not Relevant

Ha Noi Ho Chi Minh

Purchasing Director/ Manager 1,000 5,000 3,000 5,000
Manager
1,000
3,000
2,500
3,500
Quality Assurance
(QA/ QC)
Research & Development Manager 1,000 3,000 3,000 3,500
(R&D)
650
1,000
600
700

800
1,500
1,500
1,700
Business & Development

Manager
1,500
4,000
2,500
3,500

6.16 Financial services & Consulting 111
6.16
Financial services &
Consulting
6.16 Financial services & Consulting 112
Ha Noi Ho Chi Minh
600
1,300
600
1,500
Audit & Tax Consulting Manager & Senior manager

1,200
2,000
1,500
3,000
1,000
2,000
1,000
1,500

1,400
2,500
1,500
2,500
Risk Consulting/
Assurance
Manager & Senior manager
2,000
4,500
2,500
3,500
800
3,000
1,000
2,500
Fund/ Investment/
Manager & Senior manager
2,000
7,000
2,500
3,500
Deals advisory
800
2,500
1,000
2,500
Legal Consulting Manager & Senior manager

2,000
5,000
2,500
5,000

6.17 Healthcare service 113
6.17
Healthcare
service
Ha Noi Ho Chi Minh

Entry level
200
500
200
500
400
800
400
800

500
1,200
500
1,200
Manager
800
2,200
800
2,200
Entry level
250
600
250
600
600
1,200
600
1,200

800
2,000
800
2,000
Manager
1,500
3,500
1,500
3,500
Entry level
250
800
250
700
Diagnosis Experienced/ Non-management

500
2,500
500
1,500
Manager 2,000 3,500 1,500 4,000

Ha Noi Ho Chi Minh
Entry level
300
700
300
700
600
1,300
600
1,300

800
2,000
800
2,000
Manager
1,700
4,000
1,700
4,000
Entry level
250
600
250
600
500
1,000
500
1,000

800
1,800
800
1,800
Manager
1,500
4,000
1,500
4,000
Entry level
300
600
300
600
Information Technology Experienced/ Non-management

500
1,200
500
1,200

Ha Noi Ho Chi Minh

Manager
1,700
3,500
1,700
3,500
Entry level
400
800
250
700
500
1,200
500
1,000

700
1,300
1,000
2,000
Lab
Manager
1,000
2,500
1,000
3,000
Entry level
300
600
400
800
400
1,200
700
1,200

700
2,000
1,200
2,200
Manager
1,500
4,000
2,000
5,000

Ha Noi Ho Chi Minh

Entry level
350
600
350
600
400
900
400
900

650
1,300
650
1,300
Manager
1,000
3,500
1,000
3,500
Entry level
300
700
500
800
500
1,000
700
1,300
Purchasing Team leader/ Supervisor

700
1,800
1,000
1,800
Manager
1,500
3,500
1,300
2,500
Entry level
300
700
300
700
Sales/ Business
Development Experienced/ Non-management 500 1,200 800 1,500
Ha Noi Ho Chi Minh


1,000
1,800
1,200
2,500
Sales/ Business
Development
Manager
1,500
3,000
2,000
4,000

6.18 E-commerce/ Online service & Fintech 119
6.18
E-commerce/
Online service &

Fintech
Ha Noi Ho Chi Minh

Manager
2,000 5,000 2,000 5,000

Board of Management Director/ Head of Department
3,000 15,000 4,000 15,000

Entry level
300
500
500
700
400
1,200
600
1,500
Business
Development/ Team leader/ Supervisor
1,000
2,000
1,200
2,500
Sales
Manager
2,000
5,000
2,000
5,000
Entry level
300
500
300
500
500
1,000
500
1,200
Customer Services
800
1,500
1,000
1,800
Manager 2,000 4,000 2,000 4,000

Ha Noi Ho Chi Minh
500
1,200
500
1,200
Financial/ Accounting Manager

1,500
3,500
1,500
3,500
1,000
2,000
1,000
2,000

2,000
6,000
2,000
6,000
800
1,500
800
1,500

1,000
1,500
1,000
1,500
Marketing
Manager
1,800
4,000
1,800
4,000
500
1,000
500
1,000
Operations
Ha Noi Ho Chi Minh
Manager
1,500
2,200
1,500
2,800
Operations
800
1,500
800
1,500
Risk Management
Manager 1,500 3,500 1,500 3,500
500
1,500
500
1,500

1,200
2,000
1,200
2,000
Sales
Manager
1,500
3,000
1,800
3,000
500
1,200
500
1,200

Merchandising, Team leader/ Supervisor
700
1,500
1,100
1,800
Warehouse) Manager
2,000
4,000
2,000
4,000

6.19 Energy/ Renewables - Oil & Gas 123
6.19
Energy/
Renewables/
Oil & Gas

Ha Noi Ho Chi Minh
Academics Team leader/ Supervisor 1,000 3,500 1,500 3,500
Entry level
400
700
500
800
Admin/ General affairs Experienced/ Non-management

500
1,000
600
1,500
Manager 1,500 12,500 1,500 5,000
600
1,700
600
1,700
After Sales Service

Manager 1,000 4,000 2,000 4,000
Entry level
500
1,200
500
1,000
Architecture/ Design Experienced/ Non-management

1,200
2,500
800
2,500
Manager 1,500 4,500 1,500 3,000
Board of Management Director/ Head of Department 7,000 25,000 5,000 25,000

Ha Noi Ho Chi Minh
Entry level
700
1,200
800
1,000
Business Experienced/ Non-management

1,000
2,500
1,500
3,000
Development
2,500
5,000
1,800
4,000
Entry level
500
800
500
1,000
Construction
1,000
2,500
1,000
2,500
Manager 2,000 15,000 2,000 7,000
Corporate planning Team leader/ Supervisor 1,500 6,000 1,500 3,000
Cost & Contract Experienced/ Non-management 800 1,500 1,000 1,500
800
1,200
800
1,200
Customer Services
Ha Noi Ho Chi Minh

Manager
1,200
2,500
1,200
3,000
Customer Services
Data Experienced/ Non-management 1,200 2,500 1,200 2,500
Entry level
600
800
400
600
900
3,500
900
2,500

2,500
8,000
1,200
2,500
Engineering
Manager
3,000
10,000
1,500
3,000
Entry level
500
1,300
500
800
600
1,500
650
1,200
1,500
3,500
1,500
3,000
Manager 2,000 25,000 3,000 7,000

Ha Noi Ho Chi Minh

800
3,000
1,000
1,500
HSE Team leader/ Supervisor

1,500
5,000
1,500
3,000
500
1,500
500
1,300

1,200
3,500
1,200
1,800
Human Resources
Manager
2,500
4,000
1,800
4,000
Internal Audit Experienced/ Non-management 600 1,700 1,500 2,500

1,500
3,500
1,300
2,000
Investment
Manager 2,500 7,000 2,000 7,000
IT support Experienced/ Non-management 1,200 2,500 1,500 2,500

Ha Noi Ho Chi Minh

1,500
3,000
1,200
2,200

3,500
9,000
2,500
7,000
Entry level
500
1,000
400
800
1,000
1,800
1,000
1,800
Maintenance
1,500
4,000
1,500
4,000
Entry level
400
800
400
800
800
1,500
1,200
1,500
Operations
1,500
3,000
1,500
3,000
Manager 3,000 7,000 3,000 7,000

Ha Noi Ho Chi Minh

Entry level
400
800
400
800
800
1,500
800
1,500
Production Team leader/ Supervisor

1,500
3,000
1,500
3,000
Manager
3,000
7,000
3,000
7,000
Director/ Head of Department NA NA 5,000 10,000
Entry level
500
1,200
500
800
Purchasing
Entry level
500
800
500
800
800
1,500
800
1,500
Quality Assurance
(QA/ QC) 1,500

3,500
1,500
3,500
Manager 2,500 7,000 2,500 7,000
Research & Manager 2,500 4,000 NA NA

Development (R&D)
Ha Noi Ho Chi Minh

Entry level
400
800
500
1,000
800
3,000
1,000
3,000

1,500
3,500
1,500
3,500
Manager
2,500
5,000
2,500
5,000
Shipping/ Trucking Team leader/ Supervisor 1,500 3,500 1,500 3,500
Entry level
500
1,200
500
1,000

Merchandising, 1,300
2,000
1,000
2,000
Purchasing, Logistics, Experienced/ Non-management
Warehouse)
Manager 3,500 12,000 4,000 10,000
(*) Note: There is a variance in salary range owing to the variation in project size
6.20 Insurance 131
6.20
Insurance
6.20 Insurance 132
Ha Noi Ho Chi Minh
600
1,000
500
1,000
L&D/ Training Team leader/ Supervisor

900
1,500
1,000
1,500
Manager 1,300 2,500 1,500 2,500
500
800
500
1,000
Customer services &

After Sales Service Team leader/ Supervisor
700
1,000
800
1,200
Manager 1,000 1,500 1,200 1,500

2,500
15,000
2,500
20,000
Board of Management
Brokerage Manager 1,200 2,500 1,500 2,500

800
2,000
800
2,000
Business Development Manager

1,000
4,000
2,000
4,000

6.20 Insurance 133
Ha Noi Ho Chi Minh
600
1,200
800
1,500

900
2,000
1,500
2,000
Claim
Manager
1,200
3,000
2,000
3,500
500
1,000
800
1,000

700
1,500
1,000
1,500
Manager
1,300
4,000
1,500
4,000
600
1,000
600
1,000

1,000
1,500
1,500
2,000
Manager
1,200
3,500
2,000
3,500

6.20 Insurance 134
Ha Noi Ho Chi Minh

700
1,500
1,000
1,500
Information Team leader/ Supervisor

1,200
2,000
1,500
4,000
Technology
Manager
2,000
4,000
2,500
4,000
700
1,800
800
2,500

1,000
2,500
1,500
2,500
Legal & Compliance

Manager
1,500
4,500
2,500
4,000
600
1,500
800
1,500
Marketing Manager
1,000
4,000
1,500
3,000

6.20 Insurance 135
Ha Noi Ho Chi Minh
600
1,000
800
1,000

800
1,200
1,000
1,500
Manager 1,200 2,000 1,500 2,000
700
1,000
800
1,000
Risk Management Team leader/ Supervisor

1,000
2,000
1,000
1,500
Manager 1,200 3,000 1,500 3,500
600
1,000
800
1,000

800
1,500
1,000
1,500
Manager 1,000 3,500 1,500 4,000

6.21 Trade and Sevice 136
6.21
Japan Desk
Trade and Sevice

Japan
Department Level Min Max
750
1,500
After-Sales Service Team leader/ Supervisor

1,500
1,800
Manager 1,850 2,250
Entry level
350
550
550
1,000
Customer Service
1,000
1,300
Manager 1,500 2,150
Entry level
400
600
650
1,200

1,200
1,500
Manager
1,600
2,200
Director/ Head of Department 2,300 3,000
Entry level
400
600
HR-GA
Experienced/ Non-management 700 1,200
Japan
1,200
1,600
HR-GA
Manager 2,000 3,000
Entry level
500
700
850
1,200
1,300
1,800
Manager 2,100 3,500
Entry level
850
1,500
Legal & Compliance Experienced/ Non-management

1,500
2,000
Team leader/ Supervisor 2,500 3,500
Entry level
400
600
850
1,300
Marketing
1,500
2,000
Manager 2,500 3,000

Japan
2,000
2,600
Regulatory/ Government/
Market Access Manager 2,600 4,000
Entry level
400
800
700
1,750
Sales/ BD Team leader/ Supervisor

1,500
2,000
Manager
2,250
3,150
Entry level
400
700
550
1,000
Supply Chain (Purchasing, Team leader/ Supervisor

800
1,350
Logistics, Import Export)

Manager
1,600
2,600

6.22
Japan Desk -
Industrial
Manufacturing
6.22 Japan Desk - Industrial Manufacturing 141
Japan
Board of Managment Deputy General Director/ General Manager/ Head of Division 3,000 5,000
Entry level
400
700
700
1,000
Engineering
1,000
1,700
Manager 1,700 2,600
Entry level
350
600
600
1,000
1,200
1,500
Manager 1,700 3,000
Entry level
350
550
HR-GA
Experienced/ Non-management 550 900
Japan

1,100
1,500
HR-GA Manager
1,500
2,300
Entry level
450
600
600
900
HSE
900
1,300
Manager 1,500 2,300
Entry level
450
800
850
1,300
1,300
1,750
Manager 1,300 2,600

Japan
700
1,000

1,200
1,600
Manager 2,000 2,600
Entry level
400
600
650
750
M&E
800
1,200
Manager 1,500 2,200
Entry level
500
650
800
1,300
Product/ R&D
1,300
2,000
Manager 2,150 3,500

Japan
Entry level
350
600
Production Experienced/ Non-management

550
850

850
1,500
Manager 1,700 2,600
Entry level
350
600
600
850
Quality Assurance (QA/ QC)

900
1300
Manager 1,500 2,700
Entry level
400
700

550
1,000
Merchandising, Purchasing,
Logistics, Warehouse Team leader/ Supervisor
800
1,350
Manager
1,600
2,600

6.23 Securities 145
6.23
Securities
6.23 Securities 146
Ha Noi Ho Chi Minh

Experienced/ Non-management\
500
1,000
500
1,000

700
1,200
1,000
1,500
Manager 1,200 3,000 1,500 3,000
500
1,000
500
1,000
Brokerage/ Sales Manager

1,400
3,000
1,000
2,500
450
800
400
1,000
Customer Services
Manager 1,300 2,200 1,000 2,000
500
1,000
600
1,200

700
2,000
1,200
2,500
Human Resources
Manager
1,200
2,500
2,500
3,000

6.23 Securities 147
Ha Noi Ho Chi Minh

800
1,200
800
1,500
Internal Control
900
2,500
1,000
2,500
Investment Banking Manager

2,000
4,000
2,500
4,000
700
2,000
800
2,000

1,300
3,000
2,000
3,000
700
1,000
800
1,500

1,000
1,500
1,500
2,000

6.23 Securities 148
Ha Noi Ho Chi Minh

800
1,500
800
2,000
Research Manager
1,800
3,000
2,000
3,000
700
1,000
800
1,500

1,000
1,200
1,500
2,500
Risk Management
Manager
1,300
2,000
2,500
3,500
500
800
500
1,000

800
1,500
800
1,500
Marketing
Manager
1,500
2,500
1,500
2,500
Manager
1,500
4,000
2,000
4,000
Product
6.23 Securities 149
Ha Noi Ho Chi Minh


1,000
2,000
1,000
2,000
IT support Manager
1,500
3,000
2,000
3,000

Employee Expectations:
Salary, Bonus and Welfare
By Navigos Group
www.navigosgroup.com | www.vietnamworks.com | www.navigossearch.com

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Employee Expectations:

Salary, Bonus and Welfare

1.2. Message from CEO

1.4. Disclaimer of reliability limitation

1.5. Information from survey participants (company 07

nationality, working location, company size, business

1.1 About the company 03

Navigos Group VietnamWorks Navigos Search

multinational corporations and leading With advanced systems and processes

employers is a valuable asset in the

1.2 Message from CEO 04

Message from CEO

Dear Valued Customer,

CEO Navigos Group

for employees and potential candidates.

aid of Payroll Reports.

prepare better plans for the future of human resources.

1.4 Disclaimer of responsibility 06

1.5 Information for survey participants 07

Followed by Japanese companies (accounting for 5.9%), Singapores 0.84%

0% 20% 40% 60% 80%

rate of 29.38%, accompanied by 27.45%

3,000 or more From 100 to under 500

In terms of the age of respondents, the

Gen Y (1981 - 1996) 69,28%

The subsequence is Gen Z (1997-2009) at

Gen X (1965 - 1980) 11,59%

0% 20% 40% 60% 80%

Current Job Level

When asked about their current job rank, Experienced

The "Fresher/Entry Level", "Director and Fresher/Entry Level 4,98%

Director and above 3,80%

0% 20% 40% 60% 80%

Career Fields Career Fields

Construction and Real Estate 11,23%

occupations. The most popular are Electronics 7,52%

Construction and Real Estate, Retails/ Wholesale 7,50%

accounting for 11.23%.

FMCG & Food and Beverage 7,13%

Continuing to participate in the group Garment/ Textile/ Footwear 5,06%

of 5 fields with the highest number of Transportation/ Forwarding/ Logistics 5,02%

E-commerce/ Online service & Fintech 3,55%

(9.34%), Electronics (7.52%), Retails/ Manufacturing (JPD - IM) 3,07%

Wholesale (7.50%), FMCG & Food and Pharmaceutical 2,78%

Beverage (7.13%). Some other sectors Hospitality & Tourism 2,60%

Healthcare service 2,58%

as Banking, Education, Garment/ Automotive 2,32%

Textile/ Footwear, Transportation/ Financial services & Consulting 2,30%

Energy/ Renewables + Oil & Gas 2,28%

JPD - Trading & Services 1,42%

0% 2,5% 5% 7,5% 10% 12,5%

that employees receive (data collected through surveys)

2.2. Top 10 elements impacting an employee's motivation to

Top 10 factors affecting current salary and

Base Salary 18,11%

Given the information gathered, the welfare and salary

Annual bonus 7,67%