According to latest figures released by the Ministry of Trade and Industry (MTI), the Singapore economy grew by 3.2 percent in 2018 and is expected to slow down this year with the growth domestic product (GDP) growth expected to come in slightly below the mid-point of the forecast range of 1.5 to 3.5 percent.



Operating in relatively stable economy with the aid of strong domestic policies and healthy fiscal position, organizations in Singapore continue their digital transformation path. With increased automation and workplace disruption, companies have to assure that their reward programs are aligned with organization strategy and serve to inspire their talents for business goals achievements.


Listen to our Singapore-based experts to deep-dive into the latest trends on reward and talent management challenges in Singapore:


  • The overall reward outlook in Singapore
  • Salary movements and forecasts
  • The latest challenges and opportunities in talent management
Should you have any questions about this webinar, please contact us at [email protected].
Mirka Kowalczuk
Head of Pay & Engagement Delivery, APAC @Korn Ferry

Mirka Kowalczuk, based in Singapore, leads a regional team that collects, analyzes and interprets reward data across the region. She has over sixteen years of experience in helping clients analyze reward trends and use market insight to help clients apply these in their business contexts. Her expertise includes also understanding engagement data and building employee engagement programs to support business performance. She has worked with a range of sectors in Europe, the Middle East and Asia, such as retail, industrial, financial services, shared services center, business process outsourcing and real estate.
KARTIKEY SINGH

Head of Reward, Associate Client Partner, APAC @Korn Ferry


Kartikey Singh has significant experience working with Boards of Directors and senior management on all aspects of executive, broad based rewards and work measurement. Kartikey assists clients with all aspects of executive and broad based compensation, including design of Total Reward programs (base salary structures, short- and long-term incentives, recognition programs); development of compensation philosophies, strategies and alignment with business strategies.

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