JobNet launches Salary Survey v3 at Myanmar HR leadership event

JobNet Group unveiled JobNet Online Salary Survey v3 at a Yangon HR leadership event on Oct. 13, 2026, as businesses weigh how compensation, employer branding and EVP shape hiring and retention in Myanmar. The survey is designed to give employers market-relevant pay data as competition for skilled talent intensifies.

Why it matters: - Myanmar employers are under pressure to compete for skilled workers in a tighter labor market. - The event focused on how pay, employer brand and employee value propositions can influence both hiring and retention. - JobNet Online Salary Survey v3 gives companies compensation data they can use for pay benchmarking, budgeting and talent strategy.

What happened: - JobNet.com.mm hosted a HR Leadership event in Yangon on Tuesday, Oct. 13, 2026, titled “The Talent Value Advantage: Compensation, Brand & EVP Strategies to Win and Keep Top Talent.” - Business leaders and HR professionals attended two panel discussions on compensation strategy, employer branding and talent acquisition. - JobNet Group launched the JobNet Online Salary Survey v3 during the event.

The details: - The first panel examined how employer branding and compensation work together to retain top talent and support business growth. - Speakers discussed how compensation, career development, workplace culture and leadership affect decisions to join, stay with or leave an employer. - Panelists said retention depends not only on pay, but also on purpose and whether employees experience the values and opportunities the employer promises. - The Management Leadership panel included Justin Sway of JobNet Group Myanmar and Cambodia as moderator, Rasika Batagoda of LOLC Myanmar, Alan Than Htaik Lwin of Proven Group of Companies and Cory Pan of Wilmar Myanmar. - JobNet said the Online Salary Survey is trusted and used by more than 400 companies in Myanmar. - The survey provides online, real-time compensation insights across 21 job functions and more than 180 job titles. - Employers can benchmark pay against market data and review allowances, employee benefits, bonuses and sales commissions. - The survey is intended to help organizations move beyond assumptions about fair compensation and align pay with business and people strategies. - The second panel looked at compensation benchmarking, internal equity and affordability. - Panelists discussed performance-based pay, medical insurance, transportation, flexible work schedules, career advancement and professional development as tools for attracting and keeping talent. - Speakers also emphasized a broader view of total rewards while keeping compensation decisions tied to business priorities and market insight. - The panel included Khaing Su Wai of AIA Myanmar as moderator, Wint Mon Oo of Manulife Myanmar, Min Oo of Myanmar Citizens Bank and Myo Than of Zillion Tower Limited.

Between the lines: - The event showed how Myanmar employers are shifting from salary-only thinking to broader compensation and employee experience strategies. - JobNet positioned the salary survey as a decision-making tool, not just a reference report, which raises its strategic value for HR teams. - The emphasis on EVP and authentic employer branding suggests companies are trying to close the gap between what they promise candidates and what employees experience.

What's next: - Employers are likely to use the updated salary survey to review pay structures, benefits and retention plans. - The discussions point to continued pressure on Myanmar companies to align compensation with both market data and long-term workforce strategy. - JobNet is likely to keep using its HR leadership events to frame compensation and talent management as business issues, not just HR functions.