A person working as SAP Consultant in Laos typically earns around 0 LAK. Salaries range from 0 LAK (lowest) to 0 LAK (highest).
This is the average salary including housing, transport, and other benefits. SAP Consultant salaries in Laos vary drastically based on experience, skills, gender, or location. Below you will find a detailed breakdown based on many different criteria.
Salaries for the position SAP Consultant in Laos range from 0 LAK (starting salary) to 0 LAK (maximum salary). It should be noted that the given figure is not the legally mandated minimum wage; rather, it represents the lowest figure reported in a salary survey that included thousands of participants and professionals from all regions of the country.
With a median salary of 0 LAK, half of the professionals who work as SAP Consultant in Laos earn less than this amount, and the other half earn more. The median salary denotes the middle value of salaries. Ideally, you would want to belong to the group earning more than the median salary, located on the right side of the salary distribution graph.
The median is closely associated with two other values known as the 25th and 75th percentiles. By examining the salary distribution chart, it can be determined that 25% of professionals employed as SAP Consultant in Laos earn less than 0 LAK, while 75% earn more. Similarly, the chart shows that 75% earn less than 0 LAK while 25% earn more.
To provide a better understanding of expected salaries, we categorized the frequently occurring salaries into different ranges. This approach provides a more precise representation of salary distribution for the job title SAP Consultant in Laos compared to simply calculating the average. The majority of reported salaries, approximately 65%, fall within the range of 0 LAK to 0 LAK. About 20% of salaries are below the 0 LAK mark, while 10% fall within the range of 0 LAK to 0 LAK. Only 5% of individuals have salaries exceeding 0 LAK.
|0 - 2 Years|
|2 - 5 Years|
|5 - 10 Years|
|10 - 15 Years|
|15 - 20 Years|
The experience level is the most important factor in determining the salary. Naturally, the more years of experience the higher the wage. We broke down salaries by experience level for people working as SAP Consultant and this is what we found.
Employees with less than two years of experience earn approximately 0 LAK.
While someone with an experience level between two and five years is expected to earn 0 LAK, nan% more than someone with less than two year's experience.
Moving forward, an experience level between five and ten years lands a salary of 0 LAK, nan% more than someone with two to five years of experience.
Additionally, professionals whose expertise span anywhere between ten and fifteen years get a salary equivalent to 0 LAK, nan% more than someone with five to ten years of experience.
If the experience level is between fifteen and twenty years, then the expected wage is 0 LAK, nan% more than someone with ten to fifteen years of experience.
Lastly, employees with more than twenty years of professional experience get a salary of 0 LAK, nan% more than people with fifteen to twenty years of experience.
Though gender should not have an effect on pay, in reality, it does. So who gets paid more: men or women? For the people who work as SAP Consultant in Laos, the average difference between the salary of male and female employees is nan%.
Individuals working as SAP Consultant in Laos are likely to observe a salary increase of approximately % every months. The national average annual increment for all professions combined is 4% granted to employees every 29 months.
The term Annual Salary Increase usually refers to the increase in 12 calendar month period, but because it is rare that people get their salaries reviewed exactly on the one-year mark, it is more meaningful to know the frequency and the rate at the time of the increase.
The annual salary Increase in a calendar year (12 months) can be easily calculated as follows: Annual Salary Increase = Increase Rate x 12 / Increase Frequency
Not all compensation increases are reflected directly in the salary. Some companies offer upgraded packages to their staff instead of cash money. The figures displayed here account only for direct increments to the base salary.
100% of surveyed staff reported that they haven't received any bonuses or incentives in the previous year while % said that they received at least one form of monetary bonus.
Those who got bonuses reported rates ranging from % to % of their annual salary.
The most standard form of bonus, where the employee is awarded based on their exceptional performance.Company Performance Bonuses
Occasionally, some companies like to celebrate excess earnings and profits with their staff collectively in the form of bonuses that are granted to everyone. The amount of the bonus will probably be different from person to person depending on their role within the organization.Goal-Based Bonuses
Granted upon achieving an important goal or milestone.Holiday / End of Year Bonuses
These types of bonuses are given without a reason and usually resemble an appreciation token.
People tend to confuse bonuses with commissions. A commission is a prefixed rate at which someone gets paid for items sold or deals completed while a bonus is in most cases arbitrary and unplanned.
The main two types of jobs
|Revenue Generators||Supporting Cast|
Employees that are directly involved in generating revenue or profit for the organization. Their field of expertise usually matches the type of business.
Employees that support and facilitate the work of revenue generators. Their expertise is usually different from that of the core business operations.
Revenue generators usually get more and higher bonuses, higher salaries, and more frequent salary increments. The reason is quite simple: it is easier to quantify your value to the company in monetary terms when you participate in revenue generation.
Top management personnel and senior employees naturally exhibit higher bonus rates and frequencies than juniors. This is very predictable due to the inherent responsibilities of being higher in the hierarchy. People in top positions can easily get double or triple bonus rates than employees down the pyramid.
The hourly wage is the salary paid in one worked hour. Usually, jobs are classified into two categories: salaried jobs and hourly jobs. Salaried jobs pay a fixed amount regardless of the hours worked. Hourly jobs pay per worked hour. To convert salary into hourly wage the above formula is used (assuming 5 working days in a week and 8 working hours per day which is the standard for most jobs). The hourly wage calculation may differ slightly depending on the worked hours per week and the annual vacation allowance. The figures mentioned above are good approximations and are considered to be the standard. One major difference between salaried employees and hourly paid employees is overtime eligibility. Salaried employees are usually exempt from overtime as opposed to hourly paid staff.
The minimum pay rate per hour for people working as SAP Consultant in Laos is 0 LAK. This is the minimum as per the gathered data in the salary survey not the minimum hourly rate mandated by law.
Where can you get paid more, working in a private company or the government? The difference between the public or government sector salaries and the private sector salaries in Laos is 25% on average across all career fields.
A good and competitive compensation would range anywhere between 0 LAK and 0 LAK. This is a very rough estimate. Experience and education play a very huge part in the final earnings.
All salary and compensation figures displayed here are gross salary figures, that is the salary before tax deductions. Because taxes may differ across sectors and locations, it is difficult to accurately calculate the net salary after tax for every career.
The base salary for a careers like SAP Consultant in Laos ranges from 0 LAK to 0 LAK. The base salary depends on many factors including experience and education. It is not easy to provide a figure with very little information, so take this range with a grain of salt.
Both are indicators. If your salary is higher than both the average and the median then you are doing very well. If your salary is lower than both, then many people earn more than you and there is plenty of room for improvement. If your wage is between the average and the median, then things can be a bit complicated. We wrote a guide to explain all about the different scenarios. How to compare your salary