AIA Group reviews

1) IT executive leadership is mostly disoriented and keep wasting funds on short term goals of 3 years and don’t really finish most proejcts they start and initiate 2)Most projects get abandoned after spending millions of dollars and written off and people working in the project are fired of the project discontinued abruptly 3) There are multiple marketing and all have no real synergy and all work on their own. 4) There is very rare chance to get internal job posting 5)Benefits once agreed at the joining are final and no promotions and very limited salary hikes (example : hike of 800HKD ~ per year) 6)HR only talks at the time of hiring and exit interview. They take exit interview but it’s just a name sake waste of time for staff. 7)AIA don’t promote leaders. They hire outside managers who are hardly skilled and they demotivate the high performance staff and force them to quit and they hire their choice of staff from their old circle 8)AIA is only interested in cheap workers from low cost zones. HK is no longer a valued city 9) There are many international staff but majority of the population is local and at times there could be traces if racial discrimination of ethnic minority group. In businesse calls where international staff are dialed in the local language is used by default. 10) Waste of skills and experience and mostly get demotivated

Having worked at a number of companies that varies in industry, size, level of local"ness", and location, AIA has taken the throne as the worst I have the misfortune to be associated with. Management: Coming over from Prudential Asia, the CEO was supposed to bring forth the necessary change to transform the company. Instead, 7 years after the IPO, what remains is the disconnect between the upper management (mostly westerners) and the rest (the local) being BAU (business as-usual). Its first transformation program was such abject failure where many who are doing the actual work didn't know what they were (to the surprise of management of course), they ended up having to re-brand it can call it the second iteration. As if being incompetent is bad enough in itself, the management are the visionaries who managed to spend million of dollars creating a brand (Real Life Company), sponsoring a football team that is NOT in Asia, banca deal with little benefit to the bottomline a couple years into the relationship, and creating an "innovation" team where their supposed incubator was a merely quarter at an empty office with a handwritten sign taped on door to the room. This is simply a company with no real strategy and of course a CSO who hasn't articulated anything other than the boilerplate from other competitors. Benefits If you are not the privileged few at the top, staying at hotels that is clean is not a norm because of cost-cutting initiatives. They don't want you to travel (unless necessary) nor they would invest in you personally. Medical and life insurance is below par among peers, and to think that is the company's core product. Uber employees get to ride Uber for free, Microsoft employees have free copies of Windows, etc. Of course, one need to be realistic here. HR The infamous gallup survey which the comms team touted annually is a joke. That's because HR will apply pressure to the managers and have a sit-down with his/her team to understand why the team's score is below "peer". While they will always stress for people to be honest, they seem to have all the time in the world to help clarify people's misunderstanding so the score can be more reflective of the "reality". Of course, you hear little from them after the survey is over, until the whole charade the next year. The whole compensation and promotion process is arbitrary in substance but meritocratic in appearance. For comp, they have this formula with multiple factors but no one really knows how exactly is calculated.