《CGP集團：2022中國大陸薪酬趨勢報告（120頁）.pdf》由會員分享，可在線閱讀，更多相關《CGP集團：2022中國大陸薪酬趨勢報告（120頁）.pdf（120頁珍藏版）》請在三個皮匠報告上搜索。

1、12022 SALARY TRENDS Mainland China2022 Salary TrendsCopyright CGP Collection Limited.All Rights Reserved.Unleashing Talent,Enabing Entrepreneurs.讓才華自由施展，做業界精英2022 Mainland China Salary Trends2022 中國大陸薪酬趨勢報告2Copyright CGP Collection Limited.All Rights Reserved.2022 Salary Trends2022 Mainland China Sa

2、lary Trends2022 中國大陸薪酬趨勢報告Unleashing Talent,Enabing Entrepreneurs.讓才華自由施展，做業界精英32022 SALARY TRENDS Mainland China2022職場趨勢預測（前言）Consumer Goods 消費品Corporate Finance 企業財務Design&Property 地產與設計Digital Transformation 數字化轉型Emerging Tech and Internet 新興技術與互聯網Energy 能源Financial Services 金融服務Healthcare 醫療健康Hu

3、man Resources 人力資源Legal&Compliance 法務與合規Life Science 生命科學Machinery and Automation 機械與自動化Pharmaceutical 制藥Retail&Luxury 零售與奢侈品Sales&Marketing 銷售與市場Semiconductor 半導體Supply Chain Management 供應鏈管理Travel&Leisure 旅游與休閑041420243238485258646672808690981021081144在后疫情時代的背景下，2022 年的職場會有哪些新的趨勢呢？歷經數月，覆蓋 20+行業，跨越

4、多個地區，CGP 集團發起的 2022 薪酬趨勢調研收集到了珍貴的資料與數據。以調研結果為基礎，集團的職場專家們展開分析與解讀，完成了該2022 中國大陸薪酬趨勢報告，以期洞察各行業的職場新風向。2022 年，職場人最核心的訴求是哪些？企業雇主的人力資源管理又有哪些方向有待調整？讓我們一一為你解答。2022 人才供給大于崗位需求Talents supply exceeds job demands in 2022 35.26%55.65%9.1%我正在尋找新機會。我目前工作穩定，但有合適的機會也會考慮。我對新機會沒有需求。I am looking for new opportunities.I

5、am stable with current job but open to new opportunities.I have no needs for new opportunities.In the context of the post-epidemic era,what are the popular trends and new insights of the job market in 2022?Lasting for several months,covering more than 20 industries and multiple regions,the 2022 Sala

6、ry Trend Survey launched by CGP Group has collected valuable data and information.Based on the survey results,CGPs talent experts carried out analysis and interpretation,and completed the 2022 Salary Trends Report in order to gain insights into the changes in the job market of various industries.Wha

7、t are the core demands of talents and what will happen to employers in 2022?Lets find answers from the survey data and feedbacks.調研數據顯示，僅有 9.1%的職場人在 2022 年沒有跳槽的打算，其中有 35.26%的人已經在尋找新機會的路上。但是從雇主端的反饋顯示，86.65%的企業2022年招聘崗位預期增長低于40%；同時，預計2022年3月至5月人才市場將出現多位人才同時爭奪一個崗位的激烈競爭。According to the survey data,only

8、 9.1%of employees have no intentions of job hopping in 2022,and 35.26%of people are already on the way of looking for new career opportunities.However,the feedback from employers shows that 86.65%of companies expect job growth in 2022 to be less than 40%;Thus,it can be predicted that there will be f

9、ierce competition in the human resource market from March to May in 2022.2022 SALARY TRENDS52022 SALARY TRENDS Mainland China洞察雇主的招聘需求，提升職場素養與能力Meet employers demands and strengthen professional quality and skills相較于 2021 年，貴司 2022 年的預期新增人數將達到？責任感 Responsible100%0%誠實 Honest勤奮 Diligent同理心 DiligentCom

10、paring with 2021,how many headcounts will be increased in 2022 of your company?來自雇主的調研結果顯示，有責任感的員工最受企業雇主青睞。企業的運行需要各個不同職能的人協調配合，分工合作。具備責任感的員工，在日常工作中能更好地完成工作，更好地與他人合作，對執行的結果高度負責，從而為企業的經營帶來積極的影響，創造出更高的職場價值。The survey results from employers shows that responsible employees are most favored by employers.

11、The smooth operation of an enterprise needs the coordination and cooperation of people with different functions.Employees with a sense of responsibility can perform well in their daily work,cooperate well with others,and be highly responsible for the results of implementation.And they can contribute

12、 more to the employer and fulfill their own value.More than 80%(80%以上)70%-80%60%-70%50%-60%40%-50%30%-40%20%-30%10%-20%Less than 10%(10%及以下)Maintain the same 保持不變0.89%2.08%2.37%2.97%5.04%9.5%16.91%17.51%19.88%22.85%73.29%13.35%9.5%3.86%2022 SALARY TRENDS Mainland China6除此之外，專業技術能力、合作能力、學習能力是雇主最看重的排名

13、前三位的能力。過硬的專業技術能力可以通過過往的工作結果和成就體現出來，而合作能力與學習能力則不容易在面試環節中體現出來，或將成為企業招聘過程中的盲區。因此，職場人應該有意識去培養和鍛煉這些高價值的軟技能，從而加速職場晉升步伐，在 2022 年實現華麗的轉身和蛻變，登上職業階梯新臺階。In addition,professional functional expertise,cooperation and learning abilities are the top three soft skills valued most by employers.While excellent profes

14、sional and technical ability can be reflected by past job performance and achievements,cooperation ability and learning ability are not easy to be reflected in the interview,so it will become a blind spot in the recruitment process.Hence talents should consciously cultivate and exercise these high-v

15、alue soft skills,so as to accelerate the pace of career promotion,realize gorgeous transformation in 2022,and climb to a new level of the career path.2022 SALARY TRENDS專業技術能力Professional Skills合作能力Cooperation學習能力Learning Ability獨立思考能力Independent Thinking領導力Leadership影響力Influence數據分析能力Data Analysis時間

16、管理能力Time Management8.01%9.2%16.02%24.93%41.84%51.63%64.39%75.96%雇主與人才雙向選擇的博弈雙方對跳槽預期的鴻溝The game of mutual choices between employers and employees 每個人在職業生涯中都或多或少會經歷跳槽，或為了追求更高的職業理想，或為了不屈就于當下。企業的每個部門也匯聚著來自不同成長背景、不同教育背景、不同工齡、不同職業背景的員工。職場是瞬息萬變的，也充滿了各種不確定因素。那么，人才與雇主之間的期望存在怎樣的鴻溝呢？調研數據顯示，職場人跳槽期望的薪資漲幅集中在 20%-

17、30%。但是來自雇主端的調研數據顯示，企業崗位迭代更新，較該職位前雇員薪資漲幅集中在 10-20%。由此可以預測，2022 年實際跳槽薪資漲幅將會低于人才自我預期。Everyone will experience job-hopping more or less in their career to pursue higher career development,or to end a dissatisfying situation.Each department of the enterprise also brings together employees from different

18、growth backgrounds,different educational backgrounds,different seniority and different professional backgrounds.The workplace is rapidly changing and full of various uncertainty.In that way,what is the gap between employees and employers expectation?Survey data shows that the salary increase talents

19、 expected is concentrated around 20%to 30%.However,the feedback from the employer side shows that the compensation cost increase of a position is concentrated at 10%to 20%when it is a replacement.It can be predicted that the actual salary increases of a job hopping in 2022 will be lower than what ta

20、lents expect.72022 SALARY TRENDS Mainland China1.3%1.19%4.45%11.28%24.63%28.19%30.27%4.55%15.11%16.08%24.21%38.75%您期望的跳槽薪資漲幅是多少？(To Talent)(To Employer)較上一個雇員，崗位迭代更新招聘新人的薪資漲幅是多少？What is your expected salary increase range for job hopping?What is the compensation increase range when there is a replac

21、ement?More than 40%30%-40%20%-30%10%-20%5%-10%Less than 5%More than 40%30%-40%20%-30%10%-20%5%-10%Less than 5%82022 SALARY TRENDS企業如何吸引人才？How do employers attract talents?調研數據顯示，人才跳槽時選擇新雇主的決定性因素，排名前三位的分別是：薪資福利、職業晉升空間、工作與生活平衡。想要留住人才、吸引人才，企業需要在這三個方面提升市場競爭力，在人才的核心訴求上豐富薪酬福利模式、完善職業發展架構，提供靈活便利、人性化的工作模式，來滿

22、足人才在工作和生活層面的雙重需求。從雇主端的調研結果看，大部分企業為員工提供的福利方式包括獎金、補充醫療健康保險及體檢、交通補助等，滿足了員工金錢和健康的需求。針對更深入的職業技能培訓、職業發展學習、上下級管理優化等層面入手也是極具潛力的提升雇主競爭力的有力手段。According to the survey data,the top three decisive factors for talents to choose a new employer are compensation and benefits,career development space and work-life ba

23、lance.To retain and attract excellent talents to join in the company,enterprises need to improve their talent acquire competitiveness in these three aspects.In terms of the core demands of talents,enrich the combination of compensation and benefits,improve the career development structure,and provid

24、e a flexible,convenient and humanized work style to meet the talents needs for work-life balance.From the survey results of employers,most enterprises provide employees with multiple benefits,including bonus,supplementary medical and health insurance,physical examination and transportation subsidies

25、,which meet employees needs for fortune and health.Aiming at more in-depth vocational skills training,career development and learning,or superior and subordinate management optimization are also powerful means with great potential to improve the competitiveness of employers.薪資福利Compensations and Ben

26、efits職業晉升空間Career Promotion Sapce工作與生活平衡Work-life Balance領導管理方式Management Style穩定的工作環境Stable Environment企業文化Culture公司地理位置Work Location培訓與提升Training and Improvement工作靈活度Flexibility9.18%15.52%17.22%20.88%24.61%27.94%36.96%58%79.77%獎金Bonus補充醫療健康保險SupplementaryHealth Insurance交通補貼Transportation Subsidy住

27、房補貼Housing Subsidy其它Others教育補貼Education Subsidy10.68%24.93%29.38%47.18%65.88%94.96%92022 SALARY TRENDS Mainland China職場人眼中的自己Talents self-evaluation我們如何看待自己在人才市場上的價值？如何提升職場幸福感？我們對 2022 又有怎樣的期待？調研數據顯示：超過半數的職場人對自己薪資的評價處于市場平均值，約 13%的職場人對自己薪資評價高于市場平均值?？傮w看來，大多數職場人認可自己的薪資水平。2022 年職場人最大的愿望排名第一的是：升職加薪。這是職場人

28、永恒的追求，也是自我價值實現最直接有效的方式。即便需要頻繁地加班和出差，也沒有打消職場人的積極性。為了實現職業理想，必要的努力和付出總是合理的。自我奮斗得來的幸福才是真正的幸福。位居2022 年職場愿望清單第二位的是：換一份更理想的工作。由此可以看出，人才市場在 2022 年 3 月至 5 月的波動期，將一如既往的活躍，人才與雇主將面臨重新洗牌，每個人都可能面臨一些主動或者被動的變化。How do we measure our value in the job market?How to improve happiness in career life?What are our expecta

29、tions for 2022?According to the survey data,more than half of the employees evaluation of their salary is at the market average level,and about 13%of them think their salary is higher than the average benchmark.Generally speaking,most employees have positive thoughts of their salary.In 2022,the firs

30、t place of employees top wish list is position promotion and salary increase,which is the eternal pursuit of employees,as well as the most direct and effective way to realize self-value.Working overtime and frequent business travel does not restrain the enthusiasm of career people.For the realizatio

31、n of career dream,the necessary efforts are reasonable.The happiness obtained through hard-working is the real happiness.The second place is to find a better new job.It can be forecast that the talent market will be as active as ever during the peak season of the human resource market form March to

32、May 2022.Talents and employers will face fresh reshuffle,and everyone may face some active or passive changes.處于市場平均值At Average Benchmark升職加薪Promotion&Salary Increase換一份更理想的工作Find A Better New Job做出更好的業績Improve Work Performance管理好團隊Lead Team Better創立自己的公司Create My Own Company少加班Less Work Overdue少出差L

33、ess Business Trip低于市場平均值Below Average Benchmark高于市場平均值Above Average Benchmark0%0%5%10%15%20%25%30%35%40%10%20%30%40%50%60%13%0.57%3.41%4.63%7.72%23.07%26.73%33.87%31.68%55.32%102022 SALARY TRENDS人工智能領域從業者的綜合職業滿意度最高Employees in artificial intelligence industry have the highest comprehensive career sa

34、tisfaction在本次調研中，人工智能領域里認為自己薪酬高出市場平均水平的被試者占比最高，達到了 40%；同時該行業被試者對工作與生活的平衡狀況也表現出相當高的滿意度，認為自己工作與生活平衡狀況“非常好”的被試者達到了 30%。人工智能作為前沿的科技領域，其專業門檻決定了適格人才的稀缺性，也決定了從業者較高的薪資報酬。在各行業尋求數字化轉型的浪潮下，人工智能領域的重要性不言而喻，從業者們對自已工作創造的價值感受強烈，這也在一定程度上影響著他們對自己工作與生活的評價。The survey data shows that artificial intelligence industry has

35、 the highest proportion(40%)of respondents believing that their salary is higher than the market average;respondents in this industry also had a high level of satisfaction with their work-life balance,with 30%of them rating very good.As a cutting-edge technology,artificial intelligence industry has

36、the professional threshold which leads to the scarcity of qualified talents and the higher pay.Under the wave of digital transformation in various industries,the importance of the field of artificial intelligence is self-evident.Professionals are aware of the value they created in their daily work,w

37、hich also affects their evaluation of work-life balance to some extent.Artifical Intelligence人工智能0%20%40%60%80%100%低于市場平均值Below Average Benchmark處于市場平均值At Average Benchmark高于市場平均值Above Average Benchmark15.3%54.1%30.6%7.38%57.05%35.57%13.55%56.97%29.48%16.67%50%33.33%11.36%52.27%36.36%4.88%53.66%41.4

38、6%75%25%13.36%57.6%29.03%14.58%52.08%33.33%5.56%77.78%16.67%18.18%63.64%18.18%13.82%51.22%34.96%40%30%30%Transportation交通運輸Hotel TravelLeisure Sport酒店旅游/休閑運動Computer SoftwareTelecoms/IT計算機軟件/電信/信息技術Real Estate/Automobile房產/汽車Industrial Manufacturing工業制造FMCG/RetaileCommerce快消品/零售/電商PharmaceuticalsLif

39、e Sciences/Healthcare制藥/生命科學/醫療健康Accounting/LegalConsulting/Traning會計/法務/咨詢/培訓Banking/FinanceInsurance銀行/金融/保險Advertising/MediaPublishing廣告/媒體/出版Mining/EnergyOil&Gas/Chemical礦業/能源石油&天然氣/化工GovernmentPubilc Organization政府/公共組織您如何評價自己的薪資水平？What do you think of your salary level?112022 SALARY TRENDS Mai

40、nland China交通運輸行業在“工作與生活平衡狀態”的調研中擁有最高的積極評價（“好”與“非常好”）占比，而在“薪資水平評價”的調研中，積極評價占比位居第二，可見該行業在工作收入與付出的平衡方面也具有一定優勢。政府/公共組織是“工作與生活平衡狀態”的調研中唯一沒有出現負面評價的行業，但該行業的被試者對自己薪資的評價處于最末位，由此可見工作的收入與付出之間存在一定的相關性。The transportation industry has the highest percentage of positive reviews(good and very good)in the work-life

41、 balance survey,and ranks 2nd in the salary level survey,which shows the industrys advantages in the balance of devotion and pay-off.The government/public organization is the only industry that doesnt have negative rates in the work-life balance survey,but the rates of its salary level rank the last

42、,which indicates that there is certain correlation between devotion and pay-off in workplaces.0%20%40%60%80%100%您如何評價自己當前工作與生活的平衡狀況？What do you think of your current work-life balance?Computer SoftwareTelecoms/IT計算機軟件/電信/信息技術Banking/FinanceInsurance銀行/金融/保險FMCG/RetaileCommerce快消品/零售/電商Hotel TravelLe

43、isure Sport酒店旅游/休閑運動Accounting/LegalConsulting/Traning會計/法務/咨詢/培訓Mining/EnergyOil&Gas/Chemical礦業/能源石油&天然氣/化工GovernmentPubilc Organization政府/公共組織PharmaceuticalsLife Sciences/Healthcare制藥/生命科學/醫療健康Real Estate/Automobile房產/汽車Advertising/MediaPublishing廣告/媒體/出版Artificial Intelligence 人工智能Transportation交

44、通運輸Industrial Manufacturing工業制造9.29%5.37%8.76%11.11%9.09%6.25%11.11%7.32%10%9.09%2.44%5.99%33.33%30.87%36.65%33.33%40.91%45.83%55.56%36.59%30%22.73%53.66%42.4%50%40.98%45.64%41.04%38.89%38.64%34.38%22.22%38.21%30%54.55%39.02%42.86%25%4.37%2.68%3.19%11.11%4.55%4.17%5.56%3.25%12.02%15.44%10.36%10.36%6

45、.82%9.38%5.56%14.63%30%13.64%2.44%8.76%25%一般Fair差Poor非常差Very Poor好Good非常好Excellent122022 SALARY TRENDS過半的企業核心崗位招聘周期近 3 至 5 個月Half of the employers said it will take 3 to 5 months to fill core positions來自雇主端的調查結果顯示：超過半數的企業表示，核心崗位招聘周期為 3 至 5 個月。這體現出市場對更高效的高端人才尋獵的需求。能夠在更短的時間內招聘到合適人選的招聘服務商將贏得企業的青睞。因此，探索

46、縮短人才尋獵周期的方法，應該成為招聘機構提升自己價值和市場競爭力的工作重點。The survey results from employers show that the recruitment cycle of core positions is 3 to 5 months.It indicates the demand for higher efficiency of executive search in the market.Recruitment service providers who are able to recruit suitable candidates in a sh

47、orter period of time will win the favor of employers.Thus,exploring methods to shorten the talent hunting cycle should be the focus of work for recruitment providers to improve their value and competitiveness in the market.6 個月或以上More than 6 moths1-2 個月1 to 2 months3-5 個月3 to 5 months0%10%20%30%40%5

48、0%60%15.43%29.38%55.19%132022 SALARY TRENDS Mainland China擴大人才觸達渠道將有效提升招聘效率Expanding recruit channels can effectively improve recruitment efficiency來自人才端的調研結果顯示：位居前三位的求職平臺是獵聘、領英和前程無憂。對雇主企業來說，要縮短招聘周期，增加人才數據庫的基數，布局核心求職平臺是必然趨勢，尤其是獵聘，吸納了73.84%的人才數據信息。在核心求職平臺發布職位信息，也能最大幅度觸達更多的人才，提高人才招聘的效率。The survey data

49、 shows that the top three channels for employees to choose new jobs are Liepin,LinkedIn and 51job.For enterprises,it is an inevitable trend to lay out the mainstream job search platforms,especially Liepin which has absorbed 73.84%talent data,to shorten the recruitment cycle,increase talent database

50、pool,and maximize the access to talents and improve recruitment efficiency.脈脈 Maimai直聘 BossZhipin其它 Others前程無憂 I Want Job領英 LinkedIn獵聘 Liepin0%10%20%30%40%50%60%70%80%7.8%16.65%20.96%29.49%53.7%73.84%14ConsumerCGP InsightIn 2021,the consumer industry continued the megatrend of previous years and rem

51、ained a dynamic and exciting industry.Cosmetics and related sub-categories maintained strong growth,with strong results from both global and local players.Thanks to the improvement of peoples health awareness,healthy foods including plant based and functional foods have continued to grow at the expe

52、nse of the confectionery category.No surprise that 2021 has continued to highlight the increased importance of digital and e-commerce channels as a core business pillar for companies.Rather than just a sales or communications channel,its now the core platform for companies to interact with their con

53、sumers.Mobile provides an ecosystem to complete a whole best case consumer journey-from awareness,search,product research and word of mouth,comparison to purchase through offline delivery and confirmation of receipts,to consumer retention,customer service and then customer advocacy and feedback on s

54、ocial media.However,offline consumption is still a major contribution to overall sales.And it has remained an area of resilient hiring for a range of companies across categories.Modern trade retail continues to be of high importance across the national,regional and local level.Food service has rebou

55、nded quickly under the New Normal environment,and many companies face difficulties in filling roles.2022 SALARY TRENDS消費品2021 年消費行業延續了前幾年的大趨勢，仍然是一個充滿活力并令人興奮的行業?；瘖y品及相關子類別保持強勁增長，全球和本地參與者均取得了強勁的業績。得益于人們健康意識的提高，包括植物性食品和功能性食品在內的健康食品銷量持續走高，而糖果類產品則有所減少。不足為奇，數字化及電商渠道依然是 2021 年企業核心業務的支柱，但它的功能已不再是簡單的銷售或溝通平臺，已

56、然成為企業和消費者互動的主戰場。移動互聯網作為一個生態系統，搭建了從知曉、搜尋、產品調研及口耳相傳、比較到購買的完整消費者旅程（consumer journey），從線下交付、收據確認到消費者留存、客戶服務以及社交媒體上的消費者宣傳和評價，手機等移動設備一站式完成了消費的全旅程。然而，線下消費仍然是對整體銷售的主要貢獻，它仍然是大量跨品類消費品公司的彈性招聘領域?，F代貿易零售無論在國家、地區還是地方層面都具有重要意義。疫情常態化使得餐飲服務業迅速反彈，許多公司在填補職位空缺方面正面臨重重困難。線上消費構建完整消費旅程，線下消費仍占半壁江山Online consumption builds a

57、complete consumer journey,while offline still contributes a lot to the whole sales移動互聯催生眾多新型崗位，線下消費仍是經濟增長主力軍Mobile has spawned many new jobs,offline consumption is still the main force of economic growth152022 SALARY TRENDS Mainland ChinaCGP InsightConsumerFrom a talent perspective,digital natives d

58、ependence on mobile has spawned the demand for many new roles.A number of functions/roles which emerged over the past several years have become of major importance,and demand has outstripped supply.For example,functions such as e-Commerce Marketing has continued to grow and develop to become a criti

59、cal role which is very distinct from related functions or roles such as Digital Marketing.At the same time,while the overall demand for experienced workers in the e-commerce industry has increased,there are also subtle differences within the industry.Compared with traditional typical large platforms

60、 such as JD.com,Tmall,and Taobao,emerging platforms such as Pinduoduo,Tiktok and Red have a more urgent desire for talent.Furthermore,as the war for talents is never ending,Kourosh Asghari,vice president of recruitment for the consumer goods industry of CGP Group,recommends that companies maintain a

61、 good employer reputation and ensure that any recruitment partners that they work with are able to accurately and proactively support the employers brand promotion efforts,so as to consolidate and enhance the companys image.In 2022,there are many well-known factors that will dramatically impact the

62、industry and the talent market,which are worthy of close attention.These factors include COVID and its variants,domestic and international travel restrictions,the severity and speed of regulatory changes,demographics trends,employment and consumer confidence.消費品從人才的角度來看，數字原住民（泛指 00 年后出生人群）對移動支付的依賴催生

63、出了更多相關崗位的用工需求。過去幾年，因電商的蓬勃發展，許多以往從未出現的崗位/角色變得非常重要，甚至供不應求。例如，電子商務營銷崗位的需求量猛增，成為區別于數字營銷職能截然不同的關鍵角色。此外，電子商務行業整體對經驗人士用工需求增加的同時，內部也出現了精細化的差別。相較于傳統典型大平臺（如京東、天貓、淘寶等），新興平臺（如拼多多、抖音、小紅書等）對人才的渴望更為迫切。由于人才爭奪戰永無止境，CGP集團消費品行業招聘副總裁Kourosh Asghari建議企業保持良好的雇主聲譽，確保招聘合作伙伴能夠準確、主動地支持其雇主品牌推廣工作，以此鞏固并提升公司形象。在2022年，有許多眾所周知的因素將

64、對行業和人才市場產生重大影響，值得密切關注。這些因素包括 COVID-19疫情變化及病毒變異情況、國內和國際旅行限制、監管的嚴厲程度和執行速度、人口趨勢、就業情況和消費者信心。移動互聯催生更多細分職能，新興電商求賢若渴Mobile Internet has spawned more subdivision functions,and emerging e-commerce companies are eager for talents移動互聯催生眾多新型崗位，線下消費仍是經濟增長主力軍Mobile has spawned many new jobs,offline consumption is

65、 still the main force of economic growth16人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP Insight2022 SALARY TRENDSNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with po

66、ured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。Consumer消費品E-Commerce Key Account Manager電商大客戶經理E-Commerce Trade Marketing Manager電商通路行銷經理Senior Brand Manager高級品牌經理CRM Manager客戶關

67、系經理Digital Center Head數字中心總監E-Commerce Marketing Manager電商市場經理Key Account Director關鍵客戶總監Media Planing媒介策劃Marketing Research市場調查172022 SALARY TRENDS Mainland ChinaSales-銷售Corporate Finance-財務Sales VPSales Director Sales ManagerSales Operations ManagerKey Account DirectorKey Account ManagerBusiness De

68、velopment DirectorBusiness Development ManagerE-Commerce DirectorE-Commerce Group LeaderE-Commerce ManagerE-Commerce Channel ManagerTrade Marketing DirectorTrade Marketing ManagerEC-Trade Marketing ManagerCFO Finance Director Finance Manager Accounting Manager Auditing Director Auditing Manager 銷售副總

69、裁銷售總監銷售經理銷售運營經理大客戶總監大客戶經理業務發展總監業務發展經理電子商務總監電子商務負責人電子商務經理電商渠道經理通路行銷總監通路行銷經理電商通路行銷經理首席財務官財務總監財務經理會計經理審計總監審計經理18 years+15 years+8 years+5 years+10 years+8 years+10 years+6 years+10 years+6 years+4 years+4 years+10 years+6 years+15 years+10 years+8 years+6 years+10 years+6 years+2M 800K800K1.8M700K1.2M7

70、00K2M1M600K500K1.5M650K800K2.5M1.2M700K450K1.2M600K1.8M600K650K850K600K900K550K550K1M600K400K800K450K2.5M1.6M550K550K1.2M540K1M500K1.5M+880K550K420K1M550K600K2M900K500K340K850K440K1.3M440K450K670K460K1M+720K410K420K700K410K300K600K320K1M350K350K900K400K700K350K800K700K400K300K700K400K400K1.5M600K300

71、K250K500K300K700K 250K300K500K300K550K250K300K450K250K200K400K200KPosition Title 職位名稱MinMinMedMedMaxMaxYears ofExperience從業年數Annual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 808085707080757585959595708595808080808080NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位

72、是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A met

73、ric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.18Marketing-市場營銷HR-人力資源Marketing VPMarketing Dir

74、ectorMarketing ManagerBrand ManagerCRM ManagerE-Commerce Marketing ManagerDigital Marketing DirectorDigital Marketing ManagerPR DirectorPR ManagerMedia ManagerMarket Insights ManagerHR DirectorHR ManagerC&B DirectorC&B ManagerTalent Acquisition DirectorTalent Acquisition ManagerTraining Manager市場營銷副

75、總裁市場營銷總監市場營銷經理品牌經理客戶管理經理電子商務市場經理數字營銷市場總監數字營銷市場經理公關總監公關經理媒介經理市場洞察經理人力資源總監人力資源經理薪酬總監薪酬經理招聘總監招聘經理培訓經理16 years+12 years+8 years+4 years+5 years+5 years+12 years+8 years+10 years+5 years+6 years+7 years+15 years+8 years+10 years+8 years+10 years+8 years+6 years+2M1.1M600K900K900K2M1M2M800K800K600K1.2M600

76、K1M800K1.2M800K500K1.5M 800K400K500K500K1.2K500K800K450K400K400K900K500K800K650K800K700K400K2.5M1.4M800K400K430K600K1.4M650K1.2M600K500K400K1M500K850K600K860K600K350K1.1M660K300K410K400K900K350K700K375K325K300K630K400K620K450K550K500K300K1M700K250K300K300K800K400K800K350K300K300K800K400K700K400K550K

77、400K250K800K500K200K300K300K600K200K600K300K250K200K400K300K450K300K350K350K200KPosition Title 職位名稱MinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 85909090859595958075808585858585858585NeedIndicator(0-100)需求指數2022 SALARY TRENDS2022 SALARY TRENDS*年薪：基本工資加獎金（不包括股權或者其

78、他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maxi

79、mum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExperience從業年數19

80、2022 SALARY TRENDS Mainland ChinaSupply Chain-供應鏈IT Support-技術支持Corporate Legal-法務Supply Chain VPSupply Chain DirectorSupply Chain ManagerLogistics ManagerProcurement/Sourcing ManagerPlanning ManagerRegulatory Affairs DirectorRegulatory Affairs ManagerQuality ManagerPlant ManagerR&D DirectorR&D Mana

81、gerIT DirectorIT ManagerGeneral CounselLegal Counsel供應鏈副總裁供應鏈總監供應鏈經理物流經理采購經理計劃經理法規事務總監法規事務經理質量經理生產經理研發總監研發經理IT 技術支持總監IT 技術支持經理總法務顧問法務顧問20 years+15 years+8 years+8 years+5 years+5 years+10 years+8 years+8 years+10 years+15 years+8 years+15 years+8 years+15 years+6 years+1.8M600K500K600K600K2M650K600K

82、800K2M800K1.2M800K2.2M450K1.2M500K450K580K600K600K550K700K700K1M750K400K2M+1.4M500K400K450K450K1.5M500K500K500K1.4M630K1M640K1.5M300K1M420K340K410K450k450K400K470K550K800K600K300K1M400K300K300K300K1M350K400K300K1M500K800K500K1M250K700K350K250K250K300K300K250K250K400K600K450K200KMinMinMedMedMaxMaxAnn

83、ual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 80808585858590908585858580808080NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:

84、Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score bel

85、ow 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 職位名稱Years ofExperience從業年數202022 SALARY TRENDSCorporate FinanceCGP Insight企業財務212022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECorporate

86、 FinanceCGP Insight企業財務CFO首席財務官Finance BP財務業務伙伴FP&A Director財務分析總監IT Audit ManagerIT 審計經理Finance Director財務總監Audit Manager審計經理Accounting Manager會計經理Finance Manager財務經理Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符

87、合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。22Corporate Finance-企業財務2022 SALARY TRENDSCFOFinance DirectorAccounting ManagerFina

88、nce ManagerFP&A ManagerFinance BPFinance Reporting ManagerFinance System ManagerTreasury DirectorTreasury ManagerTax DirectorTax ManagerAudit DirectorAudit ManagerInternal Control ManagerIT Audit Manager10 years+10 years+5 years+8 years+8 years+8 years+5 years+5 years+10 years+5 years+10 years+5 yea

89、rs+10 years+5 years+5 years+5 years+3M2M500K700K700K1M700K800K1.5M500K1.5M500K2M600K600K600K1.5M1M400K500K500K600K500K600K800K350K800K350K1.2M450K450K500K1M600K250K300K400K400K400K400K600K250K500K250K800K300K300K400KPosition Title 職位名稱MinMedMaxYears ofExperience從業年數Annual Package Range 年薪Tier 1 Citi

90、es 一線城市2022 SALARY TRENDS*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB

91、 In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a sc

92、arcity in the market.232022 SALARY TRENDS Mainland China首席財務官財務總監會計經理財務經理財務分析經理財務業務伙伴財務報表經理財務系統經理資金總監資金經理稅務總監稅務經理審計總監審計經理內控經理IT 審計經理600K500K200K250K300K350K300K300K400K200K400K200K500K250K250K350K1.2M800K300K400K450K500K450K500K500K300K500K300K700K350K350K450K2M1.2M400K600K600K700K600K600K700K400K70

93、0K400K1M450K450K550K90808070809080807070707080808080Position Title 職位名稱MinMedMaxNeedIndicator(0-100)需求指數Annual Package Range 年薪Tier 2 Cities 二線城市Corporate Finance-企業財務*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反

94、之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 8

95、0 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.24Design&PropertyCGP InsightEarly 2021,the government has promulgated the Three Red Lines Policy,and the industry has begun to reshuffle

96、violently.The real estate industry has implemented the deleveraging policy,and under the environment that the financing channels are blocked,it is generally faced with financial pressure.With the deepening of the policy impact,many real estate companies default overseas ratings have been repeatedly

97、downgraded,and the market has fluctuated,increasing the difficulty of overseas debt financing.The real estate industry focuses on macro-policy regulation,rather than relying on marketing functions to restore the market,because real estate advertising is difficult to play a fundamental role in the fa

98、ce of the entire market downward environment.From the perspective of the industry,the real estate advertising industry is completely affected by the scale of the real estate industry,and the real estate market shrinks further,corresponding to the expansion of the capital chain of the real estate adv

99、ertising industry.Traditional real estate advertising companies cannot solve the fundamental contradiction between the low gross profit and the growing cost structure,which leads to the intensification of competition in the industry.As the core position of real estate advertising,the real estate des

100、ign industry has been seriously affected.2022 SALARY TRENDS地產與設計2021年年初，“三條紅線”政策頒布，行業開始了劇烈的洗牌。房地產行業施行去杠桿政策，在融資渠道受阻的環境下，普遍面臨資金壓力。隨著政策影響的深化，多家房企違約，境外評級屢遭下調，市場波動，增加了境外發債融資難度。房地產行業專注于宏觀政策調控，而非依賴營銷職能去挽回市場，原因在于地產廣告在面對整個市場下行的環境下，很難產生根本作用。從行業的角度出發，地產廣告行業完全受房地產行業規模的影響，地產市場進一步收縮，與之對應的是地產廣告行業資金鏈問題的擴大。傳統地產廣告公司無

101、法解決低毛利時代與日益增長的成本結構之間的根本矛盾，導致行業內競爭的加劇，地產設計行業作為地產廣告的核心職位，也因此收到了嚴重影響。地產設計行業無法解決地產行業整體下行的趨勢Design function cannot stop the overall downward trend of real estate industry 房地產行業下行，房產設計行業人才面臨挑戰Market size of real estate industry shrinks,real estate design professionals face challenges252022 SALARY TRENDS M

102、ainland ChinaDesign&PropertyCGP InsightAccording to the information released by the government,the real estate industry is bound to rebound at some point in the future,but whether it can reach the profit rate of the previous golden age remains to be observed.On the one hand,the recovery of the marke

103、t requires a lot of efforts on marketing work.On the other hand,the decline in the profit rate of the real estate industry will lead to a decline in the capital investment in marketing work,which means that real estate advertising companies have comprehensively entered the era of low gross profit an

104、d cannot cope with the growing labor costs,which means that the prospect of the real estate design industry is not optimistic.Talents in the real estate industry are faced with two choices:industry transformation or persistence.The development of the real estate industry in 2021 is conservative.On t

105、he one hand,it maintains high-density marketing,accelerates the recovery of funds,and stabilizes the capital chain and revitalize cash flow by selling projects or seeking equity cooperation.At the same time,it speeds up the shift to fine management and operation to save the costs.Among them,the redu

106、ction of marketing cost means the further contraction of profit space for the real estate advertising industry whose profit is declining year by year.In addition,the development of the two core technologies further reduces the human cost of the design industry.One is that the development of artifici

107、al intelligence(AI)led by Python language has deeply integrated the computational image with AI,and AI technology can be used to complete a large number of basic design work in a short time.Second,the competition among domestic design content websites is increasing.The improvement of the quality of

108、online content causes a convergence on designers professional skills,and industrial value of designers is being challenged.地產與設計根據政府目前釋放的信息，房地產行業勢必在未來的一個時間點內反彈，但是否能達到之前黃金年代的利潤率還有待考量。一方面，市場的回暖過程中需要大量營銷工作的投入；另一方面，房地產行業利潤率下降導致營銷工作的資金投入將下降，這意味著地產廣告公司已經全面進入低毛利時代，無法應對日益增長的人力成本，地產設計行業的前景不容樂觀。地產行業人才面臨行業轉型與艱

109、苦留守兩種選擇。整個 2021 年房地產行業的發展偏保守運營。一方面，維持高密度營銷工作，加速資金回籠，通過出售項目或尋求股權合作等方式來穩定資金鏈，盤活現金流；同時，加快精細化管理和運營，節省開支。其中，營銷費用的下調，對于利潤逐年下降的地產廣告行業而言，意味著利潤空間的進一步收縮。此外，兩大核心技術的發展令設計行業的人力成本進一步下降。其一是以 Python 語言為主導的人工智能（AI）開發已經將計算圖像與 AI 深度融合，可以利用 AI 技術在短時間內完成大量的基礎設計工作。其二是國內的設計內容網站競爭日益加劇，更高質量的網站內容令設計師的職業技能水平趨同，設計師的行業價值正受到挑戰。地

110、產設計人才面臨轉型與艱苦留守雙重選擇房產行業削減開支，營銷費用進一步下調Transformation or persistence,real estate designers face choices Further reduction of marketing expenditure in real estate industry 房地產行業下行，房產設計行業人才面臨挑戰Market size of real estate industry shrinks,real estate design professionals face challenges26Design&PropertyCGP

111、 Insight2022 SALARY TRENDS地產與設計房地產行業下行，房產設計行業人才面臨挑戰Market size of real estate industry shrinks,real estate design professionals face challengesAccording to CGP Group Marketing Insight,the neat decline of the real estate industry has also dealt a blow to the surrounding industries.Real estate design

112、talents can choose industries with more prospects,and rely on the extensiveness of the design industry itself to obtain more employment opportunities in other industries.There is a mutually dependent relation between real estate industry and real estate design,and the sales mode of futures housing m

113、akes it difficult for real estate advertising companies,as core suppliers,to obtain a healthy capital chain.Companieshigh-risk operation has a profound negative impact on the employment stability of real estate design talents and their industrial development.For real estate design talents,the compet

114、ition in the field of real estate advertising is increasing,and it is difficult to obtain equal labor income.Real estate design talents should reconsider the core value of the position,take the function of visual communication and creative inspiration as the core value,and seek potential positions i

115、n more extension industries.CGP 集團市場洞察顯示：“地產行業的整齊下行導致周邊產業同樣受到打擊，對于地產設計人才而言，可以選擇目前更具有前景的行業，依靠設計行業本身的外延性，在其他行業獲得更多的就業機會”。房地產行業與地產設計是相互依托的行業關系，期房銷售的模式導致作為核心供應商的地產廣告公司很難獲得一個健康的資金鏈，公司的高風險運營會對地產設計人才的就業穩定性與自身的行業發展產生很深的負面影響。對于地產設計人才而言，目前的地產廣告領域的競爭加劇，很難獲得對等的勞動收益，地產設計人才應回歸職位的核心價值，以視覺傳達與創意啟發的職能為核心價值，在更多的外延性產業中

116、尋求更具潛力的崗位。272022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified

117、candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。Logistics Leasing物流招商Retail Leasing商業招商Asset Management資產管理CRM 會員管理系統Mall Operations 商業運營職位Cost Manager 成本造價Design Management 設計管理Office Leasing

118、辦公招商Project Management 項目管理Design&Property地產與設計28Retail Leasing DirectorRetail Leasing Sr.ManagerRetail Leasing ManagerOffice Leasing DirectorOffice Leasing Sr.ManagerOffice Leasing ManagerIndustrial Leasing Director Industrial Leasing Sr.Manager Industrial Leasing Manager Consulting DirectorConsult

119、ing ManagerOperation DirectorOperation ManagerMall General ManagerProperty DirectorProperty Senior ManagerProperty ManagerMarketing DirectorMarketing Senior Manager Marketing Manager商業招商總監商業招商高級經理商業招商經理辦公招商總監辦公招商高級經理辦公招商經理產業招商總監產業招商高級經理產業招商經理咨詢總監咨詢經理運營總監運營經理商場總經理物業總監物業高級經理物業經理市場總監市場高級經理市場經理12 years+

120、8 years+6 years+12 years+10 years+6 years+12 years+8 years+6 years+15 years+8 years+12 years+6 years+15 years+15 years+10 years+8 years+15 years+10 years+6 years+1M700K500K1M700K500K1M600K 500K 1M600K1M400K2M1.2M700K500K1.5M 700K 500K860K600K460K880K600K400K910K540K400K800K440K800K360K1.4M950K650K40

121、0K900K600K440K700K500K300K700K500K300K800K500K300K600K300K600K300K1M700K500K300K600K500K400KPosition Title 職位名稱MinMedMaxYears ofExperience從業年數Annual Package Range(RMB)年薪2022 SALARY TRENDSCommercial&Industrial Property-商業及產業地產9090908080809393908080909088929292858282NeedIndicator(0-100)需求指數*年薪：基本工資加獎金

122、（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,

123、Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.292022 SALARY T

124、RENDS Mainland ChinaProject Head Project DirectorProject ManagerMEP DirectorMEP Senior ManagerMEP ManagerCost DirectorCost ManagerBIM ManagerStructural Director Structural Senior ManagerStructural ManagerEHS DirectorEHS ManagerScheduling ManagerResidential Salas VPResidential Salas DirectorResidenti

125、al Salas ManagerMarketing DirectorMarketing Senior ManagerMarketing ManagerCity GM項目負責人項目總監項目經理機電總監機電高級經理機電經理成本總監成本經理BIM 經理結構總監結構高級經理結構經理EHS 總監EHS 經理計劃經理住宅地產銷售副總裁住宅地產銷售總監住宅地產銷售經理營銷總監營銷高級經理營銷經理城市總經理18 years+15 years+8 years+15 years+10 years+8 years+12 years+8 years+5 years+15 years+10 years+8 years+

126、15 years+8 years+8 years+15 years+10 years+7 years+12 years+8 years+5 years+15 years+3M1.5M650K1.5M800K600K1.5M600K650K1M750K600K1.2M650K600K3M2M600K1M600K400K2M1M570K1.2M700K560K1.1M500K570K840K675K540K1M580K520K2.4M1.4M480K900K540K300K2M+1.2M800K500K800K600K500K700K400K500K700K600K500K800K520K400K

127、2M1M400K800K500K200KPosition Title 職位名稱MinMedMaxYears ofExperience從業年數Annual Package Range 年薪Project Management-項目管理85858585858585858080808080808085859080828290NeedIndicator(0-100)需求指數Residential Property-住宅地產*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local c

128、urrency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an u

129、rgent need,or a scarcity in the market.30Chief Investment OfficerInvestment DirectorInvestment ManagerInvestment AnalystAsset Management Director Asset Management Senior Manager Asset Management ManagerValuation DirectorValuation Manager首席投資官投資總監投資經理投資分析師資產管理總監資產管理高級經理資產管理經理估算總監估算經理15 years+10 years

130、+5 years+3 years+15 years+10 years+6 years+15 years+6 years+6M2M700K500K2.5M 800K 600K800K600K4M1.4M500K320K1.6M700K550K700K440K2M700K 300K150K800K600K500K600K300KPosition Title 職位名稱MinMedMaxAnnual Package Range(RMB)年薪2022 SALARY TRENDSInvestment&Asset Management-投資及資管858585909090908282NeedIndicator

131、(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min

132、.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the

133、market.Years ofExperience從業年數312022 SALARY TRENDS Mainland ChinaDesign Head Archi Design Director Archi Design Senior Manager Archi Design Manager Urban Planning DirectorUrban Planning Senior ManagerUrban Planning ManagerLandscape Design DirectorLandscape Design Senior ManagerLandscape Design Manage

134、r Interior Design Director Interior Design Senior Manager Interior Design Manager 設計負責人建筑設計總監建筑設計高級經理建筑設計經理城市規劃總監城市規劃高級經理城市規劃經理景觀設計總監景觀設計高級經理景觀設計經理室內設計總監室內設計高級經理室內設計經理15 years+15 years+12 years+8 years+15 years+10 years+6 years+15 years+10 years+6 years+15 years+10 years+6 years+4M2M800K700K2M700K 5

135、00K1.2M 600K500K 900K600K400K2.5M1.5M700K600K1.4M600K450K950K550K400K800K500K300K1M800K600K500K800K 500K400K700K500K300K700K400K200KPosition Title 職位名稱MinMedMaxAnnual Package Range(RMB)年薪Design Management-設計管理80 859090808080808080828686NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，

136、貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A

137、 metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExperience從業年數32Digital Transformati

138、onCGP InsightToday,digital transformation has become the key to global industrial upgrading,and countries around the world have released national digital strategies to accelerate the process of industrial digitization.The establishment of a digital hub is an important step in digital transformation,

139、which gathers talents and innovation initiatives,accelerates local ecological development,and realizes the simultaneous upgrade of multiple industries such as finance,logistics and manufacturing,thereby enhancing international competitiveness.In 2021,digital transformation has promoted innovation in

140、 many fields,and technological upgrades have helped all mankind enjoy more equal services.With the chain structure extension and development of digital transformation,the mobilization of work scenarios,cloudification of work data and low-code encapsulation of work processes have become the mainstrea

141、m of enterprise digital applications.Affected by the epidemic,digital transformation has become a path for traditional industries to quickly resume production.Artificial intelligence and machine learning are increasingly embedded in multiple business functions in key business areas,which not only im

142、proves the efficiency of enterprises,but also realizes the innovation of products and services;and the digital model based on cloud computing is helping enterprises meet the changes and needs in business scenarios.2022 SALARY TRENDS數字化轉型現如今，數字化轉型已成為全球產業升級的關鍵，世界各國均發布國家數字戰略，以加速產業數字化進程。成立數字樞紐中心是數字化轉型的重

143、要一步，這一過程也能夠凝聚人才與創新舉措，同時加速發展本地生態，實現金融、物流、制造等多個行業的同步升級，從而提升國際競爭力。在 2021 年，數字化轉型推動了多領域的創新，技術的升級幫助全人類享受更平等的服務。隨著數字化轉型鏈條式結構的延伸發展，工作場景移動化、工作數據云端化和工作流程低代碼封裝化已經成為了企業數字化應用的主流。受疫情影響，數字化轉型成為了傳統行業快速恢復生產的路徑。人工智能與機器學習被越來越多地嵌入到關鍵業務領域的多個業務功能中，不僅提高了企業效率，也實現了產品與服務的創新；而基于云計算的數字化模型正幫助企業滿足業務場景的變化與需求。全球產業復蘇的燈塔 面向未來的產業升級D

144、igital Transformation Is the Key to Global Economic Recovery全行業面臨數字化轉型 數據人才出現缺口Digital transformation happens,data process talents are competitive 332022 SALARY TRENDS Mainland ChinaDigital TransformationCGP InsightIn the wave of digital transformation,the leading position of e-commerce,finance and

145、other industries is relatively obvious,while the manufacturing industry needs to complete the iteration of modernization and connectivity,in which the technological upgrade of 5G,cloud computing and the Internet of Things is imminent.These industries obviously need a large number of talents in the f

146、ield of digital transformation.It is predicted that the process of global industrial digitalization will be further deepened in 2022.In the process of digital transformation,the optimization of supply chain has become the primary concern of most enterprises,and e-commerce will become an important me

147、ans of digital transformation of enterprise supply chain.Advanced digital technology can highly integrate the online and offline supply chain,connect the supply chain and payment,so as to improve the operation efficiency of enterprise business terminals and product structure,and maximize profits.Ano

148、ther hot topic of digital transformation is private domain development.The digitalization of products and services has increasingly become the main direction for manufacturing enterprises to expand their business value.Private domain development uses Internet tools to create an ecosystem,allowing en

149、terprises to face consumers directly and excavating the value of membership attributes to better reach and serve consumers,which has become the focus of all enterprises.數字化轉型在數字化轉型的浪潮中，電商、金融等行業的引領地位比較明顯；而制造業內部需要完成現代化與連通性的迭代，對 5G、云計算與物聯網的技術更迭迫在眉睫。由此可見，未來這些行業將需要大量數字化轉型領域的人才。預測 2022 年，全球產業數字化進程將更一步深化。在

150、數字化轉型過程中，對于供應鏈的優化成為了多數企業首要關注的方向，而電商化將成為企業供應鏈數字化轉型的重要手段。先進的數字化技術能夠高度整合線上線下供應鏈，打通供應鏈與支付，從而提高企業業務終端與產品結構的運轉效率，實現利益最大化。數字化轉型的另一個熱點是私域開發。產品和服務數字化日益成為制造企業拓寬業務價值的主攻方向。私域開發利用互聯網工具，創建生態系統，讓企業直接面向消費者，挖掘會員屬性價值，更好地觸達并服務消費者，成為了所有企業所重點關注的方向。面對人才缺口 人才再開發是突破關鍵數字化轉型進程加快 全球產業面臨換血Talent redevelopment is the key to rel

151、ieve talent shortage Digital Transformation Accelerating of all Global Industries全行業面臨數字化轉型 數據人才出現缺口Digital transformation happens,data process talents are competitive 34CGP Insight2022 SALARY TRENDSAs a key element in the process of enterprise digital transformation,digital talents have a crucial i

152、mpact on enterprise transformation,and solving the shortage of digital transformation talents is huge challenge for enterprises.Accelerating the pace of digital transformation requires companies to break through the inherent barriers of thinking.The foundation of transformation is not only the appli

153、cation of new tools or new skills,but a transformation of itself,both to companies and individuals.CGP Group Marketing Insight shows that digital transformation is not just a one-way technical transformation,but fundamentally a special project for innovative talents in the enterprises.The core value

154、 of digital talents is the integration and application of multiple fields and disciplines.While recruiting talents externally,enterprises should develop internal training and promotion channels based on their own conditions,improve the digital capabilities of existing employees to start digital tran

155、sformation prior to the enterprise;and for talents,those who have skills dealing with digital transformation will greatly enhance the competitiveness in the talent market.作為企業數字化轉型過程中的關鍵要素，數字化人才對于企業轉型有著至關重要的影響，而解決數字化轉型人才的缺口也是對企業的巨大挑戰。加快數字化轉型的步伐，需要企業突破固有的思維壁壘。轉型的根本，不僅是新工具或者新技能的應用，而是一場針對自身的轉變，對于企業或者個人

156、而言都是如此。CGP 集團市場洞察顯示：“數字化轉型不僅僅是單向的技術類轉型，從根本而言，其實是一個企業創新型人才的專項。數字人才的核心價值是多領域、多學科的融合與應用。企業在對外開展人才招聘的同時，應結合自身的情況，開辟企業內部的培訓與晉升渠道，提升現有員工的數字化能力，先于企業啟動數字化轉型；而對人才而言，具備數字化轉型方向的技能將大大提升其在人才市場的競爭力”。Digital Transformation數字化轉型全行業面臨數字化轉型 數據人才出現缺口Digital transformation happens,data process talents are competitive 3

157、52022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETEDigital TransformationCGP Insight數字化轉型Algorithm Engineer算法工程師Solution Architect解決方案架構師Engineering Manager研發經理Engineering Lead研發主管Java EngineerJava 開發工程師QA Engineer測試工程師.NET Engineer.Net 開發工程師Project Manager項目經理Notes:R

158、oles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment pr

159、ocess.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。36Digital Transformation-數字化轉型2022 SALARY TRENDSPython EngineerJava Engineer.Net EngineerC+/C EngineerPHP EngineeriOS EngineerAndroid EngineerArchitectQA EngineerQE EngineerEngineering LeadEngineering ManagerAlgorithm EngineerAlgorithm Lead3-10 years3-10 ye

160、ars3-10 years3-10 years3-10 years3-10 years3-10 years8-15 years3-10 years3-10 years8-15 years10-20 years1-10 years6-10 years500K+500K+400K+500K+500K+510K+520K+700K+320K+450K+600K+700K+1M+1.2M+350K350K300K350K350K400K400K500K250K320K450K600K400K800K200K200K150K200K200K250K250K350K150K180K350K450K250K

161、500KPosition Title 職位名稱MinMedMaxYears ofExperience從業年數Annual Package Range 年薪Tier 1 Cities 一線城市2022 SALARY TRENDS*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic

162、 Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80

163、 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.372022 SALARY TRENDS Mainland ChinaPython 開發工程師Java 開發工程師.Net 開發工程師C+/C 開發工程師PHP 開發工程師iOS 開發工程師Android 開發工程師架構師測試工程師測試開發工程師研發主管研發經理算法工程師算法主管801006060608080708060707010080Position Title 職位名稱Mi

164、nMedMaxNeedIndicator(0-100)需求指數Annual Package Range 年薪Tier 2 Cities 二線城市Digital Transformation-數字化轉型140K140K100K140K140K150K150K250K100K120K250K300K200K350K250K250K150K250K250K300K300K350K150K220K320K450K300K500K350K350K250K350K350K400K400K500K230K300K400K500K500K+700K+*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為

165、當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need I

166、ndicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.38Emerging Technologies&The Intern

167、etCGP InsightIn the process of global economic development,the Internet has created numerous economic legends,and is also known as the most wealth-creating industry.After enjoying the dividend period of more than 20 years,the Internet feast is coming to an end.The exhaustion of traffic growth,the ch

168、ange of consumer habits and the global antitrust actions on platform economy indicate the end of the era of rapid expansion of the Internet.The end of an era also indicates the rise of another.In the Internet market,more and more brand-based,product-based and content-based companies have become the

169、mainstream.They will replace the Internet platform companies and become the unicorn of the new era.The Internet industry in 2021 is vividly compared to a dancer who dances with shackles.Under the influence of the global antitrust background,the domestic regulatory policy tends to be strict,which to

170、some extent affects the capital of risk aversion in the market,resulting in the obstruction of financing and limited development of Internet enterprises.Strict policy control makes fair competition and information sharing the main themes of the industry.The former requires fair competition between p

171、latforms and shall not abuse market position,while the latter requires that information partition should not be built between platforms and consumers should be allowed to share information across platforms.While adapting to policy and market changes,traditional Internet enterprises are urgently seek

172、ing new ways of realization,and more emerging technologies are applied to the Internet industry.2022 SALARY TRENDS新興技術與互聯網互聯網在全球經濟發展的過程中，制造了無數經濟傳奇，也被人們譽為最能創造財富的行業。在享受了二十多年的紅利期后，互聯網的盛宴正在接近尾聲。流量增長的枯竭，消費者習慣的改變以及全球范圍內的平臺經濟反壟斷行動，預示著互聯網極速膨脹的時代落幕。一個時代的結束也預示著另一個時代的崛起，互聯網市場內，越來越多的品牌型、產品型以及內容型公司成為主流，他們將取代互聯網平

173、臺型公司，成為新時代的獨角獸。2021 年的互聯網行業，被形象地比喻為“帶著枷鎖跳舞”的舞者。受全球反壟斷背景影響，國內的監管政策趨于嚴格，一定程度上影響了市場上避險情緒的資本，導致互聯網企業融資受阻，發展受限。政策上的嚴控，使得“公平競爭”和“信息共享”成為行業內的主旋律。前者要求平臺之間公平競爭，不得濫用市場地位；后者要求平臺之間不得筑起“信息隔墻”，要允許消費者跨平臺共享信息。傳統互聯網企業在適應政策和市場變化的同時，正迫切尋求全新的變現途徑，更多的新興技術也正在被運用于互聯網行業?；ヂ摼W行業增速放緩 新興技術加速融合Emerging technologies accelerates i

174、ntegration互聯網行業新一輪增長蓄勢，人才個體價值凸顯Individual value magnifies in the Internet industry392022 SALARY TRENDS Mainland ChinaEmerging Technologies&The InternetCGP InsightThe pace of technological innovation promotes the diversified development of the Internet industry.In order to gain a foothold in the mark

175、et,major enterprises must make use of emerging technologies to maintain competitiveness and create differentiated products,which will have a positive and profound impact on enterprises future success with the rapid and integrated development of emerging technologies.As the strict control continues,i

176、t is expected that in 2022,the Internet industry will officially enter the era of strong supervision.With the gradual implementation of the global antitrust policy for the platform economy,small and medium-sized enterprises will have more opportunities.At the same time,these enterprises are also the

177、 key areas of the collaborative transformation of the whole industrial chain,emphasizing cloud computing,big data and the Internet of Things to empower the industry.Meanwhile,in the post-epidemic era,people realize that virtual life can replace real life in some ways,which gives birth to the concept

178、 of the meta universe.The essence of meta universe is the 3D Internet,which is based on a series of technologies related to VR,AR and AI algorithms that are the keys to the virtual Internet world.In line with the trend of the industry,more and more enterprises have proposed the intention of developi

179、ng business related with the meta universe concept.In the future,the Internet industry will be more quickly and thoroughly integrated with emerging technologies.As the carnival of the platform Internet comes to an end,more Internet companies advocating content experience will go to the foreground.Th

180、e nature of the Internet industry determines that even after more than 20 years of development,it will still be a strong power supporting the global economic and social development of countless times in the future.新興技術與互聯網在持續的嚴格管控下，預計在 2022 年，互聯網行業將正式進入“強監管”時代。隨著針對平臺經濟的全球反壟斷政策逐步開始實施，中小型企業將獲得更多的機會，同時

181、這部分企業也是全產業鏈協同轉型的關鍵領域，強調云計算、大數據、物聯網，為產業賦能。同時，在后疫情時代，人們意識到線上生活已經可以在某些層面取代線下生活，其中就涉及元宇宙的概念。元宇宙的本質是 3D 互聯網，其中涉及到的 VR、AR 以及 AI 算法等一系列技術，是通往虛擬互聯網世界的鑰匙。順應行業趨勢，越來越多的企業都提出了發展元宇宙相關業務的意愿。未來的互聯網行業，會與新興技術更快更徹底地融合。隨著平臺型互聯網的狂歡進入尾聲，更多提倡內容體驗的互聯網公司將走向臺前?；ヂ摼W行業的屬性決定了即使經過二十多年的發展，它將仍然是一股支撐今后無數時代全球經濟與社會發展的重要力量。技術創新的步伐促進了互

182、聯網產業的多樣性發展。為了在市場上站穩腳跟，各大企業必須利用新興技術來保持競爭力，創造差異化的產品，在新興技術日新月異、融合發展的趨勢背景下，這將對企業未來的發展產生積極深刻的影響。強監管背景下 互聯網行業邁向新起點Government supervision brings Internet industry to a new stage 互聯網行業新一輪增長蓄勢，人才個體價值凸顯Individual value magnifies in the Internet industry40Emerging Technologies&The InternetCGP InsightAlthough t

183、he epidemic has limited impact on the Internet industry,enterprises tend to control investment in talent and pay more attention to the excavation of individual value.According to the CGP Group Marketing Insight,the flexibility of the Internet industry is reflected in all aspects.The industry is expe

184、cted to have more intense enterprise restructuring and talent flow in 2022,and the demand for middle and high-end talents will also increase.Talents will have more opportunities to cultivate and develop professional skills and capabilities in areas where self-value can be realized.Having the develop

185、ment ideas that align with the enterprise will grant talents better career opportunities.By building an enabling organization,Internet enterprises can constantly unleash individual value,and match the development of individual capabilities with the organizations development direction to the greatest

186、 extent.From the perspective of talents,being in an open-minded industry such as the Internet is conducive to the realization and increase of ones self-value.2022 SALARY TRENDS新興技術與互聯網雖然互聯網行業受到的疫情影響偏弱，但是企業在人才方面依然趨向于控制投入，更加注重個體價值的挖掘。CGP 集團市場洞察顯示：“互聯網行業的靈活性體現在方方面面，預計在 2022 年，行業內企業重組和人才流動的現象會進一步加劇，對中高端

187、人才的需求也會加大。人才將有更多機會選擇在能夠實現自我價值的領域深耕與發展。懷揣與企業相一致的發展理念，能讓人才獲得更好的機會?！蓖ㄟ^打造賦能型組織，互聯網企業能夠不斷激發個體價值，盡可能地將組織中個體的能力發展與組織的發展方向相匹配。而對人才來說，身處互聯網這樣一個思維開放的行業，更有利于實現自我價值的增長。人才個體價值崛起 中高端人才緊缺Internet and technology industry facing shortage of high-level talents 互聯網行業新一輪增長蓄勢，人才個體價值凸顯Individual value magnifies in the In

188、ternet industry412022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightProduct Head智能座艙產品總監Autonomous Driving Algorithm Expert智能駕駛算法專家Cloud Architect云平臺架構師APP Product DirectorAPP 產品總監LBS Product Expert地圖產品專家BD/Sales Director商務/銷售總監Marketing Director 市場總監CPSP Di

189、rector 生態合作總監Operation Director運營總監Aftersales Expert售后總監Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one

190、job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。Emerging Technologies&The Internet新興技術與互聯網42AI-人工智能AI Chief ScientistDeep Learning ExpertDeep Learning Senior EngineerDeep Learning EngineerComputer Vision ExpertComputer Vision Senior EngineerC

191、omputer Vision EngineerNLP ExpertNLP Senior EngineerNLP EngineerMachine Learning ExpertMachine Learning Senior EngineerMachine Learning EngineerSpeech Recognition ExpertSpeech Recognition Senior EngineerSpeech Recognition EngineerData Algorithm ExpertData Algorithm Senior EngineerData Algorithm Engi

192、neerAI Open Source ExpertAI Product DirectorAI Product Senior ManagerAI Product ManagerAI 首席科學家 深度學習專家 深度學習高級工程師 深度學習工程師 計算機視覺專家 計算機視覺高級工程師 計算機視覺工程師 自然語言處理專家 自然語言處理高級工程師 自然語言處理工程師 機器學習專家 機器學習高級工程師 機器學習工程師 語音算法專家 語音算法高級工程師 語音算法工程師 數據算法專家 數據算法高級工程師 數據算法工程師 AI 開源平臺開發專家 AI 產品總監 AI 產品高級經理 AI 產品經理 15 year

193、s+8 years+5 years+3 years+8 years+5 years+3 years+8 years+5 years+2 years+8 years+5 years+3 years+8 years+5 years+2 years+8 years+6 years+3 years+7 years+8 years+5 years+3 years+2.8M1.2M700K450K1M650K500K1.2M600K500K1.2M800K550K1.2M750K550K1.1M700K500K2.5M1.2M800K500K2.1M1M600K400K1M550K450K1M550K40

194、0K1M650K450K1.1M650K450K1M600K400K1.5M1M650K400K2.2M900K600K375K800K530K420K900K520K420K1M650K420K1M630K400K900K550K400K1.7M1M640K400K1.6M750K500K320K750K475K360K800K470K320K820K560K330K900K550K360K800K500K320K1.2M820K530K325K1.5M650K450K300K650K450K350K700K450K350K800K500K300K700K500K350K700K450K30

195、0K1M800K500K300K1M500K400K250K550K400K250K600K400K250K650K450K250K650K450K300K600K400K250K800K650K400K250KMinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 9090958590958090958590958595959090858090859080NeedIndicator(0-100)需求指數2022 SALARY TRENDS2022 SALARY TRENDS*年薪：基

196、本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:M

197、edium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position

198、Title 職位名稱Years ofExperience從業年數432022 SALARY TRENDS Mainland ChinaIntelligent Driving-智能駕駛Intelligent Driving Chief ScientistADAS Technical DirectorSystem Control ExpertAlgorithm ExpertCloud Computing EngineerInformation Security EngineerFunction SecuritySensor Fusion AlgorithmsPositioning Algorith

199、mPath Planning AlgorithmHD Map EngineerMillimeter Wave Radar Algorithm智能駕駛首席科學家ADAS 技術總監控制系統專家算法專家云計算工程師信息安全工程師功能安全傳感器融合算法 定位算法 路徑規劃算法 高精地圖開發 毫米波雷達算法12 years+12 years+6 years+7 years+5 years+5 years+5 years+7 years+5 years+5 years+5 years+6 years+3M1.5M600K800K800K700K700K900K700K700K650K650K1.5M1M5

200、00K650K600K500K550K650K600K600K600K600K2.2M1.2M510K700K700K600K520K700K570K575K520K550K1.1M750K420K580K500K400K450K520K460K450K500K500K1.5M800K400K600K600K500K400K500K450K450K450K450K800K500K350K500K450K350K350K400K350K350K400K400KPosition Title 職位名稱MinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier

201、1 Cities 一線城市 Tier 2 Cities 二線城市 808085808580858080858580NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding

202、 stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the

203、market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExperience從業年數44IoT-物聯網Product VP/DirectorProduct ManagerTechnical DirectorPlatform Development ArchitectWiFi/Bluetooth Technology ExpertSoftware Development EngineerIndustry Solutions ArchitectProject DirectorProje

204、ct ManagerCOOOperation DirectorOperation ManagerUX/UI DesignerVisual DesignerBD DirectorSales ManagerData Platform ArchitectData Warehouse ArchitectData Analyst產品 VP/總監產品經理技術總監平臺開發架構師WiFi/藍牙技術專家軟件開發工程師行業解決方案架構師項目總監項目經理首席運營官運營總監運營經理交互設計師視覺設計師業務拓展總監銷售經理數據平臺架構師數據倉庫架構師數據分析師10 years+8 years+10 years+8 ye

205、ars+8 years+5 years+8 years+10 years+5 years+10 years+8 years+5 years+5 years+5 years+10 years+5 years+8 years+8 years+8 years+5M1M2M1.5M600K550K1.2M800K500K2.5M1M800K800K800K1M600K1.5M1.5M1.2M2M700K1.5M1M500K400K700K600K400K1M800K500K600K600K600K400K1M1M800K3M800K1.8M1.1M520K420K900K650K400K2M900K6

206、00K600K600K820K500K1.1M1.1M900K1.5M450K1.1M750K400K300K520K520K300K850K700K400K400K400K500K300K780K750K550K1.8M500K1.5M800K450K300K500K500K300K1.5M800K500K400K400K600K400K700K600K500K1M400K700K500K300K200K350K450K200K700K600K300K200K200K400K200K500K500K300KMinMinMedMedMaxMaxAnnual Package Range(RMB)

207、年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 90958085909580859085908090908085959095NeedIndicator(0-100)需求指數2022 SALARY TRENDS2022 SALARY TRENDS*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并

208、不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand

209、 or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 職位名稱Years ofExperience從業年數452022 SALARY TRENDS Mainland ChinaICT Chip Manufacturing -ICT 芯片制造BU General ManagerR&D DirectorR&D ManagerChief ScientistIC

210、 Desgin ExpertIC Process Development ExpertFPGA ExpertSOC ArchitectSI/PI ExpertIC Verification ExpertPD Design ExpertHardware Design ManagerHardware EngineerSoftware Design ManagerSoftware EngineerProduct Director/ManagerProject Director/ManagerProduction DirectorProduction ManagerQuality DirectorQu

211、ality ManagerSales ManagerRegional Sales ManagerOverseas Sales ManagerSupply Chain DirectorSupply Chain Planning ManagerSupply Chain Development ManagerPlanning Manager事業部總經理研發總監研發經理首席研究科學家IC 設計專家(數字/模擬電路)IC 工藝開發專家FPGA 專家SOC 架構師SI/PI 專家IC 驗證專家PD 設計專家硬件設計經理硬件工程師軟件設計經理軟件工程師產品總監/經理項目總監/經理生產總監生產經理質量總監質量

212、經理銷售總監區域銷售經理海外銷售經理供應鏈總監供應鏈計劃經理供應鏈開發經理物料計劃經理10 years+12 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+10 years+3 years+8 years+3 years+5 years+5 years+12 years+8 years+12 years+8 years+10 years+5 years+5 years+10 years+8 years+8 years+8 years+2M1.2M1M2M1.5M1.5M1.5M1.2M

213、900K1.5M800K800K500K800K500K1M700K1.2M900K1M750K1M600K700K1.3M600K700K600K1.8M900K700K1.3M1.5M1.2M1.3M1.8M800K1.5M500K600K350K600K350K600K500K900K600K900K600K700K500K500K700K450K450K450K1.5M1M750K1.4M1.3M1M1.3M860K650K1.3M600K650K375K660K375K750K500K1M750K770K570K800K450K550K1M500K500K500K1.3M700K50

214、0K950K1.3M800K1.1M1.5M530K1.3M375K500K275K500K275K500K375K740K500K660K470K550K375K370K570K320K320K325K1M900K500K800K1.1M500K1.1M1.3M400K1.1M400K500K250K500K250K500K350K800K600K550K400K600K300K400K700K400K300K400K900K500K300K600K1M400K900K1.3M300K1.1M250K400K200K400K200K400K250K600K400K450K350K400K25

215、0K250K450K200K200K200KMinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 86909088908584908486869080908090909090859080859082848484NeedIndicator(0-100)需求指數Position Title 職位名稱Years ofExperience從業年數46CTOIT DirectorIT ManagerInfrastructure/Engineering ManagerIT Service/Hel

216、pdesk ManagerInfrastructure Team LeadNetwork/Server EngineerApplication ManagerSystem AnalystCISOCyber Security ManagerSAP(ERP)DirectorSAP(ERP)Project ManagerSAP(ERP)Consultant/Business Analyst首席技術官IT 總監IT 經理基礎架構經理IT 服務臺經理基礎架構組長網絡工程師應用經理系統分析員首席信息安全官信息安全經理SAP 總監SAP 項目經理SAP 顧問分析師12 years+10 years+5 ye

217、ars+8 years+8 years+5 years+2 years+8 years+3 years+10 years+8 years+8 years+5 years+2 years+2M800K700K700K500K500K700K600K1.2M1.8M800K600K2M+1.5M650K500K500K375K350K575K420K1.2M+900K1.4M600K430K1M 500K 360K 300K 250K 200K 450K 250K 600K 1M 400K 300K MinMedMaxAnnual Package Range(RMB)年薪2022 SALARY T

218、RENDSSystem&IT Supporting-系統&IT 支持8284848280828082848583858282NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excl

219、uding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in

220、 the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 職位名稱Years ofExperience從業年數472022 SALARY TRENDS Mainland ChinaHead of ArchitectSolution/Application/Mobile ArchitectCloud ArchitectIT Programme ManagerIT Project/Product ManagerIT Business AnalystData Sci

221、entistData ArchitectBI ArchitectAglorithm(Research)-Ph.DAglorithm(Development)-Ph.DUX/UI DirectorUX/UI Manager首席架構師解決方案/移動架構師云端架構師IT 開發經理IT 項目/產品經理IT 商業分析員數據科學家數據架構師商業分析架構師算法工程師（理論研究）算法工程師（開發）交互設計總監交互設計經理10 years+8 years+5 years+10 years+8 years+2 years+5 years+5 years+5 years+2 years+2 years+10 yea

222、rs+5 years+2M1.2M1M1.5M1M700K1.5M1M1M1.2M1.5M1.2M800K1.5M900K700K1.2M700K510K1M700K700K820K1M1M600K1M 600K 400K 1M 400K 300K 500K 400K 400K 400K 400K 700K 400K Position Title 職位名稱MinMinMedMedMaxMaxAnnual Package Range 年薪Annual Package Range 年薪Developer&Architect-架構開發90889086858691929094948888NeedInd

223、icator(0-100)需求指數NeedIndicator(0-100)需求指數Internet-互聯網*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),u

224、se local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indi

225、cates an urgent need,or a scarcity in the market.Position Title 職位名稱Years ofExperience從業年數Years ofExperience從業年數48EnergyCGP InsightThe global economic recovery in the post-epidemic era continued throughout 2021.The crude oil market rose in the first half of the year as destocking accelerated thanks

226、to the recovery in demand and the better-than-expected performance of supply constraints.In the second half of the year,the intensification of the COVID-19 epidemic led by the Delta Mutation and the Fed s reduction of the scale of bond purchase made the oil price fell back.In the fourth quarter of t

227、he year,the energy crisis broke out in Europe,and the price of crude oil reached the highest level in the past few years.Looking back at the whole year,in the transformation stage of global traditional fossil energy,the bottleneck of new energy supply is pretty obvious.With the reopening of the glob

228、al market,the traditional energy sector,led by the oil and gas industry,has recovered from the losses it had been suffered since 2020,and oil prices have reached their highest level in two years.Despite the market recovery and surging profits,the Western crude oil giants have not indicated plans for

229、 additional capital expenditure.Instead,they have implemented policies to slow growth and clean up carbon emissions due to the impact of tight regulation and climate change.Reducing investment in oil and gas and increasing in renewable energy sector have become the Western oil giants common choices.

230、At the same time,with the gradual advancement of the modernization process of the industry as a whole and the steady progress of 5G commercialization,energy companies will introduce cloud computing technology on a large scale.Some of the major trends in 2021 will pave the way for the overall industr

231、y transformation in 2022.Governments in various countries have made some progress in policy,regulation and commitment in 2021,which will promote the economies transformation toward low-carbon energy.2022 SALARY TRENDS能源在整個 2021 年，后疫情時代的全球經濟復蘇還在持續。上半年，原油市場上漲，得益于市場需求復蘇以及供給約束的超預期表現，庫存加速去化。進入下半年，新冠病毒德爾塔

232、變種導致疫情加劇，疊加美聯儲縮減購債規模，油價再度回調。第四季度，歐洲爆發能源危機，原油價格攀升至多年新高?；仡櫲?，在全球傳統化石能源轉型階段內，新能源的供給瓶頸問題非常明顯。隨著全球市場的重新開放，以油氣行業為首的傳統能源行業擺脫了 2020 年以來持續虧損的陰影，油價也攀升至 2 年以來的最高水平。盡管市場復蘇，盈利大增，但西方原油巨頭并未表示有追加資本開支的計劃。受監管收緊與氣候變化的雙重影響，他們施行了放慢增長，清理碳排放的政策。在油氣投資上減量，在可再生能源方向增量，成為西方石油巨頭的共同選擇。同時，隨著行業整體現代化進程的逐步推進，5G 商用的發展，能源公司將大范圍引進云計算技術

233、。2021 年的一些主要趨勢將為 2022 年的行業整體轉型做好鋪墊。2021 年各國政府在政策、監管及其承諾方面都有一些積極進展，這將促進各經濟體向低碳能源轉型。傳統能源行業扭轉虧損，行業轉型持續推進Traditional energy industry reversed losses,industry transformation continued 能源行業全面轉型，“綠色人才”成行業內爭搶對象Competition for green energy professional talents492022 SALARY TRENDS Mainland ChinaEnergyCGP Insi

234、ghtEnergy transformation not only leads to the shift of financial capital,but also leads to the shift of talents from traditional energy industry to the new energy field.With the substantial adjustment and optimization of domestic energy structure,digital technology has become the key to promoting t

235、he transformation and development of oil and gas enterprises,and the demand for talents in the field of digital energy and new energy is also expanding.The new energy industry is also facing a serious shortage of talents due to the rapid development.The rise of salary level has intensified the talen

236、t competition in the energy field.With the promotion of carbon neutrality policy and the recovery of the global economy,the transformation of traditional energy into clean energy is accelerating.Capital flows into the new energy industry chain,promoting the explosive growth of the industry.In the ne

237、w energy vehicle market,Europe is expected to have the highest market share in 2022,while China will become the largest single market for new energy vehicles.In the United States,President Biden has outlined a goal that 50%of cars sold in 2030 will be zero-emission electric vehicles.In the tradition

238、al energy industry,the digitization process has advanced considerably.The product manufacturers and parts suppliers in the supply chain system will adopt the cutting-edge digital mechanism and transform to the new energy structure.With the development of hydrogen energy and the improvement of electr

239、ical technology and energy efficiency,the global economy and industries with large emissions will accelerate the pace of decarburization.能源能源轉型不僅導致金融資本轉向，同時也引發了傳統能源行業的人才轉向新能源領域。隨著國內能源結構大幅度的調整優化，數字化技術成為了推動油氣類企業轉型發展的關鍵，數字化能源與新能源的人才需求也在不斷擴大。新能源行業還面臨著高速發展帶來的嚴重人才短缺問題；同時，更高的薪資水平加劇了能源領域的人才競爭。隨著碳中和政策的推進以及全球

240、經濟邁向復蘇，傳統能源向清潔能源的轉型不斷提速。資本涌入新能源產業鏈，促使行業呈現爆發式增長。在新能源汽車市場，預計在 2022 年，歐洲將擁有最高的市場份額比例，而中國將成為新能源汽車最大的單一市場。而美國方面，拜登總統提出在 2030 年前完成新能源汽車銷售份額占比全國汽車 50%的目標。傳統能源行業方面，數字化進程進一步推進。供應鏈體系內的產品制造商和零部件供應商將采用尖端的數字化機制，同時向新能源結構轉型。隨著氫能源的發展、電氣技術和能源效率的提高，全球經濟和排放量較大的產業將加快脫碳步伐。能源行業遭遇人才黑洞，數字化能源與新能源人才需求緊缺新能源行業呈現爆發式增長，行業前景廣闊Lac

241、k of digital and new energy talentsNew energy industry shows explosive growth and broad prospects 能源行業全面轉型，“綠色人才”成行業內爭搶對象Competition for green energy professional talents50EnergyCGP InsightAccording to CGP Group Marketing Insight,more and more graduates of energy-related majors have chosen clean ene

242、rgy companies with more development prospects,which is a better choice for new entrants to the energy industry.Talents who have been rooted in the traditional energy industry should increase the training of capabilities related to digital transformation,which will play a positive role in future care

243、er planning and the promotion of career competitiveness.The energy industry is the engine of global economic recovery.In the context of the transformation of the global energy structure,the demand for talents in the energy industry is becoming increasingly urgent.For enterprises,in addition to incre

244、asing the introduction of external talents,more attention should be paid to the cultivation of existing talents.In the continuous and dynamic market changes,building a reasonable talent pipeline will ensure enterprises competitiveness in the future.2022 SALARY TRENDS能源CGP 集團市場洞察顯示：“越來越多能源相關專業的應屆畢業生選

245、擇了更有發展前景的清潔能源型公司，這對于初入能源行業的人才而言是更優的選擇。而已經植根于傳統能源行業的人才，應加大對于數字化轉型相關能力的培養，這將對未來的職業規劃與職場競爭力的提升帶來更積極的作用?！蹦茉葱袠I是全球經濟邁向復蘇的發動機。在全球能源結構轉型的大背景下，能源行業的人才需求日益迫切。對于企業而言，除了加大對外部人才的引入，更應該注重企業本身人才的培養。在持續動態的市場變化中，建設合理的人才梯隊，才能更好的賦予企業未來競爭力。能源行業全面轉型，“綠色人才”成行業內爭搶對象Competition for green energy professional talents512022 S

246、ALARY TRENDS Mainland ChinaProcess ManagerProcess SupervisorProcess EngineerBusiness DirectorBusiness ManagerSolution HeadSolution Manager工藝經理工藝主管工藝工程師業務總監業務經理解決方案負責人解決方案經理5 years+3 years+2 years+10 years+5 years+10 years+5 years+600K300K200K2M1M1.5M700K300K200K150K800K500K800K550K230K150K80K550K350

247、K500K350KPosition Title 職位名稱Position Title 職位名稱MinMinMedMedMaxMaxYears ofExperience從業年數Years ofExperience從業年數Annual Package Range(RMB)年薪Annual Package Range(RMB)年薪Engineering&Process-工程與工藝Energy Digitization-能源數字化 80808570807080NeedIndicator(0-100)需求指數NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利）

248、，貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*

249、Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.52Financial ServiceCGP Insig

250、htThe impact of COVID-19s epidemic continues.Although the global economy is moving towards recovery,the global political and economic pattern shows a grim situation.Chinas financial system is creating a new pattern of financial industry opening to the global market with the three core tasks of servi

251、ng the real economy,preventing and controlling financial risks,and deepening financial reform.In 2021,the epidemic brought challenges as well as changes to the financial industry.The industry realized the opportunity of corner overtaking by increasing investment in science and technology and deepeni

252、ng digital transformation.Globally,the financial service industry faced regulatory pressure,and was affected by financial technology(Fintech)and digital monetary platform.The superposition of multiple impacts promoted industry innovation.Meanwhile,the cooperation between banks and new Fintech began

253、to accelerate.The price of risk assets in the world s major developed economies rose generally in 2021,and there were three main reasons behind.First,with the deepening of epidemic control,the global economic recovery has reached the expected level;second,the worlds major developed economies general

254、ly adopt stimulating fiscal policy,relaxing monetary policy;and third,the central banks of the major developed economies have adopted tolerant policies towards inflation,thereby influencing the risk appetite of investors.At the same time,the short-term real interest rate volatility caused by the exp

255、ected fluctuation of economic recovery,and the repeated epidemics brought by the new coronavirus mutant have had a corresponding impact on the risk appetite of investors in the market,which led to a large fluctuation adjustment in the price of risky assets in a specific period of time.Based on the a

256、bove reasons,the factors that promote the rise of risk assets are stronger than the fluctuation adjustment factors.Therefore,the financial industry has achieved a comprehensive and substantial rise in risk asset prices even in the face of large fluctuations in 2021.2022 SALARY TRENDS新冠疫情的影響還在持續，雖然全球

257、經濟邁向復蘇，但政經格局仍呈現嚴峻態勢。我國金融系統正以“服務實體經濟、防控金融風險、深化金融改革”三項核心任務，打造向全球市場開放的金融行業發展新格局。2021 年，疫情為金融行業帶來挑戰的同時，也帶來了轉變。行業通過加大科技投入、深化數字化轉型,實現彎道超車的機會。全球范圍內，金融服務行業依舊面對來自監管的壓力，受到金融科技以及數字化貨幣平臺的影響。多重影響的疊加促使行業革新。同時，銀行與新型金融科技的合作開始加速。在 2021 年，全球主要發達經濟體的風險資產價格普遍上漲，究其原因，主要有三個方面。其一，隨著疫情控制的深入，全球經濟修復達到預期水平；其二，全球主要發達經濟體普遍采用刺激性

258、財政政策，放寬貨幣政策；其三，目前主要發達經濟體的央行對于通脹采取寬容政策，以此影響了投資者的風險偏好。同時，經濟修復預期波動帶來的短期實際利率震蕩，與新冠病毒變異株引發的疫情反復，使得市場中投資者的風險偏好也相應受到沖擊，導致風險資產價格在特定時間段內出現較大幅度的波動調整。綜合上述原因，推動風險資產上漲的因素強于波動調整因素，因此形成了2021 年全年金融行業即使面對較大波動，依然實現風險資產價格全面大幅度上漲的局面。風險資產上漲，全球金融市場穩步復蘇Risky assets rose and global financial markets recovered steadily 全球金融

259、行業深化轉型，數字化人才存在巨大缺口Financial market transformation advanced,digital talents in need金融服務532022 SALARY TRENDS Mainland ChinaFinancial ServiceCGP InsightThe impact of the epidemic has changed the behavior and habits of peoples existing financial activities,and more and more businesses have been transfer

260、red online.The financial industry has become the leader in the wave of global digital transformation,in which Fintech talents play an active role.From the perspective of the global market,the major banks have promoted the construction of professional Fintech team,and the proportion of Fintech person

261、nel will show an upward trend in the future.In 2022,it is predicted that the global economy will continue to improve,relaxing policies of the central bank in major developed economies will gradually withdraw,and the global financial feast will come to an end.Under the orderly growth of quantity,the

262、steady improvement of quality will be more obvious,and there will be two main lines of consumption awakening and industrial upgrading in the future.In terms of consumption awakening,it is expected that the global popularization rate of COVID-19 vaccination will increase continuously,the scientific a

263、ccuracy of epidemic prevention and control will continue to improve,and the economy is increasingly adapting to changes in the general environment,which will reduce the impact of the epidemic on the service industry and consumption.In terms of industrial upgrading,it is expected that the epidemic is

264、 intertwined with institutional changes on a global scale,accelerating the process of digitization and greening of the global economy,and invigorating independent innovation in the industry.疫情的影響改變了人們現有金融活動的行為和習慣，越來越多的業務被轉移到線上。金融行業成為全球數字化轉型浪潮下的排頭兵，而金融科技人才在其中扮演著積極推動的作用。從全球市場角度來看，各大銀行紛紛推進專業化金融科技隊伍的建設，

265、未來金融科技人員的占比將呈現上升趨勢。時間來到2022年，預測全球經濟將持續好轉，各主要發達經濟體的央行寬松政策將逐步退場，全球資金盛宴將進入尾聲。在“量的有序增長”之下，“質的平穩提升”將更加明顯，未來也將呈現出“消費喚醒”和“產業升級”兩條主線?！跋M喚醒”方面值得期待的是，全球各國新冠疫苗接種普及率不斷提升，疫情防控科學精準水平持續提升，經濟日益適應大環境的變化，將減輕疫情對服務業和消費的影響?！爱a業升級”方面值得期待的是，疫情與全球范圍的體制變局交織，加速了全球經濟數字化和綠色化的進程，激發了行業的自主創新活力。全球金融行業轉型窗口期 數字化人才需求加大利好政策收縮，金融數字化轉型喚醒

266、行業勢能Demand for digital talents booming with the industry transformation Positive policy contraction,more opportunities for digital transformation全球金融行業深化轉型，數字化人才存在巨大缺口Financial market transformation advanced,digital talents in need金融服務54Financial ServiceCGP InsightAccording to CGP Group Marketing In

267、sight,in the process of global digital transformation,there is a major gap in technological talents in the financial industry,and more attention should be paid on how employees can improve their digital capabilities.At the same time,enterprises should also design a set of strategic management system

268、 for digital talents training.In the future,the financial industry will present a diversified industrial structure.Fintech covers technology,data,people,institutional environment and customer scenarios,and is also the driving force for the digital transformation of the financial industry.Financial t

269、alents can choose their own transformation path in the above direction,quickly adapt to the changes in the financial markets,and enhance their career competitiveness.2022 SALARY TRENDS金融服務CGP 集團市場洞察顯示，“在全球數字化轉型過程中，金融行業科技人才依然存在重大缺口，需要重點關注從業人員如何提升自身的數字化能力。同時，企業也應該設計一套數字化人才培養的戰略管理體系?！蔽磥淼慕鹑谛袠I將呈現多元化的產業結構

270、。金融科技涵蓋技術、數據、人、制度環境以及客戶場景等多方面內容，也是引領金融行業數字化轉型的驅動力。金融人才可以在上述方向中選擇適合自身的轉型路徑，快速適應金融市場變革，提升自身的行業競爭力。全球金融行業深化轉型，數字化人才存在巨大缺口Financial market transformation advanced,digital talents in need552022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightInvestment Relationship

271、 Director投資關系總監TMT Investor(Tech Background)數字新媒體產業投資者（技術背景）Healthcare Investor醫療健康產業投資者Investment Associate 投資顧問PE Vice President私募股權投資副總裁Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。

272、Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。Financial Service金融服務56Fin-tech-金融科技Fund Investment-基金投資（二級）CROSupply Chain Finance Risk DirectorMicro Finance

273、GMPost-Loan HeadAnt-Fraud HeadOperation HeadDigital Prodcut DirectorBanking Pre-sales ExpertTreasury Liquidity ExpertDigital Strategy/PMO DirectorInvestment DirectorInvestment ManagerFund ManagerResearcher首席風險官供應鏈金融風險總監小微金融總經理貸后負責人反欺詐負責人運營負責人數字化產品總監銀行售前專家資金流動性專家數字化轉型戰略/項目管理總監投資總監投資經理基金經理研究員10 years+

274、12 years+15 years+12 years+8 years+10 years+10 years+8 years+5 years+8 years+8 years+5 years+3 years+1 years+3.0M2.0M2.5M1.8M2.0M2.5M1.2M1.0M1.5M2.5M5M2M700K550K1.8M1.5M2.0M1.0M1.2M1.5M1.1M900K1.0M1.5M2M1M550K280K1.5M1.2M1.8M800K800K1.8M1.0M700K800K1.0M2.2M1.2M550K410K1.2M900K1.0M700K700K1.0M800K600

275、K700K900K1.5M700K400K165K1.0M800K1.2M600K600K1.5M700K450K600K700K1.5M800K500K280K800K700K800K500K500K900K600K400K550K700K1M500K300K150K Position Title 職位名稱MinMinMedMedMaxMaxYears ofExperience從業年數Annual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 8090909595889095889080828580NeedIndicato

276、r(0-100)需求指數2022 SALARY TRENDS2022 SALARY TRENDS*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use lo

277、cal currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates

278、 an urgent need,or a scarcity in the market.572022 SALARY TRENDS Mainland ChinaPosition Title 職位名稱VC-風險投資PE-私募股權投資Partner/Managing DirectorExecutive DirectorVice PresidentSenior AssociateAssociateAnalystPartner/Managing DirectorExecutive DirectorVice PresidentSenior AssociateAssociateAnalyst合伙人執行總經理

279、VP高級投資經理投資經理分析師合伙人/董事總經理執行總經理副總裁高級顧問顧問分析員15 years+10 years+6 years+4 years+3 YEARS+1 YEAR+15 years+10 years+7 years+5 years+3 years+1 years+5M+2.5M2M1.5M900K500K3M1.2M2M2M1.5M900K500K300K5M2.5M1.2M1M600K5M+2M1.6M1M700K400K10M+5M+1M+1M+2M1.7M1M700K400K250K5M+5M+3.5M1.3M800K600K300K2M800K2M1.5M800K500

280、K300K200K3M1.5M800K500K400KPosition Title 職位名稱MinMinMinMinMedMedMedMedMaxMaxMaxMaxYears ofExperience從業年數Years ofExperience從業年數Annual Package Range(RMB)年薪Annual Package Range(RMB)年薪Tier 1 Cities 一線城市 Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 Tier 2 Cities 二線城市 808080606060818888828080NeedIndicator(0-100)

281、需求指數NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use

282、RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a

283、 scarcity in the market.58Medical HealthCGP InsightWith the continuation of the COVID-19 epidemic,the global health industry will face more challenges in the future,the competition in the market is getting fiercer,and the supervision will be more stringent.The continuous impact of the epidemic exten

284、ds the demands for contactless medical,raises medical and health insurance institutions attention on digital health,network security and patient data review,and further enhances the integration of customer-centric medical services.In 2021,with the impact of the epidemic,the digital transformation of

285、 the industry entered the fast lane,and more and more contactless medical services have gone online,bringing patients a more intelligent and convenient medical experience.At the same time,with the progress of digital medical treatment,users medical data was presented in an optimized way.Customized m

286、edical services take patients as the core,which enhances the participation of patients.Through big data,medical institutions can reach patients comprehensively and understand the social determinants of health,so as to better achieve health equity.The application of 5G and the Internet of Things has

287、greatly improved the development of real-time medical data and smart medical,and brought a more flexible working mode for medical management.In the context of the epidemic,the whole medical industry speeds up unprecedentedly with the continues support of capital.With the acceleration of the process

288、of digitization and intelligence,more and more emerging technologies are applied to the process of clinical diagnosis and medical treatment,bringing patients a better medical experience.2022 SALARY TRENDS醫療健康新冠疫情的持續，使得全球醫療健康行業在未來將面臨更多的挑戰，市場的競爭越發激烈，同時監管也更加嚴格。疫情的持續影響拓展了無接觸式醫療的需求，使得醫療與醫保機構越發重視數字健康、網絡安全

289、和患者數據檢閱，從而進一步提升以客戶為中心的醫療服務的集成度。2021年，在疫情的影響下，行業數字化轉型駛入快車道，越來越多的無接觸式醫療服務上線，帶給患者更智能化、便捷化的醫療體驗。同時，隨著數字化醫療的進步，用戶的醫療數據能夠以更優化的方式呈現。定制化的醫療服務以患者為核心，提升了患者的參與度。通過大數據，醫療機構能夠全方位觸達患者，了解健康的社會決定因素，以便更好地實現健康公平。5G 與物聯網的應用，大大提升了實時醫療數據與智慧醫療的發展，為醫療管理帶來更為靈活的工作模式。在疫情的大環境下，整個醫療行業不斷獲得資本的加持，產生了前所未有的提速。數字化與智能化的進程加快，越來越多的新興技術

290、被運用到臨床診斷與醫療的過程中，帶給患者更好的就醫體驗。醫療行業高速發展 新興技術融合加速Multiple emerging technologies adapted to healthcare industry 疫情趨于常態化，醫療健康行業人才前景廣闊Epidemic sustaining makes medical and health talents prospect592022 SALARY TRENDS Mainland ChinaMedical HealthCGP InsightIt is predicted that in 2022,the digital transformat

291、ion of the whole industry will be further accelerated.There will be more integration between offline scenes and online platforms,seamless connection between physical hospital and Internet hospital,as well as more interoperability between offline pharmacies and medical e-commerce.At the same time,pat

292、ient-centered personalized medical and medical services will continue to innovate,bringing convenient experience throughout the life cycle.Meanwhile,the medical and pharmaceutical industry will strengthen cloud data construction,the storage and use of medical service data,the research and developmen

293、t of drugs,and the production logistics will all adopt cloud computing technology.Different from the past,the future medical data management will cover the functions of computing,linking and sharing,the industry division of labor will be further refined,outdated models will be eliminated,and more in

294、tegrated and efficient business models will rise.With the influx of a large number of talents and capital into the health care industry,both the competition between enterprises and talents are getting fiercer.The new track will fulfill and eliminate a number of enterprises respectively.High-end medi

295、cal talents are not only the underlying logic of enterprise development,but also the core of enterprise competitiveness.醫療健康預測 2022 年，整個行業的數字化轉型將進一步加快，線下場景與線上平臺將深度融合，實體醫院與互聯網醫院將實現無縫鏈接，線下藥店與電商互融互通發展。同時，以患者為中心的個性化醫療、醫藥服務將不斷創新，帶來全生命周期的便捷體驗。同時，醫療醫藥行業加強云端數據建設，醫療服務數據的存儲和使用，藥品的研發、生產和物流等環節，都將引入云計算技術。與以往不同，未

296、來的醫療數據管理將涵蓋運算、鏈接與共享的功能，行業分工進一步細化，陳舊的模式將淘汰，更加集成、高效的商業模式將崛起。隨著大量人才與資本涌入醫療健康行業，企業與人才各自的競爭都愈發激烈。新的賽道會成就一批企業，也會淘汰一批企業。高端的醫療人才是企業發展的底層邏輯，也是增強企業競爭力的核心。數字化進程加速 醫療行業面臨大洗牌人口老齡化催生新的人才需求Digitalization Accelerates the Transformation of Medical IndustryAging trends create new demands for healthcare industry疫情趨于常態

297、化，醫療健康行業人才前景廣闊Epidemic sustaining makes medical and health talents prospect60Medical HealthCGP InsightCGP Group Marketing Insight shows that not only because of the epidemic,but also with the continuous emergence of aging cities in China,there are broad prospects for the future development of the me

298、dical and health industry.Valuable talents are essential for the development of enterprises.Yet,in the tuyere of rapid development,the problem of talent shortage has become more and more obvious.The ideal talents need to have innovation ability,cross-disciplinary ability and learning ability to help

299、 enterprises complete the transformation of digital medical care,while strengthening the ability of intelligent and personalized services.In order to become high-end medical talents pursued by enterprises,practitioners in the industry should absorb more cross-disciplinary knowledge and adapt to the

300、pace of continuous upgrade and development of the industry.Talents in the traditional medical and health industry generally attach importance to academic rather than management,which makes it hard for them to fit into the emerging intelligent medical system.With the barbaric capital growth,the explo

301、rersshortcomings of limited professional knowledge,and lack of foresight and long-term planning have gradually appeared,which indirectly brings the talent shortage in the healthcare industry.2022 SALARY TRENDS醫療健康CGP 集團市場洞察顯示，“不僅是因為疫情的原因，隨著國內老齡化城市不斷出現，醫療健康行業未來的發展前景廣闊。企業的發展離不開優質的人才，但在高速發展的風口，人才短缺的問題已

302、經越發顯著。企業理想的人才需要具備創新能力、跨領域能力和學習能力，幫助企業完成數字化醫療的轉型，同時加強智能與個性化服務的能力。對于行業從業者而言，吸納更多的跨領域知識，順應當下行業不斷更新發展的節奏，才能成為企業追逐的高端醫療人才?！眰鹘y醫療健康行業的人才普遍重學術輕管理，很難融入目前的新興智慧醫療體系，而跨領域的管理者又可能因為缺乏行業經驗而導致水土不服。資本野蠻生長的同時，探索者行業專業知識薄弱，缺乏遠見和長遠規劃等問題也漸漸顯現，間接帶來了目前醫療行業人才缺失的困境。疫情趨于常態化，醫療健康行業人才前景廣闊Epidemic sustaining makes medical and he

303、alth talents prospect612022 SALARY TRENDS Mainland China人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightNursing Director護理總監Chief Nurse護士長Nurse護士Hospital President醫院院長Sales銷售Marketing市場Notes:Roles with limited qualified candidates while HR and company has less bargain power during recrui

304、tment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR 及公司處于買方市場。Medical Health醫療健康62Medical Affairs DirectorMedical A

305、ffairs MangerQuality DirectorQuality MangerNursing DirectorChief PhysicianAssociate Chief PhysicianAttending PhysicianHealth TechnicianChief NurseSupervisor NurseNurse PractitionerNurse醫學事務總監醫學事務經理質控總監質控經理護理總監主任醫師副主任醫師主治醫師住院醫師護士長主管護師護師護士15years+8years+15years+8years+15 years+10years+10 years+5 years

306、+1 years+10years+5years+3years+1years+1M750K1M600K800K1.5M1M800K250K300K200K150K100K800K580K800K430K580K1.1M700K520K175K250K175K125K90K600K 400K 600K 300K 350K 700K 400K 240K 100K 200K 150K 100K 75K Position Title 職位名稱MinMedMaxYears ofExperience從業年數Annual Package Range(RMB)年薪2022 SALARY TRENDSMedica

307、l-醫務80808080929085918492849080NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),

308、use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 ind

309、icates an urgent need,or a scarcity in the market.632022 SALARY TRENDS Mainland ChinaCEOCOOCMOHospital PresidentClinical DirectorClinical ManagerSales DirectorSales ManagerMarketing DirectorMarketing Manager首席執行官首席運營官首席醫務官醫院院長診所總監診所經理銷售總監銷售經理市場總監市場經理20 years+20 years+18 years+20 years+15 years+10 ye

310、ars+15 years+10 years+15 years+10 years+6M3M6M2M700K400K1.5M800K1.2M700K5M2M5M1.2M520K320K1.2M600K1M540K4M 1M 4M 500K 400K 250K 1M 400K 800K 400K Position Title 職位名稱Position Title 職位名稱MinMinMedMedMaxMaxYears ofExperience從業年數Years ofExperience從業年數Annual Package Range 年薪Annual Package Range 年薪Operatio

311、n&Management-運營管理80808090828281808081NeedIndicator(0-100)需求指數NeedIndicator(0-100)需求指數Sales&Marketing-銷售&市場*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary

312、+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indica

313、tes an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.64Human ResourcesCGP Insight人力資源2022 SALARY TRENDS人才短缺崗位競爭激烈崗位DIFFICULT TO HIREDIFFICULT TO COMPETECHO首席人力資源官HRIS HeadDigitial Transformation Focus人力資源信息系統負責人數字化轉型方向Performance Management Head績效考核負責

314、人Organization Development Head組織發展負責人Talent Acquisition Head招聘負責人Talent Acquisition Manager/Senior Manager招聘經理/高級經理HRIS HeadDigitial Transformation Focus人力資源信息系統負責人數字化轉型方向Performance Management Head績效考核負責人Organization Development Head組織發展負責人Talent Acquisition Head招聘負責人Notes:Roles with limited qualif

315、ied candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR 及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選

316、人競爭激烈。HR 及公司處于買方市場。652022 SALARY TRENDS Mainland ChinaHuman Resources-人力資源CHO/HRVPHead of HRBPHRBPRewards HeadRewards ManagerOD/TD/LD HeadOD/TD/LD ManagerTalent Acquisition HeadTalent Acquisition ManagerHRSSC HeadHRSSC Manager首席人力資源官/人力資源副總裁人力資源伙伴負責人人力資源伙伴薪酬福利負責人薪酬負責經理組織/人才/培訓發展負責人組織/人才/培訓發展經理招聘負責人招

317、聘經理人力資源共享中心負責人人力資源共享中心經理15 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+2.5M1.2M800K1.2-1.3M800K1.2-1.3M800K1.2M800K1.2M-1.3M800K1.7-1.8M800K-900K600K800K-900K600K800K-900K600K800K-900K600K800K-900K600K2M1M600K 1M600K 1M600K 1M600K 1M600K 1.4M700K400K-50

318、0K700K400K-500K700K400K-500K700K400K-500K700K400K-500K1.5M 800K400K800K400K800K400K800K400K800K400K1M500K-600K300K500K-600K300K500K-600K300K500K-600K300K500K-600K300KPosition Title 職位名稱MinMinMedMedMaxMaxYears ofExperience從業年數Annual Package Range 年薪Tier 1 Cities 一線城市 Tier 2 Cities 二線城市 75757575757575

319、75757575NeedIndicator(0-100)需求指數*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺 的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:

320、use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,

321、or a scarcity in the market.66Legal&ComplianceCGP InsightIn 2021,the legal and compliance industry has gradually adapted to the new situation of economic and social development under the new normal.A systematic and compliant legal service model is not only the general trend,but also the demands of c

322、lients and an inevitable requirement for the development of legal practitioners themselves.Since the spread of the COVID-19 epidemic,the global economic development has been facing great uncertainty.The multinational companies and top law firms has declined demands for high-end legal talents who mer

323、ely focus on execution,but increased demands for those who can bring business.Meanwhile,demands for mid-and high-level legal talents with solid legal skills and strong execution ability have shown a relatively obvious increase in employment.In terms of practice areas,litigation,compliance(including

324、data compliance,FCPA foreign corruption law and export control,trade compliance,etc.),labor law,domestic and foreign capital markets,private equity investment,mergers and acquisitions,and bankruptcy and restructuring continued to maintain strong demand.From an industry perspective,Internet,life scie

325、nces and big health,consumer goods and financial technology are eager for compound legal talents.2022 SALARY TRENDS法務與合規2021 年，法律與合規行業已經逐步適應了新常態下經濟社會發展的新形勢。系統性的合規法律服務模式，不僅是大勢所趨，也是客戶需要，更是法律從業者自身建設發展的必然要求。新冠疫情蔓延以來，使全球的經濟發展面臨著很大的不確定性?？鐕竞晚敿壜伤鶎τ谥蛔鰣绦械母叨朔扇瞬诺男枨罅靠傮w下降，但對能帶來業務的高端法律人才，以及法律基本功扎實且執行力強的中高端法律人才有

326、比較明顯的用工增長。在執業領域上，訴訟、合規（包括數據合規、FCPA 海外反腐敗法以及出口管制、貿易合規等）、勞動法、國內國外資本市場、私募股權投資、并購和破產重組等領域繼續保持旺盛的需求。從行業來看，互聯網、生命科學及大健康、消費品和金融科技等行業對復合型法律人才求賢若渴。私募并購、資本與合規領域成發展聚焦，高端法律人才普遍求CGP Insight|Investment and compliance have become the focus of development,high-end talents seek stability672022 SALARY TRENDS Mainland

327、 ChinaLegal&Compliance法務與合規在國家大數據的戰略下，數字法制建設是推進數字中國建設的重要一環。數據安全將成為下一個信息化發展聚焦點，金融、醫療健康、教育、電子商務、寄遞和人工智能等重點數據相關行業或領域將進一步加強行業內網絡安全和信息安全的規范和監管工作。在大數據時代，快速的數據傳播刺激著經濟社會的發展。公民的個人信息，作為基礎數據，其所蘊含的價值不言而喻。但與此同時，個人信息也成為網絡犯罪的關鍵要素。因此，相關行業對在數據及隱私方面的法律人才的需求猛增。CGP 集團旗下專注于中高端人才招聘的品牌 Forte Global Partners 公司創始人及總經理 Emma

328、 Zhang 表示，日益細化的隱私保護法律法規，對于海量隱私數據提出了不斷量化的合規需求；企業合規意識也不斷提高，紛紛開始組建或者擴大現有的數據隱私合規團隊，招募合規專業人才；由于這是相對新興的塊領域，所以這方面的人才呈現緊缺的狀態；數據合規及政府日益嚴格的強監管，作為新型法律業務，對于法律人才提出了更專業、更多元的要求。數據合規邊界日益清晰，防范風險和創造價值并重 Boundaries of data compliance become clearer,with equal emphasis on preventing risks and creating value 私募并購、資本與合規領

329、域成發展聚焦，高端法律人才普遍求CGP Insight|Investment and compliance have become the focus of development,high-end talents seek stabilityCGP InsightIn the big data era,rapid data dissemination stimulates economic and social development.Citizens personal information,as basic data,contains enormous value.But at the

330、same time,personal information has also become a key element of cybercrime.As a result,the demand for legal talent in data and privacy fields has skyrocketed.Emma Zhang,Founder and General Manager of Forte Global Partners,a brand under CGP Group that focuses on mid-to-high-level talent recruitment,s

331、aid that increasingly refined privacy protection laws and regulations have put forward quantified compliance requirements for massive amounts of privacy data.Corporates have continued to improve compliance awareness,form or expand existing data privacy compliance teams,and recruit compliance profess

332、ionals.Since it is a relatively new field,there is a shortage of talent.Data compliance and increasingly strict government supervision,as a new type of legal business,have put forward more professional and diversified requirements for legal talents.Under the national big data strategy,the constructi

333、on of digital legal system is an important part of promoting the construction of digital China.Data security will become the next focus of informatization development.Key data-related industries or fields such as finance,health care,education,e-commerce,delivery and artificial intelligence will further strengthen the regulation and supervision of network security and information security in the in