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1、人力資源雇傭調查報告EMPLOYMENTREPORT樣本分析ABOUT THE REPORT8.0%互聯網行業/Internet&ICT醫療健康行業/Healthcare13.2%其他/Others11.4%Banking&Financial services銀行及金融行業/7.9%Hi-Tech&Manufacturing高科技及工業制造業/15.9%房地產行業/Real estate6.6%(Retail,FMCG,Luxury)12.2%（零售，快消，耐消，奢侈品）/消費品行業/Consumer汽車與零部件行業/Automotive24.9%您所在的行業是？What is your in

2、dustry?11.1%28.1%47.5%13.2%Which generation do you belong to?各時代比例2.0%36.3%45.6%6.8%9.3%您所在的公司性質Company classification?95 后90-9580 后80 前外資企業Wholly foreignowned enterprise民營企業Local enterprise國企State ownedenterprise中外合資JV company其他Others01報告概述REPORT SUMMARY步入 2022 后，美國加息、俄烏沖突和毒株變異對世界宏觀經濟環境產生了較大波動。COVI

3、D-19 將重塑我們的世界，我們還不知道危機何時結束，正如習近平總書記說的“危機并存，危中有機，?？赊D機”。在這個過程中，我們可以看到的是，中國企業這些年的成長是驚人的偉大的，創新、轉型，將成為中國企業發展的必經之路，而人才必定是第一生產力。In 2022,rising US interest rate,the war between Russia and Ukraine and Omicron have pro-duced great fluctuations in the world macroeconomic environment.Covid-19 will reshape our w

4、orld.We don t know when the crisis will end,as President Xi said,crises coexist,crises are organic,and crises can turn around.However,we can be sure that the growth of Chinese enter-prises in recent years is amazing and great.Innovation and transformation will be key factors for the advancement of C

5、hinese enterprises and talents will be the primary productive force.REPORT SUMMARY02A new round of scientific revolution and industrial transfor-mation is reconstructing the innovation landscape and reshaping the global economic structure.Innovation is the first driving force for development and the

6、 strategic frame-work for building a modern economic system.Therefore,strengthening independent R&D will become the future development direction of our country.The war for high-tech and top talents in related industries will become a major challenge for major enterprises.新一輪科技革命和產業變革正在重構全球創新版圖、重塑全球經

7、濟結構。創新是引領發展的第一動力，是建設現代化經濟體系的戰略支撐。因此增強自主研發將成為我國未來的發展方向，發展優勢產業是實現高質量發展的內在要求，自主研發被各大企業放在最重要的位置，而相關行業高新尖人才的搶奪也將成為各大企業必爭之戰。重視研發與 高質量人才Emphasis on R&D and high-quality talents01The market has become more acceptable to flexible staffing.Companies and candidates do not have to adhere to the traditional mode

8、s of employment and can adjust their model to the market accordingly.企業雇傭理念轉變由單一轉向綜合。當企業面對突發事件和不確定性事件，采用綜合的用工結構，能夠幫助企業快速應對外部環境變化，從而抵御風險。用工模式更加靈活More flexible mode of employment02REPORT SUMMARY03Change is the only constant perpetual theme.Training is becoming an increasingly important core function i

9、n the process of adapting to the changing and increasingly com-plex environment.Therefore,the quality of training has a direct impact on the operational efficiency of enterprises.變化是企業環境的永恒主題。應變是企業發展的基本任務之一。培訓，正在成為企業適應不斷變化和日趨復雜環境過程中日益重要的核心職能。因此培訓工作的質量，越來越直接地影響到企業的運行品質。企業培訓逐漸成為一種職能，不再可有可無Training bec

10、oming more indispensable03People in 70,80,90 and 95“have similar personality traits,but they also have the unique characteristics of their own times.Post-70s and post-80s have to take care of elderly and young children and will need recognition most.The post-90s and post-95s are different as they gr

11、ew up with the advent of the Internet.Their mutual respect and open communication have shaped their more realistic and direct personality.In addition,the industry is changing,providing a more inclusive,free and creative atmosphere,making an impact to different workplace cultures.不管是哪個年代的人，都有相似和共通之處，

12、但是又有著自己時代的獨有特點。每一代里都有“70”“80”“90”“95”性格特質的人群，只是比例會有不同，于是呈現出了不同的時代特色。對于 70 后，80 后上有老下有小處于壓力中心的他們最需要溫暖的慰籍；但90 后 95 后不同，他們和互聯網一起成長，互相尊重、開放的溝通塑造了他們更真實坦率的性格共性。加上行業業態一直在變化，提供更加包容自由和有創造力的氛圍和雇主環境，也為不同職場文化帶來了沖擊。不同年齡段人選的差異Generation differences04REPORT SUMMARY0401人力資源分析HR ANALYSIS2022 人力資源雇傭調查報告2021員工流失量比2020

13、更加穩定Staff turnover more stable in2021 compared to 20202021 整體的人員流動率態勢在 10%-20%之間，而 0-10%流失率的企業數比前年翻倍，說明較疫情年的 2020 更加的平穩。The overall staff turnover rate in 2021 is between 10%-20%,which is more stable compared to the pandemic year in 2020.0-10%10-20%20-30%30-40%40%0.00%60.00%20.00%19.60%12.50%12.70%4

14、.80%4.50%2021 年企業員工流失量Staff Turnover in 20212020 年企業員工流失量Staff Turnover in 202040.00%32.60%37.70%40.60%31.70%3.40%0632.3%的企業發放3個月以上的薪酬作為年底獎金of companies paid at least 3 monthsof bonuses at the end of the year2021 年半數的企業給予員工 1-2 個月薪酬作為獎金。32.3%企業給 3 個月以上的獎金。Almost 50%of companies gave employees 1-2 mo

15、nths of bonuses in 2021.32.3%of employers gave at least 3 months of bonuses.2021 Year-end Bonuses2021年企業年終獎30.0%25.0%20.0%15.0%10.0%5.0%0.0%無獎金None1 個月薪酬1 month of salary2 個月薪酬2 month of salaries3 個月薪酬3 month of salaries4 個月薪酬4 month of salaries5 個月薪酬5 month of salaries6 個月以上薪酬6 months of salaries a

16、nd above16.1%23.5%26.9%19.3%6.4%3.2%4.6%0731.2%的職場人士在2022年的普調超過10%31.2%of employees received morethan 10%merit increment in 20222022 年依舊受疫情影響，薪資計劃不做調整的企業占比為 26.9%。而 10%以內的薪資調整幅度，成為市場較為普遍的調薪比例。31.2%的職場人士在 2022 年的普調超過 10%。這也是為何大多數人選在看新機會時，會將薪資漲幅定在 20%-30%的原因之一。In 2022,26.9%of enterprises were still af

17、fected by the pandemic and did not give a merit incre-ment to employees.Less than 10%is the main salary merit increment range in the market.31.2%of employees received more than 10%merit increment in 2022,This is one of the reasons why most candidates set the salary increase at 20%-30%when looking fo

18、r new opportunities.2022 Merit Increment2021年預計薪資變化8.0%7.3%6.8%26.9%35.1%15.9%增加 20-30%Lncrease by 20-30%增加 30%Lncrease more than 30%減少Deciease持平No change增加 1-10%Lncrease by 1-10%增加 10-20%Lncrease by 10-20%08雇傭趨勢分析EMPLOYMENT TREND ANALYSIS2022 人力資源雇傭調查報告02變革時期研發人才的需求與日俱增Increasing demand for R&Dtale

19、nts in this transformational era全球科技創新進入空前密集活躍的時期，研發代表著企業生產力的前沿，決定著企業的生產重點和技術層面的發展方向。量變必將引起質變，中國在未來的十年中，會產生大量的突破性研發，也會產生大量的專精特新企業。因此，有戰略和能力的企業始終在加強研發的投資，并大量招聘研發及銷售人才。Global scientific innovation has entered a period of unprecedented intense activity.R&D rep-resents the frontier of enterprise product

20、ivity and determines the production focus and techni-cal development direction of enterprises.Quantitative change will inevitably lead to qualitative change.In the next decade,China will produce a large number of breakthrough R&D and a large number of innovative enterprises.Therefore,enterprises wit

21、h long term visions and strate-gies continue to strengthen their investments in R&D and recruit a large number of R&D and sales talents.戰略和商業智能Strategy&Business Intelligence銷售Sales30.6%48.1%研發與工程Research&Development Engineering29.1%Top 3 Talent Shortage Positions2021年企業短缺崗位Top 346.8%22.5%41.0%銷售Sale

22、s研發與工程Research&DevelopmentEngineering生產運營Production&operationTop 3 Talent Shortage Positions2022年企業短缺崗位Top 310越來越多的企業開始使用靈活用工More companies have started flexible staffing后疫情時代，是機遇和危機并存的。企業已經意識到靈活用工模式所帶來的便捷，以更優化和更完善的用人結構，抵御危機和突發性事件的穩步過渡。靈活用工以更有彈性的用工周期、更多樣化的職位類型，更快速和及時的模式，滿足企業在不同發展階段的用工需求。In the post-

23、pandemic era,opportunities and crises coexist.Enterprises have realized that an optimized employment structure can better withstand unexpected events.Flexible employment duration for diverse types of positions and quick response are needed to meet the requirements of companies in different stages of

24、 development.What are the contract positions in your company?您的公司哪些崗位采用靈活用工？Admin/HR/Accounting行政/人事/財務ICT信息通訊技術Sales&Marketing銷售&市場Service Positionof Retail零售業服務型崗位Supply Chain供應鏈0.0%10.0%20.0%30.0%40.0%50.0%41.9%25.2%23.3%22.5%20.1%Since 2019,the proportion of enterprises using flexible employment

25、 has been steadily increasing.2019年以來，企業采用靈活用工的占比呈穩定的上升趨勢。Permanent Staff正式編制Flexible Staff靈活用工202220212020201930.1%69.9%24.3%75.7%17.3%82.7%11.0%89.0%11靈活用工已全面進入【需求修復】+【多拐點】時代 Flexible employment has entered an era of demand remedy+multiple inflection points員工自身原因為誘因的需求仍然堅挺，是企業選擇靈活用工模式的主要原因。疫情時代下的熱

26、點行業，如雨后春筍般露出，成就了靈活用工服務模式進入新貴行業，凸顯出靈活用工的多樣性和多元化。Employee circumstances is the main reason for companies requiring a flexible staffing solution.Many hot industries that require diverse flexible staffing models have surfaced during the pan-demic.季節性/階段性的用工需求SEASONAL NEEDS35.1%應對突發的大環境變化 COUNTER ECONOMI

27、C CHANGES40.9%企業內部費用平衡BALANCE COST INTERNALLY21.6%解決用工模式的缺失和不平衡 SOLVE STAFFING SHORTAGES AND IMBALANCES32.4%整合服務商優勢資源 INTERNALIZE VENDOR ADVANTAGES17.0%企業規模擴張BUSINESS EXPANSION27.0%建立核心人員蓄水池BUILD CORE TALENT POOL18.4%自身特殊情況(工傷/醫療/三期等)EMPLOYEE HEALTH REASONS43.3%12靈活用工的【新熱點】+【新貴行業】Flexible staffingne

28、w hotspots+upstart industries2020 年至今的兩輪疫情疊加沖擊，【接觸性聚集性消費行業】受影響較大，社會服務、零售文娛、新概念汽車、輕工等行業尤為明顯。展望 2022 下半年，前期受損較為嚴重的這些行業雇傭場景逐步恢復，同時很多的不確定因素直接影響客戶啟用或考慮靈活用工的模式。The double onslaught of the pandemic from 2020 to the present has greatly affected the cus-tomer service industries,especially social services,ret

29、ail entertainment,new concept cars and light manufacturing.In the second half of 2022,the employment in these affected industries will gradually resume.With uncertainties still remaining,companies will consider flexible staff-ing.【電動汽車】各大車企、零部件廠商、系統平臺服務商也開始在信息通訊技術職能上采用靈活用工的人才配置方案滿足企業多元化業務需求Electric

30、Vehicle Major automobile en-terprises,parts manufacturers,system platform service providers have also begun to use flexible staffing to meet the diversified business needs of enter-prises in the ICT function.Internalize Vendor Advantages整合服務商優勢企業擴張Business Expansion平衡用工模式Balance Staffing Model47.5%建

31、立核心人員蓄水池Build Core Talent Pool13.2%11.2%28.1%電動汽車Electric Vehicle13【零售及文娛】快閃店、臨時店、展臺、削減正式編制員工的方式來控制或降低用人及線下渠道搭建成本，均適用靈活用工服務。Retail and entertainment pop-up and temporary stores,exhibition stands will need flexible employment services to reduce permanent staff and manage cost.季節性Seasonal 27.5%應對突發的大環

32、境Counter Unexpected Events13.3%平衡用工模式Balance Staffing Model41.1%Balance Cost Internally 企業內部費用平衡 18.1%零售及文娛Retail and entertainment【社會服務以及大健康】因疫情，傳統的體外檢測在針對人類新冠病毒檢測領域的需求量暴增，企業更需要靈活彈性的方式來解決用工需求。Social Services and General Health Due to the pandemic,hospitals have deployed many staff for COVID PCR tes

33、ting,resulting in a shortage of staff for traditional lab testing and enterprises will need flexible staffing to solve labor shortage.季節性及常態化Seasonal 47.5%平衡用工模式Balance Staffing Model24.4%Economic Factors大環境因素28.1%社會服務以及大健康Social Services and General Health14海歸應屆生的優勢？Does intl graduates have an adva

34、ntage?對于需要面對外籍客戶和有海外業務的企業來說，在招聘新人時往往會更傾向具有較強的語言溝通能力，以及跨文化適應能力的優秀留學生。For companies that have businesses with foreign customers or with overseas businesses,they prefer international students due to their strong language communication skills and cross-cul-tural adaptability.30.8%17.0%28.4%36.1%35.0%40.

35、6%44.3%海外視野OVERSEAS EXPOSURE抗壓能力ABILITY TO ENDURE STRESS團隊協作能力TEAMWORK迅速解決問題能力PROBLEM SOLVING ABILITY創新能力CREATIVITY快速學習能力FAST LEARNING ABILITY跨文化適應能力CROSS CULTURAL ADAPTABILITY語言及溝通能力ENGLISH LANGUAGE SKILLS45.9%Important factors when hiring int l graduates招聘有留學經驗的員工看重 15放寬留學生落戶政策會吸引更多海歸回國Liberalizat

36、ion of hukou policy will increase overseas returnees 應屆生永遠是企業最喜歡的人才之一，而大企業更青睞有海外留學經驗的應屆生。由于國外和疫情共存成為常態，部分留學生選擇在國外就業和生活，加之回國航班班次減少的影響,今年各企業招募留學生的比例比往年有所降低。因此上海和其他一線城市加大力度放款落戶政策，預計明年會有更多留學生選擇回國就業。Fresh graduate is an important source of talent and large enterprises prefer fresh graduates with overseas

37、 academic experience.Accepting coexistence with COVID-19 has become the norm overseas,coupled with the reduc-tion of return flights due to the pandemic,some overseas graduates choose to work and live abroad,resulting in a reduction of returnees this year.With Shanghai and other major cities lib-eral

38、izing the Hukou requirements for overseas graduates,we expect to see an increase in returnees next year.What is the proportion of graduates who have studied abroad in your company?您所在企業海外留學經歷的應屆生占總應屆生比例為？0-5%,52.5%30%,6.6%20-30%,8.5%10-20%,11.2%5-10%,21.2%20225-10%,32.3%0-5%,18.7%30%,3.2%10-20%,31.3

39、%20-30%,14.5%2021162022 人力資源雇傭調查報告人才培養TALENT DEVELOPMENT032022年的疫情使企業在外部培訓投資時更加謹慎The pandemic in 2022 has made companiesmore cautious about investing in external training由于 2022 年初疫情的影響，可以看到今年人均 5000 元培訓預算以下的企業比例和 2020 年一樣，大幅升高。在復工復產甚至生存的壓力下，許多企業選擇了開源節流，暫緩了部分包含培訓在內利于長期發展的經營活動的投入。然而，人均 10000 元以上的比率持續

40、增加并達到近 4 年來最高。說明企業在降低整體預算的情況下，依然會對核心人才的發展持續投入，以提升未來的組織競爭力。Due to the unforeseen pandemic recurrence in 2022,the percentage of the companies with training budget under CNY5000/person is the similar to 2020 when COVID-19 first started.Under the high pressures of work and production resumption,many com

41、panies choose to increase income and reduce expenditure.Some companies choose to reduce their training budget even though training is important for long term investment.Meanwhile,the percentage of the companies that are willing to increase their training budget above CNY10000/person has reached the

42、highest in the past four years.Hence,companies are willing to focus on the development of key talents to improve organizational competitiveness in spite of a limited overall budget.10000 元/人5000-10000 元/人3000-5000 元/人3000 元/人What is your training budget per person?您所在企業的人均培訓預算是多少？5.6%11.4%30.8%52.2%

43、47.7%33.8%15.1%3.4%58.4%27.4%9.6%4.6%28.5%43.4%24.5%3.6%202220192020202118各行業企業的培訓預算比例Proportion of training budget ofenterprises in various industries從各行業來看，銀行和金融服務業 10000 元/人的培訓預算比例是各行業最高的，房地產行業為最低；5000-10000 元/人區間比例最高的行業是大工業制造；3000-5000 元/人最高的是醫療健康；3000元/人房地產、大工業制造和消費品分列前三。從數據可以看出各行業對人才投入的理念差異明顯。

44、The highest percentage of training budget above CNY10000/person is from the Banking and Financial services sector while the lowest is from the Real Estate industry.The highest percent-age of training budget for CNY 500010000/person is from the Manufacturing sector while the Healthcare sector has the

45、 highest for CNY 30005000/person.The top three sectors for below CNY 3000/person are Real Estate,Manufacturing and Consumer.Based on above data analysis,it can be observed that big differences exist between different industries in their talent development strategies.大工業制造ManufacturingHealthcar醫療健康互聯

46、網Internet&ICT房地產Real EstateAuto汽車Consumer消費品銀行及金融服務業Banking&Financial Services0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%10000 元/人5000-10000 元/人3000-5000 元/人3000 元/人46.7%29.0%34.9%32.1%19.2%35.3%31.4%42.2%56.8%47.7%50.0%58.9%35.3%60.0%6.7%5.4%12.8%7.1%17.8%11.8%5.7%8.1%17.6%2.9%10.7%4.4%4.7%4.1%19只有35.2

47、%的人認為企業提供的學習資源能滿足自己60%以上的發展需求Only 35.2%believe that the learning resourcesprovided by their employers meetmore than 60%of their development needs從數據來看，仍然有大部分員工認為企業的培訓無法滿足自身所需，這也是導致員工跳槽的重要原因之一。人才是企業最重要的資產，企業仍需在培訓資源的選擇上持續改善，從而使人才繼續留在公司，實現企業發展和個人發展雙贏。近年來，把學習管理外包給專業的咨詢機構，也漸漸成為企業為打造學習型組織一種新的選擇。Based on t

48、he survey,there is a large proportion of employees who do not think the current company learning offerings can meet their development needs and could be one of the key factors why employees leave the company.Key talent is the most significant asset of companies and we should optimize of our learning

49、 resources both internally and externally to strengthen employee engagement and establish a win-win scenario between employers and employees.To better balance of learning cost and benefits，Learning Management Outsourcing which acts as a virtual extension of the current learning team,is becoming a ne

50、w norm for the future learning world.20.5%18.1%26.2%Below 20%滿足低于 20%Meet 20-40%滿足 2040%Meet 40-60%滿足 4060%Meet 60-80%滿足 6080%Meet 80%&above滿足 80%以上 10.2%25.0%Can the company s training meet your current training needs?您認為當前所在企業提供的學習資源能否滿足您的發展需求？20領導力類的主題依然是大家最關注的Leadership learning resourcescontinu

51、e to be the most popular topic領導組織類的復雜課程依然是大家最感興趣的，可見一技之長已經不足以應對外部頻繁變化的 VUCA 時代，自我覺察類選擇的比例最低，可看出員工在探索自我和心智修煉方面仍有很大的提升潛力。As leadership training is complex,it is the most desired learning topic.Technical skills of an industry experts are not enough and we need to equip ourselves with more skills to ag

52、ilely face a VUCA era.While self-awareness learning topics have the lowest rating,it is becoming popular as more companies feel that it is important to empower employees with a growth mindset so as to adapt rapidly to changes.51.7%業務規劃類Business planning36.5%自我覺察類Self-awareness66.1%領導組織類Leadership53.

53、6%影響他人類Influencing50.5%專業能力和其他類Professional competencies and others21各時代人選的差異GENERATION DIFFERENCES 2022 人力資源雇傭調查報告04離職五大主要原因5 Main reasons for leaving“沒有職業發展前景”成為最主要的離職原因。從圖中可看出，選項“公司組織架構及業務調整”已排名第三，相當多的職場人會擔心組織架構和業務調整打破了原本的穩定狀態，而選擇離開?！癓ack of career development opportunities has become the main re

54、ason for leaving.“Organizational and business structural ad-justment”ranked amongst the top 3 reasons for leaving.Many employees worry that orga-nizational restructuring or business adjust-ment will create uncertainty and choose to leave.公司組織架構及業務調整 Organizational and Business Structural Adjustment2

55、7.1%不認同當前公司的企業文化 Do not identify with the Corporate Culture22.3%沒有職業發展前景 Lack of Career Development Opportunities57.9%薪資福利不滿意 Dissatisfied with Salaries and Employment Benefits50.6%Lack of recognition沒有給與充足的認同感 21.7%0.0%10.0%20.0%30.0%40.0%50.0%60.0%20.0%21.9%21.8%26.3%34.5%47.7%58.8%53.8%40.0%28.9%

56、22.9%21.3%58.2%61.3%58.2%46.3%29.1%19.9%22.9%20.0%80 前80 后90-9595 后不認同當前公司的企業文化Do not identify with the Corporate Culture沒有給與充足的認同感Lack of recognition薪資福利不滿意 Dissatisfied with Salaries沒有職業發展前景Lack of Career Development Opportunities公司組織架構及業務調整Organizational and Business Structural Adjustment80 前和 80

57、 后時代的人選均將“職業發展前景”放在離職原因首位；而 90 后人選最看重的是“薪資福利”。Both pre-80s and post-80s candidates put“career development prospect”in the first place;The most important thing for post-90s candidates is salary and welfare.Generation differences 各時代人選的差異23您想在公司承擔什么難度的工作？What kind of job difficultydo you want to take

58、on?59.9%的人選選擇愿意承擔“有難度的工作任務”59.9%of the candidates are willing to undertake difficult tasks20.9%的人選選擇愿意承擔“高難度的工作任務”20.9%of the candidates are willing to undertake“highly difficult tasks18.7%的人選選擇愿意承擔“正常的工作安排”18.7%of the candidates are willing to undertake normal job scope有難度的工作任務Difficult tasks高難度的工作

59、Highly difficult tasks正常的工作安排Normal job scope簡單易完成的工作Simple and easy to complete tasks59.9%20.9%18.7%0.5%2480 前80 后90-9595 后27.4%15.2%24.0%14.4%proportion of“highly difficult work tasks選擇“高難度的工作任務”的比例在所有選擇“高難度的工作任務”的人選中，80 前和 80 后人選的比例遠遠高于 90 后。說明越成熟的人選越愿意接受高難度工作挑戰。Among all those who choose difficu

60、lt work tasks,the proportion of candidates before and post-80s is much higher than that post-90s.It shows that the more mature the candidate,the more he is willing to accept challenging tasks.80 前80 后90-9595 后12.1%16.4%21.6%28.8%proportion of normal job scope選擇“正常的工作安排”的比例同時，越年輕的人選越傾向選擇“正常的工作安排”。At

61、the same time,younger candidates are more likely to opt for a normal job scope.25如何完成工作，您最有成就感？What kind of role gives you a senseof achievement for completing a task?在“獨自一人完成工作”這一選項上，年齡階層不同導致的差距最為明顯。也就是說對年輕的 95 后來說，通過獨自一人完成工作來獲取成就感的比例，較 80 前和 80 后要高出近 9 個百分比。The percentage of people that prefer to

62、be an individual contributor“varies greatly for different generations.The proportion of post-95s achieving a sense of achievement by complet-ing work alone is 9%higher than that of pre-80s and post-80s.團隊合作完成，自己起到關鍵作用Playing a key role in a team配合同事/團隊完成工作Supporting role獨自一人完成工作Individual contributo

63、r role把工作委托給其他人Delegating the task to others80.2%12.1%6.9%0.8%4.0%4.9%8.7%13.5%80 前80 后90-9595 后proportion of“individual contributor role選擇“獨自一人完成工作”的比例%2692.2%的職場人都愿意參加公司的團建活動。不愿意參加團建的比例為 7.8%，并且越年輕的職場人參加團建的意愿度越低。92.2%of employees are willing to participate in the companys team building activities.

64、The proportion that are unwilling to participate in teambuilding activities is 7.8%.The younger the employee,the lower the willingness to participate in teambuilding activities.27如果有選擇權，您會參加公司的團建活動嗎？Given a choice,will you participate in companys teambuilding activities?積極參加Active participate參加Parti

65、cipate不參加Won t particpate57.4%34.8%7.8%按照年齡段的遞減,參加團建的意愿度也逐漸降低。As the respondent gets younger,the willingness to participate in teambuilding decreases grad-ually.Proportion unwilling to participate in teambuilding activities各年齡段不愿參加團建的比例18.3%8.3%6.5%95 后90-9580 后80 前2.4%27各年齡段不參加團建的原因？Reason for not

66、participating inteambuilding activities80 前拒絕參加團建的絕大部分原因是“太忙，沒時間”；而“不喜歡社交”是年輕的 90 后，拒絕參加團建的主要原因。The main reason for refusing to participate in teambuilding activities for pre-80s is too busy and no time“while“do not like to socialize is the main reason for post-90s.80 前80 后90-9595 后0.0%10.0%20.0%30.

67、0%40.0%50.0%60.0%70.0%Want to focus on core work想專注完成分內工作Not in good terms with other colleagues和其他同事不合Do not liketo socialize不喜歡社交 Busy,no time忙，沒時間27.3%33.3%68.2%66.7%4.5%26.8%0.0%0.0%0.0%10.3%5.3%10.5%27.6%10.3%57.4%51.7%2829ABOUT CONNECTUSCONNECTUS 是一家國際性人力資源管理咨詢公司，成立于 2013 年，目前在中國大陸 11 個城市擁有超過

68、420 名專業顧問。我們提供人才尋獵，招聘流程外包，靈活用工，組織與人才發展，咨詢與市場洞見，職業規劃等專業服務，致力于幫助客戶提升組織效能激發人才潛力，憑借高度專注以及高效協作，CONNECTUS 與眾多企業締結了長期合作的伙伴關系。以使命驅動，以專業踐行，我們深信世界會因人才而非同凡響。Founded in 2013,CONNECTUS is an international human resource management consulting company.It currently has more than 420 professional consultants in 11 c

69、ities in mainland China.It provides executive search,recruitment process outsourcing,flexible staffing,organization and talent development,consulting and market intelligence,career advisory and other professional services.Dedicated to helping our clients improve organizational effectiveness and unle

70、ash the potential of talents,CONNECTUS believes in developing long-term strategic partnerships with our clients.Driven by our mission and professionalism,we believe that by powering talents,we can create an extraordinary world.10 大行業領域10 Major Practices汽車Automotive互聯網Internet&ICT消費品 Consumer房地產Real

71、Estate高科技Hi-techBanking&Finance金融服務與銀行工業與半導體Industrial&Semi-Conductor醫療健康與生命科學 Healthcare&Life Science零售與奢侈品Retail and Luxury職能與專業服務Corporate&Professional Services302022 新旗獎-年度解決方案獎【HRflag】2022 NewFlag Awards-Best Solution Award【HRflag】2021 年度規?；闰尅竟嚷丁?021 Leader in Company Size Scalability 【Gllue】2

72、021 年度中國區最佳人力資本服務企業【中企聯合】2021 Best Human Capital Service in China Enterprise【CHIRC】2021 年度非凡 Hunter【獵聘】2021 Extraordinary Hunter【Liepin】2021 中國人力資源先鋒服務機構年度最佳人才管理機構【第一資源】Best Talent Management Organization Award at the 2021 China HR Pioneers Awards【TopHR】2021 中國獵頭行業外資/合資前十榜單【RECC】Top 10 Foreign/JV Ex

73、ecutive Search Agencies in China【RECC】2020-2021 中國區大制造業卓越招聘服務機構【RECC】2020-2021 Best Executive Search Agency-Manufacturing【RECC】2020-2021 中國區大制造業卓越招聘服務機構【RECC】2020-2021 Best Executive Search Agency-Manufacturing【RECC】中國人力資源服務機構 TOP100 強【第一資源】Top 100 Human Resources Services Organization【TopHR】人力資源咨詢賽

74、道 TOP 10【HRoot】Spark Leader Top 10 HR Consulting Firms【HRoot】AWARDS高端獵頭服務Executive SearchCONNECTUS 的高端獵頭服務，是針對企業的中高端管理層崗位、稀缺崗位、機密崗位以及專業型技術人才，我們能夠提供快速且定向的招聘解決方案，幫助企業搜尋、篩選、匹配人才。CONNECTUS Executive Search has the expertise in placing senior management positions,niche positions,confidential positions an

75、d professional technical personnel.We can provide efficient and targeted recruitment solutions,helping companies search,screen and match talent.不同行業獵頭資源共通，打通行業壁壘。公司內部 10 大行業獵頭利用內外部龐大數據庫，有效集合各行業的優秀人才，挖掘綜合性人才，滿足客戶多樣性人才需求?？缧袠I合作Employers are beginning to be more open to candidates from different industr

76、ies.Our consultants can leverage on the resources and database of the companys 10 internal industries,efficiently search cross industry candidates and identify suitable talent to meet customers diverse talent needs.Cross-industry Database國內辦公室與海外辦公室通力合作。深耕行業 9年，公司在中國、新加坡與印度設立辦公室，積累了大量人力資源，與多地政府機構構建了

77、良好合作關系，與多行業卓越企業建立了戰略合作關系，全力支持客戶的海內外業務發展。國際網絡The China offices work closely with our overseas offices.For 9 years,we have set up offices across China,Singapore and India.Accumulating a huge amount of database,working closely with a number of govern-ment agencies and tapping on its strategic relations

78、 with multi-industry organizations,we can fully support our customers expand at home and abroad.International Network每年定期發布雇傭調查報告和行業薪資報告。報告數據來源 10 大熱門行業，集合上千份真實反饋，已經成為業界風向標。顧問專業解讀人才市場走向，與客戶分享市場趨勢，助其佇立行業前沿。市場信息洞察 Collecting thousands of survey responses from professionals across 10 industries,the com

79、pany s annual employment survey report and indus-try salary report have become the bellwether of industry trends.Our consultants share talent movements and market insights with clients,positioning them in the forefront of the industry.Market Intelligence 培養獵頭成為客戶和候選人的長期合作伙伴。定期提供系統性專業培訓，不斷賦能團隊，傾力打造 3

80、60優秀顧問。各團隊資深顧問平均擁有10 年+行業經驗，團隊服務專業、無憂。顧問式獵頭We train our consultants to be long-term partners with clients and can-didates by regularly providing systematic professional training,constant-ly empowering the team and developing capable 360 consultants.Our senior consultants have an average of 10+years

81、of industry experience providing professional service to clients.Consultative Experts31我們的薪酬管理、商業保險、健康體檢、年節福利、人才背調等專業服務，也從前端到后端為企業提供全方位包圍式的用工解決方案。一站到底深耕于人事、行政、財務等傳統職能崗位，升級加入互聯網+、電商運營、工程技術、研發質控、營銷服務等職位，打開外包崗位新格局。職位全面在企業應對突發性、季節性、臨時性、周期性等用工需求和挑戰時，我們的服務都能夠給予企業及時和精準的人員供給和補充。靈活賦能依托于對行業深度的縱度挖掘，對各類招聘職位需求的橫

82、向觸達，我們致力于為企業提供靈活和專注的人力資源外包服務。核心聚焦We provide one-stop professional outsourcing services,such as payroll management,commercial insurance,health examination,welfare bene-fits,reference check and other comprehensive employment solutions for enterprises.One-stop ServiceBesides traditional positions such

83、as personnel,administration and finance,we have extended our outsourcing expertise to in-demand posi-tions such as Internet+,e-commerce operations,engineering,technical,Research&Development,quality control,marketing services.Extensive Position CoverageWe can provide enterprises with timely and accur

84、ate personnel deploy-ment to help them resolve sudden,seasonal,temporary and cyclical employment needs and challenges.Flexible EmpowermentDeep vertical mining of each industry and the wide horizontal reach in managing various recruitment assignments equipped us with the expertise to provide flexible

85、 and dedicated human resource outsourcing services.Core Focus靈活用工服務Flexible Staffing CONNECTUS 的靈活用工服務，旨在優化企業的靈活用工服務，實現彈性用工閉環，打破目前比較單一的雇用形式，從而為企業完善復合型的用工模式。CONNECTUS STAFFING aims to help customers optimize their mode of employment.Breaking away from the current relatively single employment mode,we

86、can solve the complex employ-ment challenges faced by enterprises.32企業人才發展Talent Development我們專注于幫助企業培養卓越的領導者，從技術人員的領導力提升，到新任經理的管理技能訓練，再到復雜的企業高管領導力發展項目，以終為始地幫企業設計定制化的解決方案，通過培訓、人才發展項目、工作坊、行動學習、團隊教練、一對一教練等方式，系統地提升企業管理人員的領導力。We specialize in helping companies develop exceptional leaders,from leadership

87、 enhance-ment for technical professionals,to management skills training for newly promoted managers and complex executive leadership development programs.We systematically enhance the leadership of business managers by helping companies design customized solutions,through training courses,talent dev

88、elopment programs,workshops,action learning,1-on-1 and team coaching etc.得益于我們在學習行業多年的資源積累，我們可以運用包括測評、數字化沙盤、混合式學習產品、版權課程等多種形式，為客戶提供豐富的學習產品。豐富的產品我們的顧問老師大都來自世界 500 強企業，有豐富的理論基礎和授課經驗，并且通過我們的精挑細選，有很高的配合度以及項目滿意度，并和我們持續合作多年，是我們贏得客戶信任的重要資源。高質量顧問幫客戶節約時間，就是創造價值。我們致力于用最快的速度響應客戶，縮短從需求確認到提交方案的時間，幫助客戶加速推進項目進度，節約

89、客戶寶貴的時間?？焖夙憫饨绲淖兓俣仍絹碓娇?，標準化的培訓服務已經很難滿足客戶的需求，經驗豐富的迅佰匯客戶經理可以為客戶提供多種定制化服務，幫助客戶找到適合自己的學習方式，從而達成學習的目標。定制化服務Backed by many years of experience in the learning industry,we use a variety of training tools,such as assessment,digital sandbox,blended learning products,copyright courses and other training style

90、s to provide customers with a range of learning products.Wide Range of ProductsMost of our trainers worked in Fortune 500 companies and come with proven methodologies and strong practical experience.Through our careful selection and many years of cooperation,these trainers are able to win the trust

91、of customers by ensuring a high level of project delivery satisfaction.Professional TrainersHelping customers save time is to create value.We are committed to respond to customer requests in the shortest time.Shortening the response time from the release of requirements to proposal submission helps

92、customers accelerate the progress of their training projects.Proactive ResponseThe market is revolving rapidly and standardized training is not able to meet the needs of customers.Our experienced GATEWAY Account Man-agers can provide a variety of customized solutions to help companies find their own

93、 suitable training model and achieve their organization s learning objectives.Customized Solutions33培訓管理外包服務(LMO)Learning Management Outsourcing(LMO)CONNECTUS 的學習管理外包服務(LMO)可以為我們的客戶提供端到端的包括學習運營管理、供應商管理、學習交付等全流程的外包咨詢服務。我們致力于成為客戶可信賴的專業學習管理外包服務團隊。Acting as an extension of our customer s team and a trus

94、ted learning partner,we provide end-to-end learning management outsourcing services including administration,vendor man-agement,consultancy,delivery and efficient resource allocation,helping customers save time managing various suppliers.我們擁有全方位全體系的學習管理知識儲備和系統運營能力，無論是培訓體系的搭建或培訓數據化平臺的技術支持，我們都可以提供一站式系

95、統性服務管理。更系統我們擁有更及時更敏銳的服務管理意識，承諾快速響應客戶的各類培訓需求及日常管理技術支持，2 小時內的高效回復及 4 小時內的解決方案思路提供是我們基本的服務原則。更響應我們百分百尊重客戶的保密信息并嚴格執行客戶內外部的操作規范和流程實施，更中立更客觀的維護客戶的管理決策并兼顧員工的良好服務體驗。更客觀我們集合十多年外企培訓管理經驗背景的資深服務團隊，擁有專業的培訓管理完整實務經驗及豐富的培訓市場專業資源整合能力，為多家世界五百強客戶提供端到端的學習管理專業服務。更專業We have a wholistic view of the learning and knowledge

96、management system.We have ability to develop a full suite of systematic learning management mechanism and configuring a learning digital platform.SystematicOur consultants are agile and are able to respond to training requests and situations very quickly.We can respond within 2 hours and work out a

97、solution in 4 hours.ResponsiveWe fully respect confidential information and will strictly adhere to internal standard operating procedures and policies of our clients.As professional consultants,we provide neutral and objective advice to the management,ensuring that both operational objectives and e

98、mployees training needs are met.ObjectiveWe have a professional team with more than 10 years of learning man-agement experience in learning operation workflow and powerful inte-gration of learning resources.We have a proven track record in providing end-to-end learning management outsourcing service

99、s to Fortune 500 companies.ProfessionalLE ARN IN G MAN AGE M E N T O UTSOUR CING34職前規劃Career AdvisoryHEADSTART 是 CONNECTUS 的應屆生求職服務項目，旨在為全球大學生梳理職業發展方向，提供職前輔導、求職決策、職業內推等多維度求職解決方案，致力于引領大學生邁好職場第一步。HEADSTART is a graduate career advisory service introduced by CONNECTUS.It aims to provide multi-dimension

100、al service such as career coaching,job search and position recommendation for university graduates worldwide.It is committed to help university graduates to get a head-start in their career.與十大行業超過 1000 家知名企業保持多種形式的合作。實時更新國內外 500 強名企互聯網大廠等穩定內推資源，保障內推力度和結果，為大學生提供優質的工作機會。500 強名企深度合作企業導師團隊陪伴式服務。挖掘個人背景優

101、勢，確定求職方向，梳理正確的職業觀。根據學員自身情況及目標崗位，精準提升職場技能，獲得名企 offer。多樣化定制求職服務擁有完善的獵頭資源體系。幫助留學生及時了解市場動態，把握更多優質機會，實現職場跳躍式發展。職業生涯持續獵頭跟蹤拓展CONNECTUS 是專業的一站式人力資源綜合解決方案供應商。內部不同行業的獵頭資源互通，產生有效的行業前瞻畫像。背靠知名獵頭公司Working closely with more than 1000 well-known companies across 10 industries,we receive real-time vacancy openings f

102、rom top local enter-prises and Fortune 500 companies such as big internet companies.Strong relationships with these enterprises ensure job recommendation results for university graduates.Close Partnership with Fortune 500 CompaniesWe have a team of corporate mentors from established companies that c

103、an help identify a graduate s strengths,advise suitable job functions and recommend the right direction to search for jobs.We can accurately identify workplace skills to be improved and increase the graduate s chances of securing an offer from an established company.Comprehensive ServicesBacked by a

104、 robust applicant and job tracking system,we can help over-seas graduates keep abreast of market developments,seize more high-quality job opportunities and achieve career progression in the workplace.Lifelong Career Companionship CONNECTUS is a professional one-stop service provider of human resourc

105、e consulting solutions.Leveraging on its strong internal recruit-ment resources across various industries,we are in touch with the latest market development and employment trends.Backed by Renowned Executive Search Firm 35專家網服務Expert Network在 initial，我們與客戶攜手，洞見未來趨勢，引領行業潮流。以“客戶與行業專家零距離”為服務理念，旨在以多年的行業

106、經驗及獨到的視角為客戶提供最契合要求的信息解決方案，協助客戶在最短時間內做出在華投資和經營戰略的精準決策。At Initial,we are the first to see the future.“Zero distance between customers and industry ex-perts”is our service concept.We help customers make faster and better investment and busi-ness decisions by providing them with valuable market insights

107、.專家基本具有超過 10 年的行業經驗，具有豐富的實戰經驗和行業洞察。專家經驗豐富高效的專家推薦服務,在接到項目需求后，initial 會在 2 小時內積極響應和跟進。高效的響應Initial 有響應及時、流程管理高效的軟件服務系統支撐,能快速高效的對在庫專家進行篩選和推薦。智能的系統基于康耐仕在人力資源領域的深耕，目前擁有100 萬余名覆蓋全行業的候選人資源，可以進行專家高效匹配和連接。且基于該龐大的獵頭尋訪網絡和豐富的人才畫像，Initial 的專家信息更為真實可靠。專家資源充足Experts have with more than 10 years of working experien

108、ce,offering unique insights into companies and markets.Unique InsightsFast turnaround of expert referrals within 2 hours.ResponsiveCustomized expert screening and recommendation supported by Hi-Tech and Robust Expert Network System.Hi-Tech SystemMore than 1 mil experts from all industries and region

109、s that can be effi-ciently retrieved and connected.Backed by the strong executive search business,Initial s expert database is more realistic and reliable.Extensive Expert NetworkNiTiAL36OUR OFFICESSingapore8 Marina Blvd Level 11,Marina Bay Financial Centre Tower 1 Singapore 018981Tel：+00 65 6727 61

110、22Fax：+00 65 6727 3880Beijing 北京 Office 608,Fan Li Plaza,No.22,Chaoyang District Street,Beijing北京市朝陽區朝陽門外大街22號泛利大廈608室 電話 Tel：+86 10 8593 0400Chengdu 成都 Office 3508,Square One,No.18 Dongyu Street,Jinjiang District,Chengdu成都市錦江區東御街18號百揚大廈3508室 電話 Tel：+86 28 6267 5413 Guangzhou 廣州 Office 3807,Tianhe C

111、ity,208 Tianhe Road,Tianhe District,Guangzhou廣州市天河區天河路208號粵海天河城3807室 電話 Tel：+86 20 3889 9626 Qingdao 青島 Office 1712,Building B,Heda Center,179 Tailiu Road,North District,Qingdao青島市市北區臺柳路179號和達中心B座1712室 電話 Tel：+86 532 8093 0342Changzhou 常州22nd Floor,Building 5,Changfa Plaza,101-1 Taihu East Road,Xinb

112、ei District,Changzhou常州市新北區太湖東路101-1號常發廣場5號樓22層 Shanghai 上海Office 12G,Hua Min Empire International Plaza,No.726 West Yanan Rd,Shanghai上海市長寧區延安西路726號華敏翰尊12樓G座電話 Tel：+86 21 2225 4600 Shenzhen 深圳 Office 1503,Building D,Dachong Business Center,Nanshan district,Shenzhen廣東省深圳市南山區大沖商務中心D座1503室電話 Tel：+86 07

113、55-2656 9848 Suzhou 蘇州 Office 1002,Suzhou Center Office Tower B,Suzhou Industrial Park,Suzhou蘇州市工業園區蘇州中心辦公樓B座1002室 電話 Tel：+86 512 8885 0273Zhongshan 中山Office 1610,LiHe International Finance Center,16 Zhongshan 3rd Road,East District,Zhongshan中山市東區中山三路16號之三國際金融中心1610室電話 Tel：+86 760 8886 0019Wuxi 無錫Ro

114、om 1042,Building 2,Henglong Plaza,No.139,Renmin Middle Road,Liangxi District,Wuxi無錫市梁溪區人民中路139號恒隆廣場寫字樓2座1042室Dalian 大連Office 2901,ST2,Building 5 Yujing,Dalian Center,No.280 Changjiang Road,Zhongshan District,Dalian,Liaoning 遼寧省大連市中山區長江路280號的大連中心裕景5號樓ST2大廈2901室Office 1908-9,Jiliang Headquarters Building,No.6 Huoju Road,High Tech District,Dalian,Liaoning遼寧省大連市高新園區火炬路6號吉糧總部大廈1908-9室