《中國德國商會：2024-2025勞動力市場和薪資調查報告（精簡版）（中英文版）（49頁）.pdf》由會員分享，可在線閱讀，更多相關《中國德國商會：2024-2025勞動力市場和薪資調查報告（精簡版）（中英文版）（49頁）.pdf（49頁珍藏版）》請在三個皮匠報告上搜索。

1、A Member-Exclusive Report 16th Edition會員專屬報告-第16版Labor Market&Salary Report 勞動力市場和薪資調查報告2024|2025A Member-Exclusive Report 17th Edition會員專屬報告-第17版西浦國際商學院助你領先職場西交利物浦大學西浦國際商學院開設各類碩士學位項目和中短期課程，旨在推動終身學習和職業發展，助力企業培養領袖，塑造未來。非全日制碩士項目西浦國際商學院非全日制碩士項目采用申請制，全英文授課，核心課程安排于周末，學制2-3年。畢業生可獲得國際認可的英國利物浦大學碩士學位，并可在教育部留

2、學服務中心認證。國際工商管理碩士管理學碩士運營與供應鏈管理碩士項目管理碩士高管教育西浦國際商學院高管教育結合中英雙方母校優勢，打通文化脈絡，依托行業經驗豐富的國際化師資，以及貫穿12個學科領域超過76門的專業課程，提供彈性的課程規劃，以滿足不同企業和個人的需求。工商管理研修班課程對象：企業中高層管理者、快速成長期企業的企業主、公司選派的委培高管課程目標：在6-8個月內高效學習管理類核心課程，全方位提升圍繞可持續發展主題的戰略思維和實戰能力短期公開課程International Business School Suzhou(IBSS)at XJTLU offers a range of Mast

3、er and Executive Education programmes to prepare leaders and professionals to cope with the ever-chang-ing business environment,learn emerging analytical tools,and develop a leadership mindset.Part-time Master Degree ProgrammesOur programmes are processed through online applications and are taught 1

4、00%in English.The core modules are taught on weekends for 2-3 years.Graduates receive an internationally recognized Masters degree from the University of Liverpool which is certified by the Ministry of Education in China.Executive EducationCombining the strengths of prestigious universities in both

5、China and the UK,we offer the flexible curriculum across more than 76 special-ized courses in 12 academic fields to meet the diverse needs of various enterprises and individuals.Strategy and DevelopmentLeadership Negotiation and Decision Making Organisational ManagementMarketing&SalesOperation and S

6、upply Chain ManagementEconomics and Modern BusinessFinance and AccountingProject ManagementESG and Sustainable Development Digital IntelligencePersonal DevelopmentCustomised Programme Design and deliver high-value executive education programmes tailored to firms across different industries.About IBS

7、S at XJTLUIBSS is the business school of XJTLU,a joint venture of Xian Jiaotong University in China and the University of Liverpool in the UK.IBSS has over 200 staff members and more than 7,500 students from over 60 different countries.IBSS is a Triple Crown Accredited(AACSB,EQUIS and AMBA)business

8、school,offering a unique blend of Western and Chinese academic practices.GET AHEAD IN YOUR CAREER WITH INTERNATIONAL BUSINESS SCHOOL SUZHOU International MBA for ExecutivesMSc Management MSc Operations and Supply Chain ManagementMSc Project Management Managerial Acceleration Programme(MAP)Target:Mid

9、dle and senior managers,business owners of rapidly growing companies,and company-selected executivesObjective:Efficiently learn core management courses within 6-8 months to comprehensively enhance strategic thinking and practical abilities under the theme of sustainable development.Short-term Open E

10、nrolment Programme戰略與發展領導力談判與策略組織與管理市場營銷與銷售運營與供應鏈管理經濟與現代商業金融與財會項目管理ESG與可持續發展數智化個人發展定制化課程依照不同行業特點，為企業制定可持續高管培訓課程方案。西交利物浦大學西浦國際商學院西浦國際商學院（簡稱IBSS）隸屬于由中國的西安交通大學和英國的利物浦大學聯合創辦的西交利物浦大學，是全球少數享有盛名的AACSB、AMBA、EQUIS三冠認證的商學院之一。學院擁有逾200名員工和來自60多個不同國家的7500多名學生，通過融合東西方優秀教育傳統的最優實踐，架設起了中國與世界交流的橋梁。For more informatio

11、n about Open Enrolment Programme:更多關于公開課程信息：Email 郵箱:(Part-time Master Degree Programme 非全日制碩士項目)(Executive Education Programme 高管教育)Address 地址:IBSS Building(South Campus of XJTLU),8 Chongwen Road,Dushu Lake Science and Innovation District,SIP,Suzhou,Jiangsu,China 215123中國江蘇蘇州工業園區獨墅湖高教區崇文路8號西浦南校區IBS

12、S大樓Tel 電話:0512-88161202;(Part-time Master Degree Programme 非全日制碩士項目)0512-81884886;0512-81883236(Executive Education Programme高管教育)聯系我們Contact UsGERMAN CHAMBER OF COMMERCE IN CHINAThe German Chamber of Commerce in China currently has around 2,100 members and is the official member organization for Ge

13、rman companies in China.It helps its members to thrive in the Chinese market by providing relevant market intelligence and practical guidance.It offers a platform for the Sino-German business community and advocates for its members interests toward stakeholders,including government bodies and the pu

14、blic.2024 German Chamber of Commerce in China(GCC).No part of this content and publication may be reproduced without prior permission.For further questions,please refer to the provided contact persons.While every reasonable effort is made to ensure that the information provided is accurate,no guaran

15、tees for the currency or accuracy of information are made.All material relating to information,products,and services(or to third party information,products and services),is provided as is,without any representation or endorsement made and without warranty of any kind,including the implied warranties

16、 of satisfactory quality,fitness for a particular purpose,non-infringement,compatibility,security and accuracy.The contributors are solely responsible for the content thereof.Views expressed do not necessarily represent those of the German Chamber of Commerce in China.and these entities will not be

17、liable for any loss or damage whatsoever arising from infringement or any defect of rights of the content.This information includes links to other websites.These links are provided for your convenience to provide further information.They do not signify that we endorse the website(s).We have no respo

18、nsibility for the content of the linked website(s).Contact for press inquiriesCarina Mingle Head of Media Relations&Corporate Communications+86-10-6539-6670 mingle.carinachina.ahk.deContact for further informationAurora LiuEconomic Analyst+86-21-5081-2266liu.aurorachina.ahk.deLABOR MARKET&SALARY REP

19、ORT 2024|2025中國德國商會中國德國商會在中國目前擁有大約2100家會員企業，是在華德企官方會員組織。通過提供相關市場情報和實用指南，中國德國商會幫助其會員在中國市場上蓬勃發展。它為中德商業社群提供平臺，并代表其會員利益向利益相關者，包括政府機構和公眾進行倡導。2024年中國德國商會（GCC）。未經許可，本內容和出版物的任何部分均不得轉載。如有其他問題，請聯系上述聯系人。我們已盡責核對所提供信息的準確性，但對此等信息的及時性和準確性不作任何擔保。涉及信息、產品和服務（或第三方信息、產品和服務）的所有材料均“如實”提供，不作背書，不提供任何擔保，不保證質量滿意、適合特定用途或不侵權，亦

20、不保證其兼容性、安全性以及準確性。發言者、提供者的相關內容由發言者、提供者自行負責。發表觀點不代表中國德國商會。因內容或活動素材侵權或版權缺陷遭致損失的，上述機構概不負責。該信息含有鏈接指向其他網址。此等鏈接旨在方便您了解更多信息。但不表示我們認可該等網址。對于鏈接網址的內容，我們不承擔任何責任。媒體聯系人Carina Mingle 媒體公關部高級總監+86-10-6539-6670 mingle.carinachina.ahk.de了解更多報告信息，請聯系劉晨曦經濟分析師+86-21-5081-2266liu.aurorachina.ahk.de勞動力市場和薪資調查報告2024|202542

21、024|2025Labor Market&Salary ReportContentExecutive SummaryI.Labor Market Environment1.1.Chinese Economy1.2.Total Unemployment Rate1.3.Youth Unemployment RateII.Wage Developments in China2.1.Wage Growth 2.2.Minimum Wages and Wage GuidelinesIII.Survey Results1.Effective and Expected Wage Developments

22、at German Companies2.Detailed Wage Developments3.Wage Levels4.Labor Costs5.HR and Recruitment Challenges6.Foreign Employees7.Employee Turnover and Additional HR Data8.About the Survey9.Profile of ContributorsIV.Compensation Data1.Introduction2.Wages and Wage Increases3.Segmentation Variables4.Region

23、5.East6.North7.South and Southwest8.City Tier9.Industry10.Company Size11.Total Cost per Employee:Median and PercentilesV.DefinitionsVI.References68888101014181818232831333536364040424243475155599299106109113To access specific compensation data,please contact:Ms.Aurora LiuEconomic AnalystGerman Chamb

24、er of Commerce in China|Shanghai+86-21-5081-2266 liu.aurorachina.ahk.deCONTACT勞動力市場和薪資調查報告52024|202579999111115191919242932343737374141435657647178859299106110113目錄內容摘要I.勞動力市場環境1.1.中國經濟1.2.中國整體失業率1.3.青年失業率II.中國工資增長狀況2.1.薪資增長狀況2.2.最低工資及工資指導線III.調查結果1.在華德企實際和預期薪資變化2.詳細薪資變化3.薪資水平4.勞動力成本5.人力資源和招聘挑戰6.外籍員

25、工7.員工流動和其它HR數據8.關于本次調查9.受訪企業簡況IV.薪酬數據1.簡介2.薪資和薪資漲幅3.細分變量4.地區5.華東及華中6.華北及東北7.華南和西南8.城市分級9.行業10.企業規模11.每位員工總成本：中位數和百分數V.定義VI.參考文件更詳細的薪酬數據，請聯系：劉晨曦經濟分析師中國德國商會|上海+86-21-5081-2266 liu.aurorachina.ahk.de62024|2025Labor Market&Salary Report ForeignForeign EmployeesEmployees:The proportion of companies hirin

26、g foreigners has been declining and reached 65%in 2024.This represents a significant drop of almost 20 pared to that in 2017.The proportion fell below 50%for the first time in small companies(43.6%)(Figure ES.4).The prime reason for replacing expatriate staff with local staff was wage level.EXECUTIV

27、E SUMMARY ExpectedExpected SalarySalary in in ChinaChina:The projected wage growth development for German companies in China has been on a downward trajectory,and the trend continues its descent with an expected growth rate of 3.81%in 2025,marking the first projection below 4%(excluding the anticipa

28、tion for 2021 made in 2020,when the initial outbreak of COVID-19 created uncertainty).The 2025 forecast is 0.68 Percentage Point(p.p.)below 2024s expectation(Figure ES.1).EffectiveEffective SalarySalary in in ChinaChina:Similar to last year,the effective salary increase didnt meet the initial expect

29、ation.In 2024,effective salaries experienced an average growth rate of 3.9%,0.59 p.p.below the initial expectation of 4.49%(Figure ES.2).Wage LevelsWage Levels:The median Total Cost per Employee(TCE)continues to rise and is currently at CNY 19,100/month in 2024.Production workers,junior and mid-leve

30、l professionals present median compensation values below Chinas median TCE and their TCE saw a minor increase compared to 2023.Figure ES.1:Expected Wage Growth Development at German Companies in China 2015-2025,Nominal Growth,in%8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020

31、2021 2022 2023 2024 2025The expected wage growth is the average of all the individual positions expected wage growth collected in the survey.In 2024,with a total of 446 companies and 46 different roles,the number of observations collected totaled 5,935.Figure ES.2:Expected and Effective Wage Increas

32、es in China 2024-2025,in%4.493.903.81Expected 2024Effective 2024Expected 2025Figure ES.4 Share of Companies Employing ForeignersCompany Size by Number of Employees,in%80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50

33、%60%70%80%90%100%2017201820192020202120222023202418,878 12,000 11,200 17,352 35,000 86,300 120,000 19,10012,700 11,500 18,000 35,000 66,800 113,453 CHINAProductionWorkersJuniorMid-LevelSeniorDeputyGM/BMCEO/GMFigure ES.3:Comparison of Wage Level by Production Workers,Level of Seniority&Senior Managem

34、entTotal Cost per Employee/Month,in CNYDeputy GM/BM:Deputy General Manager/Branch Manager.CEO/GM:Chief Executive Officer/General Manager/Managing Director.20232024On the other hand,Deputy General Managers/Branch Managers receive a median TCE of CNY 66,800/month,representing a decrease of around CNY

35、20,000/month.Meanwhile,the TCE of CEOs/General Managers stands at CNY 113,435/month,a decrease of around CNY 6,500/month(Figure ES.3).Greater than 250Less than 50CHINA50-250勞動力市場和薪資調查報告72024|2025 外籍員工被當地員工取代：在華德企中雇傭外籍員工的公司比例一直在下降，2024年僅有65%。與2017年相比，此比例大幅下降了近20個百分點。在小型企業中，該比例首次降至50%以下（43.6%）（圖 ES.4）

36、。用本地員工取代外籍員工的主要原因是工資水平。內容摘要 預期薪資漲幅：在華德企預期的預期薪資漲幅一直呈現下降趨勢，并且這種趨勢目前仍在持續，2025年的預計薪資漲幅為3.81，首次低于4（除了2020年疫情初次爆發時不確定性引起的對2021年的預期較低的特例之外）。這一預期比2024年的預期薪資漲幅低0.68個百分點（圖ES.1)。實際薪資漲幅：與去年相同，2024年的實際薪資漲幅也未能達到先前的預期。2024年，實際薪資漲幅平均增長率為3.9%，比最初預期的4.49%低了0.59個百分點（圖ES.2）。圖 ES.1：在華德企預期薪資漲幅狀況2015-2025年，名義漲幅，（單位：%）4.49

37、3.903.812024年預期2024年實際2025年預期圖ES.2:中國預期薪資與實際薪資漲幅2024-2025年，單位：%預期薪資漲幅是調查中測得的所有單個職位的預期薪資漲幅的平均值。2024年，共有46個不同的特定職位，收集到的觀察數據共計5,935個。8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025圖 ES.4 外籍員工所占平均百分比企業規模（按公司員工劃分），單位：%，占員工總數的百分比超過250人50人以下中國50250 人188781200

38、011200173523500086300120000191001270011500180003500066800113453圖 ES.3:在華德企的薪資水平（按產業工人、資歷級別和高級管理層細分）2024年每位員工總成本 單位：元/月20232024 薪資水平：每位員工成本的中位數持續上漲，2024年的中位數為19100元/月。生產工人、初級和中級專業人員的薪酬中位數低于全國的薪酬中位數，與2023年相比，他們的薪酬中位數略有上升。另一方面，副總經理/分公司經理的薪酬中位數為66800元/月，與去年相比減少了約20000元/月。同時，首席執行官/總經理的每位員工成本為113435元/月，減少

39、了約 6500元人民幣/月（圖 ES.3）。80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%2017201820192020202120222023202482024|2025Labor Market&Salary ReportI.LABOR MARKET ENVIRONMENT1.1 Chinese EconomyChinas economy

40、demonstrated a mixed performance in the first half of 2024,with Gross Domestic Product(GDP)growth declining from 5.3%in the first quarter to 4.7%in the second quarter,resulting in an overall expansion of 5%for the first half of the year to reach CNY 61.68 trillion(National Bureau of Statistics,2024a

41、).This overall growth rate aligns with the governments annual target,despite the evident slowdown in the second quarter.Industrial output grew by 6%,while retail sales rose by 3.7%.Fixed-asset investment expanded by 3.9%compared to the previous year(National Bureau of Statistics,2024b).While these i

42、ndicators show resilience,challenges remain in sustaining growth momentum and balancing development across sectors amid global economic uncertainties.Nevertheless,the German Chambers Flash Survey 1 implemented in June 2024 suggests a degree of renewed optimism in the Chinese market,with 29%of respon

43、dents expecting an improved business environment-a significant 8 p.p.increase compared to the previous year.As China focuses on research and development in its pursuit of an innovation-driven economy,these economic trends and evolving business sentiments are likely to influence the job market,partic

44、ularly in technology-related sectors.1.2 Total Unemployment RateIn 2024,Chinas employment situation was stable,as demonstrated by a slight improvement in urban surveyed employment rates.As reported,the average urban surveyed unemployment rate for the first half of 2024 was 5.1%(National Bureau of St

45、atistics,2024c),marking a 0.1 p.p.decrease compared to the first quarter and a 0.2 p.p.decrease compared to the same period last year.Figure 1.1:GDP Growth Development2017-2024H1*,GDP in CNY Billion and Growth Rate in%*2024 H1 represents first half of the year 2024 Source:National Bureau of Statisti

46、cs.832,036919,281986,5151,013,5671,143,6701,210,2071,260,582616,8366.96.76.02.28.13.05.25.00%2%4%6%8%10%12%14%16%0200,000400,000600,000800,0001,000,0001,200,0001,400,00020172018201920202021202220232024 H1GDPGDP Growth Rate0%5%10%15%20%25%Urban Unemployment Rate of the Population Aged from 16 to 24Na

47、tional Urban Unemployment RateSource:National Bureau of Statistics.*In June 2023,the state government suspended releasing its national youth unemployment rates.The data was resumed publishing in December 2023;however,relevant metrics were adjusted,which excluded students from the sample.Figure 1.2:C

48、hinas Total Unemployment Rate vs.Youth Unemployment RateJanuary-December 2020-June 2024,in%MayJanSepDec202021.35.014.9MayJanSepDec2021MayJanSepDec2022MayJanSepDec2023MayJanJun20241.3 Youth Unemployment RateIn June 2023,the youth unemployment rate(aged 16-24)reached a record high of 21.3%,after which

49、 the government suspended its release.In January 2024,the government resumed publishing the data,using a revised methodology that excludes school students(National Bureau of Statistics,2024d).Under this new metric,the youth unemployment rate was 14.9%(National Bureau of Statistics,2024e)in December

50、2023,still about three times the overall unemployment rate.The government aims to address this issue through various measures,including promoting employment opportunities and providing support for young job seekers(Figure1.2).勞動力市場和薪資調查報告92024|2025I.勞動力市場環境1.1 中國經濟2024 年上半年，中國經濟呈現出了不同的發展情況，國內生產總值（GD

51、P）增速從第一季度的 5.3%放緩至第二季度的4.7%，上半年總體GDP增速為5%，達到61.68萬億元人民幣（國家統計局，2024a）。盡管第二季度增速明顯放緩，但這一總體增速與政府的年度目標一致。（2024上半年），工業產值同比增長6%，零售額同比增長3.7%，固定資產投資同比增長3.9%（國家統計局，2024b）。雖然這些指標顯示了經濟的韌性，但在全球經濟不確定的情況下，保持增長勢頭和平衡各行業均衡發展仍充滿挑戰。然而，中國德國商會于2024年6月實施的“快訊調查”1表明，中國市場在一定程度上重新恢復了樂觀，29%的受訪企業預計中國的商業環境將有所改善，與上一年相比大幅增長了8個百分點。

52、隨著中國在追求創新驅動型經濟的過程中更加注重研發，這些經濟趨勢和不斷變化的商業情緒很可能會影響就業市場，尤其是與技術相關的行業。隨著中國更加重視研發和發展創新驅動經濟，這些經濟趨勢和不斷變化的商業情緒很可能會影響就業市場，尤其是技術相關行業。1.2 中國整體城鎮調查失業率2024年，中國就業形勢穩中向好，城鎮調查失業率略有下降。據統計，2024年上半年城鎮調查失業率平均為5.1%（國家統計局，2024c），比第一季度下降0.1個百分點，比去年同期下降0.2個百分點。圖1.1：中國GDP增長情況2017-2024H1*，年度數據，GDP單位：億元，GDP增速單位：%GDPGDP 增速全國城鎮16

53、-24歲人口失業率全國城鎮失業率圖1.2：中國城鎮失業率與青年失業率2020-2024年6月，單位：%*2024H1 表示2024年上半年數據來源：中國國家統計局。數據來源：中國國家統計局。*2023 年 6 月，中國政府暫停發布全國青年失業率。該數據于 2023 年 12 月進行了算法調整，將學生排除計算范圍外后，恢復發布。0%5%10%15%20%25%21.35.014.9519122020202120222023202451912519125191251683203691928198651510135671143670121020712605826168366.96.76.02.28.

54、13.05.25.00%2%4%6%8%10%12%14%16%0200,000400,000600,000800,0001,000,0001,200,0001,400,00020172018201920202021202220232024 H11.3 青年失業率2023年6月，青年（16-24 歲）失業率達到21.3%的歷史新高，此后政府宣布暫停發布該數據。2024年1月，政府恢復公布該數據，并采用了將在校學生剔除在外的統計方法（國家統計局，2024d）。根據這一新指標，2023年12月的青年失業率為14.9%（國家統計局，2024e），仍是總體失業率的三倍左右。政府旨在通過各種措施解決這一

55、問題，包括促進就業機會和為青年求職者提供支持（圖 1.2）。102024|2025Labor Market&Salary ReportFigure 2.1:Average Wage and Overall Wage Growth2011-2023,Average Wage in CNY,Average WageGrowth in%Note:Annual wages based on 12 months;all wages are pre-tax.Source:National Bureau of Statistics.41,79946,76951,48356,36062,02967,56974

56、,31882,41390,50197,379106,837114,029120,69814.411.910.19.510.18.910.010.99.87.69.76.75.80%2%4%6%8%10%12%14%16%020,00040,00060,00080,000100,000120,0002011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023Average WageAverage Wage Growth(Nominal)Figure 2.2:GDP and Wage Growth2011-2023,in%14.4

57、11.910.19.510.18.910.010.99.87.69.76.75.89.57.97.87.36.96.76.96.66.12.28.13.05.22011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023Source:National Bureau of Statistics.Average Wage Growth(nominal)GDP GrowthII.WAGE DEVELOPMENTS IN CHINA2.1 Wage GrowthBased on Chinese statistics,in 2023,C

58、hinas overall average monthly nominal wage was reported at CNY 10,058,an increase of CNY 556 from the previous year(Renshetong,2024a).The rise in wages showcased a 5.8%growth rate,signaling a continued improvement in labor conditions and income levels.Nevertheless,this growth rate represents a subst

59、antial moderation compared to the double-digit increases seen five years ago and it has already reached an all-time low.Figure 2.3:Average Wage and Growth Rate in 24 Provinces and Cities in China,2023Note:*Factor represents the ratio of regional wage to national average for 2023.Monthly wages,based

60、on 12-months year basis;all wages are pre-tax.*Data for Beijing and Shanghai was not released.Source:RenshetongIt is worth noting,however,that the growth trajectories in average nominal wages and GDP have diverged in 2023.As shown in Figure 2.2,wage growth and GDP growth have historically increased

61、in tandem;data in 2023,however,shows that GDP has evidently decoupled with the current wage growth.The sudden decoupling between GDP and wage growth can be attributed to more recent economic shocks.In 2023,China saw significant layoffs and salary reductions across all sectors,such as tech,automotive

62、,semiconductor,and real estate,impacting both low and high-income earners throughout the supply chains2.Some leading companies such as Alibaba,NIO,Tesla,and Country Garden announced layoffs or salary reductions,which reflects a broader trend for workforce optimization in the face of economic headwin

63、ds3.This trend is further corroborated by data from the National Bureau of Statistics,which shows a decrease in the employment rate of urban residents aged 25-59 from 92.1%in 2022 to 91.6%in 2023(National Bureau of Statistics,2024f).RegionAverage Wage of Employees in Urban Non-Private Sector,2023.(C

64、NY/month)Average Wage of Employees in Urban Non-Private Sector,2022.(CNY/month)Average Wage Growth(Nominal)Factor*Tianjin11,50110,7946.6%1.14 Zhejiang11,08710,7353.3%1.10Guangdong10,95210,4105.2%1.09Jiangsu10,42510,1442.8%1.04 CHINA10,0589,5025.8%1.00 Hainan9,5488,7349.3%0.95 Chongqing9,4718,9176.2%

65、0.94 Sichuan9,1808,4838.2%0.91 Inner Mongolia9,0718,4167.8%0.90Fujian9,0438,6504.5%0.90Shandong8,9288,5217.9%0.89 Shaanxi8,9148,2378.2%0.89Yunnan8,8978,5943.5%0.88 Anhui8,6418,2215.1%0.86 Guizhou8,5017,9516.9%0.85 Gansu8,2607,5739.1%0.82 Hunan8,0857,6187.0%0.80 Guangxi8,0157,6724.4%0.80Heilongjiang7

66、,9797,3538.5%0.79 Shanxi7,9197,5415.1%0.79 Hebei7,9027,5624.5%0.79Jilin7,9117,2698.8%0.79Jiangxi7,7337,3315.5%0.77 Henan7,0136,4698.4%0.70 勞動力市場和薪資調查報告112024|2025圖2.1：平均薪資及薪資漲幅2011-2023年，單位：人民幣，%注：平均薪資按12個月計算；所有薪資均為稅前薪資。數據來源：中國國家統計局。平均薪資平均薪資漲幅（%）圖2.2：年度GDP及薪資增速2011-2023年，單位：%平均薪資增速（名義）GDP增速II.中國工資增長

67、狀況2.1 工資增長狀況根據中國的統計數據，2023 年，中國總體名義平均工資為10058元/月，比上年增加556元（國家統計局，2024e），工資增長率為5.8%，表明勞動條件和收入水平持續改善。然而，與五年前的兩位數增幅相比，這一薪資增長率已大幅放緩，并已創下歷史新低。圖2.3：2023年中國24個省市城鎮私營單位就業人員平均月薪資及薪資增長率平均薪資單位：人民幣/月省份20232022薪資漲幅（%）系數*天津11501107946.6%1.14 浙江11087107353.3%1.10廣東10952104105.2%1.09江蘇10425101442.8%1.04 中國100589502

68、5.8%1.00 海南954887349.3%0.95 重慶947189176.2%0.94 四川918084838.2%0.91 內蒙古907184167.8%0.90福建9,04386504.5%0.90山東892885217.9%0.89 陜西891482378.2%0.89云南889785943.5%0.88 安徽864182215.1%0.86 貴州850179516.9%0.85 甘肅826075739.1%0.82 湖南808576187.0%0.80 廣西801576724.4%0.80黑龍江797973538.5%0.79 山西791975415.1%0.79 河北79027

69、5624.5%0.79吉林791172698.8%0.79江西773373315.5%0.77 河南701364698.4%0.70 但值得注意的是，2023年平均名義工資和國內生產總值的增長軌跡出現了分化。如圖2.2所示，歷史上工資增長和GDP增長一直同步增長，但2023年的數據顯示，GDP 增長的增速明顯超過了當前的工資增長。數據來源：中國國家統計局。數據來源：人社通。城鎮單位從業人員平均工資，月薪資按12個月計算；所有薪資均為稅前薪資。*系數代表2023年該地區薪資與國家平均水平的比率。*人社通未發布北京和上海的數據GDP 與工資增長之間的突然分化可歸因于近期的經濟沖擊。2023 年，中

70、國科技、汽車、半導體和房地產等各行各業都出現了大幅裁員和降薪，對整個供應鏈中的低收入和高收入者都造成了影響2。一些領先企業，如阿里巴巴、蔚來汽車、特斯拉和碧桂園，宣布裁員或降薪，這反映了在經濟逆風下勞動力優化的大趨勢3。國家統計局的數據進一步證實了這一趨勢，該數據顯示25-59歲城鎮居民就業率將從2022年的92.1%降至2023年的 91.6%（國家統計局，2024f）。41,79946,76951,48356,36062,02967,56974,31882,41390,50197,379106,837114,029120,69814.411.910.19.510.18.910.010.99

71、.87.69.76.75.80%2%4%6%8%10%12%14%16%020,00040,00060,00080,000100,000120,0002011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 202314.411.910.19.510.18.910.010.99.87.69.76.75.89.57.97.87.36.96.76.96.66.12.28.13.05.22011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023122024|2025La

72、bor Market&Salary ReportInformation&Communication TechnologyTransportationAccommodation&Catering ServicesWholesale&Retail TradesConstructionAgricultureBusiness ServicesIndustrialFinance OthersFigure 2.4:GDP Growth Rate by Industry,2024 Q1Growth Rate in%Source:National Bureau of Statistics.Following

73、the release of the national average wage data for 2023,twenty-four provinces and cities in China have officially disclosed their average wages(Renshetong,2024b)(Figure 2.3).Among these,four regions Tianjin,Zhejiang,Guangdong,and Jiangsu stand out with their average wages surpassing the national aver

74、age;these regions were also the ones,among all surveyed provinces,reported with monthly wages exceeding CNY 10,000.Among the top performers,Tianjin surpassed other provinces with an average annual wage of CNY 138,007,a CNY 8,465 increase from last year.This translates to a monthly average of CNY 11,

75、501.Zhejiang follows with an average annual wage of CNY 133,045.Notably,Hainan,Gansu,Sichuan,and Shaanxi experienced the most substantial growth rates,ranging from 8.2%to 9.3%.Wage development in 2023 shows a differentiated pattern across industries(National Bureau of Statistics,2024g)(Figure 2.5).H

76、igh-tech industries continued to dominate the labor market in terms of wage payment.The Information and Communication Technology sector maintained its steady position in comparison to the 2022 ranking as the highest-paying industry with an annual wage of CNY 231,810;its robust 13.7%year-on-year GDP

77、growth recorded in 2024Q1 further underlines its momentum and potential(National Bureau of Statistics,2024h)(Figure 2.4).Technical Services&Scientific Research,on the other hand,maintained its third place with an annual wage of CNY 171,447.Meanwhile,the finance sector emerged with an impressive 13.4

78、%wage growth,reaching an annual wage of CNY 197,663(Figure 2.5).Conversely,the real estate sector continued to face headwinds,with a mere 1.8%wage growth rate and an annual wage of CNY 91,932(Figure 2.5).While the transition from negative to positive growth signals positive change(in 2022,the growth

79、 rate of wage development in real estate was-0.9%)4,the sector was the only industry experiencing a negative year-on-year GDP growth in 2024Q1.This reflects the sectors ongoing challenges,including conservative purchasing due to macroeconomic uncertainty and shrinking profit margins faced by develop

80、ers(Figure 2.4).The hospitality industry has rebounded remarkably from the anti-pandemic measures and realized a 7.3%year-on-year GDP growth in 2024Q1(Figure 2.4).Its annual wage also witnessed a 7.6%increase,reaching CNY 58,094 annually.Furthermore,the manufacturing sector showed resilience with a

81、6.6%wage growth,underscoring its continued importance to the Chinese economy(Figure 2.5).Notably,the public management&social organizations sector experienced an average wage decline,with a-0.3%growth rate(Figure 2.5).The negative growth could be attributed to the Chinese governments fiscal tighteni

82、ng measures to manage debt levels and address economic challenges 5,as the given sector is under greater government control.These measures led to a Note:*Factor represents the ratio of industry-specific average wages to national average wage for 2023.Annual wages based on 12 months.All wages are pre

83、-tax.Source:National Bureau of Statistics.Figure 2.5:Wage Developments by Industry,2023Ranked based on 2023 Annual WagesIndustry20232022GrowthFactor*IT231,810220,418 5.2%1.92Finance Services197,663 174,341 13.4%1.64Technical Services,R&D171,447163,486 4.9%1.42Healthcare143,818135,222 6.4%1.19Utiliti

84、es143,594132,964 8.0%1.19Mining135,025121,522 11.1%1.12Culture127,334121,151 5.1%1.05Wholesale&Retail124,362115,408 7.8%1.03Education124,067120,422 3.0%1.03Transport&Logistics122,705115,345 6.4%1.02CHINA120,698114,029 5.8%1.00Public Management&Social Organizations117,108117,440-0.3%0.97Business Serv

85、ices109,264106,500 2.6%0.91Manufacturing103,93297,528 6.6%0.86Real Estate91,93290,346 1.8%0.76Construction85,80478,295 9.6%0.71Residential Services68,91965,4785.3%0.57Water&Environment68,65668,256 0.6%0.57Agriculture62,95258,976 6.7%0.52Hospitality58,09453,995 7.6%0.48reduced budgetary allocation fo

86、r public sector wages,resulting in stagnant or even declining salaries in this sector.Overall,the labor market and wages in 2023 mirror Chinas broader economic picture:a mix of resilience in high-growth sectors,ongoing challenges in traditional industries,and signs of rebound in sectors struck by th

87、e pandemic.Real Estate13.7%10.8%7.3%7.3%6.0%6.0%5.8%5.2%3.8%3.5%-5.4%勞動力市場和薪資調查報告132024|2025圖2.4：2024年第一季度分行業GDP增速GDP增速單位：%隨著2023年全國平均工資數據的公布，中國有24個省市也陸續公布了當地的平均工資（人社通，2024a）（圖2.3）。天津、浙江、廣東、江蘇4個省市的平均工資超過全國平均水平，也是所有調查省份中月工資超過一萬元的地區。其中，天津以 138007元的年平均工資領先于其他省份，比去年增加了8465元，折合為月平均工資11501元/月。浙江緊隨其后，年平均工資

88、為133045元人民幣。值得注意的是，海南、甘肅、四川和陜西的平均工資增長率最高，介于8.2%到9.3%之間。2023年各行業的工資發展呈現分化格局（國家統計局，2024g）（圖 2.5）。就薪資水平而言，高科技行業繼續領先于勞動力市場的其他行業。與2022年相比，信息傳輸、軟件和信息技術服務業以231810元的年薪穩居高薪行業榜首；該行業在2024年第一季度國內生產總值同比增長13.7%，進一步凸顯了其發展勢頭和潛力（國家統計局，2024h）（圖2.4）。另一方面，技術服務和科學研究以171447元的年薪保持第三位。與此同時，金融業以13.4%的工資增長成為相對贏家，年工資達到197663元

89、（圖 2.5）。相反，房地產業面臨持續的不利因素，2023年工資年增長率僅為1.8%，為91932元（圖 2.5）。雖然從負增長到正增長的轉變釋放了一個積極信號（2022年，房地產行業工資發展增長率為-0.9%）4，但該行業是唯一一個2024年第一季度國內生產總值同比負增長的行業，這反映了該行業面臨的持續挑戰，包括宏觀經濟不確定性下客戶保守的購房意愿，以及開發商面臨的利潤空間縮小的問題（圖 2.4）。2024年第一季度，住宿和餐飲業在之前的抗疫措施后得到顯著反彈，實現了7.3%的GDP同比增長（圖 2.4），2023年，其平均工資也增長了7.6%，達到58094元。此外，制造業工資同比增長6.

90、6%，顯示出其韌性，凸顯出其對中國經濟的持續重要性（圖 2.5）。公共管理、社會保障和社會組織行業的平均工資有所下降，年度增長率為-0.3%（圖 2.5）。出現負增長的原因可能是中國政府為管理債務水平和應對經濟挑戰而采取了財政緊縮措施5，這些措施導致對公共部門工資的預算撥款減少，而該行業受到更多的來自政府的控制，導致其平均工資停滯不前甚至下降?？傮w而言，2023年的勞動力市場和工資狀況反映了中國更廣泛的經濟形勢：在高增長領域保持韌性，在傳統行業面臨持續挑戰，而受到疫情影響的部分行業則出現了有力復蘇的跡象。行業20232022增長率（%）系數*信息傳輸、軟件和信息技術服務業23181022041

91、8 5.2%1.92金融業197663 174341 13.4%1.64科學研究和技術服務業171447163486 4.9%1.42衛生和社會工作143818135222 6.4%1.19電力、熱力、燃氣及水生產和供應業143594132964 8.0%1.19采礦業135025121522 11.1%1.12文化、體育和娛樂業127334121151 5.1%1.05批發和零售業124362115408 7.8%1.03教育124067120422 3.0%1.03交通運輸、倉儲和郵政業122705115345 6.4%1.02中國120698114029 5.8%1.00公共管理、社會保

92、障和社會組織117108117440-0.3%0.97商業服務109264106500 2.6%0.91制造業10393297528 6.6%0.86房地產業9193290346 1.8%0.76建筑業8580478295 9.6%0.71居民服務、修理和其他服務業68919654785.3%0.57水利、環境和公共設施管理業6865668256 0.6%0.57農林牧漁6295258976 6.7%0.52住宿和餐飲業5809453995 7.6%0.48圖2.5：2023年薪資增長狀況（按行業細分）按2023年薪資由高到低排序，單位：人民幣/年數據來源：中國國家統計局。數據來源：國家統計局

93、。*系數代表2023年該行業平均薪資與國家平均薪資的比率。13.7%10.8%7.3%7.3%6.0%6.0%5.8%5.2%3.8%3.5%-5.4%142024|2025Labor Market&Salary Report2.2 Minimum Wages and Wage GuidelinesChinas minimum wage system,established in 2004,mandates the lowest remuneration employers must provide for work performed during standard hours,exclud

94、ing overtime,allowances,and benefits(MOHRSS,2004).Between April 2023 and April 2024,Chinas minimum wage standard saw adjustments in 15 regions,as reported by Chinas Ministry of Human Resources and Social Security.Shanghai maintained its top position at CNY 2,690 for Class A monthly wages,while Jiang

95、su and Zhejiang surpassed Shenzhen and Beijing to become the highest minimum-wage payers after Shanghai.With increases in Ningxia,Tibet,Gansu,and Hainan,the number of provinces and municipalities with Class A monthly minimum wages exceeding CNY 2,000 increased to 21(Figure 2.6).RegionClassLast Incre

96、ase*Valid sinceABCD(%)Valid sinceShanghai2690-3.9%7/1/2023Jiangsu249022602010-9.2%1/1/2024Zhejiang249022602010-9.2%1/1/2024Beijing2420-4.3%9/1/2023Shenzhen2360-7.3%12/1/2021Tianjin2320-6.4%11/1/2023Guangdong230019001720162011.5%12/1/2021Hubei221019501800-9.1%2/1/2024Hebei220020001800-11.6%1/1/2023Sh

97、andong220020101820-5.9%10/1/2023Shaanxi216020501950-11.0%5/1/2023Henan210020001800-9.5%1/1/2024Chongqing21002000-17.2%4/1/2022Sichuan210019701870-19.3%4/1/2022Tibet2100-13.5%9/1/2023Anhui206019301870178029.3%3/1/2023Ningxia20501900-4.2%3/1/2024Fujian203019601810166014.7%4/1/2022Gansu2020196019101850

98、10.9%11/1/2023Hainan20101850-8.4%12/1/2023Jiangxi200018701740-8.1%4/1/2024Guangxi199018401690-14.9%11/1/2023Yunnan199018401690-5.2%10/1/2023Shanxi198018801780-7.1%1/1/2023Inner Mongolia198019101850-15.4%12/1/2021Hunan193017401550-12.9%4/1/2022Liaoning19101710158014206.9%11/1/2021Xinjiang190017001620

99、15405.0%4/1/2021Guizhou189017601660-5.6%1/1/2022Jilin18801760164015404.6%12/1/2021Qinghai1880-10.6%1/1/2022Heilongjiang186016101450-12.0%4/1/2021Figure 2.6:Minimum Wage Rates in China,2024Monthly Wages in CNYNote:Class refers to different wage districts or jurisdictions within a province.Local gover

100、nments are responsible for setting minimum wages.Except for Shenzhen,only provinces and province-level municipalities set minimum wage levels.*Increases are calculated as the average increases of adjustments for all categories in the region.Source:Ministry of Human Resources and Social Security(MOHR

101、SS)6.勞動力市場和薪資調查報告152024|20252.2 最低工資及工資指導線中國的最低工資制度于2004年建立，規定了雇主除加班費、津貼和福利之外，必須為標準工作時間內的工作提供的最低報酬（人力資源和社會保障部，2004年）。據中國人力資源和社會保障部報告，2023年4月至2024年4月期間，中國有15個地區調整了最低工資標準。其中，上海以2690元/月的第一檔月最低工資繼續保持第一，而江蘇和浙江則超過了深圳和北京，成為繼上海之后最低工資標準最高的地區。隨著寧夏、西藏、甘肅和海南的加入，月最低工資第一檔超過2000元的省市增至21個（圖 2.6）。省份類別*最近一次漲幅*生效日期ABC

102、D上海2690-3.9%7/1/2023江蘇249022602010-9.2%1/1/2024浙江249022602010-9.2%1/1/2024北京2420-4.3%9/1/2023深圳2360-7.3%12/1/2021天津2320-6.4%11/1/2023廣東230019001720162011.5%12/1/2021湖北221019501800-9.1%2/1/2024河北220020001800-11.6%1/1/2023山東220020101820-5.9%10/1/2023陜西216020501950-11.0%5/1/2023河南210020001800-9.5%1/1/2

103、024重慶21002000-17.2%4/1/2022四川210019701870-19.3%4/1/2022西藏2100-13.5%9/1/2023安徽206019301870178029.3%3/1/2023寧夏20501900-4.2%3/1/2024福建203019601810166014.7%4/1/2022甘肅202019601910185010.9%11/1/2023海南20101850-8.4%12/1/2023江西200018701740-8.1%4/1/2024廣西199018401690-14.9%11/1/2023云南199018401690-5.2%10/1/2023

104、山西198018801780-7.1%1/1/2023內蒙古198019101850-15.4%12/1/2021湖南193017401550-12.9%4/1/2022遼寧19101710158014206.9%11/1/2021新疆19001700162015405.0%4/1/2021貴州189017601660-5.6%1/1/2022吉林18801760164015404.6%12/1/2021青海1880-10.6%1/1/2022黑龍江186016101450-12.0%4/1/2021圖2.6 2023年中國最低工資標準單位：人民幣/月資料來源：人社部6。*“類別”指省級行政區

105、內不同工資地區或管轄范圍。最低工資標準由地方政府負責制定。除深圳外，最低工資標準均由省級行政區制定。*漲幅按該地區所有檔次調整數額的平均值計算。162024|2025Labor Market&Salary ReportWhile the minimum wage is mandated,the regional wage increase is not binding:it is often suggested by provincial governments as an enterprise salary guideline,forecasting average wage increas

106、es based on local socio-economic conditions.These guidelines with a suggested baseline,top line,and bottom lineact as a reference for businesses.In 2023,19 provinces and cities updated their guidelines,with Anhui,Henan,and Hainan setting the highest wage growth baseline at 7.5%(Figure 2.7).The natio

107、nal average baseline for wage growth in 2023(6.3%)is an all-time low,continuing the trend from the last three years(6.6%in 2022,6.9%in 2021 and 7.5%in 2020)(Figure 2.7).This indicates a continued moderation in wage growth compared to previous years.Figure 2.7:Regional Wage Increase Guidelines,2023Re

108、gionBottom lineBaselineTop lineBeijing2.8%5.1%-Shanghai2.0%5.0%-Tianjin3.0%6.5%-Shanxi4.0%7.0%12.0%Inner Mongolia-7.0%10.0%Liaoning4.0%6.0%8.0%Jilin3.0%5.0%7.0%Anhui3.0%7.5%12.0%Fujian3.0%7.0%-Jiangxi3.0%7.0%-Shandong-7.0%-Henan-7.5%-Hubei3.5%5.0%-Hunan3.0%6.0%10.0%Guangxi 1.0%5.0%11.0%Hainan3.5%7.5

109、%-Sichuan3.0%6.0%9.0%Guizhou3.5%6.0%-Tibet2.0%5.0%-Shaanxi 2.0%6.5%-Gansu2.5%6.5%-Ningxia2.5%6.5%-Xinjiang2.0%6.0%8.0%Source:Ministry of Human Resources and Social Security(MOHRSS).Note:Data for Guangzhou is unavailable from the official websitesAverage 20232.9%6.3%9.7%Average 20222.9%6.6%10.0%Avera

110、ge 20213.2%6.9%9.7%Average 20203.4%7.5%12.0%勞動力市場和薪資調查報告172024|2025雖然最低工資是具有強制性的，但是企業工資指導線對企業僅具備指導作用，通常由省級政府基于當地社會經濟情況，做出的企業職工工資平均增長幅度的預測。工資指導線包括建議的基準線、上線和下線，作為企業參考的依據。在2023年，有19個省市更新了指導線，其中安徽、河南和海南的工資增長基準線最高，為 7.5%（圖 2.7）。2023年全國平均工資增長基準線（6.3%）延續了過去三年的下降趨勢（2022年為6.6%，2021年為6.9%，2020年為7.5%）成為歷史最低水平（

111、圖 2.7）。這表明與以前相比，工資增長仍在持續放緩。圖2.7：2023年地區工資增長指導線地區下線基準線上線北京2.8%5.1%-天津3.0%6.5%-山西4.0%7.0%12.0%內蒙古-7.0%10.0%遼寧4.0%6.0%8.0%吉林3.0%5.0%7.0%安徽3.0%7.5%12.0%福建3.0%7.0%-江西3.0%7.0%-山東-7.0%-河南-7.5%-湖北3.5%5.0%-湖南3.0%6.0%10.0%廣西 1.0%5.0%11.0%海南3.5%7.5%-四川3.0%6.0%9.0%貴州3.5%6.0%-西藏2.0%5.0%-陜西 2.0%6.5%-甘肅2.5%6.5%-寧夏

112、2.5%6.5%-新疆2.0%6.0%8.0%2023年平均2.9%6.3%9.7%2022年平均2.9%6.6%10.0%2021年平均3.2%6.9%9.7%2020年平均3.4%7.5%12.0%數據來源：人力資源和社會保障部（MOHRSS）。182024|2025Labor Market&Salary ReportIII.SURVEY RESULTS1.Effective and Expected Wage Developments at German CompaniesIn 2024,Chinas wage development has remained conservative,

113、with the expected growth falling below 5%for the fifth consecutive year.This years decline,however,marked a more pronounced decline as compared to previous years.Based on our survey results,the average expected salary growth for 2025 among German companies in China is 3.81%,0.68 p.p.below the 2024 e

114、xpectation(4.49%)(Figure 3.1).From 2022 to 2025,expected wage growth continued its historical downward trend,with the expected increase for 2025 marking the first observation below 4%(the comparison excluded the 2021 expected data due to pandemic-related market uncertainties).This trend suggests a c

115、ontinuation of structural deceleration in wage growth.(Figure 3.1).Salaries increased 3.9%on average in 2024,falling significantly short of the initial 4.49%expectation(Figure 3.2).2.Detailed Wage DevelopmentsComparison by RegionIn 2024,respondents in Shenyang(4.42%),Taicang&Kunshan(4.31%),and Beiji

116、ng(4.13%)expect the highest salary increases.Conversely,respondents in Shenzhen(2.72%),Tianjin(3.34%),and Guangzhou(3.35%)are expecting to see the most conservative expectations for wage growth in 2025(Figure 3.3).ExpectedExpected 20242024 andand EffectiveEffective 20242024Consistent with the trend

117、observed last year,effective salary increases in 2024 fell below the initial expectations for most regions(Figure 3.3).This trend,however,has intensified in degree.4.493.903.81Expected 2024Effective 2024Expected 2025Figure 3.2:Expected and Effective Wage Increases in China 2023-2024,in%8.107.106.235

118、.905.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025Figure 3.1:Expected Wage Growth Development at German Companies in China 2015-2025,Nominal Growth,in%The expected wage growth is the average of all the individual positions expected wage growth collected in the surv

119、ey.In 2024,with a total of 446 companies and 46 different roles,the number of observations collected totaled 5,935.4.494.524.824.564.464.474.864.543.904.673.953.734.113.903.753.934.394.294.042.875.464.134.132.852.893.773.813.593.724.314.084.133.344.423.904.103.352.724.01CHINAShanghaiSuzhouTaicang&Ku

120、nshanOther YRDBeijingTianjinShenyangDalianOther NorthGuangzhouShenzhenOther South&SouthwestExpected 2024Effective 2024Expected 2025Other YRD:Other Yangtze River Delta areas.3.3:Wage Developments by Region2024 2025,in%勞動力市場和薪資調查報告192024|2025III.調查結果1.在華德企實際薪資及預期薪資變化2024年，中國薪資漲幅趨于保守，預期漲幅連續第五年低于5%。不過，今

121、年薪資漲幅的下滑相比往年相對明顯。根據我們對的調查結果，2025年在華德企的平均預期薪資漲幅為3.81%，比2024年的預期值(4.49%)低0.68個百分點（圖3.1）。從2022年到2025年，預期薪資漲幅持續歷史性下降趨勢，2025年的預期漲幅首次低于4%（由于疫情引起的市場不確定性，比較中排除了2021年預期薪資漲幅這一特例）。這一趨勢表明薪資漲幅的結構性減速仍在持續（圖3.1）。2024年，實際薪資漲幅平均為3.9%，遠低于最初4.49%的預測值（圖 3.2）。2.詳細薪資變化按地區進行比較2024年，沈陽（4.42%）、太倉和昆山（4.31%）以及北京（4.13%）的受訪企業對20

122、25年的預期薪資漲幅在全國各地區內漲幅最高。相反，深圳（2.72%）、天津（3.34%）和廣州（3.35%）對2025年的預期薪資漲幅最為保守（圖3.3）。2024年預期薪資漲幅及實際薪資漲幅與去年觀察到的趨勢大致相同，2024年中國大多數地區的實際薪資漲幅低于最初的預期漲幅（圖3.3）。然而，與去年不同的是，今年這一趨勢的程度有所加劇。8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025圖3.1：在華德企預期薪資漲幅變化2015-2025年，名義漲幅（%）

123、圖3.3：薪資增長情況（按地區細分）2024 2025年，單位：%預期薪資漲幅是調查中測得的所有單個職位的預期薪資漲幅的平均值。2024年，共有46個不同的特定職位，收集到的觀察數據共計7,675個。4.493.903.812024年預期2024年實際2025年預期圖3.2:中國預期薪資與實際薪資漲幅2023-2024年，單位：%2024年預期2024年實際2025年預期4.494.524.824.564.464.474.864.543.904.673.953.734.113.903.753.934.394.294.042.875.464.134.132.852.893.773.813.593

124、.724.314.084.133.344.423.904.103.352.724.01中國上海蘇州太倉和昆山長三角其他地區北京天津沈陽大連華北及東北其他地區廣州深圳華南及西南其他地區202024|2025Labor Market&Salary ReportWhile eight out of twelve regions experienced declines last year,this figure has climbed to ten out of twelve in 2024 Shenyang and Dalian were the only two regions that sur

125、passed their expected salary increases for the year.ExpectedExpected 20242024 andand ExpectedExpected 20252025In line with Chinas nationwide results,respondents from all regions anticipate a moderation in their expected salary growth for 2025 compared to their 2024 expectations.In comparison to the

126、rest,Tianjin,Shenzhen,and Suzhou are expected to experience the most pronounced deceleration in wage growth for 2025(Figure 3.3).EffectiveEffective 20242024 andand ExpectedExpected 20252025While regional expectations for 2025 generally fall below the 2024 effective growth rates,a few positive signal

127、s emerged.Based on the data,about one-third of the regions are expected to see a higher salary growth for 2025,as compared to their effective salary increase in 2024.Guangzhou,Tianjin,and Other South&Southwest regions,among all others,are expected to see the most significant wage increases:these reg

128、ions are anticipated to see salary growth rates of 3.35%,3.34%,and 4.01%respectively,surpassing their 2024 effective rates by 0.5p.p.,0.47 p.p.,and 0.24 p.p.,respectively.In addition,Beijings 4.13%expected wage growth for 2025 slightly exceeds its 4.04%effective increase produced in 2024(Figure 3.3)

129、.Comparison by City TierFollowing the trend observed in previous reports,Tier-2 Cities are expected to lead the wage market expectation with the highest salary increase in 2025,with an anticipated increase of 4%.Tier-1 and Tier-3 Cities follow with 3.6%and 3.95%growth rates,respectively(Figure 3.4).

130、ExpectedExpected 20242024 andand EffectiveEffective 20242024In 2024,only Tier-3 Cities realized,on average,an effective salary increase that slightly surpassed their initial expectations,achieving a 4.08%effective wage increase compared to the expected 4.05%(Figure 3.4).4.494.424.704.053.903.664.114

131、.083.813.604.003.95CHINA1st Tier City2nd Tier City3rd Tier CityFigure 3.4:Wage Developments by City TierIn%Expected 2024Effective 2024Expected 2025ExpectedExpected 20242024 andand ExpectedExpected 20252025Respondents from all tiers expect a lower salary increase for 2025,as compared to their 2024 fo

132、recasts.Tier-1 Cities present the largest deviation between the two expectations,with its 3.6%projection for 2025 falling 0.82 p.p.below the 2024 forecasts(Figure 3.4).EffectiveEffective 20242024 andand ExpectedExpected 20252025Expectations for 2025 salary increases are lower than their 2024 effecti

133、ve salary increase across all city tiers.While Tier-1 Cities are expected to see a 0.06 p.p.decrease in salary growth,Tier-2 Cities are expected to witness a 0.11 p.p.decrease in salary growth;Tier-3 Cities,alternatively,may see a slightly larger decrease of 0.13 p.p.(Figure 3.4).勞動力市場和薪資調查報告212024|

134、20252024年預期薪資漲幅和2025年預期薪資漲幅所有層級的城市對2025年的預期漲幅均低于其2024年的預期薪資漲幅。對比2024年預期值與2025年預期值，一線城市的偏差最大：其2025年的預期薪資漲幅為3.6%，比2024年的預期低了0.82個百分點（圖3.4）。2024年實際薪資漲幅及2025年預期薪資漲幅三類城市對2025年的預期漲幅均低于其2024年的實際薪資漲幅。問卷調查數據表明，相較于2024年的實際薪資漲幅，一線城市對2025年的預期薪資漲幅下降0.06個百分點，二線城市的預期薪資漲幅小幅下降0.11個百分點；而三線城市的預期薪資漲幅下降0.13個百分點（圖3.4）。在去

135、年，12個地區中有8個地區的實際薪資漲幅低于之前的預測；而在今年，12個地區中有10個未能達到其預期薪資漲幅沈陽和大連是今年僅有的兩個實際薪資漲幅超過預期的地區。2024年預期薪資漲幅及2025年預期薪資漲幅與全國總體狀況一致，調查中所有受訪地區均預測2025年的薪資漲幅將較2024年的預期薪資漲幅有所下降。與其他地區相比，天津、深圳和蘇州對2025年薪資漲幅預測出現了最為顯著的下降（圖3.3）。2024年實際薪資漲幅及2025年預期薪資漲幅雖然各地區對2025年的預期漲幅普遍低于2024年的實際漲幅，但在部分地區中也出現了一些積極信號。調查數據表明，約有三分之一的地區預測其2025年薪資漲幅

136、將超過2024年實際漲幅。其中，廣州、天津和其他華南及西南地區的預期薪資漲幅上升最為顯著：這些地區的預期薪資漲幅分別為3.35%、3.34%和4.01%，分別比其2024年實際漲幅高出0.5、0.47和0.24個百分點。此外，北京在2025年的預期薪資漲幅為4.13%，略高于其2024年4.04%的實際漲幅（圖3.3）。按城市分級進行比較與去年的報告中的趨勢相同，預計2025年二線城市將以最高的薪資增幅引領薪資市場預期，預計增幅為4%，一線和三線城市的預期漲幅分別為3.6%和3.95%（圖3.4）。2024年預期薪資漲幅和實際薪資漲幅在2024年，只有三線城市的平均實際薪資漲幅小幅超越其最初預

137、期：2024年三線城市預期漲幅為4.05%，而2024年的實際漲幅為4.08%（圖3.4）。2024年預期2024年實際2025年預期圖3.4：薪資增長狀況（按城市分級細分）單位：%4.494.424.704.053.903.664.114.083.813.604.003.95中國一線城市二線城市三線城市222024|2025Labor Market&Salary ReportOnly industries with at least 80 data points collected in this edition from the variable“Expected Wage Increas

138、e”are displayed;(*)Only in the 2024 edition.CHINALess than 5050-250More than 250Figure 3.6:Wage Developments by Company SizeComparison by IndustryThe highest expected increases for 2025 are for Chemicals(4.53%),Consulting/Legal Services(4.14%),and Machinery&Industrial Equipment(4.07%).On the conserv

139、ative side,Consumer Goods(2.13%),Logistics(2.32%)and Environmental Products&Services(2.46%)are expected to see the lowest salary growth in 2025(Figure 3.5).Expected 2024 and Effective 2024In 2024,all surveyed industries didnt realize their expected salary increase made last year.The IT industry show

140、s the most pronounced discrepancy,with an effective increase of 2.87%against its 5.26%expected salary increase projected last year.(Figure 3.5).Expected 2024 and Expected 2025Across all industries,the expected salary increases for 2025 fall short of their 2024 expectations.The most substantial decli

141、nes are observed in the IT industry(3.87%expected growth in 2025 versus 5.26%in 2024)and Plastic&Metal Products(3.17%expected growth in 2025 versus 4.29%in 2024).Consulting/Legal Services also witnessed a notable decline above 1 p.p.,with a 4.14%expected growth in 2025 compared to 5.19%in 2024(Figur

142、e 3.5).Effective 2024 and Expected 2025Respondents in Logistics,IT,Electronics,and Automotive are expecting salary increases for 2025 that exceed their 2024 effective salary growth.In contrast,the remaining industries align closely with Chinas overall trend,with respondents expecting salary increase

143、s for 2025 that are below the effective salary increases in 2024(Figure 3.5).Comparison by Company SizeRespondents working in mid-size companies are expecting the highest salary increase for 2025 at 3.93%(0.2 p.p.below the effective increase recorded in 2024).Employees in small-sized companies follo

144、wed closely,with a 3.9%expected increase for 2025(0.03 p.p.below the effective salary increase in 2024).Respondents working for large companies put forward the most conservative expected increase for 2025 with 3.62%.(Figure 3.6).Despite initial optimism,all companiessmall,mid-size,and largeshowed an

145、 effective salary increase in 2024 that fell below their initial expectations.Small companies,while anticipated with the highest hope last year,did not meet expectations and experienced the most significant disparity,with an expected 4.77%salary increase contrasting with its 3.93%effective salary in

146、crease(Figure 3.6).CHINAMachinery&Industrial EquipmentAutomotiveElectronicsPlastic&Metal ProductsChemicalsConsumer GoodsConsulting/Legal ServicesITEnvironmental Products&Services*Logistics*Figure 3.5:Wage Developments by IndustryN.A.N.A.Expected 2024Effective 2024Expected 2025This is for reference o

147、nly.The full version is member-exclusive僅供參考，成為會員可獲取完整版本Expected 2024Effective 2024Expected 2025232024|2025Labor Market&Salary Report3.Wage LevelsThe median Total Cost per Employee(TCE)continues to rise,reaching CNY 19,100/month in 2024,compared with CNY 18,878/month in 2023(Figure 3.8).ByBy regionr

148、egion,Shanghai and Beijing represent the only locations where the median TCE is above that of Chinas in 2024.Beijing and Shanghais median compensation values CNY 26,105/month and CNY 24,700/month,respectively are notably higher than Chinas median TCE of CNY 19,100/month(Figure 3.9).Conversely,Shenya

149、ng and Other North present the lowest median TCE values in 2024(Figure 3.9).AcrossAcross citycity tierstiers,Tier-1 Cities present,once more,the highest median compensation,substantially exceeding the measured level for Tier-2 and Tier-3 Cities:Survey data shows that Tier-1 Cities exhibit a median T

150、CE of CNY 22,500/month,showing a CNY 2,200 increase from 2023.Tier-2 and Tier-3 Cities median TCE is CNY 17,000/month and CNY 15,000/month,respectively-relatively lower than Chinas nationwide median in comparison(Figure 3.10).ByBy industryindustry,IT,Consulting/Legal Services,Chemicals,Pharmaceutica

151、ls,Logistics,and Machinery&Industrial Equipment present median compensation values that exceed Chinas median TCE.IT and Consulting/Legal Services are the highest-paying industries,with CNY 30,000/month and CNY 25,000/month,respectively.Conversely,Plastic&Metal Products(CNY 16,355/month)and Electroni

152、cs(CNY 17,625/month)represent the industries that share the lowest compensation levels(Figure 3.11).Figure 3.9:Wages at the Regional Level2024 Total Cost per Employee(TCE)/Month,in CNYMedianMean19,10024,70017,90017,67518,40026,10518,00013,70016,41913,73314,50015,75015,00028,34934,86526,14126,01125,7

153、4436,63125,91120,68623,62219,78520,78523,08524,157CHINAShanghaiSuzhouKunshan&TaicangOther YRDBeijingTianjinShenyangDalianOther NorthGuangzhouShenzhenOther South&SouthwestNote:Other YRD:Other Yangtze River Delta areas.Figure 3.10:Comparison of Wages by City Tier2024 Total Cost per Employee/Month,in C

154、NY19,10022,50017,00015,00028,34932,98324,60724,197CHINATier 1Tier 2Tier 3MedianMean15,31716,44317,72118,87819,10023,50925,83326,88127,90928,34920202021202220232024Note:Total Cost per Employee:Including the gross base salary,the mandatory social security and housing fund contributions by the employer

155、,and any other extra benefits the employer is providing.The median and average total cost per employee considering all roles measured in the survey.MedianMeanFigure 3.8:Wages at German Companies in China 2024 Total Cost per Employee CNY/Month勞動力市場和薪資調查報告242024|20253.薪資水平根據2024年的問卷調查，在華德企的每位員工總成本（TCE

156、）中位數繼續上升：2023年為18878元/月，2024年升至19100元/月（圖3.8）。從地區來看，上海和北京是唯二在2024年員工TCE中位數高于全國中位數水平的地區。北京和上海的TCE中位數分別為26105元/月和24700元/月，顯著高于19100元/月的全國平均水平（圖3.9）。相反，沈陽和其他北方地區是2024年TCE中位數最低的兩個地區（圖3.9）。在城市分級方面，一線城市再次成為TCE中位數最高的分類，大幅超過二線和三線城市的TCE水平：調查數據顯示，一線城市的TCE中位數為22500元/月，相比2023年增加了2200元，高于全國中位數水平。二線和三線城市的TCE中位數分別

157、為17000元/月和15000元/月，相對低于全國中位數水平（圖3.10）。按行業劃分，IT、咨詢/法律服務、化工、制藥、物流和機械/工業裝備行業的TCE中位數高于全國平均水平。其中，IT和咨詢/法律服務被列為是員工TCE最高的行業，分別為30000元/月和25000元/月。另一方面，塑料和金屬制品（16355元/月）和電子產品（17625元/月）被列為是2024年員工TCE中位數最低的行業（圖3.11）。19100247001790017675184002610518000137001641913733145001575015000283493486526141260112574436631

158、25911206862362219785207852308524157中國上海蘇州太倉和昆山長三角其他地區北京天津沈陽大連華北及東北其他地區廣州深圳華南及西南其他地區1910022500170001500028349329832460724197中國一線城市二線城市三線城市1531716443177211887819100235092583326881279092834920202021202220232024注：每位員工總成本：包含總基本薪資，雇主必須繳納的社保和住房公積金，以及雇主提供的任何其他額外福利。每位員工總成本的中位數和平均數的計算，包含了調查中衡量的所有職位。中位數平均數圖3.8

159、 在華德企的薪資水平 2024年每位員工總成本 單位：元/月中位數平均數圖3.9 在華德企的薪資水平（按地區細分）2024年每位員工總成本 單位：元/月注：每個地區（華東及華中、華北及東北、華南）內的區域按字母順序顯示。中位數平均數圖3.10 在華德企的薪資水平（按城市分級細分）2024年每位員工總成本 單位：元/月252024|2025Labor Market&Salary ReportMedianMeanCHINAYesNoFigure 3.13:Comparison of Wage Level by Whether Companies Employ Foreign Employees20

160、24 Total Cost per Employee/Month,in CNYOut of the 446 organizations contributing to this edition,290 companies employ foreign nationals.Figure 3.11:Comparison of Wages by Industry2024 Total Cost per Employee(TCE)/Month,in CNYCHINAPlastic&Metal ProductsElectronicsEnvironmental Products&ServicesAutomo

161、tiveMachinery&Industrial EquipmentLogisticsPharmaceuticalsChemicalsConsulting/Legal ServicesITOnly industries where at least 80 observations in all 46 positions were provided.CHINALess than 5050-250More than 250Figure 3.12 Comparison of Wages by Company Size2024 Total Cost per Employee/Month,in CNY.

162、Company Size by Number of Employees.65.035.0YesNoCompany Employs Foreign Nationals,in%.ByBy companycompany sizesize,median TCE levels remain consistent across segments.Small-Sized Companies are compensated with the highest median TCE (CNY 22,000/month),and Large-Sized Companies rank second,at CNY 19

163、,500/month.The compensation for Mid-Sized Companies remained consistent with the 2023 value at CNY 18,000/month(Figure 3.12).CompaniesCompanies employingemploying foreignforeign nationals,nationals,accounting for 65%of the overall sample,presented a median TCE of CNY 19,707/month.This compensation i

164、s higher than companies that do not employ foreigners;in the latter companies,the median compensation is reported at CNY 18,000/month(Figure 3.13).In In termsterms of of seniorityseniority levelslevels,TCEs have increased across Junior and Mid-Level Professionals.The median TCE for senior profession

165、als in 2024 is CNY 35,000 a month,parallel to its 2023 value.CEOs/GMs,on the other hand,experienced a minor decrease in their TCE compensation by CNY 6,574,translating into a 5.55%decrease(Figure 3.14).The most profound deviation was observed among Deputy GMs/BMs.In 2024,the TCE for Deputy GMs/BMs d

166、ecreased by CNY 19,500-a significant 23%TCE reduction(Figure 3.14).MedianMeanMedianMeanFigure 3.14:Comparison of Wage Level by Production Workers,Level of Seniority&Senior Management2023 vs 2024,Total Cost per Employee/Month,in CNYDeputy GM/BM:Deputy General Manager/Branch Manager.CEO/GM:Chief Execu

167、tive Officer/General Manager/Managing Director.2023 Median2024 MedianThis is for reference only.The full version is member-exclusive僅供參考，成為會員可獲取完整版本262024|2025Labor Market&Salary ReportFigure 3.15:Importance of Wage Adjustment Factors2024.Ranked by Very Important+Important,in%Company and individual

168、performance continue to be the most heavily weighted factor when considering adjusting salaries.67.8%of all survey contributors rate company performance as“Very Important”(10.5 p.p.above the 2023 data);and 51%see Individual Performance as“Very Important”(9 p.p.below the 2023 data).Inflation Adjustme

169、nts are considered“Very Important”by 18.6%of the survey participants and“Important”by 49.3%:3.7 p.p.and 0.8 p.p.above last years results,respectively(Figure 3.15).The German Chambers Labor Market and Salary Report maintained its role as the fifth most important factor when adjusting wages,with 10.6%

170、perceiving it as“Very Important”and 44.8%as“Important”(Figure 3.15).Very ImportantImportantNeutralNot Importantn/a4.0%10.9%7.7%3.7%5.7%5.2%7.4%10.6%8.7%18.6%51.0%67.8%14.4%24.0%28.0%36.6%34.9%40.6%43.3%44.8%48.0%49.3%44.8%28.7%38.4%28.0%36.6%52.5%48.5%45.8%40.3%36.1%36.4%26.2%3.2%27%23%19%6%7%7%8%5%

171、5%4%0%16%14%9%4%2%Company PerformanceIndividual PerformanceInflation AdjustmentsCompetition with Other CompaniesSeniority of StaffRetention of staffOther Wage ReportsMeeting expectations of staffGovernment Wage GuidelinesMinimum Wage AdjustmentsOther Government PoliciesGerman Chamber Labor Market&Sa

172、lary Report勞動力市場和薪資調查報告272024|2025圖3.15：薪資調整因素2024年，按非常重要+重要排序，單位：%根據在華德企的問卷調查，公司和個人績效仍然是薪資調整時權重最大的因素。67.8%的受訪企業認為公司績效“非常重要”，比2023年的數據高10.5個百分點；51%的受訪企業認為個人業績“非常重要”，比2023年的數據低9個百分點。18.6%的受訪企業認為通貨膨脹調整“非常重要”，49.3%的受訪企業認為“重要”，后兩項分別比去年的結果高3.7個百分點和0.8個百分點（圖3.15）。此外，中國德國商會每年發布的勞動力市場和薪資調查報告仍然被認為是確定薪資調整時的第五

173、重要因素，10.6%的受訪企業認為它“非常重要”，44.8%的受訪企業認為它“重要”（圖3.15）。非常重要重要一般不重要不適用公司業績個人業績通貨膨脹調整與其他企業的競爭員工資歷政府工資指導線達到員工預期其他薪資報告員工留用最低工資調整其他政府政策德國商會勞動力市場和薪資調查報告4.0%10.9%7.7%3.7%5.7%5.2%7.4%10.6%8.7%18.6%51.0%67.8%14.4%24.0%28.0%36.6%34.9%40.6%43.3%44.8%48.0%49.3%44.8%28.7%38.4%28.0%36.6%52.5%48.5%45.8%40.3%36.1%36.4%2

174、6.2%3.2%27%23%19%6%7%7%8%5%5%4%0%16%14%9%4%2%282024|2025Labor Market&Salary Report4.Labor CostsGerman companies had an average labor cost proportion of 30.5%over total costs in 2024,which remained consistent with the value from the previous year(Figure 3.16).Based on the survey result,the weight of

175、labor costs over total costs is higher for Small-Sized Companies,representing 38.5%of the total costs in 2024,whereas such proportion is substantially lower for Mid-Sized(27.6%)and Large-Sized Companies(26.4%)(Figure 3.17).30.239.727.521.830.539.426.422.530.538.527.626.4CHINALess than 5050-250More t

176、han 250202320242022Figure 3.17:Share of Labor Costs Compared to Total CostsCompany Size by Number of Employees,in%29.931.729.230.230.530.525.027.029.031.033.035.0201920202021202220232024Figure 3.16:Share of Labor Costs Compared to Total Costs Over the past 6 years,in%Figure 3.18:Share of Labor Costs

177、 Compared to Total CostsBy industry,in%Only industries providing at least 10 observations.An in-depth look at labor costs across industries reveals distinct patterns based on their reliance on human expertise versus technological automation.Sectors such as Financial Services and Education which heav

178、ily leverage skilled professionals and knowledge-based work dedicate 60.5%of their total costs to labor,highlighting the importance human capital plays in these industries.Conversely,technology-driven sectors such as Chemicals and Automotive characterized by automation and advanced machinery allocat

179、e a considerably smaller share to labor,averaging around 21.9%(Figure 3.18).21.4 22.4 25.2 25.4 26.4 27.7 29.3 30.5 35.0 37.4 38.6 45.0 49.1 54.4 55.5 57.8 60.5 60.5 ChemicalsAutomotiveMachinery&Industrial EquipmentAerospaceConstructionPlastic&Metal ProductsElectronicsAll IndustriesMedical SuppliesP

180、harmaceuticalsConsumer Goods/Tourism&HospitalityEnvironmental Products&ServicesLogisticsITConsulting/Legal ServicesConsumer GoodsEducationFinancial Services勞動力市場和薪資調查報告292024|20254.勞動力成本2024年，在華德企的平均勞動力成本占其企業總成本的30.5%，與上年持平（圖3.16）。調查結果顯示，小型企業的勞動力成本占總成本的比重較高，為38.5%，而中型企業（27.6%）和大型企業（26.4%）的比例則明顯較低（圖3

181、.17）。通過深入研究各行業的勞動力成本，我們可以發現不同行業對專業人才和自動化技術的依賴程度不同。金融服務和教育等行業高度依賴專業技能人才和知識型工作，其勞動力成本占總成本的 60.5%，凸顯了人力資本在這些行業中的重要性。相反，在以自動化和先進機械為特征的技術驅動型行業（如化工和汽車行業），其勞動力成本占比相當小，在調查中的平均占比值約為21.9%（圖3.18）。30.239.727.521.830.539.426.422.530.538.527.626.4中國50人以下50-250人超過250人202320242022圖3.17 勞動力成本占總成本比重企業規模（按員工人數劃分），單位：%

182、圖3.18 勞動力成本占總成本比重企業規模（按行業劃分），單位：%21.4 22.4 25.2 25.4 26.4 27.7 29.3 30.5 35.0 37.4 38.6 45.0 49.1 54.4 55.5 57.8 60.5 60.5 化工汽車機械及工業裝備航天建筑塑料及金屬產品電子產品所有行業醫療物資制藥旅游業環境產品及服務物流IT咨詢/法律服務消費品教育金融服務僅提供保有至少10個觀察結果的行業圖3.16 勞動力成本占總成本比重過去六年，單位：%29.931.729.230.230.530.525.027.029.031.033.035.020192020202120222023

183、2024302024|2025Labor Market&Salary ReportFigure 3.19:Labor Cost Componentsin%When reviewing labor costs,“Gross Base Salary”is,unsurprisingly,the most important component,accounting for 78.3%of the total cost.“Variable Compensation,”on the other hand,takes up 9.7%,followed by“Guaranteed Cash Allowanc

184、es”(6.8%),“Non-Cash Allowances”(2.7%),“Employee Development”(2.3%),and“Long-Term Incentives”(1.1%)(Figure 3.19).By company size,Gross Base Salary and Variable Compensation account for a greater share in Small-Sized Companies,which implies that small companies in practice place a heavier focus on emp

185、loyee performance when determining wages.Mid-Sized and Large-Sized Companies,on the other hand,often implement more diversified measures,such as Guaranteed Cash Allowances,Guaranteed Non-Cash Allowances,Employee Development,and Long-Term Incentives(Figure 3.20).Figure 3.20 Labor Cost ComponentsCompa

186、ny Size by Number of Employees,in%Less than 5050-250Greater than 250ChinaThe percentage for each component is the mean of all the individual percentages provided by the contributors.Gross base salaryVariable compensationGuaranteed cash allowancesGuaranteed non-cash allowancesEmployee developmentLong

187、 term incentivesDefinitionDefinition GlossaryGlossary:GrossGross BaseBase SalarySalary:the minimum wage that an employee can earn without any allowances.It is oftentimes used as the basis for calculating overtime pay,performance bonuses,and other employee benefits.Gross base salary is,by nature,expl

188、icitly stated in labor contracts.If yearly one-off payments(i.e.,a 13-month or a 14-month pay)are included in the contract,they are also part of the base salary.Government-required social insurances are also included as part of the gross base salary.These benefits include unemployment insurance,pens

189、ion insurance,maternity insurance,work injury insurance,etc.VariableVariable CompensationCompensation:variable bonuses,sales incentives,and other bonuses.GuaranteedGuaranteed CashCash AllowancesAllowances:guaranteed bonus,housing allowance,meals,transportation,professional development allowance,phon

190、e allowance,site allowance,and shift allowance.GuaranteedGuaranteed NonNon-CashCash AllowancesAllowances:supplementary pension fund,supplementary medical insurance or medical plan,annual medical check,schooling welfare for children,life and accident insurances,company car/motor vehicle and/or critic

191、al illness allowances.EmployeeEmployee DevelopmentDevelopment:Training,vocational training.LongLong-TermTerm IncentivesIncentives:Share appreciation rights,stock/share options.Variable Compensation,9.8%Guaranteed Cash Allowances,6.9%Guaranteed Non-cash Allowances,2.7%Employee Development,2.3%Long-te

192、rm Incentives,1.1%Gross Base Salary,78.3%This is for reference only.The full version is member-exclusive僅供參考，成為會員可獲取完整版本312024|2025Labor Market&Salary Report5.HR and Recruitment ChallengesEngineering/R&D and technical roles(Technical Sales and Technical Service)remain the most difficult positions to

193、 find qualified staff for in China.Conversely,roles in Administration,Finance,and Human Resources are considered less difficult to find qualified applicants,according to employers(Figure 3.21).In sectors such as Machinery&Industrial Equipment and Plastic&Metal Products,Technical Sales roles are part

194、icularly difficult to staff,while Automotive and Electronics companies face the most significant hurdles in filling Engineering/R&D positions.For the Chemicals industry,companies experience the greatest challenge in recruiting Technical Service roles.Engineering/R&D roles consistently rank among the

195、 top three most difficult positions to fill across all sectors,which emphasizes the persistent demand for highly skilled technical talents in the Chinese market(Figure 3.22).25%22%17%13%11%2%4%2%31%34%34%31%30%19%15%12%6%5%3%Figure 3.21:Most Difficult Positions to Recruit 2024.Ranked by Very Difficu

196、lt&Difficult,in%Technical SalesSalesEngineering/R&DManagementMarketingITHRFinanceProcurementAdministrationTechnical ServiceVery DifficultDifficultFigure 3.22:Most Difficult Positions to Recruit (Top 3)2024.By Industry.Measured by sum of Very Difficult&DifficultIndustry/Hiring DifficultyTop 1Top 2Top

197、 3Machinery&Industrial EquipmentTechnical sales Technical service Engineering/R&D AutomotiveEngineering/R&D Technical service Technical sales Plastic&Metal ProductsTechnical sales Sales Engineering/R&D ElectronicsEngineering/R&D Technical sales Technical service&ManagementChemicalsTechnical service

198、Engineering/R&D Technical sales&ManagementOthersTechnical sales Technical service Engineering/R&D 勞動力市場和薪資調查報告322024|20255.人力資源和招聘挑戰工程/研發和技術崗位（包括技術銷售和技術服務）仍然是全國范圍內最難找到匹配人才的職位。相反，受訪企業認為行政、財務和人力資源是相對較容易找到匹配人選的崗位（圖3.21）。在機械及工業設備、塑料和金屬制品這兩個行業，技術銷售崗位的招聘尤為困難，而汽車和電子產品行業最難招聘的崗位是工程/研發，化工行業在招聘技術服務崗位上面臨最大挑戰。值得

199、注意的是，在所列行業中，工程/研發職位一直位居最難招聘職位的前三位，這凸顯了中國市場對高技能技術人才的持續需求（圖 3.22）。25%22%17%13%11%2%4%2%31%34%34%31%30%19%15%12%6%5%3%圖3.21 招聘難度最大的崗位2024年，按照“很難+難”排序，單位：%技術銷售銷售工程/研發管理營銷IT人力資源財務采購行政技術服務很難難圖 3.22:招聘難度最大的崗位（前三名）2024年，按行業劃分（以“很難+難”來排序）/Top 1Top 2Top 3技術銷售技術服務工程/研發工程/研發技術服務技術銷售技術銷售銷售工程/研發工程/研發技術銷售技術服務及管理技術

200、服務工程/研發技術銷售及管理技術銷售技術服務工程/研發332024|2025Labor Market&Salary Report6.Foreign EmployeesThe share of foreign employees continues to shrink among German companies in China.According to the survey,the proportion of German companies employing foreigners continued its downward trend,reaching 65%in 2024.This

201、represents a significant drop of almost 20 pared to 2017.Among Small-Sized Companies,the survey recorded a below-50%proportion for the first time when examining historical data(Figure 3.23).The clear difference between Small-Sized(43.6%)and Large-Sized Companies(81%)persists,indicating that larger e

202、nterprises are still more likely to employ foreigners.(Figure 3.23).Foreign employees represent a small portion of the total workforce at German companies in China.This proportion,which used to fluctuate around 5%after COVID-19,has now decreased to an all-time low of 3.8%(Figure 3.24).The main reaso

203、n for replacing expatriate staff with local staff was wage level,cited by 68.5%of respondents employing expatriate staff.This figure is 6.2 percentage points higher than last year,followed by 35.2%of companies citing business connections(1.1 p.p.lower than last year)as the reason for replacing expat

204、riates.In addition,18%of companies that hired foreign workers cited difficulty in attracting foreign workers as one of the reasons for replacing local workers(Figure 3.25).It is worth noting that the IIT Reform(Individual Income Tax Reform)declined to 15.7%from 28.9%last year,the largest decline amo

205、ng the cited reasons.“Others”include cultural differences,languages,all kinds of subsidies,and the competitiveness of local employees with working experience in multinational companies(Figure 3.25).Figure 3.23 Share of Companies Employing ForeignersCompany Size by Number of Employees,in%Greater than

206、 250Less than50China50-25080.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%20172018201920202021202220232024Figure 3.24:Average Percentage of Foreign EmployeesCompany Size by Number of Employees,in%(p

207、ercentage of total employees)Greater than 250Lessthan 50CHINA50-2506.85.86.355.44.75.33.813.912.116.111.413.111.411.910.23.73.43.332.82.52.82.22.52.421.72.42.32.30%5%10%15%20%20172018201920202021202220232024Figure 3.25:Reasons for Replacing Foreign Employees with Local Employees2023-2024.In%68.535.2

208、29.225.118.015.76.762.336.330.326.826.428.918.0Sample:262 companies that have foreign employees and have indicated at least one of the seven reasons to replace foreign employees with local employees.Multiple reasons allowed per contributor.*IIT Reform=Individual Income Tax.20232024Business contacts

209、QualificationsIIT ReformVisa ProcessOthersDifficult to attract foreign employeesWage levels勞動力市場和薪資調查報告342024|20256.外籍員工根據本年度調查，在華德企中，雇傭外籍員工的企業占比持續下降。2024年雇傭外籍員工的在華德企比例僅為65%。與2017年的數據相比，這一比例大幅下降近20個百分點。在小型企業（43.6%）中，這一比例首次出現了低于50%的情況（圖3.23）。在雇傭外籍員工方面，小型企業（43.6%）和大型企業（81%）之間存在著明顯的比例差異，表明大型企業更有可能雇傭外籍員

210、工（圖3.23）。外籍員工只占在華德企員工總數的一小部分。這一比例在新冠疫情后曾一度徘徊在5%左右，目前已降至歷史新低的3.8%（圖3.24）。在接受調查時，受訪企業表示，用當地員工取代外派員工的主要原因是薪資水平：雇傭外籍員工的受訪企業中，68.5%提到了這一點。這一數字比去年高6.2個百分點。取代外籍外派員工的其他原因包括業務聯系，35.2%的受訪企業提到了這一點（比去年低了1.1個百分點）。此外，18%的雇傭外籍員工的企業表示，難以吸引外籍員工是用當地員工替代外籍員工的另外一個原因（圖3.25）。值得注意的是，認為個人所得稅（IIT）改革重要的比例從去年的28.9%下降到15.7%，是所

211、有相關原因中降幅最大的?！捌渌痹虬ㄎ幕町?、語言、補貼福利、以及具備跨國公司工作經歷的當地員工所帶來的競爭力（圖3.25）圖3.24 外籍員工所占平均百分比企業規模（按員工人數劃分），單位：%，占員工總數的百分比超過250人50人以下中國50 250人圖3.23 雇傭外籍員工企業占比企業規模（按員工人數劃分），單位：%超過250人50人以下中國50 250人圖 3.25:以本地員工取代外籍員工的原因2023-2024，單位：%68.535.229.225.118.015.76.762.336.330.326.826.428.918.0樣本：262家雇傭外籍員工的受訪企業，至少選擇了以當地

212、員工取代外籍員工的七個原因之一。受訪企業可以選擇多個選項。20232024薪資水平業務聯系業務能力個人所得稅改革簽證流程其他難以吸引外籍員工80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%201720182019202020212022202320246.85.86.355.44.75.33.813.912.116.111.413.111.411

213、.910.23.73.43.332.82.52.82.22.52.421.72.42.32.30%5%10%15%20%20172018201920202021202220232024352024|2025Labor Market&Salary Report7.Employee Turnover and Additional HR DataIn 2024,both Blue-Collar and White-Collar Employees have extended their average time in the company.Blue-Collar Employees saw the

214、 largest increase in monthly worktime duration,with an average of 71.9 months,5.4 months longer than last years data.Similarly,White-Collar Employees,on average,stayed 71.5 months,marking 0.6 months longer than their work hours in 2023(Figure 3.26).According to the survey data,the average annual sic

215、k leave for Blue-Collar Employees was around 3.9 days.For White-Collar Employees,the average decreased from 4.1 days in 2023 to 3.8 days in 2024(Figure 3.26).As for annual leave,both Blue-Collar and White-Collar Employees experienced a small uptick.The annual leave for Blue-Collar workers,in particu

216、lar,rose from 10.7 days to 11 days.White-Collar Employees annual leave,similarly,rose from 12.8 to 13.7 days(Figure 3.26).In 2024,the turnover rate for Blue-Collar and White-Collar Employees performed in a slightly different manner.The turnover rate for Blue-Collar Employees was 10.3 percent,up by 1

217、.3 p.p.from last year.The turnover rate for White-Collar Employees,in contrast,was reported at 6.5 percent,1.4 p.p.down from the 2023 data(Figure 3.26).Figure 3.26:Other HR Data2022-2024The data collected in 2024 refers to staff turnover,average duration in the company,average annual sick days,and a

218、verage annual leave from the previous year,2023.The same applies to data from the 2023 and 2022 editions.202320242022Blue collarWhite CollarAverage Duration in Company(Months)Blue collarWhite CollarAverage Annual Sick Leave(Days)Blue collarWhite CollarAverage Annual Leave(Days)Blue collarWhite Colla

219、rTurnover(in%)This is for reference only.The full version is member-exclusive僅供參考，成為會員可獲取完整版本勞動力市場和薪資調查報告362024|202533.66.58.111.210.34.93.82.74.73.15.65.68.About the SurveyThe 2024 report is based on contributions from 446 member companies of the German Chamber of Commerce in China,representing app

220、roximately 21.2%of the Chambers membership base.Results are statistically representative with a 4.7%margin of error for a 95%confidence level.All data was collected between April 15 and May 31,2024,via online questionnaires.9.Profile of ContributorsIn review,the majority of our survey contributions

221、come from East China(59.3%),followed by North China(26.4%)and South&Southwest China(14.3%)(Figure 3.27).Categorizing survey responses by region,Shanghai accounted for the largest share of survey respondents(33.6%),followed by Other Yangtze River Delta(YRD)cities(11.2%),Beijing(10.3%),and Taicang&Kun

222、shan(8.1%),collectively representing 63.2%of all contributors(Figure 3.27).By city tiers,Tier-1 Cities(Beijing,Shanghai,Shenzhen,and Guangzhou)comprised 52.6%of all contributors.Tier-2 Cities make up another 36.7%.Tier-3 Cities represented the smallest share,with 10.7%(Figure 3.28).In line with our

223、previous surveys,Machinery&Industrial Equipment(34.9%)and Automotive(19.69%)were the largest contributors on the industry level,accounting for over half of all respondents.The rest of the industries contributed to the overall sample at much more moderate rates.Consulting/Legal Services(7.38%),Electr

224、onics(6.71%),and Plastic/Metal Products(6.04%)followed as the next largest contributors(Figure 3.29).By company size,our survey recorded relatively even contributors from Small-Sized and Large-Sized Companies,accounting for 30.2%and 27.3%,respectively.Mid-Sized Companies contributed the most,coverin

225、g 42.5%of the total sample(Figure 3.30).The most commonly cited activities among all respondents were Production(63.5%)and Sales&Marketing(60%),followed by Services(41.2%)and Sourcing/Procurement(29.5%)(Figure 3.31).Figure 3.28:Distribution of Contributors by City Tier2024.In%34.9019.697.386.716.044

226、.033.363.132.011.791.571.341.346.71Sample:446 companies.TAI/KUN:Taicang and Kunshan;Other YRD:Other Yangtze River Delta areas.ShanghaiTAI/KUNBeijingOther NorthShenzhenSuzhouOther YRDTianjinGuangzhouOther South&SouthwestFigure 3.27:Regional Distribution of Survey Participants2024.In%52.636.710.7Tier

227、1Tier 2Tier 3Sample:446 companies.Figure 3.29:Distribution of Contributors by Industry2024.In%Sample:446 companies.Machinery/Industrial EquipmentAutomotiveConsulting/Legal ServicesPlastic/Metal ProductsChemicalsIT/TelecommunicationsConsumer GoodsLogisticsMedical SuppliesEnvironmental Products&Servic

228、esConstructionOther IndustriesShenyangDalianElectronics59.326.414.3EastNorthSouth&SouthwestAerospace372024|2025Labor Market&Salary Report59.326.414.333.66.58.111.210.34.93.82.74.73.15.65.6樣本：446家企業。8.關于本次調查在2024年的勞動力市場和薪資調查報告中，中國德國商會的446家會員企業參加了本次的年度在線調研，參與企業約占商會會員企業總數的21.2%。在95%的置信水平下，調查結果在統計上具有代表性

229、，誤差幅度為4.7%。所有數據均來自2024年4月15日至5月31日期間收集的在線問卷調查。9.受訪企業簡況大多數參與調研的商會會員企業來自華東及華中地區（59.3%），其次是華北及東北地區（26.4%）和華南及西南地區（14.3%）（圖3.27）。按地區來細分，上海的受訪企業占最大比例（33.6%），其次是其他長三角城市（11.2%）、北京（10.3%）、太倉和昆山（8.1%），前四者共占所有受訪者的63.2%（圖3.27）。按城市層級劃分，一線城市（北京、上海、深圳、廣州）占所有受訪企業的52.6%。此外，二線城市占36.7%。三線城市占比最小，為10.7%（圖3.28）。與我們之前的調查

230、一致，機械及工業設備（34.9%）和汽車行業（19.69%）是受訪企業中最為集中的行業，占所有受訪企業的一半以上。其余行業的貢獻率則相對較少；排名前五的其余貢獻行業包括：咨詢/法律服務（7.38%）、電子產品（6.71%）和塑料/金屬制品（6.04%）（圖3.29）。按企業規模劃分，小型企業和大型企業的受訪者比例相對平均，分別占30.2%和27.3%。相比之下，中型公司的貢獻最大，占總樣本的42.5%（圖3.30）。在所有受訪德企中，企業在中國的主要關注領域是生產活動領域（63.5%）和銷售與市場營銷領域（60%），其次是服務領域（41.2%）和采購領域（29.5%）（圖3.31）。汽車咨詢/

231、法律服務消費品化學塑料/金屬制品物流IT/電信航空航天醫療用品建筑環保產品和服務其他行業電子華東及華中華北及東北 華南及西南圖3.27：按地區劃分的受訪企業分布情況2024年，單位：%上海蘇州太倉/昆山北京華北及東北其他地區深圳長三角其他地區大連廣州珠三角其他地區沈陽天津樣本：446家企業。圖3.28：按城市分級的受訪企業分布情況2024年，單位：%圖3.29：按行業劃分的受訪企業分布情況2024年，單位：%機械/工業設備樣本：446家企業。52.5736.6910.74一線城市二線城市三線城市34.9019.697.386.716.044.033.363.132.011.791.571.34

232、1.346.71勞動力市場和薪資調查報告382024|2025Figure 3.30:Distribution of Contributors by Company Size2024.Company Size by Number of Employees,in%30.242.527.3Less than 5050-250More than 250Sample:446 companies.63.560.041.229.525.521.017.7ProductionSales&MarketingServicesTradingSourcing/ProcurementProduction-relate

233、d EngineeringR&DFigure 3.31:Main Focus of Contributors Activity2024.In%Sample:446 companies.Multiple activities allowed per contributor.88.98.73.3Figure 3.32:Profile of Contributors by Role2024.Position of the Company Representatives Participating in the Survey,in%Figure 3.33:Profile of Contributors

234、 by Nationality2024.Nationality of the Company Representatives,in%ChineseGermanOther NationalitySample:446 companies.More than one employee can contribute to an organizations survey.Sample:446 companies and 498 contributors.More than one employee can contribute to an organizations survey.In terms of

235、 respondent roles,HR Managers(32%)and Top Management(26.1%)were the most common contributors to the survey.HR Specialists/Supervisors followed at 18.8%,and Compensation&Benefits(C&B)Specialists followed at 14.8%(Figure 3.32).Regarding company representatives,Chinese nationals constituted the largest

236、 share of contributors(88.9%),whereas German nationals accounted for 8.7%.(Figure 3.33).3.24.37.57.814.818.826.132.0OtherC&B ManagerHR DirectorFinance Director/ManagerC&B SpecialistHR Specialist/SupervisorTop managementHR Manager392024|2025Labor Market&Salary Report樣本：446家企業。樣本：446家企業。多選題。88.98.73.3

237、中國國籍德國國籍其他國籍在企業受訪者職能角色方面，人力資源經理（32%）和高層管理人員（26.1%）是本次調查中最常見的受訪者。人力資源專員/主管占18.8%，薪酬與福利（C&B）專員占14.8%（圖3.32）。另外，關于受訪企業代表的身份方面，中國籍員工占最大比例（88.9%），德國籍員工占8.7%（圖3.33）。圖3.30 按企業規模劃分的受訪企業分布情況2024年，企業規模（按員工人數劃分），單位：%圖3.32 受訪企業職位分布情況2024年，參與調查企業代表的職位，單位：%圖3.31 受訪企業從事的主要業務領域2024年，單位：%圖3.33：受訪企業國籍分布情況2024年，參與調查企業

238、代表的國籍，單位：%樣本：446家企業。每家允許多于一名員工共同完成該問卷，但每家企業僅提交一份答卷。樣本：446 家企業及498位調研貢獻者。每家企業可安排一名以上員工完成整份調查，但每家企業僅提交一份答卷。30.242.527.3小于 5050-250人超過 25063.560.041.229.525.521.017.7生產銷售和市場營銷服務貿易采購生產相關工程研發3.24.37.57.814.818.826.132.0其他薪資和福利經理人力資源經理財務總監薪資和福利員/主管人力資源專員/主管高層管理者人力資源經理勞動力市場和薪資調查報告402024|20251.IntroductionI

239、n the compensation tables following this section,we will present specific compensation details both for China and segmented levels for 46 particular positions covered in the survey.IV.COMPENSATION DATASpecific position or level of seniority for professionals within the specific Functional Area.FUNCT

240、IONAL AREASpecific PositionTotal Cost per EmployeeMedianMedian valuesvalues.Monthly costs in CNY are based on a 12-month year period,tax included.Includes gross base salary plus variable costs such as:mandatory social security and housing fund by the employer,meal and transportation allowances,compa

241、ny car,subsidies studies for employees,overtime,supplementary medical insurance,annual medical check-up,life and accident insurance,critical illness allowances,supplementary pension plan,supplementary housing fund,annual variable bonus/sales incentives,other bonuses(skill,retention,management).Unles

242、s otherwise indicated,only results with a minimum of 10 individual observations are presented.Cells with value n.a.(not available)indicate that the total number of responses collected did not meet the minimum quantity.Expected Wage Increase in 2025AverageAverage expected wage increase for 2025.Colle

243、cted from the survey,as the expected Total Cost per Employee change from 2024 to 2025(in percent).Production,Administration,Sales,Customer Service,Technical Service,Purchasing,Finance,HR,Quality Control,Engineering/R&D,Logistics,Consultant/Project Management,Senior Management,Specialists.CHINATotal

244、Cost per Employee(TCE)(CNY/month)for 2024 was obtained from this survey.Based on the 2024 TCE per employee,the 2025 TCE per employee is obtained by taking into account the expected salary increase in 2025.The expected salary increase in 2025 is obtained from the survey.Segmentation VariableResults a

245、re segmented by Region,City Tier,Industry,and Company Size.Survey results are shown for each category of the respective segmentation variable when sample size is sufficient.412024|2025Labor Market&Salary Report特定“職能領域”內專業人員的特定職位或資歷層級。職能領域特定職位每位員工總成本中位值。以人民幣為單位的月度數字，按每年12個月計算，含稅。包括總基本薪資加上可變成本，例如：強制由雇

246、主負擔的社保和住房公積金、伙食補貼和交通補貼、公司用車、員工學習補貼、加班費、補充醫療保險、年度體檢、人壽保險和意外保險、危重病補助、補充養老金計劃、補充住房公積金、年度可變獎金/銷售獎勵、其他獎金（技能、留任、管理）。除非另有說明，否則只提供最少10個單項觀察值的結果。數值為“n.a.”的單元格表示所收集的回答總數未達到最小數量。2025年預期薪資漲幅2025年平均預期薪資漲幅。本次調查中收集的是2024年至2025年每位員工總成本的預期變化。（單位：百分比）。生產、行政、銷售、客戶服務、技術服務、采購、財務、人力資源、質量控制、工程/研發、物流、顧問/項目管理、高級管理層、專員。中國從本次

247、調查中獲得2024年每位員工總成本（TCE）（人民幣/月）?；?024年每位員工總成本，在考慮2025年預期薪資漲幅的基礎上得出2025年每位員工總成本。2025年的預期薪資漲幅是從調查中獲得的。細分變量結果按地區、城市劃分、行業和企業規模進行細分。在樣本量足夠的情況下，每個類別的細分變量的調查結果都會顯示。1.簡介在本節之后的薪酬表中，我們將提供本次調查涵蓋的46個特定職位在中國和細分層級的具體薪酬詳細信息。薪酬數據介紹勞動力市場和薪資調查報告422024|20252.Wages and Wage Increases1)Total Company Cost per Employee Def

248、initionThe gross base salary,including the mandatory social security and housing fund contributions by the employer,plus any other extra benefits the employer is providing:supplementary health insurance,life insurance,variable bonuses,sales incentives,overtime,children allowances,meal and transporta

249、tion allowances,supplementary housing funds,skill allowances,retention bonuses,etc.Monthly in CNY based on a 40-hour working week and a 12-month year period.Gross base salary in the survey is defined as the basic monthly salary in CNY(taxes included)based on a 40-hour working week and a 12-month yea

250、r period.It is clearly stated in the labor contract.If yearly one-off payments(i.e.,a 13-month or a 14-month payment)are included in the contract,they are also calculated as part of the base salary.2)Forecast Salary Change From 2024 to 2025Salary increase in percentage of Total Company Cost per Empl

251、oyee.Includes merit increase and market adjustments.3.Segmentation Variables The results are segmented by:RegionRegion:Shanghai,Other East,Beijing,Other North,Shenzhen/Guangzhou(SZ/GZ),Other South.Other East locations include cities such as Taicang,Suzhou,Kunshan,Changzhou,Changshu,Wuxi,Hangzhou,Nin

252、gbo,and more.Other North locations include Tianjin,Shenyang,Qingdao,Dalian,Changchun,Langfang,and more.Other South locations include Jiangmen,Huizhou,Chongqing,Foshan,Zhuhai,Dongguan,Kunming,and more.EastEast ChinaChina:Shanghai,Suzhou,Taicang/Kunshan(TAI /KUN),Other Yangtze River Delta areas(Other

253、YRD).NorthNorth ChinaChina:Beijing,Tianjin,Shenyang,Other North.SouthSouth andand SouthwestSouthwest ChinaChina:Shenzhen,Guangzhou,Other South&Southwest).CityCity TierTier:Tier 1,Tier 2 and Tier 3 cities.First-tier cities are Shanghai,Beijing,Guangzhou,and Shenzhen.Second-tier cities are provincial

254、capitals and cities in the vicinity of first-tier ones,such as Suzhou,Wuxi,Hefei,Nanjing,Dalian,Qingdao,Chongqing,and others.In this report,Kunshan and Taicang are classified as Tier-2 Cities,mainly owing to their distinguishable economic development and the agglomeration of German companies in thes

255、e two regions.Third tier cities are smaller cities,mainly in the Yangtze and Pearl River Delta.IndustryIndustry:Machinery,Automotive,Plastic/Metal Products,Electronics,Chemicals,and Others the latter combines all industries for which we did not have enough observations(minimum 10)at the position-spe

256、cific level.CompanyCompany SizeSize:(by number of employees):less than 50,between 50 and 250,and more than 250.To facilitate comparisons,the overall value for China is provided along the categories of each segmentation variable.432024|2025Labor Market&Salary Report2.薪資和薪資漲幅1)公司每個員工的總成本定義總基本薪資，包括雇主繳納

257、的強制性社保和住房公積金，以及雇主提供的任何其他額外福利：補充醫療保險、人壽保險、可變獎金、銷售獎勵、加班費、子女津貼、伙食補貼和交通補貼、補充住房公積金、技能津貼、留任獎金等。以人民幣為單位的月度數字，按每周工作40小時、每年12個月計算。調查中的總基本薪資定義為以人民幣為單位的基本月薪（含稅），按每周工作40小時、每年12個月計算。勞動合同中對此作出明確規定。如果合同中包括年度一次性付款（即13薪或14薪），則其也構成基本薪資的一部分。2)2024年-2025年預測薪資變化每位員工公司總成本中的薪資漲幅，以百分比表示。包括績效提資和市場調整。3.細分變量結果按以下標準細分：地區：上海、華東

258、及華中其他地區、北京、華北及東北其他地區、深圳/廣州（SZ/GZ）、華南其他地區。華東及華中其他地區包括太倉、蘇州、昆山、常州、常熟、無錫、杭州、寧波等城市。華北及東北其他地區包括天津、沈陽、青島、大連、長春、廊坊等。華南其他地區包括江門、惠州、重慶、佛山、珠海、東莞、昆明等。華東及華中地區：上海、蘇州、太倉/昆山（TAI/KUN）、長三角其他地區（Other YRD）。華北及東北地區：北京、天津、沈陽、華北及東北其他地區。華南及西南地區：深圳、廣州、華南及西南其他地區(Other South&Southwest)。城市劃分：一線、二線和三線城市。一線城市指上海、北京、廣州、深圳。二線城市指省

259、會城市和一線城市附近的城市，如蘇州、無錫、合肥、南京、大連、青島、重慶等。此外，這份報告在研究時將昆山和太倉劃分為了二線城市，主要是因為它們在經濟發展上的表現以及這兩個地區德國公司的高度集聚。三線城市指較小的城市，主要位于長江三角洲和珠江三角洲。行業：機械、汽車、塑料/金屬產品、電子、化工以及其他行業其他行業包括我們在特定職位層級上未獲得足夠觀察值（至少10 個）的所有行業。企業規模：（按員工人數劃分）：50人以下，50至250人，250人以上。為了便于比較，我們根據每個細分變量的類別提供了中國總體在該分類下的數值。勞動力市場和薪資調查報告442024|2025CHINA/中國EAST/華東及

260、華中NORTH/華北及東北SOUTH/華南及西南CHINA/中國EAST/華東及華中NORTH/華北及東北SOUTH/華南及西南PRODUCTION/生產Shanghai/上海Other East/華東及華中其他地區Beijing/北京Other North/華北及東北其他地區SZ/GZ深圳/廣州Other South/華南及西南其他地區Blue Collar/藍領20247,9749,8878,153n.a.7,5006,5006,95020258,29010,2818,487n.a.7,7846,7097,225Increase/增幅%3.963.994.09n.a.3.793.223.9

261、6Operator/操作工20249,83611,27710,521n.a.8,1508,5337,250202510,23411,74210,955n.a.8,4688,8207,560Increase/增幅%4.064.134.12n.a.3.903.374.28Shift Leader/班組長202412,38414,99512,950n.a.10,51610,82510,849202512,87515,56613,486n.a.10,91911,19811,286Increase/增幅%3.973.814.14n.a.3.833.454.03Production Supervisor/

262、生產主管202418,45019,11920,231n.a.17,75719,16617,100202519,16919,83021,059n.a.18,43919,78717,789Increase/增幅%3.903.724.09n.a.3.843.244.03Production/Plant Manager 生產/工廠經理202440,00044,56740,035n.a.39,07239,502*29,716202541,49145,93941,583n.a.40,60440,72330,947Increase/增幅%3.733.083.87n.a.3.923.094.14ADMINIS

263、TRATION/行政Shanghai/上海Other East/華東及華中其他地區Beijing/北京Other North/華北及東北其他地區SZ/GZ深圳/廣州Other South/華南及西南其他地區Junior/初級20249,66312,0008,29114,0007,8719,2508,131202510,02712,4148,64714,6118,1819,4988,429Increase/增幅%3.773.454.294.363.932.683.67Mid-Level/中級202415,00016,99914,50017,30112,24012,60613,050202515,

264、58117,59715,14318,02812,78312,91713,539Increase/增幅%3.873.524.434.204.442.463.75Senior/高級202427,00037,00026,00032,50021,40018,50024,000202528,00338,19327,12233,84622,23818,91924,951Increase/增幅%3.723.234.314.143.912.273.96COMPENSATION BY REGION 地區Total Cost per Employee in CNY/month(Median values)每名員工

265、的總成本，單位：人民幣/月（中位數）*Median from 9 observations./*取9個觀察值的中位數。This is for reference only.The full version is member-exclusive僅供參考，成為會員可獲取完整版本452024|2025Labor Market&Salary Report1 German Chamber of Commerce in China,2024.Business Confidence&Overcapacities.Business Confidence&Overcapacities.online Avail

266、able at:Accessed 28 Jul 2024.2 China Daily,2024.Major Layoffs Seen in Internet Companies.Major Layoffs Seen in Internet Companies.online Available at:Accessed 28 Jul 2024.3 Tencent News,2024.In Country Garden Announcement:Executives Take the Initiatives to Reduce Salaries and Cancel the Allocation o

267、f In Country Garden Announcement:Executives Take the Initiatives to Reduce Salaries and Cancel the Allocation of Vehicles.Vehicles.online Available at:Accessed 20 Jul 2024.4 German Chamber of Commerce in China,2024.Labor Market&Salary Report 2023/2024Labor Market&Salary Report 2023/2024.Accessed 20

268、Jul 2024.5 Caixin,2024.In Depth:Chinas CashIn Depth:Chinas Cash-Strapped Local Governments Struggle to Revive Land Sales.Strapped Local Governments Struggle to Revive Land Sales.online Available at:Accessed 20 Jul 2024.6 MOHRSS,2024.Minimum Wage Standard in Provinces,Autonomous Regions,and Municipal

269、ities in China.Minimum Wage Standard in Provinces,Autonomous Regions,and Municipalities in China.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024a.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally St

270、able with Steady Progress in the First Half Year.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024b.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally Stable with Steady Progress in the First Half Year

271、.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024c.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally Stable with Steady Progress in the First Half Year.online Available at:Accessed 21 Jul 2024.Nation

272、al Bureau of Statistics,China(NBS),2024d.Indicators.Indicators.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024e.Explanation on Refining the Survey of Unemployment Rates by Age Group.Explanation on Refining the Survey of Unemployment Rates by Age Group.online Av

273、ailable at:Accessed 20 Jul 2024.Renshetong,2024a.Average Wage of Urban NonAverage Wage of Urban Non-private Employees in 2023.private Employees in 2023.online Available at:Accessed 19 Jul 2024.VI.REFERENCES/參考文獻勞動力市場和薪資調查報告462024|2025National Bureau of Statistics,China(NBS),2024f.Indicators.Indicato

274、rs.online Available at:Accessed 21 Jul 2024.Renshetong,2024b.Average Wage of Urban Average Wage of Urban NonNon-private Employees in 2023private Employees in 2023.online Available at:Accessed 19 Jul 2024.National Bureau of Statistics,China(NBS),2024g.Average Average Wage of Employees in Urban Units

275、2023Wage of Employees in Urban Units 2023.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024h.Preliminary GDP Results for 2024 Preliminary GDP Results for 2024 Q1Q1.online Available at:Accessed 21 Jul 2024.AHK Greater China(Chinese)AHK Greater ChinaFor up-to-date

276、information about the German business community,activities and events of the German Chamber,updates on policies and economic changes,and much more,follow the German Chamber of Commerce on WeChat and LinkedIn.The German Chamber of Commerce in ChinaPingan Riverfront Financial Center,29F 757 Mengzi Roa

277、d Huangpu District,200023 Shanghai T+86 21 5081 2266 chamber-eastchina.ahk.deGerman Chamber ofCommerce in China|North ChinaDRC Liangmaqiao Diplomatic Office Building,Unit 0601B 19 Dongfang East Road Chaoyang District,100600 Beijing T+86 10 6539 6688 chamber-northchina.ahk.deLeatop Plaza,Room 1903 32 Zhu Jiang East Road Tianhe District,510620 Guangzhou T+86 20 8755 2353 chamber-sswchina.ahk.deGerman Chamber ofCommerce in China|East ChinaGerman Chamber ofCommerce in China|South&Southwest ChinaContact us