CGP：2022中國大陸薪酬趨勢報告（120頁）.pdf

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

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

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

4、經數月，覆蓋 20+ 行業，跨越多個地區，CGP 集團發起的 2022 薪酬趨勢調研收集到了珍貴的資料與數據。以調研結果為基礎，集團的職場專家們展開分析與解讀，完成了該2022 中國大陸薪酬趨勢報告，以期洞察各行業的職場新風向。 2022 年，職場人最核心的訴求是哪些？企業雇主的人力資源管理又有哪些方向有待調整？ 讓我們一一為你解答。 2022 人才供給大于崗位需求Talents supply exceeds job demands in 2022 35.26%55.65%9.1%我正在尋找新機會。我目前工作穩定，但有合適的機會也會考慮。我對新機會沒有需求。I am looking for n

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

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

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

8、。According to the survey data, only 9.1% of employees have no intentions of job hopping in 2022, and 35.26% of people are already on the way of looking for new career opportunities. However, the feedback from employers shows that 86.65% of companies expect job growth in 2022 to be less than 40%; Thu

9、s, it can be predicted that there will be fierce competition in the human resource market from March to May in 2022.2022 SALARY TRENDS52022 SALARY TRENDS Mainland China洞察雇主的招聘需求，提升職場素養與能力Meet employers demands and strengthen professional quality and skills相較于 2021 年，貴司 2022 年的預期新增人數將達到？責任感 Responsib

10、le100%0%誠實 Honest勤奮 Diligent同理心 DiligentComparing with 2021, how many headcounts will be increased in 2022 of your company?來自雇主的調研結果顯示， 有責任感的員工最受企業雇主青睞。 企業的運行需要各個不同職能的人協調配合， 分工合作。 具備責任感的員工，在日常工作中能更好地完成工作， 更好地與他人合作， 對執行的結果高度負責， 從而為企業的經營帶來積極的影響， 創造出更高的職場價值。The survey results from employers shows that

11、responsible employees are most favored by employers. The smooth operation of an enterprise needs the coordination and cooperation of people with different functions. Employees with a sense of responsibility can perform well in their daily work, cooperate well with others, and be highly responsible f

12、or the results of implementation. And they can contribute more to the employer and fulfill their own value.More than 80% (80% 以上 )70% - 80%60% - 70%50% - 60%40% - 50%30% - 40%20% - 30%10% - 20%Less than 10% (10%及以下)Maintain the same 保持不變0.89%2.08%2.37%2.97%5.04%9.5%16.91%17.51%19.88%22.85%73.29%13.3

13、5%9.5%3.86%2022 SALARY TRENDS Mainland China6除此之外，專業技術能力、合作能力、學習能力是雇主最看重的排名前三位的能力。過硬的專業技術能力可以通過過往的工作結果和成就體現出來，而合作能力與學習能力則不容易在面試環節中體現出來，或將成為企業招聘過程中的盲區。因此，職場人應該有意識去培養和鍛煉這些高價值的軟技能，從而加速職場晉升步伐，在 2022 年實現華麗的轉身和蛻變，登上職業階梯新臺階。 In addition, professional functional expertise, cooperation and learning abilities

14、 are the top three soft skills valued most by employers. While excellent professional and technical ability can be reflected by past job performance and achievements, cooperation ability and learning ability are not easy to be reflected in the interview, so it will become a blind spot in the recruit

15、ment process. Hence talents should consciously cultivate and exercise these high-value soft skills, so as to accelerate the pace of career promotion, realize gorgeous transformation in 2022, and climb to a new level of the career path. 2022 SALARY TRENDS專業技術能力Professional Skills合作能力Cooperation學習能力Le

16、arning Ability獨立思考能力Independent Thinking領導力Leadership影響力Influence數據分析能力Data Analysis時間管理能力Time Management8.01%9.2%16.02%24.93%41.84%51.63%64.39%75.96%雇主與人才雙向選擇的博弈雙方對跳槽預期的鴻溝The game of mutual choices between employers and employees 每個人在職業生涯中都或多或少會經歷跳槽，或為了追求更高的職業理想，或為了不屈就于當下。企業的每個部門也匯聚著來自不同成長背景、不同教育背景

17、、不同工齡、不同職業背景的員工。職場是瞬息萬變的，也充滿了各種不確定因素。那么，人才與雇主之間的期望存在怎樣的鴻溝呢？調研數據顯示，職場人跳槽期望的薪資漲幅集中在 20%-30%。但是來自雇主端的調研數據顯示，企業崗位迭代更新，較該職位前雇員薪資漲幅集中在 10-20%。由此可以預測，2022 年實際跳槽薪資漲幅將會低于人才自我預期。Everyone will experience job-hopping more or less in their career to pursue higher career development, or to end a dissatisfying sit

18、uation. Each department of the enterprise also brings together employees from different growth backgrounds, different educational backgrounds, different seniority and different professional backgrounds. The workplace is rapidly changing and full of various uncertainty. In that way, what is the gap b

19、etween employees and employers expectation?Survey data shows that the salary increase talents expected is concentrated around 20% to 30%. However, the feedback from the employer side shows that the compensation cost increase of a position is concentrated at 10% to 20% when it is a replacement. It ca

20、n be predicted that the actual salary increases of a job hopping in 2022 will be lower than what talents expect. 72022 SALARY TRENDS Mainland China1.3%1.19%4.45%11.28%24.63%28.19%30.27%4.55%15.11%16.08%24.21%38.75%您期望的跳槽薪資漲幅是多少？(To Talent) (To Employer) 較上一個雇員，崗位迭代更新招聘新人的薪資漲幅是多少？What is your expecte

21、d salary increase range for job hopping?What is the compensation increase range when there is a replacement?More than 40%30% - 40%20% - 30%10% - 20%5% - 10%Less than 5%More than 40%30% - 40%20% - 30%10% - 20%5% - 10%Less than 5%82022 SALARY TRENDS企業如何吸引人才？How do employers attract talents?調研數據顯示，人才跳槽

22、時選擇新雇主的決定性因素，排名前三位的分別是：薪資福利、職業晉升空間、工作與生活平衡。想要留住人才、吸引人才，企業需要在這三個方面提升市場競爭力，在人才的核心訴求上豐富薪酬福利模式、完善職業發展架構，提供靈活便利、人性化的工作模式，來滿足人才在工作和生活層面的雙重需求。從雇主端的調研結果看，大部分企業為員工提供的福利方式包括獎金、補充醫療健康保險及體檢、交通補助等，滿足了員工金錢和健康的需求。針對更深入的職業技能培訓、職業發展學習、上下級管理優化等層面入手也是極具潛力的提升雇主競爭力的有力手段。According to the survey data, the top three decisi

23、ve factors for talents to choose a new employer are compensation and benefits, career development space and work-life balance. To retain and attract excellent talents to join in the company, enterprises need to improve their talent acquire competitiveness in these three aspects. In terms of the core

24、 demands of talents, enrich the combination of compensation and benefits, improve the career development structure, and provide a flexible, convenient and humanized work style to meet the talents needs for work-life balance. From the survey results of employers, most enterprises provide employees wi

25、th multiple benefits, including bonus, supplementary medical and health insurance, physical examination and transportation subsidies, which meet employees needs for fortune and health. Aiming at more in-depth vocational skills training, career development and learning, or superior and subordinate ma

26、nagement optimization are also powerful means with great potential to improve the competitiveness of employers.薪資福利Compensations and Benefits職業晉升空間Career Promotion Sapce工作與生活平衡Work-life Balance領導管理方式Management Style穩定的工作環境Stable Environment企業文化Culture公司地理位置Work Location培訓與提升Training and Improvement工

27、作靈活度Flexibility9.18%15.52%17.22%20.88%24.61%27.94%36.96%58%79.77%獎金Bonus補充醫療健康保險SupplementaryHealth Insurance交通補貼Transportation Subsidy住房補貼Housing Subsidy其它Others教育補貼Education Subsidy10.68%24.93%29.38%47.18%65.88%94.96%92022 SALARY TRENDS Mainland China職場人眼中的自己Talents self-evaluation我們如何看待自己在人才市場上的價

28、值？如何提升職場幸福感？我們對 2022 又有怎樣的期待？調研數據顯示：超過半數的職場人對自己薪資的評價處于市場平均值，約 13% 的職場人對自己薪資評價高于市場平均值?？傮w看來，大多數職場人認可自己的薪資水平。2022 年職場人最大的愿望排名第一的是：升職加薪。這是職場人永恒的追求，也是自我價值實現最直接有效的方式。即便需要頻繁地加班和出差，也沒有打消職場人的積極性。為了實現職業理想，必要的努力和付出總是合理的。自我奮斗得來的幸福才是真正的幸福。位居2022 年職場愿望清單第二位的是：換一份更理想的工作。由此可以看出，人才市場在 2022 年 3 月至 5 月的波動期，將一如既往的活躍，人才

29、與雇主將面臨重新洗牌，每個人都可能面臨一些主動或者被動的變化。 How do we measure our value in the job market? How to improve happiness in career life? What are our expectations for 2022? According to the survey data, more than half of the employees evaluation of their salary is at the market average level, and about 13% of them t

30、hink their salary is higher than the average benchmark. Generally speaking, most employees have positive thoughts of their salary.In 2022, the first place of employees top wish list is position promotion and salary increase, which is the eternal pursuit of employees, as well as the most direct and e

31、ffective way to realize self-value. Working overtime and frequent business travel does not restrain the enthusiasm of career people. For the realization of career dream, the necessary efforts are reasonable. The happiness obtained through hard-working is the real happiness. The second place is to fi

32、nd a better new job. It can be forecast that the talent market will be as active as ever during the peak season of the human resource market form March to May 2022. Talents and employers will face fresh reshuffle, and everyone may face some active or passive changes. 處于市場平均值At Average Benchmark升職加薪P

33、romotion & Salary Increase換一份更理想的工作Find A Better New Job做出更好的業績Improve Work Performance管理好團隊Lead Team Better創立自己的公司Create My Own Company少加班Less Work Overdue少出差Less Business Trip低于市場平均值Below Average Benchmark高于市場平均值Above Average Benchmark0%0%5%10%15%20%25%30%35%40%10%20%30%40%50%60%13%0.57%3.41%4.63%

34、7.72%23.07%26.73%33.87%31.68%55.32%102022 SALARY TRENDS人工智能領域從業者的綜合職業滿意度最高Employees in artificial intelligence industry have the highest comprehensive career satisfaction在本次調研中，人工智能領域里認為自己薪酬高出市場平均水平的被試者占比最高，達到了 40%；同時該行業被試者對工作與生活的平衡狀況也表現出相當高的滿意度，認為自己工作與生活平衡狀況“非常好”的被試者達到了 30%。人工智能作為前沿的科技領域，其專業門檻決定了適格

35、人才的稀缺性，也決定了從業者較高的薪資報酬。在各行業尋求數字化轉型的浪潮下，人工智能領域的重要性不言而喻，從業者們對自已工作創造的價值感受強烈，這也在一定程度上影響著他們對自己工作與生活的評價。The survey data shows that artificial intelligence industry has the highest proportion (40%) of respondents believing that their salary is higher than the market average; respondents in this industry als

36、o had a high level of satisfaction with their work-life balance, with 30% of them rating very good. As a cutting-edge technology, artificial intelligence industry has the professional threshold which leads to the scarcity of qualified talents and the higher pay. Under the wave of digital transformat

37、ion in various industries, the importance of the field of artificial intelligence is self-evident. Professionals are aware of the value they created in their daily work, which also affects their evaluation of work-life balance to some extent. Artifical Intelligence人工智能0%20%40%60%80%100%低于市場平均值Below

38、Average Benchmark處于市場平均值At Average Benchmark高于市場平均值Above Average Benchmark15.3%54.1%30.6%7.38%57.05%35.57%13.55%56.97%29.48%16.67%50%33.33%11.36%52.27%36.36%4.88%53.66%41.46%75%25%13.36%57.6%29.03%14.58%52.08%33.33%5.56%77.78%16.67%18.18%63.64%18.18%13.82%51.22%34.96%40%30%30%Transportation交通運輸Hotel

39、 TravelLeisure Sport酒店旅游 / 休閑運動Computer SoftwareTelecoms / IT計算機軟件 / 電信 / 信息技術Real Estate / Automobile房產 / 汽車Industrial Manufacturing工業制造FMCG / RetaileCommerce快消品 / 零售 / 電商PharmaceuticalsLife Sciences / Healthcare制藥 / 生命科學 / 醫療健康Accounting / LegalConsulting / Traning會計 / 法務 / 咨詢 / 培訓Banking / Financ

40、eInsurance銀行 / 金融 / 保險Advertising / MediaPublishing廣告 / 媒體 / 出版Mining / EnergyOil &Gas / Chemical礦業 / 能源石油 & 天然氣 / 化工GovernmentPubilc Organization政府 / 公共組織您如何評價自己的薪資水平？What do you think of your salary level?112022 SALARY TRENDS Mainland China交通運輸行業在“工作與生活平衡狀態”的調研中擁有最高的積極評價（“好”與“非常好”）占比，而在“薪資水平評價”的調研

41、中，積極評價占比位居第二，可見該行業在工作收入與付出的平衡方面也具有一定優勢。政府 / 公共組織是“工作與生活平衡狀態”的調研中唯一沒有出現負面評價的行業，但該行業的被試者對自己薪資的評價處于最末位，由此可見工作的收入與付出之間存在一定的相關性。The transportation industry has the highest percentage of positive reviews (good and very good) in the work-life balance survey, and ranks 2nd in the salary level survey, which

42、shows the industrys advantages in the balance of devotion and pay-off. The government/public organization is the only industry that doesnt have negative rates in the work-life balance survey, but the rates of its salary level rank the last, which indicates that there is certain correlation between d

43、evotion and pay-off in workplaces.0%20%40%60%80%100%您如何評價自己當前工作與生活的平衡狀況？What do you think of your current work-life balance?Computer SoftwareTelecoms / IT計算機軟件 / 電信 / 信息技術Banking / FinanceInsurance銀行 / 金融 / 保險FMCG / RetaileCommerce快消品 / 零售 / 電商Hotel TravelLeisure Sport酒店旅游 / 休閑運動Accounting / LegalCo

44、nsulting / Traning會計 / 法務 / 咨詢 / 培訓Mining / EnergyOil &Gas / Chemical礦業 / 能源石油 & 天然氣 / 化工GovernmentPubilc Organization政府 / 公共組織PharmaceuticalsLife Sciences / Healthcare制藥 / 生命科學 / 醫療健康Real Estate / Automobile房產 / 汽車Advertising / MediaPublishing廣告 / 媒體 / 出版Artificial Intelligence 人工智能Transportation交通

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

46、82%9.38%5.56%14.63%30%13.64%2.44%8.76%25%一般Fair差Poor非常差Very Poor好Good非常好Excellent122022 SALARY TRENDS過半的企業核心崗位招聘周期近 3 至 5 個月Half of the employers said it will take 3 to 5 months to fill core positions來自雇主端的調查結果顯示：超過半數的企業表示，核心崗位招聘周期為 3 至 5 個月。這體現出市場對更高效的高端人才尋獵的需求。能夠在更短的時間內招聘到合適人選的招聘服務商將贏得企業的青睞。因此，探索縮

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

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

49、%40%50%60%15.43%29.38%55.19%132022 SALARY TRENDS Mainland China擴大人才觸達渠道將有效提升招聘效率Expanding recruit channels can effectively improve recruitment efficiency來自人才端的調研結果顯示：位居前三位的求職平臺是獵聘、 領英和前程無憂。 對雇主企業來說， 要縮短招聘周期， 增加人才數據庫的基數，布局核心求職平臺是必然趨勢， 尤其是獵聘， 吸納了73.84%的人才數據信息。 在核心求職平臺發布職位信息， 也能最大幅度觸達更多的人才，提高人才招聘的效率。 T

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