人才市场概览&薪酬展望&人才管理（第九期）(英文版）

HeadcountExpectations|SalaryOutlook|TalentManagement Employment Trends Survey KPMG People Services Evolving business needs, shifting workforce demographics, and technological advancements will drive Hong Kong's employment market. Organisations will need to strike a balance between the optimisation of their operations and the evolving expectations of the workforce for long-term success. Head of People Services, Tax KPMG China Hong Kong Employment Outlook 2025 Acautious employmentmarket of all respondents expect their organisations’workforce to increasein 2025 Shifting priorities – Stabilityisincreasingly soughtafter ofC-level respondentsanticipate headcount expansion in 2025, showingmore optimism of respondents indicated ajob move in 2024– a three year low Respondents weremore conservativethis year regarding theirsalary outlook, with Whilst C-suites retain a more optimistic view of increasing or maintaining headcount, the increasing uncertainty creeping in suggests that employers will be more cautious in a challenging market. Lower numbers of job movers in 2024 also suggest a quieter employment market. Organisationsare seeking to bolster sales performance whilst maintaining operational efficiency. This year’s results have also seen marketing and branding emerge as a function of increasing focus in talent expansion, perhaps as a means to securing a competitive edge. Meanwhile, the adoption of generative AI is seen as an area of growth to enhance efficiency and productivity. Actions for organisations In the current environment, employees are placing a greater emphasis on job security and stability. Work flexibility and work-life balance also remain key concerns for employees,particularly more junior employees. Employer’s will need to continue to evolve their work and benefits arrangements to stay competitive. Housing benefits and long-term incentive plans are commonly desired by executives – organisations may consider providing these to differentiate themselves in the talent market. Consider upskilling and reskilling programmes to bridge talent gaps and stay ahead of the tech curve Refocus benefits offerings to attract and retain top talent HR professionals and employers continue to experience challenges sourcing talent. To address this, approximately half (51%) of Hong Kong SAR (Hong Kong) organisations are actively recruiting talent from the Chinese Mainland, capitalising on its extensive talent pool and favourable government-supported immigration programmes in Hong Kong. The Mainland also presents a significant source of business opportunities, with a majority of Hong Kong organisations having already established operations in other Greater Bay Area cities. This expansion is driven by the attractive business market potential and talented workforce available in the region. Leverage immigration policies to source non-local talent Hong Kong Employment Outlook 2025 2024Retrospect 2024 made career move 2025 headcount expectations This is the ninth annual KPMG Hong Kong Employment Outlook. Figure1: Respondents’ seniority KPMG commissioned YouGov to conduct an online survey in which 425 Hong Kong business executives and professionals participated with an even proportion of male and female respondents. This year also marks the first time the survey was expanded to Singapore, providing a comparative lens between the two international financial centres. The full analysis of the Singapore survey will be covered in a separate publication. DepartmentHead orequivalent Assistant Manager orbelow Conducted between 2 and 14 January 2025, the survey sought professional perspectives on employment trends and career opportunities in Hong Kong and the wider Greater Bay Area (GBA). The research covered the latest headcount expectations,salary outlook, talent trends and other relevant topics. Base: All respondents in Hong Kong Source: KPMG survey analysis Figure2: Respondents’ yearsof workingexperience Respondents were drawn from various sectors, including consumer markets, financial services, innovation and technology,professional services, public services, and real estate, with 53%of respondents’ organisations being headquartered in Hong Kong. 36% of respondents’ organisations were public listed companies while 43% were private companies. More than 20 years Among the respondents, 50% held leadership positions (21% C-level and 29% department head or equivalent). Respondents had SalaryOutlook TalentManagement AreasofGrowth SalaryTable References Hong Kong Employment Outlook 2025 C-level executives are feeling slightly more positive about hiring in 2025 (44%) compared to 2024 (41%), albeit with some uncertainty creeping in. There was less optimism from all respondents in 2025 with 24% expecting increases in their organisations’ headcount. Figure3: Headcount expectations fromallrespondents Figure4: Headcount expectations ofC-levelrespondents 12%44% Figure5: Headcount expectations from C-l