2018康耐仕人力资源雇佣调研报告

2 0 1 8.0 5.0 3 报告说明 ABOUT THE REPORT 欢迎参阅2018康耐仕人力资源雇佣报告。我们收集的见解来自六大行业的雇主及候选人，为2018年中国人才市场走向提供指南。 Welcome to the 2018 CONNECTUS Employment Report. Compiling inputs from employers and candidatesof 6 major industries, this report provides insights to the human capital market trends in China. 报告持续时间：2018.03.12–2018.04.12Survey Duration: 12Mar 2018–12Apr 2018调研行业：汽车行业，工业，互联网行业，医药行业，快消品业，银行金融服务业等Industries surveyed: Automotive, Industrial, Internet/IT, Healthcare, Consumer, B&F Services参与调研人数：1204人No. of participants: 1204 目录CONTENT A.市场宏观趋势MARKET OUTLOOK B.薪酬政策COMPENSATION SCHEME C.员工流动率STAFF TURNOVER D.招聘现状及趋势HIRING TRENDS E.人力资源挑战HR CHALLENGES F.候选人趋势CANDIDATE LANDSCAPE 2017–2018中国区市场宏观趋势MARKET OUTLOOK PART A 2017VS 2018，营业额增长比较2017 VS 2018 REVENUE GROWTH 74.7%的企业认为营业额在2018年将持续增长，2018年保持增长的企业数量较2017年减少了4.7%。74.7% of companies expect growth to continue in 2018, a declineof 4.7%compared to 2017. 六大行业营业额的增长预测REVENUE GROWTH IN THE 6 SECTORS 互联网和快消品企业表示，相对去年2018年更为乐观。Internet and FMCG aremore optimistic about 2018 than 2017. Healthcare, Automotive, Industrial and B&F Services have a lower percentageof peopleexpecting double digit growth in 2018. compared to 2017..医药、汽车、工业和金融业企业，认为2018年营业额有双位数增长的人数，较2017有所下降。 薪资政策COMPENSATION SCHEME PART B 2017 VS 2018年薪普调 2017 VS 2018 MERIT INCREMENTS 20% of companies gave merit increments of >10% in 2018.20%的企业，2018的年薪普调范围超过10%。 候选人认为以下因素可以代替加薪或晋升 BENEFITS THAT CANDIDATES PREFER IN LIEU OF SALARY INCREMENTS 过半数的候选人选择奖金和公司股份，作为加薪或晋升的替代。More than half of candidates feel bonus and stocks can replace salary increments. 培训机会是除了物质代替之外，最高比例的选项。Training isratedthe highest non-monetary item. STAFFTURNOVER员工流动率分析 PART C 2016 VS 2017员工流动率2016 VS 2017 STAFF TURNOVER 30%的企业离职率在2017年超过20%，同比2016年的20%要多。30% of companies experience >20% staff turnover in 2017 compared to 20% in 2016.Industrial and Automotive sectors experience higher turnover in 2017 compared to 2016.工业和汽车行业的员工离职率在2017比2016高。 2017年离职率前三的岗位 离职原因分析REASONS FOR LEAVING 员工离职较高的主要原因是企业缺乏职业发展，比薪资福利的不匹配高出21.4%。Lack of career development cited as No. 1 reason for leaving, 21.4 % higher thanunsatisfactory compensation & benefits. 招聘与应聘关注点的差异 DIFFERENCES IN EMPLOYER AND CANDIDATE PERCEPTION 只有1/3的雇主认为有能力的领导是企业对人才的吸引点。而过半的候选人认为有能力的领导很重要，企业通过相关的内训来提高领导层的能力。 Only 1/3 of employers feel that competent leaders are important for candidate attraction but morethan half of candidates rate it as very important.企业认为雇主品牌是第二吸引点，候选人选认为不重要。Employers rank company brand at Top 2 attraction factor while candidates rate it as not important. PART D 各行业的年龄结构比较 EMPLOYEE AGE GROUP BY INDUSTRIES 1/3互联网行业的员工小过5年工作经验，而工业小于5年工作经验的员工占比1/5。More than 1 in 3 of Internet candidates have less than 5 years of work experiencecompared to 1 in 5 for Industrial. 最难招聘的年龄段 DIFFICULT TO HIRE AGE GROUP 8年以上工作年限的候选人，在快消品业，银行金融业及工业，相对比较难招。FMCG, B&F and Industrial have higher difficulty hiring candidates with morethan 8 years old experience. 招聘难点分析 候选人过高的薪资期望和专业能力不匹配是企业招聘候选人的最主要的难点Unreasonable salary expectations and lack of professional competenciesare key HR challenges. PART E HR面临的人力资源挑战分析HUMAN RESOURCE CHALLENGES 薪酬激励机制的设定，是大部分HR所面临的最大挑战，其次是员工的职业生涯管理。 Incentive Scheme remains the top challenge followedby Employee career development plan. 企业文化建设Developing company culture 员工的职业生涯管理Employee career development plan 59% 持续增长的员工成本Continual increase in staff costs 的HR认为薪酬激励机制，是他们所面临的最大挑战。 雇主品牌价值Employer brand value 面试中，影响候选人对雇主满意度的因素CANDIDATE SATISFACTION 及时有效的面试反馈，会提高候选人对雇主的满意度。Responsive & effective interview feedback will improve thecandidate satisfaction. 候选人趋势CANDIDATE LANDSCAPE PART F 候选人学历比较 候选人的稳定性 CANDIDATE STABILITY 超半数的医药,快消和互联网行业人群会在3年内离职。More than 50% of Healthcare, FMCG and Internet candidates willchange job within 3 years. 候选人即使拿到offer，依旧会看新机会CANDIDATES ARE STILL OPEN TO OPPORTUNITIES AFTER ACCEPTING AN OFFER 3个候选人入职后，其中3个人会看新机会1 in 3 candidates are still open toopportunities after onboarding 5候选人拿到offer后，其中有2个人会看新机会2 in 5 candidates are still open toopportunities after accepting an offer 不同工作年限的候选人对薪资涨幅的不同期望CANDIDATE SENIORITY VS SALARY EXPECTATION 超过半数的候选人要求25%以上的薪资涨幅。More than 50% of candidates expect salary increments of 25% and above. 具有5-10年工作年限的候选人，对薪资涨幅要求最高。Candidates with 5-10 years of work experience have higher salary expectations. 不同年限的候选人，看重新机会的哪些方面 CANDIDATE SENIORITY VS EXPECTATION ON COMPANY 薪资津贴福利对5-10年的候选人相比比较重要。Candidates with 5-10 years of work experience are most sensitive to compensation & benefits.少过10年工作经验的候选人更重视工作环境。Candidates with less 10 years of work experience are more particular about work environment. THANKYOU