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1、12022 SALARY TRENDS Mainland China2022 Salary TrendsCopyright CGP Collection Limited.All Rights Reserved.Unleashing Talent,Enabing Entrepreneurs.让才华自由施展，做业界精英2022 Mainland China Salary Trends2022 中国大陆薪酬趋势报告2Copyright CGP Collection Limited.All Rights Reserved.2022 Salary Trends2022 Mainland China Sa
2、lary Trends2022 中国大陆薪酬趋势报告Unleashing Talent,Enabing Entrepreneurs.让才华自由施展，做业界精英32022 SALARY TRENDS Mainland China2022职场趋势预测（前言）Consumer Goods 消费品Corporate Finance 企业财务Design&Property 地产与设计Digital Transformation 数字化转型Emerging Tech and Internet 新兴技术与互联网Energy 能源Financial Services 金融服务Healthcare 医疗健康Hu
3、man Resources 人力资源Legal&Compliance 法务与合规Life Science 生命科学Machinery and Automation 机械与自动化Pharmaceutical 制药Retail&Luxury 零售与奢侈品Sales&Marketing 销售与市场Semiconductor 半导体Supply Chain Management 供应链管理Travel&Leisure 旅游与休闲041420243238485258646672808690981021081144在后疫情时代的背景下，2022 年的职场会有哪些新的趋势呢？历经数月，覆盖 20+行业，跨越
4、多个地区，CGP 集团发起的 2022 薪酬趋势调研收集到了珍贵的资料与数据。以调研结果为基础，集团的职场专家们展开分析与解读，完成了该2022 中国大陆薪酬趋势报告，以期洞察各行业的职场新风向。2022 年，职场人最核心的诉求是哪些？企业雇主的人力资源管理又有哪些方向有待调整？让我们一一为你解答。2022 人才供给大于岗位需求Talents supply exceeds job demands in 2022 35.26%55.65%9.1%我正在寻找新机会。我目前工作稳定，但有合适的机会也会考虑。我对新机会没有需求。I am looking for new opportunities.I
5、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 regions,the 2022 Sala
6、ry 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 of various industries.Wha
7、t are the core demands of talents and what will happen to employers in 2022?Lets find answers from the survey data and feedbacks.调研数据显示，仅有 9.1%的职场人在 2022 年没有跳槽的打算，其中有 35.26%的人已经在寻找新机会的路上。但是从雇主端的反馈显示，86.65%的企业2022年招聘岗位预期增长低于40%；同时，预计2022年3月至5月人才市场将出现多位人才同时争夺一个岗位的激烈竞争。According to the survey data,only
8、 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%;Thus,it can be predicted that there will be f
9、ierce 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，提升职场素养与能力Meet employers demands and strengthen professional quality and skills相较于 2021 年，贵司 2022 年的预期新增人数将达到？责任感 Responsible100%0%诚实 Honest勤奋 Diligent同理心 DiligentCom
10、paring with 2021,how many headcounts will be increased in 2022 of your company?来自雇主的调研结果显示，有责任感的员工最受企业雇主青睐。企业的运行需要各个不同职能的人协调配合，分工合作。具备责任感的员工，在日常工作中能更好地完成工作，更好地与他人合作，对执行的结果高度负责，从而为企业的经营带来积极的影响，创造出更高的职场价值。The survey results from employers shows that responsible employees are most favored by employers.
11、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 for the results of implementation.And they can contribute
12、 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 保持不变0.89%2.08%2.37%2.97%5.04%9.5%16.91%17.51%19.88%22.85%73.29%13.35%9.5%3.86%2022 SALARY TRENDS Mainland China6除此之外，专业技术能力、合作能力、学习能力是雇主最看重的排名
13、前三位的能力。过硬的专业技术能力可以通过过往的工作结果和成就体现出来，而合作能力与学习能力则不容易在面试环节中体现出来，或将成为企业招聘过程中的盲区。因此，职场人应该有意识去培养和锻炼这些高价值的软技能，从而加速职场晋升步伐，在 2022 年实现华丽的转身和蜕变，登上职业阶梯新台阶。In addition,professional functional expertise,cooperation and learning abilities are the top three soft skills valued most by employers.While excellent profes
14、sional 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 recruitment process.Hence talents should consciously cultivate and exercise these high-v
15、alue 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专业技术能力Professional Skills合作能力Cooperation学习能力Learning Ability独立思考能力Independent Thinking领导力Leadership影响力Influence数据分析能力Data Analysis时间
16、管理能力Time Management8.01%9.2%16.02%24.93%41.84%51.63%64.39%75.96%雇主与人才双向选择的博弈双方对跳槽预期的鸿沟The game of mutual choices between employers and employees 每个人在职业生涯中都或多或少会经历跳槽，或为了追求更高的职业理想，或为了不屈就于当下。企业的每个部门也汇聚着来自不同成长背景、不同教育背景、不同工龄、不同职业背景的员工。职场是瞬息万变的，也充满了各种不确定因素。那么，人才与雇主之间的期望存在怎样的鸿沟呢？调研数据显示，职场人跳槽期望的薪资涨幅集中在 20%-
17、30%。但是来自雇主端的调研数据显示，企业岗位迭代更新，较该职位前雇员薪资涨幅集中在 10-20%。由此可以预测，2022 年实际跳槽薪资涨幅将会低于人才自我预期。Everyone will experience job-hopping more or less in their career to pursue higher career development,or to end a dissatisfying situation.Each department of the enterprise also brings together employees from different
18、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 between employees and employers expectation?Survey data shows that the salary increase talents
19、 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 can be predicted that the actual salary increases of a job hopping in 2022 will be lower than what ta
20、lents 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%您期望的跳槽薪资涨幅是多少？(To Talent)(To Employer)较上一个雇员，岗位迭代更新招聘新人的薪资涨幅是多少？What is your expected salary increase range for job hopping?What is the compensation increase range when there is a replac
21、ement?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企业如何吸引人才？How do employers attract talents?调研数据显示，人才跳槽时选择新雇主的决定性因素，排名前三位的分别是：薪资福利、职业晋升空间、工作与生活平衡。想要留住人才、吸引人才，企业需要在这三个方面提升市场竞争力，在人才的核心诉求上丰富薪酬福利模式、完善职业发展架构，提供灵活便利、人性化的工作模式，来满
22、足人才在工作和生活层面的双重需求。从雇主端的调研结果看，大部分企业为员工提供的福利方式包括奖金、补充医疗健康保险及体检、交通补助等，满足了员工金钱和健康的需求。针对更深入的职业技能培训、职业发展学习、上下级管理优化等层面入手也是极具潜力的提升雇主竞争力的有力手段。According to the survey data,the top three decisive factors for talents to choose a new employer are compensation and benefits,career development space and work-life ba
23、lance.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 demands of talents,enrich the combination of compensation and benefits,improve the career development structure,and provid
24、e 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 with multiple benefits,including bonus,supplementary medical and health insurance,physical examination and transportation subsidies
25、,which meet employees needs for fortune and health.Aiming at more in-depth vocational skills training,career development and learning,or superior and subordinate management optimization are also powerful means with great potential to improve the competitiveness of employers.薪资福利Compensations and Ben
26、efits职业晋升空间Career Promotion Sapce工作与生活平衡Work-life Balance领导管理方式Management Style稳定的工作环境Stable Environment企业文化Culture公司地理位置Work Location培训与提升Training and Improvement工作灵活度Flexibility9.18%15.52%17.22%20.88%24.61%27.94%36.96%58%79.77%奖金Bonus补充医疗健康保险SupplementaryHealth Insurance交通补贴Transportation Subsidy住
27、房补贴Housing Subsidy其它Others教育补贴Education Subsidy10.68%24.93%29.38%47.18%65.88%94.96%92022 SALARY TRENDS Mainland China职场人眼中的自己Talents self-evaluation我们如何看待自己在人才市场上的价值？如何提升职场幸福感？我们对 2022 又有怎样的期待？调研数据显示：超过半数的职场人对自己薪资的评价处于市场平均值，约 13%的职场人对自己薪资评价高于市场平均值。总体看来，大多数职场人认可自己的薪资水平。2022 年职场人最大的愿望排名第一的是：升职加薪。这是职场人
28、永恒的追求，也是自我价值实现最直接有效的方式。即便需要频繁地加班和出差，也没有打消职场人的积极性。为了实现职业理想，必要的努力和付出总是合理的。自我奋斗得来的幸福才是真正的幸福。位居2022 年职场愿望清单第二位的是：换一份更理想的工作。由此可以看出，人才市场在 2022 年 3 月至 5 月的波动期，将一如既往的活跃，人才与雇主将面临重新洗牌，每个人都可能面临一些主动或者被动的变化。How do we measure our value in the job market?How to improve happiness in career life?What are our expecta
29、tions 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 think their salary is higher than the average benchmark.Generally speaking,most employees have positive thoughts of their salary.In 2022,the firs
30、t 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 effective way to realize self-value.Working overtime and frequent business travel does not restrain the enthusiasm of career people.For the realizatio
31、n of career dream,the necessary efforts are reasonable.The happiness obtained through hard-working is the real happiness.The second place is to find 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
32、May 2022.Talents and employers will face fresh reshuffle,and everyone may face some active or passive changes.处于市场平均值At Average Benchmark升职加薪Promotion&Salary Increase换一份更理想的工作Find A Better New Job做出更好的业绩Improve Work Performance管理好团队Lead Team Better创立自己的公司Create My Own Company少加班Less Work Overdue少出差L
33、ess Business Trip低于市场平均值Below Average Benchmark高于市场平均值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%7.72%23.07%26.73%33.87%31.68%55.32%102022 SALARY TRENDS人工智能领域从业者的综合职业满意度最高Employees in artificial intelligence industry have the highest comprehensive career sa
34、tisfaction在本次调研中，人工智能领域里认为自己薪酬高出市场平均水平的被试者占比最高，达到了 40%；同时该行业被试者对工作与生活的平衡状况也表现出相当高的满意度，认为自己工作与生活平衡状况“非常好”的被试者达到了 30%。人工智能作为前沿的科技领域，其专业门槛决定了适格人才的稀缺性，也决定了从业者较高的薪资报酬。在各行业寻求数字化转型的浪潮下，人工智能领域的重要性不言而喻，从业者们对自已工作创造的价值感受强烈，这也在一定程度上影响着他们对自己工作与生活的评价。The survey data shows that artificial intelligence industry has
35、 the highest proportion(40%)of respondents believing that their salary is higher than the market average;respondents in this industry also 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
36、the professional threshold which leads to the scarcity of qualified talents and the higher pay.Under the wave of digital transformation 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,w
37、hich also affects their evaluation of work-life balance to some extent.Artifical Intelligence人工智能0%20%40%60%80%100%低于市场平均值Below Average Benchmark处于市场平均值At Average Benchmark高于市场平均值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%41.4
38、6%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交通运输Hotel TravelLeisure Sport酒店旅游/休闲运动Computer SoftwareTelecoms/IT计算机软件/电信/信息技术Real Estate/Automobile房产/汽车Industrial Manufacturing工业制造FMCG/RetaileCommerce快消品/零售/电商PharmaceuticalsLif
39、e Sciences/Healthcare制药/生命科学/医疗健康Accounting/LegalConsulting/Traning会计/法务/咨询/培训Banking/FinanceInsurance银行/金融/保险Advertising/MediaPublishing广告/媒体/出版Mining/EnergyOil&Gas/Chemical矿业/能源石油&天然气/化工GovernmentPubilc Organization政府/公共组织您如何评价自己的薪资水平？What do you think of your salary level?112022 SALARY TRENDS Mai
40、nland China交通运输行业在“工作与生活平衡状态”的调研中拥有最高的积极评价（“好”与“非常好”）占比，而在“薪资水平评价”的调研中，积极评价占比位居第二，可见该行业在工作收入与付出的平衡方面也具有一定优势。政府/公共组织是“工作与生活平衡状态”的调研中唯一没有出现负面评价的行业，但该行业的被试者对自己薪资的评价处于最末位，由此可见工作的收入与付出之间存在一定的相关性。The transportation industry has the highest percentage of positive reviews(good and very good)in the work-life
41、 balance survey,and ranks 2nd in the salary level survey,which 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
42、,which indicates that there is certain correlation between devotion and pay-off in workplaces.0%20%40%60%80%100%您如何评价自己当前工作与生活的平衡状况？What do you think of your current work-life balance?Computer SoftwareTelecoms/IT计算机软件/电信/信息技术Banking/FinanceInsurance银行/金融/保险FMCG/RetaileCommerce快消品/零售/电商Hotel TravelLe
43、isure Sport酒店旅游/休闲运动Accounting/LegalConsulting/Traning会计/法务/咨询/培训Mining/EnergyOil&Gas/Chemical矿业/能源石油&天然气/化工GovernmentPubilc Organization政府/公共组织PharmaceuticalsLife Sciences/Healthcare制药/生命科学/医疗健康Real Estate/Automobile房产/汽车Advertising/MediaPublishing广告/媒体/出版Artificial Intelligence 人工智能Transportation交
44、通运输Industrial Manufacturing工业制造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
45、.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过半的企业核心岗位招聘周期近 3 至 5 个月Half of the employers said it will take 3 to 5 months to fill core positions来自雇主端的调查结果显示：超过半数的企业表示，核心岗位招聘周期为 3 至 5 个月。这体现出市场对更高效的高端人才寻猎的需求。能够在更短的时间内招聘到合适人选的招聘服务商将赢得企业的青睐。因此，探索
46、缩短人才寻猎周期的方法，应该成为招聘机构提升自己价值和市场竞争力的工作重点。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 sh
47、orter 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 个月或以上More than 6 moths1-2 个月1 to 2 months3-5 个月3 to 5 months0%10%20%30%40%5
48、0%60%15.43%29.38%55.19%132022 SALARY TRENDS Mainland China扩大人才触达渠道将有效提升招聘效率Expanding recruit channels can effectively improve recruitment efficiency来自人才端的调研结果显示：位居前三位的求职平台是猎聘、领英和前程无忧。对雇主企业来说，要缩短招聘周期，增加人才数据库的基数，布局核心求职平台是必然趋势，尤其是猎聘，吸纳了73.84%的人才数据信息。在核心求职平台发布职位信息，也能最大幅度触达更多的人才，提高人才招聘的效率。The survey data
49、 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,increase talent database
50、pool,and maximize the access to talents and improve recruitment efficiency.脉脉 Maimai直聘 BossZhipin其它 Others前程无忧 I Want Job领英 LinkedIn猎聘 Liepin0%10%20%30%40%50%60%70%80%7.8%16.65%20.96%29.49%53.7%73.84%14ConsumerCGP InsightIn 2021,the consumer industry continued the megatrend of previous years and rem