薪酬报告2023 北京

薪酬报告 中国（北京）China(Beijing) SalaryGuide2023 关于 销售等多个领域。 《度P调a查ge报In告si，g旨ht在s薪为酬招报聘告经》理为与我求司职年者供在参了考解，涉各及行财业务职、能技的术薪、资人范力围资时源提、 报统计告方法 年的涨薪预估。 报据告库中以所及涉针及对的北数京据及来华自北我地们区专20有2数3 今高值年与，所中有位薪值酬呈数现据。中将位以值最代低表值着、最一组意味按着升半序数排人列员数的据薪的酬中会位低数值于中。这位值数，值而。另一半人员的工资则会高于该 About ThePageInsightsSalaryGuideisanannualresourcethatprovideshiringmanagersandcandidateswithsalaryreferencesacrossvariousindustriesbyjobfunctions,includingFinance,Technology,HumanResources, Engineering,Salesandmore.Thisreportservesasavaluabletoolforinformeddecisionsinthehiringprocess. Reportmethodology ThefigurespresentedintheMichaelPageSalaryGuidearederivedfromourproprietarydataandnetworkinBeijingandNorthernChina. Thisyear,thesalaryfiguresarerepresentedbytheminimum,maximumandmedian–wherethemedianrepresentsthemiddle-mostvalueinasetofdata,arrangedinascendingorder.Thismeanshalfthepeoplewhoworkinaspecificfieldearnlessthanthemediansalaryfromtheminimum,whiletheotherhalfearnsmoretowardsthemaximum. PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|2 目录Contents 中国大陆的人才市场前景/MainlandChina’sWorkforceOutlook4 求职者建议/ForJobSeekers6 雇主建议/ForEmployers8 行业趋势/IndustryInsights 银行与金融服务/Banking&FinancialServices10 消费品与零售/Consumer&Retail18 医疗保健与生命科学/Healthcare&LifeSciences28 工程与制造/Industrial&Manufacturing36 房地产与建筑/Property&Construction46 半导体/Semiconductors50 技术/Technology54 职能趋势/DisciplineInsights 数字化/Digital61 财务与会计/Finance&Accounting65 人力资源/HumanResources72 法务/Legal77 市场营销/Marketing82 采购与供应链/Procurement&SupplyChain88 销售/Sales93 PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|3 中人才国大市陆场前的景 许我多们人的《在人疫才情趋期势间报找告到2了0新22工》，作中。国根大据 作陆了有不48到%两的年受。访者在当前的岗位上工 业挑战。 有场与59资%历的水来平自的不受同访年者龄计组划别寻、求行新业的、市职 略，以留住人才。 薪最资大仍动是力。影响候选人决定在何处工作的在业整应该体重年新通评胀估率薪为资4%并的制大定环非境货下币，策企 薪资/奖金/奖励 企业文化与价值观 领导 晋升 办公地点 影五响大候关键选因人素选择工作的 更换职业/职位/行业 寻求职业发展/晋升 对薪资不满意 对公司战略/方向不满意 不适应企业文化 计五大划辞原因职的 PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|4 MainlandChina’sWorkforceOutlook Alotofpeoplefoundnewjobsduringthepandemic.AccordingtoourTalentTrends2022surveyreport,48%ofrespondentsinMainlandChinahaveworfiedfornotmorethantwoyearsintheircurrentroles. 59%ofrespondentsacrosseveryagegroup,industry,marketandsenioritylevelplantoloofifornewcareerprospects. Salaryisstillthetopmotivatorthatinfluencescandidates’decisionsonwheretowork. Companiesshouldconsiderreviewingsalariesanddevelopingnon-monetarystrategiestoimprovetalentretentionwiththeoverallyear-on-yearinflationrateat4%. Top5factorsthatinfluencecandidates’decisionsonwheretowork Top5reasonsforplannedresignations Salary/bonus/rewards CompanyCulture&values Leadership Promotion Officelocation Changecareer/role/industry Lookingforcareerprogression/promotion Unhappywithsalary Unhappywithstrategy/directionofcompany CompanyCultureisnotafit PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|5 求了解职你者的：价值，准备好行动 充薪资满谈信心判地进行 做一好些充研分准究备，了。解自己的价值，在薪资谈判前 在优不雅自地断辞后职路的情况下 整要另天谋感他到职疲。惫或没有发展机会，表明你可能需 利未用来这的些工作关键技能适应 在进中行国技大能陆升，级有和7再7%培训的，雇也主不宁愿愿雇对用现新有员员工工。利供保用这障些。备受青睐的技能为你的职业生涯提 2022年如何有技巧地与雇主谈薪？ 阅读更多 如何判断离职时机是否恰当？ 阅读更多 适应未来职场的七大重要技能 阅读更多 PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|6 JobSeekers: Knowyourworthandbereadytomove Negotiateyoursalarywithconfidence Resigngracefullywithoutburninganybridges Adapttothefutureofworkwiththesecrucialskills Doyourresearch,understandyourworthandbewell-preparedbeforewalkingintoasalarynegotiation. Feelingperpetuallyburntoutorhavingnogrowthopportunitiesmaybesignsthatyouneedanexitstrategyfromyourcurrentworkplace. 77%ofemployersinMainlandChinawouldratherupskillandreskillexistingemployeesthanhiresomeonenew. Future-proofyourcareerwiththesesought-afterskills. Howtonegotiatesalaryandgetthepayriseyoudeserve Readmore Howtoknowwhenit’stimetoresign-andhowtoleavewell Readmore Sevencrucialskillstoadapttothenewfutureofwork Readmore PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|7 雇了解主员：工重视的东西 提升员工体验 除期了的薪各酬个福阶利段，更良新好与的这员一工话体题验相能关够的聚政拢策顶，以尖提人升才，人也才能吸吸引引力现和有保员留工率保。持专注，提升效率。应该在员工生命周 在面试阶段在入职培训期间在绩效回顾阶段 当择候那些选提人得供到愉多快个的工面作试机经会历时的，公他司们。更有可能选 有位，效并的感入觉职与流公程司有的助联于系让更员紧工密轻。松对融于入那新些的有职混合重办要公。和远程工作安排的人来说，这一点尤为 对们员所工做出的色贡地献完得成到工了作认可表，示这赞会赏让会工让作员场工所明变白得他更工作具的吸可引能力。性当就员更工低感。到快乐时，他们去找寻新 为什么您需要重视求职者体验？ 阅读更多 为什么高效的入职流程如此重要？ 阅读更多 想激发业务活力？你需要知道如何认可员工 阅读更多 PageInsights中国（北京）薪酬报告|China(Beijing)SalaryGuide2023|8 Employers: FindoutwhatEmployeesvalue InvestinyourEmployeeExperience Remunerationaside,agreatEmployeeExperienceattractstoptalentandalsoenticesexistinghirestostayengagedandproductive.Policiessurroundingthisshouldbeupdatedforeverystageofanemployee’slifecycletoimproveattractionandretentionrates. AttheinterviewstageDuringonboardingAtperformancereviews Whencandidatesreceivemultiplejoboffers,theyaremorelikelytochoosethecompanythatprovidesamorepleasantinterviewexperience. Aneffectiveonboardingprocesshelpsnewemployeesfeelconnectedandsupported,especiallyinhybridandremoteworksettings. Recognitionfostersemployeesatisfactionandretention,makingtheworkplacemoreengaging.Italsohelpsretainemployees. Whycandidateexperiencemattersandhowt