Salary Growth In 2011 Will Exceed Last Year'S Growth Rate.

In October 2010, the strategic data center joint HR369 human resources network and three person partners formally launched the 2011 China white paper research, which lasted for more than two months, showing the pay trend in 2011 from different angles.

Zhen Wen

This year

Data show that in 2010, China's GDP was 397983 billion yuan, calculated at comparable prices, an increase of 10.3% over the previous year, and its growth rate was 1.2 percentage points faster than that of last year.

Industry and agriculture grew steadily, and investment and consumption also maintained steady and rapid growth.

In 2010, a favorable macroeconomic environment laid a solid foundation for the salary growth in 2011. According to the strategic salary forecast model, GDP growth has a stimulating effect on the salary growth of the next year. It can be predicted that the salary growth rate in 2011 will exceed the 12.34% salary increase in 2010.

In 2011, the white paper on China's remuneration disclosed that in 2010, 26% of the enterprises adopted a pay adjustment plan with full pay rise, and 32% of the enterprises adopted a salary adjustment plan for raising salaries for most people.

The survey shows that 23% of enterprises will adopt a pay adjustment plan for full pay in 2011, and 38% of the enterprises will adopt a salary adjustment plan for most of them. In view of the overall situation, most enterprises in the country have adopted a positive salary increase strategy in 2010, and this trend will be extended in 2011.

Analysis shows that in 2010, the development of the enterprises in the whole country was good. The profits of Industrial Enterprises above Designated Size in 24 provinces of the whole country achieved a profit of 37265 billion yuan, an increase of 49% over the same period last year, and the substantial increase in corporate profits was the material basis for the enterprises to increase their salaries for employees.

In addition, in 2010, 30 cities across the country issued new minimum wage standards, with an average increase of 22.8%, prompting enterprises to raise wages in accordance with the law.

2010

In 2010, the per capita salary growth rate of enterprises in the whole country reached 12.34%, and the budgetary growth rate in 2011 reached 12.66%, higher than the growth rate of 11.65% in 2008 and the growth rate of 7.8% in 2009.

In 2010, the salary increase was as high as 12.34%, mainly due to the following reasons: the national economy has gradually recovered from the economic crisis, and the national enterprises have been developing well, leading to the increase of salary; the high inflation rate, the fierce increase in the prices of living and food commodities, and the imperative to raise salaries for employees; the number of new minimum wage standards has been promulgated in many cities across the country, many enterprises have "passive" raise salaries, and the labor market supply relationship has been strained, and there has been a "labor shortage" in most parts of the country.

Private sector pay rose the highest last year.

According to the survey, the actual growth rate of per capita salary of private enterprises in the various enterprises in 2010 was at the top of the list, followed by foreign-funded enterprises, and the lowest was state owned enterprises, which changed the history of state-owned enterprises' pay rise in the past two years.

A large part of private enterprises are in the low end of manufacturing or service industry, with low technology content, thin profit and large demand for general workers.

Affected by the national minimum wage standards and labor shortage in 2010, passive salary increase is one of the reasons for the highest pay growth in private enterprises. Private enterprises make rapid decisions and follow the trend.

First tier cities

In 2010, in the first tier cities, the remuneration growth rate of enterprises in Guangzhou reached 12.23%, higher than that in Shenzhen, Shanghai and Beijing.

In 2010, Guangzhou took the lead in raising the minimum wage standard from 860 yuan / month to 1030 yuan / month, an increase of 19.8%, which promoted the growth rate of Guangzhou area.

The growth rate of per capita salary of non tier cities in the whole country is higher than that of the first tier cities, reaching 12.90%. This trend has been maintained for many years. The pay level of the two or three tier cities and the pay level of the first tier cities have been gradually narrowed. The competitive advantage of the first tier cities has been decreasing gradually. This has laid the foundation for many people in the first tier cities to escape from the "north to Guangzhou and Shenzhen".

It is predicted that the flow of talent in the future will be more reasonable, and the competitiveness of the two or three line cities will be gradually strengthened, and the first cities are no longer the first choice for employment.

The survey shows that automobile, energy and chemical industry and real estate are the top three in the actual adjustment range of each industry in 2010, the adjustment range is about 13%, and the growth rate of consumer goods, manufacturing industry, comprehensive service and medical and medical industry has also reached more than 11%.

The survey shows that in 2010, these industries have developed well and have a large demand for related talents.

The growth rate of salary in finance and IT industry slowed down, and the actual growth rate of per capita salary in 2010 was less than 10%, lagging behind the increase in most industries.

Fierce competition for talents in automobile enterprises

In 2010, the per capita salary growth rate of the automotive industry reached 14.31%. In recent years, the rapid development of the automotive industry, the demand for senior personnel in key industries of R & D, marketing and other industries increased year by year. Meanwhile, the supply of such talents in the domestic talent market was limited, and the high demand and low supply situation in the human capital market pushed up the overall growth rate of the auto industry's salary.

Salary survey shows that the per capita salary growth rate of the budget in 2011 is 12.88%.

With the purchase tax concessions, car going to the countryside and the policy of replacing the old ones with the old ones, the saturation of automobile capacity in the first tier cities and the increase of the cost of raw materials, the growth rate of motor vehicle production and sales in 2011 is expected to slow down.

At the same time, in 2009 and 2010, automobile companies adopted strategic recruitment strategies to expand the company's talent pool, to a certain extent, alleviate the pressure of talent demand due to the rapid development of enterprises, and the salary growth budget is lower than the salary growth level in 2010.

In 2010, vehicle production and sales volume was over 18 million, an increase of over 30% over the same period last year.

The macroeconomic trend is good, and the consumption craze expected by inflation is due to the "last train" purchase behavior caused by the withdrawal of the relevant preferential policies and the restriction policy, and the efficient operation and production capacity of the automobile enterprises. The superposition of these factors has contributed to the blowout growth of automobile production and sales in 2010.

Behind the rapid growth of the industry is the fierce competition of talents for enterprises. R & D, technology, marketing and compound talents are becoming more and more popular in the talent market, which is also the focus of car companies' pay increase.

Demand for talents in electric power enterprises continues to rise

In 2010, the per capita salary growth rate of energy and chemical industry was 13.27%, ranking second in the whole industry rankings.

The energy and chemical industry is out of the doldrums due to the financial crisis, and the whole industry is developing strongly.

According to statistics, in the first half of 2010, the national energy consumption increased by 11.2% over the same period last year. Zhang Ping, director of the national development and Reform Commission, predicted that the total energy production in China in 2010 was 29.6 million tons of standard coal, an increase of about 7.6% over the same period last year.

The total profit of the coal enterprises above Designated Size reached 293 billion yuan, an increase of 61.1%. In 1-11 months, the profit of the electric power industry reached 141 billion 900 million yuan, an increase of 71.2% over the same period last year, and the total profit of the petroleum and chemical industry reached 680 billion yuan, an increase of about 50% over the same period last year.

The rapid growth of energy and chemical industry profits in 2010 has promoted the per capita pay growth of enterprises.

The per capita salary growth rate of the energy and chemical industry in 2011 was 12.16%, slightly lower than that in 2010.

In 2010, the national coal output was about 32 billion tons, an increase of 4.91% over the same period. It is estimated that coal demand will be 38 billion tons in 2011. According to the trend of domestic coal output and coal imports, the price of coal will remain at a high price in 2011, and high profits will continue.

This is the guarantee for the continuous growth of the coal industry's remuneration.

At the same time, the prosperity of the coal market and the progress of the merger and reorganization process in 2011 will enable enterprises to increase the demand for management and market sales personnel, and to raise salaries is a powerful way for enterprises to compete for talents.

In 2010, the nation's electricity generation reached 41413 billion kilowatt hours, an increase of 13.3% over the same period, of which wind power and nuclear power grew by more than 70%.

In 1-11 months, the electricity industry realized a profit of 141 billion yuan, an increase of 74.45% over the same period last year.

It is estimated that the profit of thermal power enterprises may decline in 2011 due to the impact of coal prices.

At the same time, the government has intensified efforts to promote the development of low-carbon economy and the adjustment of economic structure. The demand for talents in new energy and power enterprises will continue to heat up, especially in nuclear power and wind power enterprises, and the competition for professional and technical talents will be fierce.

In 2010, China's crude oil reached 2.03 billion tons, an increase of 6.9% over the same period last year, with a natural output of 95 billion 100 million cubic meters, an increase of 13.1% over the same period last year. The total profit of the oil and natural gas extraction industry was 278 billion 900 million yuan, an increase of 110 billion 600 million yuan over the same period last year.

Affected by the policy of energy saving and emission reduction, the promotion of low-carbon economy and the cost pressure brought by the rise of international crude oil prices in the national "12th Five-Year plan", the focus of energy consumption will gradually shift from crude oil to natural gas, and the demand for talent in the natural gas industry will gradually increase.

China's chemical industry has low technology level, scattered industrial layout and limited scale. Meanwhile, local protectionism hinders the process of optimizing the structure of the industry, resulting in a serious surplus of capacity in the basic chemical industry.

In the process of optimizing the industrial structure, senior management personnel need to be promoted.

At the same time, with the recovery of international economy and the tilt of national policies, the demand for fine chemicals and seven new industries is increasing.

The demand for high-end product sales staff and researchers is urgent, and competition for such talents is fierce.

Real estate sales staff have the highest salary opportunities.

In 2010, the real estate industry's actual per capita salary growth rate was 12.6%, ranking third in the whole industry rankings.

In 2010, the central government successively issued a series of measures, such as "ten countries", "ten new countries" and "new five", to regulate the overheated real estate market, but the overall development of the industry remained strong.

In the fourth quarter of 2010, the survey data showed that the per capita salary growth rate of the real estate industry in 2011 was 14.1%.

The total salary of the real estate industry is small, and the low sensitivity to employees' pay is one of the reasons for the rapid growth of the real estate industry's remuneration.

After 20 years of development, the real estate industry has gradually entered the mature stage from the fast growing stage. The main market will be pferred from the first tier cities to the two or three tier cities. The commodity housing will expand to the construction of affordable housing, rental property, commercial property and so on. In the process of developing the mode pformation, the competition among high-level talents in key jobs such as architectural design, investment and acquisition, leasing and leasing will become more intense among enterprises, and the rise of remuneration is inevitable.

In the 1-11 month of 2010, the national investment in real estate development was 4 trillion and 269 billion 733 million yuan, an increase of 36.5% over the same period last year, of which 3 trillion and 2 billion 163 million yuan was completed for commercial housing investment, an increase of 34.2% over the previous year, 161 billion 640 million yuan for office buildings, 34.1% for year-on-year growth, 489 billion 802 million yuan for business premises and 34.3% for the same growth rate.

The rapid growth of investment expresses the confidence of investors in the real estate industry, and the development of the industry needs adequate personnel supply to protect it.

Under the influence of restricted purchase act and interest rate increase policy, the demand for talents in commercial real estate will be gradually increased. Compared with traditional commercial housing, the location, financing, management, R & D, sales and market operation of commercial real estate will require higher quality of talents, and the implementation of competitive pay strategy is one of the necessary conditions to ensure the success of pformation and upgrading of enterprises.

From the average ranking of departments, the leading position of the real estate industry sales department is significantly, reaching 1.9, which indicates that the sales department plays a vital role in the development of real estate enterprises.

The salary level of R & D and marketing departments ranked second and third, indicating that the development of the real estate industry is inseparable from the design of the previous stage and the operation of the latter market.

The consumer goods industry is hot at hand.

In 2010, domestic consumption demand steadily increased, and the consumer goods industry developed steadily. In 2011, the expansion of consumption policy and the pformation of development mode will guide the rapid growth of consumer demand.

In 2010, consumption led economic growth by 3.9 percentage points, and the contribution rate reached 37.3%.

Retail sales of social consumer goods amounted to 154554 billion yuan, an increase of 18.4% over the same period, and the retail sales per capita had exceeded 10 thousand yuan.

The growth of domestic consumption demand has provided a broad market for the development of consumer goods enterprises. High profits are the guarantee for enterprises to implement the strategy of raising salaries, and the positive salary strategy is the guarantee for enterprises to win talents, and talents are the important backing for enterprises to expand the market.

It is estimated that the total retail sales of domestic consumer goods will increase by 18.6% in 2011, and the growth of consumer demand will lead to the improvement of the remuneration of the consumer goods industry.

In 2010, the per capita salary growth rate of the consumer goods industry was 12.53%.

In 2010, the consumer goods market was developing steadily. The expansion of consumption policy stimulated the growth of demand for consumer goods; the coordinated development of consumer goods regional markets, the growth of consumption in the two or three tier cities was generally higher than that in the first tier cities; the demand for diversified products promoted the upgrading of the consumer goods industry; the demand for high-end consumer goods continued to rise; the new consumption pattern represented by China's online shopping market pactions was developing rapidly; these factors led to fierce competition for talents in the consumer goods industry, and experienced marketing and R & D design talents were hotter.

It is expected that the consumer goods market will continue to grow in 2010 in 2011, and the talents in the consumer goods industry will march towards the two or three tier cities. The enterprises will pay more attention to product quality assurance and upgrading, brand management, sales channel construction, market marketing and product sales.

The salary design and compensation strategy of high-end jobs in such positions will be the focus of salary management.

The sales, marketing and R & D departments of the consumer goods industry are listed in the top three departments. The sales and marketing departments are obviously ahead of the R & D design department, indicating that the competitiveness of the consumer goods market with fierce competition and low entry threshold is directly related to the development of enterprises and their position in the market.

The phenomenon of "double high" in medicine industry will continue

In 2010, the per capita salary growth rate of the medical and medical industry was 11.19%, which was affected by the increase of government investment, the implementation of the new health care reform plan and the growth of consumption demand in the pharmaceutical and medical market. In 2010, the industry developed steadily and maintained steady development.

The 850 billion input plan put forward by the government will have a far-reaching impact on public health, medical insurance system and the construction of primary medical institutions. The perfection of social medical insurance system will greatly enhance the demand for medicine and medical market.

There is a huge demand for specialized talents such as marketing, R & D, compound talents and medical professionals.

In 2011, the per capita salary growth rate of the medical and medical industry budget was 10.93%, basically the same as that of 2010.

The Chinese medicine industry, biological medicine industry and medical device industry will be the highlight of the development of the industry. The market supply of the relevant talents will be difficult to meet the corresponding market demand, and the competition among enterprises will be fierce.

The phenomenon of high turnover rate and high pay for employees will continue.

Sales and R & D are the most important.

In 2011, the white paper on China's remuneration pointed out that, on the whole, from the average ranking of departments, sales, marketing and R & D departments are still the leading sectors in the remuneration of enterprises. The ranking of sales, marketing and R & D departments is ranked the top three in the overall rankings.

R & D is the core of the competition between products and services. The market can enhance brand awareness and reputation, and sales is the key to achieve market value of products or services.

In the manufacturing industry, sales, design, R & D and market ranking are in the front rank. The distribution of the distribution of the rankings also shows that the distribution of these three departments is relatively concentrated, indicating that the leading R & D design capability is the foundation for enterprises to enhance their competitiveness in the manufacturing industry, and sales and marketing are the key to the realization of enterprise development.

50% enterprises will expand recruitment this year.

According to the survey results, more than 50% of the enterprises will expand the recruitment scale in 2011.

Enterprises are more inclined to expand social recruitment. 71% of enterprises plan to increase the number of social recruits, 24% of them plan to increase social recruitment on a large scale, 54% of them plan to increase the number of campus recruitment, and 13% of them plan to increase the number of campus recruitment on a large scale.

In view of all industries, there will be more enterprises to expand the scale of social recruitment in 2011. Among them, the largest number of enterprises in the financial and auto enterprises plan to scale up social recruitment.

According to the statistical analysis of the China Automobile Industry Association, in 2010, China's automobile production and sales volume exceeded 18 million vehicles, representing a year-on-year growth of over 30%, a record high, ranking first in the world's production and marketing.

The financial sector is facing the gap between supply and demand of professional and compound talents.

In order to ensure the rapid and steady development of enterprises, enterprises are more likely to recruit experienced workers on a large scale.

The IT industry is a knowledge intensive enterprise, with a large demand for high-end talents and a higher personal cost per unit.

At the same time, the product of this industry does not have scale benefit, and the per capita cost has a relatively higher proportion.

The demand for high-end talents is strengthening.

From the perspective of education, doctoral graduates are expected to have the highest growth rate and the starting salary growth rate is about 16.68%, which reflects the demand for high-end talents in the enterprises. The increase of the graduates' salaries is 13.72%, and the shortage of the ordinary labor force and the lack of rational technical personnel are one of the reasons for the increase in the salaries of college graduates.

In 2011, the number of Chinese college graduates will reach 6 million 600 thousand, an increase of 300 thousand over 2010, and the supply of graduates is still on the rise. From the analysis of the current salary level, the salaries of graduates are still in a low position, and the starting salary of graduates will be further improved in the next few years.

In the first tier cities in 2011, Shanghai graduates expect the highest starting salary, and Guangzhou graduates expect the lowest starting salary.

From the side, we can see that the competition for talents in Shanghai is fierce and the price level is high.

In 2011, Shenzhen graduates expected the highest starting salary, indicating that Shenzhen prefers applied talents.

The official data of the Ministry of education showed that in 2010, the proportion of college graduates to second tier and three tier cities increased significantly. According to the salary data of this survey, the salary of non tier cities is close to the salary level of the first tier cities.

In the future development, the gap between the starting salaries of non tier cities and first tier cities will also ease.

In 2011, the master degree of Shenzhen graduates expected the highest starting salary, and the graduates of Beijing were expected to have the lowest starting salary. Shenzhen colleges and universities were few, and the supply of graduating students was relatively small. In order to enhance the attractiveness of enterprises to excellent graduates, high salary is one of the more effective methods, so Shenzhen's graduates have relatively higher starting salaries.

From the comparison between first tier cities and non tier cities, doctoral students expect the starting salary gap to be smaller than the expected starting salary gap of other academic degrees, which can reflect the importance of the highly educated people from the side.

The three industries with the highest starting salary level are finance, real estate and IT. The three industries with the highest starting salary are real estate, IT and integrated services.

The salary level of graduates is also a reflection of the level of remuneration in the industry. The financial sector is at the top of both the starting salary and the average salary of the industry.

The three industries with the highest starting salary level are IT, real estate and finance. In general, graduates from IT, finance, real estate and automobile industry expect the starting salary level to be higher than other industries.

The real estate and automobile industry has a relatively balanced demand for talents at all levels, and has developed rapidly in recent years. In order to meet the requirements of enterprise development, enterprises need to reserve a large number of excellent talents, so graduates expect higher starting salaries.

The average turnover rate of foreign-funded enterprises is the highest.

The survey results show that the average turnover rate of foreign-funded enterprises is the highest, reaching 22.81%, followed by private enterprises, while the average turnover rate of public institutions and state-owned enterprises is only about 11%.

State owned enterprises and institutions are far superior to foreign enterprises and private enterprises in terms of retaining talents, and there is no corresponding difference in the average salary of employees. On the contrary, the salary of state-owned enterprises is still somewhat lower. This shows that employees' demands for enterprises are not just salaries, but the spirit of non remuneration and good corporate culture will become a magic weapon for enterprises to retain talents; and the slow increase of wages in foreign-funded enterprises is one of the reasons for employee turnover.

The survey results also show that private enterprise training accounts for a relatively high average salary, which can reflect from the side that private enterprises have higher requirements for staff quality and pay attention to the improvement of staff quality.

At the same time, private enterprises face active labor market and high turnover rate. Training, as a new means of employee welfare and retaining talents, is well applied in enterprises.

At the same time, it is also reflected that in the competitive employment environment, more and more people attach importance to self motivation and personal career development.

The welfare ratio of foreign-funded enterprises is the highest, and the welfare plan of foreign-funded enterprises is generally perfect. In the face of the open talent market and fierce competition for talents, foreign enterprises, in addition to competitive remuneration, provide employees with many aspects and comprehensive benefits in order to attract, motivate and retain talents.

The average turnover rate of manufacturing industry is the highest.

According to the survey results, the average turnover rate of all industries in 2010 was 20%, of which the average turnover rate of manufacturing industry was 24.15%, and the average turnover rate of energy chemical industry was only 11%.

The manufacturing industry is mostly labor-intensive enterprises, and blue collar workers are more. With the advent of Lewis turning point, the supply of low end labor is insufficient. At the same time, the minimum wage increase in all parts of the country in 2010 and the improvement of the quality of employment groups brought about by the informatization of enterprises have resulted in the rapid growth of blue collar workers' remuneration, which is one of the important reasons for the high turnover rate of manufacturing industry.

Enterprises have been increasing their salaries in order to form competitive advantages in the talent competition market, and provide employees with good working environment, broad development space, perfect welfare and training.

The survey results show that there is no significant difference in the average departure rate between the first tier cities and the non tier cities, except for the other first tier cities except Shenzhen, which are close to or even lower than the average turnover rate of non tier cities.

This is mainly due to the higher pay growth rate in the non tier cities in 2010, and the high mobility of the labor market, which accelerates job hopping.

In addition, since the starting salaries of non first-line cities in 2010 are generally lower than those of first tier cities, the low salary satisfaction of employees is another reason for the high turnover rate.

The general turnover rate is one of the driving factors of the company's pay rise.

From the perspective of the salary growth of non tier cities in 2010, the non tier cities' labor market has become active, bringing about a new round of pay adjustment, which will further balance the flow of talents in all regions and promote a virtuous cycle in the labour market.

Small businesses are facing recruitment pressure.

In 2010, according to the size of enterprises, the per capita actual salary growth rate of enterprises with more than 10000 people is generally ahead of other scale enterprises, reaching 13.75%, and large enterprises have a high salary increase. One is that large enterprises are bullish on China's remuneration, the other two are large enterprises with low end labor force and large demand for employees.

In 2011, the budgetary per capita growth rate of enterprises in all sizes was ranked first, with the number of enterprises below 500 ranking the first, and the budgetary growth rate of 13.40%, indicating that small businesses began to face the pressure of recruitment.

The survey results show that with the increasing scale of enterprises, the turnover rate of enterprises in different scales is getting lower and lower.

The average turnover rate of the enterprises below 500 is the highest, which is mainly due to the small scale of the enterprises, the unstable employment environment and the poor psychological stability of the employees.

The turnover rate of 3000 or more enterprises is quite different from that of enterprises below 3000, indicating that the larger the scale of enterprises is, the stronger their psychological stability is.

That is to say, employees now pay more and more attention to their sense of belonging in the enterprise.

The survey results show that the proportion of training for small enterprises is the highest, which indicates that they pay more attention to the improvement of employees' capabilities for the development of enterprises.

In addition, small scale enterprises are less competitive in the scale of enterprises. On the one hand, they use training to improve their employees' ability and quality, and on the one hand, they attract talents.

The survey results show that the personnel cost rate of large enterprises is the lowest, and the development of general large enterprises is mature, technology has reached a certain level, staffing is also relatively reasonable, and the corresponding real estate generates higher economic benefits.

The benefits generated by individual units are relatively higher than that of individual units, and the role of economies of scale in most industries can also be explained from the side.

The 500-3000 person enterprises belong to the middle reaches of the enterprise scale, and most of them are in the development stage from the enterprise life cycle.

In order to further develop this kind of enterprises, such enterprises will intensify their efforts in recruiting talents, and at the same time, the turnover rate is in the upper and middle levels in the enterprises of all scales, and their remuneration level and recruitment cost are relatively high.