全球化研究报告-PDF版

PayScale：2020年薪酬规划指南-最热门主题、职位和技能（英文版）（15页）.pdf

他们学会了瞄准那些对他们的生意有用的东西，抛弃那些没用的东西。他们学会了在哪里投资以及为什么投资。他们把机会。对一些人来说，2020年是一次重生。那么到了2021年，这意味着什么呢?人才战略将是未来的.

2020-07-02 15页 5星级

领英（LinkedIn）：2019年职场学习报告（英文版）（44页）.pdf

因此，人才开发人员现在能够转移注意力，对业务产生更大的影响。高管们越来越多地寻求人才开发人员来支持企业的战略劳动力规划，包括吸引和留住人才，并确保他们的员工拥有适合今天和明天的技能。2019年，我们的.

2019-12-02 44页 5星级

Essence：2019-2020年男女薪酬差距数据（英文版）（19页）.pdf

性别工资差距报告是英国政府的一项举措，它衡量一个组织内所有男性和女性每小时工资的差异(中位数和平均值)。它关注的是收入，而不考虑所扮演的角色或任何个人的资历。需要注意的是，性别工资差距与同工同酬分析不.

2019-12-01 19页 5星级

海德思哲（Heidrick & Struggles）：2019年迈向职业巅峰之路报告（英文版）（17页）.pdf

此外，全球首席执行官的工作显然在不断扩大，传统上重视的技能和经验并没有减少，只是得到了增强。企业世界的每个角落都有需求:股东、员工、社区和各种利益集团。人们期望潜在的ceo能够像传统的ceo一样引领收.

2019-08-13 16页 5星级

IDC：通过单一洞察窗格实现油气行业员工体验的数字化转型报告（2018）（英文版）（11页）.pdf

An IDC InfoBrief,Sponsored by Salesforce|July 2018By Aly Pinder,Program Director,IDC Digitally Trans.

2019-03-13 11页 5星级

Robert Walters：2018大中华及东南亚地区薪酬调查报告（英文版）（199页）.pdf

SALARY SURVEY 2018GREATER CHINA & SOUTH EAST ASIAFOR OVER 32 YEARS, BUSINESSES ACROSS THE GLOBE HAVE RELIED ON US TO FIND THE VERY BEST SPECIALIST PROFESSIONALS AND WE ARE TRUSTED TO HELP BUILD THE CAREERS OF THE WORLDS LEADING EXECUTIVES, JOB MOVE AFTER JOB MOVE.MARKET LEADING GLOBAL BRANDOur story begins in 1985 when the Group opened its first office in central London. Since then we have developed into a global specialist professional recruitment group, operating in a diverse range of markets worldwide. For over 32 years, businesses across the globe have relied on us to find the very best specialist professionals, talented executives have trusted us to help build their careers, and companies have outsourced their recruitment processes to us. Its a success story were proud of and one thats built on the strength and passion of our people. As the business continues to expand, we operate with the same commitment to service and quality. Every candidate is treated as an individual with a focus on advising and consulting. It means we continually have the best candidates on the market to offer you. At the heart of the Groups culture and business is our team-based profit share model which means that unlike the majority of our competition we do not pay individual commission. This ensures the needs of our clients and candidates always come first.Although our reach is global we remain committed to hiring local talent so our people have a deep understanding of the local market and culture. Its what makes us unique and helps us remain a trusted recruitment partner of the worlds leading firms. Robert Walters, CEO, Robert Walters PlcWELCOME TO ROBERT WALTERSSPECIALIST PROFESSIONAL RECRUITMENTROBERT WALTERS, CHIEF EXECUTIVE OFFICEROF OUR BUSINESS IS FOCUSED ON PERMANENT RECRUITMENT, 31% ON CONTRACT69%GLOBAL REACH, LOCAL EXPERTISE28WE RECRUIT ACROSS 28 COUNTRIES GLOBALLYAUSTRALIABELGIUMBRAZILCANADACHINAFRANCEGERMANYHONG KONGINDIAINDONESIAIRELANDJAPANKOREALUXEMBOURGMALAYSIANEW ZEALANDPHILIPPINESPORTUGALSINGAPORESOUTH AFRICASPAINSWITZERLANDTAIWANTHAILANDNETHERLANDSUAEUKUSAVIETNAMCountries we operate inDOWNLOAD OUR SALARY SURVEY BOOKS To discover hiring and salary trends across the world, read our Global Trends on page 8 or download our books covering:Download our app from iTunes & Google Play Search for Robert Walters Salary CheckerDownload your copy today by visiting Australia & New Zealand Japan Brazil Korea Canada Middle East & Africa Europe USA salary data is available in our app Greater China & South East AsiaOUR SERVICEOur business is built on the quality of our people. The majority of our recruiters have direct industry experience so they truly understand the disciplines they are recruiting for and the challenges facing hiring managers.OUR CORE DISCIPLINES INCLUDE: Accounting & Finance Banking & Financial Services Engineering Human Resources Information Technology Legal Marketing Sales Supply Chain & ProcurementWHAT MAKES US DIFFERENTBespoke, consultative service1. Commitment to qualityWe focus on building long-term, high-quality relationships with clients and candidates. We consult and advise, helping our candidates make the right career move. This builds trust and loyalty and ensures we continually have the industrys top talent for our clients.2. SpecialistsWe hire from industry to ensure our consultants are specialists in the disciplines they recruit for. They also bring with them strong personal relationships and industry networks, enabling them to find hard to reach talent with niche skill sets.3. No individual commissionWe operate a team-based profit share system which, we believe, sets us apart from the vast majority of our competitors as it ensures the interests of both the client and candidate remain our number one priority. There is also no ownership of candidates, ensuring clients always see the best talent we have available. 4. Our people and cultureWe promote long-term, international careers, helping us to retain our top people, which provides continuity for our clients. Were proud to say our senior management team is home-grown with an average tenure of 13 years.5. InnovationWe were the first recruiter to launch a recruitment process outsourcing business and we continue to lead the way with industry first sponsorships and brand development such as our sponsorship of the British and Irish Lions.6. Long-term outlookOur strategy is one of organic growth through international expansion and discipline diversification. We invest in markets for the long-term and maintain our presence, even in tough times.7. Tailored solutionsWe provide a bespoke, consultative service to our clients, from the largest corporates, through to SMEs and start-ups. This can include tailored premium advertising packages, enabling clients to access difficult to reach talent.Ive been impressed with the service received by Robert Walters. They listened to our needs and managed to balance accommodating what we wanted with their obvious experience in the recruitment process.Matt Earle, Regional Director ASEAN, First 4 Farming, AustraliaRobert Walters has always been our preferred recruitment consultancy. Their regional presence and in-depth industry knowledge enables us to successfully hire high quality candidates across multiple locations.Hagen Ong, APJ Head of Talent Acquisition & Talent Management, Schaeffler (Singapore) Pte Ltd, SingaporeRobert Walters has placed a number of finance professionals with us, developing a good understanding of our business needs, culture and talent profile.Sue Mir, EMEA Business Analysis Director, Kimberly-Clark, UKCONTENTSINTRODUCTIONGlobal Trends .8Regional Trends .12REGIONAL OVERVIEWSAustralia & New Zealand .14Europe .16Greater China .18South East Asia .20UK .22USA .24Middle East .26Africa .27CHINACOUNTRY OVERVIEW .30BEIJINGAccounting & Finance .38Human Resources .38Information Technology .39Sales .40SHANGHAIAccounting & Finance .41Human Resources .41Information Technology .42Life Sciences .43Operations .45Sales & Marketing .46Supply Chain & Procurement .49SUZHOUAccounting & Finance .50Engineering .50Human Resources .51Industrial Sales & Marketing .51Information Technology .52Life Sciences .53Operations & Lean .53Quality & EHS .54Supply Chain & Procurement .55SOUTHERN CHINAAccounting & Finance .56Engineering .56Information Technology .57Supply Chain & Quality.57HONG KONGCOUNTRY OVERVIEW .58Financial ServicesFront Office .68Middle & Back Office .70Information Technology .71Contract .72Human Resources .73Accounting & Finance .74Information Technology .76LegalLegal .78Company Secretarial .78Compliance .79Sales & Marketing .80Secretarial & Business Support .84Supply Chain, Procurement & Logistics .85INDONESIACOUNTRY OVERVIEW .86Accounting & Finance .91Banking & Financial Services .92Human Resources .93Information Technology .94Legal .95Sales & Marketing .96Supply Chain & Procurement .97MALAYSIACOUNTRY OVERVIEW .98KUALA LUMPURAccounting & Finance .106Banking & Financial ServicesFront Office .107Middle & Back Office .108Engineering .109Human Resources .110Information Technology .111Legal & Compliance .112Sales & Marketing .113Supply Chain, Logistics & Procurement .114Technical Healthcare .115DOWNLOAD OUR SALARY SURVEYSDOWNLOAD OUR SALARY SURVEY BOOKS Drawing on our local knowledge and expertise across six continents weve produced a series of books covering: Australia & New Zealand Brazil Canada Europe Greater China & South East Asia Japan Korea Middle East & Africa USA data is available in our appDownload your copy today by visiting our app from iTunes & Google Play Search for Robert Walters Salary CheckerSALARY SURVEY 2018 MIDDLE EAST & AFRICASALARY SURVEY 2018 JAPANSALARY SURVEY 2018 KOREASALARY SURVEY 2018 GREATER CHINA & SOUTH EAST ASIASALARY SURVEY 2018 EUROPESALARY SURVEY 2018 CANADASALARY SURVEY 2018 BRAZILSALARY SURVEY 2018 AUSTRALIA & NEW ZEALANDPENANGEngineering & Manufacturing .116Supply Chain, Logistics & Procurement .117Accounting & Finance .118Human Resources .119Sales & Marketing .119PHILIPPINESCOUNTRY OVERVIEW .120Accounting & Finance .125Banking & Financial Services .126Human Resources .128Information Technology .129SINGAPORECOUNTRY OVERVIEW .130Accounting & Finance .138Financial ServicesAccounting & Product Control .139Compliance .140Operations .141Risk .142Contract .143Human Resources .144Information Technology .146Legal .147Sales & MarketingConsumer & Technical Healthcare .148B2B & Industrial .150Financial & Professional Services .151Secretarial & Business Support .152Supply Chain & Procurement .153TAIWANCOUNTRY OVERVIEW .154Accounting & Finance .158Information Technology .159Sales & Marketing .160Supply Chain, Logistics & Procurement .161THAILANDCOUNTRY OVERVIEW .162Accounting & Finance .168Banking & Financial Services .169Human Resources .171Information Technology .172Sales & Marketing .173Supply Chain & Procurement .175Engineering & Manufacturing .175 VIETNAMCOUNTRY OVERVIEW .176Accounting & Finance .183Engineering .184Human Resources .185Information Technology .186Legal & Corporate Governance .187Sales & MarketingFMCG & Retail .188Healthcare .189Industrial .190Supply Chain, Procurement & Logistics .191WELCOME TO THE 19TH EDITION OF THE SALARY SURVEY, PROVIDING CREDIBLE INSIGHT INTO HIRING AND SALARY TRENDS WORLDWIDE.ABOUT THE SALARY SURVEYWelcome to the nineteenth edition of the Robert Walters annual Salary Survey.As the first recruitment company to produce a comprehensive overview of global salaries and recruitment trends across the world, we are pleased to share the latest edition with you.Our Salary Survey is based on the analysis of permanent, interim and contract placements made across each of our geographies and recruitment disciplines during 2017, and our predictions for the year ahead.GET IN TOUCH If you would like to find out more about salaries and recruitment trends in your industry, call one of our specialist consultants today. Contact details can be found at the back of this book.10 Robert Walters Salary Survey 2018INTRODUCTIONWhile economic conditions varied in 2017, most markets experienced at least modest growth, which boosted hiring and led to candidate shortages in certain sectors. The most significant change was in Europe, as the continents economy and job market began to grow again following 10 years of stagnation. Strong business confidence and the onset of employment market deregulation spurred job growth as companies were freed up to hire different types of interim and contract roles, whilst the permanent market also recovered.Belgian businesses entered a period of expansion and there was job growth across France. The Spanish economy was buoyant and unemployment fell in Portugal as opportunities arose in the IT, manufacturing and engineering sectors across both countries. The Netherlands and Germany both saw strong hiring levels, especially in the financial services sector. In the UK, despite uncertainty surrounding Brexit and the General Election, many sectors hired extensively although there was a shift towards contract roles as businesses sought to build agile workforces able to quickly adapt to changing economic conditions. In the Middle East, the total number of jobs declined but demand remained for highly skilled professionals. Both Africa and the Middle East saw a focus on nationalisation programmes as governments promoted hiring local talent. Returning nationals with international business experience were therefore highly sought after.The job market in South East Asia remained active, due largely to new companies entering the market and the expansion of existing businesses, despite variable economic conditions. Vietnam and the Philippines faced ongoing talent shortages with many companies reaching out to overseas nationals to attract them back home with lucrative opportunities. Meanwhile in Indonesia businesses competed to hire high-potential, local bilingual candidates. Japan also continued to face talent shortages as the government announced a record high in the job opening to As candidate shortages grow across the world we advise companies to be flexible and open to hiring professionals with transferable skills.GLOBAL TRENDSGILES DAUBENEY, DEPUTY CHIEF EXECUTIVE OFFICERapplicants ratio, leading to strong competition for specialists across many sectors. In particular, professionals with artificial intelligence (AI) and Internet of Things skills and experience were highly sought after.Despite some global economic uncertainty, China continued its growth momentum bolstering confidence and hiring activity. Digital, IT, fintech and e-commerce skill sets will continue to be in demand due to the national Internet Plus strategy and companies digital transformation projects. We also expect to see 12-18% pay rises for technology professionals in China in 2018.Australia and New Zealands job markets were generally healthy and this looks set to continue in 2018. Of particular note were the booming infrastructure and technology sectors, leading to demand for project managers and engineers as well as cyber security and AI specialists. Although both countries are relatively close to full employment, we expect salary growth to be marginal in New Zealand and flat in Australia in 2018.KEY TRENDSAs in previous years the trend towards digitalisation meant that professionals with digital expertise were in high demand across the globe. Cyber security and fintech were noticeable growth sectors and demand for big data specialists continued at pace as companies sought to implement new systems to benefit from the insights afforded by big data. Tech start-ups were active recruiters in, for example, London, San Francisco and Dublin, often competing against larger, more traditional companies by offering candidates equity stakes in the business.Banks and financial services firms continued to bear the brunt of heavier regulation. This resulted in strong demand for regulatory and compliance skill sets along with risk, audit and legal. In 2018 we expect to see sustained demand for regulatory and compliance professionals, along with salary increases for these sought-after professionals.For those facing candidate shortages our advice is to be flexible and consider hiring professionals with transferable skills, even if they are not an exact fit for the job description. Its also vital for companies to streamline their recruitment processes, making them efficient and timely to avoid losing top talent to competitors. Employers should also be aware that salary alone will not attract high-calibre candidates as they are increasingly motivated by work-life balance, company culture, structured career progression and flexible working.CYBER SECURITY AND FINTECH WERE NOTICEABLE GROWTH SECTORS AND DEMAND FOR BIG DATA SPECIALISTS CONTINUED AT PACE.With our presence spanning 28 countries across six continents, our specialist teams offer in-depth knowledge of the sectors they recruit for. In this section our

2018-12-02 199页 5星级

领英（LinkedIn）：2018年职场学习报告（英文版）（51页）.pdf

平衡今天的挑战和明天的机会。在他们已经在使用的平台上与他们见面，传达与他们的工作需求和职业抱负相符的信息。如果员工找不到时间学习，就减少摩擦。管理者的参与是增加员工学习投入的关键因素。扩大与经理的关系.

2018-12-02 51页 5星级

国际劳工组织（ILO）：2018-2019年全球工资报告（英文版）（172页）.pdf

Global Wage Report 2018 / 19 What lies behind gender pay gaps Global Wage Report 2018/19 What lies b.

2018-12-01 172页 5星级

领英（LinkedIn）：2017年职场学习报告（英文版）（41页）.pdf

小公司的L&D专业人员更倾向于培训技术技能，而大公司的人则认为职业发展和软技能更重要。培养员工对高管来说很重要，但展示商业价值却很有挑战性。80%的L&D专业人士同意，发展员工是管理团.

2017-12-02 41页 5星级

AON-2018年全球员工敬业度趋势研究报告英文版-2017-19页-（19页）.pdf

2018 Trends in Global Employee Engagement Global Employee Engagement Rebounds to Match Its All-Time .

2017-12-01 19页 5星级

WTW：2017全球福利现状调查报告(英文版)(30页)（30页）.pdf

2017 Global Benefits Attitudes Survey The employee voice: more security, more flexibility, more choi.

2017-12-01 30页 5星级

AON-2018年全球员工敬业度趋势研究报告英文版-2017-19页（19页）.pdf

2018 Trends in Global Employee Engagement Global Employee Engagement Rebounds to Match Its All-Time .

2017-12-01 19页 5星级