jobsDB Compensation and Benefits Survey Report 2015

Transcription

jobsDB Compensation and Benefits
Survey Report 2015
Content
Introduction ………………………………………………………………………………………………. 7
Scope and methodology …….………………………………………………………………………8-9
Chart
Size of participating companies
Definition ……………………………………………………………………………………...............10-11
1. Hiring plan and market expectation
1.1 Hiring plan in coming three months………………..……………………………………................... 12
Chart
Hiring plan comparison (Quarterly)
1.2 Expectation on employment market in 2015 ..……….……………………………….................. 13
Chart
Expectation on employment market in 2015
jobsDB Compensation and Benefits Survey 2015
COPYRIGHT@2015, Jobs DB Hong Kong Limited. ALL RIGHTS RESERVED
jobsDB.com | PAGE 1
Content (con’t)
2. Pay adjustment prediction in 2015
2.1 Distribution of pay adjustment prediction in 2015 ….……………………………................... 14
Chart
Distribution of monthly salary adjustment in 2015
2.2 Pay adjustment – by company size ……………………………………………………................... 15
Chart
Percentage of monthly salary adjustment in 2015 – by company size
2.3 Pay adjustment – by business sectors….………………………………………………................... 16
Chart
Percentage of monthly salary adjustment in 2015 – by business sectors
2.4 Pay adjustment – by job functions …….…………………………………………………................. 17
Chart
Percentage of monthly salary adjustment in 2015 – by job function
jobsDB.com | PAGE 2
Content (con’t)
2.5 Pay adjustment – by job positions ………………...……………………………........................... 18
Chart
Monthly salary adjustment in 2015 – Accounting ………..…………………………………… 19-20
Chart
Monthly salary adjustment in 2015 – Clerical / Secretarial / Operation ..…………..…..… 21-22
Chart
Monthly salary adjustment in 2015 – Design ……………………………….………………… 23-24
Chart
Monthly salary adjustment in 2015 – Engineering ……………………….……….....…..….. 25-26
Chart
Monthly salary adjustment in 2015 – Executive / General Management ……...…….…..… 27-28
Chart
Monthly salary adjustment in 2015 – Human Resources & Administration .………….…..… 29-30
Chart
Monthly salary adjustment in 2015 – Information Technology ………………..………...….. 31-32
Chart
Monthly salary adjustment in 2015 – Shipping / Logistic ……………...…..……....…...….. 33-34
Chart
Monthly salary adjustment in 2015 – Marketing …………………..……………………...…. 35-36
Chart
Monthly salary adjustment in 2015 – Merchandising ………………..…………………...…. 37-38
Chart
Monthly salary adjustment in 2015 – Retail Operations ………...……………..…………...…39-40
Chart
Monthly salary adjustment in 2015 – Sales ………………………..…………….………....... 41-42
jobsDB.com | PAGE 3
Content (con’t)
3. Bonuses
3.1 Performance bonus …………………………………………………………………………................... 43
Chart
Percentage of companies providing performance bonus in 2014
Chart
Percentage of companies providing guaranteed performance bonus in 2014
3.1.1 Performance bonus in 2014 – by company size ……..…………………………….......... 44
3.1.2 Expected performance bonus in 2015 – by company size
Chart
Comparison of performance bonus provided in 2014 & 2015
- by company size ………………………………………….………………………………… 45
3.1.3 Performance bonus in 2014 – by business sectors ………….………….………….......... 46
3.1.4 Expected performance bonus in 2015 – by business sectors
Chart
- by business sectors ………….…………………………………...…………………………. 47
3.1.5 Performance bonus in 2014 – by employee levels ……..….……………….……..…….. 48
3.1.6 Expected performance bonus in 2015 – by employee levels
Chart
- by employee levels ………………………………………..…………………….……….… 49
jobsDB.com | PAGE 4
Content (con’t)
3.1.7 Number of performance bonus issued per year ……..…………………………….......... 50
Chart
Number of performance bonus issued per year
3.1.8 Month of issue for performance bonus …………….…..…………………………….......... 51
Chart
Month of issue for performance bonus
3.2 Double pay ………………………………………………………………….……………................... 52
Chart
Percentage of companies providing double pay in 2014
3.2.1 Double pay in 2014 – comparison by business sectors ……….……...……………….... 53
Chart
Comparison of double pay – by business sectors
jobsDB.com | PAGE 5
Content (con’t)
4. Benefits
4.1 Leave
4.1.2 Annual leave in 2014 – by business sectors …….……………………………………......... 54
Chart
Annual leave in 2014 – by business sectors
4.1.6 Special leave ……..…………………………………………………………………………….......... 55
Chart
Companies granting special leave in 2014 ……………..………………………………… 56
4.1.7 Special leave – paternity leave …...…………………………..…………..………….….......... 57
Chart
Number of days for paternity leave
4.2 Flexible working hours ……………………………………………………………………..................... 58
4.3 Other benefits ……………………………………………………………………...………….................... 58
Conclusion ……..………………………………………………………………………………………..59-60
jobsDB.com | PAGE 6
Introduction
To assist HR professionals devise their human resources plans for next year, jobsDB conducted a
Compensation & Benefits Survey at the end of 2014. The most updated information from 99 corporations
of different business sectors in Hong Kong is obtained. A report is compiled to provide valuable
prediction on salary trend and benefits adjustment for 2015.
Disclaimer
The information provided in this report is for reference only. Whilst jobsDB endeavors to ensure the accuracy of the information in this report, no express or implied
warranty is given by jobsDB as to the accuracy of the information. jobsDB shall not be liable for any damages (including, without limitation, damages for loss of business
or loss of profits) arising in contract, tort or otherwise from the use of or inability to use this report, or any material contained in it, or from any action or decision taken
as a result of using this report or any such material.
jobsDB.com | PAGE 7
Scope and Methodology
1. Objective
The aim of this survey is to collect information on the pay trend of full-time salaried employees working in different business sectors in Hong
Kong between 2014 and 2015. Besides, information on various types of benefits was also collected for analysis. These findings will help
companies make informed hiring decisions and provide useful data on pay/benefits adjustment.
2. Survey coverage
The survey covered 99 companies from 20 business sectors. Only full-time salaried employees working in Hong Kong were surveyed.
Expatriates, part-time and temporary employees were excluded. Among the surveyed companies, 63% of the companies employ less than
50 staff, 17% employ 50-100 staff, 8% employ 101-200 staff, 7% employ 201-500 staff, and 5% employ more than 500 staff.
Size of participating companies
(Number of participating companies: 99)
101 - 200
employees
8%
201 - 500
employees
7%
50 - 100
employees
17%
More than 500
employees
5%
Less than 50
employees
63%
jobsDB.com | PAGE 8
Scope and Methodology (con’t)
3. Datum Point
Basic monthly salary (excluding any bonuses, but including commission) of surveyed companies as at 1 September 2014 was recorded and
predicted adjustment of basic monthly salary in 2015 was captured. The compensation and benefits in 2014 and 2015 were also surveyed.
4. Data Collection Method
The survey was conducted through an online questionnaire. Companies were invited to fill in the questionnaire through email from 27
October to 19 November 2014.
5. Data Analysis
Surveyed companies were requested to provide data of basic monthly salary of each job position in 2014, predicted salary adjustment of
each job position in 2015 and compensation and/or benefits provided.
The data was analyzed to determine the “average”, “median”, “25th percentile”, “75th percentile”, or “percentage” for basic monthly
salary, predicted salary adjustment, annual leave, performance bonus and double pay. For other compensation or benefits, “percentage”
was to be determined.
Separate analyses were carried out by grouping the surveyed companies according to their business sector or size, or grouping job
positions according to job functions.
jobsDB.com | PAGE 9
Definitions
Basic monthly salary (HK$): the present monthly salary excluding any bonuses (both guaranteed and non-guaranteed bonuses) but
including commission in a particular job position. The present salary was recorded as at 1 September 2014
Predicted adjustment (%): the predicted adjustment of a basic monthly salary in a particular job position in 2015
Employees: it refers to those full-time salaried employees working in Hong Kong only. Expatriates, part-time and temporary employees are
excluded
Employee level: employees are grouped into four categories based on their field’s experience:
1.Top / senior management
2.Middle management / non-managerial professionals
3.Supervisory / officers
4.Clerical / frontline
jobsDB.com | PAGE 10
Definitions (con’t)
Average: a mathematical average of a set of data values (basic monthly salaries, percentage adjustments, number of annual leave, and
performance bonus or double pay). Arithmetic average will not be provided when number of the data values used in calculation is 4 or less.
Median: a middle number of a set of data values (basic monthly salaries, percentage adjustments, number of annual leave and
performance bonus or double pay) which divides the whole set into halves.
*Median will not be provided when number of the data values used in calculation is less than 5.
25th percentile (1st quartile): it is the number of a set data values (basic monthly salaries, percentage adjustments, number of annual
leave and performance bonus or double pay) which cuts off the lowest 25% of data.
75th percentile (3rd quartile): it is the number of a set data values (basic monthly salaries, percentage adjustments, number of annual
leave and performance bonus or double pay) which cuts off the highest 25% of data.
Inter-quartile Range (Q-range): the difference between the data values at the 25th and 75th percentiles and is a measure of statistical
dispersion.
1. Hiring Plan and Market Expectation
1.1 Hiring plan in coming three months
Among the respondents, 64% said they would hire staff in the coming three months. This percentage is the same compared with Q1 2014
but increased by 9% compared with the same period last year (Q3 2013: 55%). On the other hand, 20% of respondents said they would
freeze their hiring process, which is 5% lower than Q1 2014. Meanwhile, 4% of respondents plan to cut head count.
Hiring plan comparison (Quarterly)
70%
60%
50%
40%
30%
20%
10%
0%
Q2 2013
Q3 2013
Q4 2013
Q1 2014
Q3 2014
59%
55%
62%
64%
64%
2%
2%
3%
3%
4%
We will freeze hiring process*
21%
19%
23%
17%
12%
No plan yet
19%
24%
11%
17%
20%
We will hire staff
We will cut head count
* Questionnaire wordings changed from “freeze head count” to “freeze hiring process” from Q1 2014
Remarks: Sum of percentages may not equal 100% due to rounding
1. Hiring Plan and Market Expectation
1.2 Expectation on employment market in 2015
When asked about the expectation on Hong Kong’s employment market in 2015, more than half (55%) of the surveyed companies think that
the employment market in 2015 will be about the same as 2014, while only 20% of them think the market will be more active.
Expectation on employment market in 2015
Not sure
10%
More active than
2014
20%
Less active than
2014
15%
About the same as
2014
55%
2. Pay Adjustment Prediction in 2015
2.1 Distribution of pay adjustment prediction in 2015
Around 90% of employees could expect a pay rise in 2015, of which 40.1% could expect an increase of 4.1% - 5%, although the
percentage is slightly lower than that of last year (41.4%). Meanwhile, 9.4% of employees might face a salary freeze (last year: 22.3%).
Distribution of monthly salary adjustment in 2015
90.6%
45.0%
40.1%
40.0%
35.0%
30.0%
24.2%
25.0%
20.0%
17.8%
15.0%
10.0%
9.4%
5.0%
0.0%
0%
0.4%
0.9%
0.1-1%
1.1-2%
2.4%
2.1-3%
3.1-4%
4.1-5%
5.1-6%
4.8%
More than 6%
2.2 Pay adjustment – by company size
In terms of company size, companies with more than 500 staff are reported to have the highest average increase of monthly salary in 2015
(5.6%) while companies with less than 50 staff have the lowest average increment (3.7%). The predicted average salary adjustment among
all companies is 4.0%.
Percentage of monthly salary adjustment in 2015 - by company size
6.0%
5.0%
4.0%
5.6%
Overall adjustment = 4.0%
4.1%
4.1%
3.8%
3.7%
3.0%
2.0%
1.0%
0.0%
Less than 50 employees
50 - 100 employees
101 - 200 employees
201 - 500 employees
More than 500 employees
2.3 Pay adjustment – by business sector
In terms of business sectors, Electronics/Electrical Equipment is reported to have the highest average increase of monthly salary in 2015
(6.2%), followed by Medical/Pharmaceutical (5.0%).
Percentage of monthly salary adjustment in 2015 - by business sectors
7.0%
6.2%
6.0%
5.0%
4.0%
3.0%
4.3%
2.9%
3.7%
4.5%
5.0%
4.9%
4.3%
3.8%
3.3%
2.0%
4.8%
2.3%
3.5%
2.6%
1.8%
3.5%
1.9%
1.0%
0.0%
Remarks: Business sectors with less than 2 companies or less than 10 staff are not shown.
2.4 Pay adjustment – by job functions
In terms of job functions, Information Technology is expected to have the highest salary increase (4.6%), followed by Logistics (4.5%) and
Engineering (4.2%).
Percentage of monthly salary adjustment in 2015 - by job functions
5.0%
4.5%
4.0%
3.5%
3.0%
3.9%
4.6%
4.2%
3.9%
3.9%
3.5%
2.8%
4.5%
3.5%
4.1%
3.7%
3.1%
2.5%
2.0%
1.5%
1.0%
0.5%
0.0%
2.5 Pay adjustment – by job positions
In terms of job positions, the highest average salary increase is observed in Project Manager (6.0%), followed by Technical Support and
Assistant Administration Manager (both are 5.5%).
Present (2014) & predicted (2015) average monthly salary
(Accounting - by job functions)
2014
120,000
100,000
2015
104,022
100,326
80,000
62,659
60,526
60,000
42,618
44,261
40,000
34,438
33,400
26,809
25,720
20,000
18,865
18,197
14,600
15,191
0
CFO / Financial Financial Controller
Accounting /
Director
Finance Manager
2014
2015
Chief Accountant
Accountant /
Senior Accountant
Assistant
Accountant
Accounting Clerk /
Officer
Average
100,326
60,526
42,618
33,400
25,720
18,197
14,600
Median
98,980
55,000
42,625
33,500
25,000
18,000
15,000
Q-Range
80,000 – 117,500
50,000 – 74,000
35,150 – 51,892
30,000 – 38,750
22,900 – 28,500
17,540 – 20,000
11,875 – 17,000
Average
104,022
62,659
44,261
34,438
26,809
18,865
15,191
Percentage of monthly salary adjustment
(Accounting - by job positions)
4.5%
4.2%
4.0%
3.7%
3.8%
3.6%
3.5%
3.4%
3.9%
3.4%
3.0%
2.5%
2.0%
1.5%
1.0%
0.5%
0.0%
CFO / Financial
Director
Financial Controller
Accounting /
Finance Manager
Chief Accountant
Accountant / Senior Assistant Accountant Accounting Clerk /
Accountant
Officer
(Clerical / Secretarial / Operations - by job functions)
2014
2015
45,000
38,394
40,000
36,576
35,000
28,963
27,928
30,000
25,000
18,374
17,723
20,000
15,000
10,000
25,046
24,182
10,907 11,346
10,174
9,805
19,826
19,163
18,656
18,018
Operations
Officer
Office
Administrator
11,898
11,439
5,000
0
Clerk
2014
Office Assistant
Receptionist
Executive
Secretary
Secretary
Operations
Manager
Assistant
Operations
Manager
Average
10,907
9,805
11,439
27,928
17,723
36,576
24,182
19,163
18,018
Median
10,607
9,000
11,000
28,000
18,250
36,200
22,000
16,000
18,000
Q-Range 10,000 – 11,500 8,050 – 10,825 9,000 – 13,000 24,750 – 32,000 13,000 – 20,000 30,000 – 45,000 21,000 – 26,500 13,500 – 20,000 15,000 – 19,000
2015
Average
11,346
10,174
11,898
28,963
18,374
38,394
25,046
19,826
18,656
(Clerical / Secretarial / Operations - by job positions)
6.0%
4.8%
5.0%
4.0%
4.0%
4.1%
3.8%
3.7%
3.7%
Executive
Secretary
Secretary
3.5%
3.7%
3.8%
Operations
Officer
Office
Administrator
3.0%
2.0%
1.0%
0.0%
Clerk
Office Assistant
Receptionist
Operations
Manager
Assistant
Operations
Manager
(Design - by job functions)
2014
2015
45,000
40,000
37,800
39,270
35,000
30,000
23,800
25,000
24,267
20,000
16,490
17,107
15,000
10,000
5,000
0
Design Manager
2014
2015
Senior Designer
Graphic / Fashion / Interior / Web Designer
Average
37,800
23,800
16,490
Median
42,000
21,000
16,550
Q-Range
35,000 – 42,000
20,250 – 26,000
15,600 – 17,500
Average
39,270
24,267
17,107
(Design - by job positions)
4.0%
3.6%
3.5%
3.5%
3.0%
2.5%
2.0%
1.6%
1.5%
1.0%
0.5%
0.0%
Design Manager
Senior Designer
Graphic / Fashion / Interior / Web Designer
(Engineering - by job functions)
2014
45,000
42,230
40,694
40,000
2015
41,263
39,194
33,485
31,843
35,000
30,000
24,059
23,000
25,000
20,000
15,252
14,544
15,000
13,758
13,260
10,000
5,000
0
2014
2015
Engineering Manager
Assistant Engineer
Manager
Senior Engineer
Engineer
Average
40,694
39,194
31,843
23,000
14,544
13,260
Median
40,000
41,361
31,482
18,700
14,858
12,000
Q-Range
35,000 – 48,625
35,417 – 41,361
26,000 – 31,482
16,000 – 32,000
14,000 – 14,858
12,000 – 15,714
Average
42,230
41,263
33,485
24,059
15,252
13,758
Assistant Engineer
Technician
(Engineering - by job positions)
6.0%
5.2%
5.1%
5.0%
4.8%
4.3%
4.0%
3.7%
3.6%
3.0%
2.0%
1.0%
0.0%
Engineering Manager
Assistant Engineer
Manager
Senior Engineer
Engineer
Assistant Engineer
Technician
(Executive / General Management - by job functions)
2014
160,000
140,000
140,387
2015
145,270
120,000
93,286
100,000
96,027
97,758
102,023
80,000
60,000
40,000
20,000
0
CEO/President
2014
2015
Vice President
General Manager
Average
140,387
93,286
97,758
Median
100,000
75,000
77,500
Q-Range
73,000 – 200,000
55,000 – 153,490
58,000 – 117,500
Average
145,270
96,027
102,023
(Executive / General Management - by job positions)
5.0%
4.4%
4.5%
4.0%
3.5%
3.1%
3.0%
2.4%
2.5%
2.0%
1.5%
1.0%
0.5%
0.0%
CEO/President
Vice President
General Manager
(Human Resources & Administration - by job functions)
70,000
60,000
2014
2015
59,101
57,236
50,000
39,658
38,262
40,000
30,000
33,719
32,533
21,638
20,787
20,000
15,494
14,875
22,372
23,557
13,343
12,850
18,237
17,470
13,332
13,912
20,133 20,845
10,000
0
HR &
Administration
Director
HR Manager
HR Officer
Assistant HR
Officer
HR Assistant
Administration
Manager
Assistant
Administration
Manager
Administration
Officer
Average
57,236
38,262
20,787
14,875
12,850
32,533
22,372
17,470
13,332
20,133
2014 Median
55,000
38,000
20,975
14,500
12,000
33,500
21,400
17,000
12,000
17,500
42,500 –
71,500
30,000 –
45,000
17,950 –
23,000
13,750 –
15,500
12,000 –
13,350
24,000 –
35,430
18,000 –
24,950
16,700 –
18,000
11,800 –
14,375
17,500 –
22,225
59,101
39,658
21,638
15,494
13,343
33,719
23,557
18,237
13,912
20,845
Q-Range
2015 Average
Administration Training Officer
Assistant / Clerk
(Human Resources & Administration - by job positions)
6.0%
5.5%
5.0%
4.1%
4.0%
3.0%
4.2%
4.5%
4.2%
3.8%
3.6%
3.5%
3.4%
3.0%
2.0%
1.0%
0.0%
HR Manager
HR &
Administration
Director
HR Officer
Assistant HR
Officer
HR Assistant
Administration Administration Training Officer
Administration
Assistant
Officer
Assistant /
Manager
Administration
Clerk
Manager
(Information Technology - by job functions)
90,000
80,000
80,345
2014
2015
77,500
70,000
60,000
43,766
41,966
50,000
40,000
30,000
32,837
30,857
28,932
27,621
20,000
22,115
21,254
19,333
18,536
25,696
24,400
22,379
21,500
24,905
23,665
17,295
16,361
10,000
0
2014
IT Director
IT Manager
Project Manager
System Analyst
Analyst
Programmer
Average
77,500
41,966
30,857
27,621
21,254
18,536
24,400
21,500
23,665
16,361
Median
80,000
39,000
32,000
25,000
20,000
16,250
24,000
19,600
23,100
15,000
Programmer
Systems Support /
Network Manager
Network
Administrator
Network Engineer Technical Support
Q-Range 70,000 – 86,250 35,000 – 50,375 27,000 – 40,000 22,000 – 32,200 18,000 – 25,000 16,000 – 20,625 20,000 – 26,400 18,300 – 27,350 18,000 – 30,000 13,000 – 20,000
2015 Average
80,345
43,766
32,837
28,932
22,115
19,333
25,696
22,379
24,905
17,295
(Information Technology - by job positions)
7.0%
6.0%
6.0%
5.0%
5.5%
Network
Engineer
Technical
Support
4.6%
4.1%
4.0%
5.1%
5.3%
4.0%
4.2%
Analyst
Programmer
Programmer
3.9%
3.6%
3.0%
2.0%
1.0%
0.0%
IT Director
IT Manager
Project
Manager
System Analyst
Systems
Support /
Network
Manager
Network
Administrator
(Shipping / Logistics - by job functions)
40,000
36,019
2014
37,733
2015
35,000
30,000
25,000
22,497
23,421
20,000
17,951
18,744
15,000
12,414
12,998
10,000
5,000
0
Shipping Manager / Logistics
Manager
2014
2015
Shipping Supervisor / Logistics
Supervisor
Shipping / Logistics Officer or
Executive
Shipping / Logistics Assistant or
Clerk
Average
36,019
22,497
17,951
12,414
Median
34,000
22,000
17,700
13,000
Q-Range
31,250 – 46,000
21,200 – 22,525
15,851 – 18,880
11,500 – 13,000
Average
37,733
23,421
18,744
12,998
(Shipping / Logistics - by job positions)
6.0%
5.0%
4.8%
4.4%
4.7%
Shipping / Logistics Officer or
Executive
Shipping / Logistics Assistant or
Clerk
4.2%
4.0%
3.0%
2.0%
1.0%
0.0%
Shipping Manager / Logistics
Manager
Shipping Supervisor / Logistics
Supervisor
(Marketing - by job functions)
2014
50,000
45,000
43,250
44,490
40,000
40,925
39,389
35,000
36,188
35,010
2015
32,475
31,025
30,000
23,049
22,378
25,000
16,945
16,290
20,000
13,350 13,941
15,000
10,000
5,000
0
Marketing Director
2014
2015
Senior Marketing Marketing Manager Assistant Marketing Senior Marketing Marketing Executive Marketing Assistant
Manager
Manager
Executive / Officer
/ Officer
Average
43,250
39,389
35,010
31,025
22,378
16,290
13,350
Median
46,000
38,000
32,560
30,450
20,000
16,000
13,300
Q-Range
11,000 – 67,750
30,000 – 48,000
30,000 – 35,000
30,000 – 33,350
20,000 – 27,870
15,000 – 18,000
11,575 – 15,000
Average
44,490
40,925
36,188
32,475
23,049
16,945
13,941
(Marketing - by job positions)
5.0%
4.7%
4.5%
4.0%
4.3%
3.9%
3.4%
3.5%
3.4%
3.0%
2.5%
2.7%
2.3%
2.0%
1.5%
1.0%
0.5%
0.0%
Marketing Director
Senior Marketing
Manager
Marketing Manager Assistant Marketing Senior Marketing Marketing Executive Marketing Assistant
Manager
Executive / Officer
/ Officer
(Merchandising - by job functions)
40,000
35,000
2014
36,902
35,000
29,286
30,000
2015
30,530
24,708
25,000
25,692
20,000
15,970
16,525
15,000
12,389
12,783
10,000
5,000
0
Merchandising Manager
2014
2015
Assistant Merchandising
Manager
Senior Merchandiser
Merchandiser
Assistant Merchandiser
Average
35,000
29,286
24,708
15,970
12,389
Median
34,000
32,000
24,000
15,000
12,000
Q-Range
30,875 - 40250
26,000 - 32000
24,000 – 28,000
15,000 – 17,000
12,000 – 13,500
Average
36,902
30,530
25,692
16,525
12,783
(Merchandising - by job positions)
6.0%
5.4%
5.0%
4.1%
4.0%
4.0%
3.5%
3.2%
3.0%
2.0%
1.0%
0.0%
Merchandising Manager
Assistant Merchandising
Manager
Senior Merchandiser
Merchandiser
Assistant Merchandiser
(Retail Operations - by job functions)
2014
35,000
30,000
27,286
28,679
28,400
2015
29,446
25,000
21,944
22,654
20,000
17,776
18,165
15,000
10,000
5,000
0
Shop / Store / Retail Manager
2014
2015
Assistant Shop / Store / Retail
Manager
Shop/ Store / Retail Supervisor
Sales Representative/ Executive
Average
27,286
28,400
21,944
17,776
Median
27,000
22,000
18,000
20,000
Q-Range
27,000 – 30,000
19,000 – 43,000
15,000 – 34,500
15,000 – 20,000
Average
28,679
29,446
22,654
18,165
(Retail Operations - by job positions)
6.0%
5.0%
5.0%
4.2%
4.0%
3.5%
3.0%
2.2%
2.0%
1.0%
0.0%
Shop / Store / Retail Manager
Assistant Shop / Store / Retail
Manager
Shop/ Store / Retail Supervisor
Sales Representative/ Executive
(Sales- by job functions)
2014
100,000
90,000
2015
88,323
84,883
80,000
70,000
53,189
51,195
60,000
50,000
36,537
35,102
40,000
30,000
25,593
24,689
35,231
24,485
23,300
20,000
36,607
19,475
18,761
18,439
17,626
10,000
0
2014
Sales Director
Senior Sales
Manager
Sales Manager
Assistant Sales
Manager
Average
84,883
51,195
35,102
24,689
23,300
Median
95,000
60,000
33,000
25,000
27,000 – 40,000
36,537
Q-Range
2015
Average
74,593 – 100,000 35,000 – 60,000
88,323
53,189
Sales Supervisor Sales Executive /
Representative
Senior Sales
Engineer
Sales Engineer
17,626
35,231
18,761
21,587
15,000
20,000
17,125
20,250 – 27,225
20,500 – 23,000
11,000 – 20,000
20,000 – 34,000
15,531 – 23,750
25,593
24,485
18,439
36,607
19,475
(Sales - by job positions)
6.0%
4.9%
5.0%
4.5%
4.0%
3.9%
4.0%
3.8%
3.8%
3.6%
Senior Sales
Manager
Sales Manager
Assistant Sales
Manager
3.7%
3.0%
2.0%
1.0%
0.0%
Sales Director
Sales Supervisor Sales Executive /
Representative
Senior Sales
Engineer
Sales Engineer
3. Bonuses
3.1 Performance bonus
Among all companies surveyed, 77% provided performance bonus, of which 12% provided guaranteed performance bonus, 7% more
compared with last year.
Percentage of companies providing
performance bonus in 2014
guaranteed performance bonus in 2014
Yes
12%
No
23%
Yes
77%
No
88%
3. Bonuses
3.1.1 Performance bonus in 2014 – by company size
For performance bonus, companies with 101- 200 staff provided the highest average performance bonus in 2014 (1.7 months of basic
salary). The overall performance bonus provided by the surveyed companies is 1.4 months.
3.1.2 Expected performance bonus in 2015 – by company size
The predicted performance bonus in 2015 is expected to be similar with 2014. However, companies with less than 50 employees are
expected to see a decrease in performance bonus (from 1.4 months to 1.3 months).
3. Bonuses
Comparison of performance bonus in 2014 & 2015
- by company size
2014 (provided)
2.0
1.8
Avg. performance bonus expected in 2015 = 1.4 months
(2014:1.4 months)
1.6
1.4
2015 (expected)
1.5
1.6
1.7
1.7
1.6
1.6
1.4
1.3
1.2
1.1
1.1
1.0
0.8
0.6
0.4
0.2
0.0
Less than 50 employees
50 - 100 employees
101 - 200 employees
201 - 500 employees
More than 500 employees
3. Bonuses
3.1.3 Performance bonus in 2014 – by business sectors
For performance bonus in 2014 in terms of business sectors, property development sector provided the highest average performance bonus
(3.0 months of the basic salary), followed by financial services sector (2.8 months).
3.1.4 Expected performance bonus in 2015 – by business sectors
The predicted performance bonus is expected to be the same in 2015 across most business sectors, the highest performance bonus is still
expected to be found in the property development sector. Only few business sectors are expected to have an increase (0.1 – 0.3 months) in
performance bonus, while the engineering - electrical/electronic/mechanical sector is expected to have an obvious decrease (from 2.1
months to 1.3 months).
3. Bonuses
- by business sectors
2014 (provided)
2015 (expected)
3.5
3.0
2.5
2.1
2.0
(2014:1.4 months)
1.6 1.6
1.5
1.0
3.0 3.0
2.82.8
1.3
1.3
0.8 0.8
0.90.9
0.5
1.5
1.4
1.61.6
1.5
1.31.2
1.0 1.1
1.01.0
0.50.8
0.0
3. Bonuses
3.1.5 Performance bonus in 2014 – by employee levels
In terms of employee levels, the average amount of performance bonus in 2014 was 1.8 months (of the basic monthly salary) for top /
senior management , 1.5 months for middle management / non-managerial professionals, 1.1 months for supervisory / officers, and 1.2
months for clerical / frontline staff.
3.1.6 Expected performance bonus in 2015 – by employee levels
The predicted performance bonus for most employee levels in 2015 is expected to increase compared with 2014, except the clerical /
frontline staff level.
3. Bonuses
- by employee levels
2014 (provided)
2.0
1.8
1.8
2015 (expected)
1.9
1.5
1.6
1.6
(2014:1.4 months)
1.4
1.2
1.2
1.1
1.2
1.1
1.0
0.8
0.6
0.4
0.2
0.0
Top / Senior Management
Middle Management / Nonmanagerial Professionals
Supervisory/ Officers
Clerical / Frontline
3. Bonuses
3.1.7 Number of performance bonus issued per year
Among respondents who provide performance bonuses, 79% of them issue the bonus once per year which is the major common practice.
4% of respondents indicated that they issue performance bonuses 4 times per year.
Number of performance bonus issued per year
3 times
0%
4 times
4%
Others
1%
Twice
16%
Once
79%
3. Bonuses
3.1.8 Month of issue for performance bonus
Among companies which provided performance bonus, 34% of them issued the bonus in January. While, February and December are also
popular timing for issuing performance bonus.
Month of issue for performance bonus in 2014
40%
35%
34%
30%
25%
20%
20%
16%
14%
15%
11%
10%
8%
5%
9%
7%
3%
3%
1%
0%
0%
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Remarks: Multiple answers are allowed and the sum may not equal 100%
3. Bonuses
3.2 Double pay
Among all companies surveyed, 56% of them provided guaranteed double pay in 2014.
guaranteed double pay in 2014
Yes
56%
No
44%
Remarks: "double pay“ refers to the guaranteed year-end payment which is equal to 1-month basic salary .
3. Bonuses
3.2.1 Double pay in 2014 – comparison by business sectors
In terms of business sectors, clothing/garment/textile sector and electronics/electrical equipment sector reported 100% providing double
pay.
Provide double pay
Do not provide double pay
Advertising / Public relations / Marketing Service
100%
Clothing/Garment/Textile
100%
Electronics/Electrical Equipment
100%
Engineering - Electrical/Electronic/Mechanical
25%
75%
Financial Services
50%
Information Technology
50%
20%
80%
Manufacturing
80%
Medical/Pharmaceutical
20%
50%
Property Development
50%
67%
Telecommunication
33%
50%
50%
Trading and Distribution
77%
Wholesale / Retail
23%
71%
Others
29%
46%
0%
10%
20%
54%
30%
40%
50%
60%
70%
80%
90%
100%
4. Benefits
4.1 Leaves
4.1.1 Annual leave in 2014 – by business sectors
In terms of business sectors, the top 3 highest number of average annual leave offered were found in Financial Services (18.4 days),
Laboratory (18.3 days) and Telecommunications (17.1 days).
Annual leave provided in 2014 - by business sectors
20
18
16
14
12
10
8
6
4
2
0
18.4
14.4
13.3
14.8
14.8
16.3
14
Overall average = 14.3 days
18.3
15
14.6
16
17.1
15.1
13.5
12.1
12.4
13.6
13.8
14.1
9.3
4. Benefits
4.1.2 Special leave
Most common type of leave offered in 2014:
Among other types of leave, marriage leave is the most common type of leave offered by employers. Among the surveyed companies, 78%
provided such leave in 2014. This is followed by compassionate leave (75%) and paternity leave (42%).
Most common type of leave expected to be newly offered in 2015:
12% of the companies plan to offer paternity leave in 2015, while, 8% of respondents are going to introduce family leave and birthday
leave in 2015.
Least common type of leave offered in 2014:
Graduation leave and community service leave are the least common types of leave provided. Only 6% of the surveyed companies offered
such leaves in 2014.
.
4. Benefits
Companies granting special leave in 2015
Yes
No, but expected to grant next year.
Marriage Leave
No, and NOT expected to grant next year.
78%
Compassionate Leave
2%
75%
Paternity Leave
42%
Study and Examination Leave
12%
34%
Family Care Leave
12%
Birthday Leave
10%
Graduation Leave
6%
Community Service Leave
6%
0%
2%
23%
45%
6%
60%
8%
80%
8%
82%
6%
88%
4%
10%
20%
90%
20%
30%
40%
50%
60%
70%
80%
90%
100%
4. Benefits
4.1.3 Special Leave - Paternity leave
Among surveyed companies which offer paternity leave, about one-third (31%) of them offer 3 days of paternity leave. A total of 45% of
them offer 1-2 days. 10% of the surveyed employers offer more than 7 days of paternity leave.
No. of days for Paternity Leave
more than 7 days
10%
1 day
19%
4 - 7 days
14%
3 days
31%
2 days
26%
4. Benefits
4.2 Flexible Working Hours
Among the respondents, 17% have implemented flexible working hours in their workplace, another 16% of the companies plan to introduce
this practice in 2015. The most common mode of flexible working hours policy is that employees are allowed to work in flexible time given
that a fixed number of working hours per day is fulfilled.
4.3 Other Benefits
For health-related benefits, 29% of the surveyed companies provided an ergonomic environment. For family-friendly benefits, 12% provided
family leave.
The most common type of insurance plan offered in 2014 was clinical (out-patient service) (84%), followed by hospitalization (81%) and
Chinese Bonesetters consultation and Chinese medical practitioners consultation (81%).
42% of the surveyed companies provided overtime compensation, and 6% of companies expect to provide overtime compensation in 2015.
The most common types of overtime compensation are compensation leave (71%) and hourly payment (40%).
Other benefits mentioned in this survey include in-house / out-sourced training, education allowance and transportation allowance.
Conclusion
Employment Market
The hiring intention for the coming three months is expected to be the same as 2014 Q1(64%), while the percentage of
employers who intend to freeze head count dropped by 5% (from 17% to 12%). Among all the respondents, 55% expect that the
employment market in 2015 will be about the same as 2014. This may explain why the hiring intention remains unchanged.
Another 20% of surveyed companies have no hiring plan yet.
Salary Adjustment and Bonuses
In 2015, 90% of surveyed employers plan to offer a pay rise (78% in 2014) and the average salary adjustment is 4.0%
(3.8 % in 2014). Performance bonus is provided by 77% of employers and the average bonus size is 1.4 months of basic
salary (1.6 months in 2014). 56% of surveyed companies provided guaranteed double pay to employees.
Conclusion (con’t)
Benefits
In 2014, surveyed companies provided 14.3 days annual leave to their employees on average. Other common types of leave include
marriage leave (78%), compassionate leave (75%) and paternity leave (42%), all of these see a slight increase when compared with last
year’s results. Paternity leave is remarkably getting more popular among special leaves provided by employers.
Most of the surveyed employers are willing to provide some basic benefits such as health insurance, while flexible working hour and
family-friendly benefits are still not very common. As there is an increasing concern for work-life balance, employers should
further explore the possibility of introducing such benefits.

jobsDB Compensation and Benefits Survey Report 2015

Transcription

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