《CGP集团:2022薪酬趋势报告(230页).pdf》由会员分享,可在线阅读,更多相关《CGP集团:2022薪酬趋势报告(230页).pdf(230页珍藏版)》请在三个皮匠报告上搜索。
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 Salary Trends2022 薪酬趋势报告2Copyright CGP Collection Limited.All Rights Reserved.2022 Salary Trends2022 Mainland China Salary Trends2022 中国大
2、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Human Resources 人力资源L
3、egal&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0485258646672808690981021081144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,跨越多个地区,CGP 集团发起的 2022
4、 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 am stable with curr
5、ent 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 Salary Trend Survey lau
6、nched 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.What are the core dema
7、nds 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 9.1%of employees h
8、ave 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 fierce competition i
9、n 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 DiligentComparing with 2021,ho
10、w 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.The smooth operatio
11、n 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 more to the employ
12、er 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前三位的能力。过硬的专业技术能力可以通
13、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 professional and technica
14、l 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-value soft skills,so
15、 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时间管理能力Time Management
16、8.01%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%-30%。但是来自雇主端的调研数据显示,
17、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 growth backgrounds,
18、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 expected is concen
19、trated 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 talents expect.72022
20、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 replacement?More than 40%
21、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,来满足人才在工作和生活层面的双重需求。从雇
22、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 balance.To retain and
23、 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 provide a flexible,conven
24、ient 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,which meet employe
25、es 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 Benefits职业晋升空间Career P
26、romotion 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上海品茶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住房补贴Housing Subsidy其
27、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。这是职场人永恒的追求,也是自我价值实现最直接有效
28、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 expectations for 2022?Acco
29、rding 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 first place of employee
30、s 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 realization of career dream,t
31、he 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 May 2022.Talents an
32、d 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Less Business Trip低于
33、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 satisfaction在本次调研中,人工
34、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 the highest propor
35、tion(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 the professional th
36、reshold 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,which also affects t
37、heir 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%41.46%75%25%13.36%57.6%
38、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PharmaceuticalsLife Sciences/Healthca
39、re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 Mainland China交通运输行业在“
40、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 balance survey,and
41、 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,which indicates th
42、at 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 TravelLeisure Sport酒店旅游/休闲运
43、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交通运输Industrial Manuf
44、acturing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%6.82%9.38%5.56%14.63
45、%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,探索缩短人才寻猎周期的方法,应该成为招聘机
46、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 shorter period of tim
47、e 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%50%60%15.43%29.38%55
48、.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 shows that the top
49、 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 pool,and maximize t
50、he 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 remained a dynamic and
51、 exciting industry.Cosmetics and related sub-categories maintained strong growth,with strong results from both global and local players.Thanks to the improvement of peoples health awareness,healthy foods including plant based and functional foods have continued to grow at the expense of the confecti
52、onery category.No surprise that 2021 has continued to highlight the increased importance of digital and e-commerce channels as a core business pillar for companies.Rather than just a sales or communications channel,its now the core platform for companies to interact with their consumers.Mobile provi
53、des an ecosystem to complete a whole best case consumer journey-from awareness,search,product research and word of mouth,comparison to purchase through offline delivery and confirmation of receipts,to consumer retention,customer service and then customer advocacy and feedback on social media.However
54、,offline consumption is still a major contribution to overall sales.And it has remained an area of resilient hiring for a range of companies across categories.Modern trade retail continues to be of high importance across the national,regional and local level.Food service has rebounded quickly under
55、the New Normal environment,and many companies face difficulties in filling roles.2022 SALARY TRENDS消费品2021 年消费行业延续了前几年的大趋势,仍然是一个充满活力并令人兴奋的行业。化妆品及相关子类别保持强劲增长,全球和本地参与者均取得了强劲的业绩。得益于人们健康意识的提高,包括植物性食品和功能性食品在内的健康食品销量持续走高,而糖果类产品则有所减少。不足为奇,数字化及电商渠道依然是 2021 年企业核心业务的支柱,但它的功能已不再是简单的销售或沟通平台,已然成为企业和消费者互动的主战场。移动互
56、联网作为一个生态系统,搭建了从知晓、搜寻、产品调研及口耳相传、比较到购买的完整消费者旅程(consumer journey),从线下交付、收据确认到消费者留存、客户服务以及社交媒体上的消费者宣传和评价,手机等移动设备一站式完成了消费的全旅程。然而,线下消费仍然是对整体销售的主要贡献,它仍然是大量跨品类消费品公司的弹性招聘领域。现代贸易零售无论在国家、地区还是地方层面都具有重要意义。疫情常态化使得餐饮服务业迅速反弹,许多公司在填补职位空缺方面正面临重重困难。线上消费构建完整消费旅程,线下消费仍占半壁江山Online consumption builds a complete consumer j
57、ourney,while offline still contributes a lot to the whole sales移动互联催生众多新型岗位,线下消费仍是经济增长主力军Mobile has spawned many new jobs,offline consumption is still the main force of economic growth152022 SALARY TRENDS Mainland ChinaCGP InsightConsumerFrom a talent perspective,digital natives dependence on mobile
58、 has spawned the demand for many new roles.A number of functions/roles which emerged over the past several years have become of major importance,and demand has outstripped supply.For example,functions such as e-Commerce Marketing has continued to grow and develop to become a critical role which is v
59、ery distinct from related functions or roles such as Digital Marketing.At the same time,while the overall demand for experienced workers in the e-commerce industry has increased,there are also subtle differences within the industry.Compared with traditional typical large platforms such as JD.com,Tma
60、ll,and Taobao,emerging platforms such as Pinduoduo,Tiktok and Red have a more urgent desire for talent.Furthermore,as the war for talents is never ending,Kourosh Asghari,vice president of recruitment for the consumer goods industry of CGP Group,recommends that companies maintain a good employer repu
61、tation and ensure that any recruitment partners that they work with are able to accurately and proactively support the employers brand promotion efforts,so as to consolidate and enhance the companys image.In 2022,there are many well-known factors that will dramatically impact the industry and the ta
62、lent market,which are worthy of close attention.These factors include COVID and its variants,domestic and international travel restrictions,the severity and speed of regulatory changes,demographics trends,employment and consumer confidence.消费品从人才的角度来看,数字原住民(泛指 00 年后出生人群)对移动支付的依赖催生出了更多相关岗位的用工需求。过去几年,
63、因电商的蓬勃发展,许多以往从未出现的岗位/角色变得非常重要,甚至供不应求。例如,电子商务营销岗位的需求量猛增,成为区别于数字营销职能截然不同的关键角色。此外,电子商务行业整体对经验人士用工需求增加的同时,内部也出现了精细化的差别。相较于传统典型大平台(如京东、天猫、淘宝等),新兴平台(如拼多多、抖音、小红书等)对人才的渴望更为迫切。由于人才争夺战永无止境,CGP集团消费品行业招聘副总裁Kourosh Asghari建议企业保持良好的雇主声誉,确保招聘合作伙伴能够准确、主动地支持其雇主品牌推广工作,以此巩固并提升公司形象。在2022年,有许多众所周知的因素将对行业和人才市场产生重大影响,值得密切
64、关注。这些因素包括 COVID-19疫情变化及病毒变异情况、国内和国际旅行限制、监管的严厉程度和执行速度、人口趋势、就业情况和消费者信心。移动互联催生更多细分职能,新兴电商求贤若渴Mobile Internet has spawned more subdivision functions,and emerging e-commerce companies are eager for talents移动互联催生众多新型岗位,线下消费仍是经济增长主力军Mobile has spawned many new jobs,offline consumption is still the main for
65、ce of economic growth16人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP Insight2022 SALARY TRENDSNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified cand
66、idates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。Consumer消费品E-Commerce Key Account Manager电商大客户经理E-Commerce Trade Marketing Manager电商通路行销经理Senior Brand Manager高级品牌经理CRM Manager客户关系经理Digital Center H
67、ead数字中心总监E-Commerce Marketing Manager电商市场经理Key Account Director关键客户总监Media Planing媒介策划Marketing Research市场调查172022 SALARY TRENDS Mainland ChinaSales-销售Corporate Finance-财务Sales VPSales Director Sales ManagerSales Operations ManagerKey Account DirectorKey Account ManagerBusiness Development DirectorB
68、usiness Development ManagerE-Commerce DirectorE-Commerce Group LeaderE-Commerce ManagerE-Commerce Channel ManagerTrade Marketing DirectorTrade Marketing ManagerEC-Trade Marketing ManagerCFO Finance Director Finance Manager Accounting Manager Auditing Director Auditing Manager 销售副总裁销售总监销售经理销售运营经理大客户总
69、监大客户经理业务发展总监业务发展经理电子商务总监电子商务负责人电子商务经理电商渠道经理通路行销总监通路行销经理电商通路行销经理首席财务官财务总监财务经理会计经理审计总监审计经理18 years+15 years+8 years+5 years+10 years+8 years+10 years+6 years+10 years+6 years+4 years+4 years+10 years+6 years+15 years+10 years+8 years+6 years+10 years+6 years+2M 800K800K1.8M700K1.2M700K2M1M600K500K1.5M
70、650K800K2.5M1.2M700K450K1.2M600K1.8M600K650K850K600K900K550K550K1M600K400K800K450K2.5M1.6M550K550K1.2M540K1M500K1.5M+880K550K420K1M550K600K2M900K500K340K850K440K1.3M440K450K670K460K1M+720K410K420K700K410K300K600K320K1M350K350K900K400K700K350K800K700K400K300K700K400K400K1.5M600K300K250K500K300K700K 2
71、50K300K500K300K550K250K300K450K250K200K400K200KPosition Title 职位名称MinMinMedMedMaxMaxYears ofExperience从业年数Annual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 808085707080757585959595708595808080808080NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需
72、求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the
73、need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.18Marketing-市场营销HR-人力资源Marketing VPMarketing DirectorMarketing Mana
74、gerBrand ManagerCRM ManagerE-Commerce Marketing ManagerDigital Marketing DirectorDigital Marketing ManagerPR DirectorPR ManagerMedia ManagerMarket Insights ManagerHR DirectorHR ManagerC&B DirectorC&B ManagerTalent Acquisition DirectorTalent Acquisition ManagerTraining Manager市场营销副总裁市场营销总监市场营销经理品牌经理客
75、户管理经理电子商务市场经理数字营销市场总监数字营销市场经理公关总监公关经理媒介经理市场洞察经理人力资源总监人力资源经理薪酬总监薪酬经理招聘总监招聘经理培训经理16 years+12 years+8 years+4 years+5 years+5 years+12 years+8 years+10 years+5 years+6 years+7 years+15 years+8 years+10 years+8 years+10 years+8 years+6 years+2M1.1M600K900K900K2M1M2M800K800K600K1.2M600K1M800K1.2M800K500K
76、1.5M 800K400K500K500K1.2K500K800K450K400K400K900K500K800K650K800K700K400K2.5M1.4M800K400K430K600K1.4M650K1.2M600K500K400K1M500K850K600K860K600K350K1.1M660K300K410K400K900K350K700K375K325K300K630K400K620K450K550K500K300K1M700K250K300K300K800K400K800K350K300K300K800K400K700K400K550K400K250K800K500K200
77、K300K300K600K200K600K300K250K200K400K300K450K300K350K350K200KPosition Title 职位名称MinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 85909090859595958075808585858585858585NeedIndicator(0-100)需求指数2022 SALARY TRENDS2022 SALARY TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国
78、,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:
79、A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExperience从业年数192022 SALARY TRENDS
80、Mainland ChinaSupply Chain-供应链IT Support-技术支持Corporate Legal-法务Supply Chain VPSupply Chain DirectorSupply Chain ManagerLogistics ManagerProcurement/Sourcing ManagerPlanning ManagerRegulatory Affairs DirectorRegulatory Affairs ManagerQuality ManagerPlant ManagerR&D DirectorR&D ManagerIT DirectorIT Ma
81、nagerGeneral CounselLegal Counsel供应链副总裁供应链总监供应链经理物流经理采购经理计划经理法规事务总监法规事务经理质量经理生产经理研发总监研发经理IT 技术支持总监IT 技术支持经理总法务顾问法务顾问20 years+15 years+8 years+8 years+5 years+5 years+10 years+8 years+8 years+10 years+15 years+8 years+15 years+8 years+15 years+6 years+1.8M600K500K600K600K2M650K600K800K2M800K1.2M800K2
82、.2M450K1.2M500K450K580K600K600K550K700K700K1M750K400K2M+1.4M500K400K450K450K1.5M500K500K500K1.4M630K1M640K1.5M300K1M420K340K410K450k450K400K470K550K800K600K300K1M400K300K300K300K1M350K400K300K1M500K800K500K1M250K700K350K250K250K300K300K250K250K400K600K450K200KMinMinMedMedMaxMaxAnnual Package Range(R
83、MB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 80808585858590908585858580808080NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standa
84、rd Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an
85、oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 职位名称Years ofExperience从业年数202022 SALARY TRENDSCorporate FinanceCGP Insight企业财务212022 SALARY TRENDS Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECorporate FinanceCGP Insight
86、企业财务CFO首席财务官Finance BP财务业务伙伴FP&A Director财务分析总监IT Audit ManagerIT 审计经理Finance Director财务总监Audit Manager审计经理Accounting Manager会计经理Finance Manager财务经理Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及
87、公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。22Corporate Finance-企业财务2022 SALARY TRENDSCFOFinance DirectorAccounting ManagerFinance ManagerFP&A Man
88、agerFinance BPFinance Reporting ManagerFinance System ManagerTreasury DirectorTreasury ManagerTax DirectorTax ManagerAudit DirectorAudit ManagerInternal Control ManagerIT Audit Manager10 years+10 years+5 years+8 years+8 years+8 years+5 years+5 years+10 years+5 years+10 years+5 years+10 years+5 years
89、+5 years+5 years+3M2M500K700K700K1M700K800K1.5M500K1.5M500K2M600K600K600K1.5M1M400K500K500K600K500K600K800K350K800K350K1.2M450K450K500K1M600K250K300K400K400K400K400K600K250K500K250K800K300K300K400KPosition Title 职位名称MinMedMaxYears ofExperience从业年数Annual Package Range 年薪Tier 1 Cities 一线城市2022 SALARY
90、TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Min
91、imum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the marke
92、t.232022 SALARY TRENDS Mainland China首席财务官财务总监会计经理财务经理财务分析经理财务业务伙伴财务报表经理财务系统经理资金总监资金经理税务总监税务经理审计总监审计经理内控经理IT 审计经理600K500K200K250K300K350K300K300K400K200K400K200K500K250K250K350K1.2M800K300K400K450K500K450K500K500K300K500K300K700K350K350K450K2M1.2M400K600K600K700K600K600K700K400K700K400K1M450K450K550
93、K90808070809080807070707080808080Position Title 职位名称MinMedMaxNeedIndicator(0-100)需求指数Annual Package Range 年薪Tier 2 Cities 二线城市Corporate Finance-企业财务*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才
94、,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an aver
95、age demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.24Design&PropertyCGP InsightEarly 2021,the government has promulgated the Three Red Lines Policy,and the industry has begun to reshuffle violently.The real
96、estate industry has implemented the deleveraging policy,and under the environment that the financing channels are blocked,it is generally faced with financial pressure.With the deepening of the policy impact,many real estate companies default overseas ratings have been repeatedly downgraded,and the
97、market has fluctuated,increasing the difficulty of overseas debt financing.The real estate industry focuses on macro-policy regulation,rather than relying on marketing functions to restore the market,because real estate advertising is difficult to play a fundamental role in the face of the entire ma
98、rket downward environment.From the perspective of the industry,the real estate advertising industry is completely affected by the scale of the real estate industry,and the real estate market shrinks further,corresponding to the expansion of the capital chain of the real estate advertising industry.T
99、raditional real estate advertising companies cannot solve the fundamental contradiction between the low gross profit and the growing cost structure,which leads to the intensification of competition in the industry.As the core position of real estate advertising,the real estate design industry has be
100、en seriously affected.2022 SALARY TRENDS地产与设计2021年年初,“三条红线”政策颁布,行业开始了剧烈的洗牌。房地产行业施行去杠杆政策,在融资渠道受阻的环境下,普遍面临资金压力。随着政策影响的深化,多家房企违约,境外评级屡遭下调,市场波动,增加了境外发债融资难度。房地产行业专注于宏观政策调控,而非依赖营销职能去挽回市场,原因在于地产广告在面对整个市场下行的环境下,很难产生根本作用。从行业的角度出发,地产广告行业完全受房地产行业规模的影响,地产市场进一步收缩,与之对应的是地产广告行业资金链问题的扩大。传统地产广告公司无法解决低毛利时代与日益增长的成本结构之
101、间的根本矛盾,导致行业内竞争的加剧,地产设计行业作为地产广告的核心职位,也因此收到了严重影响。地产设计行业无法解决地产行业整体下行的趋势Design function cannot stop the overall downward trend of real estate industry 房地产行业下行,房产设计行业人才面临挑战Market size of real estate industry shrinks,real estate design professionals face challenges252022 SALARY TRENDS Mainland ChinaDesign
102、&PropertyCGP InsightAccording to the information released by the government,the real estate industry is bound to rebound at some point in the future,but whether it can reach the profit rate of the previous golden age remains to be observed.On the one hand,the recovery of the market requires a lot of
103、 efforts on marketing work.On the other hand,the decline in the profit rate of the real estate industry will lead to a decline in the capital investment in marketing work,which means that real estate advertising companies have comprehensively entered the era of low gross profit and cannot cope with
104、the growing labor costs,which means that the prospect of the real estate design industry is not optimistic.Talents in the real estate industry are faced with two choices:industry transformation or persistence.The development of the real estate industry in 2021 is conservative.On the one hand,it main
105、tains high-density marketing,accelerates the recovery of funds,and stabilizes the capital chain and revitalize cash flow by selling projects or seeking equity cooperation.At the same time,it speeds up the shift to fine management and operation to save the costs.Among them,the reduction of marketing
106、cost means the further contraction of profit space for the real estate advertising industry whose profit is declining year by year.In addition,the development of the two core technologies further reduces the human cost of the design industry.One is that the development of artificial intelligence(AI)
107、led by Python language has deeply integrated the computational image with AI,and AI technology can be used to complete a large number of basic design work in a short time.Second,the competition among domestic design content websites is increasing.The improvement of the quality of online content caus
108、es a convergence on designers professional skills,and industrial value of designers is being challenged.地产与设计根据政府目前释放的信息,房地产行业势必在未来的一个时间点内反弹,但是否能达到之前黄金年代的利润率还有待考量。一方面,市场的回暖过程中需要大量营销工作的投入;另一方面,房地产行业利润率下降导致营销工作的资金投入将下降,这意味着地产广告公司已经全面进入低毛利时代,无法应对日益增长的人力成本,地产设计行业的前景不容乐观。地产行业人才面临行业转型与艰苦留守两种选择。整个 2021 年房地
109、产行业的发展偏保守运营。一方面,维持高密度营销工作,加速资金回笼,通过出售项目或寻求股权合作等方式来稳定资金链,盘活现金流;同时,加快精细化管理和运营,节省开支。其中,营销费用的下调,对于利润逐年下降的地产广告行业而言,意味着利润空间的进一步收缩。此外,两大核心技术的发展令设计行业的人力成本进一步下降。其一是以 Python 语言为主导的人工智能(AI)开发已经将计算图像与 AI 深度融合,可以利用 AI 技术在短时间内完成大量的基础设计工作。其二是国内的设计内容网站竞争日益加剧,更高质量的网站内容令设计师的职业技能水平趋同,设计师的行业价值正受到挑战。地产设计人才面临转型与艰苦留守双重选择房
110、产行业削减开支,营销费用进一步下调Transformation or persistence,real estate designers face choices Further reduction of marketing expenditure in real estate industry 房地产行业下行,房产设计行业人才面临挑战Market size of real estate industry shrinks,real estate design professionals face challenges26Design&PropertyCGP Insight2022 SALARY
111、 TRENDS地产与设计房地产行业下行,房产设计行业人才面临挑战Market size of real estate industry shrinks,real estate design professionals face challengesAccording to CGP Group Marketing Insight,the neat decline of the real estate industry has also dealt a blow to the surrounding industries.Real estate design talents can choose
112、industries with more prospects,and rely on the extensiveness of the design industry itself to obtain more employment opportunities in other industries.There is a mutually dependent relation between real estate industry and real estate design,and the sales mode of futures housing makes it difficult f
113、or real estate advertising companies,as core suppliers,to obtain a healthy capital chain.Companieshigh-risk operation has a profound negative impact on the employment stability of real estate design talents and their industrial development.For real estate design talents,the competition in the field
114、of real estate advertising is increasing,and it is difficult to obtain equal labor income.Real estate design talents should reconsider the core value of the position,take the function of visual communication and creative inspiration as the core value,and seek potential positions in more extension in
115、dustries.CGP 集团市场洞察显示:“地产行业的整齐下行导致周边产业同样受到打击,对于地产设计人才而言,可以选择目前更具有前景的行业,依靠设计行业本身的外延性,在其他行业获得更多的就业机会”。房地产行业与地产设计是相互依托的行业关系,期房销售的模式导致作为核心供应商的地产广告公司很难获得一个健康的资金链,公司的高风险运营会对地产设计人才的就业稳定性与自身的行业发展产生很深的负面影响。对于地产设计人才而言,目前的地产广告领域的竞争加剧,很难获得对等的劳动收益,地产设计人才应回归职位的核心价值,以视觉传达与创意启发的职能为核心价值,在更多的外延性产业中寻求更具潜力的岗位。272022 SA
116、LARY TRENDS Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified candidates while ma
117、ny candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。Logistics Leasing物流招商Retail Leasing商业招商Asset Management资产管理CRM 会员管理系统Mall Operations 商业运营职位Cost Manager 成本造价Design Management 设计管理Office Leasing 办公招商Project Managem
118、ent 项目管理Design&Property地产与设计28Retail Leasing DirectorRetail Leasing Sr.ManagerRetail Leasing ManagerOffice Leasing DirectorOffice Leasing Sr.ManagerOffice Leasing ManagerIndustrial Leasing Director Industrial Leasing Sr.Manager Industrial Leasing Manager Consulting DirectorConsulting ManagerOperatio
119、n DirectorOperation ManagerMall General ManagerProperty DirectorProperty Senior ManagerProperty ManagerMarketing DirectorMarketing Senior Manager Marketing Manager商业招商总监商业招商高级经理商业招商经理办公招商总监办公招商高级经理办公招商经理产业招商总监产业招商高级经理产业招商经理咨询总监咨询经理运营总监运营经理商场总经理物业总监物业高级经理物业经理市场总监市场高级经理市场经理12 years+8 years+6 years+12
120、years+10 years+6 years+12 years+8 years+6 years+15 years+8 years+12 years+6 years+15 years+15 years+10 years+8 years+15 years+10 years+6 years+1M700K500K1M700K500K1M600K 500K 1M600K1M400K2M1.2M700K500K1.5M 700K 500K860K600K460K880K600K400K910K540K400K800K440K800K360K1.4M950K650K400K900K600K440K700K5
121、00K300K700K500K300K800K500K300K600K300K600K300K1M700K500K300K600K500K400KPosition Title 职位名称MinMedMaxYears ofExperience从业年数Annual Package Range(RMB)年薪2022 SALARY TRENDSCommercial&Industrial Property-商业及产业地产9090908080809393908080909088929292858282NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为
122、当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need I
123、ndicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.292022 SALARY TRENDS Mainland Chin
124、aProject Head Project DirectorProject ManagerMEP DirectorMEP Senior ManagerMEP ManagerCost DirectorCost ManagerBIM ManagerStructural Director Structural Senior ManagerStructural ManagerEHS DirectorEHS ManagerScheduling ManagerResidential Salas VPResidential Salas DirectorResidential Salas ManagerMar
125、keting DirectorMarketing Senior ManagerMarketing ManagerCity GM项目负责人项目总监项目经理机电总监机电高级经理机电经理成本总监成本经理BIM 经理结构总监结构高级经理结构经理EHS 总监EHS 经理计划经理住宅地产销售副总裁住宅地产销售总监住宅地产销售经理营销总监营销高级经理营销经理城市总经理18 years+15 years+8 years+15 years+10 years+8 years+12 years+8 years+5 years+15 years+10 years+8 years+15 years+8 years+8
126、years+15 years+10 years+7 years+12 years+8 years+5 years+15 years+3M1.5M650K1.5M800K600K1.5M600K650K1M750K600K1.2M650K600K3M2M600K1M600K400K2M1M570K1.2M700K560K1.1M500K570K840K675K540K1M580K520K2.4M1.4M480K900K540K300K2M+1.2M800K500K800K600K500K700K400K500K700K600K500K800K520K400K2M1M400K800K500K200
127、KPosition Title 职位名称MinMedMaxYears ofExperience从业年数Annual Package Range 年薪Project Management-项目管理85858585858585858080808080808085859080828290NeedIndicator(0-100)需求指数Residential Property-住宅地产*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB
128、In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a sca
129、rcity in the market.30Chief Investment OfficerInvestment DirectorInvestment ManagerInvestment AnalystAsset Management Director Asset Management Senior Manager Asset Management ManagerValuation DirectorValuation Manager首席投资官投资总监投资经理投资分析师资产管理总监资产管理高级经理资产管理经理估算总监估算经理15 years+10 years+5 years+3 years+15
130、 years+10 years+6 years+15 years+6 years+6M2M700K500K2.5M 800K 600K800K600K4M1.4M500K320K1.6M700K550K700K440K2M700K 300K150K800K600K500K600K300KPosition Title 职位名称MinMedMaxAnnual Package Range(RMB)年薪2022 SALARY TRENDSInvestment&Asset Management-投资及资管858585909090908282NeedIndicator(0-100)需求指数*年薪:基本工资
131、加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medi
132、um,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExpe
133、rience从业年数312022 SALARY TRENDS Mainland ChinaDesign Head Archi Design Director Archi Design Senior Manager Archi Design Manager Urban Planning DirectorUrban Planning Senior ManagerUrban Planning ManagerLandscape Design DirectorLandscape Design Senior ManagerLandscape Design Manager Interior Design D
134、irector Interior Design Senior Manager Interior Design Manager 设计负责人建筑设计总监建筑设计高级经理建筑设计经理城市规划总监城市规划高级经理城市规划经理景观设计总监景观设计高级经理景观设计经理室内设计总监室内设计高级经理室内设计经理15 years+15 years+12 years+8 years+15 years+10 years+6 years+15 years+10 years+6 years+15 years+10 years+6 years+4M2M800K700K2M700K 500K1.2M 600K500K 90
135、0K600K400K2.5M1.5M700K600K1.4M600K450K950K550K400K800K500K300K1M800K600K500K800K 500K400K700K500K300K700K400K200KPosition Title 职位名称MinMedMaxAnnual Package Range(RMB)年薪Design Management-设计管理80 859090808080808080828686NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最
136、大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure
137、the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Years ofExperience从业年数32Digital TransformationCGP InsightToday,
138、digital transformation has become the key to global industrial upgrading,and countries around the world have released national digital strategies to accelerate the process of industrial digitization.The establishment of a digital hub is an important step in digital transformation,which gathers talen
139、ts and innovation initiatives,accelerates local ecological development,and realizes the simultaneous upgrade of multiple industries such as finance,logistics and manufacturing,thereby enhancing international competitiveness.In 2021,digital transformation has promoted innovation in many fields,and te
140、chnological upgrades have helped all mankind enjoy more equal services.With the chain structure extension and development of digital transformation,the mobilization of work scenarios,cloudification of work data and low-code encapsulation of work processes have become the mainstream of enterprise dig
141、ital applications.Affected by the epidemic,digital transformation has become a path for traditional industries to quickly resume production.Artificial intelligence and machine learning are increasingly embedded in multiple business functions in key business areas,which not only improves the efficien
142、cy of enterprises,but also realizes the innovation of products and services;and the digital model based on cloud computing is helping enterprises meet the changes and needs in business scenarios.2022 SALARY TRENDS数字化转型现如今,数字化转型已成为全球产业升级的关键,世界各国均发布国家数字战略,以加速产业数字化进程。成立数字枢纽中心是数字化转型的重要一步,这一过程也能够凝聚人才与创新举
143、措,同时加速发展本地生态,实现金融、物流、制造等多个行业的同步升级,从而提升国际竞争力。在 2021 年,数字化转型推动了多领域的创新,技术的升级帮助全人类享受更平等的服务。随着数字化转型链条式结构的延伸发展,工作场景移动化、工作数据云端化和工作流程低代码封装化已经成为了企业数字化应用的主流。受疫情影响,数字化转型成为了传统行业快速恢复生产的路径。人工智能与机器学习被越来越多地嵌入到关键业务领域的多个业务功能中,不仅提高了企业效率,也实现了产品与服务的创新;而基于云计算的数字化模型正帮助企业满足业务场景的变化与需求。全球产业复苏的灯塔 面向未来的产业升级Digital Transformati
144、on Is the Key to Global Economic Recovery全行业面临数字化转型 数据人才出现缺口Digital transformation happens,data process talents are competitive 332022 SALARY TRENDS Mainland ChinaDigital TransformationCGP InsightIn the wave of digital transformation,the leading position of e-commerce,finance and other industries is
145、 relatively obvious,while the manufacturing industry needs to complete the iteration of modernization and connectivity,in which the technological upgrade of 5G,cloud computing and the Internet of Things is imminent.These industries obviously need a large number of talents in the field of digital tra
146、nsformation.It is predicted that the process of global industrial digitalization will be further deepened in 2022.In the process of digital transformation,the optimization of supply chain has become the primary concern of most enterprises,and e-commerce will become an important means of digital tran
147、sformation of enterprise supply chain.Advanced digital technology can highly integrate the online and offline supply chain,connect the supply chain and payment,so as to improve the operation efficiency of enterprise business terminals and product structure,and maximize profits.Another hot topic of d
148、igital transformation is private domain development.The digitalization of products and services has increasingly become the main direction for manufacturing enterprises to expand their business value.Private domain development uses Internet tools to create an ecosystem,allowing enterprises to face c
149、onsumers directly and excavating the value of membership attributes to better reach and serve consumers,which has become the focus of all enterprises.数字化转型在数字化转型的浪潮中,电商、金融等行业的引领地位比较明显;而制造业内部需要完成现代化与连通性的迭代,对 5G、云计算与物联网的技术更迭迫在眉睫。由此可见,未来这些行业将需要大量数字化转型领域的人才。预测 2022 年,全球产业数字化进程将更一步深化。在数字化转型过程中,对于供应链的优化成为
150、了多数企业首要关注的方向,而电商化将成为企业供应链数字化转型的重要手段。先进的数字化技术能够高度整合线上线下供应链,打通供应链与支付,从而提高企业业务终端与产品结构的运转效率,实现利益最大化。数字化转型的另一个热点是私域开发。产品和服务数字化日益成为制造企业拓宽业务价值的主攻方向。私域开发利用互联网工具,创建生态系统,让企业直接面向消费者,挖掘会员属性价值,更好地触达并服务消费者,成为了所有企业所重点关注的方向。面对人才缺口 人才再开发是突破关键数字化转型进程加快 全球产业面临换血Talent redevelopment is the key to relieve talent shortag
151、e Digital Transformation Accelerating of all Global Industries全行业面临数字化转型 数据人才出现缺口Digital transformation happens,data process talents are competitive 34CGP Insight2022 SALARY TRENDSAs a key element in the process of enterprise digital transformation,digital talents have a crucial impact on enterprise
152、 transformation,and solving the shortage of digital transformation talents is huge challenge for enterprises.Accelerating the pace of digital transformation requires companies to break through the inherent barriers of thinking.The foundation of transformation is not only the application of new tools
153、 or new skills,but a transformation of itself,both to companies and individuals.CGP Group Marketing Insight shows that digital transformation is not just a one-way technical transformation,but fundamentally a special project for innovative talents in the enterprises.The core value of digital talents
154、 is the integration and application of multiple fields and disciplines.While recruiting talents externally,enterprises should develop internal training and promotion channels based on their own conditions,improve the digital capabilities of existing employees to start digital transformation prior to
155、 the enterprise;and for talents,those who have skills dealing with digital transformation will greatly enhance the competitiveness in the talent market.作为企业数字化转型过程中的关键要素,数字化人才对于企业转型有着至关重要的影响,而解决数字化转型人才的缺口也是对企业的巨大挑战。加快数字化转型的步伐,需要企业突破固有的思维壁垒。转型的根本,不仅是新工具或者新技能的应用,而是一场针对自身的转变,对于企业或者个人而言都是如此。CGP 集团市场洞察显示
156、:“数字化转型不仅仅是单向的技术类转型,从根本而言,其实是一个企业创新型人才的专项。数字人才的核心价值是多领域、多学科的融合与应用。企业在对外开展人才招聘的同时,应结合自身的情况,开辟企业内部的培训与晋升渠道,提升现有员工的数字化能力,先于企业启动数字化转型;而对人才而言,具备数字化转型方向的技能将大大提升其在人才市场的竞争力”。Digital Transformation数字化转型全行业面临数字化转型 数据人才出现缺口Digital transformation happens,data process talents are competitive 352022 SALARY TRENDS
157、 Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETEDigital TransformationCGP Insight数字化转型Algorithm Engineer算法工程师Solution Architect解决方案架构师Engineering Manager研发经理Engineering Lead研发主管Java EngineerJava 开发工程师QA Engineer测试工程师.NET Engineer.Net 开发工程师Project Manager项目经理Notes:Roles with limited q
158、ualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应
159、聘者,候选人竞争激烈。HR 及公司处于买方市场。36Digital Transformation-数字化转型2022 SALARY TRENDSPython EngineerJava Engineer.Net EngineerC+/C EngineerPHP EngineeriOS EngineerAndroid EngineerArchitectQA EngineerQE EngineerEngineering LeadEngineering ManagerAlgorithm EngineerAlgorithm Lead3-10 years3-10 years3-10 years3-10 y
160、ears3-10 years3-10 years3-10 years8-15 years3-10 years3-10 years8-15 years10-20 years1-10 years6-10 years500K+500K+400K+500K+500K+510K+520K+700K+320K+450K+600K+700K+1M+1.2M+350K350K300K350K350K400K400K500K250K320K450K600K400K800K200K200K150K200K200K250K250K350K150K180K350K450K250K500KPosition Title
161、职位名称MinMedMaxYears ofExperience从业年数Annual Package Range 年薪Tier 1 Cities 一线城市2022 SALARY TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bo
162、nus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an overs
163、upply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.372022 SALARY TRENDS Mainland ChinaPython 开发工程师Java 开发工程师.Net 开发工程师C+/C 开发工程师PHP 开发工程师iOS 开发工程师Android 开发工程师架构师测试工程师测试开发工程师研发主管研发经理算法工程师算法主管8080708060707010080Position Title 职位名称MinMedMaxNeedIndicato
164、r(0-100)需求指数Annual Package Range 年薪Tier 2 Cities 二线城市Digital Transformation-数字化转型140K140K100K140K140K150K150K250K100K120K250K300K200K350K250K250K150K250K250K300K300K350K150K220K320K450K300K500K350K350K250K350K350K400K400K500K230K300K400K500K500K+700K+*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
165、*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric t
166、o measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.38Emerging Technologies&The InternetCGP InsightIn the
167、 process of global economic development,the Internet has created numerous economic legends,and is also known as the most wealth-creating industry.After enjoying the dividend period of more than 20 years,the Internet feast is coming to an end.The exhaustion of traffic growth,the change of consumer ha
168、bits and the global antitrust actions on platform economy indicate the end of the era of rapid expansion of the Internet.The end of an era also indicates the rise of another.In the Internet market,more and more brand-based,product-based and content-based companies have become the mainstream.They wil
169、l replace the Internet platform companies and become the unicorn of the new era.The Internet industry in 2021 is vividly compared to a dancer who dances with shackles.Under the influence of the global antitrust background,the domestic regulatory policy tends to be strict,which to some extent affects
170、 the capital of risk aversion in the market,resulting in the obstruction of financing and limited development of Internet enterprises.Strict policy control makes fair competition and information sharing the main themes of the industry.The former requires fair competition between platforms and shall
171、not abuse market position,while the latter requires that information partition should not be built between platforms and consumers should be allowed to share information across platforms.While adapting to policy and market changes,traditional Internet enterprises are urgently seeking new ways of rea
172、lization,and more emerging technologies are applied to the Internet industry.2022 SALARY TRENDS新兴技术与互联网互联网在全球经济发展的过程中,制造了无数经济传奇,也被人们誉为最能创造财富的行业。在享受了二十多年的红利期后,互联网的盛宴正在接近尾声。流量增长的枯竭,消费者习惯的改变以及全球范围内的平台经济反垄断行动,预示着互联网极速膨胀的时代落幕。一个时代的结束也预示着另一个时代的崛起,互联网市场内,越来越多的品牌型、产品型以及内容型公司成为主流,他们将取代互联网平台型公司,成为新时代的独角兽。2021
173、 年的互联网行业,被形象地比喻为“带着枷锁跳舞”的舞者。受全球反垄断背景影响,国内的监管政策趋于严格,一定程度上影响了市场上避险情绪的资本,导致互联网企业融资受阻,发展受限。政策上的严控,使得“公平竞争”和“信息共享”成为行业内的主旋律。前者要求平台之间公平竞争,不得滥用市场地位;后者要求平台之间不得筑起“信息隔墙”,要允许消费者跨平台共享信息。传统互联网企业在适应政策和市场变化的同时,正迫切寻求全新的变现途径,更多的新兴技术也正在被运用于互联网行业。互联网行业增速放缓 新兴技术加速融合Emerging technologies accelerates integration互联网行业新一轮增
174、长蓄势,人才个体价值凸显Individual value magnifies in the Internet industry392022 SALARY TRENDS Mainland ChinaEmerging Technologies&The InternetCGP InsightThe pace of technological innovation promotes the diversified development of the Internet industry.In order to gain a foothold in the market,major enterprise
175、s must make use of emerging technologies to maintain competitiveness and create differentiated products,which will have a positive and profound impact on enterprises future success with the rapid and integrated development of emerging technologies.As the strict control continues,it is expected that
176、in 2022,the Internet industry will officially enter the era of strong supervision.With the gradual implementation of the global antitrust policy for the platform economy,small and medium-sized enterprises will have more opportunities.At the same time,these enterprises are also the key areas of the c
177、ollaborative transformation of the whole industrial chain,emphasizing cloud computing,big data and the Internet of Things to empower the industry.Meanwhile,in the post-epidemic era,people realize that virtual life can replace real life in some ways,which gives birth to the concept of the meta univer
178、se.The essence of meta universe is the 3D Internet,which is based on a series of technologies related to VR,AR and AI algorithms that are the keys to the virtual Internet world.In line with the trend of the industry,more and more enterprises have proposed the intention of developing business related
179、 with the meta universe concept.In the future,the Internet industry will be more quickly and thoroughly integrated with emerging technologies.As the carnival of the platform Internet comes to an end,more Internet companies advocating content experience will go to the foreground.The nature of the Int
180、ernet industry determines that even after more than 20 years of development,it will still be a strong power supporting the global economic and social development of countless times in the future.新兴技术与互联网在持续的严格管控下,预计在 2022 年,互联网行业将正式进入“强监管”时代。随着针对平台经济的全球反垄断政策逐步开始实施,中小型企业将获得更多的机会,同时这部分企业也是全产业链协同转型的关键领
181、域,强调云计算、大数据、物联网,为产业赋能。同时,在后疫情时代,人们意识到线上生活已经可以在某些层面取代线下生活,其中就涉及元宇宙的概念。元宇宙的本质是 3D 互联网,其中涉及到的 VR、AR 以及 AI 算法等一系列技术,是通往虚拟互联网世界的钥匙。顺应行业趋势,越来越多的企业都提出了发展元宇宙相关业务的意愿。未来的互联网行业,会与新兴技术更快更彻底地融合。随着平台型互联网的狂欢进入尾声,更多提倡内容体验的互联网公司将走向台前。互联网行业的属性决定了即使经过二十多年的发展,它将仍然是一股支撑今后无数时代全球经济与社会发展的重要力量。技术创新的步伐促进了互联网产业的多样性发展。为了在市场上站稳
182、脚跟,各大企业必须利用新兴技术来保持竞争力,创造差异化的产品,在新兴技术日新月异、融合发展的趋势背景下,这将对企业未来的发展产生积极深刻的影响。强监管背景下 互联网行业迈向新起点Government supervision brings Internet industry to a new stage 互联网行业新一轮增长蓄势,人才个体价值凸显Individual value magnifies in the Internet industry40Emerging Technologies&The InternetCGP InsightAlthough the epidemic has lim
183、ited impact on the Internet industry,enterprises tend to control investment in talent and pay more attention to the excavation of individual value.According to the CGP Group Marketing Insight,the flexibility of the Internet industry is reflected in all aspects.The industry is expected to have more i
184、ntense enterprise restructuring and talent flow in 2022,and the demand for middle and high-end talents will also increase.Talents will have more opportunities to cultivate and develop professional skills and capabilities in areas where self-value can be realized.Having the development ideas that ali
185、gn with the enterprise will grant talents better career opportunities.By building an enabling organization,Internet enterprises can constantly unleash individual value,and match the development of individual capabilities with the organizations development direction to the greatest extent.From the pe
186、rspective of talents,being in an open-minded industry such as the Internet is conducive to the realization and increase of ones self-value.2022 SALARY TRENDS新兴技术与互联网虽然互联网行业受到的疫情影响偏弱,但是企业在人才方面依然趋向于控制投入,更加注重个体价值的挖掘。CGP 集团市场洞察显示:“互联网行业的灵活性体现在方方面面,预计在 2022 年,行业内企业重组和人才流动的现象会进一步加剧,对中高端人才的需求也会加大。人才将有更多机会选
187、择在能够实现自我价值的领域深耕与发展。怀揣与企业相一致的发展理念,能让人才获得更好的机会。”通过打造赋能型组织,互联网企业能够不断激发个体价值,尽可能地将组织中个体的能力发展与组织的发展方向相匹配。而对人才来说,身处互联网这样一个思维开放的行业,更有利于实现自我价值的增长。人才个体价值崛起 中高端人才紧缺Internet and technology industry facing shortage of high-level talents 互联网行业新一轮增长蓄势,人才个体价值凸显Individual value magnifies in the Internet industry4120
188、22 SALARY TRENDS Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightProduct Head智能座舱产品总监Autonomous Driving Algorithm Expert智能驾驶算法专家Cloud Architect云平台架构师APP Product DirectorAPP 产品总监LBS Product Expert地图产品专家BD/Sales Director商务/销售总监Marketing Director 市场总监CPSP Director 生态合作总监Operat
189、ion Director运营总监Aftersales Expert售后总监Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company
190、has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。Emerging Technologies&The Internet新兴技术与互联网42AI-人工智能AI Chief ScientistDeep Learning ExpertDeep Learning Senior EngineerDeep Learning EngineerComputer Vision ExpertComputer Vision Senior EngineerComputer Vision Engi
191、neerNLP ExpertNLP Senior EngineerNLP EngineerMachine Learning ExpertMachine Learning Senior EngineerMachine Learning EngineerSpeech Recognition ExpertSpeech Recognition Senior EngineerSpeech Recognition EngineerData Algorithm ExpertData Algorithm Senior EngineerData Algorithm EngineerAI Open Source
192、ExpertAI Product DirectorAI Product Senior ManagerAI Product ManagerAI 首席科学家 深度学习专家 深度学习高级工程师 深度学习工程师 计算机视觉专家 计算机视觉高级工程师 计算机视觉工程师 自然语言处理专家 自然语言处理高级工程师 自然语言处理工程师 机器学习专家 机器学习高级工程师 机器学习工程师 语音算法专家 语音算法高级工程师 语音算法工程师 数据算法专家 数据算法高级工程师 数据算法工程师 AI 开源平台开发专家 AI 产品总监 AI 产品高级经理 AI 产品经理 15 years+8 years+5 years+3
193、 years+8 years+5 years+3 years+8 years+5 years+2 years+8 years+5 years+3 years+8 years+5 years+2 years+8 years+6 years+3 years+7 years+8 years+5 years+3 years+2.8M1.2M700K450K1M650K500K1.2M600K500K1.2M800K550K1.2M750K550K1.1M700K500K2.5M1.2M800K500K2.1M1M600K400K1M550K450K1M550K400K1M650K450K1.1M650
194、K450K1M600K400K1.5M1M650K400K2.2M900K600K375K800K530K420K900K520K420K1M650K420K1M630K400K900K550K400K1.7M1M640K400K1.6M750K500K320K750K475K360K800K470K320K820K560K330K900K550K360K800K500K320K1.2M820K530K325K1.5M650K450K300K650K450K350K700K450K350K800K500K300K700K500K350K700K450K300K1M800K500K300K1M5
195、00K400K250K550K400K250K600K400K250K650K450K250K650K450K300K600K400K250K800K650K400K250KMinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 9090958590958090958590958595959090858090859080NeedIndicator(0-100)需求指数2022 SALARY TRENDS2022 SALARY TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利)
196、,货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*
197、Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 职位名称Years ofE
198、xperience从业年数432022 SALARY TRENDS Mainland ChinaIntelligent Driving-智能驾驶Intelligent Driving Chief ScientistADAS Technical DirectorSystem Control ExpertAlgorithm ExpertCloud Computing EngineerInformation Security EngineerFunction SecuritySensor Fusion AlgorithmsPositioning AlgorithmPath Planning Algo
199、rithmHD Map EngineerMillimeter Wave Radar Algorithm智能驾驶首席科学家ADAS 技术总监控制系统专家算法专家云计算工程师信息安全工程师功能安全传感器融合算法 定位算法 路径规划算法 高精地图开发 毫米波雷达算法12 years+12 years+6 years+7 years+5 years+5 years+5 years+7 years+5 years+5 years+5 years+6 years+3M1.5M600K800K800K700K700K900K700K700K650K650K1.5M1M500K650K600K500K550K
200、650K600K600K600K600K2.2M1.2M510K700K700K600K520K700K570K575K520K550K1.1M750K420K580K500K400K450K520K460K450K500K500K1.5M800K400K600K600K500K400K500K450K450K450K450K800K500K350K500K450K350K350K400K350K350K400K400KPosition Title 职位名称MinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier
201、2 Cities 二线城市 808085808580858080858580NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other be
202、nefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score abov
203、e 80 indicates an urgent need,or a scarcity in the market.Years ofExperience从业年数44IoT-物联网Product VP/DirectorProduct ManagerTechnical DirectorPlatform Development ArchitectWiFi/Bluetooth Technology ExpertSoftware Development EngineerIndustry Solutions ArchitectProject DirectorProject ManagerCOOOperat
204、ion DirectorOperation ManagerUX/UI DesignerVisual DesignerBD DirectorSales ManagerData Platform ArchitectData Warehouse ArchitectData Analyst产品 VP/总监产品经理技术总监平台开发架构师WiFi/蓝牙技术专家软件开发工程师行业解决方案架构师项目总监项目经理首席运营官运营总监运营经理交互设计师视觉设计师业务拓展总监销售经理数据平台架构师数据仓库架构师数据分析师10 years+8 years+10 years+8 years+8 years+5 years
205、+8 years+10 years+5 years+10 years+8 years+5 years+5 years+5 years+10 years+5 years+8 years+8 years+8 years+5M1M2M1.5M600K550K1.2M800K500K2.5M1M800K800K800K1M600K1.5M1.5M1.2M2M700K1.5M1M500K400K700K600K400K1M800K500K600K600K600K400K1M1M800K3M800K1.8M1.1M520K420K900K650K400K2M900K600K600K600K820K500K
206、1.1M1.1M900K1.5M450K1.1M750K400K300K520K520K300K850K700K400K400K400K500K300K780K750K550K1.8M500K1.5M800K450K300K500K500K300K1.5M800K500K400K400K600K400K700K600K500K1M400K700K500K300K200K350K450K200K700K600K300K200K200K400K200K500K500K300KMinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一线城
207、市 Tier 2 Cities 二线城市 90958085909580859085908090908085959095NeedIndicator(0-100)需求指数2022 SALARY TRENDS2022 SALARY TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package
208、:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score be
209、low 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.Position Title 职位名称Years ofExperience从业年数452022 SALARY TRENDS Mainland ChinaICT Chip Manufacturing -ICT 芯片制造BU General ManagerR&D DirectorR&D ManagerChief ScientistIC Desgin ExpertIC Pr
210、ocess Development ExpertFPGA ExpertSOC ArchitectSI/PI ExpertIC Verification ExpertPD Design ExpertHardware Design ManagerHardware EngineerSoftware Design ManagerSoftware EngineerProduct Director/ManagerProject Director/ManagerProduction DirectorProduction ManagerQuality DirectorQuality ManagerSales
211、ManagerRegional Sales ManagerOverseas Sales ManagerSupply Chain DirectorSupply Chain Planning ManagerSupply Chain Development ManagerPlanning Manager事业部总经理研发总监研发经理首席研究科学家IC 设计专家(数字/模拟电路)IC 工艺开发专家FPGA 专家SOC 架构师SI/PI 专家IC 验证专家PD 设计专家硬件设计经理硬件工程师软件设计经理软件工程师产品总监/经理项目总监/经理生产总监生产经理质量总监质量经理销售总监区域销售经理海外销售经理供
212、应链总监供应链计划经理供应链开发经理物料计划经理10 years+12 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+8 years+10 years+3 years+8 years+3 years+5 years+5 years+12 years+8 years+12 years+8 years+10 years+5 years+5 years+10 years+8 years+8 years+8 years+2M1.2M1M2M1.5M1.5M1.5M1.2M900K1.5M800K800K500
213、K800K500K1M700K1.2M900K1M750K1M600K700K1.3M600K700K600K1.8M900K700K1.3M1.5M1.2M1.3M1.8M800K1.5M500K600K350K600K350K600K500K900K600K900K600K700K500K500K700K450K450K450K1.5M1M750K1.4M1.3M1M1.3M860K650K1.3M600K650K375K660K375K750K500K1M750K770K570K800K450K550K1M500K500K500K1.3M700K500K950K1.3M800K1.1M1
214、.5M530K1.3M375K500K275K500K275K500K375K740K500K660K470K550K375K370K570K320K320K325K1M900K500K800K1.1M500K1.1M1.3M400K1.1M400K500K250K500K250K500K350K800K600K550K400K600K300K400K700K400K300K400K900K500K300K600K1M400K900K1.3M300K1.1M250K400K200K400K200K400K250K600K400K450K350K400K250K250K450K200K200K2
215、00KMinMinMedMedMaxMaxAnnual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 86909088908584908486869080908090909090859080859082848484NeedIndicator(0-100)需求指数Position Title 职位名称Years ofExperience从业年数46CTOIT DirectorIT ManagerInfrastructure/Engineering ManagerIT Service/Helpdesk ManagerInfras
216、tructure Team LeadNetwork/Server EngineerApplication ManagerSystem AnalystCISOCyber Security ManagerSAP(ERP)DirectorSAP(ERP)Project ManagerSAP(ERP)Consultant/Business Analyst首席技术官IT 总监IT 经理基础架构经理IT 服务台经理基础架构组长网络工程师应用经理系统分析员首席信息安全官信息安全经理SAP 总监SAP 项目经理SAP 顾问分析师12 years+10 years+5 years+8 years+8 years
217、+5 years+2 years+8 years+3 years+10 years+8 years+8 years+5 years+2 years+2M800K700K700K500K500K700K600K1.2M1.8M800K600K2M+1.5M650K500K500K375K350K575K420K1.2M+900K1.4M600K430K1M 500K 360K 300K 250K 200K 450K 250K 600K 1M 400K 300K MinMedMaxAnnual Package Range(RMB)年薪2022 SALARY TRENDSSystem&IT Supp
218、orting-系统&IT 支持8284848280828082848583858282NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or oth
219、er benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score
220、 above 80 indicates an urgent need,or a scarcity in the market.Position Title 职位名称Years ofExperience从业年数472022 SALARY TRENDS Mainland ChinaHead of ArchitectSolution/Application/Mobile ArchitectCloud ArchitectIT Programme ManagerIT Project/Product ManagerIT Business AnalystData ScientistData Architec
221、tBI ArchitectAglorithm(Research)-Ph.DAglorithm(Development)-Ph.DUX/UI DirectorUX/UI Manager首席架构师解决方案/移动架构师云端架构师IT 开发经理IT 项目/产品经理IT 商业分析员数据科学家数据架构师商业分析架构师算法工程师(理论研究)算法工程师(开发)交互设计总监交互设计经理10 years+8 years+5 years+10 years+8 years+2 years+5 years+5 years+5 years+2 years+2 years+10 years+5 years+2M1.2M1M
222、1.5M1M700K1.5M1M1M1.2M1.5M1.2M800K1.5M900K700K1.2M700K510K1M700K700K820K1M1M600K1M 600K 400K 1M 400K 300K 500K 400K 400K 400K 400K 700K 400K Position Title 职位名称MinMinMedMedMaxMaxAnnual Package Range 年薪Annual Package Range 年薪Developer&Architect-架构开发908890868586988NeedIndicator(0-100)需求指数Ne
223、edIndicator(0-100)需求指数Internet-互联网*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,e
224、x:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent nee
225、d,or a scarcity in the market.Position Title 职位名称Years ofExperience从业年数Years ofExperience从业年数48EnergyCGP InsightThe global economic recovery in the post-epidemic era continued throughout 2021.The crude oil market rose in the first half of the year as destocking accelerated thanks to the recovery in
226、demand and the better-than-expected performance of supply constraints.In the second half of the year,the intensification of the COVID-19 epidemic led by the Delta Mutation and the Fed s reduction of the scale of bond purchase made the oil price fell back.In the fourth quarter of the year,the energy
227、crisis broke out in Europe,and the price of crude oil reached the highest level in the past few years.Looking back at the whole year,in the transformation stage of global traditional fossil energy,the bottleneck of new energy supply is pretty obvious.With the reopening of the global market,the tradi
228、tional energy sector,led by the oil and gas industry,has recovered from the losses it had been suffered since 2020,and oil prices have reached their highest level in two years.Despite the market recovery and surging profits,the Western crude oil giants have not indicated plans for additional capital
229、 expenditure.Instead,they have implemented policies to slow growth and clean up carbon emissions due to the impact of tight regulation and climate change.Reducing investment in oil and gas and increasing in renewable energy sector have become the Western oil giants common choices.At the same time,wi
230、th the gradual advancement of the modernization process of the industry as a whole and the steady progress of 5G commercialization,energy companies will introduce cloud computing technology on a large scale.Some of the major trends in 2021 will pave the way for the overall industry transformation in
231、 2022.Governments in various countries have made some progress in policy,regulation and commitment in 2021,which will promote the economies transformation toward low-carbon energy.2022 SALARY TRENDS能源在整个 2021 年,后疫情时代的全球经济复苏还在持续。上半年,原油市场上涨,得益于市场需求复苏以及供给约束的超预期表现,库存加速去化。进入下半年,新冠病毒德尔塔变种导致疫情加剧,叠加美联储缩减购债规
232、模,油价再度回调。第四季度,欧洲爆发能源危机,原油价格攀升至多年新高。回顾全年,在全球传统化石能源转型阶段内,新能源的供给瓶颈问题非常明显。随着全球市场的重新开放,以油气行业为首的传统能源行业摆脱了 2020 年以来持续亏损的阴影,油价也攀升至 2 年以来的最高水平。尽管市场复苏,盈利大增,但西方原油巨头并未表示有追加资本开支的计划。受监管收紧与气候变化的双重影响,他们施行了放慢增长,清理碳排放的政策。在油气投资上减量,在可再生能源方向增量,成为西方石油巨头的共同选择。同时,随着行业整体现代化进程的逐步推进,5G 商用的发展,能源公司将大范围引进云计算技术。2021 年的一些主要趋势将为 20
233、22 年的行业整体转型做好铺垫。2021 年各国政府在政策、监管及其承诺方面都有一些积极进展,这将促进各经济体向低碳能源转型。传统能源行业扭转亏损,行业转型持续推进Traditional energy industry reversed losses,industry transformation continued 能源行业全面转型,“绿色人才”成行业内争抢对象Competition for green energy professional talents492022 SALARY TRENDS Mainland ChinaEnergyCGP InsightEnergy transform
234、ation not only leads to the shift of financial capital,but also leads to the shift of talents from traditional energy industry to the new energy field.With the substantial adjustment and optimization of domestic energy structure,digital technology has become the key to promoting the transformation a
235、nd development of oil and gas enterprises,and the demand for talents in the field of digital energy and new energy is also expanding.The new energy industry is also facing a serious shortage of talents due to the rapid development.The rise of salary level has intensified the talent competition in th
236、e energy field.With the promotion of carbon neutrality policy and the recovery of the global economy,the transformation of traditional energy into clean energy is accelerating.Capital flows into the new energy industry chain,promoting the explosive growth of the industry.In the new energy vehicle ma
237、rket,Europe is expected to have the highest market share in 2022,while China will become the largest single market for new energy vehicles.In the United States,President Biden has outlined a goal that 50%of cars sold in 2030 will be zero-emission electric vehicles.In the traditional energy industry,
238、the digitization process has advanced considerably.The product manufacturers and parts suppliers in the supply chain system will adopt the cutting-edge digital mechanism and transform to the new energy structure.With the development of hydrogen energy and the improvement of electrical technology and
239、 energy efficiency,the global economy and industries with large emissions will accelerate the pace of decarburization.能源能源转型不仅导致金融资本转向,同时也引发了传统能源行业的人才转向新能源领域。随着国内能源结构大幅度的调整优化,数字化技术成为了推动油气类企业转型发展的关键,数字化能源与新能源的人才需求也在不断扩大。新能源行业还面临着高速发展带来的严重人才短缺问题;同时,更高的薪资水平加剧了能源领域的人才竞争。随着碳中和政策的推进以及全球经济迈向复苏,传统能源向清洁能源的转型
240、不断提速。资本涌入新能源产业链,促使行业呈现爆发式增长。在新能源汽车市场,预计在 2022 年,欧洲将拥有最高的市场份额比例,而中国将成为新能源汽车最大的单一市场。而美国方面,拜登总统提出在 2030 年前完成新能源汽车销售份额占比全国汽车 50%的目标。传统能源行业方面,数字化进程进一步推进。供应链体系内的产品制造商和零部件供应商将采用尖端的数字化机制,同时向新能源结构转型。随着氢能源的发展、电气技术和能源效率的提高,全球经济和排放量较大的产业将加快脱碳步伐。能源行业遭遇人才黑洞,数字化能源与新能源人才需求紧缺新能源行业呈现爆发式增长,行业前景广阔Lack of digital and ne
241、w energy talentsNew energy industry shows explosive growth and broad prospects 能源行业全面转型,“绿色人才”成行业内争抢对象Competition for green energy professional talents50EnergyCGP InsightAccording to CGP Group Marketing Insight,more and more graduates of energy-related majors have chosen clean energy companies with
242、more development prospects,which is a better choice for new entrants to the energy industry.Talents who have been rooted in the traditional energy industry should increase the training of capabilities related to digital transformation,which will play a positive role in future career planning and the
243、 promotion of career competitiveness.The energy industry is the engine of global economic recovery.In the context of the transformation of the global energy structure,the demand for talents in the energy industry is becoming increasingly urgent.For enterprises,in addition to increasing the introduct
244、ion of external talents,more attention should be paid to the cultivation of existing talents.In the continuous and dynamic market changes,building a reasonable talent pipeline will ensure enterprises competitiveness in the future.2022 SALARY TRENDS能源CGP 集团市场洞察显示:“越来越多能源相关专业的应届毕业生选择了更有发展前景的清洁能源型公司,这对
245、于初入能源行业的人才而言是更优的选择。而已经植根于传统能源行业的人才,应加大对于数字化转型相关能力的培养,这将对未来的职业规划与职场竞争力的提升带来更积极的作用。”能源行业是全球经济迈向复苏的发动机。在全球能源结构转型的大背景下,能源行业的人才需求日益迫切。对于企业而言,除了加大对外部人才的引入,更应该注重企业本身人才的培养。在持续动态的市场变化中,建设合理的人才梯队,才能更好的赋予企业未来竞争力。能源行业全面转型,“绿色人才”成行业内争抢对象Competition for green energy professional talents512022 SALARY TRENDS Mainla
246、nd ChinaProcess ManagerProcess SupervisorProcess EngineerBusiness DirectorBusiness ManagerSolution HeadSolution Manager工艺经理工艺主管工艺工程师业务总监业务经理解决方案负责人解决方案经理5 years+3 years+2 years+10 years+5 years+10 years+5 years+600K300K200K2M1M1.5M700K300K200K150K800K500K800K550K230K150K80K550K350K500K350KPosition T
247、itle 职位名称Position Title 职位名称MinMinMedMedMaxMaxYears ofExperience从业年数Years ofExperience从业年数Annual Package Range(RMB)年薪Annual Package Range(RMB)年薪Engineering&Process-工程与工艺Energy Digitization-能源数字化 80808570807080NeedIndicator(0-100)需求指数NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单
248、位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A me
249、tric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.52Financial ServiceCGP InsightThe impact of COV
250、ID-19s epidemic continues.Although the global economy is moving towards recovery,the global political and economic pattern shows a grim situation.Chinas financial system is creating a new pattern of financial industry opening to the global market with the three core tasks of serving the real economy
251、,preventing and controlling financial risks,and deepening financial reform.In 2021,the epidemic brought challenges as well as changes to the financial industry.The industry realized the opportunity of corner overtaking by increasing investment in science and technology and deepening digital transfor
252、mation.Globally,the financial service industry faced regulatory pressure,and was affected by financial technology(Fintech)and digital monetary platform.The superposition of multiple impacts promoted industry innovation.Meanwhile,the cooperation between banks and new Fintech began to accelerate.The p
253、rice of risk assets in the world s major developed economies rose generally in 2021,and there were three main reasons behind.First,with the deepening of epidemic control,the global economic recovery has reached the expected level;second,the worlds major developed economies generally adopt stimulatin
254、g fiscal policy,relaxing monetary policy;and third,the central banks of the major developed economies have adopted tolerant policies towards inflation,thereby influencing the risk appetite of investors.At the same time,the short-term real interest rate volatility caused by the expected fluctuation o
255、f economic recovery,and the repeated epidemics brought by the new coronavirus mutant have had a corresponding impact on the risk appetite of investors in the market,which led to a large fluctuation adjustment in the price of risky assets in a specific period of time.Based on the above reasons,the fa
256、ctors that promote the rise of risk assets are stronger than the fluctuation adjustment factors.Therefore,the financial industry has achieved a comprehensive and substantial rise in risk asset prices even in the face of large fluctuations in 2021.2022 SALARY TRENDS新冠疫情的影响还在持续,虽然全球经济迈向复苏,但政经格局仍呈现严峻态势
257、。我国金融系统正以“服务实体经济、防控金融风险、深化金融改革”三项核心任务,打造向全球市场开放的金融行业发展新格局。2021 年,疫情为金融行业带来挑战的同时,也带来了转变。行业通过加大科技投入、深化数字化转型,实现弯道超车的机会。全球范围内,金融服务行业依旧面对来自监管的压力,受到金融科技以及数字化货币平台的影响。多重影响的叠加促使行业革新。同时,银行与新型金融科技的合作开始加速。在 2021 年,全球主要发达经济体的风险资产价格普遍上涨,究其原因,主要有三个方面。其一,随着疫情控制的深入,全球经济修复达到预期水平;其二,全球主要发达经济体普遍采用刺激性财政政策,放宽货币政策;其三,目前主要
258、发达经济体的央行对于通胀采取宽容政策,以此影响了投资者的风险偏好。同时,经济修复预期波动带来的短期实际利率震荡,与新冠病毒变异株引发的疫情反复,使得市场中投资者的风险偏好也相应受到冲击,导致风险资产价格在特定时间段内出现较大幅度的波动调整。综合上述原因,推动风险资产上涨的因素强于波动调整因素,因此形成了2021 年全年金融行业即使面对较大波动,依然实现风险资产价格全面大幅度上涨的局面。风险资产上涨,全球金融市场稳步复苏Risky assets rose and global financial markets recovered steadily 全球金融行业深化转型,数字化人才存在巨大缺口F
259、inancial market transformation advanced,digital talents in need金融服务532022 SALARY TRENDS Mainland ChinaFinancial ServiceCGP InsightThe impact of the epidemic has changed the behavior and habits of peoples existing financial activities,and more and more businesses have been transferred online.The fina
260、ncial industry has become the leader in the wave of global digital transformation,in which Fintech talents play an active role.From the perspective of the global market,the major banks have promoted the construction of professional Fintech team,and the proportion of Fintech personnel will show an up
261、ward trend in the future.In 2022,it is predicted that the global economy will continue to improve,relaxing policies of the central bank in major developed economies will gradually withdraw,and the global financial feast will come to an end.Under the orderly growth of quantity,the steady improvement
262、of quality will be more obvious,and there will be two main lines of consumption awakening and industrial upgrading in the future.In terms of consumption awakening,it is expected that the global popularization rate of COVID-19 vaccination will increase continuously,the scientific accuracy of epidemic
263、 prevention and control will continue to improve,and the economy is increasingly adapting to changes in the general environment,which will reduce the impact of the epidemic on the service industry and consumption.In terms of industrial upgrading,it is expected that the epidemic is intertwined with i
264、nstitutional changes on a global scale,accelerating the process of digitization and greening of the global economy,and invigorating independent innovation in the industry.疫情的影响改变了人们现有金融活动的行为和习惯,越来越多的业务被转移到线上。金融行业成为全球数字化转型浪潮下的排头兵,而金融科技人才在其中扮演着积极推动的作用。从全球市场角度来看,各大银行纷纷推进专业化金融科技队伍的建设,未来金融科技人员的占比将呈现上升趋势。
265、时间来到2022年,预测全球经济将持续好转,各主要发达经济体的央行宽松政策将逐步退场,全球资金盛宴将进入尾声。在“量的有序增长”之下,“质的平稳提升”将更加明显,未来也将呈现出“消费唤醒”和“产业升级”两条主线。“消费唤醒”方面值得期待的是,全球各国新冠疫苗接种普及率不断提升,疫情防控科学精准水平持续提升,经济日益适应大环境的变化,将减轻疫情对服务业和消费的影响。“产业升级”方面值得期待的是,疫情与全球范围的体制变局交织,加速了全球经济数字化和绿色化的进程,激发了行业的自主创新活力。全球金融行业转型窗口期 数字化人才需求加大利好政策收缩,金融数字化转型唤醒行业势能Demand for digi
266、tal talents booming with the industry transformation Positive policy contraction,more opportunities for digital transformation全球金融行业深化转型,数字化人才存在巨大缺口Financial market transformation advanced,digital talents in need金融服务54Financial ServiceCGP InsightAccording to CGP Group Marketing Insight,in the proces
267、s of global digital transformation,there is a major gap in technological talents in the financial industry,and more attention should be paid on how employees can improve their digital capabilities.At the same time,enterprises should also design a set of strategic management system for digital talent
268、s training.In the future,the financial industry will present a diversified industrial structure.Fintech covers technology,data,people,institutional environment and customer scenarios,and is also the driving force for the digital transformation of the financial industry.Financial talents can choose t
269、heir own transformation path in the above direction,quickly adapt to the changes in the financial markets,and enhance their career competitiveness.2022 SALARY TRENDS金融服务CGP 集团市场洞察显示,“在全球数字化转型过程中,金融行业科技人才依然存在重大缺口,需要重点关注从业人员如何提升自身的数字化能力。同时,企业也应该设计一套数字化人才培养的战略管理体系。”未来的金融行业将呈现多元化的产业结构。金融科技涵盖技术、数据、人、制度环境
270、以及客户场景等多方面内容,也是引领金融行业数字化转型的驱动力。金融人才可以在上述方向中选择适合自身的转型路径,快速适应金融市场变革,提升自身的行业竞争力。全球金融行业深化转型,数字化人才存在巨大缺口Financial market transformation advanced,digital talents in need552022 SALARY TRENDS Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightInvestment Relationship Director投资关系总监TMT
271、Investor(Tech Background)数字新媒体产业投资者(技术背景)Healthcare Investor医疗健康产业投资者Investment Associate 投资顾问PE Vice President私募股权投资副总裁Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with po
272、ured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。Financial Service金融服务56Fin-tech-金融科技Fund Investment-基金投资(二级)CROSupply Chain Finance Risk DirectorMicro Finance GMPost-Loan HeadAnt
273、-Fraud HeadOperation HeadDigital Prodcut DirectorBanking Pre-sales ExpertTreasury Liquidity ExpertDigital Strategy/PMO DirectorInvestment DirectorInvestment ManagerFund ManagerResearcher首席风险官供应链金融风险总监小微金融总经理贷后负责人反欺诈负责人运营负责人数字化产品总监银行售前专家资金流动性专家数字化转型战略/项目管理总监投资总监投资经理基金经理研究员10 years+12 years+15 years+1
274、2 years+8 years+10 years+10 years+8 years+5 years+8 years+8 years+5 years+3 years+1 years+3.0M2.0M2.5M1.8M2.0M2.5M1.2M1.0M1.5M2.5M5M2M700K550K1.8M1.5M2.0M1.0M1.2M1.5M1.1M900K1.0M1.5M2M1M550K280K1.5M1.2M1.8M800K800K1.8M1.0M700K800K1.0M2.2M1.2M550K410K1.2M900K1.0M700K700K1.0M800K600K700K900K1.5M700K40
275、0K165K1.0M800K1.2M600K600K1.5M700K450K600K700K1.5M800K500K280K800K700K800K500K500K900K600K400K550K700K1M500K300K150K Position Title 职位名称MinMinMedMedMaxMaxYears ofExperience从业年数Annual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 8090909595889095889080828580NeedIndicator(0-100)需求指数2022 SA
276、LARY TRENDS2022 SALARY TRENDS*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use
277、 RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or
278、a scarcity in the market.572022 SALARY TRENDS Mainland ChinaPosition Title 职位名称VC-风险投资PE-私募股权投资Partner/Managing DirectorExecutive DirectorVice PresidentSenior AssociateAssociateAnalystPartner/Managing DirectorExecutive DirectorVice PresidentSenior AssociateAssociateAnalyst合伙人执行总经理VP高级投资经理投资经理分析师合伙人/
279、董事总经理执行总经理副总裁高级顾问顾问分析员15 years+10 years+6 years+4 years+3 YEARS+1 YEAR+15 years+10 years+7 years+5 years+3 years+1 years+5M+2.5M2M1.5M900K500K3M1.2M2M2M1.5M900K500K300K5M2.5M1.2M1M600K5M+2M1.6M1M700K400K10M+5M+1M+1M+2M1.7M1M700K400K250K5M+5M+3.5M1.3M800K600K300K2M800K2M1.5M800K500K300K200K3M1.5M800K
280、500K400KPosition Title 职位名称MinMinMinMinMedMedMedMedMaxMaxMaxMaxYears ofExperience从业年数Years ofExperience从业年数Annual Package Range(RMB)年薪Annual Package Range(RMB)年薪Tier 1 Cities 一线城市 Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 Tier 2 Cities 二线城市 8080806060608NeedIndicator(0-100)需求指数NeedIndicator(0
281、-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:
282、Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the ma
283、rket.58Medical HealthCGP InsightWith the continuation of the COVID-19 epidemic,the global health industry will face more challenges in the future,the competition in the market is getting fiercer,and the supervision will be more stringent.The continuous impact of the epidemic extends the demands for
284、contactless medical,raises medical and health insurance institutions attention on digital health,network security and patient data review,and further enhances the integration of customer-centric medical services.In 2021,with the impact of the epidemic,the digital transformation of the industry enter
285、ed the fast lane,and more and more contactless medical services have gone online,bringing patients a more intelligent and convenient medical experience.At the same time,with the progress of digital medical treatment,users medical data was presented in an optimized way.Customized medical services tak
286、e patients as the core,which enhances the participation of patients.Through big data,medical institutions can reach patients comprehensively and understand the social determinants of health,so as to better achieve health equity.The application of 5G and the Internet of Things has greatly improved th
287、e development of real-time medical data and smart medical,and brought a more flexible working mode for medical management.In the context of the epidemic,the whole medical industry speeds up unprecedentedly with the continues support of capital.With the acceleration of the process of digitization and
288、 intelligence,more and more emerging technologies are applied to the process of clinical diagnosis and medical treatment,bringing patients a better medical experience.2022 SALARY TRENDS医疗健康新冠疫情的持续,使得全球医疗健康行业在未来将面临更多的挑战,市场的竞争越发激烈,同时监管也更加严格。疫情的持续影响拓展了无接触式医疗的需求,使得医疗与医保机构越发重视数字健康、网络安全和患者数据检阅,从而进一步提升以客户为
289、中心的医疗服务的集成度。2021年,在疫情的影响下,行业数字化转型驶入快车道,越来越多的无接触式医疗服务上线,带给患者更智能化、便捷化的医疗体验。同时,随着数字化医疗的进步,用户的医疗数据能够以更优化的方式呈现。定制化的医疗服务以患者为核心,提升了患者的参与度。通过大数据,医疗机构能够全方位触达患者,了解健康的社会决定因素,以便更好地实现健康公平。5G 与物联网的应用,大大提升了实时医疗数据与智慧医疗的发展,为医疗管理带来更为灵活的工作模式。在疫情的大环境下,整个医疗行业不断获得资本的加持,产生了前所未有的提速。数字化与智能化的进程加快,越来越多的新兴技术被运用到临床诊断与医疗的过程中,带给患
290、者更好的就医体验。医疗行业高速发展 新兴技术融合加速Multiple emerging technologies adapted to healthcare industry 疫情趋于常态化,医疗健康行业人才前景广阔Epidemic sustaining makes medical and health talents prospect592022 SALARY TRENDS Mainland ChinaMedical HealthCGP InsightIt is predicted that in 2022,the digital transformation of the whole in
291、dustry will be further accelerated.There will be more integration between offline scenes and online platforms,seamless connection between physical hospital and Internet hospital,as well as more interoperability between offline pharmacies and medical e-commerce.At the same time,patient-centered perso
292、nalized medical and medical services will continue to innovate,bringing convenient experience throughout the life cycle.Meanwhile,the medical and pharmaceutical industry will strengthen cloud data construction,the storage and use of medical service data,the research and development of drugs,and the
293、production logistics will all adopt cloud computing technology.Different from the past,the future medical data management will cover the functions of computing,linking and sharing,the industry division of labor will be further refined,outdated models will be eliminated,and more integrated and effici
294、ent business models will rise.With the influx of a large number of talents and capital into the health care industry,both the competition between enterprises and talents are getting fiercer.The new track will fulfill and eliminate a number of enterprises respectively.High-end medical talents are not
295、 only the underlying logic of enterprise development,but also the core of enterprise competitiveness.医疗健康预测 2022 年,整个行业的数字化转型将进一步加快,线下场景与线上平台将深度融合,实体医院与互联网医院将实现无缝链接,线下药店与电商互融互通发展。同时,以患者为中心的个性化医疗、医药服务将不断创新,带来全生命周期的便捷体验。同时,医疗医药行业加强云端数据建设,医疗服务数据的存储和使用,药品的研发、生产和物流等环节,都将引入云计算技术。与以往不同,未来的医疗数据管理将涵盖运算、链接与共享
296、的功能,行业分工进一步细化,陈旧的模式将淘汰,更加集成、高效的商业模式将崛起。随着大量人才与资本涌入医疗健康行业,企业与人才各自的竞争都愈发激烈。新的赛道会成就一批企业,也会淘汰一批企业。高端的医疗人才是企业发展的底层逻辑,也是增强企业竞争力的核心。数字化进程加速 医疗行业面临大洗牌人口老龄化催生新的人才需求Digitalization Accelerates the Transformation of Medical IndustryAging trends create new demands for healthcare industry疫情趋于常态化,医疗健康行业人才前景广阔Epide
297、mic sustaining makes medical and health talents prospect60Medical HealthCGP InsightCGP Group Marketing Insight shows that not only because of the epidemic,but also with the continuous emergence of aging cities in China,there are broad prospects for the future development of the medical and health in
298、dustry.Valuable talents are essential for the development of enterprises.Yet,in the tuyere of rapid development,the problem of talent shortage has become more and more obvious.The ideal talents need to have innovation ability,cross-disciplinary ability and learning ability to help enterprises comple
299、te the transformation of digital medical care,while strengthening the ability of intelligent and personalized services.In order to become high-end medical talents pursued by enterprises,practitioners in the industry should absorb more cross-disciplinary knowledge and adapt to the pace of continuous
300、upgrade and development of the industry.Talents in the traditional medical and health industry generally attach importance to academic rather than management,which makes it hard for them to fit into the emerging intelligent medical system.With the barbaric capital growth,the explorersshortcomings of
301、 limited professional knowledge,and lack of foresight and long-term planning have gradually appeared,which indirectly brings the talent shortage in the healthcare industry.2022 SALARY TRENDS医疗健康CGP 集团市场洞察显示,“不仅是因为疫情的原因,随着国内老龄化城市不断出现,医疗健康行业未来的发展前景广阔。企业的发展离不开优质的人才,但在高速发展的风口,人才短缺的问题已经越发显著。企业理想的人才需要具备创新
302、能力、跨领域能力和学习能力,帮助企业完成数字化医疗的转型,同时加强智能与个性化服务的能力。对于行业从业者而言,吸纳更多的跨领域知识,顺应当下行业不断更新发展的节奏,才能成为企业追逐的高端医疗人才。”传统医疗健康行业的人才普遍重学术轻管理,很难融入目前的新兴智慧医疗体系,而跨领域的管理者又可能因为缺乏行业经验而导致水土不服。资本野蛮生长的同时,探索者行业专业知识薄弱,缺乏远见和长远规划等问题也渐渐显现,间接带来了目前医疗行业人才缺失的困境。疫情趋于常态化,医疗健康行业人才前景广阔Epidemic sustaining makes medical and health talents prospe
303、ct612022 SALARY TRENDS Mainland China人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECGP InsightNursing Director护理总监Chief Nurse护士长Nurse护士Hospital President医院院长Sales销售Marketing市场Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺
304、乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。Medical Health医疗健康62Medical Affairs DirectorMedical Affairs MangerQualit
305、y DirectorQuality MangerNursing DirectorChief PhysicianAssociate Chief PhysicianAttending PhysicianHealth TechnicianChief NurseSupervisor NurseNurse PractitionerNurse医学事务总监医学事务经理质控总监质控经理护理总监主任医师副主任医师主治医师住院医师护士长主管护师护师护士15years+8years+15years+8years+15 years+10years+10 years+5 years+1 years+10years+5y
306、ears+3years+1years+1M750K1M600K800K1.5M1M800K250K300K200K150K100K800K580K800K430K580K1.1M700K520K175K250K175K125K90K600K 400K 600K 300K 350K 700K 400K 240K 100K 200K 150K 100K 75K Position Title 职位名称MinMedMaxYears ofExperience从业年数Annual Package Range(RMB)年薪2022 SALARY TRENDSMedical-医务808080809290859
307、NeedIndicator(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,
308、ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent ne
309、ed,or a scarcity in the market.632022 SALARY TRENDS Mainland ChinaCEOCOOCMOHospital PresidentClinical DirectorClinical ManagerSales DirectorSales ManagerMarketing DirectorMarketing Manager首席执行官首席运营官首席医务官医院院长诊所总监诊所经理销售总监销售经理市场总监市场经理20 years+20 years+18 years+20 years+15 years+10 years+15 years+10 yea
310、rs+15 years+10 years+6M3M6M2M700K400K1.5M800K1.2M700K5M2M5M1.2M520K320K1.2M600K1M540K4M 1M 4M 500K 400K 250K 1M 400K 800K 400K Position Title 职位名称Position Title 职位名称MinMinMedMedMaxMaxYears ofExperience从业年数Years ofExperience从业年数Annual Package Range 年薪Annual Package Range 年薪Operation&Management-运营管理80
311、808090828281808081NeedIndicator(0-100)需求指数NeedIndicator(0-100)需求指数Sales&Marketing-销售&市场*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(exc
312、luding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply i
313、n the market.A score above 80 indicates an urgent need,or a scarcity in the market.64Human ResourcesCGP Insight人力资源2022 SALARY TRENDS人才短缺岗位竞争激烈岗位DIFFICULT TO HIREDIFFICULT TO COMPETECHO首席人力资源官HRIS HeadDigitial Transformation Focus人力资源信息系统负责人数字化转型方向Performance Management Head绩效考核负责人Organization Devel
314、opment Head组织发展负责人Talent Acquisition Head招聘负责人Talent Acquisition Manager/Senior Manager招聘经理/高级经理HRIS HeadDigitial Transformation Focus人力资源信息系统负责人数字化转型方向Performance Management Head绩效考核负责人Organization Development Head组织发展负责人Talent Acquisition Head招聘负责人Notes:Roles with limited qualified candidates whil
315、e HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
316、652022 SALARY TRENDS Mainland ChinaHuman Resources-人力资源CHO/HRVPHead of HRBPHRBPRewards HeadRewards ManagerOD/TD/LD HeadOD/TD/LD ManagerTalent Acquisition HeadTalent Acquisition ManagerHRSSC HeadHRSSC Manager首席人力资源官/人力资源副总裁人力资源伙伴负责人人力资源伙伴薪酬福利负责人薪酬负责经理组织/人才/培训发展负责人组织/人才/培训发展经理招聘负责人招聘经理人力资源共享中心负责人人力资源共
317、享中心经理15 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+15 Years+8 Years+2.5M1.2M800K1.2-1.3M800K1.2-1.3M800K1.2M800K1.2M-1.3M800K1.7-1.8M800K-900K600K800K-900K600K800K-900K600K800K-900K600K800K-900K600K2M1M600K 1M600K 1M600K 1M600K 1M600K 1.4M700K400K-500K700K400K-500K700K
318、400K-500K700K400K-500K700K400K-500K1.5M 800K400K800K400K800K400K800K400K800K400K1M500K-600K300K500K-600K300K500K-600K300K500K-600K300K500K-600K300KPosition Title 职位名称MinMinMedMedMaxMaxYears ofExperience从业年数Annual Package Range 年薪Tier 1 Cities 一线城市 Tier 2 Cities 二线城市 7575757575757575757575NeedIndicat
319、or(0-100)需求指数*年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。*最小值、中位值、最大值*需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺 的人才,市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*M
320、in.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in th
321、e market.66Legal&ComplianceCGP InsightIn 2021,the legal and compliance industry has gradually adapted to the new situation of economic and social development under the new normal.A systematic and compliant legal service model is not only the general trend,but also the demands of clients and an inevi
322、table requirement for the development of legal practitioners themselves.Since the spread of the COVID-19 epidemic,the global economic development has been facing great uncertainty.The multinational companies and top law firms has declined demands for high-end legal talents who merely focus on execut
323、ion,but increased demands for those who can bring business.Meanwhile,demands for mid-and high-level legal talents with solid legal skills and strong execution ability have shown a relatively obvious increase in employment.In terms of practice areas,litigation,compliance(including data compliance,FCP
324、A foreign corruption law and export control,trade compliance,etc.),labor law,domestic and foreign capital markets,private equity investment,mergers and acquisitions,and bankruptcy and restructuring continued to maintain strong demand.From an industry perspective,Internet,life sciences and big health
325、,consumer goods and financial technology are eager for compound legal talents.2022 SALARY TRENDS法务与合规2021 年,法律与合规行业已经逐步适应了新常态下经济社会发展的新形势。系统性的合规法律服务模式,不仅是大势所趋,也是客户需要,更是法律从业者自身建设发展的必然要求。新冠疫情蔓延以来,全球的经济发展面临着很大的不确定性。跨国公司和顶级律所对于只做执行的高端法律人才的需求量总体下降,但对能带来业务的高端法律人才,以及法律基本功扎实且执行力强的中高端法律人才有比较明显的用工增长。在执业领域上,诉讼、
326、合规(包括数据合规、FCPA 海外反腐败法以及出口管制、贸易合规等)、劳动法、国内国外资本市场、私募股权投资、并购和破产重组等领域继续保持旺盛的需求。从行业来看,互联网、生命科学及大健康、消费品和金融科技等行业对复合型法律人才求贤若渴。私募并购、资本与合规领域成发展聚焦,高端法律人才普遍求CGP Insight|Investment and compliance have become the focus of development,high-end talents seek stability672022 SALARY TRENDS Mainland ChinaLegal&Complian
327、ce法务与合规在国家大数据的战略下,数字法制建设是推进数字中国建设的重要一环。数据安全将成为下一个信息化发展聚焦点,金融、医疗健康、教育、电子商务、寄递和人工智能等重点数据相关行业或领域将进一步加强行业内网络安全和信息安全的规范和监管工作。在大数据时代,快速的数据传播刺激着经济社会的发展。公民的个人信息,作为基础数据,其蕴含的价值不言而喻。但与此同时,个人信息也成为网络犯罪的关键要素。因此,相关行业对数据及隐私方面法律人才的需求猛增。CGP 集团旗下专注于中高端人才招聘的品牌 Forte Global Partners 公司创始人及总经理 Emma Zhang 表示,日益细化的隐私保护法律法规
328、,对于海量隐私数据提出了不断量化的合规需求;企业合规意识也不断提高,纷纷开始组建或者扩大现有的数据隐私合规团队,招募合规专业人才;由于这是相对新兴的领域,所以这方面的人才呈现紧缺的状态;数据合规及政府日益严格的强监管,作为新型法律业务,对法律人才提出了更专业、更多元的要求。数据合规边界日益清晰,防范风险和创造价值并重 Boundaries of data compliance become clearer,with equal emphasis on preventing risks and creating value 私募并购、资本与合规领域成发展聚焦,高端法律人才普遍求CGP Insig
329、ht|Investment and compliance have become the focus of development,high-end talents seek stabilityCGP InsightIn the big data era,rapid data dissemination stimulates economic and social development.Citizens personal information,as basic data,contains enormous value.But at the same time,personal inform
330、ation has also become a key element of cybercrime.As a result,the demand for legal talent in data and privacy fields has skyrocketed.Emma Zhang,Founder and General Manager of Forte Global Partners,a brand under CGP Group that focuses on mid-to-high-level talent recruitment,said that increasingly ref
331、ined privacy protection laws and regulations have put forward quantified compliance requirements for massive amounts of privacy data.Corporates have continued to improve compliance awareness,form or expand existing data privacy compliance teams,and recruit compliance professionals.Since it is a rela
332、tively new field,there is a shortage of talent.Data compliance and increasingly strict government supervision,as a new type of legal business,have put forward more professional and diversified requirements for legal talents.Under the national big data strategy,the construction of digital legal syste
333、m is an important part of promoting the construction of digital China.Data security will become the next focus of informatization development.Key data-related industries or fields such as finance,health care,education,e-commerce,delivery and artificial intelligence will further strengthen the regulation and supervision of network security and information security in the industry.68Legal&Compliance