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1、EMPLOYMENT REPORT人力资源雇佣调研报告2023About CONNECTUSCONNECTUS 是一家国际性人力资源管理咨询公司，2013 年成立，目前在中国大陆 11 个城市拥有超过 400 名专业顾问。我们提供人才寻猎，招聘流程外包，灵活用工，组织与人才发展，咨询与市场洞见，职业规划等专业服务，致力于帮助客户提升组织效能激发人才潜力，凭借高度专注以及高效协作，CONNECTUS 与众多企业缔结了长期合作的伙伴关系。以使命驱动，以专业践行，我们深信世界会因人才而非同凡响。CONNECTUS is an international human resource manageme

2、nt consulting company founded in 2013.Currently,it has more than 400 professional consultants in 11 Chinese mainland city.We provide executive search,recruitment process outsourcing,flexible staffing,organization and talent development,consulting and market intelligence,career advisory and other pro

3、fessional services.Dedicated to helping clients improve organizational effectiveness and inspire talent poten-tial,CONNECTUS is able to establish long-term business partnerships with many enterprises.Driven by our mission,we believe that by developing and empow-ering talents,we can create an extraor

4、dinary world.诚信 Integrity is Doing the Right Thing坚持 Persistence Conquers All恒学 Move out of Comfort Zone合作 One Team积极 Go Beyond Limits创新 Run a Different RaceCore Values01高端猎头服务Executive SearchCONNECTUS 的高端猎头服务，是针对企业的中高端管理层岗位、稀缺岗位、机密岗位以及专业型技术人才，我们能够提供快速且定向的招聘解决方案，帮助企业搜寻、筛选、匹配人才。CONNECTUS Executive Se

5、arch has the expertise in placing senior management positions,niche positions,confidential positions and professional technical per-sonnel.We can provide efficient and tar-geted recruitment solutions,helping com-panies search,screen and match talent.企业人才发展Talent Development我们专注于帮助企业培养卓越的领导者，从技术人员的领导

6、力提升，到新任经理的管理技能训练，再到复杂的企业高管领导力发展项目，以终为始地帮企业设计定制化的解决方案，通过培训、人才发展项目、工作坊、行动学习、团队教练、一对一教练等方式，系统地提升企业管理人员的领导力。We specialize in helping companies develop exceptional leaders,from leadership enhancement for techni-cal professionals,to management skills training for newly promoted managers and complex execut

7、ive leadership development programs.We systematically enhance the leadership of business managers by helping companies design customized solutions,through training courses,talent development programs,workshops,action learning,1-on-1 and team coaching etc.CBA灵活用工服务Flexible Staffing CONNECTUS 的灵活用工服务，

8、旨在优化企业的灵活用工服务，实现弹性用工闭环，打破目前比较单一的雇用形式，从而为企业完善复合型的用工模式。CONNECTUS STAFFING aims to help customers optimize their mode of employment.Breaking away from the current relatively single employment mode,we can solve the complex employment challenges faced by enterprises.02专家网服务Expert Network在 initial，我们与客户携手

9、，洞见未来趋势，引领行业潮流。以“客户与行业专家零距离”为服务理念，旨在以多年的行业经验及独到的视角为客户提供最契合要求的信息解决方案，协助客户在最短时间内做出在华投资和经营战略的精准决策。At Initial,we are the first to see the future.“Zero distance between customers and industry experts”is our service concept.We help customers make faster and better investment and business decisions by pro-

10、viding them with valuable market insights.DEF职前规划Career AdvisoryHEADSTART 是 CONNECTUS 的应届生求职服务项目，旨在为全球大学生梳理职业发展方向，提供职前辅导、求职决策、职业内推等多维度求职解决方案，致力于引领大学生迈好职场第一步。HEADSTART is a graduate career advisory service introduced by CONNECTUS.It aims to provide multi-di-mensional service such as career coaching,j

11、ob search and position recommendation for university gradu-ates worldwide.It is committed to help university graduates to get a headstart in their career.培训管理外包服务(LMO)Learning Management Outsourcing(LMO)CONNECTUS 的学习管理外包服务(LMO)可以为我们的客户提供端到端的包括学习运营管理、供应商管理、学习交付等全流程的外包咨询服务。我们致力于成为客户可信赖的专业学习管理外包服务团队。Ac

12、ting as an extension of our customer s team and a trusted learning partner,we provide end-to-end learning management outsourcing services including administration,vendor management,consultancy,delivery and efficient resource allocation,helping customers save time managing various suppliers.032021 年度

13、中国区最佳人力资本服务企业【中企联合】Best Human Capital Service in China Enterprise in 2021【CHIRC】2021 中国人力资源先锋服务机构年度最佳人才管理机构【第一资源】Best Talent Management Organization Award in 2021 China HR Pioneers Awards【TopHR】2021 中国猎头行业外资/合资前十榜单【RECC】Top 10 Foreign/JV Executive Search Agencies in China【RECC】2020-2021 中国区大制造业卓越招聘服

14、务机构【RECC】2020-2021 Best Executive Search Agency-Manufacturing【RECC】人力资源咨询赛道 10 强【HRoot】Spark Leader Top 10 HR Consulting Firms【HRoot】2021 最佳候选人体验机构（金奖）【ARA】Best Candidate Experience Agency(Gold)in 2021【ARA】2021 最佳人才搜寻机构（银奖）【ARA】Best Executive Search Agency(Silver)in 2021【ARA】2021 年度规模化先驱【谷露】Leader i

15、n Company Size Scalability in 2021【Gllue】奖项与荣誉Awards&Honours042022 年度最佳行业猎企 汽车/智能电车【谷露】Best Hunter for Automotive Industry in 2022【Gllue】2023 人力资源服务机构 100 强【第一资源】Top 100 Human Resources Service Organization in 2023【TopHR】2022 年度非凡 Hunter【猎聘】Extraordinary Hunter in 2022【Liepin】2022 年度先锋人力资源品牌【第一资源】Ch

16、inas Leading HR Consulting Brand in 2022【TopHR】2022 华东区域优质雇主【脉脉】East China Best Employer Award in 2022【Maimai】2022 中国区汽车行业卓越招聘服务机构【RECC】Best Executive Search Agency Automotive in 2022【RECC】2022 新旗奖-年度解决方案奖【HRflag】NewFlag Awards-Best Solution Award in 2022【HRflag】2022 年度最佳综合猎企【谷露】Best Comprehensive H

17、unting Enterprise in 2022【Gllue】2023 智选潜力奖【smart HR】Best Potential Award in 2023【smart HR】ABOUT THE REPORT报告说明疫情放开后的第一年，让 2023 年变得非比寻常，是充满机遇与挑战的一年。人力雇佣从一定程度上推动了不同组织明确发展方向，在管理组织变革中发挥着关键作用。我们邀请八大行业的千余位管理人员与候选人共同参与本次调研，并形成了2023 康耐仕人力资源雇佣调研报告，期望给 2023 年疫情后的人力资源管理者以启发和借鉴。The first year of opening up afte

18、r the pandemic made 2023 extraordinary and brings unprece-dented challenges to the production,operation and human resource management of enterprises.We invited more than 1,000 managers and candidates from eight major industries to participate in this survey to provide an insight to Chinas talent mar

19、ket,formulating into the 2023 CONNECTUS Employment Survey.样本量 Sample Size：1045Industries:Consumer(Retail,FMCG,Luxury),Automotive,Healthcare,Industrial,Hi-tech&Semi-Conductor,Banking&Financial services,Internet&ICT and Real Estate.涉及行业：消费品行业（零售，快消，奢侈品），汽车与零部件，医疗健康行业，工业制造业，高科技与半导体，银行及金融行业，互联网行业，房地产行业。

20、调研持续时间：2023 年 2 月 16 日-2023 年 3 月 26 日Survey Duration:February 16,2023-March 26,2023What is your industry?您所在的行业是？工业制造业 Industrial高科技与半导体 Hi-tech&Semi-Conductor汽车及零部件行业 Automotive房地产行业 Real Estate医疗健康行业 Healthcare银行及金融服务业 Banking Financial Services互联网行业 Internet&ICT消费品行业（零售，快消，奢侈品）Consumer(Retail,FM

21、CG,Luxury)其他行业 Other Industries23.9%9.2%5.2%4.2%6.1%8.1%6.7%15.8%20.8%05REPORT SUMMARY报告概述Improving organizational efficiency and reducing operating costs are the main themes of human resource management for most enterprises in 2023.The demographic dividend has turned to talent dividend.Together wit

22、h the impact of the pandemic and the rising cost of employment,enterprises require human resources team to provide more business and strategic support.A new era of“talent shortage and difficulty seeking employment now coexist.提升组织效能、降低企业管理成本是多数企业 2023 年人力资源管理的主旋律。人口红利转向人才红利，叠加疫情影响与用工成本攀升，企业要求人力资源更具业

23、务牵引力和战略支撑性，“用工荒”与“就业难”并存。Labor shortage coexists with employment difficulties用工荒与就业难并存2022 is a year of ups and downs,with some industries facing unprecedented challenges in the past year,but many enterprises have also found opportunities in it.We see that many companies are starting to explore and

24、develop their overseas businesses.Confidence is more important than gold!The coexistence of danger and opportunity is always the best combination for rapid growth.2022 年是曲折起伏的一年，有的行业在过去这一年中面临了前所未有的挑战，但也有不少企业在其中寻获了机遇。我们看到，有不少企业开始将目光投向海外，大力发展出海业务。信心比黄金重要！“危”与“机”并存，永远是快速成长的最佳组合。Seek opportunity in dang

25、er and win in change危中寻机，变中求胜企业雇佣理念转变由单一转向综合。受封控政策以及组织提效需求的催化，越来越多企业引入数字化和智能化手段改善效率问题，传统的权威式科层制组织向更具灵活性的柔性组织转变。高管和专业人才短期聘用更为常见，灵活用工模式将迎来更多的实践探索和新增长点。Enterprise employment has shifted from a single model to comprehensive modes.Under the catalysis of lockdown policies and the need for organizational e

26、fficiency improvement,more and more enterprises are introducing digital and intelligent means to improve efficiency.Traditional companies are trans-forming into more flexible organizations.Short term employment of executives and professionals are becoming more common,and flexible employment models w

27、ill usher in new growth areas.劳动力生态更多元化More flexible mode of employment061534Market Outlook.HR Analysis.Flexible Employment Trend.TalentDevelopment.InternationalGraduates Market.P08P13P19P24P292市场趋势分析雇佣趋势分析灵活用工趋势人才培训留学生市场07MARKET OUTLOOK.市场趋势分析1这三年突然而来的新冠疫情，让许多企业经营越来越困难，外部环境的急速变化，导致企业业绩下滑、利润削减，甚至遇到了

28、生存瓶颈。但依旧有 31.4%企业的营业额呈现双位数增长。其中双位数增长的前三行业分别是：高科技&半导体行业，互联网行业和汽车行业。The sudden COVID-19 in the past three years has made it more and more difficult for many companies to operate.The rapid changes in the external environment have led to the decline of company performance,reduction in profit,and even su

29、rvival bottlenecks.However,there were still 31.4%of enterprises with double-digit growth in revenue.The top three industries with double-digit growth are:high-tech&semiconductor,internet and automotive.2022 年有超过半数的企业营业额有所增长In 2022,more than half of the enterprises revenue increased5.8%31.4%27.3%21.6

30、%13.9%双位数增长 Double digit growth个位数增长 Single digit growth持平 Flat个位数下降 Single digit decline双位数下降 Double digit declineRevenue growth of your company in 20222022 年您所在公司营业额变化09如今的企业正面临越来越不确定的未来：国际环境不确定、行业趋势不确定、市场份额不确定、竞争对手不确定、团队人才不确定等等。即便如此，仍有 37.4%的企业对营业额预计为双位数增长。其中行业排名分别是：高科技&半导体，互联网行业，银行及金融服务业。Todays

31、enterprises are facing an increasingly uncertain future:uncertain international environment,uncertain industry trends,uncertain market share,uncertain competitors,uncertain team talents,and so on.Even so,37.4%of companies still anticipate double-digit growth in revenue.Among them,the industry rankin

32、gs are high-tech&semiconductor,internet,banking and financial services.超半数的企业对 2023 持乐观积极态度More than half of enterprises are optimistic about 2023预计 2023 年公司营业额变化是？What is the expected change in business turnover in 2023?双位数增长 Double digit growth个位数增长 Single digit growth持平 Flat个位数下降 Single digit dec

33、line双位数下降 Double digit decline7.1%2.7%35.3%37.4%17.6%10“开发新客户”成为应对挑战的最重要举措Develop clients becomes the most important strategy to challenges大批企业进行降本增效，想要突破增长的障碍，就一定要顺应变革的时代，积极主动参与其中。要持续的在不断变化的环境中激活自身业绩增长、利润增长，那“开发新客户”成为应对挑战的最重要策略。A large number of enterprises are reducing costs and increasing efficie

34、ncy.If they want to achieve a breakthrough in growth,they must adapt and react to changes.To continuously improve ones own performance and profit growth in a constantly changing environment,developing new customers has become the most important strategy for companies.贵公司今年有何应对战略？What is your company

35、 strategy for 2023？开发更多客户Develop new clients60.4%提高人效 Increase productivity50.6%扩展新城市 Expand tonew cities12.9%开拓新业务/新产品 Expand new businesses/new products56.5%降低运营成本/减员 Reduce operating cost/retrenchment39.6%出海发展 Expand overseas7.2%11您觉得经济何时复苏？When will the economy recover?1Q 2024 4Q 20232Q 202417.7

36、%22.7%3Q 202339.0%20.7%39%的企业认为今年三季度经济将走出低迷39%of companies believe that the economy can emerge from the downturn in 3Q 2023扩大内需、畅通内循环在各项政策积极呵护下，在市场主体预期改善中，中国经济的常态回归之路将更迅速，也更扎实，预计 2023 年中国 GDP 增速将达到 5%以上。因此超过半数的企业坚信 2023 下半年经济即可复苏回暖。Expanding domestic demand,stimulating internal circulation and with

37、the gradual return of confidence in the market,Chinas economy is expected to return to a GDP growth rate of over 5%in 2023.Hence,over half of the enterprises surveyed firmly believe that the economy will recover in the second half of 2023.12HR ANALYSIS.雇佣趋势分析22022 员工流失率比 2021 更为稳定Staff turnover more

38、 stable in 2022compared to 20212022 整体的人员流动率态势在 0-10%之间。可以看出疫情三年来，员工流失率越发趋于平稳。The overall turnover rate in 2022 is between 0-10%.It can be seen that in the past three years of the epidemic,employee turnover rate has become increasingly stable.0%5%10%15%20%25%30%35%40%45%1.6%43.2%35.9%14.3%5.0%37.7%4

39、0.6%12.5%4.8%4.5%19.6%32.6%31.7%12.7%3.4%0-10%10%-20%20%-30%30%-40%40%2022 年企业员工流失量Staff Turnover in 20222021 年企业员工流失量Staff Turnover in 20212020 年企业员工流失量Staff Turnover in 2020142022 年发放 1 个月薪酬年终奖的企业占比最高。半数的企业给予员工 1-2 个月薪酬作为奖金。The proportion of enterprises that paid one-month salary as year-end bonus

40、 in 2022 is the highest in the past 3 years.Half of the companies give employees 1-2 months of salary as a bonus.无奖金的企业占比达到了近三年内的最高值The proportion of enterprises without bonuseshas reached its highest level in nearly three years.0%5%10%15%20%25%2022,5.1%2020,6.5%2020,25.1%2020,28.3%2020,18.1%2020,9.

41、3%2020,8.1%2020,4.6%2021,16.1%2021,23.5%2021,26.9%2021,19.3%2021,6.4%2021,3.2%2021,4.6%2022,20.7%2022,25.6%2022,25.1%2022,15.5%2022,2.1%2022,5.9%无奖金 None1 个月薪酬1 month of salary2 个月薪酬2 months of salaries3 个月薪酬3 months of salaries4 个月薪酬4 months of salaries5 个月薪酬5 months of salaries6 个月及以上薪酬 6 months o

42、f salaries and above20220-2022 企业年终奖 2020-2022 Year-end Bonuses1534.9%的职场人士 2022 年的普调低于 10%34.9%of employees received less than 10%merit increment in 20222022 年受疫情封控影响较大，薪资计划不做调整的企业占比为 34%，比 2021 年高出了 7%。而 10%以内的薪资调整幅度，也成为市场较为普遍的调薪比例。而薪资调整幅度大于 10%的行业，前三名分别是：高科技与半导体行业，工业制造业，汽车行业。In 2022,du

43、e to the significant impact of the pandemic lockdown,34%of enterprises did not adjust staff salary,which is 7%higher than in 2021.A merit increment of less than 10%has become a common salary adjustment percentage in the market.The top three industries with salary adjustments greater than 10%are high

44、-tech and semiconductor,industrial&manufacturing,and automotive.0%10%20%30%持平No change26.9%34.0%增加 1-10%Increase by 1-10%35.1%34.9%增加 10%-20%Increase by 10%-20%15.9%12.1%增加 20%-30%Increase by 20%-30%8.0%3.6%7.3%3.8%增加 30%以上Increase morethan 30%6.8%减少Decrease 11.7%6.8%2021202216创造利润企业才能增长，创造利润三种方式，研发

45、改进，财务节流，销售开源。这三种里，销售开源性价比最高。很多企业通过 优化 人员结构的方式做节流，但是这种节流方式并不能长久。长久来看还是要打好“开源节流组合拳”。Only by creating profits can companies grow.There are three ways to create profits:research and development improvement,financial engineering,and increasing sales channels.Among these three,increasing sales channels ha

46、s the highest cost-effectiveness.Many enterprises reduce costs by optimizing their personnel structure which is not sustainable.In the long run,we still need to play a good combination of increasing sales channels and reducing costs.销售岗位的需求与日俱增 Increasing demand for SALES professionals in this trans

47、formational era43.2%销售 Sales 研发与工程 R&D 市场 Marketing29.1%45.6%43.2%2023 年企业短缺岗位 Top 3Top 3 Talent Shortage Positions46.8%生产运营 Ops 销售 Sales 研发与工程 R&D41.0%22.5%2022 年企业短缺岗位 Top 3Top 3 Talent Shortage Positions17不认同公司未来的战略Do not identify with the companys strategy10.4%没有给与充足的认同感Lack of recognition19.8%工

48、作内容无意义Unmeaningful job purpose11.7%领导层沟通不透明 Lack of corporate transparency12.6%薪资福利不满意Dissatisfied with compensation and benefits35.9%缺乏培训机会Lack of training opportunities9.5%不认同当前公司的上海品茶Do not identify with the company culture21.4%公司组织架构及业务调整Organizational/business restructuring29.7%没有职业发展前景Lack of

49、careerdevelopment opportunities48.2%职业发展成为员工离职的一个重要原因，如果员工觉得自己在企业中没有学习和成长的空间，没有晋升和发展的机会，或者没有与自己职业规划相符合的岗位，他们就会寻求更有挑战性和前景的职业发展。企业应该根据员工的能力和潜力，提供多样化的培训和学习资源，设计合理的职业发展通道，激发员工的积极性和创造性。Career development has become an important reason for employ-ees to resign.If employees feel that they do not have room

50、for learning and growth in the company,opportunities for promotion and development,or positions that align with their career plans,they will seek for more challenging and promising jobs.Enterprises should provide diverse training and learning resources based on employees abilities and potential,desi

51、gn reasonable career devel-opment paths and stimulate employees enthusiasm and creativity.“没有职业发展”依旧是最主要的离职原因Lack of career development opportunities has become the main reason for leaving18FLEXIBLEEMPLOYMENTTREND.灵活用工趋势3据中国灵活用工发展报告(2022)蓝皮书显示，全国有将近 61.1%的企业在使用灵活用工服务。运用更为灵活的劳动力关系管理方式，优化企业组织形态，提升企业人力

52、资源管理和运行的效率，发挥员工的更大优势，创造更大更多的价值，才是企业的核心命题。本次调研中，最常采用灵活用工的行业排名分别是：医疗健康，地产,消费品。可以预见，灵活用工将成为工作新秩序，在未来将会长期保持增长。61.1%of enterprise nationwide are using flexible employment.It can be foreseen that in the future,the combination of employment models will be more diversified and flexible.According to the“Chin

53、a Flexible Employment Development Report(2022)”,companies tend to expand the scale of flexible em-ployment to reduce costs and increase efficiency.The industries that uses flexible staffing most are Healthcare,Real Estate and Consumer.There is room for further growth as flexible staff.超 70%企业的灵活用工占总

54、人员比例为 0-10%More than 70%of employees received less than 10%merit increment in 2022您所在企业灵活用工占总人员的比例为？What is the percentage of flexible staff over total staff?0-5%5%-10%10%-20%20%-30%30%以上2.7%36.1%37.9%16.9%6.4%2023 年您的企业是否会采用灵活用工？Will your company use flexible staffing in 2023?30.2%28.6%26.6%医疗健康行业H

55、ealthcare消费品行业Consumer 房地产行业Real Estate采用灵活用工的行业排名 Top3Top3 of industries using flexible employment会 Yes不会 No43.0%57.0%20您的企业采用灵活用工的原因？Why does your company use flexible staffing?企业规模扩张Business expansion整合服务商优势资源Internalize vendor advantages建立核心人员蓄水池Build core talent pool企业内部费用平衡Balance cost interna

56、lly应对突发的大环境变化Counter economic changes季节性/阶段性的用工需求Seasonal needs解决用工模式的缺失和不平衡Solve Staffing Shortages and Imbalances员工自身特殊情况（工伤/医疗/三期等）Employee Health Reasons11.4%13.2%13.2%14.6%37.4%37.1%41.6%53.9%与其说企业选择了灵活用工，不如说是灵活用工适应了当今共享经济和数字经济的发展趋势。灵活用工的核心是解决人力资源合理配置的问题，在瞬息万变的市场竞争中，外部需求经常会处于“贸易性波动、季节性波动、时间性波动”

57、等情况，而采用灵活用工的方式，则有效解决在波动的业务量下人力资源浪费或人手不够的问题，从而保证企业平稳经营。Rather than saying that a company has chosen flexible employ-ment,it is more accurate to say that flexible employment has adapted to the development trends of a sharing and digital economy.The core of flexible employment is to solve the alloca-ti

58、on of human resources.In a rapidly changing market with fre-quent trade and seasonal fluctuations,adopting flexible employ-ment can effectively solve human resource inefficiencies,thereby ensuring smooth operation of the enterprise.53.9%的企业为解决用工模式的缺失而采用灵活用工53.9%of enterprises adopt flexible employme

59、ntto address the inefficiencies of their current employment model21外包是企业最常采用的灵活用工形式Outsourcing is the most commonly used flexible form of employment by enterprises采取灵活用工企业的人工成本预估会比仅采用单一传统用工模式的企业更少,同时用工形式会有更多样化的组合。59.8%的企业会增加外包形式的灵活用工。通过业务外包，企业可以将核心力量集中起来，避免企业的发展分散，并且能够降低企业的运营成本，以较少的资金投入完成固定的工作，更加适应当

60、前社会发展与经济环境对企业提出的严格要求。Labor cost of flexible employment enterprises will be less than that of enterprises that only adopt a single traditional employment mode.There will be more diverse combinations of flexible employ-ment models in future.59.8%of enterprises will increase flexible employment through

61、 outsourcing.Through business outsourcing,enterprises can concentrate their core expertise and reduce operat-ing costs.They can complete routine tasks with less capital invest-ment and adapt better in a harsh social and economic environment.在未来 12 个月，您的企业会增加灵活用工比例吗？Will your company increase flexibl

62、e staffing in the next 12 months?增加保持减少53.9%28.3%17.8%如果要增加，您的企业会采取哪些灵活用工形式？If increase,what form of flexible staffing will your company adopt?0%10%20%30%40%50%薪酬代理Payroll短期/合约员工Contractor外包Outsourcing劳务派遣Labor Dispatch临时员工Temp兼职员工Part-time实习生Interns其他Others42.0%59.8%37.9%26.0%19.6%3.2%21.9%15.1%22您

63、的公司哪些岗位采用灵活用工？What are the contract positions in your company?0%5%10%15%20%25%30%行政/人事/财务Admin/HR/Accounting28.3%信息通讯技术ICT22.8%销售&市场Sales&Marketing31.1%供应链Supply Chain23.7%质控/质保QC/QA15.1%现场工程师Field Engineer27.9%环境安全EHS5.0%研发R&D12.8%零售业服务型岗位Service Position of Retail18.3%灵活用工岗位主要分为两大类：专业类和通用类。专业类：如开发

64、工程师、设计师、法律顾问、专业培训师等需要专业技术的岗位。通用类：如财务、秘书、行政、采购、零售服务人员、销售、主播、新媒体专员等。通常来讲，不需要很强的专业技术性，不处于经营管理核心环节，不涉密的岗位，都可以采用灵活用工。Flexible employment is mainly divided into two categories:professional and general.Professional positions include R&D engineers,designers,legal advisors,and professional trainers.General p

65、ositions include finance,secretarial,administrative,procurement,retail service personnel,sales,anchors,new media specialists,etc.Generally speaking,flexible employment can be used for non-core positions that are not confidential and do not require strong technical skills.销售市场岗位采用灵活用工的占比最高Flexible em

66、ployment are widely used for sales&marketing positions23TALENT DEVELOPMENT.人才培训4自我提升类和管理结果类的课程是企业最感兴趣的，可见“一技之长”已经不足以应对外部频繁变化的 VUCA 时代。商业敏锐类选择的比例最低，可看出企业在探索战略方向及组织敏锐度方面仍有很大的提升潜力。Lead Self and Lead Result are the most popular courses among companies,In a VUCA era,solely relying on technical skills is

67、not enough and we need to equip ourselves with more skill sets.Business acumen training is least offered,suggesting that there is still significant improvement potential for strategy and organizational agility courses.自我提升类课程最受企业欢迎Lead Self courses are most popular among enterprises2022 您所在企业该年度提供了哪

68、些方面的培训？What training did your company provide in 2022?41.3%46.9%17.0%51.0%53.5%领导他人/组织类（影响技巧/沟通/激励/团队合作/利益相关者管理）Lead People Organization(Influence/Communicate/Inspire/Teamwork/Stakeholder Management,etc.)专业能力和其他类（HR/财务/销售/供应链等）Professional competencies and others(HR/Finance/Sales/Supply Chain,etc.)商

69、业敏锐类（战略/变革/组织敏捷度提升等）Business acumen(Strategy/Change/Building Agile,etc.)管理结果类（目标管理/问题解决/项目管理等）Lead Result(Management By Objectives/Problem Solving/Project Management,etc.)自我提升类（思维/自我管理/抗压等）Lead Self(Mindset/Self-management/Stress resistance,etc.)25您认为当前所在企业提供的学习资源能否满足您的发展需求？Can the companys training

70、 meet your current training needs?6.8%6.4%19.7%29.9%37.3%满足低于20%Below 20%满足80%以上 Meet 80%above满足40-60%Meet 40-60%满足20-40%Meet 20-40%满足60-80%Meet 60-80%从数据来看，绝大部分员工认为企业的培训无法满足自身所需，这也是导致员工跳槽的重要原因之一。人才是企业最重要的资产，企业仍需在培训资源的选择上持续改善，从而使人才继续留在公司，实现企业发展和个人发展双赢。近年来，把学习管理外包给专业的咨询机构，也渐渐成为企业为打造学习型组织一种新的选择。Based

71、on the survey,there is a large proportion of employees who do not think the current company learning offerings can meet their development needs and could be one of the key factors why employees leave the company.Key talent is the most signif-icant asset of companies and we should optimize our learni

72、ng resources both internally and externally to strengthen employee engagement to establish a win-win situation between employers and employees.To better balance learning cost and benefits,Learning Management Outsourcing which acts as a virtual extension of the current learning team,will become a new

73、 norm for the future learning world.只有 13%的人认为企业提供的学习资源能满足自己60%以上的发展需求Only 13%believe that the learning resources provided by their employers meet more than 60%of their development needs26您所在企业的人均培训预算是多少？What is your training budget per person?3.6%5.6%5.2%24.5%11.4%13.5%43.4%30.8%28.7%4.6%9.6%27.4%5

74、8.4%28.5%52.2%52.6%0%10%20%30%40%50%2020202000元/人3000-5000元/人5000-10000元/人3000元/人保持终身学习和自我提升已经成为职业生涯的常态Maintaining lifelong learning and self-improvementhas become the normin career development2023 年初企业的人均预算和 2022 年持平，多数企业仍对今年的培训需求持观望态度。但超过 70%的候选人愿意选择自费参与培训，可见大家对自身学习成长的需求还是很高的。As of earl

75、y 2023,the per capita budget for corporate train-ing remains unchanged from 2022,and most companies are still adopting a wait-and-see attitude towards their training needs for this year.However,more than 70%of job candi-dates are willing to pay for training out of their own pockets,indicating that t

76、here is still a high demand for personal learning and growth.无预算，0元10000元以上3000-5000元0-3000元5000-10000元27.3%36.3%20.3%9.2%6.8%您自费参与培训的年度预算是？What is the annual amount that you will spend on self-improvements?27由于 2022 年初疫情的影响，可以看到 2022 年 65%的企业使用线上课程占全年培训的比例不低于 20%，线上培训等灵活的交付及参与方式已成为企业员工日常学习中的重要组成部分。

77、仍有 50%的企业今年的培训规划中，外部合作课程占比低于20%。可见 2023 年初企业仍采取相对保守的外部资源培训规划。Due to the pandemic in the beginning of 2022,it can be seen that 65%of com-panies used online courses,accounting for no less than 20%of their annual training.Flexible delivery and participation methods such as online training have become a

78、n important part of employees daily learning in the corporate world.50%of companies use less than 20%of external trainer courses this year,indi-cating that as of early 2023,companies are still adopting a relatively conserva-tive approach to external training resource planning.2023 年企业仍采取相对保守的外部资源培训规

79、划In 2023,enterprises still adopt a relatively conservativeexternal resource training plan35.4%26.6%20.3%8.6%9.1%2022 年度企业培训，线上课程占全年培训的比例？As a percentage of 2022 training,how much does online/virtual learning account for？低于20%Below 20%20-40%40-60%60-80%80%以上 80%above2023 年度培训规划，外部合作课程占全年培训课程的比例？propo

80、rtion of outsourced learning as apercentage of total learning in FY2023？低于20%Below 20%20-40%40-60%60-80%80%以上 80%above50.3%30.5%9.6%5.7%3.9%28INTERNATIONAL GRADUATESMARKET.留学生市场5海归回国发展的趋势变高，就业竞争也随之加剧The trend of overseas returnees returning to China has become higher,and the competition for employme

81、nt has also intensified2021 年选择回国就业的学生数量达到了 104.9 万，2022 年也有很大涨幅，留学生就业市场竞争大。2022 年企业对于留学生用工占比增加后逐渐趋于平稳发展，疫情的原因导致很多留学生必须以线上网课的形式完成学业，企业对于留学生的选择更加慎重。The number of students who chose to return to China for em-ployment reached 1.049 million in 2021,and there was also a sig-nificant increase in 2022.The

82、job market for international gradu-ates is highly competitive.After the proportion of international graduates employed by enterprises increased in 2022,it gradually stabilized.Due to the pandemic,many international students must complete their studies in the form of online courses,resulting in compa

83、nies becoming more cautious in choosing international graduates.您所在企业海外留学经历的应届生占总应届生比例为？What is the percentage of overseas educated graduates vs total graduate hires in your company?0-5%5%-10%10%-20%20%-30%2021202220230%10%20%30%40%50%18.7%32.3%31.3%14.5%52.5%21.2%11.2%8.5%55.0%24.5%12.5%5.7%3.2%6.6

84、%4.2%30%30新生代留学生在语言、文化、见识和处理事情的方式上独到的见解和优势，赢得国内企业的青睐The unique advantages of the new generation of international students inlanguage,culture,insight,and ways of managing affairs have won the favor of domestic enterprises招聘有海外留学经验员工看重的点是？What do you look for when hiring overseas graduates?0%10%20%30%

85、语言及沟通能力English language skills39.84%跨文化适应能力Cross cultural adaptability38.02%快速学习能力 Fast learningability35.94%创新能力Creativity32.81%迅速解决问题能力Problem solving ability27.34%团队协作能力Teamwork25.00%抗压能力Ability to endure stress12.50%海外视野Overseasexposure28.12%Enterprises attach greater importance to the overseas

86、study experience of international students,especially for companies that are expanding overseas,they tend to prefer excellent candidates with strong language communication skills,cross-cultural adapt-ability,and overseas perspectives when recruiting international graduates.企业对于留学生的海外游学经历更加重视；特别对于更多开

87、拓、参与海外业务的企业来说，在招聘新人时往往会更倾向具有较强的语言沟通能力，跨文化适应能力以及海外视野的优秀留学生。31市场营销、品牌公关等相关岗位更倾向于选择留学生，较去年相比都有所涨幅。市场营销专业是留学热门专业，对海外市场文化的了解是海外业务的核心，留学生在此赛道上更有职场竞争力。Marketing,branding,public relations and other similar positions are more inclined to increase employment of international graduates compared to the previous

88、 year.Mar-keting is a popular major when studying abroad.Understanding the respective culture of overseas countries is the core of overseas businesses and international graduates have a competitive edge in this area.海归们的就业领域和所学专业的相关性正在慢慢降低，更多以实际情况和兴趣为导向The correlation between the job and the study m

89、ajors of returnees is gradually decreasing and more oriented towards the candidatesactual strengths and interests有哪些职能岗位更倾向于招聘留学生？What positions prefer overseas graduates?20.6%22.9%23.2%36.5%37.5%技术支持 Technica Support 交互设计 Interactive Design Ul设计 UI Design 品牌公关Branding PR 总裁助理 Executive Assistant 市场

90、营销 Sales Marketing53.7%32常州市新北区太湖东路101-1号常发广场5号楼22层 Shenzhen 深圳 Office 1503,Building D,Dachong Business Center,Nanshan district,Shenzhen广东省深圳市南山区大冲商务中心D座1503室电话 Tel：+86 755 2656 9848 Qingdao 青岛 Office 1712,Building B,Heda Center,179 Tailiu Road,North District,Qingdao青岛市市北区台柳路179号和达中心B座1712室 电话 Tel：+

91、86 532 8093 0342Changzhou 常州22nd Floor,Building 5,Changfa Plaza,101-1 Taihu East Road,Xinbei District,ChangzhouBeijing 北京 Office 608,Fan Li Plaza,No.22,Chaoyang District Street,Beijing北京市朝阳区朝阳门外大街22号泛利大厦608室 电话 Tel：+86 10 8593 0400Our OfficesSuzhou 苏州 Office 1002,Suzhou Center Office Tower B,Suzhou

92、Industrial Park,Suzhou苏州市工业园区苏州中心办公楼B座1002室 电话 Tel：+86 512 8885 0273Zhongshan 中山Office 1610,LiHe International Finance Center,16 Zhongshan 3rd Road,East District,Zhongshan中山市东区中山三路16号之三国际金融中心1610室电话 Tel：+86 760 8886 0019Dalian 大连Office 2901,ST2,Building 5 Yujing,Dalian Center,No.280 Changjiang Road,

93、Zhongshan District,Dalian,Liaoning 大连市中山区长江路280号大连中心裕景5号楼ST2大厦2901室Office 1908-9,Jiliang Headquarters Building,No.6 Huoju Road,High Tech District,Dalian,Liaoning大连市高新园区火炬路6号吉粮总部大厦1908-9室Shanghai 上海Office 12G,Hua Min Empire International Plaza,No.726 West Yanan Rd,Shanghai上海市长宁区延安西路726号华敏翰尊12楼G座电话 Te

94、l：+86 21 2225 4600 Guangzhou 广州 Office 3807,Tianhe City,208 Tianhe Road,Tianhe District,Guangzhou广州市天河区天河路208号粤海天河城3807室 电话 Tel：+86 20 3889 9626 Chengdu 成都 Office 3508,Square One,No.18 Dongyu Street,Jinjiang Dis-trict,Chengdu成都市锦江区东御街18号百扬大厦3508室 电话 Tel：+86 28 6267 5413 Wuxi 无锡Room 1042,Building 2,Henglong Plaza,No.139,Renmin Middle Road,Liangxi District,Wuxi无锡市梁溪区人民中路139号恒隆广场写字楼2座1042室Singapore8 Marina Blvd Level 11,Marina Bay Financial Centre Tower 1 Singapore 018981Tel：+00 65 6727 6122Fax：+00 65 6727 3880