2025中国薪酬指南

2025SalaryGuide2025SalaryGuideTableofContents雇主招聘现状及趋势洞察RecruitmentStatusandTrendsAnalysis09人才薪资现状及展望SalaryStatusandOutlook15出海企业招聘现状及趋势洞察23中国人才职涯转型趋势与市场观察OutplacementTrendandMarketInsightinChina30薪酬数据SalaryData·薪酬数据要点及方法论·DataHighlightsandMethodology36汽车与新能源Auto&NewEnergy37·能源与化工·Energy&Chemical41·快消零售·FMCG&Retail45·金融服务.FinancialServices49·高科技与智能制造·High-tech&SmartManufacturing55·生命科学.LifeSciences58财务与会计Finance&Accounting63人力资源HumanResources64·法务与合规·Legal&Compliance66·销售与市场营销·Sales&Marketing68·供应链与物流·SupplyChain&Logistics70·出海岗位.GlobalPositions71关于我们AboutUs742025SalaryGuide前言Overview2025SalaryGuide前言Overview展望2025年，这两大趋势预计将持续对行业发展产生深远影响。在这样的背景下，招聘策略的精细化、人力资源的精准配置以及薪酬为了更好地理解这些变化，我们近期对超300位企业人力资源（HR）专业人士及员工进行了深入调研。结合2024年度成功匹配的千余个职位的薪资数据，以及专业招聘顾问对市场的深刻洞察，我们的《2025年度薪酬指南》应运而生。这份指南提供了最新的薪酬趋势分析，旨在辅助企业优化招聘策略、合理配置人力资源，并设计出更具竞争力的薪酬架构。Aswecloseout2024,CostReductionandEffitalentmarket.Thesetwotrendswillcontinuetoimpacttheindus-tryin2025,makingitcrucialtooptimizerecruitmentstrategies,humanresourceallocation,andsalarystructures.Inlightofthis,werecentlysurveyedandemployeesfromvariousorganizations.Our2025SalaryGuidecombinesthesesurveyfindingswithourlatestglobalreports,salarydatafromover1,000successfullyplaceme2024,andmarketinsightsfroThisguideprovidesthelatestsalarytrendanalysis,aimedathelpingcompaniesoptimizetheirrecruitmentstrategies,efficient-lyallocatehumanresources,anddesignmorecompetitivecom-pensationstructures.LHHFESCO禾 2025SalaryGuide把握中国及海外招聘的最新趋势和关键薪资数据制定更佳的招聘及人才留任策略LHHFESCO2025SalaryGuidewillhelpyou:UnderstandsalarydatatoattracttalentsandforecastcompensationcostsStayinformedaboutthelatestsalarytrendsinChineseandoverDevelopmoreeffectivehiringandreten2025SalaryGuideOursurveyrevealedthesekeyfindin.1%-5%是2024年大多数企业普调的薪资涨幅，在该区间调薪的企业数量较去年有所减少.超20%企业的招聘预算较去年有所增加人才匹配度依然是企业在招聘人才时面临的最大挑战Ontheemployer'sside:commonpayadjustmentamongcompaniesin2024,withfewercompaniesimplementingincreaseswithinthisrangecomparedtolastyearemployer'sside:Over20%ofcompanieshaveincreasedtheirhiringbudgetscomparedtolastyearoFindingtherighttalentremainscompanies2025SalaryGuide.近四成员工的薪资较上一年度未有增长涨薪和降薪的主要原因各不相同。前者主要由于个人绩效评定，而后者通常因为公司经营状况不佳员工端:Onthe员工端:Ontheemployee’sside:Approximately40%ofemployeessawtheirsalariesstag-natecomparedtopreviousyearoSalaryincreaseswereprimarilytiedtoindividumanceevaluations,whiledecreaseswerelinkedtopoorMorethanhalfoftheemployeesintendtostaywiththeircurrentemployer超半数受访企业选择猎头为其招聘海外人才，且岗位类型OnglobalOnglobalexpansion:法律法规和用工政策是出海企业面临的最大挑战，其次是人才培养和领导力发展以及人才招聘SoutheastAsiaremainsthepreferreddestination,followedOverhalfofcompaniesrelyonheadhuntersforoverseasrecruitment,withhiringneedsevolvingaccordingtotheirstageofglobalexpansionoCompaniesexpandinggloballyfacemajorchallengesnavigatinglocallaws,regulations,anpolicies,theyalsoencounterobstaclesintalentdevelop-ment,leadershipcultivation,andrecruitmentLHHFESCO禾LHHFESCO禾2025SalaryGuideMeetOurRespondents国央企State-ownedEnterprises：9%合资企业JointVentures合资企业JointVentures：10%民营企业PrivateEnterprises：39%外资企业Foreign-fundedEnterprises：42%33533%上海Shanghai33%上海Shanghai8%苏州Suzhou7%深圳Shenzhen7%深圳Shenzhen23%广州Guangzhou2025SalaryGuideIndustries21%生命科学LifeSciences13%高科技与智能制造High-tech&SmartManufacturing10%汽车与新能源Auto&NewE8%服务/咨询Service/Consulting5%能源与化工Energy&Chemical5%金融服务Financialservices4%教育/非盈利部门Education/Non-profitsector14%其他OthersLHHFESCO禾LHHFESCO禾2025SalaryGuide2024年雇主薪资普调现状SalaryAdjustmentsin2024关于薪资的普调涨幅，近三分之一的企业表示在2024年未涨薪，这一比例较去年增长6%。超过一半的企业的涨薪幅度在1%-5%之大多数企业实施1%至5%的普遍薪资调整Most大多数企业实施1%至5%的普遍薪资调整Mostcompaniesimplementedsalaryincreasesrangingfrom1%to5%.Regardingsalaryadjustments,approximatelyone-thirdofcom-paniesimplementednosalaryincreasethatrose6%fromthepreviousyear.Moreniesimplementedraisecompaniesofferedincreasesexceeding15%.Comparedto2023,therewasanotabledeclineincompaniesoffering6%–8%salaryincreases,whiletheproportionofcompa-niesimplementing1%–2%increasesormainsalarylevelsgrewsignificantly.Thisshiftreflecvativeapproachtocompensationin2024.LHHFESCO禾LHHFESCO禾2025SalaryGuideAverageSalaryIncreasesAmongSurveyedCompanies:2024vs.2023●2023●2024 26%32% 26%32% 12%1%-2%21%34%3%-5%34%32%16%6%-8%16%10%4%4%3%6%2%2%10%-15%>15%1%涨薪5%以上的主要行业分布：1%Industrieswithsalaryincrementofmorethan5%41%生命科学41%生命科学LifeSciences汽车与新能源Auto&NewEnergy涨薪3%以下及没有变化的主要行业分布：Industrieswithsalaryincrementoflessthan3%orstagnant75%41%快消零售75%41%快消零售FinancialServices互联网InternetFinancialServices2025SalaryGuideLHHFESCO禾LHHFESCO禾EmployerRecruitment超20%企业的招聘预算较去年有所增加Over20%ofcompanieshaveincreasedtheirhiringbudgetsyear-over-year.超四成企业计划在2025年削减招聘预算，而超过20%企业的招聘预算有所增加，同比上升1%。超四成企业计划在2025年削减招聘预算，而超过20%企业的招聘预算有所增加，同比上升1%。41%ofcompaniesplantoreducetheirhiringbudgetsfor2025,whileover20%willincrease-representinga1%year-over-yeCorporateHiringBudgetsfor202541%37%22%增加招聘预算的企业以服务/咨询、能源与化工，以及生命科学行业为主。在预算分配上，服务/咨询行业主要增设销售等前台岗位；而能源与化工、生命科学则计划增设研发、产品等中台岗位。TheService/Consulting,EnergyandChemicalIndustry,andLincreasedhiringbudgets.Regardingbudgetallocation,Service/Consultingfirmsaremaddingfront-officepositionssuchasSales,whiletheothertwoindustriesarefocusingon2025SalaryGuideLHHFESCO禾LHHFESCO禾近四成企业计划在2025年增设岗位Nearly40%ofcompaniesplantoaddpositionsin2025尽管市场环境趋冷，但我们发现仍有近40%的企业对人才的需求呈现上升态势，约三分之一的企业在2025年的招聘计划与去年持平。DespitethechallengingmarkApproximatelyone-thirdofcompaniesplantoHiringPlanfor2025:mm32%36%32%2025SalaryGuide计划增设的岗位主要以中台岗为主，如研发、产品等；计划缩减的岗位集中在后台岗，如行政、HR、财务等。Plannedjobadditionsfocusprimarilyonmiddle-ofdevelopment,whileback-officeroles-includingadministration,HR,andfinance-facereductions.“人才匹配度”仍是企业在招聘人才时面临的最大挑战，其次是“薪资预算与市场行情不匹Findingcandidateswiththerightskillmatchremainscompanies'biggestchallenge,followedby“Mismatchbetweensalarybudgetsandmarketrate“Urgentrecruitmentneedswithtighttimelines”.企业招聘关键人才时面临的三大挑战Keychallengesintalentrecruitment:Limitedavailabilityofqualifiedcandidates薪资预算不适用当下的市场行情79%46%Mismatchbetweensalarybudgetsan招聘需求急，时间短33%招聘需求急，时间短UrgentrecruitmentneedswithtighttimelLHHFESCO禾LHHFESCO禾LHHFESCO禾2025SalaryGuide打造“内部培养”与“外部招聘”相平衡的人才versus‘打造“内部培养”与“外部招聘”相平衡的人才versus‘buy,talentstrategies在企业内部提供技能重塑、技能升级和内部招聘机会，不仅能够激励并提高员工的工作积极性，还能帮助他们积累专业知识。投资培养现有人才不仅能增强员工实力，还能确保团队满足未来需求。将“内部培养”与“外部招聘”的人才策略有机结合，将有助于企业打造一支既灵活又富有发展潜力的员工队伍，从Asnewtechnologiescontinuouslytransformourwaysofworkingandliving,theskillsetsrequiredforvariouspositionsarealsochangingatanunprecedentedpace.Whilemanycompleadersreportchallengeswithskillsshortages,theyoftenover-lookthepotentialofinternaltalenttofillthesegaps.Providingopportunitiesforreskilling&upskillingandinternalrecruitmentwithinthecompanycannotonlymotivateandincreaseemployeeengagementbutalsohelpthemaccumulatespecializedknowledge.Investinginthedevelopmentofexistingtalentcanstrengthentheworkforcetomeetfuturedemands.Itwillhelpenterprisesbuildaworkforcethatisflexibleandhaspotentialforfuturegrowthbyapplyingthetalentstrategyofbothinternaldevelopmentandexternalrecruitment.2025SalaryGuideSalaryStatusandOutlook超半数的参调员工税前固定年收入在10万至4超64%员工享有年终奖，13%的员工有股票/期权等（主要行业集中在高科技、智能制造以及生命科学行业）。另有7%的员Overhalfemployeesearnafixedannualpre-taxincom100,000to400,000.Beyondbasesalaries,64%ofemployeesreceiveyear-endbonuses,while13%havestocksorshtheHigh-tech,SmartManufacturingandLifeSciencesintionally,7%ofemployeesreceiveonlyfixedsalaries.LHHFESCO禾LHHFESCO禾2025SalaryGuide受访者的2024年税前固受访者的2024年税前固distributionbeforetaxes(RMB)in2024:Additionalcompensationbeyondfixedsalary(1-3typesincluded):年终奖其他津贴或补贴OtherallowancesorsubsidiesYear其他津贴或补贴Otherallowancesorsubsidies 7% 25% 36%18%7%4%3%38% 64%38%年底双薪/多薪Year-enddoublesalary/multiplesalary项目或绩效奖金Projectorperformancebonus33%31%加班费Overtimepay股票/期权13%13%Projectorperformancebonus无7%无None2025SalaryGuide近四成员工的薪资与上一年度持平Approximately40%ofemployeesfacestagnantsalaries38%的员工表示他们在2024年的薪资较2023年未发生变化；约22%的员工经历了降薪。平薪的员工比例较上一年增长3%；约40%的员工薪资有不同程度的增长。38%ofemployeesreportednosalarychangesin2024comparedto2023,whileapproximately22%experiencedpaycuts.Thepercentageofemployeeswithflatsalariesincreasedby3%fromthepreviousyear.About40%ofemployeesreceivedsalaincreasesofvaryingdegrees.相较于2023年2024202320242023SalaryChangesSalaryChangesfrom2023to2024:Almostthesame9%6%7%38%7%4%5%35%25%30%11%4%10%9%LHHFESCO禾LHHFESCO禾2025SalaryGuide个人绩效评定是薪资增长的主要原因，而公司经营Salarychangesaredrivenbydifferentfactors:increasesprimarilyresultfromindividualperformanceevaluations,whiledecreasesmainlystemfrompoorcompanyperformance.202439%19%18%202327%27%21%202439%19%18%202327%27%21%2023vs.20242023vs.2024换新工作公司经营状况Companyoperatingco73%42%13%50%73%42%13%50%32%7%Companyoperatingco换新工作个人绩效评定Expectedsalaryincreasesforthecomingyear:●2023Expectedsalaryincreasesforthecomingyear:●2023●2024 3%-5%27%increasesexpecta-tionshavebecomemoreconservative,primarilyfallingbetween3%and10%,comparedtolastyearwhenmostemployeesanticipat-edincreasesof6%to20%.6%-10%10%-20%20%-30%30%-40%40%-50%>50%26%29%26%23%23%6%2%3%3%LHHFESCO禾LHHFESCO禾LHHFESCO禾LHHFESCO禾2025SalaryGuide当前环境下，绝大多数员工选择留任现有企业Inthecurrentenvironment,mostemployeeschoosetostaywiththeircurrentcompanies.超半数的员工计划留任当前公司，37%的员工已经或计划在6个月内离职。在已离职的员工中，65%的人尚未找到新工作。Morethanhalfofemployeesplantostaywiththeircurrentcompany,while37%haveleftorplantoleavewithin65%haveyetfoundnewempl获取更高薪水仍是离职的首要原因，其次是职业发展机会和工作成就感；对于选择留任的员工，工作与生活的平衡度是首要考虑因素，其次是工作稳Highersalaryremainstheprimaryreasonforleaving,folDevelopmentOpportunitiesandWorkFulfillment.Forstay,work-lifebalanceistheleadingfactor,withjobstabilitybeingconsideration.2025SalaryGuide我的专业/事业在目前的工作场所没有进展我的专业/事业在目前的工作场所没有进展Myprofession/careerisnotprogre我的工作没有成就感/我的工作没有成就感/没有意义Myworkisnotfulfilling我担心职业倦怠或工作太多/我担心职业倦怠或工作太多/我的工作量太大Iamworriedaboutburnoutorworkingtoomuch/myworkloadis4%我很满意我的工作与生活的平衡我很满意我的工作与生活的平衡我现在的工作/角色让我很稳定我现在的工作/角色让我很稳定Mycurrentjob/rolegivesmestabilityTopreasonstostay我对工作很满意，因为可以运用到我的技能我对工作很满意，因为可以运用到我的技能我对目前工作的条件很满意Iam我对目前工作的条件很满意IamhappywiththeworkingconditiIenjoyworkingwithIenjoyworkingwithmycolleag2020LHHFESCO禾LHHFESCO禾21212025SalaryGuide成为“未来就绪型员工”‘Future-readyWorker’?尽管“铁饭碗”的时代已经一去不复返，但一些员工仍能在不确定的工作环境中游刃有余，最大限度地利用新出现的职业机会，他们被称之为“未来就绪德科集团在近期发布的《未来全球劳动力报告》中首次定义了“未来就绪型员工”。这类员工具有精通技术、灵活变通和积极主动的特征。他们适应能力强，乐于灵活规划自己的职业生涯。目前仅占劳动力的11%。AlthoughtheeraofLifelongjobhaspassed,someemployeescanstillthriveinuncer-tainworkenvironmentsandmaximizecareeropportunitiesastheyemerge.Theyarecalledfuture-readyworkers.IntherecentlyreleasedGlobalWorkfordefinedfuture-readyworkersforthefirsttime.Theseemployeesareadaptable,tech-savvyandproactive.Theyarewillingtobeflexiblewiththeircareerplans,embracenewtechnologiesandhaveversatileskills.Theycurrentlyworkforce.2025SalaryGuide测一测您是否是一名Testifyouarea‘future-readyworker’:DoDoyouagreewiththefollowingstatements:我可以灵活变通，适应不断变化的工作环境述均选择“认同”或“非常认同”，那么人工智能给予我更多学习技能的机会/在工作中不断进步这表明您已经具备了成为未来就绪型Ifyouselect‘Agree’or‘StronglyAgree’onallsevenof这表明您已经具备了成为未来就绪型Ifyouselect‘Agree’or‘StronglyAgree’onallsevenoftheabovestatements,thenthisindicatesthatyoualreadyhavethecharacteris-ticsofafuture-readyworker.我已经在工作中合理/负责地应用人工智能训练.人工智能提高了我的工作效率我在工作中积极尝试人工智能的各种应用方式work.工作之余，我经常花时间学习不同技能LHHFESCO禾22LHHFESCO禾222323LHHFESCO禾LHHFESCO禾2025SalaryGuideRecruitmentTrendsfor东南亚依旧火热，欧洲、北美紧随其后SoutheastAsiaremainsthepreferreddestination,followedbyEuropeandNorthAmerica在受访的出海企业中，位列出海目的地前三的分别为：东南亚、欧洲和北美。随着“一带一路”政策的推进，中东及拉美等新兴市场也逐渐成为中企出海的热门选Amongthesurveyedcompaniesexpandingglobally,thetop3destinationsare:South-eastAsia,EuropeandNorthAmerica.Withtheadvancementofthe"Beltandpolicy,emergingmarketssuchastheMincreasinglyattractivedestinationsforChineseenterprises.热门出海目的地36%23%20%21%HotDestinationsforGlobalExpansion东南亚SoutheastAsia欧洲其他2025SalaryGuideLHHFESCO禾24LHHFESCO禾24东南亚欧洲·能源与化工·互联网·高科技与智能制造·汽车Automobile·新能源AppliancesEnterpriseStageEnterprisesintheirinitialandexpansionstagetendtochooseSoutheastAsiamarkets,primattractedbythelow-costadvantagesthatenablerapidgrowth.Incontrast,matureenterfavortheEuropeanmarketforitsestablishedeconomicsystemandrobustregulatoryframework.2025SalaryGuide出海招聘方式多样岗位类型倾向随出海阶段而变化Recruitmentchangeswiththestageofglobalization超半数受访企业采用多元化的人才配置方式，通过外派中国人才与招聘海外员工相结合，打造一支既懂产品又懂市场的人才超半数受访企业采用多元化的人才配置方式，通过外派中国人才与招聘海外员工相结合，打造一支既懂产品又懂市场的人才Enterpriseshavedistincthiringneedsatdifferentdevelostages.Startupsfocusonquicklyassemblingteamsbyrecruitingcountrymanagers,salesexecutives,andfront-officepositions.Companiesintheexpansionphase,havingestablishedtheircoreteams,prioritizemiddleandback-officerolestobuildation.Maturecompaniesemphasizehiringspecializedtalenttoenhancecompetitivenessandinnovation.Morethanhalfofthesurveyedcompaniesemploy初创期Start-upStage扩张期Expansion初创期Start-upStage扩张期ExpansionStage成熟期MatureStageChineseexpatriateswithlocalhirestobuildteamsthat前台岗Frontdeskpositions前台岗FrontdeskpositionsMiddleMiddledeskpositions后台岗Back-office后台岗Back-officepositions2525LHHFESCO禾LHHFESCO禾2025SalaryGuideMainrecruitmentchannelsofglobalexpansion+Mainrecruitmentchannelsofglobalexpansion+44%44%12%Intermsofrecruit-mentchannels,overhalfofthesurveyedenterprisesuseheadhuntingservices,highlight-2025年您所在企业在出海过程中最亟需解决的问题ingtheircriticalrole2025年您所在企业在出海过程中最亟需解决的问题KeyChallengesforGlobalBusinessExpansionin2025法律法规和用工政策是受访企业在出海过程中最需要解决的问题，其次是人才培养和领导力employmentpoliciesatheprimarychallengesexpandingglobally,followedbytalentandleadershipdevelopment,23%20%16%7%4%2626LHHFESCO禾LHHFESCO禾2025SalaryGuide面对出海人才招聘难的困境HowShouldEnterprisesOvercomeOverseasTalentRecruitmentChallenges?我们发现出海企业在人才招聘方面主要面临以下四大挑战：首先，雇主品牌internationalizationprocWhileprovidingservicestoglobalizingcompanies,we'veidentifiedfourmajorrecruitmentchallenges:limitedemployerbrandinfluencethathindersattract-ingtoptalent;regionalculturaldifferences;dispersedpositionrequirementsthatcomplicateaccessingoverseastalentpools;andunfamiliaritywithover-seasmarketsalarystructuresandbenefitspolicies.2025SalaryGuideToaddressthesechallenges,werecommendthefollowingapproaches:制定整体的出海人才招聘和发展策略Developanoveralloverseastalentrecruitmentanddevelopmentstrategy企业在制定出海人才战略时，应基于全球化视野和本.明确人才画像定位，识别所需技能，并评估内部人才库是否能满足需求；选择招聘渠道时，根据不同职位特点和目标市场，采取差异化策略：对于中高端岗位，可与第三方招Companiesshouldembracebothglobalvisionandlocalexecutionwhencraftingoverseastalentstrategies.Startbydefiningcleartalentprofiles,identifyingrequiredskills,andevaluatinginternaltalentpoolcapabilities；Striketherightbalancebetweenheadquartersandoverseasstaff-maintainingcentraloversightwhilegrantingoverseasteamsappropriateautonomy；Implementstrategiestailoredtospecificpositionsandtargetmarkets.Formid-to-seniorpositions,partnerwiththird-partyrecruitmentagenciestooptimizeefficiencyandquality.02。02。Buildyouremployerbrand.根据目标市场的特点，调整并本地化雇主价值主张，使其与当地文化相契合；·构建海外营销团队，有效地讲述品牌故事，提升品牌在全球的知名度；.与品牌影响力较高的第三方招聘机构合作，借助其资源吸引潜在人选。Adaptandlocalizeyouremployervaluepropositiontoalignwithtargetmarketcharacteristicsandlocalculture;Establishanoverseasmarketingteamtocraftcompellingbrandnarrativesandboostglobalvisibility;Partnerwithinfluentialrecruitmentagenciestoleveragetheirreputationinattractingcandidates.2828LHHFESCO禾LHHFESCO禾2025SalaryGuide03。03。Developalocalizedhiringpolicy.避免简单地将中国市场的招聘策略复制到海外，而应充分考虑当地的法律法规和文化特点，对招聘流程中的各个环节（包括工作时间、面试流程、选拔标准等）进行必要的调整；.通过加强对员工的跨文化培训，促进不同文化背景的员工之间的理解和沟通。RatherthantransplantingChineserecruitmentstrategiesoverseas,carefullyconsiderlocallaws,regulations,andculturalnuanceswhenadjustingrecruitmentprocesses—includingworkschedules,interviewprocedures,andselectioncriteria;.Enhancecross-culturaltrainingtofosterunderstandingandcommunicationamongemployeesfromdiversebackgrounds.04。04。Gaininsightintooverseasrecruitmentchannels不同市场有着不同的招聘渠道偏好。例如，在东南亚，JobStreet和JobsDB是主要的招聘网站，而在欧洲，Indeed和LinkedIn则占主导地位。企业需要深入了解并利用海外的主流招聘渠道，以便更精准地触达目标人才群体。Eachmarkethasitspreferredrecruitmentplatforms.Forinstance,JobStreetandJobsDBdominateinSoutheastAsia,whileIndeedandLinkedInleadinEurope.Companiesmustunderstandandutilizetheseregion-specificchannelstoeffectivelyreachtargettalentpools.05。05。Addresssalarychallenges出海企业在招聘时，应提供明确的薪酬信息，以吸引海外中高端人才。同时，考虑到海外候选人普遍期望20-30%甚至更高的薪酬涨幅，企业在制定薪酬策略时应予以考虑。Companiesexpandingoverseasshouldoffertransparentsalaryinformationtoattractmid-to-seniortalents.Whendevelopingcompensationstrategies,considerthatoverseascandidatestypicallyexpectsalaryincreasesofatleast20-30%.29招聘市场的波动反映了市场动态和企业的战略调整，裁员现象也不例外。接下来，本报告将深入探讨裁员趋势与市场现状，分析裁员背后的深层次原因，以及企业如何以同理心实现与员工的和平"分手"。Fluctuationsintherecruitmentmarketreflectbothmarketdynamicsandcorporatestrategicadjust-ments,andoutplacementsarenoexception.Thenextchapterwilldelveintooutplacementstrendsandmarketconditions,analyzingtheunderlyingcausesofoutplacementsandexamininghowcompaniescanapproachworkforcereductionswithempathyandcare.LHHFESCO禾LHHFESCO禾2025SalaryGuideOutplacementTrendsandMarket据我们的职涯转型与流动团队近年来的观察，2024年中国市场的裁员安BasedonobservationsfromLHHFESCOCareerTransition&Mobilityteam,theChinesemarketin2024exhibitsthefollowingoutplacementtrendsandchallenges:趋势一：裁员企业数量及类型逐步扩大趋势一：裁员企业数量及类型逐步扩大Trend1:GradualExpansioninOutplacementWhile2023markedthebeginningofoutplacementsamongforeigncompaniesinChina,thistrendhasexpandedacrossvariousenterprisetypesin2024,includingjointventures,state-ownedenterprisesandprivateenterprises.Thenumberofcompaniesimplementingoutplacementshasincreasedbyabout20%-30%comparedto2023.Inthecurrenteconomicandtechnologicalclimate,thethreeprimarydriversofoutplacementsare:Digitaltransformation&Industryupgrading企业重组与核心Corporaterestructuringandcoreoperationsteam推动的成本管控Costmanagementinresponsetorisinglaborexpenses2025SalaryGuideLHHFESCO禾LHHFESCO禾随着AI技术的快速发展，企业为提升运营效率、降低成本，正在用技术替代部分人力，特别是在可自动化的重复性和低技能岗位上。同时，部分企业因在华业务AsAItechnologyadvancesrapidly,companiesarereplacinghumanworkerswithautomatedsolutionstoimproveefficiencyandreducecosts,particularlyinrepetiveandlow-skilledpositions.Additionally,somecompaniesareundergorestructuringorrelocatingtheircoreteamsduetobusinessadjustmentsinChina.趋势二：金融行业受影响最大，裁员涉及各职级和年龄层Trend2:TheFinancialSectorMostImpacted,withOutplacementsSpanningAllJobLevelsandAgeGroupsThethreeindustriesmostaffectedin2024are:FinancialServices(InvestmentBanking,SecuritiesConsumerBanking,FinancialHealthcare(MedicalEquipment,Pharma-Provision)High-tech(Semiconduc-tors,Systemproviders,Cloudstorage)Theoutplacementsaffectemployeesacrossallorganizationallevels,fromentry-levelpositionstotopmanagement,withanevendistributionacrossagegroups.Thiswide-spreadimpactstemsfromcompaniesundertakingcomprehensiveorganizationalrestruc-turingorbusinessunitadjustments.2025SalaryGuideLHHFESCO禾LHHFESCO禾趋势三：被影响员工重新就业的时间明显延长趋势三：被影响员工重新就业的时间明显延长Trend3:SignificantlyExtendedJobSearchDurationforAffectedEmployeesOuranalysisshowsthatemployeeswhoacceptedourcareertransitionservicesin2024tookanaverageof3.8monthstofindnewemployment-0.6min2023.However,thisisstill65%fasterthanthosewhodidn’tusecareertrservices.AverageTimetoRe-employment(foraffectedemplocareertransitionservices)Thislengtheningofthere-employmentperiodstemsdirectlyfromthedecreasein一方面，AI技术的兴起导致部分一方面，AI技术的兴起导致部分操作性岗位和中层管理职位减少TheriseofAItechnologyhas,tosomeextent,reducedopportunitiesinbothoperational另一方面，人才供需失衡，特别是具备AI技能的中高端人才短缺，进一步延长Additionally,asignificantmismatchexistsbetweentalentdemandandsupply,particularlyforprofessionalswithAIskills.2025SalaryGuide如今，全职工作已不是就业的唯一解。我们建议求职者利用这段空窗期复盘自身优势与目标，探索出一条适合自己长期发展的就业渠道。同时，无论决定全职，亦或灵活就业，最重要的是学会自我营销、保持终身学习和适应变化的能力。Today,full-timeemploymentisnottheonlycareeWeencouragejobseekerstousethetransitionperiodtoassesstheirstrengthsandgoalswhileexploringsustainablecareeroptions.Whetherchoosingfull-timeorflexibleworkarrangements,successdependsoneffectiveself-promotion,commitmenttolifelonglearning,andadaptability趋势四：中国市场对职涯过渡服务的认知仍处于1.0阶段Trend4:China'sMarketUnderstandingofCareerTransitionServicesRemainsBasic与欧洲和北美这类成熟市场形成鲜明对比的是局限于企业自身或第三方咨询团队的谈离工作，往往忽视了员工后需求。中资企业在裁员中的主要困境是如何合情、合理、合法地与们开启职业生涯的下一程。据领禾的数据显示，为受影响员工提供占比不到市场份额的1%，且主要集中在外资企业。外企对于职涯服2025SalaryGuideIncontrasttomaturemarketssuchasEuropeandNortooutplacementsandresettlementprimarilyreliesoninternalcompanyresourcesorthird-partyconsultingteams.However,theseinterventionsoftenoverlookemployeessubsequentcareertransformationandtransitionneeds.ThemainchallengeforChinesecompaniesduringoutplacementsismanagingemployeeseparationslegallyandcompassionatelywhilehelpingaffectedemployeestransitiontotheirnextcareerphase.Accordingtoourdata,lessthan1%ofcompaniesinChinaoffertransitionservices,withforeigncompaniesbeingtheprimaryadopters.Thehigheradoptionrateamongforeigncompaniesstemsfrommaturemarketawareness,regulatoryrequirements,andstronglaborunioninfluen在已购买服务的企业中，实际使用该服务的员工比例较低，这一现象与全球趋势数据相符，反映出企业在落实员工关怀文化方面仍有巨大的想象和发挥空间。Amongcompaniesthathavepurchasedcareertransitionservices,asmallproportionofemployeesactuallyutilizethem,aligningwithglobaltrendsandhighlightinggapsinimplementingsupportiveemployeecultures.员工未使用职涯过渡服务的三大主要原因是：Thetopthreereasonsemployeesdonotusecareertransitionservicesare:对职涯服务认知不足ofcareerservices企业内部存在转岗机会Internaltransferopportunities属于企业核心稀缺人才Beingconsideredhightalentwithintheorganization2025SalaryGuide许多人误将职涯过渡服务等同于猎头服务，但实际上两者有本质区别。职涯过渡服务不仅帮助企业以同理心处理裁员事项，更能协助员工快速开启职业新篇章。这项服务为雇主提供管理层沟通培训（如经理通知培训）及员工通知日驻场支持，使企业能从容应对裁员及员工安置流程，为突发情况做好预案；同时，通过为受影响员工提供个人品牌打造、岗位匹配、在线学习资源以及一对一职业咨询等服务，助力他们快速重返职场。Manymistakenlyequatecareertransitionserviceswithrecruitmentservices,buttheyservedistinctpurposes.Careertransitionservicesofferdualbenefits:helpcompaniesinmanagingoutplacementswitwhilesupportemployeestostartanewchapterintheircareersquickly.Theseservicesprovidemanagementcommunicationtrainingandon-sitesupport,enablingcompaniestohandleoutplacementsandemployee.Additionally,theyhelpaffectedemployeesreturntoworkquicklythroughpersonalbrandingstrategies,jobmatching,onlinelearningresources,andone-on-onecareercounseling.Tomaximizetheeffectivenessofcareertransitionservices,companiesmustdevelopacultureofemployeecare.Whencommunicatingredundancysupportplans,clearandeffectivecommunicationensuresemployeesunder-standtheservices'contentandbenefits,facilitatingasmoothtransition.LHHFESCO禾LHHFESCO禾2025SalaryGuideunchangedfromlastydecreasedfromlastSalarydata薪酬数据要点及方法论AboutTheGuide&DataMethodologyLHHFESCO禾LHHFESCO禾Auto&NewEnergy单位：人民币元（CNY）FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocationFullVehicleandFittings------------------------------------单位：人民币元（CNY）LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation---------智能网联IntelligenceNetwork----AutopilotTechnicalSupervisor-------单位：人民币元（CNY）LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation------新能源NewEnergy-----商务Commercial++---200,000--单位：人民币元（CNY）4040LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation商务Commercial通用职能SupportingFunctions--------LHHFESCO禾41LHHFESCO禾41Energy&Chemical单位：人民币元（CNY）TitleWorkingYearsBasicAnnualSalaryBonusLocation能源环保Energy&EnvironmentalProtection----------------单位：人民币元（CNY）LHHFESCO禾42LHHFESCO禾42TitleWorkingYearsBasicAnnualSalaryBonusLocation单位：人民币元（CNY）4343LHHFESCO禾LHHFESCO禾TitleWorkingYearsBasicAnnualSalaryBonusLocation化工Chemical