2025SalaryGuide2025SalaryGuideTableofContents雇主招聘現狀及趨勢洞察RecruitmentStatusandTrendsAnalysis09人才薪資現狀及展望SalaryStatusandOutlook15出海企業招聘現狀及趨勢洞察23中國人才職涯轉型趨勢與市場觀察OutplacementTrendandMarketInsightinChina30薪酬數據SalaryData·薪酬數據要點及方法論·DataHighlightsandMethodology36汽車與新能源Auto&NewEnergy37·能源與化工·Energy&Chemical41·快消零售·FMCG&Retail45·金融服務.FinancialServices49·高科技與智能制造·High-tech&SmartManufacturing55·生命科學.LifeSciences58財務與會計Finance&Accounting63人力資源HumanResources64·法務與合規·Legal&Compliance66·銷售與市場營銷·Sales&Marketing68·供應鏈與物流·SupplyChain&Logistics70·出海崗位.GlobalPositions71關于我們AboutUs742025SalaryGuide前言Overview2025SalaryGuide前言Overview展望2025年，這兩大趨勢預計將持續對行業發展產生深遠影響。在這樣的背景下，招聘策略的精細化、人力資源的精準配置以及薪酬為了更好地理解這些變化，我們近期對超300位企業人力資源（HR）專業人士及員工進行了深入調研。結合2024年度成功匹配的千余個職位的薪資數據，以及專業招聘顧問對市場的深刻洞察，我們的《2025年度薪酬指南》應運而生。這份指南提供了最新的薪酬趨勢分析，旨在輔助企業優化招聘策略、合理配置人力資源，并設計出更具競爭力的薪酬架構。Aswecloseout2024,CostReductionandEffitalentmarket.Thesetwotrendswillcontinuetoimpacttheindus-tryin2025,makingitcrucialtooptimizerecruitmentstrategies,humanresourceallocation,andsalarystructures.Inlightofthis,werecentlysurveyedandemployeesfromvariousorganizations.Our2025SalaryGuidecombinesthesesurveyfindingswithourlatestglobalreports,salarydatafromover1,000successfullyplaceme2024,andmarketinsightsfroThisguideprovidesthelatestsalarytrendanalysis,aimedathelpingcompaniesoptimizetheirrecruitmentstrategies,efficient-lyallocatehumanresources,anddesignmorecompetitivecom-pensationstructures.LHHFESCO禾 2025SalaryGuide把握中國及海外招聘的最新趨勢和關鍵薪資數據制定更佳的招聘及人才留任策略LHHFESCO2025SalaryGuidewillhelpyou:UnderstandsalarydatatoattracttalentsandforecastcompensationcostsStayinformedaboutthelatestsalarytrendsinChineseandoverDevelopmoreeffectivehiringandreten2025SalaryGuideOursurveyrevealedthesekeyfindin.1%-5%是2024年大多數企業普調的薪資漲幅，在該區間調薪的企業數量較去年有所減少.超20%企業的招聘預算較去年有所增加人才匹配度依然是企業在招聘人才時面臨的最大挑戰Ontheemployer'sside:commonpayadjustmentamongcompaniesin2024,withfewercompaniesimplementingincreaseswithinthisrangecomparedtolastyearemployer'sside:Over20%ofcompanieshaveincreasedtheirhiringbudgetscomparedtolastyearoFindingtherighttalentremainscompanies2025SalaryGuide.近四成員工的薪資較上一年度未有增長漲薪和降薪的主要原因各不相同。前者主要由于個人績效評定，而后者通常因為公司經營狀況不佳員工端:Onthe員工端:Ontheemployee’sside:Approximately40%ofemployeessawtheirsalariesstag-natecomparedtopreviousyearoSalaryincreaseswereprimarilytiedtoindividumanceevaluations,whiledecreaseswerelinkedtopoorMorethanhalfoftheemployeesintendtostaywiththeircurrentemployer超半數受訪企業選擇獵頭為其招聘海外人才，且崗位類型OnglobalOnglobalexpansion:法律法規和用工政策是出海企業面臨的最大挑戰，其次是人才培養和領導力發展以及人才招聘SoutheastAsiaremainsthepreferreddestination,followedOverhalfofcompaniesrelyonheadhuntersforoverseasrecruitment,withhiringneedsevolvingaccordingtotheirstageofglobalexpansionoCompaniesexpandinggloballyfacemajorchallengesnavigatinglocallaws,regulations,anpolicies,theyalsoencounterobstaclesintalentdevelop-ment,leadershipcultivation,andrecruitmentLHHFESCO禾LHHFESCO禾2025SalaryGuideMeetOurRespondents國央企State-ownedEnterprises：9%合資企業JointVentures合資企業JointVentures：10%民營企業PrivateEnterprises：39%外資企業Foreign-fundedEnterprises：42%33533%上海Shanghai33%上海Shanghai8%蘇州Suzhou7%深圳Shenzhen7%深圳Shenzhen23%廣州Guangzhou2025SalaryGuideIndustries21%生命科學LifeSciences13%高科技與智能制造High-tech&SmartManufacturing10%汽車與新能源Auto&NewE8%服務/咨詢Service/Consulting5%能源與化工Energy&Chemical5%金融服務Financialservices4%教育/非盈利部門Education/Non-profitsector14%其他OthersLHHFESCO禾LHHFESCO禾2025SalaryGuide2024年雇主薪資普調現狀SalaryAdjustmentsin2024關于薪資的普調漲幅，近三分之一的企業表示在2024年未漲薪，這一比例較去年增長6%。超過一半的企業的漲薪幅度在1%-5%之大多數企業實施1%至5%的普遍薪資調整Most大多數企業實施1%至5%的普遍薪資調整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%漲薪5%以上的主要行業分布：1%Industrieswithsalaryincrementofmorethan5%41%生命科學41%生命科學LifeSciences汽車與新能源Auto&NewEnergy漲薪3%以下及沒有變化的主要行業分布：Industrieswithsalaryincrementoflessthan3%orstagnant75%41%快消零售75%41%快消零售FinancialServices互聯網InternetFinancialServices2025SalaryGuideLHHFESCO禾LHHFESCO禾EmployerRecruitment超20%企業的招聘預算較去年有所增加Over20%ofcompanieshaveincreasedtheirhiringbudgetsyear-over-year.超四成企業計劃在2025年削減招聘預算，而超過20%企業的招聘預算有所增加，同比上升1%。超四成企業計劃在2025年削減招聘預算，而超過20%企業的招聘預算有所增加，同比上升1%。41%ofcompaniesplantoreducetheirhiringbudgetsfor2025,whileover20%willincrease-representinga1%year-over-yeCorporateHiringBudgetsfor202541%37%22%增加招聘預算的企業以服務/咨詢、能源與化工，以及生命科學行業為主。在預算分配上，服務/咨詢行業主要增設銷售等前臺崗位；而能源與化工、生命科學則計劃增設研發、產品等中臺崗位。TheService/Consulting,EnergyandChemicalIndustry,andLincreasedhiringbudgets.Regardingbudgetallocation,Service/Consultingfirmsaremaddingfront-officepositionssuchasSales,whiletheothertwoindustriesarefocusingon2025SalaryGuideLHHFESCO禾LHHFESCO禾近四成企業計劃在2025年增設崗位Nearly40%ofcompaniesplantoaddpositionsin2025盡管市場環境趨冷，但我們發現仍有近40%的企業對人才的需求呈現上升態勢，約三分之一的企業在2025年的招聘計劃與去年持平。DespitethechallengingmarkApproximatelyone-thirdofcompaniesplantoHiringPlanfor2025:mm32%36%32%2025SalaryGuide計劃增設的崗位主要以中臺崗為主，如研發、產品等；計劃縮減的崗位集中在后臺崗，如行政、HR、財務等。Plannedjobadditionsfocusprimarilyonmiddle-ofdevelopment,whileback-officeroles-includingadministration,HR,andfinance-facereductions.“人才匹配度”仍是企業在招聘人才時面臨的最大挑戰，其次是“薪資預算與市場行情不匹Findingcandidateswiththerightskillmatchremainscompanies'biggestchallenge,followedby“Mismatchbetweensalarybudgetsandmarketrate“Urgentrecruitmentneedswithtighttimelines”.企業招聘關鍵人才時面臨的三大挑戰Keychallengesintalentrecruitment:Limitedavailabilityofqualifiedcandidates薪資預算不適用當下的市場行情79%46%Mismatchbetweensalarybudgetsan招聘需求急，時間短33%招聘需求急，時間短UrgentrecruitmentneedswithtighttimelLHHFESCO禾LHHFESCO禾LHHFESCO禾2025SalaryGuide打造“內部培養”與“外部招聘”相平衡的人才versus‘打造“內部培養”與“外部招聘”相平衡的人才versus‘buy,talentstrategies在企業內部提供技能重塑、技能升級和內部招聘機會，不僅能夠激勵并提高員工的工作積極性，還能幫助他們積累專業知識。投資培養現有人才不僅能增強員工實力，還能確保團隊滿足未來需求。將“內部培養”與“外部招聘”的人才策略有機結合，將有助于企業打造一支既靈活又富有發展潛力的員工隊伍，從Asnewtechnologiescontinuouslytransformourwaysofworkingandliving,theskillsetsrequiredforvariouspositionsarealsochangingatanunprecedentedpace.Whilemanycompleadersreportchallengeswithskillsshortages,theyoftenover-lookthepotentialofinternaltalenttofillthesegaps.Providingopportunitiesforreskilling&upskillingandinternalrecruitmentwithinthecompanycannotonlymotivateandincreaseemployeeengagementbutalsohelpthemaccumulatespecializedknowledge.Investinginthedevelopmentofexistingtalentcanstrengthentheworkforcetomeetfuturedemands.Itwillhelpenterprisesbuildaworkforcethatisflexibleandhaspotentialforfuturegrowthbyapplyingthetalentstrategyofbothinternaldevelopmentandexternalrecruitment.2025SalaryGuideSalaryStatusandOutlook超半數的參調員工稅前固定年收入在10萬至4超64%員工享有年終獎，13%的員工有股票/期權等（主要行業集中在高科技、智能制造以及生命科學行業）。另有7%的員Overhalfemployeesearnafixedannualpre-taxincom100,000to400,000.Beyondbasesalaries,64%ofemployeesreceiveyear-endbonuses,while13%havestocksorshtheHigh-tech,SmartManufacturingandLifeSciencesintionally,7%ofemployeesreceiveonlyfixedsalaries.LHHFESCO禾LHHFESCO禾2025SalaryGuide受訪者的2024年稅前固受訪者的2024年稅前固distributionbeforetaxes(RMB)in2024:Additionalcompensationbeyondfixedsalary(1-3typesincluded):年終獎其他津貼或補貼OtherallowancesorsubsidiesYear其他津貼或補貼Otherallowancesorsubsidies 7% 25% 36%18%7%4%3%38% 64%38%年底雙薪/多薪Year-enddoublesalary/multiplesalary項目或績效獎金Projectorperformancebonus33%31%加班費Overtimepay股票/期權13%13%Projectorperformancebonus無7%無None2025SalaryGuide近四成員工的薪資與上一年度持平Approximately40%ofemployeesfacestagnantsalaries38%的員工表示他們在2024年的薪資較2023年未發生變化；約22%的員工經歷了降薪。平薪的員工比例較上一年增長3%；約40%的員工薪資有不同程度的增長。38%ofemployeesreportednosalarychangesin2024comparedto2023,whileapproximately22%experiencedpaycuts.Thepercentageofemployeeswithflatsalariesincreasedby3%fromthepreviousyear.About40%ofemployeesreceivedsalaincreasesofvaryingdegrees.相較于2023年2024202320242023SalaryChangesSalaryChangesfrom2023to2024:Almostthesame9%6%7%38%7%4%5%35%25%30%11%4%10%9%LHHFESCO禾LHHFESCO禾2025SalaryGuide個人績效評定是薪資增長的主要原因，而公司經營Salarychangesaredrivenbydifferentfactors:increasesprimarilyresultfromindividualperformanceevaluations,whiledecreasesmainlystemfrompoorcompanyperformance.202439%19%18%202327%27%21%202439%19%18%202327%27%21%2023vs.20242023vs.2024換新工作公司經營狀況Companyoperatingco73%42%13%50%73%42%13%50%32%7%Companyoperatingco換新工作個人績效評定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當前環境下，絕大多數員工選擇留任現有企業Inthecurrentenvironment,mostemployeeschoosetostaywiththeircurrentcompanies.超半數的員工計劃留任當前公司，37%的員工已經或計劃在6個月內離職。在已離職的員工中，65%的人尚未找到新工作。Morethanhalfofemployeesplantostaywiththeircurrentcompany,while37%haveleftorplantoleavewithin65%haveyetfoundnewempl獲取更高薪水仍是離職的首要原因，其次是職業發展機會和工作成就感；對于選擇留任的員工，工作與生活的平衡度是首要考慮因素，其次是工作穩Highersalaryremainstheprimaryreasonforleaving,folDevelopmentOpportunitiesandWorkFulfillment.Forstay,work-lifebalanceistheleadingfactor,withjobstabilitybeingconsideration.2025SalaryGuide我的專業/事業在目前的工作場所沒有進展我的專業/事業在目前的工作場所沒有進展Myprofession/careerisnotprogre我的工作沒有成就感/我的工作沒有成就感/沒有意義Myworkisnotfulfilling我擔心職業倦怠或工作太多/我擔心職業倦怠或工作太多/我的工作量太大Iamworriedaboutburnoutorworkingtoomuch/myworkloadis4%我很滿意我的工作與生活的平衡我很滿意我的工作與生活的平衡我現在的工作/角色讓我很穩定我現在的工作/角色讓我很穩定Mycurrentjob/rolegivesmestabilityTopreasonstostay我對工作很滿意，因為可以運用到我的技能我對工作很滿意，因為可以運用到我的技能我對目前工作的條件很滿意Iam我對目前工作的條件很滿意IamhappywiththeworkingconditiIenjoyworkingwithIenjoyworkingwithmycolleag2020LHHFESCO禾LHHFESCO禾21212025SalaryGuide成為“未來就緒型員工”‘Future-readyWorker’?盡管“鐵飯碗”的時代已經一去不復返，但一些員工仍能在不確定的工作環境中游刃有余，最大限度地利用新出現的職業機會，他們被稱之為“未來就緒德科集團在近期發布的《未來全球勞動力報告》中首次定義了“未來就緒型員工”。這類員工具有精通技術、靈活變通和積極主動的特征。他們適應能力強，樂于靈活規劃自己的職業生涯。目前僅占勞動力的11%。AlthoughtheeraofLifelongjobhaspassed,someemployeescanstillthriveinuncer-tainworkenvironmentsandmaximizecareeropportunitiesastheyemerge.Theyarecalledfuture-readyworkers.IntherecentlyreleasedGlobalWorkfordefinedfuture-readyworkersforthefirsttime.Theseemployeesareadaptable,tech-savvyandproactive.Theyarewillingtobeflexiblewiththeircareerplans,embracenewtechnologiesandhaveversatileskills.Theycurrentlyworkforce.2025SalaryGuide測一測您是否是一名Testifyouarea‘future-readyworker’:DoDoyouagreewiththefollowingstatements:我可以靈活變通，適應不斷變化的工作環境述均選擇“認同”或“非常認同”，那么人工智能給予我更多學習技能的機會/在工作中不斷進步這表明您已經具備了成為未來就緒型Ifyouselect‘Agree’or‘StronglyAgree’onallsevenof這表明您已經具備了成為未來就緒型Ifyouselect‘Agree’or‘StronglyAgree’onallsevenoftheabovestatements,thenthisindicatesthatyoualreadyhavethecharacteris-ticsofafuture-readyworker.我已經在工作中合理/負責地應用人工智能訓練.人工智能提高了我的工作效率我在工作中積極嘗試人工智能的各種應用方式work.工作之余，我經常花時間學習不同技能LHHFESCO禾22LHHFESCO禾222323LHHFESCO禾LHHFESCO禾2025SalaryGuideRecruitmentTrendsfor東南亞依舊火熱，歐洲、北美緊隨其后SoutheastAsiaremainsthepreferreddestination,followedbyEuropeandNorthAmerica在受訪的出海企業中，位列出海目的地前三的分別為：東南亞、歐洲和北美。隨著“一帶一路”政策的推進，中東及拉美等新興市場也逐漸成為中企出海的熱門選Amongthesurveyedcompaniesexpandingglobally,thetop3destinationsare:South-eastAsia,EuropeandNorthAmerica.Withtheadvancementofthe"Beltandpolicy,emergingmarketssuchastheMincreasinglyattractivedestinationsforChineseenterprises.熱門出海目的地36%23%20%21%HotDestinationsforGlobalExpansion東南亞SoutheastAsia歐洲其他2025SalaryGuideLHHFESCO禾24LHHFESCO禾24東南亞歐洲·能源與化工·互聯網·高科技與智能制造·汽車Automobile·新能源AppliancesEnterpriseStageEnterprisesintheirinitialandexpansionstagetendtochooseSoutheastAsiamarkets,primattractedbythelow-costadvantagesthatenablerapidgrowth.Incontrast,matureenterfavortheEuropeanmarketforitsestablishedeconomicsystemandrobustregulatoryframework.2025SalaryGuide出海招聘方式多樣崗位類型傾向隨出海階段而變化Recruitmentchangeswiththestageofglobalization超半數受訪企業采用多元化的人才配置方式，通過外派中國人才與招聘海外員工相結合，打造一支既懂產品又懂市場的人才超半數受訪企業采用多元化的人才配置方式，通過外派中國人才與招聘海外員工相結合，打造一支既懂產品又懂市場的人才Enterpriseshavedistincthiringneedsatdifferentdevelostages.Startupsfocusonquicklyassemblingteamsbyrecruitingcountrymanagers,salesexecutives,andfront-officepositions.Companiesintheexpansionphase,havingestablishedtheircoreteams,prioritizemiddleandback-officerolestobuildation.Maturecompaniesemphasizehiringspecializedtalenttoenhancecompetitivenessandinnovation.Morethanhalfofthesurveyedcompaniesemploy初創期Start-upStage擴張期Expansion初創期Start-upStage擴張期ExpansionStage成熟期MatureStageChineseexpatriateswithlocalhirestobuildteamsthat前臺崗Frontdeskpositions前臺崗FrontdeskpositionsMiddleMiddledeskpositions后臺崗Back-office后臺崗Back-officepositions2525LHHFESCO禾LHHFESCO禾2025SalaryGuideMainrecruitmentchannelsofglobalexpansion+Mainrecruitmentchannelsofglobalexpansion+44%44%12%Intermsofrecruit-mentchannels,overhalfofthesurveyedenterprisesuseheadhuntingservices,highlight-2025年您所在企業在出海過程中最亟需解決的問題ingtheircriticalrole2025年您所在企業在出海過程中最亟需解決的問題KeyChallengesforGlobalBusinessExpansionin2025法律法規和用工政策是受訪企業在出海過程中最需要解決的問題，其次是人才培養和領導力employmentpoliciesatheprimarychallengesexpandingglobally,followedbytalentandleadershipdevelopment,23%20%16%7%4%2626LHHFESCO禾LHHFESCO禾2025SalaryGuide面對出海人才招聘難的困境HowShouldEnterprisesOvercomeOverseasTalentRecruitmentChallenges?我們發現出海企業在人才招聘方面主要面臨以下四大挑戰：首先，雇主品牌internationalizationprocWhileprovidingservicestoglobalizingcompanies,we'veidentifiedfourmajorrecruitmentchallenges:limitedemployerbrandinfluencethathindersattract-ingtoptalent;regionalculturaldifferences;dispersedpositionrequirementsthatcomplicateaccessingoverseastalentpools;andunfamiliaritywithover-seasmarketsalarystructuresandbenefitspolicies.2025SalaryGuideToaddressthesechallenges,werecommendthefollowingapproaches:制定整體的出海人才招聘和發展策略Developanoveralloverseastalentrecruitmentanddevelopmentstrategy企業在制定出海人才戰略時，應基于全球化視野和本.明確人才畫像定位，識別所需技能，并評估內部人才庫是否能滿足需求；選擇招聘渠道時，根據不同職位特點和目標市場，采取差異化策略：對于中高端崗位，可與第三方招Companiesshouldembracebothglobalvisionandlocalexecutionwhencraftingoverseastalentstrategies.Startbydefiningcleartalentprofiles,identifyingrequiredskills,andevaluatinginternaltalentpoolcapabilities；Striketherightbalancebetweenheadquartersandoverseasstaff-maintainingcentraloversightwhilegrantingoverseasteamsappropriateautonomy；Implementstrategiestailoredtospecificpositionsandtargetmarkets.Formid-to-seniorpositions,partnerwiththird-partyrecruitmentagenciestooptimizeefficiencyandquality.02。02。Buildyouremployerbrand.根據目標市場的特點，調整并本地化雇主價值主張，使其與當地文化相契合；·構建海外營銷團隊，有效地講述品牌故事，提升品牌在全球的知名度；.與品牌影響力較高的第三方招聘機構合作，借助其資源吸引潛在人選。Adaptandlocalizeyouremployervaluepropositiontoalignwithtargetmarketcharacteristicsandlocalculture;Establishanoverseasmarketingteamtocraftcompellingbrandnarrativesandboostglobalvisibility;Partnerwithinfluentialrecruitmentagenciestoleveragetheirreputationinattractingcandidates.2828LHHFESCO禾LHHFESCO禾2025SalaryGuide03。03。Developalocalizedhiringpolicy.避免簡單地將中國市場的招聘策略復制到海外，而應充分考慮當地的法律法規和文化特點，對招聘流程中的各個環節（包括工作時間、面試流程、選拔標準等）進行必要的調整；.通過加強對員工的跨文化培訓，促進不同文化背景的員工之間的理解和溝通。RatherthantransplantingChineserecruitmentstrategiesoverseas,carefullyconsiderlocallaws,regulations,andculturalnuanceswhenadjustingrecruitmentprocesses—includingworkschedules,interviewprocedures,andselectioncriteria;.Enhancecross-culturaltrainingtofosterunderstandingandcommunicationamongemployeesfromdiversebackgrounds.04。04。Gaininsightintooverseasrecruitmentchannels不同市場有著不同的招聘渠道偏好。例如，在東南亞，JobStreet和JobsDB是主要的招聘網站，而在歐洲，Indeed和LinkedIn則占主導地位。企業需要深入了解并利用海外的主流招聘渠道，以便更精準地觸達目標人才群體。Eachmarkethasitspreferredrecruitmentplatforms.Forinstance,JobStreetandJobsDBdominateinSoutheastAsia,whileIndeedandLinkedInleadinEurope.Companiesmustunderstandandutilizetheseregion-specificchannelstoeffectivelyreachtargettalentpools.05。05。Addresssalarychallenges出海企業在招聘時，應提供明確的薪酬信息，以吸引海外中高端人才。同時，考慮到海外候選人普遍期望20-30%甚至更高的薪酬漲幅，企業在制定薪酬策略時應予以考慮。Companiesexpandingoverseasshouldoffertransparentsalaryinformationtoattractmid-to-seniortalents.Whendevelopingcompensationstrategies,considerthatoverseascandidatestypicallyexpectsalaryincreasesofatleast20-30%.29招聘市場的波動反映了市場動態和企業的戰略調整，裁員現象也不例外。接下來，本報告將深入探討裁員趨勢與市場現狀，分析裁員背后的深層次原因，以及企業如何以同理心實現與員工的和平"分手"。Fluctuationsintherecruitmentmarketreflectbothmarketdynamicsandcorporatestrategicadjust-ments,andoutplacementsarenoexception.Thenextchapterwilldelveintooutplacementstrendsandmarketconditions,analyzingtheunderlyingcausesofoutplacementsandexamininghowcompaniescanapproachworkforcereductionswithempathyandcare.LHHFESCO禾LHHFESCO禾2025SalaryGuideOutplacementTrendsandMarket據我們的職涯轉型與流動團隊近年來的觀察，2024年中國市場的裁員安BasedonobservationsfromLHHFESCOCareerTransition&Mobilityteam,theChinesemarketin2024exhibitsthefollowingoutplacementtrendsandchallenges:趨勢一：裁員企業數量及類型逐步擴大趨勢一：裁員企業數量及類型逐步擴大Trend1:GradualExpansioninOutplacementWhile2023markedthebeginningofoutplacementsamongforeigncompaniesinChina,thistrendhasexpandedacrossvariousenterprisetypesin2024,includingjointventures,state-ownedenterprisesandprivateenterprises.Thenumberofcompaniesimplementingoutplacementshasincreasedbyabout20%-30%comparedto2023.Inthecurrenteconomicandtechnologicalclimate,thethreeprimarydriversofoutplacementsare:Digitaltransformation&Industryupgrading企業重組與核心Corporaterestructuringandcoreoperationsteam推動的成本管控Costmanagementinresponsetorisinglaborexpenses2025SalaryGuideLHHFESCO禾LHHFESCO禾隨著AI技術的快速發展，企業為提升運營效率、降低成本，正在用技術替代部分人力，特別是在可自動化的重復性和低技能崗位上。同時，部分企業因在華業務AsAItechnologyadvancesrapidly,companiesarereplacinghumanworkerswithautomatedsolutionstoimproveefficiencyandreducecosts,particularlyinrepetiveandlow-skilledpositions.Additionally,somecompaniesareundergorestructuringorrelocatingtheircoreteamsduetobusinessadjustmentsinChina.趨勢二：金融行業受影響最大，裁員涉及各職級和年齡層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禾趨勢三：被影響員工重新就業的時間明顯延長趨勢三：被影響員工重新就業的時間明顯延長Trend3:SignificantlyExtendedJobSearchDurationforAffectedEmployeesOuranalysisshowsthatemployeeswhoacceptedourcareertransitionservicesin2024tookanaverageof3.8monthstofindnewemployment-0.6min2023.However,thisisstill65%fasterthanthosewhodidn’tusecareertrservices.AverageTimetoRe-employment(foraffectedemplocareertransitionservices)Thislengtheningofthere-employmentperiodstemsdirectlyfromthedecreasein一方面，AI技術的興起導致部分一方面，AI技術的興起導致部分操作性崗位和中層管理職位減少TheriseofAItechnologyhas,tosomeextent,reducedopportunitiesinbothoperational另一方面，人才供需失衡，特別是具備AI技能的中高端人才短缺，進一步延長Additionally,asignificantmismatchexistsbetweentalentdemandandsupply,particularlyforprofessionalswithAIskills.2025SalaryGuide如今，全職工作已不是就業的唯一解。我們建議求職者利用這段空窗期復盤自身優勢與目標，探索出一條適合自己長期發展的就業渠道。同時，無論決定全職，亦或靈活就業，最重要的是學會自我營銷、保持終身學習和適應變化的能力。Today,full-timeemploymentisnottheonlycareeWeencouragejobseekerstousethetransitionperiodtoassesstheirstrengthsandgoalswhileexploringsustainablecareeroptions.Whetherchoosingfull-timeorflexibleworkarrangements,successdependsoneffectiveself-promotion,commitmenttolifelonglearning,andadaptability趨勢四：中國市場對職涯過渡服務的認知仍處于1.0階段Trend4:China'sMarketUnderstandingofCareerTransitionServicesRemainsBasic與歐洲和北美這類成熟市場形成鮮明對比的是局限于企業自身或第三方咨詢團隊的談離工作，往往忽視了員工后需求。中資企業在裁員中的主要困境是如何合情、合理、合法地與們開啟職業生涯的下一程。據領禾的數據顯示，為受影響員工提供占比不到市場份額的1%，且主要集中在外資企業。外企對于職涯服2025SalaryGuideIncontrasttomaturemarketssuchasEuropeandNortooutplacementsandresettlementprimarilyreliesoninternalcompanyresourcesorthird-partyconsultingteams.However,theseinterventionsoftenoverlookemployeessubsequentcareertransformationandtransitionneeds.ThemainchallengeforChinesecompaniesduringoutplacementsismanagingemployeeseparationslegallyandcompassionatelywhilehelpingaffectedemployeestransitiontotheirnextcareerphase.Accordingtoourdata,lessthan1%ofcompaniesinChinaoffertransitionservices,withforeigncompaniesbeingtheprimaryadopters.Thehigheradoptionrateamongforeigncompaniesstemsfrommaturemarketawareness,regulatoryrequirements,andstronglaborunioninfluen在已購買服務的企業中，實際使用該服務的員工比例較低，這一現象與全球趨勢數據相符，反映出企業在落實員工關懷文化方面仍有巨大的想象和發揮空間。Amongcompaniesthathavepurchasedcareertransitionservices,asmallproportionofemployeesactuallyutilizethem,aligningwithglobaltrendsandhighlightinggapsinimplementingsupportiveemployeecultures.員工未使用職涯過渡服務的三大主要原因是：Thetopthreereasonsemployeesdonotusecareertransitionservicesare:對職涯服務認知不足ofcareerservices企業內部存在轉崗機會Internaltransferopportunities屬于企業核心稀缺人才Beingconsideredhightalentwithintheorganization2025SalaryGuide許多人誤將職涯過渡服務等同于獵頭服務，但實際上兩者有本質區別。職涯過渡服務不僅幫助企業以同理心處理裁員事項，更能協助員工快速開啟職業新篇章。這項服務為雇主提供管理層溝通培訓（如經理通知培訓）及員工通知日駐場支持，使企業能從容應對裁員及員工安置流程，為突發情況做好預案；同時，通過為受影響員工提供個人品牌打造、崗位匹配、在線學習資源以及一對一職業咨詢等服務，助力他們快速重返職場。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薪酬數據要點及方法論AboutTheGuide&DataMethodologyLHHFESCO禾LHHFESCO禾Auto&NewEnergy單位：人民幣元（CNY）FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocationFullVehicleandFittings------------------------------------單位：人民幣元（CNY）LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation---------智能網聯IntelligenceNetwork----AutopilotTechnicalSupervisor-------單位：人民幣元（CNY）LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation------新能源NewEnergy-----商務Commercial++---200,000--單位：人民幣元（CNY）4040LHHFESCO禾LHHFESCO禾FunctionTitleWorkingYearsBasicAnnualSalaryBonusLocation商務Commercial通用職能SupportingFunctions--------LHHFESCO禾41LHHFESCO禾41Energy&Chemical單位：人民幣元（CNY）TitleWorkingYearsBasicAnnualSalaryBonusLocation能源環保Energy&EnvironmentalProtection----------------單位：人民幣元（CNY）LHHFESCO禾42LHHFESCO禾42TitleWorkingYearsBasicAnnualSalaryBonusLocation單位：人民幣元（CNY）4343LHHFESCO禾LHHFESCO禾TitleWorkingYearsBasicAnnualSalaryBonusLocation化工Chemical