海斯GCC言言工調查結果拉伯化HAYS的未來在心臟OFTHE世界OF工作HaysGCC薪酬與就業報告是對波斯灣合作委員會（GCC）內招聘市場的年度全面分析。在本報告中，我們深入探討以下11個類別：會計與財務、銀行與金融服務、 ,同時分析了2025年員工和雇主的期望。無論您是想提升您的職業生涯，還是對未來業務進行保障，海思GCC薪資指南分享了關于海灣地區各經濟重要部聘計劃。在合同招聘方面，計劃招聘合同職位的雇主表示， )。盡管近年來該地區有大量外籍專業人士涌入，但組織在略目標，如增加運營利潤、擴大市場份額和拓展產品組合， ,同時運用他們對該地區的知識和理解。然而，新機會的候eThe建筑該行業正蓬勃發展，特別是在沙特阿拉伯。隨著具 ,阿拉伯聯合酋長國持續吸引海外人才。隨著更多項目的不The技術該行業在全球經濟格局中繼續發揮著關鍵作用。The銀行與金融服務該行業在波斯灣地區具有重要意義，作化。因此，對銀行業和金融服務專業人士的需求日益增長，77%77%%%%,通常在6%至10%之間。在沙特阿拉伯（KSA）專您薪資或薪酬變動的原因是什么？8%8%4%4%5%5%11%11%15%15%8%8%4747%2%19%19%9%10%17%17%6%2024202320221202122333312144445566723%23%11%33%51%33%51%39%49%4%35%51%38%47%2%他們公布薪資等級結構6%6666%2727%73%71%?39%29%44%36%36%23%21%29%44%36%36%23%21%39%30%30%●非常滿意非常滿意●不滿意●非常滿意非常滿意●不滿意不滿意●滿意滿意●非常不滿意非常不滿意●6個月至1年●超過3年●不到6個月我換工作了或得到了晉升，在以下方面：12%2812%28%17%17%26%7%6%28%59%9%9090%2%職業發展停滯3939%37%37%28%28%缺乏學習和發展的機會26%26%16%16%），●不同意-強烈反對●是的-稍微同意●●不同意-強烈反對●是的-稍微同意●改變組織結構●成為承包商●以上皆非3131%2%67%23%23%4%53%8%22%41%29%49%40%8%22%41%29%49%40%29%27%42%24%22%46%5446%54%19%81%42%58%53%2121%79%39%34%59%23%39%34%59%23%34%14%86%17%17%53%53%26%26%4%5%5%4%4%8%8%17%17%29%29%8%8%27%27%1%1%將如何變化？餐中的一部分津貼？）5%5%63%5%5%51%8%8%35%19%27%19%26%30%30%25%10%22%10%22%21%21%11%1%28%28%23%23%13%13%4%4%11%11%6%6%5%5%4%4%1%5%5%●正式員工●承包商/自由職業者/臨時工●我們目前正在計劃中，不會進行招聘。78%21%14%39%30%21%30%21%42%42%42%20%20%21%1818%69%47%43%47%43%28%25%21%202420232022202133%40%35%30%45%39%37%36%4%27%33%34%202420232022202127%40%40%25%42%36%35%30%20%26%50%45%38%45%38%28%22%22%2024202319%27%7%8%5%7%4%6%4%2%3939%3838%3636%3535%3333%14%14%適度的技能短缺4747%25%25%14%14%在……中最需要的軟技能是什么溝通與人際交往能力4141%適應變化的能力4040%學習能力及提升技能的能力3232%26%26%23%23%4141%4141%19%19%18%18%C-Suite層級（首席執行官、首席財務官、首席市場營銷官、首席技術官等）18%18%12%12%●2024●2023是6565%41%41%無35%35%37%37%00%22%22%4040%60%56%53%37%36%36%41%31%23%31%23%28%50% ,并且愿意探索職業機會的專業人士比以往任何時候都要多 ,吸引了無數尋求職業機會的專業人士。這種需求在中高級度成為首選雇主。在組織設定薪酬水平和漲薪的一致性方面，會計與金融行業是一個需要特定資質和技能的領域，因此，專業人士在其職業發展過程中主動進行持續學習至關重要， ,81%的人預計今年將獲得薪資或工資率增長——最常見的9%9%5%5%4%4%12%12%18%18%6%6%4242%4%4%%%24%11%11%16%24%11%11%16%16%通貨膨脹或生活成本無效輸入4%20242023202252021412222113343145466719%19%40%70%63%70%63%33%33%33%30%27%23%23%23%8%8%12%12%3131%12%12%3838%45%45%30%25%4949%3838%25%25%19%19%18%18%6565%1%34%34%66%50%41%50%41%30%25%25%4%3%202420237%7%滿意滿意50%33%33%非常不滿意非常不滿意7%90,000-160,000120,00080,000-130,00090,000-160,000120,00080,000-130,00095,00045,000-65,00058,00040,000-60,00050,00035,000-47,00044,00035,000-45,00042,00027,000-40,00035,00025,000-40,00036,00020,000-30,00025,00025,000-32,00028,00018,000-22,00020,00020,000-25,00022,50015,000-20,00018,00015,000-20,00017,00015,000-20,00018,00010,000-18,00016,00010,000-15,00013,000位列表、工作報價和Hays中東候選人注冊的上下限薪資率。許多因素會主們表示，福利套件是他們吸引和留住員工最重要的因素。有提供任何非貨幣性福利。在競爭激烈的專業人才市場上，認為他們經歷技能短缺的三個主要原因包括：來自其他雇主的競爭、薪酬水平和缺乏晉升機會。最難招聘的職位是中級經驗要求更加具體。隨著金融領域的發展和適應新興技術和和平等專業知識的專業人士越來越受歡迎。然而，由于這些角色具有高度專業化的性質，這些職位也經歷了顯著的技能短缺。如果組織未能為員工提供可實現的職業發展機會，尤其是在員工表示缺乏未來機會是他們想要離開組織的主要原 ,與2023年相比，當時有66%的人表示他們預計下一年會有13%13%2%4%5%11%11%14%14%52%52%%%16%5%7%11%14%9%16%5%7%11%14%9%2021202420222023444433332222766655511113838%42%37%37%26%21%21%47%42%42%32%32%32%13%13%9%9%16%16%23%23%3939%63%63%50%25%56%56%53%53%對工作穩定性的擔憂22%22%22%22%22%22%6868%4%28%28%59%57%33%57%33%31%29%26%2%2%2%45,000-80,00060,00050,000-70,00065,00035,000-65,00045,00035,000-55,00038,00025,000-30,00027,00020,000-27,00023,00015,000-25,00021,000180,000-600,000280,000130,000-260,000190,000100,000-180,000140,000120,000-160,000145,00090,000-160,000130,00090,000-120,000110,00075,000-90,00080,0002024202455%26%202348%25% 。最有可能限制其組織實現戰略目標的前幾個因素。因此，9%9%4%4%4%4%15%15%14%14%4%4%4848%1%%%2024202420231202222021124343214456534321%21%15%15%8%8%19%19%通貨膨脹或生活成本無效輸入11%11%6%6%21%21%39%39%39%39%28%22%22%22%44%44%33%33%33%12%12%16%16%29%29%19%19%23%23%44%44%28%28%44%28%28%22%6666%37%37%23%23%23%23%20%20%6161%2%37%37%58%56%51%56%51%36%31%22%3%3%202443%38%202443%38%25,000-40,00032,50025,000-40,00032,50020,000-35,00027,50020,000-35,00025,00011,000-25,00018,00012,000-25,00018,0004%59%32%4%55,000-75,00065,00050,000-70,00060,00045,000-70,00057,50020,000-45,00030,00020,000-40,00030,00020,000-40,00030,00020,000-35,00027,50020,000-30,00025,000100,000-350,000205,000105,000-130,000115,00090,000-110,000100,00075,000-95,00085,00075,000-95,00085,00075,000-95,00085,00070,000-90,00080,00070,000-90,00080,00045,000-65,00055,00045,000-65,00055,00045,000-65,00055,00040,000-60,00050,00035,000-50,00042,50025,000-50,00037,50025,000-45,00035,500 ,而28%的人認為將保持不變。與我們的上次調查相比，11%11%11%11%6%11%11%11%11%11%11%11%22%2024202342022120211225313311%11%6%55%55%%%80%60%40%60%40%40%40%40%40%6%6%28%28%60%60%40%20%20%60%40%20%20%20%22%22%11%11%17%17%11%11%3939%75%50%25%25%50%25%25%25%25%25%25%6767%6767%22%22%22%22%22%22%22%22%?6767%00%33%33%64%64%50%64%50%36%21%7%7%202453%24%2023202453%24%202345%28%73,000-95,00087,000-125,00075,000-100,00055,000-75,00080,000-115,00065,000-90,00043,000-52,00050,000-75,00045,000-60,00025,000-35,00030,000-40,00020,000-30,00080,000-110,00092,000-135,00080,000-120,00055,000-75,00082,000-115,00065,000-90,00052,000-67,00072,500-94,00065,000-75,00040,000-55,00067,000-85,00050,000-60,00030,000-45,00045,000-55,00040,000-50,00025,000-35,00040,000-55,00030,000-50,00018,000-30,00027,000-38,00020,000-30,00015,000-25,00025,000-40,00018,000-28,00080,000-110,00090,000-130,00080,000-120,00060,000-75,00080,000-110,00065,000-90,00060,000-80,00080,000-110,00065,000-90,00050,000-65,00060,000-75,00060,000-70,00032,000-45,00035,000-45,00037,000-47,00032,000-45,00035,000-45,00037,000-47,00032,000-45,00035,000-45,00037,000-47,00020,000-30,00025,000-35,00020,000-30,000/招聘經理（3年以上經驗）75,000-110,00085,000-120,00080,000-110,00070,000-85,00080,000-110,00070,000-90,00040,000-55,00065,000-80,00050,000-60,00040,000-55,00065,000-80,00050,000-60,00035,000-50,00040,000-60,00040,000-55,00028,000-40,00030,000-45,00032,000-45,00025,000-32,00028,000-35,00025,000-35,00015,000-25,00020,000-28,00018,000-25,00030,000-45,00045,000-60,00035,000-50,00025,000-35,00030,000-50,00030,000-45,00020,000-30,00025,000-35,00025,000-30,00018,000-22,00020,000-28,00018,000-25,000此處顯示的薪資代表每個職位的總固定月度薪資套餐和Hays中東的候選人注冊。許多因素可以影響100,000-130,000120,000-145,000120,000-140,000100,000-110,000100,000-120,000100,000-115,00080,000-100,00080,000-100,00080,000-100,00060,000-85,00065,000-95,00065,000-90,00045,000-55,00045,000-55,00045,000-55,00023,000-32,00028,000-40,00025,000-35,00020,000-30,00025,000-35,00025,000-35,000/銷售經理65,000-85,00080,000-110,00065,000-90,00050,000-65,00060,000-75,00060,000-70,00045,000-55,00050,000-60,00045,000-55,00020,000-30,00025,000-35,00020,000-30,00065,000-80,00070,000-90,00070,000-85,00055,000-75,00065,000-80,00065,000-80,00035,000-50,00037,000-55,00037,000-55,00018,000-28,00022,000-32,00020,000-30,00090,000-130,000100,000-150,00085,000-120,00090,000-130,000100,000-150,00085,000-120,00075,000-85,00090,000-110,00065,000-90,00040,000-55,00070,000-80,00050,000-60,00040,000-55,00065,000-80,00050,000-60,00028,000-40,00045,000-55,00040,000-50,00020,000-30,00025,000-35,00020,000-30,00020,000-28,00028,000-35,00023,000-27,00015,000-18,00020,000-25,00015,000-18,00015,000-18,00020,000-25,00015,000-18,00015,000-18,00022,000-26,00018,000-20,00015,000-22,00020,000-26,00015,000-18,00015,000-22,00025,000-30,00020,000-22,000 ,組織正努力縮小某些經驗級別上的技能差距。資增長的平均水平。相當一部分專業人士因標準，這突顯了人力資源專業中個人表現和種差異可能受到許多因素的影響，包括工作活平衡以及缺乏工作滿意度。去年，無法管專業人士更換工作的主要原因，因此，如果 ,他們可能會尋找能夠提供清晰職業路徑的雇主，以幫助他。8%8%2%8%8%14%14%21%21%5%5%4141%2%%%。9%16%11%8%9%16%11%8%34%5%20241202312022220214221434434331456465717%17%46%39%39%39%39%32%21%21%75%54%54%46%29%14%14%17%17%25%25%19%19%25%25%43%29%29%21%21%29%29%21%21%21%55%55%45%45%29%29%29%29%23%23%6060%00%40%40%81%54%31%54%31%29%25%25%25%2%2%202345%31%202345%31%40,000-60,00050,00035,000-45,00040,00030,000-40,00035,00030,000-40,00035,00025,000-35,00030,00020,000-25,00022,50016,000-24,00021,00015,000-18,00016,50015,000-18,00016,50010,000-16,00013,00053%85,000-150,000117,50055,000-75,00065,00055,000-75,00065,00050,000-65,00057,50045,000-60,00052,50055,000-75,00065,00045,000-50,00047,50035,000-50,00042,50040,000-45,00042,50035,000-50,00042,50035,000-45,00040,000織增加了人員編制。大型機構，其投資組合大其法律團隊，同時新律師事務所也在該地繁榮的經濟氣候推動，組織正在加大招聘活 ,44%的人表示他們對他們的薪水或薪酬率不滿意，67%的 ,員工重視職業發展也就不足為奇了。然而，今年67%的專。容易的，因為市場上可供選擇的候選人較多。而中級職位，招聘工作。今年，對永久性中級律師的需求也將持續增加，和董事級別的專業人才特別困難，這對招聘經理需求。具有語言技能的法律專業人士的需求持續夠掌握雙語的專業人士需求較高，他們具備頂尖和在知名律師事務所或跨國公司獲得的經驗最為資格外，軟技能也非常受到重視，因為雇主持續他人良好協調、具備良好溝通和人際交往能力、11%11%22%22%11%11%56%56%%%11%11%11%22%2024202320225202161624242311%11%11%11%33%33%100%50%50%50%50%50%50%50%50%50%50%50%50%50%50%50%50%受調查者可以選擇所有適用的答案22%22%22%22%11%11%4444%,請列舉出您認為的三個主要原因。236767%50%50%33%33%33%33%33%33%6767%11%11%22%22%67%56%44%56%44%33%33%22%22%22%202422%56%22%64%202422%56%22%64%顧問高級法律顧問()法務助理法律秘書110,000-160,000135,00085,000-130,000107,50055,000-75,00065,00050,000-70,00060,00040,000-55,00047,50035,000-50,00042,50018,000-35,00026,50016,500-28,00022,250制造業、采購與供應鏈 ,其中對人才的需求保持較高水平。公司越來越多地尋求將），2%2%15%15%20%20%59%59%2%%%22%5%522%5%5%10%17%17%202412023220221202142322345331314546722%22%2%44%44%44%44%33%33%22%22%33%33%22%22%22%33%33%22%22%22%商用電話（私人使用）22%商用電話（私人使用）22%22%3939%15%15%24%24%33%33%33%33%33%33%6767%52%52%24%24%24%24%19%19%19%19%7171%0%0%29%29%68%52%39%52%39%32%29%29%26%7%202446%32%52%202446%32%52%29%2%55,000-80,00070,00055,000-80,00070,00040,000-60,00050,00040,000-55,00047,00045,000-55,00050,00035,000-45,00040,00025,000-35,00030,00025,000-35,00030,00025,000-40,00030,00025,000-45,00035,00020,000-30,00025,00022,000-30,00025,000SSE主管制造運營主90,000-150,000120,00075,000-105,00095,00065,000-85,00075,00045,000-65,00055,00035,000-45,00040,00035,000-45,00040,00030,000-40,00035,00035,000-45,00040,00027,000-40,00032,00025,000-35,00030,00030,000-50,00040,00022,000-32,00027,00022,000-32,00027,00018,000-30,00025,000市場營銷與數字市場營銷 ,雇主們面臨的前三大主要技能短缺原因是薪酬水平、來自心勃勃的招聘計劃，包括FMGC、房地產、建 ,因為我們看到電子商務和數字客戶旅程的在線世界正在發生 ,其中81%的人預計他們的薪資將會增加。然而，只有49%9%5%6%9%9%12%12%6%50%50%4%%%??20242024202332022120211212231453232454617%17%11%11%6%6%18%18%23%23%5%5%18%18%1%88%48%44%32%28%28%?58%54%35%54%35%22%22%26%26%16%16%16%16%21%21%47%30%30%23%30%30%23%23%23%50%50%42%42%關于職業安全方面的擔憂29%29%26%26%26%26%54%54%4%42%42%71%48%39%48%39%30%26%23%2024202364%64%51%20%通才數字化（CX）專家65,000-75,00070,00050,000-60,00055,00035,000-45,00040,00035,000-42,00038,50036,000-45,00040,50030,000-40,00035,00026,000-35,00030,50024,000-30,00027,00020,000-28,00024,00070,000-90,00080,00035,000-50,00042,50020,000-28,00024,00020,000-28,00024,00038,000-45,00041,50032,000-36,00034,00015,000-30,00022,50015,000-20,00017,50010,000-13,00011,50045,000-65,00055,00030,000-40,00035,00025,000-40,00032,50020,000-25,00022,50018,000-24,00021,00045,000-60,00052,50045,000-55,00050,00045,000-55,00050,00040,000-46,00043,00025,000-36,00030,50024,000-32,00028,00018,000-28,00023,00014,000-18,00016,00010,000-15,00012,50010,000-15,00012,50060,000-90,00075,00040,000-55,00047,50020,000-28,00024,00018,000-26,00022,000/專家/助理90,000-160,000125,00070,000-110,00090,00055,000-70,00062,50048,000-60,00054,00035,000-45,00040,00032,000-38,00035,00023,000-26,00024,50017,000-21,00019,00013,000-16,00014,50025,000-30,00027,50016,000-25,00020,50014,000-18,00016,00030,000-38,00034,00024,000-30,00027,00020,000-23,00021,50012,000-18,00015,00060,000-80,00070,00060,000-80,00070,00035,000-45,00040,00030,000-38,00034,00022,000-32,00027,00022,000-30,00026,00040,000-50,00045,00035,000-40,00037,50026,000-32,00029,00020,000-24,00022,00012,000-18,00015,00010,000-14,00012,000 ,保持員工留存可能會變得具有挑戰性。78%的辦公支持專崗位通常位于快節奏的環境中，雇主需要團隊跟上需求，辦公室支持專業人員在對薪資的看法上大多保持樂支持領域運營的雇主表示，保留人才是他們最?2%5%11%11%11%11%11%11%5%50%50%5%%%13%7%4%22%11%13%7%4%22%11%9%20241202322022220213234523312453112353333%?80%30%80%30%30%20%40%30%20%20%20%2%13%13%29%29%24%24%3131%29%29%29%29%29%54%54%46%46%關于職業安全方面的擔憂38%38%21%21%21%21%6262%3%36%36%64%51%44%51%44%28%26%26%202456%20%7%64%22%202456%20%7%64%22%20,000-30,00025,00020,000-30,00025,00014,000-25,00020,00018,000-25,00020,00015,000-22,00018,00015,000-20,00017,00015,000-20,00017,00012,000-20,00015,0008,000-15,00012,0008,000-15,00012,0008,000-15,00012,000（5年以上經驗）（5年以上經驗）（5年以上經驗）（5年以上經驗）（私人執業）（1-5年經驗）（5年以上經驗）（1-5年經驗）)（1-5年經驗）（5年以上經驗）（5年以上經驗）法律秘書（內部職位）（5年以上經驗）（1-5年經驗）（1-5年經驗）（1-5年經驗）25,000-40,00030,00025,000-35,00028,00020,000-30,00025,00020,000-35,00028,00020,000-30,00025,00018,000-25,00022,00020,000-25,00020,00015,000-25,00020,00015,000-20,00018,00015,000-25,00020,00012,000-18,00015,0008,000-16,00012,0008,000-18,00012,000。工作（24%）、標準組織范圍內增長（24%）、個（21%）、通貨膨脹或生活成本（18%或在同一組織?4%4%3%3%16%16%19%19%3%4949%4%4%%%13%1%16%18%13%1%16%18%23%202420232202242021111122323343453%27%27%?52%57%43%57%43%38%33%33%29%商用電話（私人使用）33%23%23%11%11%25%25%13%13%28%28%50%33%33%28%33%33%28%22%56%56%38%38%29%29%關于工作保障的擔憂27%27%21%21%57%57%2%42%42%59%53%44%53%44%31%28%23%3%2024202355%26%55%26%57%20%4%55,000-90,00075,00043,000-55,000-90,00075,00043,000-66,00055,00043,000-55,00050,00040,000-50,00045,00035,000-50,00045,00033,000-43,00038,00030,000-38,00035,00027,000-38,00033,00020,000-30,00025,00010,000-15,00012,00060,000-80,00070,00045,000-60,00052,50040,000-50,00045,00035,000-50,00042,00030,000-40,00035,00030,000-40,00035,00028,000-35,00032,00025,000-35,00030,00020,000-30,00025,00010,000-18,00015,00040,000-60,00050,00025,000-40,00030,00016,000-22,00019,00060,000-100,00080,00050,000-65,00057,50045,000-55,00050,00040,000-55,00047,50035,000-45,00040,00030,000-40,00035,00030,000-40,00035,00025,000-35,00030,00012,000-18,00015,00050,000-65,00060,00040,000-60,00050,00030,000-40,00035,00022,000-28,00033,00015,000-25,00020,00010,000-16,00013,00010,000-15,00012,500然而，如此廣泛的才能范圍在識別技術技能和滿足特定職位要求時可能會帶來挑戰。許多雇主表示，去年他們經歷了技能短缺，要么是極端的（13%）、中等的（46%）或（30%）。只有11%的雇主報告沒有技能短缺，這突顯出，盡管該地區人才儲備豐富，但高素質人才庫卻難以觸及。同樣，26%的雇主認為，市場上專業人才的短缺最有可能限制 ),要么成為自由職業者（3%）。主要動機是薪酬和/或 ,確保薪水與市場行情相符至關重要。盡管看到68%的雇 ,這將對于吸引人才至關重要。 ,46%的人持中立態度，但31%的專業人士表示，他們對12%12%4%4%7%7%10%10%12%12%7%7%4848%%%?20241202322022220212254331114455333666767%33%24%33%24%25%25%5%5%14%14%20%20%10%10%6%6%19%19%1%?39%30%30%30%30%26%10%10%15%15%24%24%24%24%27%27%40%40%40%20%59%59%30%30%30%30%關于工作保障的擔憂25%25%18%18%7474%3%23%23%58%49%31%49%31%31%29%25%21%3%2024202361%20%4%61%20%4%43%33%45,000-70,00057,50045,000-65,00045,000-70,00057,50045,000-65,00055,00038,000-58,00048,00035,000-60,00045,00032,000-60,00045,00030,000-55,00042,00025,000-50,00040,00022,000-45,00032,50020,000-40,00030,00018,000-40,00028,00015,000-40,00028,00080,000-180,000120,00080,000-180,000115,0007