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2017年最新中國十大人才趨勢報告
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全球招聘專家瀚納仕日前發(fā)布2017年中國十大人才發(fā)展趨勢。瀚納仕認(rèn)為，2017年，隨著中國進入數(shù)字化時代，信息技術(shù)產(chǎn)業(yè)和互聯(lián)網(wǎng)行業(yè)將會持續(xù)2016年蓬勃發(fā)展的勢頭，成為招聘熱門領(lǐng)域，為市場帶來大量的新職位。China’s go-global campaign will drive demand in 2017 for internationally-minded candidates who have experience in the facilitation of companies finalising overseas acquisitions and investment deals. This is just one of the top 10 talent trends for 2017, according to recruiting experts Hays.Top of many employers’ hitlists will be mobile talent as companies strive to create or strengthen their global presence.
“中國的數(shù)字化轉(zhuǎn)型速度超出我們的最初預(yù)想。互聯(lián)網(wǎng)的發(fā)展和背后的技術(shù)完全改變了中國的數(shù)字化消費格局。公司相應(yīng)地需要雇傭更多的具有數(shù)字營銷經(jīng)驗的人才，以開發(fā)、領(lǐng)導(dǎo)新業(yè)務(wù)發(fā)展和制定、實施市場戰(zhàn)略，” 瀚納仕中國區(qū)執(zhí)行總監(jiān)蘭熙蒙(Simon Lance)表示。“China’s go-global drive will continue in 2017 with more acquisitions and new projects in the pipeline,” says Simon Lance, Managing Director for Hays in China. “As China seeks to increase its economic power around the globe, bi-lingual candidates with knowledge and experience working in Western markets and exemplary negotiation skills will be in high demand.”
瀚納仕還表示，2017年，隨著中國進一步的全球化發(fā)展，很多公司都需要擁有幫助企業(yè)完成海外并購和投資交易經(jīng)驗的、并具備國際化思維人才。According to Hays, employers will take a pragmatic approach in their search for candidates who can work on outbound investment projects by placing priority on experience.Hays also finds that China’s booming information technology sector and Internet industry will see a number of new jobs created in 2017 as the country embraces the digital era.
“中國全球化的發(fā)展趨勢將會在2017年持續(xù)，預(yù)計會有更多的并購以及新項目的達(dá)成。” Simon表示，“由于中國不斷努力提高自己在全球的經(jīng)濟實力，能夠勝任海外市場工作且具有優(yōu)秀談判技巧的知識型和經(jīng)驗型雙語人才將成為中國企業(yè)的‘香餑餑’。”“Digital transformation in China is developing at a faster pace than we first envisaged. The evolution of the Internet and the technologies behind it are completely changing t boominghe digital consumer landscape in China. Subsequently, companies are needing to hire more candidates with digital experience to create and lead new business development and marketing strategies,” says Simon.此外，瀚納仕表示，中國市場依然存在技能短缺的問題，市場仍會有供不應(yīng)求的情況，不過預(yù)計這一情況在2017年會有所好轉(zhuǎn)。
“Creative, experienced, and innovative talent is what companies are looking for. However, it’s expected the skill shortage will worsen before it gets better in 2017 and this will see demand outpacing supply in a dynamic market.”
瀚納仕2017年中國十大人才發(fā)展趨勢：
Hays’ top 10 talent trends for 2017 in China are:
1
繁榮的IT及互聯(lián)網(wǎng)行業(yè)繼續(xù)成為招聘熱門
BOOMING IT & INTERNET INDUSTRY
IT行業(yè)將成為2017年招聘活動的主要熱門領(lǐng)域。作為位列美國和日本之后的全球第三大IT市場，隨著企業(yè)加速在電子商務(wù)和數(shù)字化市場的擴張，中國的數(shù)字化轉(zhuǎn)型勢不可擋�；ヂ�(lián)網(wǎng)行業(yè)的投資熱潮和不斷出現(xiàn)的在線金融服務(wù)將推動對具有數(shù)字營銷經(jīng)驗的人才需求。候選人需要擁有分析頭腦，并能夠解讀數(shù)據(jù)以提高在線用戶體驗。
The IT industry will be a hotbed of recruitment activity in 2017. As the world’s third-largest IT market behind the United States and Japan, China’s digital transformation is an irreversible trend with companies accelerating expansion in the areas of e-commerce and digital marketing. An investment spree in Internet businesses and a growing number of online financial services will drive demand for candidates who have digital experience.
2
持續(xù)的技能短缺
ONGOING SKILL SHORTAGES
高級管理人員和人力資源部門會繼續(xù)面臨人才招募瓶頸，可促進企業(yè)發(fā)展的可靠候選人變得可遇不可求。對于許多企業(yè)來說，他們面臨的挑戰(zhàn)是很難找到既符合具有中高級管理階層能力的要求，又具備專業(yè)技術(shù)和軟技能的優(yōu)秀人才。2017年，具有優(yōu)秀的領(lǐng)導(dǎo)、決策、團隊合作和跨文化管理技能的人才依然是眾多企業(yè)雇主持續(xù)尋求的目標(biāo)。
Senior executives and HR departments will continue to face difficulties in securing candidates to bolster business growth. It’s expected that skill shortages in certain industries and professions will be one of the biggest challenges facing companies in 2017. For many businesses, the challenge is to find candidates who have the ideal combination of technical and soft skills who are suitable for mid- to senior-management ranks. Candidates with strong leadership, decision-making, teamwork and cross-cultural management skills will remain in high demand throughout 2017.
3
更加謹(jǐn)慎的創(chuàng)業(yè)決策
IPO AND M&A
中國成功地推動了多個行業(yè)中創(chuàng)業(yè)公司的發(fā)展，這為能夠快速推出和發(fā)展新業(yè)務(wù)的業(yè)內(nèi)人才創(chuàng)造了機會。創(chuàng)業(yè)企業(yè)存在顯著的風(fēng)險。2017年，一些跨國公司的行業(yè)資深人士對于自己創(chuàng)業(yè)可能會采取更謹(jǐn)慎的態(tài)度。他們會在從相對穩(wěn)定的外企離職前，確保創(chuàng)業(yè)公司的首次公開募股(IPO)和并購計劃的切實可行性。
China’s successful efforts to stimulate start-up businesses in a wide range of industries has created some exciting opportunities for professionals to utilise their knowledge and experience to rapidly launch and grow new businesses. Start-up enterprises are not without significant risks and 2017 may show a more slightly cautious approach from industry veterans, keen to ensure that IPO and M&A ambitions can actually be realised, before they shift their career away from the relative stability of working in MNCs.
4
科學(xué)、技術(shù)、工程和數(shù)學(xué)人才的爭奪戰(zhàn)
BATTLE FOR STEM TALENT
全球科學(xué)、技術(shù)、工程和數(shù)學(xué)人才嚴(yán)重短缺，促使眾多雇主更加努力吸引本領(lǐng)域的合適人選。中國始終在致力于促進其產(chǎn)業(yè)結(jié)構(gòu)的多樣化，在此過程中，各個企業(yè)組織也將會在2017年增加對這些專業(yè)的畢業(yè)生人才的招聘活動。為了加強未來人才庫儲備，中國公司有可能通過尋求與全球頂尖工程大學(xué)合作的機會，以贏得未來的畢業(yè)生資源。
There is an acute shortage of science, technology, engineering and mathematics talent worldwide, which will prompt employers in China to double their efforts to attract suitable candidates in this field. Talented STEM graduates will also be actively sought after by various organisations amid China’s efforts to diversify its industrial mix.
5
監(jiān)管環(huán)境的不斷改善帶動審計、風(fēng)險與合規(guī)人才需求
TIGHTENING REGULATORY ENVIRONMENT
在內(nèi)部和專業(yè)實踐方面，中國的監(jiān)管環(huán)境正在不斷得到完善，因此無論是企業(yè)內(nèi)部，還是事務(wù)所，對審計、風(fēng)險和合規(guī)方面合格的經(jīng)驗型人才需求激增。許多全球跨國公司正在努力建立內(nèi)部法務(wù)調(diào)查小組，從而向國際公司總部提供更大的控制權(quán)和透明度。我們預(yù)計2017年將持續(xù)這一趨勢，為這一領(lǐng)域的專業(yè)咨詢公司提供有利的條件。
The tightening regulatory environment in China has led to a spike in demand for qualified and experienced audit, risk & compliance candidates, both for in-house and professional practice. Many global MNCs are in the process of establishing internal forensic investigation teams in an effort to provide greater control and visibility to international head offices. We expect this trend to continue in 2017, with strong trading conditions for professional consultancies operating in this niche area.
6
適度的工資增長
MODERATE WAGE GROWTH
根據(jù)過去9期的《瀚納仕亞洲薪資指南》顯示，中國在薪資增幅方面一直領(lǐng)先亞洲其他國家和地區(qū)。盡管這一趨勢很可能會持續(xù)到2017年，但對于許多行業(yè)和工作職能崗位而言，薪資的增長將更加適度，超過10%就屬于很慷慨的增幅。雖然，對于某些發(fā)展強勁的行業(yè)和利基技能，會有例外，但是總體而言，雇主們在控制固定薪資和薪金支出，以應(yīng)對更艱難的全球商業(yè)環(huán)境。2017年，雇主希望更多的薪酬支出可以產(chǎn)生更高的企業(yè)收益，因此雇主可能會調(diào)高員工收入中績效獎金的占比。
As demonstrated in the past nine editions of the Hays Asia Salary Guide, China has firmly led the region on salary increases. Although this trend will likely continue into 2017, for many industries and job functions, year-on-year increases will likely be more modest, with increases above 10 per cent considered generous. There will always be exceptions for booming industry sectors and niche skill sets, but employers are adjusting to tougher global trading conditions by moderating their fixed salary and payroll expenditure. In 2017, look out for a greater proportion of overall earnings to be attached to performance bonuses, as employers expect greater results for greater remuneration.
7
外包趨勢進一步發(fā)展
OUTSOURCING OPPORTUNITIES
最近幾年，企業(yè)為了減少成本和提高收益，越來越多的選擇將一些工作職能外包給第三方，包括招聘、財務(wù)及專業(yè)業(yè)務(wù)等職能的外包。2017年這一趨勢將進一步加強。一方面跨國公司在不斷尋找能夠提高自身生產(chǎn)力的方法，同時中國企業(yè)也需要利用既定合作伙伴的專業(yè)知識，因此外包服務(wù)應(yīng)運而生，并將成為2017年的一大趨勢。銀行、金融、技術(shù)、顧客服務(wù)以及招聘和人才管理行業(yè)都有可能會引領(lǐng)這種外包趨勢。隨著企業(yè)對外包服務(wù)的需求不斷增長，擁有良好聲譽的國際供應(yīng)商可從中找到商機。
The trend of outsourcing suitable job functions to third party vendors in an effort to minimise costs and improve results has been a growing trend in China over the past few years. 2017 will see this trend intensify as MNCs look for ways to increase productivity and Chinese enterprises seek to leverage the expertise of established partners. Banking, finance, technology, customer service and recruitment & talent management industries will all likely lead the transition to outsourcing, with trusted
international vendors able to capitalise on growing demand for their services.
8
人才吸引和保留
ATTRACTION AND RETENTION
由于對優(yōu)秀人才的迫切需求，許多雇主，尤其是中國本地企業(yè)，將不惜高薪留任一些企業(yè)優(yōu)秀人才。企業(yè)試圖在高額報酬的支付能力和日益增長的利潤率壓力之間尋求某種平衡點，所以2017年他們期待一些創(chuàng)新的人才保留策略。人力資源總監(jiān)、總裁可能會有限考慮以彈性工作實踐，更好的福利、績效獎金、股票期權(quán)以及(或許最重要的是)，稱為求職者真正的“最佳雇主”以吸引和保留人才。
Top talent is in hot demand and plenty of employers, especially local Chinese organisations, are preparing to pay a premium to secure the best talent out there. As organisations struggle to balance their ability to pay top dollar and with the increasing pressure on profit margins, expect to see some innovative retention strategies in 2017. Flexible working practices, upgraded non-financial benefits, performances bonuses, share options and (perhaps most importantly) being a true ‘employer of choice’ will all be on the priority list for HRDs and CEOs alike.
9
中國的境外投資帶動海外投資人才需求
OUTBOUND CHINESE INVESTMENT
在動態(tài)化的全球市場中，隨著經(jīng)濟和政治格局的快速變化，中國可能是唯一能夠利用區(qū)域和全球機遇的國家。由于中國在全球格局上發(fā)揮著更重大的作用，2017年，中國企業(yè)持續(xù)對外投資的機遇，一些企業(yè)需要創(chuàng)建或不斷鞏固自身全球化的企業(yè)形象，這會為擁有海外工作背景的中國候選人創(chuàng)造一些重要的機會。
In a dynamic global marketplace and with a rapidly shifting economic and political landscape, China is perhaps uniquely positioned to take advantage of the regional and global opportunities available. As China looks to take a larger role on the global stage, opportunities for Chinese enterprises to continue the wave of outbound investment will create some great opportunities for globally mobile talent in 2017.
10
80后的影響
IMPACT OF THE MILLENNIALS
80后一代已邁入而立之年。這些中層管理人員正準(zhǔn)備成為未來的高級領(lǐng)導(dǎo)者。研究表明，他們雄心勃勃、富于創(chuàng)新、擁有技術(shù)頭腦，并且具備強大的道德和環(huán)境意識。與前一代人相比，他們更容易適應(yīng)顛覆性的技術(shù)、快速變化的商業(yè)模式帶來的影響，以及應(yīng)對各種突如其來的挑戰(zhàn)和新的機遇。在領(lǐng)導(dǎo)組織戰(zhàn)略方向中，80后一代的影響是不可低估的，2017年，公司希望進一步利用和發(fā)展80后一代人才的潛力。
The generation that graduated from university around the turn of the century is now entering their thirties. These middle-management professionals are now preparing to be the senior leaders of the future, and research suggests they are typically ambitious, innovative, technologically-minded, with a strong ethical and environmental conscience. 2017 and beyond promises to be an exciting time for many industries adapting to disruptive technology, rapidly changing business models, unexpected challenges and new opportunities. The impact of millennials in leading the strategic direction of organisations cannot be underestimated and 2017 should see companies looking to harness and develop the potential of their emerging millennial talent.
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