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1、A Member-Exclusive Report 16th Edition会员专属报告-第16版Labor Market&Salary Report 劳动力市场和薪资调查报告2024|2025A Member-Exclusive Report 17th Edition会员专属报告-第17版西浦国际商学院助你领先职场西交利物浦大学西浦国际商学院开设各类硕士学位项目和中短期课程，旨在推动终身学习和职业发展，助力企业培养领袖，塑造未来。非全日制硕士项目西浦国际商学院非全日制硕士项目采用申请制，全英文授课，核心课程安排于周末，学制2-3年。毕业生可获得国际认可的英国利物浦大学硕士学位，并可在教育部留
2、学服务中心认证。国际工商管理硕士管理学硕士运营与供应链管理硕士项目管理硕士高管教育西浦国际商学院高管教育结合中英双方母校优势，打通文化脉络，依托行业经验丰富的国际化师资，以及贯穿12个学科领域超过76门的专业课程，提供弹性的课程规划，以满足不同企业和个人的需求。工商管理研修班课程对象：企业中高层管理者、快速成长期企业的企业主、公司选派的委培高管课程目标：在6-8个月内高效学习管理类核心课程，全方位提升围绕可持续发展主题的战略思维和实战能力短期公开课程International Business School Suzhou(IBSS)at XJTLU offers a range of Mast
3、er and Executive Education programmes to prepare leaders and professionals to cope with the ever-chang-ing business environment,learn emerging analytical tools,and develop a leadership mindset.Part-time Master Degree ProgrammesOur programmes are processed through online applications and are taught 1
4、00%in English.The core modules are taught on weekends for 2-3 years.Graduates receive an internationally recognized Masters degree from the University of Liverpool which is certified by the Ministry of Education in China.Executive EducationCombining the strengths of prestigious universities in both
5、China and the UK,we offer the flexible curriculum across more than 76 special-ized courses in 12 academic fields to meet the diverse needs of various enterprises and individuals.Strategy and DevelopmentLeadership Negotiation and Decision Making Organisational ManagementMarketing&SalesOperation and S
6、upply Chain ManagementEconomics and Modern BusinessFinance and AccountingProject ManagementESG and Sustainable Development Digital IntelligencePersonal DevelopmentCustomised Programme Design and deliver high-value executive education programmes tailored to firms across different industries.About IBS
7、S at XJTLUIBSS is the business school of XJTLU,a joint venture of Xian Jiaotong University in China and the University of Liverpool in the UK.IBSS has over 200 staff members and more than 7,500 students from over 60 different countries.IBSS is a Triple Crown Accredited(AACSB,EQUIS and AMBA)business
8、school,offering a unique blend of Western and Chinese academic practices.GET AHEAD IN YOUR CAREER WITH INTERNATIONAL BUSINESS SCHOOL SUZHOU International MBA for ExecutivesMSc Management MSc Operations and Supply Chain ManagementMSc Project Management Managerial Acceleration Programme(MAP)Target:Mid
9、dle and senior managers,business owners of rapidly growing companies,and company-selected executivesObjective:Efficiently learn core management courses within 6-8 months to comprehensively enhance strategic thinking and practical abilities under the theme of sustainable development.Short-term Open E
10、nrolment Programme战略与发展领导力谈判与策略组织与管理市场营销与销售运营与供应链管理经济与现代商业金融与财会项目管理ESG与可持续发展数智化个人发展定制化课程依照不同行业特点，为企业制定可持续高管培训课程方案。西交利物浦大学西浦国际商学院西浦国际商学院（简称IBSS）隶属于由中国的西安交通大学和英国的利物浦大学联合创办的西交利物浦大学，是全球少数享有盛名的AACSB、AMBA、EQUIS三冠认证的商学院之一。学院拥有逾200名员工和来自60多个不同国家的7500多名学生，通过融合东西方优秀教育传统的最优实践，架设起了中国与世界交流的桥梁。For more informatio
11、n about Open Enrolment Programme:更多关于公开课程信息：Email 邮箱:(Part-time Master Degree Programme 非全日制硕士项目)(Executive Education Programme 高管教育)Address 地址:IBSS Building(South Campus of XJTLU),8 Chongwen Road,Dushu Lake Science and Innovation District,SIP,Suzhou,Jiangsu,China 215123中国江苏苏州工业园区独墅湖高教区崇文路8号西浦南校区IBS
12、S大楼Tel 电话:0512-88161202;(Part-time Master Degree Programme 非全日制硕士项目)0512-81884886;0512-81883236(Executive Education Programme高管教育)联系我们Contact UsGERMAN CHAMBER OF COMMERCE IN CHINAThe German Chamber of Commerce in China currently has around 2,100 members and is the official member organization for Ge
13、rman companies in China.It helps its members to thrive in the Chinese market by providing relevant market intelligence and practical guidance.It offers a platform for the Sino-German business community and advocates for its members interests toward stakeholders,including government bodies and the pu
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18、nsibility for the content of the linked website(s).Contact for press inquiriesCarina Mingle Head of Media Relations&Corporate Communications+86-10-6539-6670 mingle.carinachina.ahk.deContact for further informationAurora LiuEconomic Analyst+86-21-5081-2266liu.aurorachina.ahk.deLABOR MARKET&SALARY REP
19、ORT 2024|2025中国德国商会中国德国商会在中国目前拥有大约2100家会员企业，是在华德企官方会员组织。通过提供相关市场情报和实用指南，中国德国商会帮助其会员在中国市场上蓬勃发展。它为中德商业社群提供平台，并代表其会员利益向利益相关者，包括政府机构和公众进行倡导。2024年中国德国商会（GCC）。未经许可，本内容和出版物的任何部分均不得转载。如有其他问题，请联系上述联系人。我们已尽责核对所提供信息的准确性，但对此等信息的及时性和准确性不作任何担保。涉及信息、产品和服务（或第三方信息、产品和服务）的所有材料均“如实”提供，不作背书，不提供任何担保，不保证质量满意、适合特定用途或不侵权，亦
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21、024|2025Labor Market&Salary ReportContentExecutive SummaryI.Labor Market Environment1.1.Chinese Economy1.2.Total Unemployment Rate1.3.Youth Unemployment RateII.Wage Developments in China2.1.Wage Growth 2.2.Minimum Wages and Wage GuidelinesIII.Survey Results1.Effective and Expected Wage Developments
22、at German Companies2.Detailed Wage Developments3.Wage Levels4.Labor Costs5.HR and Recruitment Challenges6.Foreign Employees7.Employee Turnover and Additional HR Data8.About the Survey9.Profile of ContributorsIV.Compensation Data1.Introduction2.Wages and Wage Increases3.Segmentation Variables4.Region
23、5.East6.North7.South and Southwest8.City Tier9.Industry10.Company Size11.Total Cost per Employee:Median and PercentilesV.DefinitionsVI.References68888101014181818232831333536364040424243475155599299106109113To access specific compensation data,please contact:Ms.Aurora LiuEconomic AnalystGerman Chamb
24、er of Commerce in China|Shanghai+86-21-5081-2266 liu.aurorachina.ahk.deCONTACT劳动力市场和薪资调查报告52024|202579999111115191919242932343737374141435657647178859299106110113目录内容摘要I.劳动力市场环境1.1.中国经济1.2.中国整体失业率1.3.青年失业率II.中国工资增长状况2.1.薪资增长状况2.2.最低工资及工资指导线III.调查结果1.在华德企实际和预期薪资变化2.详细薪资变化3.薪资水平4.劳动力成本5.人力资源和招聘挑战6.外籍员
25、工7.员工流动和其它HR数据8.关于本次调查9.受访企业简况IV.薪酬数据1.简介2.薪资和薪资涨幅3.细分变量4.地区5.华东及华中6.华北及东北7.华南和西南8.城市分级9.行业10.企业规模11.每位员工总成本：中位数和百分数V.定义VI.参考文件更详细的薪酬数据，请联系：刘晨曦经济分析师中国德国商会|上海+86-21-5081-2266 liu.aurorachina.ahk.de62024|2025Labor Market&Salary Report ForeignForeign EmployeesEmployees:The proportion of companies hirin
26、g foreigners has been declining and reached 65%in 2024.This represents a significant drop of almost 20 pared to that in 2017.The proportion fell below 50%for the first time in small companies(43.6%)(Figure ES.4).The prime reason for replacing expatriate staff with local staff was wage level.EXECUTIV
27、E SUMMARY ExpectedExpected SalarySalary in in ChinaChina:The projected wage growth development for German companies in China has been on a downward trajectory,and the trend continues its descent with an expected growth rate of 3.81%in 2025,marking the first projection below 4%(excluding the anticipa
28、tion for 2021 made in 2020,when the initial outbreak of COVID-19 created uncertainty).The 2025 forecast is 0.68 Percentage Point(p.p.)below 2024s expectation(Figure ES.1).EffectiveEffective SalarySalary in in ChinaChina:Similar to last year,the effective salary increase didnt meet the initial expect
29、ation.In 2024,effective salaries experienced an average growth rate of 3.9%,0.59 p.p.below the initial expectation of 4.49%(Figure ES.2).Wage LevelsWage Levels:The median Total Cost per Employee(TCE)continues to rise and is currently at CNY 19,100/month in 2024.Production workers,junior and mid-leve
30、l professionals present median compensation values below Chinas median TCE and their TCE saw a minor increase compared to 2023.Figure ES.1:Expected Wage Growth Development at German Companies in China 2015-2025,Nominal Growth,in%8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020
31、2021 2022 2023 2024 2025The expected wage growth is the average of all the individual positions expected wage growth collected in the survey.In 2024,with a total of 446 companies and 46 different roles,the number of observations collected totaled 5,935.Figure ES.2:Expected and Effective Wage Increas
32、es in China 2024-2025,in%4.493.903.81Expected 2024Effective 2024Expected 2025Figure ES.4 Share of Companies Employing ForeignersCompany Size by Number of Employees,in%80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50
33、%60%70%80%90%100%2017201820192020202120222023202418,878 12,000 11,200 17,352 35,000 86,300 120,000 19,10012,700 11,500 18,000 35,000 66,800 113,453 CHINAProductionWorkersJuniorMid-LevelSeniorDeputyGM/BMCEO/GMFigure ES.3:Comparison of Wage Level by Production Workers,Level of Seniority&Senior Managem
34、entTotal Cost per Employee/Month,in CNYDeputy GM/BM:Deputy General Manager/Branch Manager.CEO/GM:Chief Executive Officer/General Manager/Managing Director.20232024On the other hand,Deputy General Managers/Branch Managers receive a median TCE of CNY 66,800/month,representing a decrease of around CNY
35、20,000/month.Meanwhile,the TCE of CEOs/General Managers stands at CNY 113,435/month,a decrease of around CNY 6,500/month(Figure ES.3).Greater than 250Less than 50CHINA50-250劳动力市场和薪资调查报告72024|2025 外籍员工被当地员工取代：在华德企中雇佣外籍员工的公司比例一直在下降，2024年仅有65%。与2017年相比，此比例大幅下降了近20个百分点。在小型企业中，该比例首次降至50%以下（43.6%）（图 ES.4）
36、。用本地员工取代外籍员工的主要原因是工资水平。内容摘要 预期薪资涨幅：在华德企预期的预期薪资涨幅一直呈现下降趋势，并且这种趋势目前仍在持续，2025年的预计薪资涨幅为3.81，首次低于4（除了2020年疫情初次爆发时不确定性引起的对2021年的预期较低的特例之外）。这一预期比2024年的预期薪资涨幅低0.68个百分点（图ES.1)。实际薪资涨幅：与去年相同，2024年的实际薪资涨幅也未能达到先前的预期。2024年，实际薪资涨幅平均增长率为3.9%，比最初预期的4.49%低了0.59个百分点（图ES.2）。图 ES.1：在华德企预期薪资涨幅状况2015-2025年，名义涨幅，（单位：%）4.49
37、3.903.812024年预期2024年实际2025年预期图ES.2:中国预期薪资与实际薪资涨幅2024-2025年，单位：%预期薪资涨幅是调查中测得的所有单个职位的预期薪资涨幅的平均值。2024年，共有46个不同的特定职位，收集到的观察数据共计5,935个。8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025图 ES.4 外籍员工所占平均百分比企业规模（按公司员工划分），单位：%，占员工总数的百分比超过250人50人以下中国50250 人188781200
38、011200173523500086300120000191001270011500180003500066800113453图 ES.3:在华德企的薪资水平（按产业工人、资历级别和高级管理层细分）2024年每位员工总成本 单位：元/月20232024 薪资水平：每位员工成本的中位数持续上涨，2024年的中位数为19100元/月。生产工人、初级和中级专业人员的薪酬中位数低于全国的薪酬中位数，与2023年相比，他们的薪酬中位数略有上升。另一方面，副总经理/分公司经理的薪酬中位数为66800元/月，与去年相比减少了约20000元/月。同时，首席执行官/总经理的每位员工成本为113435元/月，减少
39、了约 6500元人民币/月（图 ES.3）。80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%2017201820192020202120222023202482024|2025Labor Market&Salary ReportI.LABOR MARKET ENVIRONMENT1.1 Chinese EconomyChinas economy
40、demonstrated a mixed performance in the first half of 2024,with Gross Domestic Product(GDP)growth declining from 5.3%in the first quarter to 4.7%in the second quarter,resulting in an overall expansion of 5%for the first half of the year to reach CNY 61.68 trillion(National Bureau of Statistics,2024a
41、).This overall growth rate aligns with the governments annual target,despite the evident slowdown in the second quarter.Industrial output grew by 6%,while retail sales rose by 3.7%.Fixed-asset investment expanded by 3.9%compared to the previous year(National Bureau of Statistics,2024b).While these i
42、ndicators show resilience,challenges remain in sustaining growth momentum and balancing development across sectors amid global economic uncertainties.Nevertheless,the German Chambers Flash Survey 1 implemented in June 2024 suggests a degree of renewed optimism in the Chinese market,with 29%of respon
43、dents expecting an improved business environment-a significant 8 p.p.increase compared to the previous year.As China focuses on research and development in its pursuit of an innovation-driven economy,these economic trends and evolving business sentiments are likely to influence the job market,partic
44、ularly in technology-related sectors.1.2 Total Unemployment RateIn 2024,Chinas employment situation was stable,as demonstrated by a slight improvement in urban surveyed employment rates.As reported,the average urban surveyed unemployment rate for the first half of 2024 was 5.1%(National Bureau of St
45、atistics,2024c),marking a 0.1 p.p.decrease compared to the first quarter and a 0.2 p.p.decrease compared to the same period last year.Figure 1.1:GDP Growth Development2017-2024H1*,GDP in CNY Billion and Growth Rate in%*2024 H1 represents first half of the year 2024 Source:National Bureau of Statisti
46、cs.832,036919,281986,5151,013,5671,143,6701,210,2071,260,582616,8366.96.76.02.28.13.05.25.00%2%4%6%8%10%12%14%16%0200,000400,000600,000800,0001,000,0001,200,0001,400,00020172018201920202021202220232024 H1GDPGDP Growth Rate0%5%10%15%20%25%Urban Unemployment Rate of the Population Aged from 16 to 24Na
47、tional Urban Unemployment RateSource:National Bureau of Statistics.*In June 2023,the state government suspended releasing its national youth unemployment rates.The data was resumed publishing in December 2023;however,relevant metrics were adjusted,which excluded students from the sample.Figure 1.2:C
48、hinas Total Unemployment Rate vs.Youth Unemployment RateJanuary-December 2020-June 2024,in%MayJanSepDec202021.35.014.9MayJanSepDec2021MayJanSepDec2022MayJanSepDec2023MayJanJun20241.3 Youth Unemployment RateIn June 2023,the youth unemployment rate(aged 16-24)reached a record high of 21.3%,after which
49、 the government suspended its release.In January 2024,the government resumed publishing the data,using a revised methodology that excludes school students(National Bureau of Statistics,2024d).Under this new metric,the youth unemployment rate was 14.9%(National Bureau of Statistics,2024e)in December
50、2023,still about three times the overall unemployment rate.The government aims to address this issue through various measures,including promoting employment opportunities and providing support for young job seekers(Figure1.2).劳动力市场和薪资调查报告92024|2025I.劳动力市场环境1.1 中国经济2024 年上半年，中国经济呈现出了不同的发展情况，国内生产总值（GD
51、P）增速从第一季度的 5.3%放缓至第二季度的4.7%，上半年总体GDP增速为5%，达到61.68万亿元人民币（国家统计局，2024a）。尽管第二季度增速明显放缓，但这一总体增速与政府的年度目标一致。（2024上半年），工业产值同比增长6%，零售额同比增长3.7%，固定资产投资同比增长3.9%（国家统计局，2024b）。虽然这些指标显示了经济的韧性，但在全球经济不确定的情况下，保持增长势头和平衡各行业均衡发展仍充满挑战。然而，中国德国商会于2024年6月实施的“快讯调查”1表明，中国市场在一定程度上重新恢复了乐观，29%的受访企业预计中国的商业环境将有所改善，与上一年相比大幅增长了8个百分点。
52、随着中国在追求创新驱动型经济的过程中更加注重研发，这些经济趋势和不断变化的商业情绪很可能会影响就业市场，尤其是与技术相关的行业。随着中国更加重视研发和发展创新驱动经济，这些经济趋势和不断变化的商业情绪很可能会影响就业市场，尤其是技术相关行业。1.2 中国整体城镇调查失业率2024年，中国就业形势稳中向好，城镇调查失业率略有下降。据统计，2024年上半年城镇调查失业率平均为5.1%（国家统计局，2024c），比第一季度下降0.1个百分点，比去年同期下降0.2个百分点。图1.1：中国GDP增长情况2017-2024H1*，年度数据，GDP单位：亿元，GDP增速单位：%GDPGDP 增速全国城镇16
53、-24岁人口失业率全国城镇失业率图1.2：中国城镇失业率与青年失业率2020-2024年6月，单位：%*2024H1 表示2024年上半年数据来源：中国国家统计局。数据来源：中国国家统计局。*2023 年 6 月，中国政府暂停发布全国青年失业率。该数据于 2023 年 12 月进行了算法调整，将学生排除计算范围外后，恢复发布。0%5%10%15%20%25%21.35.014.9519122020202120222023202451912519125191251683203691928198651510135671143670121020712605826168366.96.76.02.28.
54、13.05.25.00%2%4%6%8%10%12%14%16%0200,000400,000600,000800,0001,000,0001,200,0001,400,00020172018201920202021202220232024 H11.3 青年失业率2023年6月，青年（16-24 岁）失业率达到21.3%的历史新高，此后政府宣布暂停发布该数据。2024年1月，政府恢复公布该数据，并采用了将在校学生剔除在外的统计方法（国家统计局，2024d）。根据这一新指标，2023年12月的青年失业率为14.9%（国家统计局，2024e），仍是总体失业率的三倍左右。政府旨在通过各种措施解决这一
55、问题，包括促进就业机会和为青年求职者提供支持（图 1.2）。102024|2025Labor Market&Salary ReportFigure 2.1:Average Wage and Overall Wage Growth2011-2023,Average Wage in CNY,Average WageGrowth in%Note:Annual wages based on 12 months;all wages are pre-tax.Source:National Bureau of Statistics.41,79946,76951,48356,36062,02967,56974
56、,31882,41390,50197,379106,837114,029120,69814.411.910.19.510.18.910.010.99.87.69.76.75.80%2%4%6%8%10%12%14%16%020,00040,00060,00080,000100,000120,0002011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023Average WageAverage Wage Growth(Nominal)Figure 2.2:GDP and Wage Growth2011-2023,in%14.4
57、11.910.19.510.18.910.010.99.87.69.76.75.89.57.97.87.36.96.76.96.66.12.28.13.05.22011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023Source:National Bureau of Statistics.Average Wage Growth(nominal)GDP GrowthII.WAGE DEVELOPMENTS IN CHINA2.1 Wage GrowthBased on Chinese statistics,in 2023,C
58、hinas overall average monthly nominal wage was reported at CNY 10,058,an increase of CNY 556 from the previous year(Renshetong,2024a).The rise in wages showcased a 5.8%growth rate,signaling a continued improvement in labor conditions and income levels.Nevertheless,this growth rate represents a subst
59、antial moderation compared to the double-digit increases seen five years ago and it has already reached an all-time low.Figure 2.3:Average Wage and Growth Rate in 24 Provinces and Cities in China,2023Note:*Factor represents the ratio of regional wage to national average for 2023.Monthly wages,based
60、on 12-months year basis;all wages are pre-tax.*Data for Beijing and Shanghai was not released.Source:RenshetongIt is worth noting,however,that the growth trajectories in average nominal wages and GDP have diverged in 2023.As shown in Figure 2.2,wage growth and GDP growth have historically increased
61、in tandem;data in 2023,however,shows that GDP has evidently decoupled with the current wage growth.The sudden decoupling between GDP and wage growth can be attributed to more recent economic shocks.In 2023,China saw significant layoffs and salary reductions across all sectors,such as tech,automotive
62、,semiconductor,and real estate,impacting both low and high-income earners throughout the supply chains2.Some leading companies such as Alibaba,NIO,Tesla,and Country Garden announced layoffs or salary reductions,which reflects a broader trend for workforce optimization in the face of economic headwin
63、ds3.This trend is further corroborated by data from the National Bureau of Statistics,which shows a decrease in the employment rate of urban residents aged 25-59 from 92.1%in 2022 to 91.6%in 2023(National Bureau of Statistics,2024f).RegionAverage Wage of Employees in Urban Non-Private Sector,2023.(C
64、NY/month)Average Wage of Employees in Urban Non-Private Sector,2022.(CNY/month)Average Wage Growth(Nominal)Factor*Tianjin11,50110,7946.6%1.14 Zhejiang11,08710,7353.3%1.10Guangdong10,95210,4105.2%1.09Jiangsu10,42510,1442.8%1.04 CHINA10,0589,5025.8%1.00 Hainan9,5488,7349.3%0.95 Chongqing9,4718,9176.2%
65、0.94 Sichuan9,1808,4838.2%0.91 Inner Mongolia9,0718,4167.8%0.90Fujian9,0438,6504.5%0.90Shandong8,9288,5217.9%0.89 Shaanxi8,9148,2378.2%0.89Yunnan8,8978,5943.5%0.88 Anhui8,6418,2215.1%0.86 Guizhou8,5017,9516.9%0.85 Gansu8,2607,5739.1%0.82 Hunan8,0857,6187.0%0.80 Guangxi8,0157,6724.4%0.80Heilongjiang7
66、,9797,3538.5%0.79 Shanxi7,9197,5415.1%0.79 Hebei7,9027,5624.5%0.79Jilin7,9117,2698.8%0.79Jiangxi7,7337,3315.5%0.77 Henan7,0136,4698.4%0.70 劳动力市场和薪资调查报告112024|2025图2.1：平均薪资及薪资涨幅2011-2023年，单位：人民币，%注：平均薪资按12个月计算；所有薪资均为税前薪资。数据来源：中国国家统计局。平均薪资平均薪资涨幅（%）图2.2：年度GDP及薪资增速2011-2023年，单位：%平均薪资增速（名义）GDP增速II.中国工资增长
67、状况2.1 工资增长状况根据中国的统计数据，2023 年，中国总体名义平均工资为10058元/月，比上年增加556元（国家统计局，2024e），工资增长率为5.8%，表明劳动条件和收入水平持续改善。然而，与五年前的两位数增幅相比，这一薪资增长率已大幅放缓，并已创下历史新低。图2.3：2023年中国24个省市城镇私营单位就业人员平均月薪资及薪资增长率平均薪资单位：人民币/月省份20232022薪资涨幅（%）系数*天津11501107946.6%1.14 浙江11087107353.3%1.10广东10952104105.2%1.09江苏10425101442.8%1.04 中国100589502
68、5.8%1.00 海南954887349.3%0.95 重庆947189176.2%0.94 四川918084838.2%0.91 内蒙古907184167.8%0.90福建9,04386504.5%0.90山东892885217.9%0.89 陕西891482378.2%0.89云南889785943.5%0.88 安徽864182215.1%0.86 贵州850179516.9%0.85 甘肃826075739.1%0.82 湖南808576187.0%0.80 广西801576724.4%0.80黑龙江797973538.5%0.79 山西791975415.1%0.79 河北79027
69、5624.5%0.79吉林791172698.8%0.79江西773373315.5%0.77 河南701364698.4%0.70 但值得注意的是，2023年平均名义工资和国内生产总值的增长轨迹出现了分化。如图2.2所示，历史上工资增长和GDP增长一直同步增长，但2023年的数据显示，GDP 增长的增速明显超过了当前的工资增长。数据来源：中国国家统计局。数据来源：人社通。城镇单位从业人员平均工资，月薪资按12个月计算；所有薪资均为税前薪资。*系数代表2023年该地区薪资与国家平均水平的比率。*人社通未发布北京和上海的数据GDP 与工资增长之间的突然分化可归因于近期的经济冲击。2023 年，中
70、国科技、汽车、半导体和房地产等各行各业都出现了大幅裁员和降薪，对整个供应链中的低收入和高收入者都造成了影响2。一些领先企业，如阿里巴巴、蔚来汽车、特斯拉和碧桂园，宣布裁员或降薪，这反映了在经济逆风下劳动力优化的大趋势3。国家统计局的数据进一步证实了这一趋势，该数据显示25-59岁城镇居民就业率将从2022年的92.1%降至2023年的 91.6%（国家统计局，2024f）。41,79946,76951,48356,36062,02967,56974,31882,41390,50197,379106,837114,029120,69814.411.910.19.510.18.910.010.99
71、.87.69.76.75.80%2%4%6%8%10%12%14%16%020,00040,00060,00080,000100,000120,0002011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 202314.411.910.19.510.18.910.010.99.87.69.76.75.89.57.97.87.36.96.76.96.66.12.28.13.05.22011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023122024|2025La
72、bor Market&Salary ReportInformation&Communication TechnologyTransportationAccommodation&Catering ServicesWholesale&Retail TradesConstructionAgricultureBusiness ServicesIndustrialFinance OthersFigure 2.4:GDP Growth Rate by Industry,2024 Q1Growth Rate in%Source:National Bureau of Statistics.Following
73、the release of the national average wage data for 2023,twenty-four provinces and cities in China have officially disclosed their average wages(Renshetong,2024b)(Figure 2.3).Among these,four regions Tianjin,Zhejiang,Guangdong,and Jiangsu stand out with their average wages surpassing the national aver
74、age;these regions were also the ones,among all surveyed provinces,reported with monthly wages exceeding CNY 10,000.Among the top performers,Tianjin surpassed other provinces with an average annual wage of CNY 138,007,a CNY 8,465 increase from last year.This translates to a monthly average of CNY 11,
75、501.Zhejiang follows with an average annual wage of CNY 133,045.Notably,Hainan,Gansu,Sichuan,and Shaanxi experienced the most substantial growth rates,ranging from 8.2%to 9.3%.Wage development in 2023 shows a differentiated pattern across industries(National Bureau of Statistics,2024g)(Figure 2.5).H
76、igh-tech industries continued to dominate the labor market in terms of wage payment.The Information and Communication Technology sector maintained its steady position in comparison to the 2022 ranking as the highest-paying industry with an annual wage of CNY 231,810;its robust 13.7%year-on-year GDP
77、growth recorded in 2024Q1 further underlines its momentum and potential(National Bureau of Statistics,2024h)(Figure 2.4).Technical Services&Scientific Research,on the other hand,maintained its third place with an annual wage of CNY 171,447.Meanwhile,the finance sector emerged with an impressive 13.4
78、%wage growth,reaching an annual wage of CNY 197,663(Figure 2.5).Conversely,the real estate sector continued to face headwinds,with a mere 1.8%wage growth rate and an annual wage of CNY 91,932(Figure 2.5).While the transition from negative to positive growth signals positive change(in 2022,the growth
79、 rate of wage development in real estate was-0.9%)4,the sector was the only industry experiencing a negative year-on-year GDP growth in 2024Q1.This reflects the sectors ongoing challenges,including conservative purchasing due to macroeconomic uncertainty and shrinking profit margins faced by develop
80、ers(Figure 2.4).The hospitality industry has rebounded remarkably from the anti-pandemic measures and realized a 7.3%year-on-year GDP growth in 2024Q1(Figure 2.4).Its annual wage also witnessed a 7.6%increase,reaching CNY 58,094 annually.Furthermore,the manufacturing sector showed resilience with a
81、6.6%wage growth,underscoring its continued importance to the Chinese economy(Figure 2.5).Notably,the public management&social organizations sector experienced an average wage decline,with a-0.3%growth rate(Figure 2.5).The negative growth could be attributed to the Chinese governments fiscal tighteni
82、ng measures to manage debt levels and address economic challenges 5,as the given sector is under greater government control.These measures led to a Note:*Factor represents the ratio of industry-specific average wages to national average wage for 2023.Annual wages based on 12 months.All wages are pre
83、-tax.Source:National Bureau of Statistics.Figure 2.5:Wage Developments by Industry,2023Ranked based on 2023 Annual WagesIndustry20232022GrowthFactor*IT231,810220,418 5.2%1.92Finance Services197,663 174,341 13.4%1.64Technical Services,R&D171,447163,486 4.9%1.42Healthcare143,818135,222 6.4%1.19Utiliti
84、es143,594132,964 8.0%1.19Mining135,025121,522 11.1%1.12Culture127,334121,151 5.1%1.05Wholesale&Retail124,362115,408 7.8%1.03Education124,067120,422 3.0%1.03Transport&Logistics122,705115,345 6.4%1.02CHINA120,698114,029 5.8%1.00Public Management&Social Organizations117,108117,440-0.3%0.97Business Serv
85、ices109,264106,500 2.6%0.91Manufacturing103,93297,528 6.6%0.86Real Estate91,93290,346 1.8%0.76Construction85,80478,295 9.6%0.71Residential Services68,91965,4785.3%0.57Water&Environment68,65668,256 0.6%0.57Agriculture62,95258,976 6.7%0.52Hospitality58,09453,995 7.6%0.48reduced budgetary allocation fo
86、r public sector wages,resulting in stagnant or even declining salaries in this sector.Overall,the labor market and wages in 2023 mirror Chinas broader economic picture:a mix of resilience in high-growth sectors,ongoing challenges in traditional industries,and signs of rebound in sectors struck by th
87、e pandemic.Real Estate13.7%10.8%7.3%7.3%6.0%6.0%5.8%5.2%3.8%3.5%-5.4%劳动力市场和薪资调查报告132024|2025图2.4：2024年第一季度分行业GDP增速GDP增速单位：%随着2023年全国平均工资数据的公布，中国有24个省市也陆续公布了当地的平均工资（人社通，2024a）（图2.3）。天津、浙江、广东、江苏4个省市的平均工资超过全国平均水平，也是所有调查省份中月工资超过一万元的地区。其中，天津以 138007元的年平均工资领先于其他省份，比去年增加了8465元，折合为月平均工资11501元/月。浙江紧随其后，年平均工资
88、为133045元人民币。值得注意的是，海南、甘肃、四川和陕西的平均工资增长率最高，介于8.2%到9.3%之间。2023年各行业的工资发展呈现分化格局（国家统计局，2024g）（图 2.5）。就薪资水平而言，高科技行业继续领先于劳动力市场的其他行业。与2022年相比，信息传输、软件和信息技术服务业以231810元的年薪稳居高薪行业榜首；该行业在2024年第一季度国内生产总值同比增长13.7%，进一步凸显了其发展势头和潜力（国家统计局，2024h）（图2.4）。另一方面，技术服务和科学研究以171447元的年薪保持第三位。与此同时，金融业以13.4%的工资增长成为相对赢家，年工资达到197663元
89、（图 2.5）。相反，房地产业面临持续的不利因素，2023年工资年增长率仅为1.8%，为91932元（图 2.5）。虽然从负增长到正增长的转变释放了一个积极信号（2022年，房地产行业工资发展增长率为-0.9%）4，但该行业是唯一一个2024年第一季度国内生产总值同比负增长的行业，这反映了该行业面临的持续挑战，包括宏观经济不确定性下客户保守的购房意愿，以及开发商面临的利润空间缩小的问题（图 2.4）。2024年第一季度，住宿和餐饮业在之前的抗疫措施后得到显著反弹，实现了7.3%的GDP同比增长（图 2.4），2023年，其平均工资也增长了7.6%，达到58094元。此外，制造业工资同比增长6.
90、6%，显示出其韧性，凸显出其对中国经济的持续重要性（图 2.5）。公共管理、社会保障和社会组织行业的平均工资有所下降，年度增长率为-0.3%（图 2.5）。出现负增长的原因可能是中国政府为管理债务水平和应对经济挑战而采取了财政紧缩措施5，这些措施导致对公共部门工资的预算拨款减少，而该行业受到更多的来自政府的控制，导致其平均工资停滞不前甚至下降。总体而言，2023年的劳动力市场和工资状况反映了中国更广泛的经济形势：在高增长领域保持韧性，在传统行业面临持续挑战，而受到疫情影响的部分行业则出现了有力复苏的迹象。行业20232022增长率（%）系数*信息传输、软件和信息技术服务业23181022041
91、8 5.2%1.92金融业197663 174341 13.4%1.64科学研究和技术服务业171447163486 4.9%1.42卫生和社会工作143818135222 6.4%1.19电力、热力、燃气及水生产和供应业143594132964 8.0%1.19采矿业135025121522 11.1%1.12文化、体育和娱乐业127334121151 5.1%1.05批发和零售业124362115408 7.8%1.03教育124067120422 3.0%1.03交通运输、仓储和邮政业122705115345 6.4%1.02中国120698114029 5.8%1.00公共管理、社会保
92、障和社会组织117108117440-0.3%0.97商业服务109264106500 2.6%0.91制造业10393297528 6.6%0.86房地产业9193290346 1.8%0.76建筑业8580478295 9.6%0.71居民服务、修理和其他服务业68919654785.3%0.57水利、环境和公共设施管理业6865668256 0.6%0.57农林牧渔6295258976 6.7%0.52住宿和餐饮业5809453995 7.6%0.48图2.5：2023年薪资增长状况（按行业细分）按2023年薪资由高到低排序，单位：人民币/年数据来源：中国国家统计局。数据来源：国家统计局
93、。*系数代表2023年该行业平均薪资与国家平均薪资的比率。13.7%10.8%7.3%7.3%6.0%6.0%5.8%5.2%3.8%3.5%-5.4%142024|2025Labor Market&Salary Report2.2 Minimum Wages and Wage GuidelinesChinas minimum wage system,established in 2004,mandates the lowest remuneration employers must provide for work performed during standard hours,exclud
94、ing overtime,allowances,and benefits(MOHRSS,2004).Between April 2023 and April 2024,Chinas minimum wage standard saw adjustments in 15 regions,as reported by Chinas Ministry of Human Resources and Social Security.Shanghai maintained its top position at CNY 2,690 for Class A monthly wages,while Jiang
95、su and Zhejiang surpassed Shenzhen and Beijing to become the highest minimum-wage payers after Shanghai.With increases in Ningxia,Tibet,Gansu,and Hainan,the number of provinces and municipalities with Class A monthly minimum wages exceeding CNY 2,000 increased to 21(Figure 2.6).RegionClassLast Incre
96、ase*Valid sinceABCD(%)Valid sinceShanghai2690-3.9%7/1/2023Jiangsu249022602010-9.2%1/1/2024Zhejiang249022602010-9.2%1/1/2024Beijing2420-4.3%9/1/2023Shenzhen2360-7.3%12/1/2021Tianjin2320-6.4%11/1/2023Guangdong230019001720162011.5%12/1/2021Hubei221019501800-9.1%2/1/2024Hebei220020001800-11.6%1/1/2023Sh
97、andong220020101820-5.9%10/1/2023Shaanxi216020501950-11.0%5/1/2023Henan210020001800-9.5%1/1/2024Chongqing21002000-17.2%4/1/2022Sichuan210019701870-19.3%4/1/2022Tibet2100-13.5%9/1/2023Anhui206019301870178029.3%3/1/2023Ningxia20501900-4.2%3/1/2024Fujian203019601810166014.7%4/1/2022Gansu2020196019101850
98、10.9%11/1/2023Hainan20101850-8.4%12/1/2023Jiangxi200018701740-8.1%4/1/2024Guangxi199018401690-14.9%11/1/2023Yunnan199018401690-5.2%10/1/2023Shanxi198018801780-7.1%1/1/2023Inner Mongolia198019101850-15.4%12/1/2021Hunan193017401550-12.9%4/1/2022Liaoning19101710158014206.9%11/1/2021Xinjiang190017001620
99、15405.0%4/1/2021Guizhou189017601660-5.6%1/1/2022Jilin18801760164015404.6%12/1/2021Qinghai1880-10.6%1/1/2022Heilongjiang186016101450-12.0%4/1/2021Figure 2.6:Minimum Wage Rates in China,2024Monthly Wages in CNYNote:Class refers to different wage districts or jurisdictions within a province.Local gover
100、nments are responsible for setting minimum wages.Except for Shenzhen,only provinces and province-level municipalities set minimum wage levels.*Increases are calculated as the average increases of adjustments for all categories in the region.Source:Ministry of Human Resources and Social Security(MOHR
101、SS)6.劳动力市场和薪资调查报告152024|20252.2 最低工资及工资指导线中国的最低工资制度于2004年建立，规定了雇主除加班费、津贴和福利之外，必须为标准工作时间内的工作提供的最低报酬（人力资源和社会保障部，2004年）。据中国人力资源和社会保障部报告，2023年4月至2024年4月期间，中国有15个地区调整了最低工资标准。其中，上海以2690元/月的第一档月最低工资继续保持第一，而江苏和浙江则超过了深圳和北京，成为继上海之后最低工资标准最高的地区。随着宁夏、西藏、甘肃和海南的加入，月最低工资第一档超过2000元的省市增至21个（图 2.6）。省份类别*最近一次涨幅*生效日期ABC
102、D上海2690-3.9%7/1/2023江苏249022602010-9.2%1/1/2024浙江249022602010-9.2%1/1/2024北京2420-4.3%9/1/2023深圳2360-7.3%12/1/2021天津2320-6.4%11/1/2023广东230019001720162011.5%12/1/2021湖北221019501800-9.1%2/1/2024河北220020001800-11.6%1/1/2023山东220020101820-5.9%10/1/2023陕西216020501950-11.0%5/1/2023河南210020001800-9.5%1/1/2
103、024重庆21002000-17.2%4/1/2022四川210019701870-19.3%4/1/2022西藏2100-13.5%9/1/2023安徽206019301870178029.3%3/1/2023宁夏20501900-4.2%3/1/2024福建203019601810166014.7%4/1/2022甘肃202019601910185010.9%11/1/2023海南20101850-8.4%12/1/2023江西200018701740-8.1%4/1/2024广西199018401690-14.9%11/1/2023云南199018401690-5.2%10/1/2023
104、山西198018801780-7.1%1/1/2023内蒙古198019101850-15.4%12/1/2021湖南193017401550-12.9%4/1/2022辽宁19101710158014206.9%11/1/2021新疆19001700162015405.0%4/1/2021贵州189017601660-5.6%1/1/2022吉林18801760164015404.6%12/1/2021青海1880-10.6%1/1/2022黑龙江186016101450-12.0%4/1/2021图2.6 2023年中国最低工资标准单位：人民币/月资料来源：人社部6。*“类别”指省级行政区
105、内不同工资地区或管辖范围。最低工资标准由地方政府负责制定。除深圳外，最低工资标准均由省级行政区制定。*涨幅按该地区所有档次调整数额的平均值计算。162024|2025Labor Market&Salary ReportWhile the minimum wage is mandated,the regional wage increase is not binding:it is often suggested by provincial governments as an enterprise salary guideline,forecasting average wage increas
106、es based on local socio-economic conditions.These guidelines with a suggested baseline,top line,and bottom lineact as a reference for businesses.In 2023,19 provinces and cities updated their guidelines,with Anhui,Henan,and Hainan setting the highest wage growth baseline at 7.5%(Figure 2.7).The natio
107、nal average baseline for wage growth in 2023(6.3%)is an all-time low,continuing the trend from the last three years(6.6%in 2022,6.9%in 2021 and 7.5%in 2020)(Figure 2.7).This indicates a continued moderation in wage growth compared to previous years.Figure 2.7:Regional Wage Increase Guidelines,2023Re
108、gionBottom lineBaselineTop lineBeijing2.8%5.1%-Shanghai2.0%5.0%-Tianjin3.0%6.5%-Shanxi4.0%7.0%12.0%Inner Mongolia-7.0%10.0%Liaoning4.0%6.0%8.0%Jilin3.0%5.0%7.0%Anhui3.0%7.5%12.0%Fujian3.0%7.0%-Jiangxi3.0%7.0%-Shandong-7.0%-Henan-7.5%-Hubei3.5%5.0%-Hunan3.0%6.0%10.0%Guangxi 1.0%5.0%11.0%Hainan3.5%7.5
109、%-Sichuan3.0%6.0%9.0%Guizhou3.5%6.0%-Tibet2.0%5.0%-Shaanxi 2.0%6.5%-Gansu2.5%6.5%-Ningxia2.5%6.5%-Xinjiang2.0%6.0%8.0%Source:Ministry of Human Resources and Social Security(MOHRSS).Note:Data for Guangzhou is unavailable from the official websitesAverage 20232.9%6.3%9.7%Average 20222.9%6.6%10.0%Avera
110、ge 20213.2%6.9%9.7%Average 20203.4%7.5%12.0%劳动力市场和薪资调查报告172024|2025虽然最低工资是具有强制性的，但是企业工资指导线对企业仅具备指导作用，通常由省级政府基于当地社会经济情况，做出的企业职工工资平均增长幅度的预测。工资指导线包括建议的基准线、上线和下线，作为企业参考的依据。在2023年，有19个省市更新了指导线，其中安徽、河南和海南的工资增长基准线最高，为 7.5%（图 2.7）。2023年全国平均工资增长基准线（6.3%）延续了过去三年的下降趋势（2022年为6.6%，2021年为6.9%，2020年为7.5%）成为历史最低水平（
111、图 2.7）。这表明与以前相比，工资增长仍在持续放缓。图2.7：2023年地区工资增长指导线地区下线基准线上线北京2.8%5.1%-天津3.0%6.5%-山西4.0%7.0%12.0%内蒙古-7.0%10.0%辽宁4.0%6.0%8.0%吉林3.0%5.0%7.0%安徽3.0%7.5%12.0%福建3.0%7.0%-江西3.0%7.0%-山东-7.0%-河南-7.5%-湖北3.5%5.0%-湖南3.0%6.0%10.0%广西 1.0%5.0%11.0%海南3.5%7.5%-四川3.0%6.0%9.0%贵州3.5%6.0%-西藏2.0%5.0%-陕西 2.0%6.5%-甘肃2.5%6.5%-宁夏
112、2.5%6.5%-新疆2.0%6.0%8.0%2023年平均2.9%6.3%9.7%2022年平均2.9%6.6%10.0%2021年平均3.2%6.9%9.7%2020年平均3.4%7.5%12.0%数据来源：人力资源和社会保障部（MOHRSS）。182024|2025Labor Market&Salary ReportIII.SURVEY RESULTS1.Effective and Expected Wage Developments at German CompaniesIn 2024,Chinas wage development has remained conservative,
113、with the expected growth falling below 5%for the fifth consecutive year.This years decline,however,marked a more pronounced decline as compared to previous years.Based on our survey results,the average expected salary growth for 2025 among German companies in China is 3.81%,0.68 p.p.below the 2024 e
114、xpectation(4.49%)(Figure 3.1).From 2022 to 2025,expected wage growth continued its historical downward trend,with the expected increase for 2025 marking the first observation below 4%(the comparison excluded the 2021 expected data due to pandemic-related market uncertainties).This trend suggests a c
115、ontinuation of structural deceleration in wage growth.(Figure 3.1).Salaries increased 3.9%on average in 2024,falling significantly short of the initial 4.49%expectation(Figure 3.2).2.Detailed Wage DevelopmentsComparison by RegionIn 2024,respondents in Shenyang(4.42%),Taicang&Kunshan(4.31%),and Beiji
116、ng(4.13%)expect the highest salary increases.Conversely,respondents in Shenzhen(2.72%),Tianjin(3.34%),and Guangzhou(3.35%)are expecting to see the most conservative expectations for wage growth in 2025(Figure 3.3).ExpectedExpected 20242024 andand EffectiveEffective 20242024Consistent with the trend
117、observed last year,effective salary increases in 2024 fell below the initial expectations for most regions(Figure 3.3).This trend,however,has intensified in degree.4.493.903.81Expected 2024Effective 2024Expected 2025Figure 3.2:Expected and Effective Wage Increases in China 2023-2024,in%8.107.106.235
118、.905.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025Figure 3.1:Expected Wage Growth Development at German Companies in China 2015-2025,Nominal Growth,in%The expected wage growth is the average of all the individual positions expected wage growth collected in the surv
119、ey.In 2024,with a total of 446 companies and 46 different roles,the number of observations collected totaled 5,935.4.494.524.824.564.464.474.864.543.904.673.953.734.113.903.753.934.394.294.042.875.464.134.132.852.893.773.813.593.724.314.084.133.344.423.904.103.352.724.01CHINAShanghaiSuzhouTaicang&Ku
120、nshanOther YRDBeijingTianjinShenyangDalianOther NorthGuangzhouShenzhenOther South&SouthwestExpected 2024Effective 2024Expected 2025Other YRD:Other Yangtze River Delta areas.3.3:Wage Developments by Region2024 2025,in%劳动力市场和薪资调查报告192024|2025III.调查结果1.在华德企实际薪资及预期薪资变化2024年，中国薪资涨幅趋于保守，预期涨幅连续第五年低于5%。不过，今
121、年薪资涨幅的下滑相比往年相对明显。根据我们对的调查结果，2025年在华德企的平均预期薪资涨幅为3.81%，比2024年的预期值(4.49%)低0.68个百分点（图3.1）。从2022年到2025年，预期薪资涨幅持续历史性下降趋势，2025年的预期涨幅首次低于4%（由于疫情引起的市场不确定性，比较中排除了2021年预期薪资涨幅这一特例）。这一趋势表明薪资涨幅的结构性减速仍在持续（图3.1）。2024年，实际薪资涨幅平均为3.9%，远低于最初4.49%的预测值（图 3.2）。2.详细薪资变化按地区进行比较2024年，沈阳（4.42%）、太仓和昆山（4.31%）以及北京（4.13%）的受访企业对20
122、25年的预期薪资涨幅在全国各地区内涨幅最高。相反，深圳（2.72%）、天津（3.34%）和广州（3.35%）对2025年的预期薪资涨幅最为保守（图3.3）。2024年预期薪资涨幅及实际薪资涨幅与去年观察到的趋势大致相同，2024年中国大多数地区的实际薪资涨幅低于最初的预期涨幅（图3.3）。然而，与去年不同的是，今年这一趋势的程度有所加剧。8.17.16.235.95.995.533.794.914.884.493.812015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025图3.1：在华德企预期薪资涨幅变化2015-2025年，名义涨幅（%）
123、图3.3：薪资增长情况（按地区细分）2024 2025年，单位：%预期薪资涨幅是调查中测得的所有单个职位的预期薪资涨幅的平均值。2024年，共有46个不同的特定职位，收集到的观察数据共计7,675个。4.493.903.812024年预期2024年实际2025年预期图3.2:中国预期薪资与实际薪资涨幅2023-2024年，单位：%2024年预期2024年实际2025年预期4.494.524.824.564.464.474.864.543.904.673.953.734.113.903.753.934.394.294.042.875.464.134.132.852.893.773.813.593
124、.724.314.084.133.344.423.904.103.352.724.01中国上海苏州太仓和昆山长三角其他地区北京天津沈阳大连华北及东北其他地区广州深圳华南及西南其他地区202024|2025Labor Market&Salary ReportWhile eight out of twelve regions experienced declines last year,this figure has climbed to ten out of twelve in 2024 Shenyang and Dalian were the only two regions that sur
125、passed their expected salary increases for the year.ExpectedExpected 20242024 andand ExpectedExpected 20252025In line with Chinas nationwide results,respondents from all regions anticipate a moderation in their expected salary growth for 2025 compared to their 2024 expectations.In comparison to the
126、rest,Tianjin,Shenzhen,and Suzhou are expected to experience the most pronounced deceleration in wage growth for 2025(Figure 3.3).EffectiveEffective 20242024 andand ExpectedExpected 20252025While regional expectations for 2025 generally fall below the 2024 effective growth rates,a few positive signal
127、s emerged.Based on the data,about one-third of the regions are expected to see a higher salary growth for 2025,as compared to their effective salary increase in 2024.Guangzhou,Tianjin,and Other South&Southwest regions,among all others,are expected to see the most significant wage increases:these reg
128、ions are anticipated to see salary growth rates of 3.35%,3.34%,and 4.01%respectively,surpassing their 2024 effective rates by 0.5p.p.,0.47 p.p.,and 0.24 p.p.,respectively.In addition,Beijings 4.13%expected wage growth for 2025 slightly exceeds its 4.04%effective increase produced in 2024(Figure 3.3)
129、.Comparison by City TierFollowing the trend observed in previous reports,Tier-2 Cities are expected to lead the wage market expectation with the highest salary increase in 2025,with an anticipated increase of 4%.Tier-1 and Tier-3 Cities follow with 3.6%and 3.95%growth rates,respectively(Figure 3.4).
130、ExpectedExpected 20242024 andand EffectiveEffective 20242024In 2024,only Tier-3 Cities realized,on average,an effective salary increase that slightly surpassed their initial expectations,achieving a 4.08%effective wage increase compared to the expected 4.05%(Figure 3.4).4.494.424.704.053.903.664.114
131、.083.813.604.003.95CHINA1st Tier City2nd Tier City3rd Tier CityFigure 3.4:Wage Developments by City TierIn%Expected 2024Effective 2024Expected 2025ExpectedExpected 20242024 andand ExpectedExpected 20252025Respondents from all tiers expect a lower salary increase for 2025,as compared to their 2024 fo
132、recasts.Tier-1 Cities present the largest deviation between the two expectations,with its 3.6%projection for 2025 falling 0.82 p.p.below the 2024 forecasts(Figure 3.4).EffectiveEffective 20242024 andand ExpectedExpected 20252025Expectations for 2025 salary increases are lower than their 2024 effecti
133、ve salary increase across all city tiers.While Tier-1 Cities are expected to see a 0.06 p.p.decrease in salary growth,Tier-2 Cities are expected to witness a 0.11 p.p.decrease in salary growth;Tier-3 Cities,alternatively,may see a slightly larger decrease of 0.13 p.p.(Figure 3.4).劳动力市场和薪资调查报告212024|
134、20252024年预期薪资涨幅和2025年预期薪资涨幅所有层级的城市对2025年的预期涨幅均低于其2024年的预期薪资涨幅。对比2024年预期值与2025年预期值，一线城市的偏差最大：其2025年的预期薪资涨幅为3.6%，比2024年的预期低了0.82个百分点（图3.4）。2024年实际薪资涨幅及2025年预期薪资涨幅三类城市对2025年的预期涨幅均低于其2024年的实际薪资涨幅。问卷调查数据表明，相较于2024年的实际薪资涨幅，一线城市对2025年的预期薪资涨幅下降0.06个百分点，二线城市的预期薪资涨幅小幅下降0.11个百分点；而三线城市的预期薪资涨幅下降0.13个百分点（图3.4）。在去
135、年，12个地区中有8个地区的实际薪资涨幅低于之前的预测；而在今年，12个地区中有10个未能达到其预期薪资涨幅沈阳和大连是今年仅有的两个实际薪资涨幅超过预期的地区。2024年预期薪资涨幅及2025年预期薪资涨幅与全国总体状况一致，调查中所有受访地区均预测2025年的薪资涨幅将较2024年的预期薪资涨幅有所下降。与其他地区相比，天津、深圳和苏州对2025年薪资涨幅预测出现了最为显著的下降（图3.3）。2024年实际薪资涨幅及2025年预期薪资涨幅虽然各地区对2025年的预期涨幅普遍低于2024年的实际涨幅，但在部分地区中也出现了一些积极信号。调查数据表明，约有三分之一的地区预测其2025年薪资涨幅
136、将超过2024年实际涨幅。其中，广州、天津和其他华南及西南地区的预期薪资涨幅上升最为显著：这些地区的预期薪资涨幅分别为3.35%、3.34%和4.01%，分别比其2024年实际涨幅高出0.5、0.47和0.24个百分点。此外，北京在2025年的预期薪资涨幅为4.13%，略高于其2024年4.04%的实际涨幅（图3.3）。按城市分级进行比较与去年的报告中的趋势相同，预计2025年二线城市将以最高的薪资增幅引领薪资市场预期，预计增幅为4%，一线和三线城市的预期涨幅分别为3.6%和3.95%（图3.4）。2024年预期薪资涨幅和实际薪资涨幅在2024年，只有三线城市的平均实际薪资涨幅小幅超越其最初预
137、期：2024年三线城市预期涨幅为4.05%，而2024年的实际涨幅为4.08%（图3.4）。2024年预期2024年实际2025年预期图3.4：薪资增长状况（按城市分级细分）单位：%4.494.424.704.053.903.664.114.083.813.604.003.95中国一线城市二线城市三线城市222024|2025Labor Market&Salary ReportOnly industries with at least 80 data points collected in this edition from the variable“Expected Wage Increas
138、e”are displayed;(*)Only in the 2024 edition.CHINALess than 5050-250More than 250Figure 3.6:Wage Developments by Company SizeComparison by IndustryThe highest expected increases for 2025 are for Chemicals(4.53%),Consulting/Legal Services(4.14%),and Machinery&Industrial Equipment(4.07%).On the conserv
139、ative side,Consumer Goods(2.13%),Logistics(2.32%)and Environmental Products&Services(2.46%)are expected to see the lowest salary growth in 2025(Figure 3.5).Expected 2024 and Effective 2024In 2024,all surveyed industries didnt realize their expected salary increase made last year.The IT industry show
140、s the most pronounced discrepancy,with an effective increase of 2.87%against its 5.26%expected salary increase projected last year.(Figure 3.5).Expected 2024 and Expected 2025Across all industries,the expected salary increases for 2025 fall short of their 2024 expectations.The most substantial decli
141、nes are observed in the IT industry(3.87%expected growth in 2025 versus 5.26%in 2024)and Plastic&Metal Products(3.17%expected growth in 2025 versus 4.29%in 2024).Consulting/Legal Services also witnessed a notable decline above 1 p.p.,with a 4.14%expected growth in 2025 compared to 5.19%in 2024(Figur
142、e 3.5).Effective 2024 and Expected 2025Respondents in Logistics,IT,Electronics,and Automotive are expecting salary increases for 2025 that exceed their 2024 effective salary growth.In contrast,the remaining industries align closely with Chinas overall trend,with respondents expecting salary increase
143、s for 2025 that are below the effective salary increases in 2024(Figure 3.5).Comparison by Company SizeRespondents working in mid-size companies are expecting the highest salary increase for 2025 at 3.93%(0.2 p.p.below the effective increase recorded in 2024).Employees in small-sized companies follo
144、wed closely,with a 3.9%expected increase for 2025(0.03 p.p.below the effective salary increase in 2024).Respondents working for large companies put forward the most conservative expected increase for 2025 with 3.62%.(Figure 3.6).Despite initial optimism,all companiessmall,mid-size,and largeshowed an
145、 effective salary increase in 2024 that fell below their initial expectations.Small companies,while anticipated with the highest hope last year,did not meet expectations and experienced the most significant disparity,with an expected 4.77%salary increase contrasting with its 3.93%effective salary in
146、crease(Figure 3.6).CHINAMachinery&Industrial EquipmentAutomotiveElectronicsPlastic&Metal ProductsChemicalsConsumer GoodsConsulting/Legal ServicesITEnvironmental Products&Services*Logistics*Figure 3.5:Wage Developments by IndustryN.A.N.A.Expected 2024Effective 2024Expected 2025This is for reference o
147、nly.The full version is member-exclusive仅供参考，成为会员可获取完整版本Expected 2024Effective 2024Expected 2025232024|2025Labor Market&Salary Report3.Wage LevelsThe median Total Cost per Employee(TCE)continues to rise,reaching CNY 19,100/month in 2024,compared with CNY 18,878/month in 2023(Figure 3.8).ByBy regionr
148、egion,Shanghai and Beijing represent the only locations where the median TCE is above that of Chinas in 2024.Beijing and Shanghais median compensation values CNY 26,105/month and CNY 24,700/month,respectively are notably higher than Chinas median TCE of CNY 19,100/month(Figure 3.9).Conversely,Shenya
149、ng and Other North present the lowest median TCE values in 2024(Figure 3.9).AcrossAcross citycity tierstiers,Tier-1 Cities present,once more,the highest median compensation,substantially exceeding the measured level for Tier-2 and Tier-3 Cities:Survey data shows that Tier-1 Cities exhibit a median T
150、CE of CNY 22,500/month,showing a CNY 2,200 increase from 2023.Tier-2 and Tier-3 Cities median TCE is CNY 17,000/month and CNY 15,000/month,respectively-relatively lower than Chinas nationwide median in comparison(Figure 3.10).ByBy industryindustry,IT,Consulting/Legal Services,Chemicals,Pharmaceutica
151、ls,Logistics,and Machinery&Industrial Equipment present median compensation values that exceed Chinas median TCE.IT and Consulting/Legal Services are the highest-paying industries,with CNY 30,000/month and CNY 25,000/month,respectively.Conversely,Plastic&Metal Products(CNY 16,355/month)and Electroni
152、cs(CNY 17,625/month)represent the industries that share the lowest compensation levels(Figure 3.11).Figure 3.9:Wages at the Regional Level2024 Total Cost per Employee(TCE)/Month,in CNYMedianMean19,10024,70017,90017,67518,40026,10518,00013,70016,41913,73314,50015,75015,00028,34934,86526,14126,01125,7
153、4436,63125,91120,68623,62219,78520,78523,08524,157CHINAShanghaiSuzhouKunshan&TaicangOther YRDBeijingTianjinShenyangDalianOther NorthGuangzhouShenzhenOther South&SouthwestNote:Other YRD:Other Yangtze River Delta areas.Figure 3.10:Comparison of Wages by City Tier2024 Total Cost per Employee/Month,in C
154、NY19,10022,50017,00015,00028,34932,98324,60724,197CHINATier 1Tier 2Tier 3MedianMean15,31716,44317,72118,87819,10023,50925,83326,88127,90928,34920202021202220232024Note:Total Cost per Employee:Including the gross base salary,the mandatory social security and housing fund contributions by the employer
155、,and any other extra benefits the employer is providing.The median and average total cost per employee considering all roles measured in the survey.MedianMeanFigure 3.8:Wages at German Companies in China 2024 Total Cost per Employee CNY/Month劳动力市场和薪资调查报告242024|20253.薪资水平根据2024年的问卷调查，在华德企的每位员工总成本（TCE
156、）中位数继续上升：2023年为18878元/月，2024年升至19100元/月（图3.8）。从地区来看，上海和北京是唯二在2024年员工TCE中位数高于全国中位数水平的地区。北京和上海的TCE中位数分别为26105元/月和24700元/月，显著高于19100元/月的全国平均水平（图3.9）。相反，沈阳和其他北方地区是2024年TCE中位数最低的两个地区（图3.9）。在城市分级方面，一线城市再次成为TCE中位数最高的分类，大幅超过二线和三线城市的TCE水平：调查数据显示，一线城市的TCE中位数为22500元/月，相比2023年增加了2200元，高于全国中位数水平。二线和三线城市的TCE中位数分别
157、为17000元/月和15000元/月，相对低于全国中位数水平（图3.10）。按行业划分，IT、咨询/法律服务、化工、制药、物流和机械/工业装备行业的TCE中位数高于全国平均水平。其中，IT和咨询/法律服务被列为是员工TCE最高的行业，分别为30000元/月和25000元/月。另一方面，塑料和金属制品（16355元/月）和电子产品（17625元/月）被列为是2024年员工TCE中位数最低的行业（图3.11）。19100247001790017675184002610518000137001641913733145001575015000283493486526141260112574436631
158、25911206862362219785207852308524157中国上海苏州太仓和昆山长三角其他地区北京天津沈阳大连华北及东北其他地区广州深圳华南及西南其他地区1910022500170001500028349329832460724197中国一线城市二线城市三线城市1531716443177211887819100235092583326881279092834920202021202220232024注：每位员工总成本：包含总基本薪资，雇主必须缴纳的社保和住房公积金，以及雇主提供的任何其他额外福利。每位员工总成本的中位数和平均数的计算，包含了调查中衡量的所有职位。中位数平均数图3.8
159、 在华德企的薪资水平 2024年每位员工总成本 单位：元/月中位数平均数图3.9 在华德企的薪资水平（按地区细分）2024年每位员工总成本 单位：元/月注：每个地区（华东及华中、华北及东北、华南）内的区域按字母顺序显示。中位数平均数图3.10 在华德企的薪资水平（按城市分级细分）2024年每位员工总成本 单位：元/月252024|2025Labor Market&Salary ReportMedianMeanCHINAYesNoFigure 3.13:Comparison of Wage Level by Whether Companies Employ Foreign Employees20
160、24 Total Cost per Employee/Month,in CNYOut of the 446 organizations contributing to this edition,290 companies employ foreign nationals.Figure 3.11:Comparison of Wages by Industry2024 Total Cost per Employee(TCE)/Month,in CNYCHINAPlastic&Metal ProductsElectronicsEnvironmental Products&ServicesAutomo
161、tiveMachinery&Industrial EquipmentLogisticsPharmaceuticalsChemicalsConsulting/Legal ServicesITOnly industries where at least 80 observations in all 46 positions were provided.CHINALess than 5050-250More than 250Figure 3.12 Comparison of Wages by Company Size2024 Total Cost per Employee/Month,in CNY.
162、Company Size by Number of Employees.65.035.0YesNoCompany Employs Foreign Nationals,in%.ByBy companycompany sizesize,median TCE levels remain consistent across segments.Small-Sized Companies are compensated with the highest median TCE (CNY 22,000/month),and Large-Sized Companies rank second,at CNY 19
163、,500/month.The compensation for Mid-Sized Companies remained consistent with the 2023 value at CNY 18,000/month(Figure 3.12).CompaniesCompanies employingemploying foreignforeign nationals,nationals,accounting for 65%of the overall sample,presented a median TCE of CNY 19,707/month.This compensation i
164、s higher than companies that do not employ foreigners;in the latter companies,the median compensation is reported at CNY 18,000/month(Figure 3.13).In In termsterms of of seniorityseniority levelslevels,TCEs have increased across Junior and Mid-Level Professionals.The median TCE for senior profession
165、als in 2024 is CNY 35,000 a month,parallel to its 2023 value.CEOs/GMs,on the other hand,experienced a minor decrease in their TCE compensation by CNY 6,574,translating into a 5.55%decrease(Figure 3.14).The most profound deviation was observed among Deputy GMs/BMs.In 2024,the TCE for Deputy GMs/BMs d
166、ecreased by CNY 19,500-a significant 23%TCE reduction(Figure 3.14).MedianMeanMedianMeanFigure 3.14:Comparison of Wage Level by Production Workers,Level of Seniority&Senior Management2023 vs 2024,Total Cost per Employee/Month,in CNYDeputy GM/BM:Deputy General Manager/Branch Manager.CEO/GM:Chief Execu
167、tive Officer/General Manager/Managing Director.2023 Median2024 MedianThis is for reference only.The full version is member-exclusive仅供参考，成为会员可获取完整版本262024|2025Labor Market&Salary ReportFigure 3.15:Importance of Wage Adjustment Factors2024.Ranked by Very Important+Important,in%Company and individual
168、performance continue to be the most heavily weighted factor when considering adjusting salaries.67.8%of all survey contributors rate company performance as“Very Important”(10.5 p.p.above the 2023 data);and 51%see Individual Performance as“Very Important”(9 p.p.below the 2023 data).Inflation Adjustme
169、nts are considered“Very Important”by 18.6%of the survey participants and“Important”by 49.3%:3.7 p.p.and 0.8 p.p.above last years results,respectively(Figure 3.15).The German Chambers Labor Market and Salary Report maintained its role as the fifth most important factor when adjusting wages,with 10.6%
170、perceiving it as“Very Important”and 44.8%as“Important”(Figure 3.15).Very ImportantImportantNeutralNot Importantn/a4.0%10.9%7.7%3.7%5.7%5.2%7.4%10.6%8.7%18.6%51.0%67.8%14.4%24.0%28.0%36.6%34.9%40.6%43.3%44.8%48.0%49.3%44.8%28.7%38.4%28.0%36.6%52.5%48.5%45.8%40.3%36.1%36.4%26.2%3.2%27%23%19%6%7%7%8%5%
171、5%4%0%16%14%9%4%2%Company PerformanceIndividual PerformanceInflation AdjustmentsCompetition with Other CompaniesSeniority of StaffRetention of staffOther Wage ReportsMeeting expectations of staffGovernment Wage GuidelinesMinimum Wage AdjustmentsOther Government PoliciesGerman Chamber Labor Market&Sa
172、lary Report劳动力市场和薪资调查报告272024|2025图3.15：薪资调整因素2024年，按非常重要+重要排序，单位：%根据在华德企的问卷调查，公司和个人绩效仍然是薪资调整时权重最大的因素。67.8%的受访企业认为公司绩效“非常重要”，比2023年的数据高10.5个百分点；51%的受访企业认为个人业绩“非常重要”，比2023年的数据低9个百分点。18.6%的受访企业认为通货膨胀调整“非常重要”，49.3%的受访企业认为“重要”，后两项分别比去年的结果高3.7个百分点和0.8个百分点（图3.15）。此外，中国德国商会每年发布的劳动力市场和薪资调查报告仍然被认为是确定薪资调整时的第五
173、重要因素，10.6%的受访企业认为它“非常重要”，44.8%的受访企业认为它“重要”（图3.15）。非常重要重要一般不重要不适用公司业绩个人业绩通货膨胀调整与其他企业的竞争员工资历政府工资指导线达到员工预期其他薪资报告员工留用最低工资调整其他政府政策德国商会劳动力市场和薪资调查报告4.0%10.9%7.7%3.7%5.7%5.2%7.4%10.6%8.7%18.6%51.0%67.8%14.4%24.0%28.0%36.6%34.9%40.6%43.3%44.8%48.0%49.3%44.8%28.7%38.4%28.0%36.6%52.5%48.5%45.8%40.3%36.1%36.4%2
174、6.2%3.2%27%23%19%6%7%7%8%5%5%4%0%16%14%9%4%2%282024|2025Labor Market&Salary Report4.Labor CostsGerman companies had an average labor cost proportion of 30.5%over total costs in 2024,which remained consistent with the value from the previous year(Figure 3.16).Based on the survey result,the weight of
175、labor costs over total costs is higher for Small-Sized Companies,representing 38.5%of the total costs in 2024,whereas such proportion is substantially lower for Mid-Sized(27.6%)and Large-Sized Companies(26.4%)(Figure 3.17).30.239.727.521.830.539.426.422.530.538.527.626.4CHINALess than 5050-250More t
176、han 250202320242022Figure 3.17:Share of Labor Costs Compared to Total CostsCompany Size by Number of Employees,in%29.931.729.230.230.530.525.027.029.031.033.035.0201920202021202220232024Figure 3.16:Share of Labor Costs Compared to Total Costs Over the past 6 years,in%Figure 3.18:Share of Labor Costs
177、 Compared to Total CostsBy industry,in%Only industries providing at least 10 observations.An in-depth look at labor costs across industries reveals distinct patterns based on their reliance on human expertise versus technological automation.Sectors such as Financial Services and Education which heav
178、ily leverage skilled professionals and knowledge-based work dedicate 60.5%of their total costs to labor,highlighting the importance human capital plays in these industries.Conversely,technology-driven sectors such as Chemicals and Automotive characterized by automation and advanced machinery allocat
179、e a considerably smaller share to labor,averaging around 21.9%(Figure 3.18).21.4 22.4 25.2 25.4 26.4 27.7 29.3 30.5 35.0 37.4 38.6 45.0 49.1 54.4 55.5 57.8 60.5 60.5 ChemicalsAutomotiveMachinery&Industrial EquipmentAerospaceConstructionPlastic&Metal ProductsElectronicsAll IndustriesMedical SuppliesP
180、harmaceuticalsConsumer Goods/Tourism&HospitalityEnvironmental Products&ServicesLogisticsITConsulting/Legal ServicesConsumer GoodsEducationFinancial Services劳动力市场和薪资调查报告292024|20254.劳动力成本2024年，在华德企的平均劳动力成本占其企业总成本的30.5%，与上年持平（图3.16）。调查结果显示，小型企业的劳动力成本占总成本的比重较高，为38.5%，而中型企业（27.6%）和大型企业（26.4%）的比例则明显较低（图3
181、.17）。通过深入研究各行业的劳动力成本，我们可以发现不同行业对专业人才和自动化技术的依赖程度不同。金融服务和教育等行业高度依赖专业技能人才和知识型工作，其劳动力成本占总成本的 60.5%，凸显了人力资本在这些行业中的重要性。相反，在以自动化和先进机械为特征的技术驱动型行业（如化工和汽车行业），其劳动力成本占比相当小，在调查中的平均占比值约为21.9%（图3.18）。30.239.727.521.830.539.426.422.530.538.527.626.4中国50人以下50-250人超过250人202320242022图3.17 劳动力成本占总成本比重企业规模（按员工人数划分），单位：%
182、图3.18 劳动力成本占总成本比重企业规模（按行业划分），单位：%21.4 22.4 25.2 25.4 26.4 27.7 29.3 30.5 35.0 37.4 38.6 45.0 49.1 54.4 55.5 57.8 60.5 60.5 化工汽车机械及工业装备航天建筑塑料及金属产品电子产品所有行业医疗物资制药旅游业环境产品及服务物流IT咨询/法律服务消费品教育金融服务仅提供保有至少10个观察结果的行业图3.16 劳动力成本占总成本比重过去六年，单位：%29.931.729.230.230.530.525.027.029.031.033.035.020192020202120222023
183、2024302024|2025Labor Market&Salary ReportFigure 3.19:Labor Cost Componentsin%When reviewing labor costs,“Gross Base Salary”is,unsurprisingly,the most important component,accounting for 78.3%of the total cost.“Variable Compensation,”on the other hand,takes up 9.7%,followed by“Guaranteed Cash Allowanc
184、es”(6.8%),“Non-Cash Allowances”(2.7%),“Employee Development”(2.3%),and“Long-Term Incentives”(1.1%)(Figure 3.19).By company size,Gross Base Salary and Variable Compensation account for a greater share in Small-Sized Companies,which implies that small companies in practice place a heavier focus on emp
185、loyee performance when determining wages.Mid-Sized and Large-Sized Companies,on the other hand,often implement more diversified measures,such as Guaranteed Cash Allowances,Guaranteed Non-Cash Allowances,Employee Development,and Long-Term Incentives(Figure 3.20).Figure 3.20 Labor Cost ComponentsCompa
186、ny Size by Number of Employees,in%Less than 5050-250Greater than 250ChinaThe percentage for each component is the mean of all the individual percentages provided by the contributors.Gross base salaryVariable compensationGuaranteed cash allowancesGuaranteed non-cash allowancesEmployee developmentLong
187、 term incentivesDefinitionDefinition GlossaryGlossary:GrossGross BaseBase SalarySalary:the minimum wage that an employee can earn without any allowances.It is oftentimes used as the basis for calculating overtime pay,performance bonuses,and other employee benefits.Gross base salary is,by nature,expl
188、icitly stated in labor contracts.If yearly one-off payments(i.e.,a 13-month or a 14-month pay)are included in the contract,they are also part of the base salary.Government-required social insurances are also included as part of the gross base salary.These benefits include unemployment insurance,pens
189、ion insurance,maternity insurance,work injury insurance,etc.VariableVariable CompensationCompensation:variable bonuses,sales incentives,and other bonuses.GuaranteedGuaranteed CashCash AllowancesAllowances:guaranteed bonus,housing allowance,meals,transportation,professional development allowance,phon
190、e allowance,site allowance,and shift allowance.GuaranteedGuaranteed NonNon-CashCash AllowancesAllowances:supplementary pension fund,supplementary medical insurance or medical plan,annual medical check,schooling welfare for children,life and accident insurances,company car/motor vehicle and/or critic
191、al illness allowances.EmployeeEmployee DevelopmentDevelopment:Training,vocational training.LongLong-TermTerm IncentivesIncentives:Share appreciation rights,stock/share options.Variable Compensation,9.8%Guaranteed Cash Allowances,6.9%Guaranteed Non-cash Allowances,2.7%Employee Development,2.3%Long-te
192、rm Incentives,1.1%Gross Base Salary,78.3%This is for reference only.The full version is member-exclusive仅供参考，成为会员可获取完整版本312024|2025Labor Market&Salary Report5.HR and Recruitment ChallengesEngineering/R&D and technical roles(Technical Sales and Technical Service)remain the most difficult positions to
193、 find qualified staff for in China.Conversely,roles in Administration,Finance,and Human Resources are considered less difficult to find qualified applicants,according to employers(Figure 3.21).In sectors such as Machinery&Industrial Equipment and Plastic&Metal Products,Technical Sales roles are part
194、icularly difficult to staff,while Automotive and Electronics companies face the most significant hurdles in filling Engineering/R&D positions.For the Chemicals industry,companies experience the greatest challenge in recruiting Technical Service roles.Engineering/R&D roles consistently rank among the
195、 top three most difficult positions to fill across all sectors,which emphasizes the persistent demand for highly skilled technical talents in the Chinese market(Figure 3.22).25%22%17%13%11%2%4%2%31%34%34%31%30%19%15%12%6%5%3%Figure 3.21:Most Difficult Positions to Recruit 2024.Ranked by Very Difficu
196、lt&Difficult,in%Technical SalesSalesEngineering/R&DManagementMarketingITHRFinanceProcurementAdministrationTechnical ServiceVery DifficultDifficultFigure 3.22:Most Difficult Positions to Recruit (Top 3)2024.By Industry.Measured by sum of Very Difficult&DifficultIndustry/Hiring DifficultyTop 1Top 2Top
197、 3Machinery&Industrial EquipmentTechnical sales Technical service Engineering/R&D AutomotiveEngineering/R&D Technical service Technical sales Plastic&Metal ProductsTechnical sales Sales Engineering/R&D ElectronicsEngineering/R&D Technical sales Technical service&ManagementChemicalsTechnical service
198、Engineering/R&D Technical sales&ManagementOthersTechnical sales Technical service Engineering/R&D 劳动力市场和薪资调查报告322024|20255.人力资源和招聘挑战工程/研发和技术岗位（包括技术销售和技术服务）仍然是全国范围内最难找到匹配人才的职位。相反，受访企业认为行政、财务和人力资源是相对较容易找到匹配人选的岗位（图3.21）。在机械及工业设备、塑料和金属制品这两个行业，技术销售岗位的招聘尤为困难，而汽车和电子产品行业最难招聘的岗位是工程/研发，化工行业在招聘技术服务岗位上面临最大挑战。值得
199、注意的是，在所列行业中，工程/研发职位一直位居最难招聘职位的前三位，这凸显了中国市场对高技能技术人才的持续需求（图 3.22）。25%22%17%13%11%2%4%2%31%34%34%31%30%19%15%12%6%5%3%图3.21 招聘难度最大的岗位2024年，按照“很难+难”排序，单位：%技术销售销售工程/研发管理营销IT人力资源财务采购行政技术服务很难难图 3.22:招聘难度最大的岗位（前三名）2024年，按行业划分（以“很难+难”来排序）/Top 1Top 2Top 3技术销售技术服务工程/研发工程/研发技术服务技术销售技术销售销售工程/研发工程/研发技术销售技术服务及管理技术
200、服务工程/研发技术销售及管理技术销售技术服务工程/研发332024|2025Labor Market&Salary Report6.Foreign EmployeesThe share of foreign employees continues to shrink among German companies in China.According to the survey,the proportion of German companies employing foreigners continued its downward trend,reaching 65%in 2024.This
201、represents a significant drop of almost 20 pared to 2017.Among Small-Sized Companies,the survey recorded a below-50%proportion for the first time when examining historical data(Figure 3.23).The clear difference between Small-Sized(43.6%)and Large-Sized Companies(81%)persists,indicating that larger e
202、nterprises are still more likely to employ foreigners.(Figure 3.23).Foreign employees represent a small portion of the total workforce at German companies in China.This proportion,which used to fluctuate around 5%after COVID-19,has now decreased to an all-time low of 3.8%(Figure 3.24).The main reaso
203、n for replacing expatriate staff with local staff was wage level,cited by 68.5%of respondents employing expatriate staff.This figure is 6.2 percentage points higher than last year,followed by 35.2%of companies citing business connections(1.1 p.p.lower than last year)as the reason for replacing expat
204、riates.In addition,18%of companies that hired foreign workers cited difficulty in attracting foreign workers as one of the reasons for replacing local workers(Figure 3.25).It is worth noting that the IIT Reform(Individual Income Tax Reform)declined to 15.7%from 28.9%last year,the largest decline amo
205、ng the cited reasons.“Others”include cultural differences,languages,all kinds of subsidies,and the competitiveness of local employees with working experience in multinational companies(Figure 3.25).Figure 3.23 Share of Companies Employing ForeignersCompany Size by Number of Employees,in%Greater than
206、 250Less than50China50-25080.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%20172018201920202021202220232024Figure 3.24:Average Percentage of Foreign EmployeesCompany Size by Number of Employees,in%(p
207、ercentage of total employees)Greater than 250Lessthan 50CHINA50-2506.85.86.355.44.75.33.813.912.116.111.413.111.411.910.23.73.43.332.82.52.82.22.52.421.72.42.32.30%5%10%15%20%20172018201920202021202220232024Figure 3.25:Reasons for Replacing Foreign Employees with Local Employees2023-2024.In%68.535.2
208、29.225.118.015.76.762.336.330.326.826.428.918.0Sample:262 companies that have foreign employees and have indicated at least one of the seven reasons to replace foreign employees with local employees.Multiple reasons allowed per contributor.*IIT Reform=Individual Income Tax.20232024Business contacts
209、QualificationsIIT ReformVisa ProcessOthersDifficult to attract foreign employeesWage levels劳动力市场和薪资调查报告342024|20256.外籍员工根据本年度调查，在华德企中，雇佣外籍员工的企业占比持续下降。2024年雇佣外籍员工的在华德企比例仅为65%。与2017年的数据相比，这一比例大幅下降近20个百分点。在小型企业（43.6%）中，这一比例首次出现了低于50%的情况（图3.23）。在雇佣外籍员工方面，小型企业（43.6%）和大型企业（81%）之间存在着明显的比例差异，表明大型企业更有可能雇佣外籍员
210、工（图3.23）。外籍员工只占在华德企员工总数的一小部分。这一比例在新冠疫情后曾一度徘徊在5%左右，目前已降至历史新低的3.8%（图3.24）。在接受调查时，受访企业表示，用当地员工取代外派员工的主要原因是薪资水平：雇佣外籍员工的受访企业中，68.5%提到了这一点。这一数字比去年高6.2个百分点。取代外籍外派员工的其他原因包括业务联系，35.2%的受访企业提到了这一点（比去年低了1.1个百分点）。此外，18%的雇佣外籍员工的企业表示，难以吸引外籍员工是用当地员工替代外籍员工的另外一个原因（图3.25）。值得注意的是，认为个人所得税（IIT）改革重要的比例从去年的28.9%下降到15.7%，是所
211、有相关原因中降幅最大的。“其他”原因包括文化差异、语言、补贴福利、以及具备跨国公司工作经历的当地员工所带来的竞争力（图3.25）图3.24 外籍员工所占平均百分比企业规模（按员工人数划分），单位：%，占员工总数的百分比超过250人50人以下中国50 250人图3.23 雇佣外籍员工企业占比企业规模（按员工人数划分），单位：%超过250人50人以下中国50 250人图 3.25:以本地员工取代外籍员工的原因2023-2024，单位：%68.535.229.225.118.015.76.762.336.330.326.826.428.918.0样本：262家雇佣外籍员工的受访企业，至少选择了以当地
212、员工取代外籍员工的七个原因之一。受访企业可以选择多个选项。20232024薪资水平业务联系业务能力个人所得税改革签证流程其他难以吸引外籍员工80.877.276.274.173.674.269.565.071.463.262.458.359.656.958.943.684.079.977.878.173.677.870.868.889.994.490.689.289.489.382.681.040%50%60%70%80%90%100%201720182019202020212022202320246.85.86.355.44.75.33.813.912.116.111.413.111.411
213、.910.23.73.43.332.82.52.82.22.52.421.72.42.32.30%5%10%15%20%20172018201920202021202220232024352024|2025Labor Market&Salary Report7.Employee Turnover and Additional HR DataIn 2024,both Blue-Collar and White-Collar Employees have extended their average time in the company.Blue-Collar Employees saw the
214、 largest increase in monthly worktime duration,with an average of 71.9 months,5.4 months longer than last years data.Similarly,White-Collar Employees,on average,stayed 71.5 months,marking 0.6 months longer than their work hours in 2023(Figure 3.26).According to the survey data,the average annual sic
215、k leave for Blue-Collar Employees was around 3.9 days.For White-Collar Employees,the average decreased from 4.1 days in 2023 to 3.8 days in 2024(Figure 3.26).As for annual leave,both Blue-Collar and White-Collar Employees experienced a small uptick.The annual leave for Blue-Collar workers,in particu
216、lar,rose from 10.7 days to 11 days.White-Collar Employees annual leave,similarly,rose from 12.8 to 13.7 days(Figure 3.26).In 2024,the turnover rate for Blue-Collar and White-Collar Employees performed in a slightly different manner.The turnover rate for Blue-Collar Employees was 10.3 percent,up by 1
217、.3 p.p.from last year.The turnover rate for White-Collar Employees,in contrast,was reported at 6.5 percent,1.4 p.p.down from the 2023 data(Figure 3.26).Figure 3.26:Other HR Data2022-2024The data collected in 2024 refers to staff turnover,average duration in the company,average annual sick days,and a
218、verage annual leave from the previous year,2023.The same applies to data from the 2023 and 2022 editions.202320242022Blue collarWhite CollarAverage Duration in Company(Months)Blue collarWhite CollarAverage Annual Sick Leave(Days)Blue collarWhite CollarAverage Annual Leave(Days)Blue collarWhite Colla
219、rTurnover(in%)This is for reference only.The full version is member-exclusive仅供参考，成为会员可获取完整版本劳动力市场和薪资调查报告362024|202533.66.58.111.210.34.93.82.74.73.15.65.68.About the SurveyThe 2024 report is based on contributions from 446 member companies of the German Chamber of Commerce in China,representing app
220、roximately 21.2%of the Chambers membership base.Results are statistically representative with a 4.7%margin of error for a 95%confidence level.All data was collected between April 15 and May 31,2024,via online questionnaires.9.Profile of ContributorsIn review,the majority of our survey contributions
221、come from East China(59.3%),followed by North China(26.4%)and South&Southwest China(14.3%)(Figure 3.27).Categorizing survey responses by region,Shanghai accounted for the largest share of survey respondents(33.6%),followed by Other Yangtze River Delta(YRD)cities(11.2%),Beijing(10.3%),and Taicang&Kun
222、shan(8.1%),collectively representing 63.2%of all contributors(Figure 3.27).By city tiers,Tier-1 Cities(Beijing,Shanghai,Shenzhen,and Guangzhou)comprised 52.6%of all contributors.Tier-2 Cities make up another 36.7%.Tier-3 Cities represented the smallest share,with 10.7%(Figure 3.28).In line with our
223、previous surveys,Machinery&Industrial Equipment(34.9%)and Automotive(19.69%)were the largest contributors on the industry level,accounting for over half of all respondents.The rest of the industries contributed to the overall sample at much more moderate rates.Consulting/Legal Services(7.38%),Electr
224、onics(6.71%),and Plastic/Metal Products(6.04%)followed as the next largest contributors(Figure 3.29).By company size,our survey recorded relatively even contributors from Small-Sized and Large-Sized Companies,accounting for 30.2%and 27.3%,respectively.Mid-Sized Companies contributed the most,coverin
225、g 42.5%of the total sample(Figure 3.30).The most commonly cited activities among all respondents were Production(63.5%)and Sales&Marketing(60%),followed by Services(41.2%)and Sourcing/Procurement(29.5%)(Figure 3.31).Figure 3.28:Distribution of Contributors by City Tier2024.In%34.9019.697.386.716.044
226、.033.363.132.011.791.571.341.346.71Sample:446 companies.TAI/KUN:Taicang and Kunshan;Other YRD:Other Yangtze River Delta areas.ShanghaiTAI/KUNBeijingOther NorthShenzhenSuzhouOther YRDTianjinGuangzhouOther South&SouthwestFigure 3.27:Regional Distribution of Survey Participants2024.In%52.636.710.7Tier
227、1Tier 2Tier 3Sample:446 companies.Figure 3.29:Distribution of Contributors by Industry2024.In%Sample:446 companies.Machinery/Industrial EquipmentAutomotiveConsulting/Legal ServicesPlastic/Metal ProductsChemicalsIT/TelecommunicationsConsumer GoodsLogisticsMedical SuppliesEnvironmental Products&Servic
228、esConstructionOther IndustriesShenyangDalianElectronics59.326.414.3EastNorthSouth&SouthwestAerospace372024|2025Labor Market&Salary Report59.326.414.333.66.58.111.210.34.93.82.74.73.15.65.6样本：446家企业。8.关于本次调查在2024年的劳动力市场和薪资调查报告中，中国德国商会的446家会员企业参加了本次的年度在线调研，参与企业约占商会会员企业总数的21.2%。在95%的置信水平下，调查结果在统计上具有代表性
229、，误差幅度为4.7%。所有数据均来自2024年4月15日至5月31日期间收集的在线问卷调查。9.受访企业简况大多数参与调研的商会会员企业来自华东及华中地区（59.3%），其次是华北及东北地区（26.4%）和华南及西南地区（14.3%）（图3.27）。按地区来细分，上海的受访企业占最大比例（33.6%），其次是其他长三角城市（11.2%）、北京（10.3%）、太仓和昆山（8.1%），前四者共占所有受访者的63.2%（图3.27）。按城市层级划分，一线城市（北京、上海、深圳、广州）占所有受访企业的52.6%。此外，二线城市占36.7%。三线城市占比最小，为10.7%（图3.28）。与我们之前的调查
230、一致，机械及工业设备（34.9%）和汽车行业（19.69%）是受访企业中最为集中的行业，占所有受访企业的一半以上。其余行业的贡献率则相对较少；排名前五的其余贡献行业包括：咨询/法律服务（7.38%）、电子产品（6.71%）和塑料/金属制品（6.04%）（图3.29）。按企业规模划分，小型企业和大型企业的受访者比例相对平均，分别占30.2%和27.3%。相比之下，中型公司的贡献最大，占总样本的42.5%（图3.30）。在所有受访德企中，企业在中国的主要关注领域是生产活动领域（63.5%）和销售与市场营销领域（60%），其次是服务领域（41.2%）和采购领域（29.5%）（图3.31）。汽车咨询/
231、法律服务消费品化学塑料/金属制品物流IT/电信航空航天医疗用品建筑环保产品和服务其他行业电子华东及华中华北及东北 华南及西南图3.27：按地区划分的受访企业分布情况2024年，单位：%上海苏州太仓/昆山北京华北及东北其他地区深圳长三角其他地区大连广州珠三角其他地区沈阳天津样本：446家企业。图3.28：按城市分级的受访企业分布情况2024年，单位：%图3.29：按行业划分的受访企业分布情况2024年，单位：%机械/工业设备样本：446家企业。52.5736.6910.74一线城市二线城市三线城市34.9019.697.386.716.044.033.363.132.011.791.571.34
232、1.346.71劳动力市场和薪资调查报告382024|2025Figure 3.30:Distribution of Contributors by Company Size2024.Company Size by Number of Employees,in%30.242.527.3Less than 5050-250More than 250Sample:446 companies.63.560.041.229.525.521.017.7ProductionSales&MarketingServicesTradingSourcing/ProcurementProduction-relate
233、d EngineeringR&DFigure 3.31:Main Focus of Contributors Activity2024.In%Sample:446 companies.Multiple activities allowed per contributor.88.98.73.3Figure 3.32:Profile of Contributors by Role2024.Position of the Company Representatives Participating in the Survey,in%Figure 3.33:Profile of Contributors
234、 by Nationality2024.Nationality of the Company Representatives,in%ChineseGermanOther NationalitySample:446 companies.More than one employee can contribute to an organizations survey.Sample:446 companies and 498 contributors.More than one employee can contribute to an organizations survey.In terms of
235、 respondent roles,HR Managers(32%)and Top Management(26.1%)were the most common contributors to the survey.HR Specialists/Supervisors followed at 18.8%,and Compensation&Benefits(C&B)Specialists followed at 14.8%(Figure 3.32).Regarding company representatives,Chinese nationals constituted the largest
236、 share of contributors(88.9%),whereas German nationals accounted for 8.7%.(Figure 3.33).3.24.37.57.814.818.826.132.0OtherC&B ManagerHR DirectorFinance Director/ManagerC&B SpecialistHR Specialist/SupervisorTop managementHR Manager392024|2025Labor Market&Salary Report样本：446家企业。样本：446家企业。多选题。88.98.73.3
237、中国国籍德国国籍其他国籍在企业受访者职能角色方面，人力资源经理（32%）和高层管理人员（26.1%）是本次调查中最常见的受访者。人力资源专员/主管占18.8%，薪酬与福利（C&B）专员占14.8%（图3.32）。另外，关于受访企业代表的身份方面，中国籍员工占最大比例（88.9%），德国籍员工占8.7%（图3.33）。图3.30 按企业规模划分的受访企业分布情况2024年，企业规模（按员工人数划分），单位：%图3.32 受访企业职位分布情况2024年，参与调查企业代表的职位，单位：%图3.31 受访企业从事的主要业务领域2024年，单位：%图3.33：受访企业国籍分布情况2024年，参与调查企业
238、代表的国籍，单位：%样本：446家企业。每家允许多于一名员工共同完成该问卷，但每家企业仅提交一份答卷。样本：446 家企业及498位调研贡献者。每家企业可安排一名以上员工完成整份调查，但每家企业仅提交一份答卷。30.242.527.3小于 5050-250人超过 25063.560.041.229.525.521.017.7生产销售和市场营销服务贸易采购生产相关工程研发3.24.37.57.814.818.826.132.0其他薪资和福利经理人力资源经理财务总监薪资和福利员/主管人力资源专员/主管高层管理者人力资源经理劳动力市场和薪资调查报告402024|20251.IntroductionI
239、n the compensation tables following this section,we will present specific compensation details both for China and segmented levels for 46 particular positions covered in the survey.IV.COMPENSATION DATASpecific position or level of seniority for professionals within the specific Functional Area.FUNCT
240、IONAL AREASpecific PositionTotal Cost per EmployeeMedianMedian valuesvalues.Monthly costs in CNY are based on a 12-month year period,tax included.Includes gross base salary plus variable costs such as:mandatory social security and housing fund by the employer,meal and transportation allowances,compa
241、ny car,subsidies studies for employees,overtime,supplementary medical insurance,annual medical check-up,life and accident insurance,critical illness allowances,supplementary pension plan,supplementary housing fund,annual variable bonus/sales incentives,other bonuses(skill,retention,management).Unles
242、s otherwise indicated,only results with a minimum of 10 individual observations are presented.Cells with value n.a.(not available)indicate that the total number of responses collected did not meet the minimum quantity.Expected Wage Increase in 2025AverageAverage expected wage increase for 2025.Colle
243、cted from the survey,as the expected Total Cost per Employee change from 2024 to 2025(in percent).Production,Administration,Sales,Customer Service,Technical Service,Purchasing,Finance,HR,Quality Control,Engineering/R&D,Logistics,Consultant/Project Management,Senior Management,Specialists.CHINATotal
244、Cost per Employee(TCE)(CNY/month)for 2024 was obtained from this survey.Based on the 2024 TCE per employee,the 2025 TCE per employee is obtained by taking into account the expected salary increase in 2025.The expected salary increase in 2025 is obtained from the survey.Segmentation VariableResults a
245、re segmented by Region,City Tier,Industry,and Company Size.Survey results are shown for each category of the respective segmentation variable when sample size is sufficient.412024|2025Labor Market&Salary Report特定“职能领域”内专业人员的特定职位或资历层级。职能领域特定职位每位员工总成本中位值。以人民币为单位的月度数字，按每年12个月计算，含税。包括总基本薪资加上可变成本，例如：强制由雇
246、主负担的社保和住房公积金、伙食补贴和交通补贴、公司用车、员工学习补贴、加班费、补充医疗保险、年度体检、人寿保险和意外保险、危重病补助、补充养老金计划、补充住房公积金、年度可变奖金/销售奖励、其他奖金（技能、留任、管理）。除非另有说明，否则只提供最少10个单项观察值的结果。数值为“n.a.”的单元格表示所收集的回答总数未达到最小数量。2025年预期薪资涨幅2025年平均预期薪资涨幅。本次调查中收集的是2024年至2025年每位员工总成本的预期变化。（单位：百分比）。生产、行政、销售、客户服务、技术服务、采购、财务、人力资源、质量控制、工程/研发、物流、顾问/项目管理、高级管理层、专员。中国从本次
247、调查中获得2024年每位员工总成本（TCE）（人民币/月）。基于2024年每位员工总成本，在考虑2025年预期薪资涨幅的基础上得出2025年每位员工总成本。2025年的预期薪资涨幅是从调查中获得的。细分变量结果按地区、城市划分、行业和企业规模进行细分。在样本量足够的情况下，每个类别的细分变量的调查结果都会显示。1.简介在本节之后的薪酬表中，我们将提供本次调查涵盖的46个特定职位在中国和细分层级的具体薪酬详细信息。薪酬数据介绍劳动力市场和薪资调查报告422024|20252.Wages and Wage Increases1)Total Company Cost per Employee Def
248、initionThe gross base salary,including the mandatory social security and housing fund contributions by the employer,plus any other extra benefits the employer is providing:supplementary health insurance,life insurance,variable bonuses,sales incentives,overtime,children allowances,meal and transporta
249、tion allowances,supplementary housing funds,skill allowances,retention bonuses,etc.Monthly in CNY based on a 40-hour working week and a 12-month year period.Gross base salary in the survey is defined as the basic monthly salary in CNY(taxes included)based on a 40-hour working week and a 12-month yea
250、r period.It is clearly stated in the labor contract.If yearly one-off payments(i.e.,a 13-month or a 14-month payment)are included in the contract,they are also calculated as part of the base salary.2)Forecast Salary Change From 2024 to 2025Salary increase in percentage of Total Company Cost per Empl
251、oyee.Includes merit increase and market adjustments.3.Segmentation Variables The results are segmented by:RegionRegion:Shanghai,Other East,Beijing,Other North,Shenzhen/Guangzhou(SZ/GZ),Other South.Other East locations include cities such as Taicang,Suzhou,Kunshan,Changzhou,Changshu,Wuxi,Hangzhou,Nin
252、gbo,and more.Other North locations include Tianjin,Shenyang,Qingdao,Dalian,Changchun,Langfang,and more.Other South locations include Jiangmen,Huizhou,Chongqing,Foshan,Zhuhai,Dongguan,Kunming,and more.EastEast ChinaChina:Shanghai,Suzhou,Taicang/Kunshan(TAI /KUN),Other Yangtze River Delta areas(Other
253、YRD).NorthNorth ChinaChina:Beijing,Tianjin,Shenyang,Other North.SouthSouth andand SouthwestSouthwest ChinaChina:Shenzhen,Guangzhou,Other South&Southwest).CityCity TierTier:Tier 1,Tier 2 and Tier 3 cities.First-tier cities are Shanghai,Beijing,Guangzhou,and Shenzhen.Second-tier cities are provincial
254、capitals and cities in the vicinity of first-tier ones,such as Suzhou,Wuxi,Hefei,Nanjing,Dalian,Qingdao,Chongqing,and others.In this report,Kunshan and Taicang are classified as Tier-2 Cities,mainly owing to their distinguishable economic development and the agglomeration of German companies in thes
255、e two regions.Third tier cities are smaller cities,mainly in the Yangtze and Pearl River Delta.IndustryIndustry:Machinery,Automotive,Plastic/Metal Products,Electronics,Chemicals,and Others the latter combines all industries for which we did not have enough observations(minimum 10)at the position-spe
256、cific level.CompanyCompany SizeSize:(by number of employees):less than 50,between 50 and 250,and more than 250.To facilitate comparisons,the overall value for China is provided along the categories of each segmentation variable.432024|2025Labor Market&Salary Report2.薪资和薪资涨幅1)公司每个员工的总成本定义总基本薪资，包括雇主缴纳
257、的强制性社保和住房公积金，以及雇主提供的任何其他额外福利：补充医疗保险、人寿保险、可变奖金、销售奖励、加班费、子女津贴、伙食补贴和交通补贴、补充住房公积金、技能津贴、留任奖金等。以人民币为单位的月度数字，按每周工作40小时、每年12个月计算。调查中的总基本薪资定义为以人民币为单位的基本月薪（含税），按每周工作40小时、每年12个月计算。劳动合同中对此作出明确规定。如果合同中包括年度一次性付款（即13薪或14薪），则其也构成基本薪资的一部分。2)2024年-2025年预测薪资变化每位员工公司总成本中的薪资涨幅，以百分比表示。包括绩效提资和市场调整。3.细分变量结果按以下标准细分：地区：上海、华东
258、及华中其他地区、北京、华北及东北其他地区、深圳/广州（SZ/GZ）、华南其他地区。华东及华中其他地区包括太仓、苏州、昆山、常州、常熟、无锡、杭州、宁波等城市。华北及东北其他地区包括天津、沈阳、青岛、大连、长春、廊坊等。华南其他地区包括江门、惠州、重庆、佛山、珠海、东莞、昆明等。华东及华中地区：上海、苏州、太仓/昆山（TAI/KUN）、长三角其他地区（Other YRD）。华北及东北地区：北京、天津、沈阳、华北及东北其他地区。华南及西南地区：深圳、广州、华南及西南其他地区(Other South&Southwest)。城市划分：一线、二线和三线城市。一线城市指上海、北京、广州、深圳。二线城市指省
259、会城市和一线城市附近的城市，如苏州、无锡、合肥、南京、大连、青岛、重庆等。此外，这份报告在研究时将昆山和太仓划分为了二线城市，主要是因为它们在经济发展上的表现以及这两个地区德国公司的高度集聚。三线城市指较小的城市，主要位于长江三角洲和珠江三角洲。行业：机械、汽车、塑料/金属产品、电子、化工以及其他行业其他行业包括我们在特定职位层级上未获得足够观察值（至少10 个）的所有行业。企业规模：（按员工人数划分）：50人以下，50至250人，250人以上。为了便于比较，我们根据每个细分变量的类别提供了中国总体在该分类下的数值。劳动力市场和薪资调查报告442024|2025CHINA/中国EAST/华东及
260、华中NORTH/华北及东北SOUTH/华南及西南CHINA/中国EAST/华东及华中NORTH/华北及东北SOUTH/华南及西南PRODUCTION/生产Shanghai/上海Other East/华东及华中其他地区Beijing/北京Other North/华北及东北其他地区SZ/GZ深圳/广州Other South/华南及西南其他地区Blue Collar/蓝领20247,9749,8878,153n.a.7,5006,5006,95020258,29010,2818,487n.a.7,7846,7097,225Increase/增幅%3.963.994.09n.a.3.793.223.9
261、6Operator/操作工20249,83611,27710,521n.a.8,1508,5337,250202510,23411,74210,955n.a.8,4688,8207,560Increase/增幅%4.064.134.12n.a.3.903.374.28Shift Leader/班组长202412,38414,99512,950n.a.10,51610,82510,849202512,87515,56613,486n.a.10,91911,19811,286Increase/增幅%3.973.814.14n.a.3.833.454.03Production Supervisor/
262、生产主管202418,45019,11920,231n.a.17,75719,16617,100202519,16919,83021,059n.a.18,43919,78717,789Increase/增幅%3.903.724.09n.a.3.843.244.03Production/Plant Manager 生产/工厂经理202440,00044,56740,035n.a.39,07239,502*29,716202541,49145,93941,583n.a.40,60440,72330,947Increase/增幅%3.733.083.87n.a.3.923.094.14ADMINIS
263、TRATION/行政Shanghai/上海Other East/华东及华中其他地区Beijing/北京Other North/华北及东北其他地区SZ/GZ深圳/广州Other South/华南及西南其他地区Junior/初级20249,66312,0008,29114,0007,8719,2508,131202510,02712,4148,64714,6118,1819,4988,429Increase/增幅%3.773.454.294.363.932.683.67Mid-Level/中级202415,00016,99914,50017,30112,24012,60613,050202515,
264、58117,59715,14318,02812,78312,91713,539Increase/增幅%3.873.524.434.204.442.463.75Senior/高级202427,00037,00026,00032,50021,40018,50024,000202528,00338,19327,12233,84622,23818,91924,951Increase/增幅%3.723.234.314.143.912.273.96COMPENSATION BY REGION 地区Total Cost per Employee in CNY/month(Median values)每名员工
265、的总成本，单位：人民币/月（中位数）*Median from 9 observations./*取9个观察值的中位数。This is for reference only.The full version is member-exclusive仅供参考，成为会员可获取完整版本452024|2025Labor Market&Salary Report1 German Chamber of Commerce in China,2024.Business Confidence&Overcapacities.Business Confidence&Overcapacities.online Avail
266、able at:Accessed 28 Jul 2024.2 China Daily,2024.Major Layoffs Seen in Internet Companies.Major Layoffs Seen in Internet Companies.online Available at:Accessed 28 Jul 2024.3 Tencent News,2024.In Country Garden Announcement:Executives Take the Initiatives to Reduce Salaries and Cancel the Allocation o
267、f In Country Garden Announcement:Executives Take the Initiatives to Reduce Salaries and Cancel the Allocation of Vehicles.Vehicles.online Available at:Accessed 20 Jul 2024.4 German Chamber of Commerce in China,2024.Labor Market&Salary Report 2023/2024Labor Market&Salary Report 2023/2024.Accessed 20
268、Jul 2024.5 Caixin,2024.In Depth:Chinas CashIn Depth:Chinas Cash-Strapped Local Governments Struggle to Revive Land Sales.Strapped Local Governments Struggle to Revive Land Sales.online Available at:Accessed 20 Jul 2024.6 MOHRSS,2024.Minimum Wage Standard in Provinces,Autonomous Regions,and Municipal
269、ities in China.Minimum Wage Standard in Provinces,Autonomous Regions,and Municipalities in China.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024a.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally St
270、able with Steady Progress in the First Half Year.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024b.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally Stable with Steady Progress in the First Half Year
271、.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024c.National Economy was Generally Stable with Steady Progress in the First Half Year.National Economy was Generally Stable with Steady Progress in the First Half Year.online Available at:Accessed 21 Jul 2024.Nation
272、al Bureau of Statistics,China(NBS),2024d.Indicators.Indicators.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024e.Explanation on Refining the Survey of Unemployment Rates by Age Group.Explanation on Refining the Survey of Unemployment Rates by Age Group.online Av
273、ailable at:Accessed 20 Jul 2024.Renshetong,2024a.Average Wage of Urban NonAverage Wage of Urban Non-private Employees in 2023.private Employees in 2023.online Available at:Accessed 19 Jul 2024.VI.REFERENCES/参考文献劳动力市场和薪资调查报告462024|2025National Bureau of Statistics,China(NBS),2024f.Indicators.Indicato
274、rs.online Available at:Accessed 21 Jul 2024.Renshetong,2024b.Average Wage of Urban Average Wage of Urban NonNon-private Employees in 2023private Employees in 2023.online Available at:Accessed 19 Jul 2024.National Bureau of Statistics,China(NBS),2024g.Average Average Wage of Employees in Urban Units
275、2023Wage of Employees in Urban Units 2023.online Available at:Accessed 21 Jul 2024.National Bureau of Statistics,China(NBS),2024h.Preliminary GDP Results for 2024 Preliminary GDP Results for 2024 Q1Q1.online Available at:Accessed 21 Jul 2024.AHK Greater China(Chinese)AHK Greater ChinaFor up-to-date
276、information about the German business community,activities and events of the German Chamber,updates on policies and economic changes,and much more,follow the German Chamber of Commerce on WeChat and LinkedIn.The German Chamber of Commerce in ChinaPingan Riverfront Financial Center,29F 757 Mengzi Roa
277、d Huangpu District,200023 Shanghai T+86 21 5081 2266 chamber-eastchina.ahk.deGerman Chamber ofCommerce in China|North ChinaDRC Liangmaqiao Diplomatic Office Building,Unit 0601B 19 Dongfang East Road Chaoyang District,100600 Beijing T+86 10 6539 6688 chamber-northchina.ahk.deLeatop Plaza,Room 1903 32 Zhu Jiang East Road Tianhe District,510620 Guangzhou T+86 20 8755 2353 chamber-sswchina.ahk.deGerman Chamber ofCommerce in China|East ChinaGerman Chamber ofCommerce in China|South&Southwest ChinaContact us
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