KELLY SERVICES CHINA 2015 SALARY GUIDE

KELLY SERVICES CHINA 2015 SALARY GUIDE

KELLY SERVICES IN CHINA Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 555,000 employees in 2014. Revenue in 2014 was $5.6 billion. Established in China since 2007, Kelly Services' six offices in Greater China provide outsourcing & consulting, direct hiring and staffing. Beijing Unit 2806, Tower C, Central International Trade Center, No.6A Jianguomenwai Street, Chaoyang District, Beijing 100022 P.R.China Tel: (86-10) 6588 5258 Shanghai Unit 1705, K. Wah Center, No. 1010 Huai Hai Middle Road, Xuhui District, Shanghai 200031 P.R.China Tel: (86-21) 5403 1333 Guangzhou Unit 02-03, F23, Wanling International Center, No. 230 Tianhe Road, Tianhe District, Guangzhou 510620 P.R.China Tel: (86-20) 8364 4280 Chengdu Unit 2643, Building A, Time Plaza, No.2 Zong Fu Road, Jinjiang District, Chengdu 610016 P.R.China Tel: (86-28) 6606 7120 Suzhou Unit 807, Xinghai International Building, 28 Wansheng Street, Suzhou SIP 215021 P.R.China Tel: (86-512) 6761 0160 2

CONTENTS 4 Executive Overview 6 Automotive 15 Aviation 18 Banking & Finance 26 Chemical 30 Consumer 34 Healthcare & Life Science 37 Human Resources 39 Industrial & Manufacturing 44 Information Technology & Telecom 48 Real Estate 地 产 All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services China. The information contained in the Salary Guide is intended for educational purposes only. Kelly Services China takes no responsibility for any liabilities that emerge based on the information contained in this guide. 3

EXECUTIVE OVERVIEW It is with much pleasure and pride in our workmanship that we release the Kelly Services China Salary Guide 2015. The guide is based on compensation package (excluding bonus, allowance and other benefits) in actual practice. In addition, we have collected commentary and projections from the leading companies and experts across the sector, analyzed the data taking into account job titles, work experience and qualifications in China s key industries for 2015. We believe that the real market data presented in the Guide is not only an accurate representation of the current landscape in terms of salary trends, but also provides an explanation of the underlying causes. The Guide serves as an effective reference tool for any decision maker when making a commercial or HR-related decision. In 2014, China's GDP reached 63.6 trillion yuan, the only country besides the United States to surpass the 10 trillion-dollar milestone. The GDP growth rate, though, was in line with most predictions, reaching 7.4%, the lowest growth rate since 1990, and this has led to divergent views on expectations for the overall direction of China s economy. Fortunately, one thing that we can rest assured about, the Chinese government has pulled out all the stops in transforming the industrial landscape into one that is powered by businesses that rely on high technologies and are not resource intensive. At the same time, the government is supporting the growth and development of a strong and high-quality service industry. The industrial restructuring is creating a huge demand for talented individuals, a trend that is the cornerstone for maintaining a relatively stable employment market throughout 2015. Besides the usual mainstream industries that have always been and continue to remain labor-intensive-finance, communications, biomedicine, aerospace, chemicals, automobile manufacturing, tourism and logistics -, new industries, as well as more traditional ones with a potential for major development due to the changes in the landscape, are emerging. These are the key industries to keep an eye on: Hi-tech The Chinese government has introduced proactive policies to support emerging industries that the country views as strategic, among them, the Internet, integrated circuits, high-end equipment manufacturing and new materials (especially polymers, high performance composites and special metals). In tandem with the flourishing of new industries, the job requirements for the newly created positions are increasingly specific. At the same time, a pressing demand exists for individuals who can undertake highly specialized technological research and development. New Energies a series of factors, among them, increasing public awareness, changes in the investment climate and a commitment by the state at the highest level, have persuaded the government to increase investment in environmental governance. At the top of the priority chain are projects focused on the development and enhancement of new energy industries as well as energy industries not dependent on carbon-based fuels, creating new demands for talent, for example, the many vacancies in the nuclear power sector for operations and maintenance as well as for expertise in technology. In addition, individuals specialized in new energy technology for the automotive sector, especially traction battery technology and hybrid power systems, will be increasingly sought after over the next few years. Healthcare Lack of resources and qualified practitioners is widespread at all levels across the healthcare sector including construction of healthcare facilities, medical equipment and supplies, pharmaceutical research and development, clinical research, professional care and rehabilitation programs. On the heels of the development of a mature healthcare system, further opening-up of the medical system to private and foreign management as well as the general aging of the population, the demand and competition for healthcare professionals is expected to be particularly intense. 4

Finance and Investment With the opening and continued expansion of free trade areas as well as the establishment and development of the New Development Bank (formerly the BRICS Development Bank), more job vacancies are on track to open up in cross-border settlement, cross-border investment as well as financing and financial services for the offshore supply chain. Education and Training In order to be gear up for the ongoing optimization of the industrial structure and the expected transformation of entire industries, China's talent structure and educational system is on track to go through a similar transformation. The educational training to get the workforce ready for the change will become an integral part of the process. As a result, a growing number of Sino-foreign joint-venture schools, vocational training institutes and online education platforms are planning to directly enter and develop the Chinese market. Quite a few of these are getting the funding in place for personnel they will need to recruit and preparing their platforms for the next step. In addition to the transformation in industries and the demands for talent that will be created, we need to point out another key trend - the shift in employee expectations: the Kelly Global Workforce Index (KGWI) published in December 2014 shows that an increasing number of job candidates are willing to give up a high salary in return for jobs that promise a more desirable career path, flexible work hours, and a work-life balance. Leading the list of concerns is a better work-life balance, with 65% of Chinese employees citing it. This concern is driven by the fact that more than 90% of the businesses in China expect their workers to put in a full 40-hour week with more than 50% of workers chalking up more than 4 hours per week in overtime. To top it off, paid vacation among Chinese workers is not only less than the world average but also below the average for Asia-Pacific countries. We believe that providing employees with a rewarding work experience will be one of the preferred benefits among the many non-cash reward schemes being offered. Some things remain constant: outstanding employers will attract and retain outstanding talent and the competiveness of the remuneration package is just a small part of the whole. Outstanding candidates will bring an employer immeasurable value that will far outweigh the salary that is paid. This guide is one of the many Kelly services that has made Kelly the workforce solution provider of choice among industry leaders across all sectors. We look forward to telling you more about the comprehensive suite of professional services that is unique to Kelly. Nathan Li, Chief Financial Officer & Chief Administration Officer Kelly Services North Asia Please visit k llyservices.cn or contact us at marketing_info@kellyservices.cn for inquiries or consultancies. 5

AUTOMOTIVE 6

AUTOMOTIVE 7

AUTOMOTIVE 8

AUTOMOTIVE 9

AUTOMOTIVE 10

AUTOMOTIVE 11

AUTOMOTIVE 12

AUTOMOTIVE 13

AUTOMOTIVE 14

AVIATION 15

AVIATION 16

AVIATION 17

BANKING & FINANCE 18

BANKING 19

BANKING 20

BANKING 21

BANKING 22

BANKING 23

BANKING 24

FINANCE 25

CHEMICAL 26

CHEMICAL 27

CHEMICAL 28

CHEMICAL 29

CONSUMER The slowdown in the rate of growth of China's economy, the decline in consumption and rise of e-commerce along with other factors are forcing traditional retailers to rethink and retool how they do things. Since 2014, traditional retail has slipped into downturn as a result of the macroeconomic shifts as well as changes in consumer habits. The traffic at brick and mortar establishments continues its inevitable decline as consumers shift to buying online among other changes in behavior. New trends are emerging: vast changes in expectations concerning the quality of life, retailing becoming a wholly digital experience, expansion of the number of physical stores selling apparel and clothing, constant innovation in e-commerce, brutal competition across the food and consumer goods sectors, and the vast majority of department stores expanding into a ll forms of marketing and distribution. The larger domestic and foreign retail clothing brands are continuing their expansion, resulting in a job market that remains short of seasoned individuals with experience in retailing, merchandising and outlet location, especially in lower-tier cities. Retailers dealing in consumer goods have cut their recruitment costs. Job candidates have become cautious when it comes to switching jobs, yet, when they do, they generally expect a 30% or more increase in pay. There is a continued strong demand for personnel who can manage luxury retail outlets. College-educated candidates with strong management abilities, an experience-rich CV and good communication skills remain in demand. Department stores and supermarkets are exploring all channels. Online shopping malls and multiple-product retailers are looking to further refine business and product management, creating a need for talented individuals specialized in product development and mobile digital technologies. 3

CONSUMER 3

CONSUMER 3

CONSUMER 33

HEALTHCARE 34

HEALTHCARE & LIFE SCIENCE 35

HEALTHCARE & LIFE SCIENCE 36

HUMAN RESOURCES 37

HUMAN RESOURCES 38

INDUSTRIAL & MANUFACTURING 39

INDUSTRIAL & MANUFACTURING 4

INDUSTRIAL & MANUFACTURING 4

OIL & GAS 4

OIL & GAS 43

INFORMATION TECHNOLOGY & TELECOM 44

IT & TELECOM 45

IT & TELECOM 46

IT & TELECOM 47

REAL ESTATE While second- and third-tier cities gradually entered into the adjustment period, real estate as a business in economically developed cities and key development areas remains quite active, including Beijing, Shanghai, Guangzhou, Shenzhen, thanks to large suburban areas, investment environment improving, a diverse industrial environment and population increasing. Despite this, no great changes are expected in the pecking order among the industry s leaders with the strongest ones expecting to remain dominant after repeated reshuffles across the market. In terms of structure, the firms that can be expected to remain in the lead will be those that integrate vertically, while small and medium-sized firms will diversify as a means of survival. Profit margin will shift to be in line with the overall average across all industries. Looking ahead based on the present: Residential Real Estate will enter a relatively stable period of development. The Commercial Real Estate sector will see several projects cash out, while Industrial Real Estate becomes the emerging field worthy of attention. As the structure of the sector changes, the demand for talent will change correspondingly. As a result, which type of employees will end up being redundant? In what areas will demand for talent increase? How should a company controller respond to these challenges? Commercial Real Estate: riding a wave of popularity with many emerging growth points worth exploring Every segment of the sector is desperately short of talented individuals, both in marketing and in management. The shortage is so severe that even human resources employees are receiving tempting salary offers. Demand is particularly strong for positions in operations and management, investment promotion and asset management. Furthermore, the developer with the right financial backing will get involved in property acquisition, management of financial assets and deploying an assets-light strategy, with the result that the demand for individuals with backgrounds in assets management will intensify. Industrial Real Estate: The segment most likely to see the highest demand for real estate practitioners Industrial Real Estate Companies engaged in the sector work very closely with the government and have strong financial backing, which needs superior investment and operation when comparing with Commercial Real Estate and Residential Real Estate. Nowadays, the need for talented individuals to fill positions related to the operation and management of logistics parks has significantly increased. Talent shortages especially abound in further segmented and highly demanding cold chain logistics, super-clean medicine warehouses. Residential Real Estate: Continued success in the sector started to depend on ability at innovation as well as a finely-tuned ability at management. These factors mean that the demand for residential real estate personnel is sure to undergo a sea change. Fewer marketing positions, more cost control positions. 48

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