毕马威14日发布的第三份年度《香港就业趋势调查及薪酬展望》报告显示，受惠于粤港澳大湾区发展、政府对创新科技产业的支持，以及重大基建项目落成，香港就业市场受环球经济不明朗因素的影响不大。
On 14th May, KPMG released its third annual Hong Kong Employment Trends Survey and Salary Outlook showing that global economic uncertainty is having a limited impact on the city’s employment market, which is buoyed by the development of the Greater Bay Area, government incentives for innovation and technology and the completion of key infrastructure projects.
– 72% 高级管理层或人力资源部门受访者表示计划增加（35%）或维持（37%）现有员工数目
– 金融服务及创新科技业分别有37% 及45% 受访者表示拟增聘人手，惟金融服务业的相关受访者比例较去年（46%）下降
– 72% of respondents working in C-level positions or in human resources said they planned to increase (35%) or maintain (37%) existing headcount
– 37% in financial services and 45% in innovation and technology said they would increase headcount, although the figure last year was higher (46%) for financial services
毕马威行政人员招聘服务主管李果行表示：“金融服务业计划减少增聘人手，原因或包括数码转型加速，以及企业采用人工智能技术提供客户服务及处理风险管理工作。”
Felix Lee, Head of KPMG Executive Search and Recruitment Services, says: “The dip in prospective headcount increases in the financial services sector may relate to accelerating digital transformation and the application of artificial intelligence in engaging customers and dealing with risk management.”
粤港澳大湾区发展机遇丰富
Opportunities abound in the Greater Bay Area (GBA)
– 53% 受访者表示会考虑在其他大湾区城市工作，当中深圳、澳门及广州为三大首选工作地点
– 受访者考虑在上述三个城市就业的四大原因依次为薪酬水平较高（58%）、事业及行业前景较佳（56%）、更广阔的工作阅历（54%）及交通便利（52%）
– 受访者认为大湾区的发展将为以下行业创造最多职位：创新科技（46%）、金融服务（36%）、专业服务（31%），以及贸易和物流（29%）
– 53% of respondents said they would consider working in other GBA cities, with Shenzhen, Macau and Guangzhou being the top three choices
– The top four considerations for respondents to work in these three cities were higher pay (58%), better career and industry prospects (56%), broader work exposure (54%) and travel convenience (52%)
– The top four industries in which respondents thought the GBA development would create more jobs were innovation and technology (46%), financial services (36%), professional services (31%) and trade and logistics (29%)
李果行续指：“大湾区稳占优势可发展成为一个主要经济体及超级大都会，将为各行各业的企业创造大量机遇，特别是香港享负盛名的金融、贸易和专业服务领域。人才的自由流通料将进一步提升大湾区现有的协同效应，并创造更多机遇。”
“The GBA is well-positioned to become a major economy and mega-metropolis which will create significant opportunities for businesses across all sectors in particular in finance, trade and professional services, for which Hong Kong is renowned,” Lee adds. “The free flow of talent should improve existing synergies and create greater opportunities.”
根据毕马威中国、汇丰和香港总商会 (HKGCC) 在2018年第3季进行的一项大湾区调查指出，税务优惠有助促进大湾区内人才的自由流通，尤其是在区内工作的高收入群。中国在2019年初新增多项个人所得税免税额，纾缓了在内地工作的香港居民对税后入息可能减少的忧虑。
Recent KPMG analysis found tax incentives to be instrumental in facilitating the free movement of people within the GBA, especially for high-income individuals working within the region. In early 2019 various exemptions from China’s new personal income tax were introduced, allaying Hong Kong residents’ concerns over a reduction in post-tax income when working on the mainland.
初创企业具吸引力，但求职者仍有保留
Start-ups appeal, but with caution
– 整体而言，受访者认为金融科技（47%）和电子商贸（33%）行业的初创企业提供最吸引就业机会，但高级管理层受访者对承受风险的意愿明显低于其他职级的受访者
– 高级管理层受访者更有可能选择加入慈善/社会福利或医疗保健和生命科学领域的机构
– 初创企业对受访者的最大吸引力为公司的增长潜力（56%）和潜在收入回报（38%），而高级管理层受访者则称工作满足感是投身初创企业的最大原因
– 目前为止，求职者对初创企业却步的最常见原因为“业务前景和可持续性欠明朗”
– Overall the most attractive sectors in which to join a start-up were financial technology (47%) and e-commerce (33%), but respondents at C-level appear much more risk-averse than those working at other levels
– Respondents at C-level were more likely to opt for organisations in the charity/social wellbeing or healthcare and life sciences sectors
– The most attractive factors for working in a start-up were a company’s growth potential (56%) and earning potential (38%), while for C-level respondents the top reason was job satisfaction
– The most common deterrent by far to working in a start-up was ‘uncertain business prospects and sustainability’
李果行表示：“香港政府所推出的多项相关措施，应有助减轻人们对成立或加入初创企业的忧虑。大湾区是初创企业在香港以外地区发展的理想踏脚石。”
“A number of initiatives by the Hong Kong government should go some way to alleviating concerns people have in establishing or joining a start-up,” Lee says. “And beyond Hong Kong, the GBA is an ideal stepping stone for these businesses to expand across the region.”
香港招聘及薪酬展望
Recruitment and salary outlook in Hong Kong
挽留人才
Talent retention
– 整体而言，受访者视薪酬福利待遇（68%）为转换工作的最大诱因，其次是事业发展和晋升前景（53%），以及弹性工时和工作与生活平衡（35%）
– 助理经理或以下职级的受访者将“工作量和工作压力”列为比“弹性工时和工作与生活平衡”更大的转工原因
– Overall, salary and compensation (68%) was by far the top incentive when looking for a new job, followed by career progression and promotion (53%) and work flexibility and work-life balance (35%).
– For those in Assistant Manager positions or below, ‘workload and work pressure’ came above ‘work flexibility and work-life balance’ as a reason to seek a new job.
毕马威行政人员招聘服务总监许秀芝表示：“虽然薪酬福利依然是求职者最重视的考虑因素，但值得留意的是，弹性工时和工作与生活平衡对大多数雇员来说，几乎与事业发展和晋升前景同样重要。雇主值得考虑在这方面加强吸引力，并推行更具创意的措施。”
Michelle Hui, Director, KPMG Executive Search and Recruitment Services, says: “Remuneration factors have remained as a top motivator, however it is interesting to see that work flexibility and work-life balance are almost as important as career progression and promotion for most employees. This is something employers can emphasise more and an area where they can be more creative.”
吸引人才
Talent attraction
– 令受访者选择留在原职的三大非金钱因素依次为工作满足感（60%）、事业发展和晋升前景（59%），以及弹性工时和工作与生活平衡（56%）
– 在考虑新工作时，高级管理层（73%）和部门主管（66%）级别的受访者将工作满足感评为最重要的非金钱因素
– 对高级经理或经理级别的受访者来说，事业发展和晋升前景（67%）是他们选择转工的最大原因；至于助理经理或以下职级的受访者则视弹性工时和工作与生活平衡（57%）为最大诱因，紧随其后的考虑因素为事业发展和晋升前景
– The three most important non-monetary reasons that would attract a job seeker to a company were job satisfaction (60%), career progression and promotion (59%) and work flexibility and work-life balance (56%)
– Respondents at C-level (73%) and department heads (66%) rated job satisfaction as the most significant non-monetary factor when considering new opportunities.
– For those at Senior Manager or Manager level, the biggest driver was career progression and promotion (67%), and for those at Assistant Manager or below it was work flexibility and work-life balance (57%), although very closely followed by career progression and promotion.
许秀芝续指：“更准确掌握求职者重视的条件，有助雇主提升资源分配效益，并在雇员的不同事业阶段为他们制定更具吸引力的价值定位。”
“A better understanding of these drivers will help employers allocate resources more effectively and generate a more appealing value proposition to employees at different stages of their career,” Hui adds.
薪酬期望
Salary expectations
– 接近71% 受访者期望转职可获加薪20% 或以上，而25% 受访者则期望转职加薪幅度可达30%
– 32% 高级管理层受访者预期加薪30% 或以上，但亦有25% 受访者表示在转工时愿意接受与原来工作相若的薪酬水平，甚至会考虑降低薪酬要求
– Nearly 71% of respondents expect 20% or more increase in salary when moving jobs, while 25% expect a 30% jump in salary
– Although 32% of C-level respondents expect 30% or more increase, 25% said they would accept a similar compensation or consider a reduction in pay when making a career move.
许秀芝称：“高级管理层之间的薪酬期望有显著差距，可能反映本港不同行业的增长前景各异。”
“The significant gap in salary expectations among the C-level executives could reflect the varying growth prospects for different sectors in Hong Kong,” Hui says.
来源/Source: 毕马威/KPMG
