Content · each job position in 2017 and compensation and/or benefits provided. The data was...

jobsDB.com | PAGE 2jobsDB Compensation and Benefits Survey 2017COPYRIGHT@2017, jobsDB Hong Kong. ALL RIGHTS RESERVED

ContentIntroduction ………………………………………………………………………………...………………………. 10

Scope and methodology .…….…………………………………………………………………………………… 11-12

Chart Size of participating companies

Definitions …………………………………………………………………………………………..………............ 13-14

1. Hiring plan and market expectation

1.1 Expectation on employment market in 2017 ……..…………………………………................... 15

Chart Expectation on employment market in 2017

1.2 Predicted change in headcount in 2017 ……..……….……………………………….................. 16

Chart Predicted change in headcount in 2017

1.3 Hiring plan in Q4 2016 ….........................................….……………………………….................. 17

Chart Hiring plan comparison


Content (con’t)1.4 Purpose of Hiring Staff (Q4 2016) ….……………….………………..………………..................... 18

Chart Purpose of hiring staff

1.5 Reasons to replace the current staff (Q4 2016) ….……………………………….…................... 19

Chart Reasons to replace the current staff

1.6 What level of staff would be hired ………….…………………………………….………............... 20

Chart What level of staff would be hired

1.7 What job function of staff would be hired ……………..….………………………….……........... 21

Chart What job function of staff would be hired

1.8 Difficulty to recruit new staff VS same period last year …..….……………………................. 22

Chart Difficulty to recruit new staff VS same period last year

1.9 Companies searched for passive candidates …………..……………………………….............. 23

Chart Companies searched for passive candidates


Content (con’t)1.10 Successful rate of having passive candidates accept offer .….………………..................... 24

Chart Successful rate of having passive candidates accept offer

1.11 Job offers given put in the past 12 months being turned down ….…………....................... 25

Chart Job offers given put in the past 12 months being turned down

1.12 Reasons for turning down offers ………….…………….………………………………............... 26

Chart Reasons for turning down offers

1.13 Most important criteria when considers giving out offers ……………..….………................ 27

Chart Most important criteria when considers giving out offers

1.14 Resources on employer’s branding ………………………………………..….………................ 28

Chart Online channels and Offline channels


Content (con’t)2. Pay adjustment prediction in 2017

2.1 Distribution of pay adjustment prediction in 2017 ….……………………………..................... 29

Chart Distribution of predicted monthly salary adjustment in 2017

2.2 Pay adjustment – by business sector ….………………………………………………................. 30

Chart Percentage of monthly salary adjustment in 2017 – by business sector


Content (con’t)2.3 Pay adjustment prediction in 2017 – by job positions …………..……………............................... 31

Chart Monthly salary adjustment in 2017 – Accounting ………...…………………………………… 31-32

Chart Monthly salary adjustment in 2017 – Banking & Finance ….………………………………… 33-34

Chart Monthly salary adjustment in 2017 – Clerical / Secretarial / Operation ..……...……..…..… 35-36

Chart Monthly salary adjustment in 2017 – Design ……………………………….………….……… 37-38

Chart Monthly salary adjustment in 2017 – Engineering ……………………….……….......…..….. 39-40

Chart Monthly salary adjustment in 2017 – Executive / General Management ……...……..…..… 41-42

Chart Monthly salary adjustment in 2017 – Human Resources & Administration .………….…..… 43-44

Chart Monthly salary adjustment in 2017 – Information Technology ………………..……..…...….. 45-46

Chart Monthly salary adjustment in 2017 – Logistic ……………...…..……………......…....…...….. 47-48

Chart Monthly salary adjustment in 2017 – Marketing …………………..……………...………...…. 49-50

Chart Monthly salary adjustment in 2017 – Merchandising ………………..……………...……...…. 51-52

Chart Monthly salary adjustment in 2017 – Retail Operations ………...……………..…………...… 53-54

Chart Monthly salary adjustment in 2017 – Sales ………………………..……..……….………....... 55-56


Content (con’t)3. Bonuses

3.1 Performance bonus …………………………………………………………………….................................. 57

Chart Percentage of companies providing performance bonus in 2016

Chart Percentage of companies providing guaranteed performance bonus in 2016

3.1.1 Performance bonus in 2016 – by business sectors ……….………………….………….......... 58

3.1.2 Predicted performance bonus in 2017 – by business sectors

Chart Comparison of performance bonus provided in 2016 & 2017

- by business sectors ………….……………………………...……………….…….. 59

3.1.3 Performance bonus in 2016 – by employee levels ……..….………….……………..…..…….. 60

3.1.4 Predicted performance bonus in 2017 – by employee levels

Chart Comparison of performance bonus provided in 2016 & 2017

- by employee levels ……………………………………..……………….….…….… 61

3.1.5 Number of performance bonus issued per year ……..….………….……………..…..…….….. 62

3.1.6 Month of issue for performance bonus ……..….…………………….……………..…..…….….. 63


Content (con’t)4. Benefits

4.1 Leaves

4.1.1 Annual leave in 2016 – by employee levels …...…………………………………….......... 64

Chart Annual leave provided in 2016 – by employee levels

4.1.2 Handling unused annual leave ……………………..………………………………….......... 65

Chart Dealing with unused annual leave

4.1.3 Sick leave ………………………………………………….……………………………….......... 66

Chart Payment for sick leave in 2016

4.1.4 Special leave ……..…………………………………………………………….………….......... 67

Chart Special leaves in 2016 …………………………………………….………………… 68


Content (con’t)

4.2 Health related benefits ….…………………………………..…………………………………...................... 69

Chart Health related benefits in 2016 ……………………………………………………………… 70

4.3 Family related benefits ….…………………………………..…………………………………...................... 71

Chart Family related benefits in 2016 ……………………………………………………………… 72

4.4 Accommodation related benefits ….………………………………...………………………...................... 73

Chart Accommodation related benefits in 2016 …………………………………………………... 74

4.5 Other benefits ….…………………………………..………………………………….................................... 75

Chart Other benefits in 2016 …………………………….………………………………………..… 76

Conclusion ……..……………………………………………………….…………………………………….…….. 77-78


To assist HR professionals devise their human resources plans for next year, jobsDB conducted a

Hiring, Compensation & Benefits Survey at the end of 2016. The most updated information from 127

corporations of different business sectors in Hong Kong is obtained. A report is compiled to provide

valuable prediction on hiring intention, salary trend and benefits adjustment for 2017.

Introduction

Disclaimer

The information provided in this report is for reference only. Whilst jobsDB endeavors to ensure the accuracy of the information in this report, no express or implied

warranty is given by jobsDB as to the accuracy of the information. jobsDB shall not be liable for any damages (including, without limitation, damages for loss of

business or loss of profits) arising in contract, tort or otherwise from the use of or inability to use this report, or any material contained in it, or from any action or

decision taken as a result of using this report or any such material.


1. Objective

The aim of this survey is to collect information about the hiring plan of companies in Hong Kong. The pay trend of full-time employees

working in different business sectors between 2016 and 2017 were also collected for analysis. These findings will help companies make

informed hiring decisions and provide useful data on pay/benefits adjustment.

2. Survey coverage

The survey covered 127 companies from 25 business sectors. Only full-time salaried employees working in Hong Kong were surveyed.

Expatriates, part-time and temporary employees were excluded. Among the surveyed companies, 71% of the companies employ less than

50 staff, 14% employ 50-100 staff, 9% employ 101-200 staff, and 6% employ more than 200 staff.

Scope and Methodology

Less than 50 employees

71%

50 - 100 employees

14%

101 - 200 employees

9%

More than 200 employees

6%

Size of Participating Companies(No. of Participating Companies = 127)


3. Datum Point

Basic monthly salary (excluding any bonuses, but including commission) of surveyed companies as at 1 September 2016 was recorded

and predicted adjustment of basic monthly salary in 2017 was captured. The compensation and benefits in 2016 and 2017 were also

surveyed.

4. Data Collection Method

The survey was conducted through an online questionnaire. Companies were invited to fill in the questionnaire through email from 6 to

23 September 2016.

5. Data Analysis

Surveyed companies were requested to provide data of basic monthly salary of each job position in 2016, predicted salary adjustment of

each job position in 2017 and compensation and/or benefits provided.

The data was analyzed to determine the “average”, “median”, “25th percentile”, “75th percentile”, or “percentage” for basic monthly salary.

For predicted salary adjustment, annual leave and performance bonus, “average” was to be determined. For other compensation or

benefits, “percentage” was to be determined.

Separate analyses were carried out by grouping the surveyed companies according to their business sector or size, or grouping job

positions according to job functions.

Scope and Methodology (con’t)


Basic monthly salary (HK$): the present monthly salary excluding any bonuses (both guaranteed and non-guaranteed bonuses) but

including commission in a particular job position. The present salary was recorded as at 1 September 2016.

Predicted adjustment (%): the predicted adjustment of a basic monthly salary in a particular job position in 2017.

Employees: it refers to those full-time salaried employees working in Hong Kong only. Expatriates, part-time and temporary employees

are excluded.

Employee level: employees are grouped into four categories based on their field’s experience:

1.Top / Senior Management

2.Middle Management / Non-managerial Professionals

3.Supervisory / Officers

4.Clerical / Frontline

Definitions


Average: a mathematical average of a set of data values (basic monthly salaries, percentage adjustments, number of annual leave, and

performance bonus). Arithmetic average will not be provided when number of the respondents used in calculation is 2 or less.

Median*: a middle number of a set of data values (basic monthly salaries and percentage adjustments) which divides the whole set into

halves.

25th percentile (1st quartile)*: it is the number of a set data values (basic monthly salaries) which cuts off the lowest 25% of data.

75th percentile (3rd quartile)*: it is the number of a set data values (basic monthly salaries) which cuts off the highest 25% of data.

Inter-quartile Range (Q-range)*: the difference between the data values at the 25th and 75th percentiles and is a measure of statistical

dispersion.

*Above statistics will not be provided when number of the respondents used in calculation is less than 2.

Definitions (con’t)


1.1 Expectation on employment market in 2017

More than half (51%) of the surveyed companies expected that the employment market in 2017 will be less active than 2016, while only33% of them expected the market will be about the same as current.

1. Hiring Plan and Market Expectation

More active than current

10%

Less active than current

51%

About the same as current

33%

Not sure6%

Expectation on Employment Market in 2017


1.2 Predicted change in headcount in 2017

More than half (56%) of the surveyed companies predicted they will increase headcount in 2017, while only 6% of them think theheadcount will drop.


Increase Headcount56%

Decrease Headcount6%

No Change38%

Predicted change in headcount in 2017


1.3 Hiring plan in Q4 2016

Among the respondents, 54% said they would hire staff in Q4 2016, representing a slight increase of 4% when compared with the sameperiod last year (50%). 25% of respondents said they would freeze their hiring process, which remains stable as last year. Furthermore, 3%of respondents plan to cut head count.


Remarks: Sum of percentages may not equal 100% due to roundingRemarks: Sum of percentages may not equal 100% due to rounding

* Questionnaire wordings changed from “freeze head count” to “freeze hiring process” from 2014

2012 2013 2014 2015 2016

We will hire staff 63% 55% 64% 50% 54%

We will cut head count 2% 2% 4% 6% 3%

We will freeze hiring process* 25% 19% 12% 25% 25%

No plan yet 11% 24% 20% 19% 18%

0%

20%

40%

60%

80%

100%

% o

f C

om

pan

ies

Hiring Plan Comparison


1.4 Purpose of Hiring Staff (Q4 2016)

The majority of the surveyed companies said that the purpose of hiring staff is to increase headcount to meet business needs (66%) andreplace resigned staff (57%). A small portion (18%) said they would hire to replace current staff.


66%

57%

18%

3%

0%

20%

40%

60%

80%

100%

Increase headcount to meetbusiness needs

Replacement for resignedstaff

Replacement for current staff Others

% o

f C

om

pan

ies

Purpose of Hiring Staff

54% of companies would hire staff in Q4 2016


1.5 Reasons to replace the current staff (Q4 2016)

For the companies that would hire staff to replace current staff, most of them said the reasons are for the current unsatisfactoryperformance (58%) and lack of job motivation (58%).


58%

42%

50%

58%

8% 8%

25%

0%

20%

40%

60%

80%

100%

Unsatisfactoryperformance

Inadequateability

Poor workingattitude

Lack of jobmotivation

Dishonesty /Lack of

integrity

Other forms ofmisbehaviour

Others

% o

f C

om

pan

ies

Reasons to replace the current staff

9% of companies would hire staff to replace current staff in Q4 2016


1.6 What level of staff would be hired (Q4 2016)

For the companies that would hire new staff, most of them were going to hire for Management / Non-managerial /(56%) and / Frontline (56%). Employers who were going to hire / Senior have decreased from 201516% to 2016 7%.


7%

56%

40%

56%

0%

20%

40%

60%

80%

100%

Top / Senior Management Middle Management /Non-managerial /

Professionals

Supervisory / Officers Clerical / Frontline Staff

% o

f C

om

pan

ies

What level of staff would be hired

54% Companies would hire staff in Q4 2016


1.7 What job function of staff would be hired (Q4 2016)

For the companies that would hire new staff, the three most sought after job functions are (22%), (19%) and &(16%).


22%

16%

15%

1%

4%

3%

1%

13%

9%

19%

3%

6%

3%

13%

3%

0%

9% 9%

4%

0% 0%

3%

9%

3%

0%

5%

10%

15%

20%

25%

% o

f C

om

pan

ies

What job function of staff would be hired

54% Companies would hire staff in Q4 2016


1.8 Difficulty to recruit new staff VS same period last year (Q4 2016)

For the companies that would hire new staff in Q4 2016, nearly half (47%) predicted the hiring difficulty would be about the samecompared to the same period last year, while 41% thought it would become more difficult.


3%

41%

47%

9%

0%

20%

40%

60%

80%

100%

Easier More difficult About the same Did not recruit staff in thesame period last year

% o

f C

om

pan

ies

Difficulty of recruiting new staff compared to same period last year

54% of companies would hire staff in Q4 2016


1.9 Companies searched for passive candidates

In addition of receiving job applications from active candidates, 54% of surveyed employers said they had searched for passive candidatesby online portals or referrals in the past year, greatly jumped from last 39%.


Yes54%

No46%

Companies searched for passive candidates


1.10 Successful rate of having passive candidates accept offer

For the companies that have searched for passive candidates in 2016, only one-fourth (26%) said the successful rate that the candidateswould accept the offer was higher than 50%.


0%13%

1-9%26%

10-20%16%

21-50%19%

51-70%11%

71-90%9%

Above 91%6%

Succcessful rate of having passive candidates to accept offer


1.11 Job offers given put in the past 12 months being turned down

In the past 12 months, nearly two-third (65%) of surveyed employers have given out job offers that were later turned down.


Yes65%

No35%

Job offers given out in the past 12 months being turned down


1.12 Reasons for turning down offers

A great majority (83%) of the candidates who had turned down offers said they had accepted another job offer. Other reasons includeterms of the offer are (51%) and to stay at the current (45%).


83%

51%

45%

10%

10%

7%

6%

5%

4%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Have accepted another job offer

The terms of the offer are unsatisfactory

Prefer to stay at the current company

The work itself is too difficult or too easy

The corporate culture doesn’t feel right

Others

There’s too much travel required in the job

The commute to work is too long

Being worried about not getting along with the new manager

% of Companies

Reasons of turning down offers

66% companies givenoffers in the past 12 monthsand have been turned down


1.13 Most important criteria when considers giving out offers

Most (87%) of the employers thought relevant work is one of the top three criteria when giving out offers.is often considered (52%), but it is not a top concern for many employers.


43%

17%

9%

14%

6%

7%

1% / 1%

31%

20%

17%

12%

13%

5%

13%

15%

23%

13%

18%

8%

1% / 3% / 2%

2% / 4%

1% / 3%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Candidate’s relevant work experience

Candidate’s qualification

Candidate’s expected package

Candidate’s style/ personality fit with the company culture

Candidate’s record of job stability

Hiring manager’s decision

Candidate’s capability of demonstrating a clear picture on career goals

Assessment result

Referral’s recommendation

HR decision

% of Companies

Most important criteria when giving out offers

Rank 1 Rank 2 Rank 3

66% companies givenoffers in the past 12 monthsand have been turned down


1.14 Resources on employer’s branding

Only 35% of HR teams had used online channels to communicate or develop the company's employer branding for recruitment andretention purpose in the past year; while only 28% did so with offline channels.


Yes35%

No52%

Not Sure13%

Online channels(such as blogging, social media, and online

discussion boards…etc)

Yes28%

No57%

Not Sure15%

Offline channels(such as recruitment talks and recruitment

hotline…etc)


2.1 Distribution of pay adjustment prediction in 2017

74% of the employers are planning a pay rise in 2017, which is less than last 79%. Most (34.9%) of the employees will receive a4.1-5% salary rise. The overall average pay adjustment will be 3.7%.

2. Pay Adjustment Prediction in 2017

Remarks: Sum of percentages may not equal 100% due to rounding

0.2%

25.4%

0.0%2.3%

16.2%

9.7%

34.9%

1.2%

10.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

<0% 0 0.1-1% 1.1-2% 2.1-3% 3.1-4% 4.1-5% 5.1-6% over 6%

% o

f ad

just

me

nt

Distribution of Predicted Monthly Salary Adjustment in 2017

74% employees will received a predictedhigher monthly salary in 2017


2.2 Pay adjustment – by business sector

In terms of business sectors, is going to have the highest average increase of monthly salary in 2017 (5.9%),followed by / (5.8%) and (5.5%).


3.0%

5.9%

3.9%4.4%

2.9% 2.8%3.3%

5.8%

3.6% 3.7%

4.9%

2.6%

0.8%

4.5%3.9%

5.5%

4.5%

1.7%

Overall Adjustment3.7%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

% o

f ad

just

me

nt

Percentage of Monthly Salary Adjustment in 2017 - by Business Sector

Remarks: Business sector with less than 2 companies and less than 10 employees are not shown



2016

Average $108,109 $61,038 $44,664 $35,945 $27,182 $19,961 $14,470

Median $80,000 $56,000 $44,000 $35,000 $28,000 $20,000 $14,400

Q-Range $58,000-$130,000 $44,600-$72,000 $35,600-$49,000 $31,200-$35,000 $23,000-$30,367 $17,200-$21,600 $12,000-$16,000

2017 Average $111,135 $62,972 $45,987 $36,701 $28,359 $20,527 $14,903

108,109

61,038

44,664

35,945

27,182

19,96114,470

111,135

62,972

45,987

36,701

28,359

20,52714,903

0

20,000

40,000

60,000

80,000

100,000

120,000

CFO / FinancialDirector

Financial Controller Accounting / FinanceManager

Chief Accountant Accountant / SeniorAccountant

Assistant Accountant Accounting Clerk /Officer

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Accounting - by job positions)

2016 (Actual) 2017 (Predicted)

2.3 Pay adjustment – by job positions



3.4%

3.0% 3.1%

2.2%

4.2%

2.9%

3.2%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

CFO / FinancialDirector

Financial Controller Accounting /Finance Manager

Chief Accountant Accountant / SeniorAccountant

AssistantAccountant

Accounting Clerk /Officer

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Accounting - by job positions)



2016

Average $54,167 $57,000 $28,260

Median $40,000 $31,000 $21,000

Q-Range $30,000-$70,000 $12,000-$35,000 $19,400-$34,000

2017 Average $55,873 $58,623 $29,237

54,16757,000

28,260

55,87358,623

29,237

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

Compliance Manager Company Secretary Company Secretary Officer / Assistant

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Banking & Finance - by job positions)




2.8%

4.8%

2.9%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Compliance Manager Company Secretary Company Secretary Officer / Assistant

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Banking & Finance - by job positions)



2016

Average $12,932 $13,529 $13,885 $30,710 $20,752 $40,386 $24,634 $27,368 $14,833

Median $14,000 $11,000 $13,000 $30,000 $20,000 $34,000 $21,200 $23,000 $13,500

Q-Range $10,500-$15,000 $10,000-$13,000 $11,000-$15,000 $24,000-$35,000 $16,500-$25,000 $30,000-$42,000 $20,000-$25,000 $15,000-$30,000 $12,000-$15,000

2017 Average $13,295 $14,007 $14,291 $31,607 $21,374 $41,886 $25,424 $28,613 $15,539

12,932 13,529 13,885

30,710

20,752

40,386

24,634

27,368

14,83313,295 14,007 14,291

31,607

21,374

41,886

25,424

28,613

15,539

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

45,000

Clerk Office Assistant Receptionist ExecutiveSecretary

Secretary OperationsManager

AssistantOperationsManager

OperationsOfficer

OfficeAdministrator

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Clerical / Secretarial / Operation - by job positions)




3.3%3.1%

2.7% 2.7% 2.8%

4.0%

3.6%

4.6%

4.8%


0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Clerk Office Assistant Receptionist ExecutiveSecretary

Secretary OperationsManager

AssistantOperationsManager

OperationsOfficer

OfficeAdministrator

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Clerical / Secretarial / Operation - by job positions)



2016

Average $22,278 $17,188

Median $20,000 $15,000

Q-Range $15,000-$27,500 $14,000-$20,000

2017 Average $23,264 $18,112

22,278

17,188

23,264

18,112

0

5,000

10,000

15,000

20,000

25,000

Senior Designer Graphic / Fashion / Interior / Web Designer

HK

$Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)

(Design- by job positions)




4.5%

5.1%


4.2%

4.3%

4.4%

4.5%

4.6%

4.7%

4.8%

4.9%

5.0%

5.1%

5.2%

Senior Designer Graphic / Fashion / Interior / Web Designer

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Design - by job positions)



2016

Average $44,400 $37,280 $30,422 $23,926 $18,132

Median $38,000 $40,000 $32,250 $17,000 $18,000

Q-Range $30,000-$50,000 $25,500-$45,000 $25,000-$35,000 $17,000-$25,000 $18,000-$18,000

2017 Average $46,081 $38,377 $31,237 $24,521 $18,616

44,400

37,280

30,422

23,926

18,132

46,081

38,377

31,237

24,521

18,616

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

45,000

50,000

Engineering Manager Senior Engineer Engineer Assistant Engineer Technician

HK

$Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)

(Engineering - by job positions)




3.9%

3.1%2.9%

2.5%2.6%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Engineering Manager Senior Engineer Engineer Assistant Engineer Technician

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Engineering- by job positions)



2016

Average $132,233 $181,889 $68,731

Median $96,000 $168,000 $64,000

Q-Range $78,000-$170,000 $90,000-$200,000 $50,000-$70,000

2017 Average $134,832 $188,495 $71,200

132,233

181,889

68,731

134,832

188,495

71,200

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000

200,000

CEO/President Vice President General Manager

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Executive / General Management - by job positions)




1.8%

3.0%

3.5%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

CEO/President Vice President General Manager

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Executive / General Management - by job positions)



2016

Average $86,057 $37,059 $22,209 $15,420 $15,100 $31,543 $28,417 $20,255 $12,583

Median $58,000 $36,000 $20,000 $15,000 $15,500 $30,000 $28,000 $19,012 $12,000

Q-Range $50,000-$72,000 $27,000-$42,000 $19,000-$26,000 $13,800-$16,500 $12,000-$16,000 $23,000-$32,000 $24,500-$29,000 $15,500-$21,500 $12,000-$14,000

2017 Average $89,157 $38,460 $22,797 $16,101 $15,666 $32,554 $29,189 $20,891 $12,717

86,057

37,059

22,209

15,420 15,100

31,54328,417

20,255

12,583

89,157

38,460

22,797

16,101 15,666

32,55429,189

20,891

12,717

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

100,000

HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant / Clerk

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Human Resources & Administration - by job positions)




3.3%

3.7%

2.7%

4.4%

4.1%

3.2%

2.5%

2.9%

1.2%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant / Clerk

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Human Resources & Administration - by job positions)



2016

Average $103,250 $44,626 $44,615 $36,425 $26,833 $16,939 $17,331 $21,863

Median $85,000 $45,000 $45,000 $39,000 $25,000 $15,000 $14,000 $20,000

Q-Range $70,000-$90,000 $35,000-$54,710 $45,000-$45,000 $35,000-$40,000 $22,000-$25,000 $15,000-$15,000 $14,000-$14,000 $18,000-$24,000

2017 Average $109,113 $46,458 $46,654 $37,992 $28,380 $18,186 $18,263 $22,519

103,250

44,626 44,615

36,425

26,833

16,939 17,33121,863

109,113

46,458 46,654

37,992

28,380

18,186 18,26322,519

0

20,000

40,000

60,000

80,000

100,000

120,000

IT Director IT Manager Project Manager System Analyst Analyst Programmer Programmer Systems Support /Network Manager

Technical Support

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Information Technology - by job positions)




5.8%

4.0%

4.6%

4.2%

6.0%

8.0%

5.1%

2.6%


0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

8.0%

9.0%

IT Director IT Manager Project Manager System Analyst AnalystProgrammer

Programmer Systems Support /Network Manager

Technical Support

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Information Technology - by job positions)



2016

Average $32,188 $23,171 $18,104 $15,338

Median $31,000 $22,000 $17,000 $14,000

Q-Range $25,500-$34,000 $20,000-$23,000 $14,950-$19,863 $12,000-$18,000

2017 Average $33,431 $23,709 $18,478 $15,839

32,188

23,171

18,104

15,338

33,431

23,709

18,478

15,839

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

Shipping Manager / LogisticsManager

Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer orExecutive

Shipping / Logistics Assistant orClerk

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Logistics- by job positions)




3.9%

2.1% 2.1%

3.2%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Shipping Manager / Logistics Manager Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer orExecutive

Shipping / Logistics Assistant or Clerk

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Logistics- by job positions)



2016

Average $59,720 $38,626 $24,989 $22,346 $18,609 $11,000

Median $60,000 $38,000 $25,000 $23,200 $19,000 $9,500

Q-Range $40,000-$66,600 $34,000-$45,000 $20,800-$28,200 $16,200-$28,000 $15,000-$21,000 $9,500-$13,000

2017 Average $60,909 $39,879 $25,691 $23,017 $18,998 $11,442

59,720

38,626

24,98922,346

18,609

11,000

60,909

39,879

25,69123,017

18,998

11,442

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

Marketing Director Marketing Manager Assistant MarketingManager

Senior MarketingExecutive / Officer

Marketing Executive /Officer

Marketing Assistant

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Marketing - by job positions)




1.6%

3.3%

3.0%

3.2%

2.1%

4.2%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Marketing Director Marketing Manager Assistant MarketingManager

Senior Marketing Executive/ Officer

Marketing Executive /Officer

Marketing Assistant

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Marketing- by job positions)



2016

Average $41,393 $31,850 $27,296 $18,957 $21,357

Median $36,750 $36,000 $28,000 $19,000 $13,000

Q-Range $30,000-$40,000 $18,000-$36,400 $26,000-$28,000 $18,260-$20,000 $13,000-$25,000

2017 Average $42,722 $32,670 $28,325 $19,711 $22,246

41,393

31,850

27,296

18,95721,357

42,722

32,670

28,325

19,711

22,246

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

45,000

Merchandising Manager Assistant MerchandisingManager

Senior Merchandiser Merchandiser Assistant Merchandiser

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Merchandising- by job positions)




3.0%

2.5%

3.8%4.0%

4.3%


0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Merchandising Manager Assistant MerchandisingManager

Senior Merchandiser Merchandiser Assistant Merchandiser

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Merchandising - by job positions)



2016

Average $22,350 $12,072

Median $21,500 $12,000

Q-Range $20,000-$25,000 $11,500-$12,000

2017 Average $23,141 $12,670

22,350

12,072

23,141

12,670

0

5,000

10,000

15,000

20,000

25,000

Shop / Store / Retail Manager Sales Representative/ Executive

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Retail Operation - by job positions)




3.6%

5.0%Overall Adjustment

4.8%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Shop / Store / Retail Manager Sales Representative/ Executive

%A

dju

stm

en

tAverage Predicted Percentage of Monthly Salary Adjustment

(Retail Operation- by job positions)



2016

Average $77,446 $40,044 $32,728 $27,522 $26,071 $21,311 $19,769

Median $75,000 $35,000 $30,000 $27,900 $24,700 $20,000 $20,000

Q-Range $54,000-$80,000 $31,000-$38,565 $21,080-$42,000 $20,000-$33,300 $20,000-$28,000 $15,233-$25,000 $20,000-$20,000

2017 Average $79,393 $40,798 $33,569 $28,242 $26,639 $22,395 $20,365

77,446

40,044

32,728

27,522 26,07121,311 19,769

79,393

40,798

33,569

28,242 26,63922,395

20,365

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

Sales Director Senior Sales Manager Sales Manager Assistant SalesManager

Sales Supervisor Sales Executive /Representative

Sales Engineer

HK

$

Average Monthly Salary - 2016 (Actual) vs 2017 (Predicted)(Sales - by job positions)




2.4%

1.9%

2.3%2.5%

2.1%

5.5%

3.2%


0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Sales Director Senior Sales Manager Sales Manager Assistant Sales Manager Sales Supervisor Sales Executive /Representative

Sales Engineer

%A

dju

stm

en

t

Average Predicted Percentage of Monthly Salary Adjustment(Sales - by job positions)


Yes85%

No15%

Percentage of companies providing performance bonus in 2016

3. Bonuses

3.1 Performance bonus

Among all companies surveyed, 85% provided performance bonus in 2016, 5% up compared with last year. Among these companies, only6% provided guaranteed performance bonus, dropped from 12% last year. The overall average size of bonus provided in 2016 was 1.3months of basic salary, while that expected in 2017 will also be 1.3 months.

Yes6%

No94%

Percentage of companies providing guaranteed performance bonus in 2016


3. Bonuses

3.1.1 Performance bonus in 2016 – by business sectors

For performance bonus in 2016 in terms of business sectors, the sector provided the highest average performancebonus (2.7 months of basic salary), followed by the sector (2.2 months). The sector has had thelowest average performance bonus (0.3 months).

3.1.2 Predicted performance bonus in 2017 – by business sectors

The highest average performance bonus in 2017 is still expected to be found in the sector, with 2.7 months of basicsalary. The sector is still expecting the lowest average performance bonus (0.5 months).


3. Bonuses

1.1

0.8

2.7

0.8

0.3

0.9

1.3

0.9

2.2

1.4

1.9

1.2 1.1

2.7

0.60.5

0.9

1.5

1.1

2.0

1.1

1.7

0.0

0.5

1.0

1.5

2.0

2.5

3.0

No

. of

mo

nth

s

Performance bonus by business sector

2016 (provided) 2017 (Expected)

Avg performance bonus in 2016 = 1.3 mthsAvg performance bonus expected in 2017 = 1.3 mths

Remarks: Business sector with less than 2 companies and less than 10 employees are not shown


3. Bonuses

3.1.3 Performance bonus in 2016 – by employee levels

In terms of employee levels, the average amount of performance bonus in 2016 was 1.5 months of the basic monthly salary for /Senior , 1.4 months for Management / Non-managerial 1.2 months for /and 1.1 months for / Frontline .

3.1.4 Expected performance bonus in 2017 – by employee levels

The performance bonus in 2017 is expected to be more or less in line with 2016, except for a slight increase for / Frontlinelevel (1.2 months).


3. Bonuses

1.5

1.4

1.2

1.1

1.5

1.4

1.21.2

0.0

0.2

0.4

0.6

0.8

1.0

1.2

1.4

1.6

1.8

Top / Senior Management Middle Management / Non-managerialProfessionals

Supervisory / Officers Clerical / Frontline

no

. of

mo

nth

s

Performance bonus by employee level

2016 (provided) 2017 (expected)

Avg performance bonus in 2016 = 1.3 mthsAvg performance bonus expected in 2017 = 1.3 mths


3. Bonuses

3.1.5 Number of performance bonus issued per year

Among respondents who provide performance bonuses, 80% of them issue the bonus once per year. 6% of respondents indicated that theyissue performance bonuses twice per year.

Once80%

Twice6%

Three Times0%

Four Times3%

Others11%

How many times of performance bonus issued per year


3. Bonuses

3.1.6 Month of issue for performance bonus

Among companies which provide performance bonus, most of them had issued the bonus in January (29%), December (15%) or March(14%).

Remarks: Multiple answers are allowed and the sum may not equal 100%

29%

12%14%

8%

3%

9%

3%

0%

6%

2%0%

15%

0%

5%

10%

15%

20%

25%

30%

35%

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

% o

f co

mp

anie

s

Month to issue performance bonus


4. Benefits

4.1 Leaves

4.1.1 Annual leave in 2016 – by employee levels

In terms of employee levels, the average number of annual leave was 17.9 days for / Senior 14.7 days forManagement / Non-managerial 13.0 days for / and 12.1 days for / Frontline .

17.9

14.7

13.012.1

Overall average14.5

0.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0

16.0

18.0

20.0

Top / Senior Management Middle Management / Non-managerial Professionals

Supervisory/ Officers Clerical / Frontline

No

. of

day

s

Annual leaves provided in 2016


4. Benefits

4.1.2 Handling unused annual leave

In dealing with unused annual leave, 41% of surveyed companies allow a certain proportion of unused annual leaves to be carried over tonext year; 26% allow all the unused annual leaves to be carried over to next year; 30% forfeit all the unused annual leave; only 2% convertthe unused annual leaves to a lump sum payment.

All can be carried over to next year

26%

A proportion can be carried over to next

year41%

Forfeited30%

Convert it to a lump sum payment

2%Others

1%

Dealing with unused annual leave


4. Benefits

4.1.3 Sick leave

49% of surveyed companies provide sick leave with allowance equivalent to the full average daily wages in 2016, slightly less than last55%. 31% of them provide full-paid sick leave for a specified number of days, then sick leave with allowance equivalent to four-fifths

of the average daily wages of the employee. 12% follow the minimum requirement of Employment Ordinance, which is to provideallowance equivalent to four-fifths of the average daily wage of the employee.

Full-paid49%

Four-fifths of the average daily wages

12%

Full-paid for a specified number of

days, then forth-fifths of average daily wage

31%

Others8%

Payment for Sick Leave in 2016


4. Benefits

4.1.4 Special leave

Most common type of leave offered in 2016:

Among other types of leave, compassionate leave is the most common (75%) type of leave offered by employers in 2016, followed bymarriage leave (74%).

Most common type of leave expected to be newly offered in 2017:

10% of respondents is already offering family care leave in 2016, and 8% is planning to introduce this benefit in 2017.

Least common type of leave offered in 2016:

Graduation leave is the least common type of leave provided. Only 4% of the surveyed companies offered such leave in 2016.


4. Benefits


75%

74%

73%

17%

13%

10%

4%

5%

3%

6%

5%

4%

8%

6%

20%

23%

21%

78%

83%

82%

91%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Compassionate Leave

Marriage Leave

Paternity Leave

Birthday Leave

Community Service Leave

Family Care Leave

Graduation Leave

% of Companies

Special Leaves in 2016

Yes No, but expected to grant next year No, and NOT expected to grant next year


4. Benefits

4.2 Health-related benefits

Most common health-related benefits offered in 2016:

In 2016, working was the most common (32%) type of health-related benefit offered.

Most common health-related benefits expected to be newly offered in 2017:

In 2017, 6% of surveyed companies plan to introduce working and assistance .

Least common health-related benefits offered in 2016:

Only 5% of surveyed companies are providing assistance . It is expected that 6% of companies will provide thesebenefits in 2017.


4. Benefits


32%

7%

6%

5%

6%

2%

3%

6%

62%

91%

91%

89%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Ergonomic working environment (e.g. monitor with adjustable height,

ergonomic laptop stands)

Smoking Cessation Program

On-site physical fitness facility and exercise programs at work

Employee assistance program (e.g. counselling services for stress,

finance or family problems)

% of Companies

Health Related Benefits in 2016



4. Benefits

4.3 Family-friendly benefits

Most common family-friendly benefits offered in 2016:

The most common type of family-friendly benefits offered in 2016 was with 20% of surveyed companies claimed they offeredsuch benefits.

Least common family-friendly benefits offered in 2016:

0% of companies is providing care in 2016. It is expected that 2% of companies will provide this benefit in 2017.


4. Benefits


1%

1%

20%

9%

3%

6%

2%

76%

85%

98%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Family leave benefits(e.g. additional maternity leave,

paternity leave)

Mother's room for female staff

Child care support(e.g. day care centre near the workplace)

% of Companies

Family Related Benefits in 2016



4. Benefits

4.4 Accommodation related benefits

Most common accommodation related benefit

Among all other benefits, (13%) was the most popular accommodation benefit offered by employers in 2016.

Other common benefits

Other common benefits were housing (8%) and (6%).


4. Benefits


13%

8%

6%

2% / 2%

1% / 1%

2%

2%

84%

92%

93%

97%

98%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Rental Reimbursement

Cash Housing Allowance

Employee Quarters

Housing Loan

Mortgage Interest Subsidy

% of Companies

Accomodation Related Benefits in 2016



4. Benefits

4.5 Other benefits

Transportation allowance

Among all other benefits, transportation allowance was the most popular benefits offered by employers in 2016. 45% of respondentsprovided allowance for travelling outside during normal working days, while 34% of respondents provided

allowance for travelling within .

Other common benefits

Other common benefits were fund / retirement (17%) and of company stocks at discounted (9%).


4. Benefits


45%

34%

17%

9%

5%

5%

3%

2%

2%

1%

1%

52%

65%

81%

90%

94%

95%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Transportation allowance outside HKduring normal working days

Transportation allowance for traveling in HK(such as cross-district transport allowance)

Pension fund /retirement plan(excluding MPF)

Purchase of company stock at discounted prices

Personal loan

Tax Subsidies

% of Companies

Other Benefits in 2016



Employment Market

56% of companies are planning to increase headcount in 2017, which is the same as that in 2016. Although there was a general

perception that the employment market won’t be as active as 2016, only 6% or respondents are planning to decrease headcount,

compared to 13% in 2016.

Employers emphasized their interest in a candidate’s relevant working experience (87%) rather than their qualification (52%), indicating

that they prefer staff with hands-on experience who can provide an immediate contribution to the company in times of economic uncertainty.

For companies that had made employment offers in the past 12 months, 65% had some of their offers refused, mainly because the target

candidates had “accepted another job offer” (83%).

Salary Adjustment and Bonuses

In 2017, 74% of surveyed employers were planning to offer a pay rise (79% in 2016) with an average salary adjustment of +3.7%

(+3.4% in 2016). 85% of employers has offered performance bonus in 2016 (80% in 2014) with an average bonus equivalent to 1.3

months of basic salary (1.6 months in 2015). Among them, only 6% of surveyed companies provided guaranteed performance bonus to

employees (12% in 2015).

Conclusion


Benefits

In 2016, surveyed companies offered in average 14.5 days of annual leave to their employees. In the handling of unused annual leave, most

surveyed employers allowed a proportion (41%) or all (26%) the unused leave days to be carried forward to next year, while 30% of

surveyed employers simply forfeited the unused annual leave.

For other leave benefits, compassionate leave (75%) and marriage leave (74%) are the most common employee benefits. 13% of

respondents were offering community service leave in 2016, compared with 9% in 2015.

While family-friendly benefits still remains uncommon in general, companies providing family leaves benefit (such as additional marriage or

paternity leaves) have doubled to 20% in 2016.

Conclusion (con’t)

happy hiring

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