The beginning of the end of the year talent market inventory: Electricity business increase in the second

Original title: The end of the year before the city inventory

2012 employees ' overall mobility and 2013-year pay rise slightly

The year will be near, the major human resources organizations have published research reports, summed up 2012 years before the city, forecast 2013 different industries, institutions of the development trend. Under the influence of the uncertain economic situation, "stabilize" and "cautious" become the key words. However, the emerging areas, technical personnel, as well as the development of non-front-line cities, the talent market to see hope.

Recently, the Human Resources service provider worry issued the "2013 Separation and Salary survey report." The report said that in 2012 the overall staff liquidity fell slightly, the average turnover rate of 16.7%, 2013, the expected increase in wages of 8.6%, a slight decline year-on-year.

Data show that 2012 slowdown in macroeconomic growth, corporate recruitment will decline, resulting in a decrease in staff turnover, in addition, in 2012, many companies to pay for their employees will also decline in the desire, while the job seekers of future salary growth is still high expectations, the difference between corporate and personal pay position, resulting in many employees choose Lying trough "waiting for the wait."

Branch Rui International Human Resources Limited announced the "2013 Pay survey Report" shows that in 2013, the average salary of companies surveyed rose 9.43%, fell to the lowest since 2010. From the industry distribution, the electricity quotient is ranked runner-up, the rise is 9.71%, slightly below the rank first the consumer goods industry, has terminated the finance, the medicine, the real estate and so on for several years to lead the situation.

Chinahr's data also illustrate the situation: in 2013, corporate salary increases were slightly reduced, especially in the high range, with varying margins.

Data analysis

Finance, consumer goods industry leads the pay rise

Corporate pay is also becoming more cautious, influenced by the recession. Worry data showed that in 2013 the company expected a 8.6% per cent increase in pay and a decrease in overall pay coverage, with a projected 21.5% per 50% increase in salary coverage in 2013. This suggests a tightening of corporate pay and will focus more on key corporate employees.

There is still a certain "gap between rich and poor" in different industries in the 2013. The financial sector expects 2013 per cent increase in pay to reach 10.4%. The bio-pharmaceutical industry, the real estate industry and the energy and chemical industry followed, with a pay increase of 9.2%, 9.1% and 8.9% respectively. The manufacturing sector is expected to pay an adjustment of 7.8% per cent in 2013.

Worry human resources expert Jian introduced, although the overall salary rose slightly, but the technology research and Development class employee "salary sentiment" still very "steady", 2013 expected to gain 10.1%. In addition, finance, personnel administration and marketing staff are expected to pay a 2013 salary range of more than 8%, business sales staff of the relatively low salary range, is expected to be 6.9%.

KE Rui International Consumer goods industry director Yulina introduced, Branch Rui International data show that the consumer goods industry, the highest pay rise to 9.77%. Chinahr Senior Human resources expert Liu Xingyang remind, because enterprise in pay intervention strength weakening, 2013 Spring Festival after the job-hopping season, finance, real estate and IT industry pay particular attention to.

High turnover rate of "Cenozoic"

This year 6.8 million of ordinary college graduates "in the market", most of them are the first. As more and more new generation of job seekers enter the workplace, the age structure of many enterprises has quietly changed.

Worry survey found that the higher the number of employees in the enterprise after 85, the average turnover rate of employees is higher, such as: Enterprises 85 after the proportion of staff accounted for more than 70%, staff turnover rate of 21.9%, significantly higher than the overall turnover rate of staff in 2012 (16.7%).

Jian that the new generation of employees pay more attention to self-realization, their professional concept of variable, low loyalty to the enterprise, such as the stability of such staff is relatively poor, the staff turnover rate is relatively high. "The new generation of staff turnover often is due to their own professional positioning is not clear." This often requires enterprises to carry out targeted humanized management, to enhance the new generation of staff's professional sense of responsibility and corporate identity, to help them better adapt to the workplace life, so as to help enterprises better control the recruitment and management costs. ”

In addition, the manufacturing turnover rate remains high, reaching 21.2%. Worry analysis that the manufacturing and traditional services in the majority of positions in the substitution of relatively high, enterprises in the staff retention concerns less. For manufacturing, rising raw material prices, the rise in the minimum wage, the appreciation of the renminbi led to increased export pressure on the manufacturing industry has brought greater costs and operational pressure, some small and medium-sized manufacturing enterprises have to reduce the number of employees to maintain the survival of the enterprise, resulting in the industry's overall turnover rate is high. At the same time, the strategic relocation of manufacturing has also led to the continuous geographical flow of employees in manufacturing enterprises, making the turnover rate of such employees always high.

Expert analysis

Higher pay for non-tier cities this year

Jian, worry human resources expert

From the change trend of salary adjustment in recent years, the salary range of non-front-line cities is slightly higher than that of first-tier cities. It is expected that the 2013 non-first tier cities will pay an increase of 8.8%, while the first-tier cities will be adjusted for 8.4%.

With the industrial chain migrating to inland areas, more and more enterprises in the non-front-line cities to open up business, non-front-line cities, the number of talent demand is increasing.

From the number of posts published in the worry statistics, 2012 1-November, the number of non-first-line city posts in the 30多万个, and Hangzhou in the period of the number of posts reached nearly 1 million, about the average number of posts published 3 times times, Chengdu, Wuhan, The number of posts in Nanjing and Xian is more than 600,000, much higher than the average number of non-tier city posts. It can be seen that the gap between the number of talents in the non-front-line cities and the first-line cities is gradually narrowing, and the competition of talents is becoming fiercer, which makes the salary level of non-front-line cities increase relatively obviously in recent years.

With the advancement of urbanization, the inclination of government policy and the good economic development of non-front-line cities, the salary growth rate of future non-front-line cities is likely to continue to lead the first-tier cities.

The electric business industry has the second highest salary increase

Xu, Branch Rui International Electric business Director

The rapid expansion of the electric business industry has been recognized as the fact that, in the branch Rui International surveyed enterprises, the electric business sector is ranked second in the industry, due to the entire industry in the talent shortage stage, the demand is mainly from three aspects. First, the traditional industry should be electrocuted, such as the retailer Su Ning, Wanda, consumer goods companies, etc. the second is the Internet companies to enter the field of electricity, such as Baidu before and now Tencent; third, some investors and entrepreneurial talent are also intended to enter the electric business industry. These enterprises have higher demand for talents, it is possible to dig people with high salaries, and the selection criteria are not very good, the selection process is not so fine.

The mature electric business enterprise, start intensive cultivation, the pursuit of profits, although still need external recruitment, the introduction of top technology, operating personnel, and constantly improve the technical and management capabilities, but they are not much demand for talent, may not be high pay to dig people, because the enterprise platform has been very good, recruitment standards are higher, the process is also more

Job-hopping will tend to weaken

Yuan Hang, Network of Excellence professional guidance experts

A recent survey by the network of elite networks found that 52% of the working people did not change jobs in 20,121 years, 25% worked in 20,121 years, and 23% were willing to switch jobs. 2012 's career change, in the global economy in the employment and people's livelihood in cold winter, the job-hopping will tend to weaken, more is the choice of the trough reserve experience, so as to wait for the opportunity to attack. With the improvement of the quality of life, the increase of material pressure, people began to look from pay to career development, gradually from the "money" to the future of the idea of passers-by. In order to better adapt to the smooth development of society, the professionals have to continue to accumulate work experience for a rainy.