High-end talent pay battle intensifies

Author: Tian and the first quarter of 2011, the rising tide began to shift from the grass-roots to high-end jobs.　　To this end, in China's state-owned enterprises, private enterprises, foreign enterprises, is performing an unusually fierce talent war. Recently, in Beijing held the Hay Group Remuneration Forum, a foreign-funded enterprises in China, the director of human resources poured bitter.　　Originally, after the Spring Festival, the shortage of blue-collar workers has made him headache, research and development staff turnover more let him sleep hard, the result is 60%-90% salary increase. This phenomenon is in the domestic fermentation of various industries.　　According to the Hay Group, North Asia and Pacific region, the Director of compensation information Consulting business, from the macro level, after the era of financial crisis, the major companies are looking for new ways to profit, in China's fast-growing market, new senior talent in short supply, employees still expect them to get more pay. According to a study by the Hay Group last July of 200,000 employees ' remuneration data for 3,000 companies across 15 industries, it is expected that the industry will have a 2011-year salary growth rate of 8.3%, up from the same period of 1.5% last year. In the real estate and auto industry, the biggest increases are expected to reach 10% and 9.6% respectively, while the March 2011 Pay Forum's industry-wide latest pay growth rate is expected to reach 10.1%, which is nearly 2% higher than six months ago.　　According to the department, the top five of Chinese local executive pay are sales and marketing, tax, procurement, legal and human resources. In fact, whether it is a foreign enterprise, state-owned enterprises or private enterprises, the three-party competition for these talents also shows different characteristics. Liang, vice president of the Greater China region of the benefit group, explained. On the one hand, the study found that the pay level of basic salary of internal enterprise executives is much lower than that of foreign-funded enterprises, but in contrast to total cash, the gap is not very large, indicating that the floating bonus scheme for domestic enterprises is more stimulating. The global pay policy of foreign-invested enterprises is under great pressure in China. On the other hand, the state-owned enterprises continue to improve on the organizational level, performance culture has been strengthened, talent allocation means increasingly superb. In particular, the preferential treatment of illegal welfare, the popularization of long-term incentive schemes and the differentiated remuneration of business sectors are making state-owned enterprises more and more attractive. In addition, with the increasing number of IPOs, private enterprises also become more and more rich, they provide entrepreneurial platform and opportunity, changed the fixed floating upside down pay structure, for the outstanding talent to provide internal venture capital, to attract high-end talent to add an important weight.