Hiring, Compensation and Benefits Report 2021

Hiring, Compensation and Benefits

Report 2021

IntroductionScope and methodology Section 1: Market expectations and hiring planSection 2: Recent hiring and candidate attractionSection 3: Pay adjustment forecast in 2021

Industry snapshotBy job function:

AccountingClerical / Secretarial / OperationExecutive / General ManagementHuman Resources & AdministrationInformation TechnologyDigital Marketing, E-Commerce & Social MediaMarketing & BrandingCorporate Sales & Business DevelopmentMedia/ Advertising DesignFinanceEngineering Hospitality / Tourism Food & BeverageTransportation & LogisticsMerchandisingRetail SalesBeauty Care / Health EducationCustomer ServicesLegal / ComplianceAnalytics

Section 4: BonusesSection 5: BenefitsSection 6: Work-from-home and related policies

Table of Contents

33

To assist HR professionals in devising their human resource planning for the coming year, JobsDB conducted a Hiring, Compensation & Benefits Survey in Q3 2020, in conjunction with Acorn Marketing & Research Consultants (International) Limited. This survey captures the most updated information from 436 corporations across different industries in Hong Kong.

This report provides an up-to-date overview of the industry practices in different dimensions :

• Hiring intentions and strategies regarding full-time employees and part-time / temporary employees

• Hiring strategies regarding fresh graduates, Mainland Chinese and expatriates

• Pay rates and predicted adjustments in the coming year

• Bonus payout quantum

• Various types of fringe benefits and arrangement including key work-life benefits, family-friendly benefits, accommodation benefits and career development opportunities and COVID-19 staff policy

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.

44

1. Objectives

This survey aims to collect information about the hiring plans of Hong Kong-based companies. The pay trends regarding full-time employees in differentindustries between 2020 and 2021 were also collected for analysis. These findings will help companies make informed hiring decisions and provide usefuldata on pay/benefits adjustments.

2. Survey coverage

The survey covered 436 companies from 35 industries. Full-time exempt employees working in Hong Kong were the main focus of the survey, whilespecific questions about expatriates, part-time and temporary employees were also included. Among the surveyed companies, 72% have less than 50 staffmembers, 16% 50 - 99, 7% 100 – 199, and 5% over 200.

Scope and methodology

1 - 9 employees30%

10 - 49 employees42%



200 - 499 employees 3%

500 employees or more2%

5

Company Profile

Base : All companies (n=436) (unweighted)

* Denotes less than 0.5%

Industry Percentage Industry Percentage

Accounting / Audit / Tax 3% Information & Communications Technology 7%

Advertising / Public Relations / Marketing Services 3% Insurance 1%

Building / Construction 5% Jewellery / Gems / Watches 0%

Banking 1% Legal Services 2%

Charity / Social Services / Non-Profit Organisation 1% Management Consultancy / Service 2%

Clothing / Garment / Textile 1% Manufacturing / Packaging 6%

Design 2% Media / Publishing / Printing 1%

E-commerce 1%Medical / Pharmaceutical (e.g. Hospital, Clinic, Medical Center, Pharmaceutical Organisation)

2%

Education & Training 3% Property Development & Management 3%

Electronics / Electrical Equipment 3% Research / Survey *

Engineering 3% Retail 5%

Entertainment / Recreation * Sports, Health & Beauty Care 1%

Financial Services (Non Bank Organization) 7% Telecommunication 1%

Food and Beverage 3% Testing / Laboratory 1%

Freight Forwarding / Delivery / Logistics 3% Trading and Distribution 11%

Government & Public Organization 1% Travel & Tourism *

Hospitality (e.g. Hotel, Hostel, Elderly Home) 3% Wholesale 2%

Human Resources / Recruitment 3% Others 10%

6

Company Profile

Type of Company Percentage

Local (Hong Kong) company 56%

Chinese owned company 8%

Hong Kong based multi national (with headquarter in Hong Kong but with offices in multi country out of Hong Kong) 14%

Multinational company (with headquarter out of Hong Kong, Macau and China) 19%

Government 1%

Non-profit organisation 2%

Base : All companies (n=436) (unweighted)

77

3. Datum point

Basic monthly salaries (excluding any bonuses, but including commission) of surveyed companies as at 1 September 2020 were recorded, alongsidepredicted basic monthly salary adjustments in 2021. The compensation and benefits in 2020 and 2021 were also surveyed.

4. Data collection method

The survey was conducted in form of an online questionnaire. Companies were invited to fill in the questionnaire via email from 8 to 30 September 2020.

The surveyed companies were invited to provide the basic monthly salary of each job position in 2020, predicted salary adjustment of each job position in2021 and compensation and/or benefits provided.

5. Weighting

To provide a representative overall view, the data is weighted according to the industry distribution based on government statistics. Except for Section 3,all findings in this report are based on the data after weighting.

6. Data analysis

The data was analysed to determine the “average”, “median”, “25th percentile”, “75th percentile”, or “percentage” for basic monthly salary. For predictedsalary adjustment, annual leave and performance bonus, “average” was to be determined. For other compensation or benefits, “percentage” was to bedetermined.

Separate analyses were carried out by grouping the surveyed companies according to their industry, size or origin, or grouping job positions according tojob functions.

Scope and methodology

88

Basic monthly salary (HK$): the present monthly salary excluding any bonuses (both guaranteed and non-guaranteed bonuses) but including commission for a particular job position. The present salary was recorded as at 1 September 2020.

Predicted adjustment (%): the predicted adjustment of a basic monthly salary for a particular job position in 2021

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 field experience:

1. Top / SeniorManagement

2. Middle Management / Non-Managerial Professionals

3. Supervisory / Officers

4. Clerical / Frontline

Definitions

99

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

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

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

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.

*For basic monthly salary, any positions with less than 3 companies or 5 employees are excluded from the calculation of the average, median and Q-range.

*For annual leaves and bonus, industries with less than 3 companies will not be shown.

Definitions

Section 1Market expectations and hiring plans

Market outlook

1212

• For Q1 2021, the views of most interviewees are negative: 32% consider ‘stagnant’, while 39% foreseeing a further decline. Only 18% expect a recovery.

• Towards H2 2021, the surveyed companies are slightly more optimistic, with 30% foreseeing a more positive outlook. The number of surveyed companies expecting a further decline also drops to 25%.

1. Market expectations and hiring plans

Q1 2021 H2 2021

Not sure 11% 12%

Less active than current 39% 25%

About the same as current 32% 33%

More active than current 18% 30%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Employment Market Expectations (Q1 2021 Vs H2 2021)

Base : All companies (n=436)

Qn.B2a. What do you think about the situation of the employment market between January and March 2021?

Qn.B2b. What is your opinion about the situation of the employment market in a longer term; say in the second half of 2021 (Jun – Dec)?

Q1 2021 : January to March 2021

H2 2021 : June to December 2021

2019

1313

• For Q1 2021, pessimism recurs across companies of different sizes. Companies with fewer than 50 employees foresee a further decline (40% and 45% respectively).

• Towards H2 2020, companies with over 10 employees are more positive, as one-third foresee a recovery. Yet, small companies with 1-9 employees are more reserved (43% consider no change from current circumstances).

Employment Market Expectations – by Company Size (Q1 2021 Vs H2 2021)


Qn.B2a. What do you think about the situation of employment market between January and March 2021?

Qn.B2b. What is your opinion about the situation of the employment market in the longer term; say in the second half of 2021 (Jun – Dec)?


H2 2021 : June to December 2021

Q1 2021 All companies 1 – 9 employees 10– 50 employees Over 50 employees

Base 436 133 185 117

Not sure 11% 10% 11% 14%

Less active than current 39% 40% 45% 27%

About the same as current 32% 31% 26% 42%

More active than current 18% 19% 18% 17%

H2 2021 All companies 1 – 9 employees 10– 50 employees Over 50 employees

Base 436 133 185 117

Not sure 12% 15% 14% 7%

Less active than current 25% 18% 26% 30%

About the same as current 33% 43% 27% 30%

More active than current 30% 24% 34% 33%


1414

• Regarding Q1 2021, Chinese-owned companies are more pessimistic with 46% foreseeing reduced activity. Similarly, HK-based MNCs are also reserved and do not see picking up in this period.

• Moving towards H2 2021, MNCs are comparatively more optimistic, and 42% anticipate improvements. Local HK companies are more conservative (41% consider no change from current).


Employment Market Expectations – by Company Origin (Q1 2021 Vs H2 2021)


# Caution : small base

Qn.B2a. What do you think about the situation of the employment market between January and March 2021?

Qn.B2b. What is your opinion about the situation of the employment market in the longer term; say in the second half of 2021 (Jun – Dec)?


H2 2021 : June – December 2021

Q1 2021 All companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 436 218 36 74 96 13#

Not sure 11% 12% 7% 13% 11% 11%

Less active than current 39% 40% 46% 40% 30% 65%

About the same as current 32% 28% 28% 42% 36% 20%

More active than current 18% 21% 19% 5% 23% 4%

H2 2021 All companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NPO

Base 436 218 36 74 96 13#

Not sure 12% 12% 22% 13% 10% 8%

Less active than current 25% 21% 32% 23% 29% 42%

About the same as current 33% 41% 25% 32% 20% 11%

More active than current 30% 26% 21% 32% 42% 39%

1515

• A majority of the surveyed companies plans to maintain the current headcount (43%) or freeze headcount (20%), denoting a significant change of hiring plans of full-time employees from the previous year.

• Only 14% have plans to increase the headcount of full-time employees.


Comparison of Hiring Plan Forecasts (Full-time Staff)


Qn.B2c. What is your plan to hire full-time staff in Hong Kong between January and March 2021?

* Questionnaire wordings changed from “freeze headcount” to “freeze hiring process” in 2014. According to the current wave, the findings consist of both ‘maintain the current headcount’ and ‘freeze headcount’

2012 2013 2014 2015 2016 2017 2019 Q1 2020 Q1 2021 Q1

Increase headcount 63% 55% 64% 50% 54% 55% 38% 24% 14%

Freeze hiring process* 25% 19% 12% 25% 25% 26% 24% 35% 63%

Cut headcount 2% 2% 4% 6% 3% 2% 3% 7% 7%

No plan yet 11% 24% 20% 19% 18% 17% 36% 34% 16%

0%

10%

20%

30%

40%

50%

60%

70%

1616

All companies (n=436) 1 - 9 employees (n=133) 10 - 50 employees (n=185) Over 50 employees (n=117)

No plan yet 16% 19% 16% 11%

Relocate 0% 0% 0% 0%

Cut headcount 7% 6% 7% 10%

Freeze headcount 20% 16% 23% 19%

Maintain current headcount 43% 42% 43% 46%

Increase headcount 14% 17% 11% 14%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2019

• Companies of different sizes have similar hiring plans.


Hiring Plan Forecast of Full-time Staff in Q1 2021 – by Company Size




***

1717

• Among different types of company, MNCs (21%) are more prone to headcount reduction, while HK-based MNCs (33%) are more inclined towards freezing headcount.


All companies(n=436)

Local (HK)(n=218)

Chinese Owned(n=36)

HK based MNC(n=74)

MNC(n=96)

Govt / NPO(n=13)#

No plan yet 16% 17% 24% 10% 14% 19%

Relocate 0% 0% 1% 1% 0% 0%

Cut headcount 7% 6% 0% 0% 21% 0%

Freeze headcount 20% 17% 7% 33% 23% 10%

Maintain current headcount 43% 44% 53% 45% 36% 55%

Increase headcount 14% 17% 15% 11% 7% 16%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Hiring Plan Forecast of Full-time Staff in Q1 2021– by Company Origin


#Caution: small base



*

1818

• Plans to increase headcount are driven by “Business expansion” (65%) and “Growth of new roles” (32%).


Reasons for Increasing Full-time Headcount in Q1 2021

Base : All companies that plan to increase headcount in Q1 2021 (n=60)

Qn.B3b. What is/are the reason(s) for increasing your full-time staff headcount? (May choose more than one option.)

65%

32%

18%16%

11%

6%

0%

20%

40%

60%

80%

Business expansion Growth of new roles/ Newskillset required

Replacement for resignedstaff

Support greater use of in-house consultant

Replacement for currentstaff

Other purposes

2019 69% 39% 44% 6% 20% 7%

1919

• Most companies with plans to increase headcount in Q1 2021 are increasing their headcounts by 1 – 5.


Number of Full-time Headcount Increase in Q1 2021

Base : All companies with plans to increase headcount in Q1 2021 (n=60)

Qn.B3d. What are the job levels of the full-time staff you will hire between January and March 2021? (May choose more than one option.)

76%

18%

5%<0.5%

0%

20%

40%

60%

80%

Increase 1 - 5 Increase 6 - 10 Increase 11 - 20 Increase 21 - 50

Average Increase of Headcount : 4.7

2020

• Companies with plans to increase their headcount in Q1 2021 mainly hire for these three types of positions: “Clerical / Frontline Staff” (52%), “Middle Management / Non-managerial Professionals” (50%) and “Supervisory / Officers” (36%)


Full-time Headcount Increase in Q1 2021 – Job Levels


Qn.B3a. By how many persons will you increase your full-time staff headcount between January and March 2021?

10%

50%

36%

52%

0%

20%

40%

60%

80%

100%

Top / Senior Management Middle Management /Non-managerial Professionals

Supervisory / Officers Clerical / Frontline Staff

2019 5% 50% 55% 61%

2121

29%

23%

3% 2%

16%

9%

3%

10% 9%5%

12% 12%

3% 2% 2%

14%

4%1% 2%

8%

1% 1%

7%

0% 0%

13%

3% 1%

10%

5%

0%

20%

40%

• As for job functions, “Accounting” (29%) and “Admin & HR” (23%) are the two key areas of headcount increase.

• Second-tier functions include “Corporate Sales & Business Development” (16%), “Information Technology” (14%), “Retail Sales” (13%), “Engineering” (12%) and “Finance” (12%).


Full-time Headcount Increase in Q1 2021 – Job Functions


Qn.B3e. Which are the job functions of the full-time staff you will hire between January and March 2021? (May choose more than one option.)

2222

• “Reducing operating costs” is the key reason (74%) for headcount reduction, followed by “restructuring or changing duties” (54%) and “anticipated poor economic conditions” (52%).


Reasons for Full-time Headcount Reduction in Q1 2021

Base: All companies with plans to reduce headcount in Q1 2021 (n=32)

Qn.B4b. What is/are the reason(s) of cutting full time staff headcount between January and March 2021? (May choose more than one option.)

74%

54% 52%

7% 6% 6% 8%

0%

20%

40%

60%

80%

Reducing operatingcosts

Restructuring orchanging of duties for

others

Poor economicconditions predicted

Apply flexible staffingmodel, e.g. using morepart-time or temporary

staff

Outsourcing Business merger oracquisition

Others

Among companies that would outsource (n=2), they would

outsource some tasks to local organisations or freelancers.

2019 59% 39% 40% - - - 7%

2323

• 77% of the companies with headcount reduction plans in Q1 2021 plan to cut 1 – 5 employees.


Number of Full-time Headcount Reduction in Q1 2021


Qn.B4a. How many persons will you cut your full-time staff headcount between January and March 2021?

77%

13%

2%8%

0%

20%

40%

60%

80%

100%

Cut 1 - 5 Cut 6 - 10 Cut 11 - 20 Cut 21 - 50

Average Cut of Headcount : 6.5

2424

• Among all job levels, “Clerical / Frontline Staff” (78%) is the major one facing the risk of headcount reduction.


Full-time Headcount Reduction in Q1 2021 – Job Levels


Qn.B4d. What are the job levels of full-time staff headcount you will cut between January and March 2021? (May choose more than one option.)

15%

28% 24%

78%

0%

20%

40%

60%

80%

100%



2525

15%12%

3%

22%

3%1%

13%

6%

11%

3%

17%

6%

1%

26%

3%

23%

31%

2%

12%

0%

20%

40%

• The four job functions facing a higher risk of headcount reduction are “Transportation & Logistics”(31%), “Merchandising & Purchasing”(26%), “Retail Sales” (23%) and “Customer Services” (22%).


Full-time Headcount Cut in Q1 2021 – Job Functions


Qn.B4e. Which are the job functions of the full-time staff you will cut between January and March 2021? (May choose more than one option.)

2626

• 10% of the surveyed companies expect resumption in 2020.

• 64% expect resumption within 2021.

• Around a quarter of the companies reveal pessimism.


Overview of Employment Market Related to COVID-19When do you expect your hiring plan to resume to pre-COVID-19 levels?


Qn.B24. When do you expect your hiring plan to return to pre-COVID-19 levels?

10%

15%

19% 20%

10%

17%

9%

0%

20%

Q4 2020 … Q1 2021 … Q2 2021 … Q3 2021 … Q4 2021 … 2022 or later Never

2727

• In comparison, small companies with 1-9 employees are less optimistic.




10%

15%

19%20%

10%

17%

9%

7%

16%

12%

17% 13%

24%

12%11%

15%

23%21%

8%

15%

8%

14%

15%

21%20%

11%

11%

7%

0%

20%

Q4 2020 (Oct – Dec 2020)

Q1 2021 (Jan – Mar 2021)

Q2 2021 (Apr – Jun 2021)

Q3 2021 (Jul – Sep 2021)

Q4 2021 (Oct – Dec 2021)

2022 or later Never

All companies (n=436) 1 - 9 employees (n=133) 10 - 50 employees (n=185) Over 50 employees (n=117)

Overview of Employment Market Related to COVID-19

When do you expect your hiring plan to resume to pre-COVID-19 levels?

2828

• In comparison, MNCs are more optimistic.




13% 14%

20%

14%15%

16%

8%

11%

27%

13%13%

2%

22%

12%9%

14%

10%

33%

8%

14%

12%

5%12%

25%24%

7%

19%

8%

20%

29%

21%

25%

0% 0%

4%

0%

20%

40%

Q4 2020 (Oct – Dec 2020)

Q1 2021 (Jan – Mar 2021)

Q2 2021 (Apr – Jun 2021)

Q3 2021 (Jul – Sep 2021)

Q4 2021 (Oct – Dec 2021)

2022 or later Never

All companies(n=436) Local (HK)(n=218) Chinese Owned(n=36) HK based MNC(n=74) MNC(n=96) Govt/NPO(n=13)#

Overview of Employment Market Related to COVID-19

When do you expect your hiring plan to resume to pre-COVID-19 levels?

2929

Past 6 Months

• Overall, 22% of the surveyed companies have restructured teams or departments in the past 6 months. Nevertheless, uncertainties about future restructuring are significant (51% of the rest).


Organisation Restructure in P6M / N6M


Qn.F12. Overall, did your organisation re-organize or restructure your current teams/departments in the past 6 months?

78%

22%

No

Yes

Yes6%

No43%

Not sure 51%

Base : All companies that did not restructure in P6M (n=341)

Qn.F13. Then, will your organisation re-organize or restructure your current teams/departments/ in coming 6 months?

Next 6 Months

3030

Past 6 Months

• A consistent pattern of restructuring in the past 6 months is found among companies of different sizes or origins.

• Significantly more MNCs (14%) reveal plan to restructure in the coming 6 months.


Organisation Restructure in P6M / N6M



Qn.F12. Overall, did your organisation re-organize or restructure your current teams/departments in the past 6 months?

Base : All companies that did not restructure in P6M (n=341)

Qn.F13. Then, will your organisation re-organize or restructure your current teams/departments in the coming 6 months?

Coming 6 Months

By company size

All companies

1–9 employees 10–50 employees Over 50

employees

Base 341 111 140 90

Yes 6% 7% 5% 5%

No 43% 47% 42% 44%

Not sure 51% 48% 53% 52%

By company size

All companies

1–9 employees 10–50 employees Over 50

employees

Base 436 133 185 117

Yes 22% 16% 24% 23%

No 78% 84% 76% 77%

By company origin

All companies

Local (HK) Chinese Owned

HK Based MNC

MNC Govt / NGO

Base 341 174 28 56 73 11#

Yes 6% 4% 0% 4% 14% 0%

No 43% 44% 30% 37% 51% 42%

Not sure 51% 52% 70% 58% 34% 58%

By company origin

All companies

Local (HK) Chinese Owned

HK Based MNC

MNC Govt / NGO

Base 436 218 36 74 96 13#

Yes 22% 20% 24% 24% 24% 15%

No 78% 80% 76% 76% 76% 85%

3131

Yes6%

No64%

Not sure 30%

• Only 2 out of 436 surveyed companies reveal plans to relocate all operations / businesses from Hong Kong SAR in Q1 2021*.

• Only 6% will consider relocating some teams from Hong Kong, but 30% are uncertain (table below).

• Companies of different employee sizes reflect a consistent tendency. As for company origins, Chinese-owned companies reveal a greater uncertainty (47% are ‘not sure’).


Relocation (partially) from Hong Kong in Q1 2021

Base : All companies except those with plans to relocate entirely from Hong Kong soon (n=435)


*Qn.B2c. What is your plan to hire full-time staff in Hong Kong between January and March 2021?

Qn.B6e. Will you consider migrating or relocating some departments or teams to other locations outside Hong Kong SAR between January and March 2021?

1–9 employees 10–50 employees Over 50 employees

Base 133 185 117

YES 6% 5% 6%

NO 61% 66% 65%

NOT SURE 33% 29% 28%

Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 218 36 74 96 13#

YES 6% 1% 7% 7% 0%

NO 68% 51% 57% 64% 69%

NOT SURE 26% 47% 36% 29% 31%

3232

• The top 3 destinations are China(50%), Singapore(19%) and Taiwan(19%).

• The top 3 teams to be relocated are “Admin / HR”(27%), “Sales”(24%) and “Operations”(22%).


Relocation (partially) outside Hong Kong in Q1 2021

Base : All companies that will consider to migrate or relocate some teams from Hong Kong in Q1 2021 (n=25)#


Qn.B6f. Which departments or teams will you consider migrating or relocating to other locations outside Hong Kong SAR?(May choose more than one option.)

Qn.B6g. To where (outside Hong Kong SAR) will you consider migrating or relocating your departments or teams?(May choose more than one option.)

Which teams to be relocated?

27%

24%

22%

20%

18%

15%

13%

3%

2%

1%

17%

6%

Admin / HR

Sales

Operations

Technical

IT

Accounting / Finance

Marketing

Planning and Strategic

Production

Customer Services

Others

Have not decided

Destinations for relocation

China 50%

Singapore 19%

Taiwan 19%

Japan 13%

Malaysia 12%

Philippines 6%

India 5%

Macau 5%

New Zealand 4%

Australia 4%

South Korea 1%

Vietnam 1%

Other Asia-Pacific Districts 5%

Other destinations 7%

Hiring plans for Part-time / Contract / Temporary/ Non-HK based Staff

3434

• In comparison, more large companies (with 50+ employees) have the practice of hiring part-time / contract / temporary staff (67%).


TOTAL(n=435)

1 - 9 employees(n=133)

10 - 50 employees(n=185)

Over 50 employees (n=117)

Do not hire now / in near future 45% 48% 49% 33%

Reduce hiring 7% 5% 6% 11%

Maintain hiring 36% 30% 35% 43%

Increase hiring 12% 17% 9% 12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Hiring Plans of Part-time / Contract / Temporary Staff in Q1 2021 – by Company Size


Qn.B8. Now, we would like to know a bit more of the employment of part-time/contract/temporary staff in your organisation. Which statement is the best to describe your organisation’s situation between January and March 2021?

3535

• Hiring plans of companies of different origins are largely similar.


TOTAL(n=435)

Local (HK) (n=218)

Chinese Owned (n=36) HK based MNC (n=74)MNC

(n=96)Govt / NPO

(n=13)#

Do not hire now or future 45% 39% 59% 50% 54% 4%

Reduce hiring 7% 7% 7% 6% 5% 29%

Maintain hiring 36% 39% 32% 33% 32% 46%

Increase hiring 12% 15% 2% 10% 9% 20%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Hiring Plans of Part-time / Contract / Temporary Staff in Q1 2021 – by Company Origin



Qn.B8. Now, we would like to know a bit more of the employment of part-time/contract/temporary staff in your organisation. Which statement is the best to describe your organisation’s situation between January and March 2021?

3636

• Increasing part-time / contract / temporary employees (number / man-hours) is used as a “solution” to :

• Give way for flexible work arrangements (56%)

• Save labour cost(46%)


Reasons for Maintaining or Increasing Hiring of Part-time / Contract / Temporary Staff in Q1 2021

Base : All companies that will increase the hiring of part-time / contract / temporary staff in Q1 2021 (n=210)

Qn.B9. What are the reasons for maintaining or increasing hiring part-time/contract/temporary staff? (May choose more than one option.)

52%46%

20%16%

9% 7%

0%

20%

40%

60%

Hiring them for flexiblework arrangement

Saving staff cost Full time headcount is allfilled, need to seek

alternative resources

Difficulty in recruitingqualified full-time

candidates

Keeping up with the trend ofwork-life balance to provide

candidates / employeeswith an option

Others

3737

• The top 2 reasons among companies of different employee sizes are similar.

• Smaller companies with 1-9 employees are particularly triggered by “difficulty in recruiting qualified full-time candidates” (22%), whilst larger companies with 10+ employees see it as an alternative source of manpower when their full-time headcounts are all filled (21% and 31% respectively).


Reasons for Maintaining or Increasing Hiring of Part-time / Contract / Temporary Staff in Q1 2021– by Company Size

Base : All companies that will increase hiring of part-time / contract / temporary staff in Q1 2021 (n=210)


Total 1–9 employees 10–50 employees Over 50 employees

Base 210 63 82 65

Hiring for flexible work arrangement 52% 45% 53% 58%

Saving staff cost 46% 45% 52% 38%

Full time headcount is all filled, need to seek alternative resources 20% 7% 21% 31%

Difficulty in recruiting qualified full-time candidates 16% 22% 14% 13%

Keeping up with the trend of work-life balance to provide candidates / employees with a part-time option

9% 12% 9% 4%

Other reasons 7% 5% 7% 8%

1

2

3

1

2

3

1

2

3

1

2

3

3838

• Companies of different origins have similar reasons for maintaining or increasing the hiring of part-time / contract / temporary employees (number / man-hours).


Total Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 223 118 12# 32 39 8#

Hiring for flexible work arrangement 84% 59% 48% 53% 40% 15%

Saving staff cost 59% 50% 40% 51% 32% 38%

Full time headcount is all filled, need to seek alternative resources 33% 19% 0% 23% 27% 22%

Difficulty in recruiting qualified full-time candidates 16% 15% 30% 17% 12% 31%

Keeping up with the trend of work-life balance to provide candidates / employees with a part-time option

11% 11% 4% 8% 6% 0%

Other reasons 25% 2% 14% 13% 13% 16%

1

2

3

1

2

3

1

2

3

1

2

3 3

1

2

Reasons for Maintaining or Increasing Hiring of Part-time / Contract / Temporary Staff in Q1 2021– by Company Origin




3939

• Among companies that plan to maintain or increase hiring of part-time / contract / temporary staff, 78% involve “Clerical / Frontline Staff”.


Maintain or Increase Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Levels

5%

17% 15%

78%

0%

20%

40%

60%

80%

100%




Qn.B10. What are the job levels of the part-time/contract/temporary staff you will increase/maintain between January and March 2021? (May choose more than one option.)

4040

• Companies of different sizes and of different origins reflect a similar pattern.


By Company Size All companies 1 – 9 employees 10– 50 employees Over 50 employees

Base 210 63 82 65

Top / Senior Management 5% 6% 6% 4%

Middle Management / Non-managerial Professionals

17% 21% 14% 16%

Supervisory / Officers 15% 13% 16% 15%

Clerical / Frontline Staff 78% 69% 80% 85%

Maintain or Increase Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Levels

By Company Origin All companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 210 118 12# 32 39 8#

Top / Senior Management 5% 4% 11% 5% 5% 24%


17% 17% 20% 8% 17% 37%

Supervisory / Officers 15% 13% 31% 14% 13% 22%

Clerical / Frontline Staff 78% 77% 85% 91% 81% 22%



Qn.B10. What are the job levels of the part-time/contract/temporary staff you will increase/maintain between January and March 2021? (May choose more than one option.)

4141

22% 21%

0% 0%4%

0%3%

10%

3% 3% 4% 5% 4% 4% 6%3%

1%

8%

2% 2% 2%

11%

1% 2% 1% 2% 0% 1%

18%

1%

6%4%

9%

0%

20%

40%

• As for job functions, “Accounting” (22%), “Admin & HR” (21%) and “Retail Sales” (18%) are key areas for such hiring.


Maintain or Increase Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Functions



Qn. B11. Which are the job functions of the part-time/contract/temporary staff you will increase/maintain between January and March 2021?

4242

27%

14%

0% 0%5%

0%

10%13%

4% 4% 5% 6%2%

5%0% 0% 0%

8% 6%2% 3%

13%

1% 0% 0% 0% 0% 0%4% 2%

4%10% 8%

0%

20%

• Key job functions for hiring part-time / contract / temporary staff vary across company sizes :

• Companies with 1-9 employees: Accounting, Admin & HR, Customer Services, Marketing & Branding

• Companies with 10-50 employees: Admin & HR, Retail Sales, Accounting, IT and Marketing & Branding

• Companies with 10+ employees: Retail Sales, Admin & HR and Accounting


Maintaining or Increasing Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Functionsby Company Size



Qn. B11. Which are the job functions of the part-time/contract/temporary staff you will increase/maintain between January and March 2021?

20% 22%

1% 0%5%

0% 0%

9%3% 3%

6%2%

5%3%

10%5%

0%

13%

0% 1% 3%

12%

3% 3% 3%0% 1% 3%

22%

2%6%

2%

12%

0%

20%

20%24%

0% 2% 3% 1% 0%

9%

2% 2% 1%7% 5% 6% 7%

3% 3% 4%0% 2% 0%

7%

0%4%

1%6%

0% 0%

29%

0%

8%

1%

8%

0%

20%

1-9

em

plo

yee

s(n

=6

3)

10

-50

em

plo

yee

s(n

=8

2)

Ove

r 5

0

em

plo

yee

s(n

=6

5)

4343

21%

15%

0% 0%5%

0%3%

14%

5% 4% 6%2% 2% 2%

9%

2% 1%

10%

3% 3% 2%

10%

2% 4% 2% 2%0% 2%

20%

2%4% 6%

9%

0%

20%

• Key job functions for hiring part-time / contract / temporary staff vary across company origins :

• Local HK : Accounting, Admin & HR, Retail Sales and Customer Services

• HK-Based MNC : Admin & HR, Accounting, Retail Sales and Engineering

• MNC : Admin & HR, Accounting, Retail Sales, Transportation and Logistics and Marketing & Branding


Maintaining or Increasing Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Functionsby Company Origin


Chinese-owned companies (n=12) and Govt / NPO (n=8) are not shown.

Qn. B11. Which are the job functions of the part-time / contract / temporary staff you will increase/maintain between January and March 2021?

22%

33%

0% 0% 2% 0% 0%6%

2% 1%6% 8%

17%

1%6% 6%

0%

7%

0% 0%6% 9%

0% 0% 2% 0% 0% 1%

19%

3%0% 0%

13%

0%

20%

22% 22%

2% 3% 0% 1%6% 8%

1% 2% 0% 0% 1% 3% 1% 0% 3% 4%0% 1% 0%

16%

0% 0% 1% 3% 0% 0%

22%

0%

17%

0%

7%

0%

20%

Lo

ca

l HK

(n

=1

18

)H

K B

as

ed

MN

C(n

=3

2)

MN

C(n

=3

9)

4444

• 88% of the companies with decrease in part-time / contract / temporary staff recruitment will cut such hiring of “Clerical / Frontline Staff”.


Reduce Hiring of Part-time / Contract / Temporary Staff in Q1 2021 – Job Levels


Qn.B12. What are the job levels of the part-time/contract/temporary staff you will reduce between January and March 2021? (May choose more than one option.)

0%4%

12%

88%

0%

20%

40%

60%

80%

100%



4545

13% 12%

2%4%

17%

3% 4%

8% 8%

3%

8%

4%

13%

4%

20%

4%3%

13%

0%

20%

40%

• The four job functions facing a higher risk of hiring reduction: “Retail Sales” (20%), “Design” (17%), “Merchandising & Purchasing”(13%), and “Accounting” (13%).


Hiring Reduction in Part-time / Contract / Temporary Staff in Q1 2021 – Job Functions


Qn.B13. Which are the job functions of the part-time/contract/temporary staff you will reduce between January and March 2021? (May choose more than one option.)

4646

35%

16%11%

38%Hired in the past and will hire in the future

Not in the past but will hire in the future.

Only hired in the past

Never hired in the past and will not hire in the future.

• Looking into the future, 51% of the surveyed companies would hire non-Hong Kong based Mainland Chinese talents.


Hiring of Non-HK SAR Based Candidates (Mainland Chinese)

Base : All companies except those planning to relocate from HK soon (n=435)

Qn.B6a. Would you hire non-Hong Kong SAR-based Mainland Chinese talents for Hong Kong-based operations?

Mainland Chinese

4747

79%

5%

11%6%

37%

14%15%

34%29%

19%

8%

45%

28%

16%

14%

41%

32%

15%13%

40%

• Looking into companies of different sizes, those with 10-50 employees indicate a relatively higher tendency of hiring.

• Besides Chinese-owned companies, HK-based MNCs have more actual experience / keener to hire Mainland Chinese.


Hiring of Non-HK SAR Based Candidates (Mainland Chinese)



Qn.B6a. Would you hire non-Hong Kong SAR-based Mainland Chinese talents for Hong Kong-based operations?

1-9 Employees

n=133

37%

17%10%

36% 35%

14%11%

40%10-50 Employees

n=185

50+ Employees

n=117

Local (HK)n=218

42%

4%26%

27%

Chinese Ownedn=36

HK Based MNCn=74 MNC

n=96

Govt / NPOn=13#

By

Co

mp

an

y S

ize

B

y C

om

pa

ny

Ori

gin

Hired in the past and will hire in the future Not in the past but will hire in the future. Only hired in the past Never hired in the past and will not hire in the future

4848

• In general, 52% of the surveyed companies would hire Mainland Chinese talents for “Middle Management / Non-Managerial Professionals” positions; 28% would hire such candidates for “Supervisory / Officers” and “Clerical / Frontline Staff” positions.

• Only 15% would hire Mainland Chinese talents for “Top/Senior Management” roles.


Levels of Non-HK SAR Based Candidates (Mainland Chinese) to be Hired in Q1 2021

Base : All companies that will hire / will consider hiring Mainland Chinese talents in the future (n=219)

Qn.B6c. What are the job levels of the non-Hong Kong SAR-based Mainland Chinese talents you will hire for Hong Kong-based operations between January and March 2021?

(May choose more than one option.)

15%

52%

28% 28%

0%

20%

40%

60%



4949

• Larger companies have a higher tendency of hiring for multiple job levels (10-50 employees: 1.29 levels, over 50 employees: 1.31 levels).

• Across companies of different origins, Chinese-owned companies stand out in terms of hiring for multiple levels (1.42 levels). HK-Based MNCs show a higher tendency of hiring for Top / Senior Management positions.


Base : All companies that will hire / will consider to hire Mainland Chinese in the future (n=219)


Qn.B6c. What are the job levels of the non-Hong Kong SAR-based Mainland Chinese talents you will hire for Hong Kong-based operations between January and March 2021?


All companies 1 – 9 employees 10– 50 employees Over 50 employees

Base 219 62 100 58



52% 51% 53% 54%



Levels of Non-HK SAR Based Candidates (Mainland Chinese) to be Hired in Q1 2021 – by Company Size and by Company Origin

All companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 219 104 30 38 42 6#



52% 46% 61% 53% 61% 55%



5050

36%

14%11%

39%Hired in the past and will hire in the future

Not in the past but will hire in the future.

Only hired in the past

Never hired in the past and will not hire in the future.

• Looking into the future, 50% of the surveyed companies would hire non-Hong Kong-based expatriates.


Hiring of Non-HK SAR Based Candidates


Qn.B6b. Would you hire non-Hong Kong SAR-based expatriates for Hong Kong-based operations?

Expatriate

5151

25%

20%

8%

48%

• Companies with larger employee sizes (10 employees+) reveal a more consistent practice (39% and 45% respectively) of hiring expatriates in the past and in the future than small companies (25%).

• Chinese-owned companies (past/future: 66%), HK-based MNCs (past/future: 67%), and MNCs (past/future: 71%) are more experienced in hiring expatriates. Chinese-owned companies show a particularly more consistent practice in the past and future (57%).

57%

5%4%

34%

Hired in the past and will hire in the future Not in the past but will hire in the future. Only hired in the past Never hired in the past and will not hire in the future

47%

5%

19%

29%

25%

17%

11%

46%


Hiring of Non-HK SAR Based Candidates (Expatriate)



Qn.B6b. Would you hire non-Hong Kong SAR-based expatriates for Hong Kong-based operations?

1-9 Employees

n=133

39%

16%11%

35%

45%

9%11%

36%10-50

Employeesn=185

50+ Employees

n=117

Local (HK)n=218

78%

22%

Chinese Ownedn=36

HK Based MNCn=74 MNC

n=96

Govt / NPOn=13#

By

Co

mp

an

y S

ize

B

y C

om

pa

ny

Ori

gin

40%

13%15%

33%

5252

• In general, expatriates are mainly hired for “Middle Management / Non-managerial / Professional” positions (55%) and “Supervisory / Officers” positions (33%).


Base : All companies that will hire / will consider to hire expatriates in the future (n=220)

Qn.B6d. What are the job levels of the non-Hong Kong SAR-based expatriates you will hire for Hong Kong-based operations between January and March 2021?


23%

55%

33%

20%

0%

20%

40%

60%



Levels of Non-HK SAR Based Candidates (Expatriate) to be Hired in Q1 2021

5353

All companies 1 – 9 employees 10– 50 employees Over 50 employees

Base 220 56 100 63



55% 42% 56% 64%



• Larger companies with 50+ employees show a stronger tendency to hiring for multiple job levels (1.48 levels), especially for “Middle Management / Non-managerial / Professional” (64%); whilst companies with 10-50 employees tend to hire for Top / Senior Management roles (32%).

• In terms of company origin, MNCs stand out in terms of hiring for multiple job levels (1.51 levels). In comparison, more HK-Based MNCs (38%) and MNCs (48%) would hire expatriates for Top / Senior Management positions.


Base : All companies that will hire / will consider to hire expatriates in the future (n=220)


Qn.B6d. What are the job levels of the non-Hong Kong SAR-based expatriates you will hire for Hong Kong-based operations between January and March 2021?



Base 220 97 22# 38 49 13#



55% 54% 71% 44% 64% 36%



Levels of Non-HK SAR Based Candidates (Expatriate) to be Hired in Q1 2021– by Company Size and by Company Origin

Job functions in demand

5555

18%

12%

2% 1% 3% 3%

10%

5% 6% 6%4%

9%12%

6% 6%3%

10%

2%4%

7%10%

1% 2%

12%

6%

1% 1%

12%

24%

3%

9%6%

8%

0%

20%

40%

• “Sales and Business Development” (24%) is the most in-demand job function, followed by “Accounting” (18%).

• Second-tier job functions include “Admin & HR” (12%), “Finance" (12%), “Merchandising & Purchasing” (12%) and “Retail Sales” (12%).


Top Three Job Functions in Great Demand


Qn. A1c. Which are the top 3 in-demand job in the organisation? (You can choose up to 3 options).

5656

• “Sales and Business Development” is the most in-demand across companies of different employee sizes.


Top Three Job Functions in Great Demand– by Company Size


Qn. A1c. Which are the top 3 job functions having great demand in the organisation? (You can choose up to 3 options).

All companies 1-9 employees 10-50 employees Over 50 employees

Base 436 133 185 117Accounting 18% 27% 16% 10%

Admin & HR 12% 16% 8% 15%

Analytics 2% 3% 2% 1%

Banking 1% 2% 2% 1%

Beauty Care / Health 3% 3% 4% 0%

Building & Construction 3% 4% 1% 4%

Customer Services 10% 11% 7% 14%

Design 5% 5% 4% 5%

Digital Marketing & Social Media 6% 7% 10% 0%

E-commerce 6% 9% 6% 2%

Education 4% 3% 2% 8%

Engineering 9% 6% 9% 11%

Finance 12% 16% 14% 4%

Food and Beverage 6% 6% 6% 8%

General Management 6% 8% 3% 6%

Hospitality / Tourism 3% 0% 3% 7%

Information Technology 10% 7% 16% 5%

Insurance 2% 3% 1% 1%

Legal / Compliance 4% 2% 6% 3%

Manufacturing 7% 5% 10% 4%

Marketing & Branding 10% 8% 12% 10%

Media & Advertising 1% 2% 2% 0%

Medical Services 2% 2% 2% 1%

Merchandising & Purchasing 12% 15% 10% 12%

Property / Real Estate 6% 3% 5% 10%

Public / Civil / Social Services 1% 1% 0% 1%

Public Relations & Corporate Affairs 1% 3% 1% 0%

Retail Sales 12% 5% 13% 19%

Sales & Business Development 24% 27% 25% 18%

Sciences, Lab, R&D 3% 1% 4% 2%

Transportation & Logistics 9% 8% 9% 13%

Other Professional Services 6% 9% 5% 4%

Others 8% 8% 8% 8%

1

2

3

3

3

3

1

1

2

2

1

2

2

1

2

3

5757

• “Sales and Business Development” is the most in-demand across companies in the commercial sector. 1. Market expectations and hiring plans


Qn. A1c. Which are the top 3 job functions having great demand in the organisation? (You can choose up to 3 options).


Base 436 218 36 74 96 13#

Accounting 18% 16% 29% 22% 13% 37%

Admin & HR 12% 13% 8% 9% 11% 32%

Analytics 2% 1% 2% 5% 2% 0%

Banking 1% 1% 3% 4% 1% 0%

Beauty Care / Health 3% 2% 6% 3% 0% 16%

Building & Construction 3% 4% 5% 0% 0% 0%

Customer Services 10% 12% 0% 5% 15% 0%

Design 5% 6% 0% 7% 1% 0%

Digital Marketing & Social Media 6% 9% 0% 6% 2% 14%

E-commerce 6% 7% 9% 8% 2% 0%

Education 4% 3% 0% 4% 1% 47%

Engineering 9% 6% 2% 17% 12% 4%

Finance 12% 10% 46% 16% 3% 0%

Food and Beverage 6% 9% 6% 4% 3% 0%

General Management 6% 7% 0% 10% 2% 4%

Hospitality / Tourism 3% 3% 0% 6% 2% 8%

Information Technology 10% 16% 4% 4% 5% 4%

Insurance 2% 2% 2% 1% 1% 0%

Legal / Compliance 4% 5% 11% 1% 2% 0%

Manufacturing 7% 6% 7% 7% 6% 16%

Marketing & Branding 10% 12% 2% 9% 10% 4%

Media & Advertising 1% 2% 0% 1% 0% 0%

Medical Services 2% 2% 0% 4% 0% 0%

Merchandising & Purchasing 12% 7% 6% 28% 17% 0%

Property / Real Estate 6% 8% 9% 3% 2% 0%

Public / Civil / Social Services 1% 0% 0% 0% 0% 28%

Public Relations & Corporate Affairs 1% 1% 0% 3% 1% 10%

Retail Sales 12% 15% 0% 14% 10% 0%

Sales & Business Development 24% 18% 18% 24% 42% 0%

Sciences, Lab, R&D 3% 3% 8% 1% 0% 0%

Transportation & Logistics 9% 5% 5% 8% 24% 0%

Other Professional Services 6% 7% 16% 4% 2% 0%

Others 8% 5% 22% 10% 8% 4%

1

2

3

3

2

1

2

3

1

2

3

1

2

3

1

Top Three Job Functions in Great Demand – by Company Origin

2

Section 2Recent hiring and candidate attraction

5959

• 65% of the surveyed companies hired in the past 3 months. 55% of them hired full-time employees.

• Only 23% of the surveyed companies implemented layoffs in the past 3 months, and such layoffs mainly involved full-time employees (18%).

2. Hiring in the past 3 months

Hiring vs Layoff of Staff in P3M

55%

19%9% 8%

35%

18%

5% 3% 1%

77%

0%

20%

40%

60%

80%

Full-time employee(s) Part-time employee(s) Contract employee(s) Temporary employee(s) Did not hire / layoff any staff

Hire Layoff

Hire any type of staff in P3M: 65%Layoff any type of staff in P3M: 23%


Qn.B14. Did your organisation hire anyone (including full-time, part-time, contract or temporary employees) in the past 3 months? (May choose more than one option.)

Qn.B19. Did your organisation lay off any employees (including full-time, part-time, contract or temporary employees) in the past 3 months? (May choose more than one option.)

6060

• In terms of hiring in the past 3 months, larger companies with 10+ employees recorded a higher incidence of hiring full-time, part-time or contract staff than companies with 1-9 employees (Any employees: 27%).

• As for layoffs in the past 3 months, the pattern is consistent across companies of different sizes.


Hiring vs Layoff of Staff in P3M – by Company Size

Hiring All companies1 – 9

employees 10– 50

employees Over 50

employees

Base 436 133 185 117

Hire any 65% 37% 74% 84%

Full-time employee(s) 55% 25% 64% 76%

Part-time employee(s) 19% 13% 19% 26%

Contract employee(s) 9% 3% 10% 13%

Temporary employee(s) 8% 2% 8% 15%

Did not hire any staff 35% 63% 26% 16%




Layoff All companies1 – 9

employees 10– 50

employees Over 50

employees

Base 436 133 185 117

Layoff any 23% 21% 21% 26%

Full-time employee(s) 18% 15% 18% 19%

Part-time employee(s) 5% 6% 4% 5%

Contract employee(s) 3% 2% 3% 5%

Temporary employee(s) 1% 1% 0% 2%

Did not layoff any staff 77% 79% 79% 74%

6161

• In comparison, Local HK (73%) companies show a higher incidence of P3M hiring than other types of companies, and both focused on full-time staff.

• MNCs record the lowest incidence of staff layoffs in the past 3 months (13%).


Hiring vs Layoff of Staff in P3M – by Company Origin

Hiring All

companiesLocal (HK)

Chinese Owned

HK BasedMNC

MNCGovt / NGO

Base 436 218 36 74 96 13#

Hire any 65% 73% 65% 54% 56% 86%

Full-time employee(s)

55% 59% 64% 48% 48% 71%

Part-time employee(s)

19% 28% 7% 10% 10% 38%

Contract employee(s)

9% 6% 8% 12% 7% 46%

Temporary employee(s)

8% 11% 0% 4% 6% 11%

Did not hire any staff

35% 27% 35% 46% 44% 14%





LayoffAll

companiesLocal (HK)

Chinese Owned

HK BasedMNC

MNCGovt / NGO

Base 436 218 36 74 96 13#

Layoff any 23% 26% 28% 18% 13% 41%

Full-time employee(s)

18% 19% 28% 14% 11% 27%

Part-time employee(s)

5% 6% 0% 4% 3% 0%

Contract employee(s)

3% 4% 0% 2% 3% 14%

Temporary employee(s)

1% 2% 0% 0% 0% 0%

Did not layoff any staff

77% 74% 72% 82% 87% 59%

6262

38%

37%

30%

29%

28%

27%

21%

15%

13%

13%

11%

8%

6%

2%

29%

25%

21%

21%

17%

19%

15%

10%

8%

10%

8%

4%

4%

1%

20%

14%

12%

8%

8%

9%

8%

6%

3%

6%

3%

2%

1%

*

Attractive salary / compensation

Good working environment / facilities

Location of the job

Harmonious relationship among colleagues

Promotion of work-life balance

Positive culture of the organisation

Ensuring job security

Promising career / development opportunities

Provide additional benefits

The management / management quality is good

Established or large organisation size / strong market position

Efficient recruitment process

Renowned organisation reputation

Organisation promotes corporate social responsibility

• “Attractive salary” (38%) and “Good working environment / facilities” (37%) are the most widely used measures to attract qualified candidates.

• Companies also deploy different ‘soft’ approaches to attract candidates. Second-tier measures include “Location of the job” (30%), “Harmonious relationship among colleagues” (29%), “Promotion of work-life balance” (28%) and “Positive culture of the organisation” (27%).

2. Candidate attraction

Measures Used in Generating Interest from Qualified Candidates


Qn.E16. Which measures have your organisation used to generate interest from qualified candidates? Please indicate your top 3 measures.

Top 1 Top 1+2 Top 1+2+3

Top 3 Measures (2019)• Attractive salary /

compensation (44%)• Good working environment

and facilities (36%)• Harmonious relationship

among colleagues (31%)

6363

• The top 2 measures, namely “Attractive salary” and “Good working environment / facilities”, are consistently deployed by companies of different sizes.

• As for the second-tier measures, priorities vary among companies. Small companies incline to “Promotion of work-life balance” (35%). Companies with 1-9 employees focus on “Harmonious relationship among colleagues” (32%). Large companies attract candidates by highlighting “Location of work” (29%).


Measures Used in Generating Interest from Qualified Candidates – by Company Size



Top 3 factors All companies 1 – 9 employees 10– 50 employees Over 50 employees

436 133 185 117

Attractive salary / compensation 38% 36% 38% 41%

Good working environment / facilities 37% 38% 34% 38%

Location of the job 30% 30% 30% 29%

Harmonious relationship among colleagues 29% 31% 32% 23%

Promotion of work-life balance 28% 35% 24% 24%

Positive culture of the organisation 27% 29% 27% 24%

Ensuring job security 21% 23% 20% 20%

Promising career / development opportunities 15% 16% 12% 20%

Provide additional benefits 13% 8% 13% 18%

The management / management quality is good 13% 16% 13% 10%

Established or large organisation size / strong market position 11% 7% 11% 14%

Efficient recruitment process 8% 9% 8% 7%

Renowned organisation reputation 6% 4% 4% 9%

Organisation promotes corporate social responsibility 2% 1% 2% 3%

1

2

3

1

2

3

1

2

3

6464

• Besides the top 2 measures, namely “Attractive salary” and “Good working environment / facilities”, Local HK companies focus on “Harmoniousrelationship among colleagues” (34%), while HK-based MNCs promote “Positive culture of the organisation” (38%)

• Chinese-owned companies (25%) and MNCs (36%) stress on “Promotion of work-life balance”.



*denotes less than 0.5%

# Caution: small base


Top 3 factors All companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

436 218 36 74 96 13#

Attractive salary / compensation 38% 35% 58% 40% 37% 29%

Good working environment / facilities 37% 34% 37% 50% 26% 72%

Location of the job 30% 28% 23% 30% 39% 10%

Harmonious relationship among colleagues 29% 34% 20% 19% 28% 36%

Promotion of work-life balance 28% 24% 25% 30% 36% 23%

Positive culture of the organisation 27% 26% 11% 38% 25% 41%

Ensuring job security 21% 22% 11% 22% 19% 32%

Promising career / development opportunities 15% 16% 23% 10% 15% 4%

Provide additional benefits 13% 13% 13% 8% 18% 8%

The management / management quality is good 13% 17% 19% 9% 5% 16%

Established or large organisation size / strong market position 11% 6% 21% 19% 13% 0%

Efficient recruitment process 8% 8% 7% 6% 12% 0%

Renowned organisation reputation 6% 4% 7% 6% 5% 29%

Organisation promotes corporate social responsibility 2% 4% 1% * * 0%

1

2

2

1

2

3

2

1

3

2

1

2

Measures Used in Generating Interest from Qualified Candidates – by Company Origin

6565

• “Candidate’s relevant work experience” (70%) is the major factor for consideration, followed by “Whether Candidate's style / personality fits with the company culture” (45%) and “Candidate’s expected package” (36%).


Key Factors to Consider When Making Job Offers


Qn.B7f. Please choose and rank the 3 most important criteria when your organisation considers giving out the offer.

70%

45%

36%

32%

31%

29%

19%

15%

8%

5%

3%

57%

27%

17%

22%

19%

21%

14%

8%

6%

4%

33%

10%

6%

10%

7%

14%

8%

6%

3%

2%

*

Candidate's relevant work experience

Candidate's style / personality fits with the company culture

Candidate's expected package

Candidate's qualification

Candidate's record of job stability

Hiring manager's decision

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

Assessment result

HR's decision

Referral's recommendation

Other reasons

Top 1 Top 1+2 Top 1+2+3

Top 3 Factors (2019)• Candidate’s relevant work experience (76%)• Candidate’s expected package (52%)• Candidate’s qualification (39%)

6666

• The top 2 criteria for giving out job offers are consistent across companies of different employee sizes.

• Companies with 1-9 employees specifically focus on “Candidate’s qualification”(37%). Companies with 10-50 employees consider “Candidate’s expected package”(35%) whilst companies with 50+ employees rely on “Hiring manager’s decision”(40%).


Key Factors to Consider When Making Job Offers – by Company Size



Top 3 factors Total 1–9 employees 10–50 employees Over 50 employees

Base 435 133 185 117

Candidate's relevant work experience 70% 63% 75% 69%

Candidate's style / personality fits with the organisation culture 45% 51% 41% 43%

Candidate's expected package 36% 35% 35% 38%

Candidate's qualification 32% 37% 30% 28%

Candidate's record of job stability 31% 30% 31% 33%

Hiring manager's decision 29% 23% 26% 40%

Candidate's capability of demonstrating a clear picture on career goals 19% 23% 21% 13%

Assessment result 15% 17% 16% 10%

HR's decision 8% 7% 6% 13%

Referral's recommendation 5% 6% 6% 3%

Other reasons 3% 4% 4% 1%

1

2

3

1

2

3

1

2

3

1

2

3

6767

• Companies of different origins prioritise the same top 2 criteria when making job offers – “Candidate’s relevant work experience” and “Fit of candidate’s style / personality with organisation culture”.

• In addition, Local HK companies and MNCs focus on “Candidate’s expected package”, while Chinese-owned companies and HK-Based MNCs look at “Candidate’s qualification”.


Top 3 factors Total Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 435 218 36 74 96 13#

Candidate's relevant work experience 70% 63% 75% 76% 79% 65%

Candidate's style / personality fits with the organisation culture 45% 41% 63% 46% 48% 25%

Candidate's expected package 36% 34% 19% 31% 46% 59%

Candidate's qualification 32% 33% 45% 32% 20% 48%

Candidate's record of job stability 31% 33% 25% 29% 34% 12%

Hiring manager's decision 29% 24% 23% 30% 40% 42%

Candidate's capability of demonstrating a clear picture on career goals 19% 22% 20% 23% 11% 18%

Assessment result 15% 14% 14% 23% 10% 14%

HR's decision 8% 11% 14% 4% 4% 0%

Referral's recommendation 5% 7% 0% 4% 5% 0%

Other reasons 3% 5% 3% 1% 0% 16%

1

2

3

1

2

3

1

2

3

1

2

3

1

3

2

Key Factors to Consider When Making Job Offers – by Company Origin




6868

Yes51%

No49%

• About half of the surveyed companies have encountered candidates turning down offers. Larger companies with 10+ employees recorded a higher incidence (53% and 60% respectively).


Job Offers Being Declined by Candidates in P12M



Qn.B7d. Among the job offers your organisation has given out in past 12 months, have your offers ever been turned down?


Base 133 185 117

YES 41% 53% 60%

NO 59% 47% 40%


Base 218 36 74 96 13#

YES 50% 42% 59% 48% 76%

NO 50% 58% 41% 52% 24%

2019

6969

84%

59%

33%

16%

11%

9%

8%

5%

25%

76%

49%

25%

11%

5%

5%

4%

3%

9%

55%

17%

11%

5%

2%

3%

3%

*

3%

Have accepted another job offer

The terms of the offer are unsatisfactory

Prefer to stay at the current company

The corporate culture doesn’t feel right

The commute to work is too long

The work itself is too difficult or too easy

There is too much travel required in the job

Being worried about not getting along with the new supervisor

Other reasons

• “Have accepted another job offer”(84% mention as top 3) and “terms of the offer are unsatisfactory” (59% mention as top 3) are the two key reasons for candidates declining job offers.


Reasons for Job Offer Declines

Base : All companies having encountered candidates turning down job offers(n=223)

Qn.B7e. Please choose and rank the top 3 reasons of turning down your offers.

Top 1 Top 1+2 Top 1+2+3

Top 3 Reasons (2019)• Have accepted another job offer (89%) • The terms of the offer are unsatisfactory (61%) • Prefer to stay at the current company (22%)

7070

Yes42%

No58%

• The highest level of hiring is recorded among larger companies with 50+ employees (56%).

• As for company origin, Chinese-owned companies revealed a lower incidence of hiring fresh graduates (25%).


Hiring of Fresh Graduates in P12M



Qn.B7a. Did you hire fresh graduates from tertiary institutions in the past 12 months?


Base 133 185 117

YES 30% 43% 56%

NO 70% 57% 44%


Base 218 36 74 96 13#

YES 47% 25% 43% 34% 80%

NO 53% 75% 57% 66% 20%

2019

7171

• While 87% of the surveyed companies hired local fresh graduates, 23% hired non-local fresh graduates. A similar pattern is found across companies of different employee sizes and origins.


Types of Fresh Graduates Hired in P12M

Base : All companies that hired fresh graduates (n=185)


Qn.B7b. Who were they? (May choose more than one option.)

By company size 1–9 employees 10–50 employees Over 50 employees

Base 133 185 117

Local fresh graduate 85% 89% 87%

Non-local fresh graduate 23% 22% 25%

Returning non-local graduate

14% 13% 17%

By origin Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 102 9# 32 32 10#

Local fresh graduate 84% 79% 90% 94% 95%

Non-local fresh graduate 19% 78% 23% 15% 40%

Returning non-local graduate 17% 36% 4% 9% 32%

87%

23%

15%

0%

20%

40%

60%

80%

100%

Local freshgraduate

Non-local freshgraduate

Returning non-local graduate

2019 94% 26% 11%

7272

• When selecting fresh graduates, “interview performance”(53%) and “field of study”(42%) are key factors for consideration.


Important Criteria for Choosing Fresh Graduates

Base : All companies that hired fresh graduates (n=185)

* Answer with less than 1% mention is not shown

Qn.B7c. What is/are the most important criteria you would consider when choosing fresh graduates? (You can choose up to 3 options)

79%

53%

37%

10%

7%

5%

74%

42%

30%

14%

11%

8%

17%

11%

3%

2%

1%

1%

33%

26%

5%

4%

Interview / recruitment process (net)

Interview performance

Attitude exhibited during recruitment process

Results of recruitment assessment (tests, practical exam, etc)

Resume quality

Punctuality during recruitment process

Academic background (net)

Field of study

Professional certification

School

Academic honors / distinction

College GPA / QPI

Experience (net)

Students with part-time work experience

OJT / Internship experience

Student leadership experience

Extra-curricular activities

Volunteer experience / social work

Others (net)

Salary expectation

Referral from employees / management

Working visa required

Top 3 Criteria (2019)• Interview performance (62%) • Field of study (42%)• Attitude exhibited during recruitment process (42%)

Section 3Pay Adjustment Forecast in 2021

7474

2.0%

1.0%

0.1%

1.2%

-1.5%

0.2%

1.9%

0.9% 1.0% 1.0%0.7%

1.2%1.4%

-1.0%

1.0%

0.3%

2.5%

3.8%

*

-0.1%

0.2% 0.0% 0.1%

1.5%

0.5%

1.7%

0.1%

2.1%

0.7%

0.1%

0.6%

-2.0%

-1.0%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

3. Pay adjustment forecast 2021

Average Predicted Percentage of Monthly Salary Adjustment in 2021 – by Industry

Base : All companies (unweighted)

Remarks : Industry with less than 3 companies are not shown

* denotes less than 0.1%Qn. C3. What is the predicted adjustment of salary for employees of this position in coming 12 months? Will be changed or unchanged? If change is predicted please help fill in percentage in average?

Overall adjustment : +0.8%

7575

0.7%

0.5% 0.4%

0.7%

1.5%

0.6%0.8%

2.4%

0.4%

1.4%

0.2% 0.5%

1.0%0.8%

2.1%

1.1%

0.1%

-0.7%

2.1%

1.3%

*

3.8%

-1.0%

-0.5%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%


Average Predicted Percentage of Monthly Salary Adjustment in 2021 – by Job Function

Base : All companies (unweighted)

* denotes less than -0.1%

Qn. C3. What is the predicted adjustment of salary for employees of this position in coming 12 months? Will be changed or unchanged? If change is predicted please help fill in percentage in average?

Overall adjustment : +0.8%

7676


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Accounting – by Job Position)

Base : All companies that have respective job positions (unweighted)

Qn.C1. Please indicate the average basic monthly salary as at Sept 1, 2020.

Qn.C2. How many employees are at this position as at Sept 1, 2020?

Qn. C3. What is the predicted adjustment of salary for employees of this position in coming 12 months? Will be changed or unchanged?

$89,066

$65,792

$38,265 $39,500

$31,692$26,750

$21,603 $23,603 $21,030$16,070

$89,321

$66,271

$38,617$39,824

$31,824$27,029

$21,685 $23,812 $21,076$16,191

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

$100,000

CFO / Financial Director Financial Controller Accounting / FinanceManager

Chief Accountant Senior Accountant Accountant Assistant Accountant Senior Accounting Officer Accounting Officer Accounting Clerk

2020 (Actual) 2021 (Predicted)

2020

Average $89,066 $65,792 $38,265 $39,500 $31,692 $26,750 $21,603 $23,603 $21,030 $16,070

Median $90,000 $70,000 $38,000 $38,000 $30,000 $25,000 $20,000 $24,500 $20,000 $16,000

Q-Range $61,500-$102,750 $60,000-75,000 $30,000-49,000 $30,000-40,000 $27,000-35,000 $23,000-30,000 $15,000-25,000 $20,000-26,000 $17,000-25,000 $14,000-18,000

2021 Average $89,321 $66,271 $38,617 $39,824 $31,824 $27,029 $21,685 $23,812 $21,076 $16,191

7777


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Accounting – by Job Position)




0.3%

0.9% 0.9%

1.0%

0.5%

0.9%

0.3%

0.9%

0.2%

0.8%

0.0%

0.2%

0.4%

0.6%

0.8%

1.0%

1.2%

CFO / FinancialDirector

Financial Controller Accounting /Finance Manager

Chief Accountant Senior Accountant Accountant AssistantAccountant

Senior AccountingOfficer

Accounting Officer Accounting Clerk

Overall adjustment in Accounting : 0.7%

7878


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Clerical / Secretarial / Operation – by Job Position)





$36,321

$27,274

$18,752$17,388

$32,048

$21,295

$28,463

$15,525 $15,834 $14,756 $14,211

$36,491

$27,659

$18,933 $17,553

$32,380

$21,452

$28,101

$15,430 $15,937$14,812 $14,257

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Operations Manager Assistant OperationsManager

Operations Officer Office Administrator Executive Secretary Secretary / AdminSecretary

Personal Assistant /Executive Assistant

Receptionist Clerk Clerical Assistant Office Assistant


2020

Average $36,321 $27,274 $18,752 $17,388 $32,048 $21,295 $28,463 $15,525 $15,834 $14,756 $14,211

Median $33,500 $24,500 $18,000 $18,000 $30,000 $18,000 $27,500 $15,000 $15,000 $15,111 $14,564

Q-Range $30,000-40,000 $20,000-25,800 $16,000-20,000 $14,000-20,000 $22,000-35,000 $18,000-23,000 $20,000-33,000 $13,800-17,000 $14,000-16,000 $15,111-15,111 $13,500-14,564

2021 Average $36,491 $27,659 $18,933 $17,553 $32,380 $21,452 $28,101 $15,430 $15,937 $14,812 $14,257

7979


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Clerical / Secretarial / Operation – by Job Position)




0.4%

0.8%

1.0%

0.8% 0.9%

0.7%

-1.3%

-0.3%

0.6%

0.4%0.3%

-1.5%

-1.0%

-0.5%

0.0%

0.5%

1.0%

1.5%

OperationsManager

AssistantOperationsManager

Operations Officer OfficeAdministrator

ExecutiveSecretary

Secretary / AdminSecretary

Personal Assistant/ ExecutiveAssistant

Receptionist Clerk Clerical Assistant Office Assistant

Overall adjustment in Clerical / Secretarial / Operation : 0.5%

8080


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Executive / General Management – by Job Position)





$109,878

$99,826

$89,723

$66,696

$37,900

$21,608

$110,418

$99,312

$90,249

$66,267

$38,361

$21,658

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CEO/President Vice President Managing Director General Manager Operation Manager Management Traninee


2020

Average $109,878 $99,826 $89,723 $66,696 $37,900 $21,608

Median $99,999 $82,500 $80,000 $56,000 $31,750 $15,000

Q-Range $60,000-120,000 $70,000-150,000 $50,000-100,000 $40,000-80,000 $30,000-40,000 $14,000-22,000

2021 Average $110,418 $99,312 $90,249 $66,267 $38,361 $21,658

8181


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Executive / General Management – by Job Position)




0.3%

0.1%

0.9%

-0.3%

1.0%

0.3%

-0.4%

-0.2%

0.0%

0.2%

0.4%

0.6%

0.8%

1.0%

1.2%

CEO/President Vice President Managing Director General Manager Operation Manager Management Traninee

Overall adjustment in Executive / General Management : 0.4%

8282


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Human Resources & Administration – by Job Position)





$81,043

$68,773

$40,115

$22,787$18,978

$15,589

$33,651

$27,045

$20,147$14,976

$45,227

$20,500

$34,774

$24,548

$81,872

$69,389

$40,590

$22,825$19,164

$15,836

$34,080

$27,299

$19,950$15,008

$45,860

$20,713

$35,409

$24,932

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

HR Director HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant / Clerk

Learning &Development

Manager


Officer

HR BusinessPartner

RecruitmentConsultant


2020

Average $81,043 $68,773 $40,115 $22,787 $18,978 $15,589 $33,651 $27,045 $20,147 $14,976 $45,227 $20,500 $34,774 $24,548

Median $70,000 $69,500 $39,000 $22,000 $17,500 $15,000 $33,000 $27,000 $20,000 $15,000 $45,000 $18,000 $27,500 $20,000

Q-Range $60,000-97,000 $50,000-80,000 $32,500-45,000 $20,000-26,000 $15,288-2,2000 $15,000-16,000 $25,000-42,000 $23,000-30,250 $17,000-22,000 $14,000-16,500 $32,000-50,000 $16,000-25,000 $20,000-43,982 $18,000-30,000

2021 Average $81,872 $69,389 $40,590 $22,825 $19,164 $15,836 $34,080 $27,299 $19,950 $15,008 $45,860 $20,713 $35,409 $24,932

8383


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Human Resources & Administration – by Job Position)




1.2% 1.2% 1.3%

0.2%

1.1%

1.3%

1.1%

0.9%

-0.8%

0.2%

1.3% 1.3% 1.4%

1.1%

-1.0%

-0.5%

0.0%

0.5%

1.0%

1.5%

HR Director HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant /

Clerk


Manager


Officer

HR BusinessPartner

RecruitmentConsultant

Overall adjustment in Human Resources & Administration : 0.7%

8484


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Information Technology – by Job Position)





$79,659

$48,428$43,068

$32,004 $31,077

$21,116

$29,489 $27,429 $27,672

$48,400

$21,614

$80,300

$49,109$43,458

$31,882 $31,885

$21,785

$30,714$27,679 $28,344

$48,954

$21,789

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

IT Director IT Manager Software/DevelopmentProject Manager

System Analyst Analyst Programmer Programmer Software Engineer Systems Support /Network Manager

System Engineer Project Manager Technical Support / ITSupport / SystemAdministrator / IT

Administrator / SystemSupport


2020

Average $79,659 $48,428 $43,068 $32,004 $31,077 $21,116 $29,489 $27,429 $27,672 $48,400 $21,614

Median $70,000 $50,000 $45,000 $35,000 $35,000 $20,000 $24,400 $27,000 $27,700 $50,000 $20,000

Q-Range $62,000-94,100 $40,000-56,000 $30,000-50,000 $27,500-35,000 $20,000-40,000 $20,000-22,000 $24,400-28,000 $20,000-35,000 $25,000-30,000 $41,000-60,000 $20,000-22,000

2021 Average $80,300 $49,109 $43,458 $31,882 $31,885 $21,785 $30,714 $27,679 $28,344 $48,954 $21,789

8585


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Information Technology – by Job Position)




0.9%

1.6%

1.1%

-0.3%

2.3%

2.8%

4.1%

0.7%

2.5%

1.6%

0.6%

-1.0%

-0.5%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

IT Director IT Manager Software /Development

Project Manager

System Analyst AnalystProgrammer

Programmer Software Engineer Systems Support /Network Manager

System Engineer Project Manager Technical Support/ IT Support /

SystemAdministrator / IT

Administrator /System Support

Overall adjustment in Information Technology : 1.5%

8686


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Digital Marketing, E-Commerce & Social Media – by Job Position)





$35,800

$21,200

$16,000

$21,233

$35,810

$21,339

$16,025

$21,441

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Digital Marketing Manager Digital Marketing Executive / Officer Digital Marketing Assistant E-commerce Executive / Officer


2020

Average $35,800 $21,200 $16,000 $21,233

Median $35,000 $20,000 $14,000 $20,000

Q-Range $35,000-40,000 $20,000-23,000 $14,000-16,000 $16,000-20,000

2021 Average $35,810 $21,339 $16,025 $21,441

8787


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Digital Marketing, E-Commerce & Social Media – by Job Position)




0.4%

0.6%

0.2%

0.6%

0.0%

0.1%

0.2%

0.3%

0.4%

0.5%

0.6%

0.7%

Digital Marketing Manager Digital Marketing Executive / Officer Digital Marketing Assistant E-commerce Executive / Officer

Overall adjustment in Digital Marketing, E-Commerce & Social Media : 0.6%

8888


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Marketing & Branding – by Job Position)





$55,750

$38,679

$31,091

$25,962

$19,086 $19,156

$44,467

$56,086

$39,010

$31,301

$26,292

$19,246 $19,193

$45,056

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Senior Marketing Manager Marketing Manager Assistant Marketing Manager Senior Marketing Executive / Officer Marketing Executive / Officer Marketing Assistant Branding Manager


2020

Average $55,750 $38,679 $31,091 $25,962 $19,086 $19,156 $44,467

Median $55,000 $36,000 $30,000 $23,250 $18,000 $19,000 $40,000

Q-Range $51,000-62,500 $28,000-50,000 $28,000-35,000 $23,000-28,000 $15,000-20,000 $16,500-20,000 $35,000-47,600

2021 Average $56,086 $39,010 $31,301 $26,292 $19,246 $19,193 $45,056

8989


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Marketing & Branding – by Job Position)




0.5%

0.8%

0.6%

1.1%

0.8%

0.1%

1.6%

0.0%

0.2%

0.4%

0.6%

0.8%

1.0%

1.2%

1.4%

1.6%

1.8%

Senior Marketing Manager Marketing Manager Assistant Marketing Manager Senior Marketing Executive /Officer

Marketing Executive / Officer Marketing Assistant Branding Manager

Overall adjustment in Marketing & Branding : 0.8%

9090


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Corporate Sales & Business Development – by Job Position)





$60,750

$44,389

$33,484

$24,695 $23,300 $22,483

$31,389

$19,400

$61,025

$44,920

$33,797

$24,932 $23,650 $23,612

$31,694

$19,628

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

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


2020

Average $60,750 $44,389 $33,484 $24,695 $23,300 $22,483 $31,389 $19,400

Median $56,500 $48,000 $32,000 $21,060 $23,500 $23,000 $25,000 $19,000

Q-Range $40,000-75,000 $28,000-50,000 $25,000-40,000 $20,000-29,800 $23,000-25,000 $23,000-25,000 $25,000-45,000 $19,000-19,000

2021 Average $61,025 $44,920 $33,797 $24,932 $23,650 $23,612 $31,694 $19,628

9191


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Corporate Sales & Business Development – by Job Position)




0.6%

1.2%0.9% 0.9%

1.4%

5.2%

1.2% 1.2%

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

Senior Sales Engineer Sales Engineer

Overall adjustment in Corporate Sales & Business Development : 2.4%

9292


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Media/ Advertising – by Job Position)





$26,600

$16,714

$20,625

$27,540

$16,714

$20,625

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

Editor / Senior Editor Photographer Account Manager / Project Manager


2020

Average $26,600 $16,714 $20,625

Median $15,000 $15,000 $20,000

Q-Range $12,000-47,000 $15,000-15,000 $20,000-20,000

2021 Average $27,540 $16,714 $20,625

9393


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Media/ Advertising – by Job Position)




2.0%

0.0% 0.0%0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

Editor / Senior Editor Photographer Account Manager / Project Manager

Overall adjustment in Media/ Advertising : 0.4%

9494


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Design – by Job Position)





$37,632

$30,668

$27,688

$20,731 $20,143$17,938

$39,329

$30,798

$27,425

$20,804 $21,583

$18,358

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

Art / Design Director Senior Designer Product Designer Interior Designer UX Designer / UI Designer Graphic Designer


2020

Average $37,632 $30,668 $27,688 $20,731 $20,143 $17,938

Median $30,000 $34,000 $26,500 $21,000 $18,000 $18,000

Q-Range $20,000-60,000 $22,500-35,000 $20,000-37,500 $21,000-21,000 $18,000-18,000 $16,000-19,000

2021 Average $39,329 $30,798 $27,425 $20,804 $21,583 $18,358

9595

Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Design – by Job Position)




2.8%

0.5%

-1.3%

0.4%

8.0%

2.3%

-2.0%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

Art / Design Director Senior Designer Product Designer Interior Designer UX Designer / UI Designer Graphic Designer

Overall adjustment in Design : 1.4%


9696


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Finance – by Job Position)





$61,475

$47,923

$21,500

$42,738

$36,300$33,036

$48,770

$34,857

$24,556

$17,182

$61,855

$49,192

$21,458

$42,738

$36,300$33,307

$49,114

$34,857

$24,611

$17,245

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Responsible Officer Operations Manager Operations Officer Risk Manager Trader / Dealer Corporate FinanceExecutive / Associate

Corporate FinanceManager

Settlement Manager Settlement Officer Settlement Clerk


2020

Average $61,475 $47,923 $21,500 $42,738 $36,300 $33,036 $48,770 $34,857 $24,556 $17,182

Median $60,000 $45,000 $20,000 $42,810 $29,000 $40,072 $50,000 $35,000 $25,000 $16,000

Q-Range $58,000-70,000 $30,000-50,000 $18,000-25,000 $42,810-43,000 $28,000-42,000 $20,000-40,143 $38,000-60,000 $30,000-42,000 $22,000-25,00 $15,000-20,000

2021 Average $61,855 $49,192 $21,458 $42,738 $36,300 $33,307 $49,114 $34,857 $24,611 $17,245

9797


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Finance – by Job Position)




0.6%

2.0%

0.0% 0.0% 0.0%

0.7%0.6%

0.0%

0.3%0.4%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

Responsible Officer Operations Manager Operations Officer Risk Manager Trader / Dealer Corporate FinanceExecutive /Associate

Corporate FinanceManager

Settlement Manager Settlement Officer Settlement Clerk

Overall adjustment in Finance : 0.5%

9898


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Engineering – by Job Position)





$48,530

$37,697

$29,919$27,460 $28,218

$45,263

$19,034$22,625

$48,831

$37,697

$30,661$27,607 $28,542

$45,326

$19,278$22,944

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Engineering (mechanical /chemical / civil) Manager

Senior Engineer(mechanical /chemical / civil)

Engineer(mechanical / chemical /civil)

Assistant Engineer(mechanical /chemical / civil)

Project Engineer Project Manager Technician Draftsman


2020

Average $48,530 $37,697 $29,919 $27,460 $28,218 $45,263 $19,034 $22,625

Median $40,000 $30,000 $28,000 $30,000 $30,000 $40,000 $19,000 $22,500

Q-Range $40,000-48,000 $30,000-45,000 $25,000-35,000 $27,500-30,000 $25,000-30,000 $40,000-50,000 $16,000-20,500 $17,000-27,500

2021 Average $48,831 $37,697 $30,661 $27,607 $28,542 $45,326 $19,278 $22,944

9999


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Engineering – by Job Position)




0.3%

0.0%

2.4%

0.7%

1.2%

0.1%

1.2%

1.9%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

Engineering (mechanical /chemical / civil) Manager

SeniorEngineer(mechanical /

chemical / civil)

Engineer(mechanical /chemical / civil)

AssistantEngineer(mechanical /

chemical / civil)

Project Engineer Project Manager Technician Draftsman

Overall adjustment in Engineering : 1.0%

100100


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Hospitality / Tourism – by Job Position)





$32,840

$14,509$15,944

$32,840

$14,660$16,044

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

Front Desk Manager Room Attendant Front Desk Officer


2020

Average $32,840 $14,509 $15,944

Median $30,000 $14,050 $15,000

Q-Range $30,000-35,000 $14,050-16,000 $15,000-18,000

2021 Average $32,840 $14,660 $16,044

101101


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Hospitality / Tourism – by Job Position)




0.0%

1.1%

0.7%

0.0%

0.2%

0.4%

0.6%

0.8%

1.0%

1.2%

Front Desk Manager Room Attendant Front Desk Officer

Overall adjustment in Hospitality / Tourism : 0.8%

102102


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Food & Beverage – by Job Position)





$24,978

$19,943

$16,066 $15,357

$25,009

$14,227

$24,875

$20,171

$16,185 $15,357

$25,413

$14,227

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

Restaurant Manager Restaurant Supervisor Waiter/ Waitress/ Captain Cashier Cook Barista


2020

Average $24,978 $19,943 $16,066 $15,357 $25,009 $14,227

Median $25,000 $20,000 $16,000 $16,000 $26,000 $14,000

Q-Range $25,000-2,5000 $2,0000-20,000 $16,000-16,000 $16,000-16,000 $23,000-26,000 $14,000-14,000

2021 Average $24,875 $20,171 $16,185 $15,357 $25,413 $14,227

103103


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Food & Beverage – by Job Position)




-0.3%

1.1%

0.8%

0.0%

1.8%

0.0%

-0.5%

0.0%

0.5%

1.0%

1.5%

2.0%

Restaurant Manager Restaurant Supervisor Waiter/ Waitress/ Captain Cashier Cook Barista

Overall adjustment in Food & Beverage : 0.9%

104104


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Transportation & Logistics – by Job Position)





$36,594

$22,253$20,174

$16,855 $17,143

$37,030

$22,449$20,267

$17,371 $17,143

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Shipping Manager / Logistics Manager Shipping Supervisor / Logistics Supervisor Shipping / Logistics Officer or Executive Shipping / Logistics Assistant or Clerk Drivers


2020

Average $36,594 $22,253 $20,174 $16,855 $17,143

Median $33,158 $22,000 $18,000 $18,000 $16,000

Q-Range $30,000-50,000 $18,000-25,000 $15,000-26,000 $17,000-18,000 $15,000-18,000

2021 Average $37,030 $22,449 $20,267 $17,371 $17,143

105105


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Transportation & Logistics – by Job Position)




0.9%1.1%

0.4%

3.0%

0.0%0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

Shipping Manager / Logistics Manager Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer or Executive Shipping / Logistics Assistant or Clerk Drivers

Overall adjustment in Transportation & Logistics : 2.1%

106106


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Merchandising – by Job Position)





$48,022

$31,000 $29,934

$22,903

$17,140

$48,154

$31,280 $30,293

$23,262

$17,305

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Merchandising Manager Assistant Merchandising Manager Senior Merchandiser Merchandiser Assistant Merchandiser


2020

Average $48,022 $31,000 $29,934 $22,903 $17,140

Median $43,250 $32,000 $30,000 $25,000 $17,000

Q-Range $43,250-50,000 $30,000-35,000 $29,000-34,745 $20,000-25,453 $1,7000-17,249

2021 Average $48,154 $31,280 $30,293 $23,262 $17,305

107107


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Merchandising – by Job Position)




0.3%

0.9%

1.2%

1.6%

1.0%

0.0%

0.2%

0.4%

0.6%

0.8%

1.0%

1.2%

1.4%

1.6%

1.8%

Merchandising Manager Assistant Merchandising Manager Senior Merchandiser Merchandiser Assistant Merchandiser

Overall adjustment in Merchandising : 1.1%

108108


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Retail Sales – by Job Position)





$33,926

$24,830$22,824 $22,757

$17,855

$33,765

$24,973$22,941 $22,759

$17,854

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Shop / Store / Retail Manager Assistant Shop / Store / Retail Manager Shop/ Store / Retail Supervisor Sales Representative/ Executive Cashier


2020

Average $33,926 $24,830 $22,824 $22,757 $17,855

Median $35,000 $26,000 $23,000 $23,000 $18,000

Q-Range $30,000-35,000 $25,000-26,000 $18,000-28,000 $18,000-28,000 $18,000-18,000

2021 Average $33,765 $24,973 $22,941 $22,759 $17,854

109109


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Retail Sales – by Job Position)




-0.5%

0.7%

0.6%

Less than 0.1%

Less than -0.1%

-0.6%

-0.4%

-0.2%

0.0%

0.2%

0.4%

0.6%

0.8%

Shop / Store / Retail Manager Assistant Shop / Store / Retail Manager Shop/ Store / Retail Supervisor Sales Representative/ Executive Cashier

Overall adjustment in Retail Sales : 0.1%

110110


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Beauty Care / Health – by Job Position)





$18,893

$21,091

$18,893

$21,091

$17,500

$18,000

$18,500

$19,000

$19,500

$20,000

$20,500

$21,000

$21,500

Beauty Consultant / Advisor Beauty Technician


2020

Average $18,893 $21,091

Median $16,000 $16,000

Q-Range $16,000-17,000 $16,000-30,000

2021 Average $18,893 $21,091

111111


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Beauty Care / Health – by Job Position)




0.0% 0.0%0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

Beauty Consultant / Advisor Beauty Technician

Overall adjustment in Beauty Care / Health : -0.07%

112112


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Education – by Job Position)





$41,935

$17,213

$10,625

$43,556

$17,353

$10,813

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

Teacher Teaching Assistant Instructor of Interest Class (Art


2020

Average $41,935 $17,213 $10,625

Median $50,000 $20,000 $10,000

Q-Range $30,000-50,000 $13,000-20,000 $10,000-10,000

2021 Average $43,556 $17,353 $10,813

113113


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Education – by Job Position)




3.5%

0.7%

1.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Teacher Teaching Assistant Instructor of Interest Class (Art

Overall adjustment in Education : 2.1%

114114


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Customer Services – by Job Position)





$32,917

$17,307

$21,870$20,744

$15,125

$33,233

$17,850

$21,870 $20,887

$15,405

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

Customer Services Manager (Back office) Customer Services Executive (Back office) Customer Services Manager (Frontline) Customer Services Executive (Frontline) Customer Services Representative


2020

Average $32,917 $17,307 $21,870 $20,744 $15,125

Median $37,500 $16,000 $20,000 $23,000 $13,000

Q-Range $23,000-40,000 $16,000-17,500 $20,000-26,900 $16,800-23,000 $12,488-18,000

2021 Average $33,233 $17,850 $21,870 $20,887 $15,405

115115


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Customer Services – by Job Position)




0.8%

3.3%

0.0%

0.9%

1.9%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

Customer Services Manager (Back office) Customer Services Executive (Backoffice)

Customer Services Manager (Frontline) Customer Services Executive (Frontline) Customer Services Representative

Overall adjustment in Customer Services : 1.3%

116116


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Legal / Compliance – by Job Position)





$51,488

$26,783

$15,247

$28,895

$51,321

$26,783

$15,223

$28,895

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Compliance Manager Legal and Compliance Officer / Legal Officer / Compliance Officer /Analyst

Legal Clerk / Legal Secretary Company Secretary Officer / Assistant


2020

Average $51,488 $26,783 $15,247 $28,895

Median $46,975 $28,652 $15,000 $28,000

Q-Range $46,975-50,000 24,000-28,652 $15,000-15,000 $28,000-28,000

2021 Average $51,321 $26,783 $15,223 $28,895

117117


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Legal / Compliance – by Job Position)




-0.4%

0.0%

-0.1%

0.0%

-0.5%

-0.4%

-0.4%

-0.3%

-0.3%

-0.2%

-0.2%

-0.1%

-0.1%

0.0%

Compliance Manager Legal and Compliance Officer / Legal Officer /Compliance Officer / Analyst

Legal Clerk / Legal Secretary Company Secretary Officer / Assistant

Overall adjustment in Legal / Compliance : 0%

118118


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Analytics – by Job Position)





$25,000

$24,842

$26,050$25,985

$24,200

$24,400

$24,600

$24,800

$25,000

$25,200

$25,400

$25,600

$25,800

$26,000

$26,200

Research Analyst Business / Data Analyst


2020

Average $25,000 $24,842

Median $25,000 $23,000

Q-Range $25,000-25,000 $23,000-23,000

2021 Average $26,050 $25,985

119119


Average Monthly Salary 2020 (Actual) vs 2021 (Predicted)(Analytics – by Job Position)




3.8%

4.8%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Research Analyst Business / Data Analyst

Overall adjustment in Analytics : 3.8%

Section 4Bonuses

121121

Guaranteed Performance Bonus 12%

Non guaranteed Performance Bonus 88%

• 55% of the surveyed companies provided performance bonus in the past 12 months, recording a substantial drop from 72% last year. Only 12% of these companies offered “guaranteed performance bonus”.

• 50% offered double pay in the past 12 months, indicating a drop from 58% last year.

4. Bonuses

Provision of Double Pay and Performance Bonus in Past 12 Months


Qn.D11. Double pay(雙糧)" refers to the guaranteed year-end payment which is equal to 1-month basic salary ONLY. For any other year-end payment / commissions/ incentive, please count as performance bonus.Qn. D12. Did your organisation provide performance bonus (花紅) in the past 12 months? Please do not count “Double pay(雙糧)" here. Qn. D12a. Is the performance bonus provided guaranteed?

Both Double Pay & Performance

Bonus 33%

Performance Bonus Only

22%

Double Pay Only17%

None 28%

2019

122122

All Companies 1–9 employees 10–50 employees Over 50 employees

Base 436 133 185 117

Both Double Pay & Performance Bonus

33% 27% 32% 40%


22% 18% 21% 28%

Double Pay Only 17% 16% 20% 13%

None 28% 39% 26% 19%

• Companies with 1-9 employees (39%) and Local HK companies (38%) show the highest incidence of NOT giving Double Pay and Bonus to employees.

4. Bonuses

Provision of Double Pay and Performance Bonus in Past 12 Months – by Company Size and Company Origin



Qn.D11. Double pay(雙糧)" refers to the guaranteed year-end payment which is equal to 1-month basic salary ONLY. For any other year-end payment / commissions/ incentive, please count as performance bonus.Qn. D12. Did your organisation provide performance bonus (花紅) in the past 12 months? Please do not count “Double pay(雙糧)" here.

All Companies Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 436 218 36 74 96 13#

Both Double Pay & Performance Bonus

33% 22% 49% 38% 46% 35%


22% 24% 24% 12% 24% 21%

Double Pay Only 17% 16% 14% 29% 15% 0%

None 28% 38% 13% 21% 15% 44%

123123

• Industries that have a relatively higher incidence rate of bonus provision: Banking (100%), Hospitality (91%), Insurance (75%), Account / Audit / Tax (75%), Property Development & Management (73%).

4. Bonuses

Provision of Double Pay and Performance Bonus in Past 12 Months by Industry

33%

14%

75%

50%

13%21%

54%

16% 18%

53%

27%

8%

26%

50% 50% 54%

14%

36% 32% 33%

46%

25% 23%

42%

21%

25%

25%

21%

15%

26%27%

13% 64%

17%

35%

25%

57%63%

8%

43%

36%

9%

17%

25% 26%

14%

17%

38%

8%

29% 18%

27%

8%

3%

25%

43%

13%

25%

14%

9%

32%

33%

21%

13% 16%

25%

50%

75%

33%

50%57%

23%29%

36%

7% 9%

67%

35%

50%

25%

13%

29%18%

27%33%

17%

38% 35%

0%

20%

40%

60%

80%

100%

Both Bonus Only Double Pay Only Neither


Qn.D11. Double pay(雙糧)" refers to the guaranteed year-end payment which is equal to 1-month basic salary ONLY. For any other year-end payment / commissions/ incentive, please count as performance bonus.Qn. D12. Did your organisation provide performance bonus (花紅) in the past 12 months? Please do not count “Double pay(雙糧)" here.

Remarks : Industry with less than 3 companies are not shown

124124

• This year, Top / Senior Management in six industries received above-average performance bonuses: Medical / Pharmaceutical (3.3 months), Property Development & Management (2.9 months), Banking (2.7 months), Financial Services (Non-bank) (2.5 months) and Trading & Distribution (2.3 months).

• In the coming year, several industries predict zero bonuses : Clothing / Garment / Textile, Hospitality, Legal Services, Management Consultancy / Service (“none” in current year as well) and Wholesale.

4. Bonuses

Performance Bonus by Industry (Top / Senior Management)

Base : All companies offering performance bonuses to respective level in P12M

Qn.D12d1. For the level of ______, please indicate the number of months of salary provided for performance bonus in average in the last 12 monthsQn.D12g2. For the level of ______, please indicate the number of months of salary expected to be provided for performance bonus in average in the coming 12 months

1.2

2.7

2.2

0.9

1.9

2.5

0.7

1.61.3

1.0

1.5

1.0

1.8

3.32.9

1.3

2.3

1.01.2

2.0 2.0

1.0 1.1

2.7

1.51.8

1.0

2.1

1.5

2.7

3.3

0.9

2.01.7

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

2020 (Actual) 2021(Predicted)Average in 2020 (Actual) Average in 2021 (Predicted)

Average performance bonus in 2020 was 1.88 monthsAverage predicted performance bonus in 2021 is 1.82 months

Remarks : Industry with less than 3 companies are not shownAverage performance bonus in 2019 was 2.30 months

125125

• This year, Middle Management / Non-Managerial Professionals in six industries received above-average performance bonuses: Medical / Pharmaceutical (2.8 months), Banking (2.3 months), Human Resources / Recruitment (2 months), Property Development & Management (1.9 months), Financial Services (Non-bank) (1.6 months), Electronics / Electrical Equipment (1.4 months), Hospitality (1.4 months) and Information & Communication Technology (1.4 months).

• In the coming year, several industries predict zero bonuses : Clothing / Garment / Textile, Hospitality, Legal Services, Management Consultancy / Service and Wholesale.

4. Bonuses

Performance Bonus by Industry (Middle Management / Non Managerial Professionals)



1.1

2.3

0.70.8

1.41.6

0.6

1.11.4

2.01.4

1.01.2 1.2

2.8

1.9

1.01.3 1.2

1.8

1.0 1.0 1.0 0.9

2.6

0.81.2 1.0

1.31.1 1.0

2.4

1.3 1.2

2.1

0.0

0.5

1.0

1.5

2.0

2.5

3.0




126126

• This year, Supervisory / Officers in six industries received above-average performance bonuses: Medical / Pharmaceutical (3.5 months), Property Development & Management (2 months), Banking (2 months), Food & Beverage (1.5 months), Hospitality (1.4 months), Accounting / Audit / Tax (1.4 months), Human Resources / Recruitment (1.3 months) and Legal Services (1.3 months).

• In the coming year, several industries predict zero bonuses: Clothing / Garment / Textile, Banking, Hospitality, Management Consultancy / Service and Wholesale.

3. Bonuses

Performance Bonus by Industry (Supervisory / Officers)



1.4

2.0

0.3

0.81.1

0.7

1.5

0.9

1.4 1.31.2 1.3

0.71.1

3.5

2.0

1.01.2 1.1 1.3

2.0

1.0 0.9

2.8

0.8 0.9 1.0 1.2

2.0

1.0

2.3 2.3

1.1 1.1

1.7

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0




127127

• This year, Clerical / Frontline in six industries received above-average performance bonuses: Medical / Pharmaceutical (3 months), Property Development & Management (1.8 months), Banking (1.5 months), Hospitality (1.4 months), Legal Services (1.4 months) and Food & Beverage (1.3 months),

• In the coming year, several industries predict zero bonuses: Banking, Banking, Hospitality, Management Consultancy / Service and Wholesale.

4. Bonuses

Performance Bonus by Industry (Clerical / Frontline)



0.9

1.5

0.3

0.91.2

0.8

1.3

0.8

1.4

1.01.0

1.4

0.50.8

3.0

1.8

0.81.1 1.0

1.21.0 1.0 1.0 1.1

2.6

0.8 0.81.0 1.2

2.0

0.9 1.0

2.0

0.8 0.9

1.5

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5




128128

• The quantum of performance bonus goes up with seniority.

• In the coming year, a consistent performance bonus across all job levels is predicted.

4. Bonuses



Performance bonus by job level

1.9

1.31.2

1.1

1.8

1.3 1.31.2

0.00.20.40.60.81.01.21.41.61.82.0

Top / Senior Management Middle Management / Non-managerialProfessionals

Supervisory / Officers Clerical / Frontline

2020 (Actual) 2021(Predicted)

Average in 2020 (Actual) Average in 2021 (Predicted)


Average performance bonus in 2019 was 1.64 months

Section 5Benefits

130130

• The average length of annual leave in 2020 is 13.2 days. In comparison, longer annual leaves are provided to senior employees.

5. Benefits

Annual Leave Provided in 2020


Qn. D9. Please indicate the average annual leave in 2020

15.013.6

12.2 11.9

0.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0

16.0


Supervisory / Officers Clerical / Frontline

% of employees with annual leave :

88% 85% 89% 86%

Average : 13.2 days

Average (2019) : 12.7 days

131131

• “Marriage leave” and “Compassionate leave”, the most common types of special leaves, are available in over 60% of the surveyed companies. The pattern is largely similar to last year.

• “Additional Maternity Leave” is emerging in 10% of the surveyed companies in 2021. Except for this, expectation for other special leaves in N12M generally slip from last year.

5. Benefits

Special Leaves in 2020


*Based on all those answer “Yes” or “Yes but will be reduced/cut”

Qn. D10. Does your organisation provide the following special leaves?

Qn. D10a. How many days in average in a year?

63%

62%

25%

19%

19%

14%

13%

12%

6%

3%

3%

3%

2%

3%

2%

2%

3%

2%

4%

4%

5%

5%

10%

5%

5%

7%

5%

30%

31%

68%

74%

68%

79%

80%

77%

87%

Marriage Leave

Compassionate Leave

Study and Examination Leave

Birthday leave

Additional Maternity Leave (beyond 10 weeks)

Menstrual Leave

Community Service Leave

Family Care Leave

Graduation Leave

Yes Yes but will be reduced/cut No, but expect in N12M No, and not expected No. of days*

3.5

2.8

2.7

1.3

14

3

2.1

2.7

1.9

132132

• Similar to last year, family-friendly benefits are not common among most companies.

• “Medical protection to employees’ family members” (25% implemented) and “Company activities / events extended to family members” (20% implemented) are relatively common.

5. Benefits

Family-friendly Benefits in 2020


Qn. E13. Does your organisation provide the following family-friendly benefit(s)?

23%

17%

10%

5%

3%

2%

3%

1%

1%

1%

5%

5%

5%

4%

5%

71%

75%

84%

90%

91%

Medical protection to employees' family members

Organisation activities/ events extended to family members

Nursing room

Children education allowance

Child care support

Yes Yes but will be reduced/cut No, but expect in N12M No, and not expected

133133

• Similar to last year, “Five-day work week” (80% implemented) and “Early leave on festive days” (79% implemented) top this pack of benefits.

• But comparing with last year, the extent of expecting new measures in N12M have contracted.

5. Benefits

Work-life Balance Measures in 2020

79%

76%

51%

48%

41%

36%

26%

25%

16%

10%

7%

5%

1%

3%

3%

6%

5%

11%

4%

5%

3%

2%

1%

2%

4%

4%

4%

4%

6%

6%

4%

6%

5%

5%

5%

6%

16%

18%

42%

43%

48%

47%

66%

64%

76%

84%

87%

87%

Five-day work week

Early leave on festive days (e.g. X'mas eve, mid-autumn day)

Casual wear everyday

Free snacks / beverage / fruits

Flexible working hours

Work from home

Organisation phone and package

Organisation activities (e.g. traveling, interest class)

Free meal (e.g. breakfast, lunch, dinner)

Entertainment / physical fitness facilities at workplace

Gym membership / subsidised membership

Early leave on Friday (at least once a month)



Qn. E14. Does your organisation provide the following work-life balance benefit(s)?

134134

• Consistent with last year, accommodation benefits are least common in Hong Kong.

5. Benefits

Accommodation Benefits in 2020


Qn. E15. Does your organisation provide the following benefit(s)?

10%

6%

6%

4%

3%

1%

1%

1%

1%

1%

4%

4%

5%

4%

4%

85%

89%

89%

91%

92%

Rental Reimbursement

Cash Housing Allowance

Employee Quarters

Housing Loan

Mortgage Interest Subsidy


135135

• The pattern of offering other benefits is highly consistent with last year – top 5 benefits remain at the same positions.

5. Benefits

Other Benefits in 2020

31%

26%

23%

16%

14%

12%

10%

9%

8%

8%

6%

6%

5%

5%

1%

2%

1%

2%

1%

1%

1%

*

1%

1%

*

1%

2%

1%

4%

4%

4%

5%

4%

4%

4%

4%

3%

3%

5%

4%

3%

4%

64%

67%

72%

78%

81%

83%

86%

86%

87%

88%

89%

89%

90%

90%

Transportation allowance outside HK during normal working days

Education Provision of Other benefits / CD opport's : allowance / sponsorship

Transportation allowance for traveling in HK

Job rotation

Additional MPF

Purchase of Organisation stock at discounted prices

Posting at overseas office

Free parking slots at office building

Pension fund / retirement plan (excluding MPF)

Uniform laundry allowance

Apprenticeship / mentoring programme

Stock option

Personal loan

Tax subsidies



* Less than 0.5%

Qn. E15. Does your organisation provide the following benefit(s) / career development opportunities?

136136

• The pattern of such offers is highly consistent with last year. But “on-job skillsets training” has dropped sharply from 70% in last year.

5. Benefits

Types of Education Allowance / Sponsorship Offered to Employees

Base : All companies that offer education allowance / sponsorship to employees (n=123)

Qn.E15a. What types of Education Allowance / sponsorship does your organisation offer to employees? (May choose more than one option.)

48% 46%

29%

19%

13%18%

0%

20%

40%

60%

On-job skillsets training Reimbursement ofprofessional examination

fees

Study leave for takingexaminations

Postgraduate programsponsorship

Early leave for night courses Others

2019 71% 46% 39% 29% 15% 14%

137137

• The trends of employee engagement communication are similar to last year, but a contraction is recorded in its extent.

5. Benefits

Employee Engagement Communication in 2020


Qn. E15. Does your organisation provide the following employee engagement communication?

44%

40%

38%

3%

6%

2%

6%

7%

9%

46%

47%

51%

Regular catch up between management and employees

Fair salary and renumeration system of Organisation

Clear career path


36%(2019)

36%(2019)

44%(2019)

Section 6Work-from-Home and Related Policies

139139

• 72% of the surveyed companies adopted WFH in different stages. Larger companies with 10 employees or more implemented before April 2020 (42% and 44% respectively), whilst companies with 1-9 employees adopted in the later stages (after April 2020).

• In terms of company origin, MNCs in general show a higher incidence of adopting WFH (88%).

6. Work-from-Home and Related Policies

Employee Engagement Communication in 2020



Qn. F1. Did your organisation allow employees to have work-from-home policy in the past 12 months?

8%

39%

25%

28%No, and not expected in N12M

Implemented recently afterApril 2020

Implemented during theoutbreak of COVID-19*

Implemented before COVID-19

Practice of “Work from Home”


Base 133 185 117

Implemented before COVID-19 8% 8% 9%

Implemented during the outbreak of COVID-19*

31% 42% 44%

Implemented after April 2020 39% 20% 16%

No, and not expected in N12M 23% 31% 31%

By origin Local (HK) Chinese Owned

HK BasedMNC

MNC Govt / NGO

Base 218 36 74 96 13#

Implemented before COVID-19 6% 2% 8% 16% 0%

Implemented during the outbreak of COVID-19*

34% 48% 34% 47% 61%

Implemented after April 2020 24% 16% 32% 24% 19%

No, and not expected in N12M 36% 34% 26% 12% 20%

*before April 2020

72% with WFH

practice

140140

• Among companies that implemented WFH practices, in average 61% of the staff are involved. Companies with 50+ employees apply this among a lower percentage (53%) of staff than smaller companies.


Percentage of Staff Covered by WFH – by Company Size

33%

43%33%

19%

6%

3%

7%

7%

7%

8%8%

5%

6%

2%5%

11%

9%7% 12%

8%

11% 9%10%

15%

8% 9%7%

6%

7%10% 5%

6%

7%4%

5%

12%

8% 6% 8% 9%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All Companies (n=313) 1-9 employees (n=102) 10-50 employees (n=129) Over 50 employees (n=81)

91 – 100% 81 – 90% 71 – 80% 61 – 70% 51 – 60% 41 – 50% 31 – 40% 21 – 30% 11 – 20% Less than 10%

Base : All companies that implemented WFH (n=313)

Qn. F2. Overall, what is the percentage of your employees being allowed to work from home?

Average: 61.1% 64.5% 63.5% 53.2%

141141

• As for company origin, Local (HK) companies applied such policies to a smaller number of staff (54%).


Percentage of Staff Covered by WFH – by Company Origin

33%25%

31% 34%43%

50%

6%

5%

12% 7%

4%

13%

7%

4%

3% 13%8%

13%

6%

6%

3%

5% 5%

13%

9%

9%

21% 5%11%11%

11%

16%

15%8%8%

13%

1%

2%5%7%

12%

9%

1% 2%7% 4%

2%

12% 9%

10%8% 11%

1%6% 6%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

All Companies (n=313) Local (HK)(n=140)

Chinese Owned (n=24)# HK Based MNC (n=54) MNC(n=84)

Govt / NGO(n=10)#

91 – 100% 81 – 90% 71 – 80% 61 – 70% 51 – 60% 41 – 50% 31 – 40% 21 – 30% 11 – 20% Less than 10%

Base : All companies that implemented WFH practices (n=313)

Qn. F2. Overall, what is the percentage of your employees being allowed to work from home?

Average: 61.1% 54.3% 66.6% 63.8% 67.2% 79.3%

142142

• Overall, 41% of the surveyed companies reckon their WFH practices have helped sustain or increase organisational productivity.

• Companies with 50+ employees seem less certain about the impacts of WFH (16%).


Impact of WFH on Productivity – by Company Size

1% 0% 2% 2%1% 2% 1% 0%1% 1% 0% 1%

38%42%

38% 35%

30%31%

29%30%

14%12%

17%

10%

6%9%

4%

7%

9%3%

9%16%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


Increase productivity of > 50% Increase productivity of 20 - 50% Increase productivity of <20% No change

Decrease productivity of <20% Decrease productivity of 20 - 50% Decrease productivity of >50% Not sure / don't know


Qn. F3. How would you describe the impact of a work-from-home policy on the productivity of your organisation?

No Change/Increased: 41% 46% 41% 37%

143143

• In comparison, HK-based MNCs have benefited more from their WFH practices.


Impact of WFH on Productivity – by Company Origin

1% 1% 0% 2% 0% 0%1% 2%0%

0% 2% 0%1% 1%

0%1% 0% 0%

38% 36% 45%46%

38%

13%

30%27%

28%

35%

29%

47%

14%15%

16%2%

17%

13%

6% 10% 2% 5%

13%

9% 8% 11% 11% 8%13%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


Chinese Owned (n=24)# HK Based MNC (n=54) MNC(n=84)

Govt / NGO(n=10)#

Increase productivity of > 50% Increase productivity of 20 - 50% Increase productivity of <20% No change

Decrease productivity of <20% Decrease productivity of 20 - 50% Decrease productivity of >50% Not sure / don't know


Qn. F3. How would you describe the impact of a work-from-home policy on the productivity of your organisation?

No Change/Increased: 41% 40% 45% 49% 40% 13%

144144

• The top 3 work-from-home support measures for employees are : “Laptops or other office equipment” (50%), “Remote access to in-house server” (43%) and “IT support” (40%).


Support to Staff while WFH



Qn.F4. How does your organisation support employees to work from home? (May choose more than one option.)

50%

43% 40%

14%

5%1%

5%

21%

0%

20%

40%

60%

Laptops / otheroffice equipment

Remote access to in-house server

IT support Allowance forinternet / VPN /

mobile services touse at home

Courier services fordocument delivery

Cash allowance forpurchasing gadgets

for WFH

Other support No support offered

145145

• The top 3 work-from-home support measures for employees are consistent among companies of different sizes and origins.

• Small companies with 1-9 employees are less likely to provide “IT support” (25%), while MNCs are more likely to provide employees with “laptops / other office equipment” (65%).


Support to Staff while WFH - by Company Size and Company Origin


Qn.F4. How does your organisation support employees to work from home? (May choose more than one option.)

All companies 1–9 employees 10–50 employees Over 50 employees

Base 313 102 129 81

Laptops / other office equipment 50% 51% 52% 47%

Remote access to in-house server 43% 34% 46% 48%

IT support 40% 25% 48% 46%

Allowance for internet / VPN / mobile svc to use at home 14% 12% 15% 17%

Courier services for document delivery 5% 6% 5% 3%

Cash allowance for purchasing gadgets for WFH 1% 2% 0% 3%

Other support 5% 8% 2% 4%

No support offered 21% 25% 16% 24%


Base 313 140 24# 54 84 10#

Laptops / other office equipment 50% 43% 35% 52% 65% 45%

Remote access to in-house server 43% 34% 50% 47% 54% 24%

IT support 40% 34% 33% 50% 42% 74%

Allowance for internet / VPN / mobile svc to use at home 14% 12% 17% 16% 18% 0%

Courier services for document delivery 5% 4% 5% 11% 3% 0%

Cash allowance for purchasing gadgets for WFH 1% 1% 0% 2% 1% 0%

Other support 5% 6% 2% 8% 2% 0%

No support offered 21% 24% 25% 18% 17% 26%

146146

• Over one-third of the surveyed companies do not impose any control on employees working from home.

• Among the rest, one-third require employees to respond emails / WhatsApp messages and phone calls within a specific time frame.


Control / Monitoring Measures on Staff while WFH


Qn.F5. Does your organisation impose any control/monitoring measures on staff performance since implementing the work-from-home policy? (May choose more than one option.)

32%

16%

14%

12%

8%

8%

9%

37%

Employees to respond to emails/WhatsApp messages/phone calls within a specified time frame

Require employees to show up at online meetings

Regular surprise checks by supervisors (via phone calls or WhatsApp).

Attend regular meetings on a daily basis

Employees to submit daily reports for each task

Employees to complete timesheets as progress checks

Other measures

No control / monitoring measures applied

147147


Base 313 140 24# 54 84 10#

Specify the response time to emails/WhatsApp messages/phone calls

32% 32% 30% 38% 31% 18%

Show up at online meetings 16% 16% 8% 16% 20% 18%

Regular surprise checks by supervisors 14% 14% 10% 15% 12% 27%

Attend regular meetings on a daily basis 12% 10% 8% 9% 16% 19%

Submit daily reports for each task 8% 10% 5% 4% 8% 13%

Complete timesheets as progress checks 8% 9% 3% 9% 9% 0%

Other measures 9% 9% 0% 13% 10% 0%

No control / monitoring measures applied 37% 37% 49% 35% 34% 37%

• “Specify the response time of staff to emails / WhatsApp messages and phone calls” is the most common control across companies of different types.

• Large companies (over 50 employees) tend to use “regular surprise checks by supervisors” (27%)


Control / Monitoring Measures on Staff while WFH - by Company Size and by Company Origin All companies 1–9 employees 10–50 employees Over 50 employees

Base 313 102 129 81

Specify the response time to emails/WhatsApp messages/phone calls

32% 38% 32% 26%

Show up at online meetings 16% 10% 24% 14%

Regular surprise checks by supervisors 14% 8% 10% 27%

Attend regular meetings on a daily basis 12% 6% 17% 10%

Submit daily reports for each task 8% 4% 10% 10%

Complete timesheets as progress checks 8% 8% 8% 9%

Other measures 9% 13% 6% 9%

No control / monitoring measures applied 37% 39% 37% 35%



Qn.F5. Does your organisation impose any control/monitoring measures on staff performance since implementing the work-from-home policy? (May choose more than one option.)

148148

• The other top 3 measures adopted during COVID-19 are : “flexible office hours” (52%), “flexible lunch hour” (26%) and “arrange employees to clear time-off and annual leave(s)” (26%).


Measures other than WFH Adopted during COVID-19


Qn.F6. Besides ‘work-from-home’, what other policies or measures has your organisation adopted during COVID-19? (May choose more than one option.)Qn.F7. You mentioned your organisation arranged employees to take unpaid leaves. How is it executed? Does it apply to ______?

52%

26% 26%

13%8% 9%

29%

0%

20%

40%

60%

Flexible office hours Flexible lunch hours Arrange employees toclear time-off and

annual leave(s)

Arrange employees totake unpaid leave(s)

Salary reduction Other policies ormeasures

No other policiesimplemented

Among companies that adopt “unpaid leave(s) (n=56) :

Applied to all staff (46%)Applied to certain departments (19%)Applied to certain rank / positions (10%)Allow employees to join on a voluntary basis (25%)

149149


Base 436 218 36 74 96 13#

Flexible office hours 52% 43% 43% 70% 61% 69%

Flexible lunch hours 26% 25% 21% 33% 29% 15%

Arrange employees to clear time-off and annual leave(s) 26% 26% 9% 32% 27% 19%

Arrange employees to take unpaid leave(s) 13% 15% 0% 19% 9% 0%

Salary reduction 8% 9% 0% 15% 6% 0%

Other policies or measures 9% 8% 8% 7% 11% 10%

No other policies implemented 29% 33% 48% 16% 22% 20%

• Across companies of different sizes, other measures are most common among companies with 50+ employees (84%) and least common among small companies with 1-9 employees (56%). Clearing time-off / annual leave(s) of staff (37%) and arrange employees to take unpaid leave(s) (26%) are more common among companies with 50+ employees.

• HK-based MNCs are more likely (84%) to adopt other measures, whilst Chinese-owned companies (52%) are least likely.


Measures other than WFH Adopted during COVID-19 - by Company Size and by Company Origin

All companies 1–9 employees 10–50 employees Over 50 employees

Base 436 133 185 117

Flexible office hours 52% 44% 56% 55%

Flexible lunch hours 26% 19% 29% 30%

Arrange employees to clear time-off and annual leave(s) 26% 13% 27% 37%

Arrange employees to take unpaid leave(s) 13% 5% 11% 26%

Salary reduction 8% 8% 7% 10%

Other policies or measures 9% 4% 9% 14%

No other policies implemented 29% 44% 26% 16%



Qn.F6. Besides ‘work-from-home’, what other policies or measures has your organisation adopted during COVID-19? (May choose more than one option.)

150150

• Overall, 48% of the surveyed companies indicate it is unlikely to make WFH a routine practice. Companies with 50+ employees show the lowest probability (58% “unlikely”).


Likelihood to Adopt WFH as a Routine Practice - by Company Size

6% 6% 6% 5%

12% 12% 11% 12%

35%40% 37%

25%

15%

18%

13%

16%

33%25%

33%42%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


Very likely Quite likely Neutral Quite unlikely Very unlikely


Qn. F8. Regardless of COVID-19, how likely will your organisation adopt ‘work from home’ as a routine practice?

Top-2-box 17% 18% 17% 17%

Bottom-2-box 48% 42% 46% 58%

151151

• The likelihood to adopt WFH as a routine practice is consistent across companies of different origins.


Likelihood to Adopt WFH as a Routine Practice - by Company Origin

6% 6% 2% 3%9%

16%12% 11%

7%13%

14%11%

35% 35%

36%

37%33%

36%

15% 13%

11%

21% 15%

24%

33% 36%43%

26% 29%

12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%


Chinese Owned (n=36) HK based MNC (n=74) MNC(n=96)

Govt / NPO(n=13)#

Very likely Quite likely Neutral Quite unlikely Very unlikelyBase : All companies (n=436)


Qn. F8. Regardless of COVID-19, how likely will your organisation adopt ‘work from home’ as a routine practice?

Top-2-box 17% 16% 9% 16% 23% 27%

Bottom-2-box 48% 49% 55% 47% 44% 37%

152152

• The top 3 digital transformation solutions are : “Virtual meeting support” (69% adopted / will adopt), “Remote access solution” (63% adopted / will adopt) and “Cloud storage” (54% adopted / will adopt).


Adoption of Digital Transformation Solutions


Qn. F10. In response to the pandemic and sociopolitical challenges, have your organisation adopted any of these “digital transformation” solutions or policies?

47%

41%

36%

25%

22%

21%

18%

16%

10%

16%

9%

11%

5%

6%

8%

7%

6%

6%

31%

37%

46%

52%

63%

62%

Virtual meeting support

Remote access solution

Cloud storage

Online interview tools (e.g. facilitate Video Interviews betweenhiring managers and job seekers)

HR software to support daily work (e.g. for applicant tracking)

E-commerce / online store

Already adopted before the P3M Just adopted in the P3M No, but expect to adopt in Jan - Mar 2021 or earlier No, and no plan to adopt

153153

0%0%0%0%


• “Online interview tools” stand out among large companies with 50+ employees (54% adopted / will adopt).




50%

46%

42%

25%

20%

22%

15%

12%

7%

16%

8%

11%

6%

6%

8%

10%

9%

5%

29%

35%

43%

49%

63%

62%

40%

33%

33%

19%

17%

18%

22%

22%

11%

15%

11%

10%

5%

7%

11%

4%

4%

5%

33%

37%

46%

62%

68%

67%



Cloud storage

Online interview tools (e.g. facilitateVideo Interviews between hiring

managers and job seekers)

HR software to support daily work (e.g.for applicant tracking)


48%

43%

29%

32%

30%

23%

18%

14%

13%

15%

10%

10%

3%

3%

6%

7%

4%

10%

31%

39%

52%

46%

56%

57%

1 - 9 employees (n=133)

10 - 50 employees (n=185)

Over 50 employees (n=117)

1

2

3

1

2

3

1

2

3

Adoption of Digital Transformation Solutions - by Company Size

154154

67%

56%

51%

46%

31%

26%

11%

11%

21%

11%

8%

8%

4%

8%

11%

11%

14%

25%

23%

35%

58%

63%

0%0%0%0%


35%

33%

31%

18%

16%

21%

19%

15%

10%

17%

11%

13%

6%

8%

8%

5%

7%

5%

39%

45%

50%

60%

66%

61%



Cloud storage

Online interview tools (e.g. facilitateVideo Interviews between hiring

managers and job seekers)

HR software to support daily work (e.g.for applicant tracking)


• Adoption patterns across companies of different origins are consistent, except for Chinese-owned companies which take “Online interview tools (57% adopted / will adopt) rather than “Cloud storage”.





39%

32%

14%

28%

15%

7%

25%

27%

12%

14%

17%

14%

2%

5%

9%

16%

4%

9%

33%

37%

64%

43%

64%

70%

51%

52%

46%

25%

24%

22%

19%

18%

8%

14%

8%

7%

2%

3%

7%

9%

8%

7%

27%

27%

39%

52%

61%

64%

68%

56%

44%

35%

36%

24%

13%

13%

7%

16%

5%

7%

4%

3%

11%

8%

3%

9%

15%

28%

39%

41%

56%

60%

Local (HK) (n=218)

Chinese Owned (n=36)

HK based MNC (n=74)

MNC (n=96)

Govt / NPO (n=13)#

1

2

3

1

2

3

1

1

3

1

2

3

Adoption of Digital Transformation Solutions - by Company Origin

155155

• 69% of large companies with 50+ employees depend on IT employees to manage them, with nothing outsourced to freelancers. For small companies with 1-9 employees, outsourcing to service providers (35%) or freelancers (16%) are more common.


Management of Digital Transformation Solutions

Base : All companies that adopted or will adopt any digital transformation solution (n=357)


Qn.F11. Regarding the digital transformation solutions chosen in the previous answer, how did/will your organisation manage it/them after adoption/ (May choose more than one option.)


Base 103 157 97

By current IT employees 24% 52% 69%

By other current employees 31% 30% 19%

Outsource to service providers 35% 17% 15%

Outsource to freelancers 16% 7% 0%

Hire additional employees (full-time / part-time) to manage

4% 3% 9%

5%

8%

22%

27%

49%

Hire additional employees(full-time / part-time) to

manage

Outsource to freelancers

Outsource to serviceproviders

By other current employees

By current IT employees

By company origin Local (HK) Chinese Owned HK Based MNC MNC Govt / NGO

Base 163 30 63 89 12

By current IT employees 45% 44% 40% 58% 79%

By other current employees 26% 42% 31% 22% 30%

Outsource to service providers 22% 14% 33% 19% 11%

Outsource to freelancers 11% 1% 8% 6% 0%

Hire additional employees (full-time / part-time) to manage

6% 3% 6% 3% 0%

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Documents

Hiring, Compensation and Benefits Report 2021