jobsDB's Hiring, Compensation and Benefits report 2020 · Company Profile Type of Company Percentage Local (Hong Kong) company 45% Chinese owned company 8% Hong Kong based multi national

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Introduction

To assist HR professionals in devising their human resource planning for the coming year, jobsDB conducted a Hiring, Compensation & Benefits Survey in Q3 2019, in conjunction with Acorn Marketing & Research Consultants (International) Limited. This survey captures the most updated information from 356 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 and expatriates

• Pay rates and predicted adjustments in the coming year

• Bonus payout quantum

• Various types of fringe benefits including key work-life benefits, family-friendly benefits, accommodation benefits and career development opportunities

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.

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Scope and methodology

1. Objectives

This survey aims to collect information about the hiring plans of Hong Kong-based companies. The pay trends regarding full-timeemployees in different industries between 2019 and 2020 were also collected for analysis. These findings will help companies makeinformed hiring decisions and provide useful data on pay/benefits adjustments.

2. Survey coverage

The survey covered 356 companies from 38 industries. Full-time exempt employees working in Hong Kong were the main focus of thesurvey, while specific questions about expatriates, part-time and temporary employees were also included. Among the surveyedcompanies, 66% have less than 50 staff members, 12% 50 - 99, 4% 100 – 199, and 8% over 200.

1 - 9 employees22%

10 - 49 employees44%



200 - 499 employees 4%

500 employees or more4%

Size of Participating Companies

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Company Profile

Base : All companies (n=356) (unweighted)* Denotes less than 0.5%

Industry Percentage Industry Percentage

Accounting / Audit / Tax 4% Insurance *

Advertising / Public Relations / Marketing Services * Jewellery / Gems / Watches 2%

Building / Construction * Legal Services 2%

Banking 1% Management Consultancy / Service 1%

Charity / Social Services / Non-Profit Organisation 1% Manufacturing / Packaging 2%

Clothing / Garment / Textile 5% Media / Publishing / Printing *

Design 2%Medical / Pharmaceutical (e g Hospital, Clinic, Medical

Center, Pharmaceutical Company)2%

E-commerce 1% Property Development & Management 5%

Education & Training 4% Public Utilities (e g Gas, Electricity) *

Electronics / Electrical Equipment 3% Research / Survey 1%

Engineering * Retail 8%

Entertainment / Recreation * Security / Fire / Electronic Access Controls *

Financial Services (non-bank Organization) 6% Sports, Health & Beauty Care *

Food and Beverage 2% Telecommunication 1%

Freight Forwarding / Delivery / Logistics 3% Testing / Laboratory 1%

Government & Public Organization * Trading and Distribution 22%

Hospitality (e g Hotel, Hostel, Elderly Home) 3% Travel & Tourism 1%

Human Resources / Recruitment 3% Wholesale 7%

Information & Communications Technology 2% Others 5%

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Company Profile

Type of Company Percentage

Local (Hong Kong) company 45%

Chinese owned company 8%

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

Kong)15%

Multinational company (with headquarter out of Hong Kong, Macau and China) 31%

Base : All companies (n=356)

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Scope and methodology (cont’d)

3. Datum point

Basic monthly salaries (excluding any bonuses, but including commission) of surveyed companies as at 1 September 2019 were

recorded, alongside predicted basic monthly salary adjustments in 2020. The compensation and benefits in 2019 and 2020 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 4 to 30

September 2019.

The surveyed companies were invited to provide the basic monthly salary of each job position in 2019, predicted salary adjustment of

each job position in 2020 and compensation and/or benefits provided.

5. Weighting

To provide an representative overall view, the data is weighted according to the industry distribution based on government statistics.

Except for Section 2, 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 predicted salary adjustment, annual leave and performance bonus, “average” was to be determined. For other

compensation or benefits, “percentage” was to be determined.

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

according to job functions.

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Definitions

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 2019.

Predicted adjustment (%): the predicted adjustment of a basic monthly salary for a particular job position in 2020

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 / Senior Management

2.Middle Management / Non-Managerial Professionals

3.Supervisory / Officers

4.Clerical / Frontline

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Definitions

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

and performance bonus).

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% of data.

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

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

statistical dispersion.

*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.

Hiring plans and market expectations

Section 1

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1. Hiring plans and market expectations

Q1 2020 H2 2020

Not sure 10% 23%

Less active than current 47% 35%

About the same as current 34% 30%

More active than current 9% 12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Chart TitleEmployment Market Expectations (Q1 2020 Vs H2 2020)

Base : All companies (n=356)Question: B2a, B2b

• 47% of the surveyed companies foresee the employment market to be less active in Q1 2020 than Q3 2019, while 34% expect steadiness. The rate

of positive outlook of employment market is rather low (9%).

• Moving towards H2 2020, the surveyed companies are slightly more positive (12% consider more active) and a larger proportion expresses

uncertainty (23%) about the employment market.

Q1 2020 : January to March 2020H2 2020 : June – December 2020



Employment Market Expectations – by Company Size (Q1 2020 Vs H2 2020)

Base : All companies (n=356)Question: B2a, B2b

Q1 2020 All companies 1 – 9 employees 10– 50 employees Over 50 employees

Not sure 10% 11% 10% 8%

Less active than current 47% 48% 56% 41%

About the same as current 34% 33% 30% 46%

More active than current 9% 9% 4% 7%

H2 2020 All companies 1 – 9 employees 10– 50 employees Over 50 employees

Not sure 23% 25% 24% 24%

Less active than current 35% 31% 40% 28%

About the same as current 30% 37% 26% 33%

More active than current 12% 6% 10% 16%


• Companies of larger company size are relatively more positive about outlook in Q1 2020, with 46% express steadiness.

Drilldown analysis



• Companies from different backgrounds have similar expectations about the employment market in Q1 2020, except for HK-based MNC, which are

more optimistic.

Employment Market Expectations – by Company Origin (Q1 2020 Vs H2 2020)

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: B2a, B2b

Q1 2020 All companiesLocal (Hong Kong)

companyChinese owned

companyHK Based MNC MNC

Not sure 10% 10% 4% 4% 13%

Less active than current 47% 48% 34% 51% 47%

About the same as current 34% 33% 40% 32% 35%

More active than current 9% 9% 22% 14% 5%

H2 2020 All companiesLocal (Hong Kong)



Not sure 23% 19% 17% 27% 27%

Less active than current 35% 34% 40% 33% 36%

About the same as current 30% 35% 23% 26% 28%

More active than current 12% 12% 20% 14% 9%


Drilldown analysis



2012 2013 2014 2015 2016 2017 2019 Q1 2020 Q1

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

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

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

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

0%

10%

20%

30%

40%

50%

60%

70%

Chart Title

• 24% of the surveyed companies reveal plans to increase headcount in Q1 2020, indicating a significant drop from last year. A ‘wait-and-see’

approach is more obvious as companies incline to “freezing hiring process” (35%). The proportion of companies planning to “cut headcount” also

climbs from 3% last year to 7% this year.

Questionnaire wordings changed from “freeze headcount” to “freeze hiring process” in 2014Question: B2c

Comparison of Hiring Plan Forecast

Q1: January to March



1 - 9 employees 10 - 50 employees Over 50 employees

Increase headcount 30% 25% 19%

Cut headcount 3% 4% 13%

Freeze hiring process 35% 33% 37%

No plan yet 32% 38% 31%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Chart Title

• Large-scale companies (over 50 employees) seem more reserved as only 19% plan to increase headcount. On the other hand, a more significant

proportion of large companies plan to “cut headcount” (13%) (vs 3-4 % among smaller companies).

Base : All companies (n=356)Question: B2c

Hiring Plan Forecast (Q1 2020) – by Company Size

Drilldown analysis

Q1: January to March



• Compared to other types of companies, MNCs are less likely to increase headcount. Many of them prefer a ‘wait and see’ attitude.

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: B2c




Increase headcount 24% 30% 31% 27% 13%

Cut headcount 7% 9% - 5% 5%

Freeze hiring process 35% 29% 34% 41% 40%

No plan yet 34% 32% 35% 27% 42%

Hiring Plan Forecast (Q1 2020) – by Company Origin

Drilldown analysis



69%

39%

44%

20%

6% 7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Business expansion Growth of new roles/ Newskillset required

Replacement for resignedstaff

Replacement for current staff Support greater use of in-house consultant

Other purposes

Column1

• The purposes of hiring new employees are largely driven by ‘growth’ (84%) – ‘business expansion (69%)’ is the prime reason while ‘having new

roles / new skillset (39%)’ in the company is another incentive.

• ‘Replacement of resigned staff’ is another major reason (44%).

Base : All companies that plan to increase headcount in Q1 2020 (n=87)Question: B3a, B3b

Key reasons for replacement :

- Unsatisfactory performance

- Inadequate ability

Growth driven factors (net) –

84%

Purpose of Hiring New Employees



5%

50%55%

61%

0%

10%

20%

30%

40%

50%

60%

Top / Senior Management Middle Management / Non-managerialProfessionals

Supervisory / Officers Clerical / Frontline Staff

Column1

• Companies that plan to hire new employees in Q1 2020 focus on “Clerical / Frontline Staff” (61%), Supervisory / Officers (55%) and “Middle

Management / Non-Managerial Professionals” (50%).

Job Levels of New Recruitment

Base : All companies which plan to increase headcount in Q1 2020 (n=87)Question: B3d

1 – 9

employees2% 53% 46% 53%

10 – 50

employees1% 37% 54% 56%

Over 50

employees17% 67% 67% 78%



All companiesLocal (Hong Kong)



Top / Senior Management 5% 5% 9% 7% 3%

Middle Management / Non-managerial /

Professionals50% 46% 47% 74% 39%

Supervisory / Officers 55% 52% 79% 54% 51%

Clerical / Frontline Staff 61% 75% 66% 30% 42%

Job Levels of New Recruitment – by Company Origin

Base : All companies that plan to increase headcount in Q1 2020 (n=101) - unweighted base is shown in this slide Question: : B3d

Drilldown analysis


28% 29%

3%6%

2% 3%

13%10%

4%6%

10%8%

6%

12%

4%

12%

6% 5%

16%

2%5%

9%

2% 2%

6%5% 4% 4%

13%

6%

0%

5%

10%

15%

20%

25%

30%

35%

Column1


• Among companies that will hire new employees, “Admin & HR” (29%) and “Accounting” (28%) are the most sought-after job functions.

• The second tier of sought-after job functions comprises “Marketing & Branding” (16%), “Corporate Sales & Business Development” (13%), “Other

Professional Services”(13%), “General Management” (12%) and “Information Technology” (12%).

Job Functions of New Recruitment

Base : All companies that plan to increase headcount in Q1 2020 (n=87)Question: B3e



11%

41%

34%

13%

0%

10%

20%

30%

40%

50%

60%

Easier More difficult About the same Did not recruit staff in the same period lastyear

Column1

• 4 out of 10 companies consider it “more difficult” to recruit new employees than the same time last year.

• More large companies (over 50 employees) consider it “more difficult” to recruit new staff .

Base : All companies (n=356)Question: B3f

1 – 9

employees 15% 32% 28% 26%

10 – 50

employees10% 41% 34% 14%

Over 50

employees10% 48% 39% 2%

Difficulties in Recruiting New Employees as Compared to

Last Year – by Company Size

Drilldown analysis



Base : All companies (n=356) – unweighted base is shown in this slideQuestion: B3f




Easier 11% 16% 10% 2% 10%

More difficult 41% 46% 47% 37% 35%

About the same 34% 27% 40% 42% 39%

Did not recruit staff in the same period

last year13% 11% 3% 18% 16%

Difficulties in Recruiting New Employees as Compared to Last Year –

by Company Origin

• Local (Hong Kong) Companies tend to find recruiting new employees easier than last year.

Drilldown analysis



77%

40%

30%

24%

21%

18%

11%

46%

36%

13%

13%

4%

4%

8%

Hiring related (net)

Expand recruitment channels

Increase usage of current recruitment channels

Hire more flexible workers

Outsource to recruitment agency

Actively approach monitoring candidates

Hire non-HK residents

Non hiring approach(net)

Reallocate the work among other staff

Shift the jobs to other affiliates out of HK

Develop technology to replace manpower

Others

Do nothing

My organization doesn’t have lack of manpower

issue

• Most of the companies(77%) adopt “hiring-related” approaches to solve manpower challenges, with “Expanding recruitment channels” and

“Increasing usage of recruitment channels” being the two key approaches used.

• Large companies (over 50 employees) are more prone to “hiring-related” solutions than smaller companies.

1 – 9 employees 10– 50 employees Over 50 employees

71% 74% 85%

22% 40% 52%

26% 25% 38%

30% 17% 28%

16% 25% 19%

12% 16% 25%

13% 12% 10%

42% 53% 39%

35% 41% 30%

12% 16% 8%

10% 16% 12%

7% 2% 4%

7% 4% 1%

9% 9% 6%

Base : All companies (n=356)Question: B3g

All companies

Ways of Tackling Lack of Manpower – by Company Size






Hiring related (net) 77% 76% 85% 74% 78%

Expand recruitment channels 40% 38% 38% 40% 42%

Increase usage of current recruitment

channels30% 35% 38% 25% 23%

Hire more flexible workers 24% 24% 19% 23% 24%

Outsource to recruitment agency 21% 14% 28% 13% 33%

Actively approach monitoring candidates 18% 18% 29% 19% 16%

Hire non-HK residents 11% 12% 18% 14% 7%

Non hiring approach(net) 46% 40% 50% 50% 51%

Reallocate the work among other staff 36% 32% 26% 42% 40%

Shift the jobs to other affiliates out of HK 13% 8% 17% 22% 14%

Develop technology to replace manpower 13% 13% 13% 19% 11%

Other 4% 3% 7% 2% 5%

Do nothing 4% 7% 3% - 1%

My organization doesn’t have lack of

manpower issue8% 8% 4% 14% 7%

Ways of Tackling Lack of Manpower – by Company Origin

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: B3g

• HK-based MNCs reflect a stronger tendency to shift jobs to affiliates outside Hong Kong, while MNCs would outsource to recruitment agencies.

Drilldown analysis



76%

52%

39%

39%

32%

24%

11%

11%

3%

4%

1%

64%

29%

28%

26%

17%

16%

6%

6%

1%

2%

39%

12%

17%

10%

6%

10%

3%

2%

1%

0%

*

Candidate's relevant work experience

Candidate's expected package

Candidate's qualification

Candidate's style / personality fits with the company culture

Candidate's record of job stability

Hiring manager's decision

Assessment result

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

HR's decision

Referral's recommendation

Other reasons

Chart Title

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

• “Candidate’s relevant work experience” (76% ranked it in the top 3) is the prime factor for consideration, followed by “Candidate’s expected package”

(52% ranked it in the top 3), “Candidate’s qualification” (39% ranked it in the top 3) and “Whether Candidate's style / personality fits with the company

culture” (39% ranked it in the top 3) .

Key Factors to Consider When Making Job Offers

*Denotes less than 0.5%Base : All companies (n=356)Question: B7



• Zooming into companies of different employee sizes, the key factors to consider are largely consistent.

• It is worth noting that companies with 1- 9 or 10 – 50 employees also pay more attention to “candidate’s record of job stability”.

*denotes less than 0.5%Base : All companies (n=356)Question: B7

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

Candidate's relevant work experience 76% 67% 78% 81%

Candidate's expected package 52% 42% 52% 58%

Candidate's qualification 39% 48% 35% 37%

Candidate's style / personality fits with the company culture 39% 46% 36% 39%

Candidate's record of job stability 32% 40% 36% 22%

Hiring manager's decision 24% 21% 22% 31%

Assessment result 11% 13% 9% 13%

Candidate's capability of demonstrating a clear picture on

career goals11% 12% 13% 8%

HR's decision 3% 2% 4% 2%

Referral's recommendation 4% 3% 3% 5%

Other reasons 1% - 2% *

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

1 1 1

2

2 2

33

3

Drilldown analysis






Candidate's relevant work experience 76% 73% 79% 85% 76%

Candidate's expected package 52% 51% 56% 48% 53%

Candidate's style / personality fits with the

company culture39% 41% 26% 48% 37%

Candidate's qualification 39% 40% 44% 43% 34%

Candidate's record of job stability 32% 31% 26% 28% 38%

Hiring manager's decision 24% 21% 39% 23% 26%

Candidate's capability of demonstrating a

clear picture on career goals11% 11% 11% 10% 12%

Assessment result 11% 13% 3% 7% 13%

Referral's recommendation 4% 3% 0% 6% 5%

HR's decision 3% 4% 7% 1% 2%

Other reasons 1% 3% - - -

*denotes less than 0.5%Base : All companies (n=356) - unweighted base is shown in this slideQuestion: B7

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

• The first two key consideration factors are largely consistent.

1

2

3

1

2

3

1

2

3

1

3

2

Drilldown analysis



• Higher incidence rates of job offers being declined are recorded among larger companies - 83% of companies with over 50 employees and 66% of

companies with 10 - 50 employees.

Base : All companies (n=356)Question: B3j1

Job offers being declined – by Company Size


YES 40% 66% 83%

NO 60% 34% 17%

Yes65%

No35%




company

Chinese owned

companyHK based MNC MNC

Yes 65% 67% 74% 73% 55%

No 35% 33% 26% 27% 45%

Base : All companies - unweighted base is shown in this slideQuestion: B6

Job offers being declined – by Company Origin

• Hong Kong-based MNCs and Chinese companies have a higher incidence rate of job offers being declined.

Drilldown analysis



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

• “Have accepted another job offers”(89% mention as top 3) and “terms of the offer are unsatisfactory” (61% mention as top 3) are the two key reasons

for declining job offers.

*Denotes less than 0.5%Base : All companies that experienced turning down by candidates (n=232)Question: B6a

89%

61%

22%

17%

11%

7%

6%

3…

24%

84%

51%

15%

8%

6%

4%

4%

2%

8%

70%

21%

3%

2%

1%

1%

1%

*

2%

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 work itself is too difficult or too easy

The commute to work is too long

There's too much travel required in the job

Being worried about not getting along with the new supervisor manager

Other reasons

Chart TitleReasons for Job Offer Declines



• Companies of different company sizes consistently mention the same key reasons for such job offer declines.

• In particular, small companies with 1-9 employees have been turned down for reasons such as “commute to work is too long” (20%).

*Denotes less than 0.5%Base : All companies that experienced turning down by candidates (n=232)Question: B6a

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

Have accepted another job offer 89% 88% 93% 86%

The terms of the offer are unsatisfactory 61% 61% 60% 62%

Prefer to stay at the current company 22% 22% 24% 21%

The corporate culture doesn’t feel right 17% 21% 17% 16%

The work itself is too difficult or too easy 11% 18% 8% 11%

The commute to work is too long 7% 20% 3% 7%

There's too much travel required in the job 6% 8% 3% 8%

Being worried about not getting along with the new

supervisor manager3% 2% 5% 2%

Other reasons 24% 27% 27% 21%

Reasons for Job Offer Declines

Drilldown analysis






Have accepted another job offer 89% 91% 96% 89% 84%

The terms of the offer are

unsatisfactory61% 62% 74% 66% 51%

Other reasons 24% 24% 29% 24% 24%

Prefer to stay at the current company 22% 18% 26% 15% 33%

The corporate culture doesn’t feel right 17% 15% 18% 26% 15%

The work itself is too difficult or too

easy11% 11% 4% 8% 14%

The commute to work is too long 7% 7% 4% 7% 8%

There's too much travel required in the

job6% 5% 5% 8% 7%

Being worried about not getting along

with the new supervisor manager3% 5% - 5% 1%

Reasons for Job Offer Declines – by Company Origin

Base : All companies that experienced turning down by candidates - unweighted base is shown in this slide# Small sample baseQuestion: B6a

• Companies from different company backgrounds consistently mentioned the same key reasons for such job offer declines.

• In particular, MNCs are more likely to be declined as candidates prefer to stay with current companies.

1

2

3

1

2

3

1

2

3

1

2

3

Drilldown analysis



44%

36%

31%

30%

26%

22%

20%

15%

12%

11%

10%

10%

8%

3%

35%

22%

23%

21%

20%

15%

13%

11%

7%

5%

8%

5%

7%

2%

22%

14%

9%

11%

12%

5%

5%

6%

2%

3%

5%

2%

3%

*

Attractive salary / compensation

Good working environment / facilities

Harmonious relationship among colleagues

Promotion of work-life balance

Positive culture of the organisation

Location of the job

Ensuring job security

Promising career / development opportunities

The management / management quality is good

Efficient recruitment process

Established or large company size / strong market position

Provide additional benefits

Renowned company reputation

Company promotes corporate social responsibility

Chart Title

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

• Companies deploy different measures to appeal to qualified candidates. Besides “attractive salary” (44%), ‘soft’ approaches that emphasize on non-

financial needs are commonly adopted :

• “Good working environment / facilities (36%), “harmonious relationship among colleagues” (31%), “promotion of work-life balance” (30%) and

“positive culture” (26%)

Measures Used in Generating Interest from Qualified Candidates

*Denotes less than 0.5%Base : All companies (n=356)Question: E16


1. Hiring plans and market expectations• Zooming into companies with different employee sizes, larger companies (over 50 employees) seem more prone to monetary means (“attractive

salary / compensation” by 54%). Smaller companies (1 – 9 employees and 10 – 50 employees) resort to non-monetary approaches i.e. delivering

soft values (good environment, harmonious relationship among colleagues, work-life balance and positive company culture).

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

Base : All companies (n=356)Question: E16

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

Attractive salary / compensation 44% 33% 41% 54%

Good working environment / facilities 36% 48% 34% 29%

Harmonious relationship among colleagues 31% 37% 32% 25%

Promotion of work-life balance 30% 29% 35% 23%

Positive culture of the organisation 26% 39% 24% 20%

Location of the job 22% 22% 22% 23%

Ensuring job security 20% 23% 21% 18%

Promising career / development opportunities 15% 17% 14% 16%

The management / management quality is good 12% 17% 11% 10%

Efficient recruitment process 11% 10% 12% 10%

Established or large company size / strong market position 10% 2% 9% 18%

Provide additional benefits 10% 1% 10% 17%

Renowned company reputation 8% 4% 7% 12%

Company promotes corporate social responsibility 3% 3% 4% 3%

1

2

3

1

2

3

1

2

3

Drilldown analysis





companyHK based MNC MNC

Attractive salary / compensation 44% 44% 30% 59% 39%

Good working environment / facilities 36% 30% 45% 36% 41%

Harmonious relationship among

colleagues31% 33% 41% 23% 31%

Promotion of work-life balance 30% 32% 27% 24% 30%

Positive culture of the organisation 26% 27% 24% 18% 29%

Location of the job 22% 24% 11% 14% 27%

Ensuring job security 20% 24% 26% 12% 17%

Promising career / development

opportunities15% 13% 4% 23% 18%

The management / management quality

is good12% 14% 8% 15% 8%

Efficient recruitment process 11% 14% 7% 8% 7%

Established or large company size /

strong market position10% 9% 9% 10% 12%

Provide additional benefits 10% 6% 11% 5% 19%

Renowned company reputation 8% 8% 19% 8% 4%

Company promotes corporate social

responsibility3% 2% 4% 11% 1%

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: E16

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

• The top three measures adopted are the same across companies from different backgrounds and with varied priorities.

1

2

3

Drilldown analysis

1

2

3

1

2

3

3

1

2



• 37% of the surveyed companies hired fresh graduates from local tertiary institutions in the past 12 months.

• Companies with more than 50 employees revealed a significantly higher incidence rate (50%) of hiring fresh graduates in the past 12 months than

smaller companies (24% - 34%).

Base : All companies (n=356)Question: B3j1

Yes 37%

No63%

Hiring of Fresh Graduates


YES 24% 34% 50%

NO 76% 66% 50%



Aug 2018 – Aug 2019 All companiesLocal (Hong Kong)



Yes 37% 44% 42% 30% 28%

No 63% 56% 58% 70% 72%

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: B3j1

Hiring of Fresh Graduates – by Company Origin

• Local (Hong Kong) Companies show a higher incidence rate of hiring fresh graduates in the past 12 months.

Drilldown analysis



Base : All companies that hired fresh graduates (n=132)Question: B3j2, B3j3

94%

26%

11%

0%

20%

40%

60%

80%

100%

Local freshgraduate

Non-local freshgraduate

Returning non-local graduate

79%

62%

42%

10%

9%

5%

70%

42%

26%

12%

11%

3%

23%

13%

6%

2%

2%

36%

30%

5%

Interview / recruitment process (net)

Interview performance

Attitude exhibited during recruitment process

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

Punctuality during recruitment process

Resume quality

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

Others (net)

Salary expectation

Referral from employees / management

Types of fresh graduates Important criteria for choosing fresh graduates*

* Answer with less than 1% mention is not shown

Hiring of Fresh Graduates

• While 94% of the surveyed companies hired local fresh graduates, 26% hired non-local fresh graduates.

• When selecting fresh graduates, “interview / recruitment process” comes before candidate’s academic background or experience. Hirers place

greater emphasis on “interview performance” (62%) and “Attitude during recruitment” (42%).



• One-third of the surveyed companies hired expatriates in the past 12 months. Larger companies (over 50 employees) have a significantly higher

incidence rate (48%) than smaller companies (1 - 9 employees, 10 – 50 employees).

Yes 34%

No66%

Hiring of Expatriates in P12M – by Company Size


YES 23% 29% 48%

NO 76% 66% 50%







Yes 34% 25% 30% 36% 46%

No 66% 75% 70% 64% 54%

Base : All companies (n=356) - unweighted base is shown in this slideQuestion: E21

Hiring of Expatriates – by Company Origin

• Local (Hong Kong) Companies show a stronger focus on “attitude exhibited during recruitment process”.

Drilldown analysis



• One-third of the surveyed companies hired expatriates in the past 12 months. Larger companies (over 50 employees) revealed a significantly higher

incidence rate (48%) than smaller companies (1 - 9 employees, 10 – 50 employees).

Base : All companies that hired expatriates in P12M and offered higher salary package (n=39)Question: E22a, E23

Higher Salary Package for Expatriates

How much higher ?

1 - 10% higher 49%

11% - 20% higher 24%

21% - 30% higher 11%

41% - 50% higher 5%

100% or more higher 10%

Cannot find specific talent in Hong Kong

Match the salary level of their origin country

Compensate for their cost for bringing family to HK

Other reasons

Why need to offer higher salary package ?

48%

40%

1%

10%

Average : 29% higher



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

Will increase hiring 13% 16% 9% 16%

Will reduce hiring 6% 1% 3% 14%

Maintain hiring as per current situation 31% 21% 26% 44%

Currently do not hire & would not hire 50% 61% 62% 26%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Chart Title

• Hiring part-time or temporary employees is not a common practice, as half of the surveyed companies are not currently hiring and will not consider

this option.

• In comparison, large companies with over 50 employees are more open to hiring part-time or temporary employees - 74% have this practice.

Nonetheless, 14% are inclined to reduce such recruitment.

Base : All companies (n=356)Question: B8

Hiring Plan of Part-time or Temporary Staff – by Company Size



• Companies from different backgrounds provided largely similar responses.

Base : All companies (n=356) - unweighted base is shown in this slide Question: B8




Will increase hiring 13% 18% 5% 13% 8%

Will reduce hiring 6% 7% 4% 3% 7%

Maintain hiring as per current situation 31% 31% 25% 34% 31%

Currently do not hire and would not hire 50% 45% 66% 50% 54%

Hiring Plan of Part-time or Temporary Staff – by Company Origin

Drilldown analysis



51%

41%40%

21%23%

0%

10%

20%

30%

40%

50%

60%

Difficulty in recruiting qualified fulltime candidates

Save staff cost Give candidates / employees a part-time option in view of trend of

work-life balance

Full time headcount is all filled,need to seek alternative resources

Other reasons

Column1

• Hirers increase hiring part-time or temporary employees mainly as a “solution” when :

• they have difficulty in recruiting qualified full-time employees (51%)

• they want to cut labour cost (41%)

• 40% adopt this measure to give staff members an option of employment term.

Base : All companies that will increase hiring of part-time / temporary staff (n=45)Question: B9

Reasons for Increasing Hiring of Part-time or Temporary Staff

Pay adjustment forecast 2020

Section 2


2. Pay adjustment forecast 2020

2.2%

3.3% 3.3%3.1%

2.5%2.3%

4.8%

2.9% 3.0%3.4%

2.4%

3.0%

2.1%2.4%

1.9% 2.1%

1.2%

2.7%

3.4%

4.1%

3.2%

1.8%

5.0%

2.3%

3.0%

1.5%

2.6%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Base : All companies (unweighted)Remarks : Industry with less than 3 companies are not shownQuestion: C3

Average Predicted Percentage of Monthly Salary Adjustment in 2020 – by Industry

Overall adjustment : +2.7%



$113,754

$82,427

$40,679

$50,333

$34,161$30,171

$21,340 $22,233$17,245

$117,157

$84,515

$41,722

$51,270

$35,118$30,948

$22,030 $22,937$17,642

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

CFO / FinancialDirector

FinancialController

Accounting /Finance Manager

Chief Accountant Senior Accountant Accountant AssistantAccountant

Accounting Officer Accounting Clerk

2019 (Actual) 2020 (Predicted)

Base : All companies that have respective job positions (unweighted)Question: C1, C2

2019

Average $113,754 $82,427 $40,679 $50,333 $34,161 $30,171 $21,340 $22,233 $17,245

Median $100,000 $82,167 $40,000 $58,333 $32,000 $25,000 $20,000 $21,000 $16,000

Q-Range $80,000-146,000 $60,000-100,000 $28,000-50,000 $30,000-66,667 $28,000-40,000 $22,000-30,000 $18,000-25,000 $18,500-24,000 $15,000-20,000

2020 Average $117,157 $84,515 $41,722 $51,270 $35,118 $30,948 $22,030 $22,937 $17,642

Average Monthly Salary 2019 (Actual) vs 2020 (Predicted)

(Accounting – by Job Position)



3.2%

2.1%2.2%

1.7%

2.7%

2.4%

3.0%

2.8%

1.9%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

CFO / FinancialDirector

Financial Controller Accounting /Finance Manager

Chief Accountant Senior Accountant Accountant AssistantAccountant

Accounting Officer Accounting Clerk


Overall adjustment in Accounting : 2.4%

Average Predicted Percentage of Monthly Salary Adjustment

(Accounting – by Job Position)



$14,799

$12,295

$15,170$16,042

$32,574

$24,917

$32,348

$26,096

$20,583 $19,960

$15,351

$12,845

$15,743 $16,245

$33,690

$25,625

$33,400

$27,058

$21,067 $20,704

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Clerk Clerical Assistant Office Assistant Receptionist ExecutiveSecretary

Secretary OperationsManager

AssistantOperationsManager

OperationsOfficer

OfficeAdministrator



2019

Average $14,799 $12,295 $15,170 $16,042 $32,574 $24,917 $32,348 $26,096 $20,583 $19,960

Median $14,000 $11,000 $12,000 $16,000 $28,334 $25,000 $30,000 $24,000 $20,000 $18,000

Q-Range $13,000-16,000 $11,000-11,000 $10,500-15,100 $14,000-19,000 $28,000-34,800 $20,000-28,000 $24,000-40,000 $22,000-27,000 $15,000-25,000 $16,000-23,000

2020 Average $15,351 $12,845 $15,743 $16,245 $33,690 $25,625 $33,400 $27,058 $21,067 $20,704


(Clerical / Secretarial / Operation – by Job Position)



2.6%

4.7%

2.3%

2.8% 2.7%2.8%

2.7%

3.8%

2.0%

3.7%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Clerk Clerical Assistant Office Assistant Receptionist ExecutiveSecretary

Secretary OperationsManager

AssistantOperationsManager

OperationsOfficer

OfficeAdministrator


Overall adjustment in Clerical / Secretarial / Operation : 2.9%


(Clerical / Secretarial / Operation – by Job Position)



$240,693

$120,023

$100,973

$21,994

$256,266

$122,462

$103,084

$22,412

$0

$50,000

$100,000

$150,000

$200,000

$250,000

$300,000

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



2019

Average $240,693 $120,023 $100,973 $21,994

Median $120,000 $100,000 $75,000 $22,000

Q-Range $50,000-200,000 $82,000-120,000 $46,000-100,000 $18,000-23,783

2020 Average $256,266 $122,462 $103,084 $22,412


(Executive / General Management – by Job Position)



2.8%

1.6%

2.1%

2.9%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

CEO / President Vice President General Manager / Managing Director Management Trainee


Overall adjustment in Executive / General Management : 2.3%


(Executive / General Management – by Job Position)



$82,204

$43,245$41,021

$22,794$20,531

$15,234

$28,437 $29,456

$18,715$15,053

$48,113

$28,167

$84,407

$45,056$42,249

$23,537$21,273

$15,763

$29,021 $30,604

$19,275$15,570

$49,810

$29,150

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

$90,000

HR &Administration

Director

HR BusinessPartner

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant / Clerk

Learning &Development

Manager


Officer



2019

Average $82,204 $43,245 $41,021 $22,794 $20,531 $15,234 $28,437 $29,456 $18,715 $15,053 $48,113 $28,167

Median $64,130 $40,000 $40,000 $21,000 $19,000 $15,000 $20,000 $29,500 $18,300 $15,000 $45,000 $25,000

Q-Range $50,000-90,000 $21,000-52,000 $33,000-48,000 $19,000-25,000 $17,000-23,000 $14,000-16,000 $20,000-35,000 $26,000-34,734 $15,000-22,000 $14,000-16,100 $32,500-61,680 $20,000-35,000

2020 Average $84,407 $45,056 $42,249 $23,537 $21,273 $15,763 $29,021 $30,604 $19,275 $15,570 $49,810 $29,150


(Human Resources & Administration – by Job Position)



2.0%

5.5%

2.9%3.1%

3.3%3.5%

1.3%

2.9%2.7%

2.9%

3.4%3.7%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

HR &Administration

Director

HR BusinessPartner

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AssistantAdministration

Manager

AdministrationOfficer

AdministrationAssistant /

Clerk


Manager


Officer


Overall adjustment in Human Resources & Administration : 2.8%


(Human Resources & Administration – by Job Position)



$65,520

$40,974$43,461

$32,851$29,006

$31,040$33,750

$29,314$26,171

$22,902 $23,869

$29,154

$19,277

$67,195

$42,247$45,165

$33,979$29,670

$33,032$36,201

$30,209$26,904

$24,360 $24,652

$29,590

$19,726

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

IT Director IT Manager ProjectManager

SystemAnalyst

AnalystProgrammer

Programmer SoftwareEngineer

SystemsSupport /NetworkManager

NetworkAdministrator

NetworkEngineer

SystemEngineer

ProjectEngineer

TechnicalSupport



2019

Average $65,520 $40,974 $43,461 $32,851 $29,006 $31,040 $33,750 $29,314 $26,171 $22,902 $23,869 $29,154 $19,277

Median $58,000 $40,500 $45,000 $33,000 $30,000 $26,000 $35,000 $32,000 $26,200 $20,000 $20,000 $27,000 $16,900

Q-Range$45,000-

78,000

$33,000-

50,000$38,000-45,000 $25,000-40,000 $23,000-41,040 $20,000-46,000 $35,000-35,000 $20,000-35,200 $19,000-35,000 $20,000-30,000 $20,000-30,000 $27,000-30,000 $15,000-24,000

2020 Average $67,195 $42,247 $45,165 $33,979 $29,670 $33,032 $36,201 $30,209 $26,904 $24,360 $24,652 $29,590 $19,726

Remarks : Job position with less than 3 companies / 5 employees is not shown


(Information Technology – by Job Position)


2.2%

2.9%

4.2%

3.3%2.8%

5.8%

7.1%

2.7%2.4%

1.8%

3.0%

1.6%

2.4%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

7.0%

8.0%

IT Director IT Manager ProjectManager

SystemAnalyst

AnalystProgrammer

Programmer SoftwareEngineer

SystemsSupport /NetworkManager

NetworkAdministrator

NetworkEngineer

SystemEngineer

ProjectEngineer

TechnicalSupport


Overall adjustment in Information Technology : 3.4%



(Information Technology – by Job Position)




$58,429

$37,486

$24,347

$13,983

$28,400

$59,760

$38,417

$24,828

$14,284

$29,248

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Digital Marketing Director Digital Marketing Manager Digital Marketing Executive /Officer

Digital Marketing Assistant E-Commerce Manager



2019

Average $58,429 $37,486 $24,347 $13,983 $28,400

Median $55,000 $34,238 $22,000 $13,500 $26,000

Q-Range $40,000-82,000 $28,000-48,000 $20,000-25,000 $13,000-17,900 $20,000-40,000

2020 Average $59,760 $38,417 $24,828 $14,284 $29,248


(Digital Marketing, E-Commerce & Social Media – by Job Position)



2.0%

2.4%

2.0% 2.0%

3.6%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Digital Marketing Director Digital Marketing Manager Digital Marketing Executive / Officer Digital Marketing Assistant E-Commerce Manager


Overall adjustment Digital Marketing, E-commerce & Social Media : 2.2%


(Digital Marketing, E-Commerce & Social Media – by Job Position)



$65,354

$49,500

$42,807

$29,948

$25,562

$19,997

$15,006

$66,868

$51,552

$44,304

$30,904$26,845

$20,466

$15,598

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Marketing Director Senior MarketingManager

Marketing Manager Assistant MarketingManager

Senior MarketingExecutive / Officer

Marketing Executive /Officer

Marketing Assistant



2019

Average $65,354 $49,500 $42,807 $29,948 $25,562 $19,997 $15,006

Median $52,600 $48,500 $40,000 $28,810 $24,850 $20,000 $14,000

Q-Range $45,000-65,000 $40,000-50,000 $30,000-53,500 $27,000-33,500 $23,000-27,000 $17,000-23,000 $14,000-16,200

2020 Average $66,868 $51,552 $44,304 $30,904 $26,845 $20,466 $15,598



(Marketing & Branding – by Job Position)



2.2%

4.8%

2.2%

3.3% 3.3%

3.9%

1.4%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Mkt & Branding -Marketing Director

Mkt & Branding - SeniorMarketing Manager

Mkt & Branding -Marketing Manager

Mkt & Branding -Assistant Marketing

Manager

Mkt & Branding - SeniorMarketing Executive /

Officer

Mkt & Branding -Marketing Executive /

Officer

Mkt & Branding -Marketing Assistant


Overall adjustment in Marketing & Branding: 2.8%



(Marketing & Branding – by Job Position)



$67,838

$48,600

$36,454

$30,887

$21,340 $20,341$18,000

$68,310

$49,770

$37,184

$31,822

$22,119 $20,855$18,322

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

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

Sales Engineer



2019

Average $67,838 $48,600 $36,454 $30,887 $21,340 $20,341 $18,000

Median $70,000 $50,000 $33,000 $28,600 $20,280 $19,000 $15,000

Q-Range $43,000-85,000 $36,500-60,000 $28,000-41,200 $25,000-40,000 $20,280-20,280 $19,000-20,000 $15,000-20,000

2020 Average $68,310 $49,770 $37,184 $31,822 $22,119 $20,855 $18,322



(Corporate Sales & Business Development – by Job Position)



1.8%

2.3%

2.0%

3.0%

3.8%

2.8%

1.5%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

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

Sales Engineer


Overall adjustment in Corporate Sales & Business Development : 2.5%



(Corporate Sales & Business Development – by Job Position)



$36,625

$41,615

$34,000

$35,000

$36,000

$37,000

$38,000

$39,000

$40,000

$41,000

$42,000

Copywriter



2019

Average $36,625

Median $21,000

Q-Range $19,000-22,500

2020 Average $41,615



(Media/ Advertising – by Job Position)



0.5%

0.0%

0.1%

0.2%

0.3%

0.4%

0.5%

0.6%

0.7%

0.8%

0.9%

1.0%

Copywriter

• First quarter


Overall adjustment in Media/ Advertising : 1.6%



(Media/ Advertising – by Job Position)



$50,086

$29,191

$21,625

$27,436

$23,895

$51,538

$30,459

$22,331

$27,886 $26,936

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

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



2019

Average $50,086 $29,191 $21,625 $27,436 $23,895

Median $45,000 $28,000 $20,000 $28,000 $23,000

Q-Range $28,000-75,000 $22,660-30,000 $16,000-20,000 $25,000-30,000 $17,200-25,000

2020 Average $51,538 $30,459 $22,331 $27,886 $26,936



(Design – by Job Position)



3.4%

4.0%

3.1%

1.8%

3.8%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

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


Overall adjustment in Design : 3.1%



(Design – by Job Position)



$55,361

$46,098

$70,565

$37,227

$22,184

$52,222

$57,132

$46,727

$72,013

$38,224

$21,983

$53,700

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Risk Manager Corporate Finance Executive/ Associate

Corporate Finance Manager Settlement Manager Settlement Officer Investment Specialist


Base : All companies that have respective job positions (unweighted)Question: C1, C2 Remarks : Job position with less than 3 companies / 5 employees is not shown


(Finance – by Job Position)

2019

Average $55,361 $46,098 $70,565 $37,227 $22,184 $52,222

Median $62,500 $42,500 $58,902 $35,000 $23,000 $40,000

Q-Range $40,000-65,842 $35,000 -50,000 $48,000-85,147 $28,500-50,204 $19,750-23,000 $33,250-80,000

2020 Average $57,132 $46727 $72,013 $38,224 $21,983 $53,700



1.2%

2.3% 2.3%

1.3%

2.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

Risk Manager Corporate Finance Executive /Associate

Corporate Finance Manager Settlement Manager Settlement Officer Investment Specialist


Overall adjustment in Banking & Finance : 2.3%



(Finance – by Job Position)



$45,200

$37,833$35,961

$22,873$20,765 $20,939

$24,333

$46,285

$39,552$37,342

$24,469$21,659 $20,921

$25,108

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

Engineering (mechanical/ chemical / civil)

Manager

Assistant (mechanical /chemical / civil) Engineer

Manager

SeniorEngineer(mechanical /

chemical / civil)

Engineer(mechanical /chemical / civil)

AssistantEngineer(mechanical /

chemical / civil)

Technician Draftsman



2019

Average $45,200 $37,833 $35,961 $22,873 $20,765 $20,939 $24,333

Median $47,500 $40,000 $35,000 $23,000 $20,000 $21,456 $20,000

Q-Range $35,000-52,500 $35,000-45,000 $30,000-41,000 $20,000-24,063 $18,000-24,000 $20,000-21,456 $20,000-35,000

2020 Average $46,285 $39,552 $37,342 $24,469 $21,659 $20,921 $25,108



(Engineering – by Job Position)



2.3%

4.7%

3.7%

3.3%

4.3%

3.0%3.2%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Engineering Manager(mechanical / chemical /

civil)

Assistant EngineerManager (mechanical /

chemical / civil)

Senior Engineer(mechanical / chemical /

civil)

Engineer (mechanical /chemical / civil)

Assistant Engineer(mechanical / chemical /

civil)

Technician Draftsman


Overall adjustment in Engineering : 3.3%



(Engineering – by Job Position)


$15,556 $15,750

$17,000

$14,107

$16,480$15,961 $16,080

$17,632

$14,257

$17,050

$0

$2,000

$4,000

$6,000

$8,000

$10,000

$12,000

$14,000

$16,000

$18,000

$20,000

Ticketing / Reservation Officer Guest Relation Officer Concierge Room Attendant Front Desk Officer



2019

Average $15,556 $15,750 $17,000 $14,107 $16,480

Median $16,000 $15,000 $17,000 $14,000 $17,000

Q-Range $15,000-16,000 $14,000-18,000 $14,000-20,000 $14,000-14,000 $15,000-18,000

2020 Average $15,961 $16,080 $17,632 $14,257 $17,050



(Hospitality / Tourism – by Job Position)




2.6%

1.9%

3.7%

1.1%

3.4%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Ticketing / Reservation Officer Guest Relation Officer Concierge Room Attendant Front Desk Officer


Overall adjustment in Hospitality / Tourism : 1.6%



(Hospitality / Tourism – by Job Position)


$30,903

$19,500

$15,265

$13,182

$20,366

$31,964

$20,153

$15,781

$13,434

$24,396

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

Restaurant Manager Restaurant Supervisor Waiter/ Waitress/ Captain Cashier Cook



2019

Average $30,903 $19,500 $15,265 $13,182 $20,366

Median $30,000 $18,000 $16,000 $14,500 $17,000

Q-Range $23,000-38,000 $17,000-21,000 $14,000-16,000 $10,000-16,000 $17,000-25,000

2020 Average $31,964 $20,153 $15,781 $13,434 $24,396



(Food & Beverage – by Job Position)




3.4% 3.3% 3.3%

1.6%

3.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Restaurant Manager Restaurant Supervisor Waiter / Waitress / Captain Cashier Cook


Overall adjustment in Food & Beverage : 3.3%



(Food & Beverage – by Job Position)



$32,133

$22,710 $22,246

$12,613

$18,852

$33,145

$21,305$22,187

$12,973

$19,349

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

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



2019

Average $32,133 $22,710 $22,246 $12,613 $18,852

Median $30,000 $18,000 $23,000 $12,000 $19,000

Q-Range $25,000-35,000 $18,000-23,800 $22,000-24,000 $12,000-12,000 $19,000-19,108

2020 Average $33,145 $21,305 $22,187 $12,973 $19,349


(Transportation & Logistics – by Job Position)



3.2%

2.3%

3.5%

2.9%2.6%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Shipping Manager / LogisticsManager

Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer orExecutive

Shipping / Logistics Assistant or Clerk Drivers


Overall adjustment in Transportation & Logistics : 2.9%


(Transportation & Logistics – by Job Position)


$40,719

$29,934$28,211

$19,393

$14,089$16,417

$42,009

$30,725$28,917

$21,920

$14,602$16,780

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

Merchandising Manager Assistant Merchandising Manager Senior Merchandiser Merchandiser Assistant Merchandiser Merchandising Clerk



2019

Average $40,719 $29,934 $28,211 $19,393 $14,089 $16,417

Median $40,100 $32,000 $29,600 $20,000 $13,680 $16,000

Q-Range $40,000-45,000 $28,000-32,410 $26,000-30,000 $15,000-22,300 $13,680-14,755 $15,500-18,000

2020 Average $42,009 $30,725 $28,917 $21,920 $14,602 $16,780


(Merchandising – by Job Position)




3.1%

2.6%2.4%

3.6%3.8%

2.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Merchandising Manager Assistant MerchandisingManager

Senior Merchandiser Merchandiser Assistant Merchandiser Merchandising Clerk


Overall adjustment in Merchandising : 3.0%


(Merchandising – by Job Position)


$30,114 $29,958

$19,188

$16,899

$14,700

$30,812 $31,180

$19,593

$17,373

$15,155

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

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



2019

Average $30,114 $29,958 $19,188 $16,899 $14,700

Median $30,000 $28,000 $18,000 $17,000 $15,000

Q-Range $18,000-30,000 $25,000-28,750 $14,000-20,000 $12,376-19,000 $15,000-15,000

2020 Average $30,812 $31,180 $19,593 $17,373 $15,155


(Retail Sales – by Job Position)




1.2%

2.8%

1.4%

1.8%

3.0%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Shop / Store / Retail Manager Assistant Shop / Store / RetailManager

Shop / Store / Retail Supervisor Sales Representative/ Executive Cashier


Overall adjustment in Retail Sales : 1.8%


(Retail Sales – by Job Position)


$15,559

$36,278

$48,910

$15,769

$37,463

$51,235

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Tutor at Tutorial School Teacher Project / Program Officer



2019

Average $15,559 $36,278 $48,910

Median $15,000 $34,000 $50,000

Q-Range $15,000-15,000 $30,000-34,000 $50,000-50,000

2020 Average $15,769 $37,463 $51,235



(Education – by Job Position)




1.2%

3.6%

4.6%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Tutor at Tutorial School Teacher Project / Program Officer


Overall adjustment in Education : 3.3%



(Education – by Job Position)


$16,731

$14,382

$20,961

$32,228

$35,692

$17,315

$14,227

$21,955

$33,334

$36,897

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Customer Services Representative Customer Services Executive/Officer (Frontline)

Customer Services Executive/Officer (Back office)

Customer Services Manager(Frontline)

Customer Services Manager (Backoffice)



2019

Average $16,731 $14,382 $20,961 $32,228 $35,692

Median $15,268 $16,500 $20,000 $35,000 $35,000

Q-Range $15,268-16,200 $10,000-16,500 $14,690-25,000 $25,000-41,156 $25,000-43,088

2020 Average $17,315 $14,227 $21,955 $33,334 $36,897


(Customer Services – by Job Position)




3.5%

2.7%

3.1% 3.2%3.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Customer Services Representative Customer Services Executive/ Officer(Frontline)

Customer Services Executive/ Officer(Back office)

Customer Services Manager(Frontline)

Customer Services Manager (Backoffice)


Overall adjustment in Customer Services : 3.1%


(Customer Services – by Job Position)


$65,778

$27,606

$35,555

$19,671

$67,469

$29,124

$36,339

$22,518

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Compliance Manager Compliance Officer / Analyst Company Secretary Company Secretary Officer / Assistant



2019

Average $65,778 $27,606 $35,555 $19,671

Median $60,000 $25,125 $26,082 $17,100

Q-Range $48,000-81,095 $20,000-35,000 $24,163-28,800 $17,100-20,653

2020 Average $67,469 $29,124 $36,339 $22,518



(Legal / Compliance – by Job Position)




2.4%

5.9%

3.4%

4.4%

-0.5%

0.5%

1.5%

2.5%

3.5%

4.5%

5.5%

6.5%

Compliance Manager Compliance Officer / Analyst Company Secretary Company Secretary Officer / Assistant


Overall adjustment in Legal / Compliance : 3.7%



(Legal / Compliance – by Job Position)



$26,667

$27,358

$26,200

$26,400

$26,600

$26,800

$27,000

$27,200

$27,400

$27,600

Research Analyst



2019

Average $36,625

Median $21,000

Q-Range $19,000-22,500

2020 Average $41,615



(Analytics – by Job Position)



2.1%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Research Analyst


Overall adjustment in Analytics : 1.9%



(Analytics – by Job Position)

Bonuses

Section 3


3. Bonuses• 72% of the surveyed companies provided performance bonus in the past 12 months, recording a substantial rise from 59% in last year. Nevertheless,

only 19% of these companies offered “guaranteed performance bonus”.

• In comparison, companies with 10-50 employees or with more than 50 employees revealed a higher incidence rate of distributing both.

Base : All companies (n=356)Question: D11, D12, D12a

Both Double Pay &

Performance Bonus 45%

Performance Bonus Only

27%

Double Pay Only13%

None 16%

1 – 9

employees

10– 50

Employees

Over 50

employees

Both Double Pay &

Performance Bonus 25% 54% 47%

Performance Bonus Only 29% 23% 31%

Double Pay Only 18% 13% 9%

None 29% 11% 14%

Provision of Double Pay and Performance Bonus in Past 12 Months

Guaranteed

Performance Bonus 19%

Non guaranteed

Performance Bonus

81%


3. Bonuses

36%

67%

40%

8%

67%

23%

50%

63%

27%

6%

33% 33%

53%

71%

36%40%

69%

20%

33%

44%

43%

40%

22%

31%

50%

50%

55%

56%

29% 33% 100%

18%

36%20%

10%

60% 33%

35%

14%

20%

60%

15%

17%10%

14%

33%

6%14%

7%20%

8%20%

33%15%

7%

40%

11%

46%

17% 17%

38%

18%

38%24% 24%

14%21% 20%

13%6%

0%

20%

40%

60%

80%

100%

Both Bonus Only Double Pay Only Neither

• These Industries have a relatively higher incidence rate of bonus provision: Legal Services (100%), Food & Beverage (100%),

Clothing/Garment/Textile (89%), Hospitality (82%), Travel & Tourism (80%).

Question: D11, D12Base : All companies (n=356)Remarks : Industry with less than 3 companies are not shown

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


3. Bonuses

3.0

1.21.5

2.01.6

4.8

1.7

3.0

1.8

2.3

1.0 1.0 1.3

2.3

2.83.1

2.4

1.0

2.2

1.0 1.11.4

1.71.5

3.9

1.71.4

2.0 2.1

1.0 1.0

1.7 1.61.9 1.7 1.7

1.2

2.2

0.0

1.0

2.0

3.0

4.0

5.0

6.0


Average in 2019 (Actual) Average in 2020 (Predicted)

• In the current year, Top / Senior Management in six industries received an above-average performance bonus : Financial Services (Non-bank) (4.8

months), Retail (3.1 months), Accounting/Audit/Tax (3 months), Hospitality (3 months), Property Development & Management (2.8 months) and

Trading & Distribution (2.4 months).

• In general, nearly all industries predict a decline in bonus quantum for Top / Senior Management in the coming year.

Average performance bonus in 2019 was 2.30 months

Average predicted performance bonus in 2020 is 1.77 months

Base : All companies that offer performance bonus to respective level in P12M or N12MQuestion: D12d, D12g Remarks : Industry with less than 3 companies are not shown

Performance Bonus by Industry

(Top / Senior Management)

Num

be

r o

f M

on

ths

Drilldown analysis


3. Bonuses

1.2 1.10.9

1.1 1.2

3.0

1.2

2.9

2.2

1.5 1.3 1.11.1

1.51.8

1.51.8

1.1

1.5

1.10.8 0.8

1.0 1.1

2.6

1.7

1.3

2.2

1.11.0 1.1 1.0 1.0

1.4 1.31.2

0.8

1.3

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

Chart Title2019 (Actual) 2020 (Predicted)Average in 2019 (Actual) Average in 2020 (Predicted)


(Middle Management / Non Managerial Professionals)

• In the current year, Middle Management / Non-Managerial Professionals in five industries received an above-average performance bonus : Financial

Services (Non-bank) (3 months), Retail (3.1 months), Hospitality (2.9 months), Human Resources / Recruitment (2.2 months), Property Development

& Management (1.8 months) and Trading & Distribution (1.8 months).

• Most industries predict a decline in bonus quantum in the coming year.




Num

be

r o

f M

on

ths

Drilldown analysis


3. Bonuses

1.1 1.00.8

1.6

1.1

2.4

1.3

2.9

2.0

1.2 1.0 0.90.9

1.3

1.6

1.0 1.10.9

1.31.0 0.9

0.6

1.0 1.1

2.4

1.51.3

1.8

0.9 1.0 1.00.9

1.3 1.2

0.91.0

0.7

1.2

0.0

0.5

1.0

1.5

2.0

2.5

3.0

Chart Title2019 (Actual) 2020 (Predicted)



(Supervisory / Officers)

• “Supervisory / Officer” in four industries received a relatively higher bonus : Hospitality (2.9 months), Financial Services (Non-bank) (2.4 months),

Human Resources / Recruitment (2 months), Property Development & Management (1.6 months) and Electronics & Electrical Equipment (1.6

months).




Num

be

r o

f M

on

ths

Drilldown analysis


3. Bonuses

1.0 0.90.8

1.1

0.8

1.51.3

2.9

1.3

0.9

1.0 1.1

0.91.1

1.6

0.9

1.4

1.01.2

1.0 0.90.7

1.0 1.0

1.7 1.7

1.3

1.7

0.9 1.0 1.00.9

1.11.3

0.8 0.81.0

1.1

0.0

0.5

1.0

1.5

2.0

2.5

3.0




(Clerical / Frontline)

• "Clerical / Frontline” in four industries received a relatively higher bonus : Hospitality (2.9 months), Property Development & Management (1.6

months), Financial Services (Non-bank) (1.5 months), and Trading & Distribution (1.4 months).

Base : All companies that offer performance bonus to respective level in P12M or N12MQuestion: D12d, D12g Remarks : Industry with less than 3 companies are not

shown



Num

be

r o

f M

on

ths

Drilldown analysis


3. Bonuses

2.30

1.63

1.33 1.29

1.77

1.311.17 1.10

0.0

0.5

1.0

1.5

2.0

2.5


Supervisory / Officers Clerical / Frontline




Average predicted performance bonus in 2020 is 1.34

months

Performance bonus by job level

• The quantum of performance bonus goes up with seniority.

• Nevertheless, all four levels consistently predict a slip of performance bonus in the coming year.

Base : All companies that offer performance bonus to respective level in P12M or N12MQuestion: D12d, D12g

Drilldown analysis


3. Bonuses

30%

26%

17%

14%

4%

8%

6%7%

9%

2% 2%

13%

0%

5%

10%

15%

20%

25%

30%

35%

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

• The first quarter is the peak season for distributing performance bonus – 66% of the surveyed companies release their bonus between January and

March.

Month of Distributing Performance Bonus

Base : All companies that offer performance bonus in past 12 months (n=254)Question: D12e (multiple answers are allowed)

Benefits

Section 4


4. Benefits

14.012.7

12.1 12.0

0.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0


Supervisory / Officers Clerical / Frontline

Average :

12.7 days

Annual Leave Provided in 2019

• Almost 9 out of 10 surveyed companies provide annual leave for employees across all levels. The average length of annual leave is 12.7 days. In

comparison, longer annual leaves are provided to senior employees.

Base : All companies (n=356)Question: D9

% of employees

with annual leave :90% 86% 88% 86%


• “Marriage leave” and “Compassionate leave” are the most common types of special leaves, which are available in two-thirds of the surveyed

companies.

• Special leaves to emerge in 2020 are “Additional paternity leave” (potentially 35%), “Birthday leave” (33%) and “Study and examination leave” (31%).

4. Benefits

67%

67%

27%

23%

22%

17%

13%

9%

6%

6%

6%

7%

8%

8%

11%

8%

7%

9%

7%

8%

27%

26%

65%

69%

67%

76%

80%

83%

87%

87%

Marriage Leave

Compassionate Leave

Additional Paternity Leave ( beyond 3 days)

Study and Examination Leave

Birthday leave

Additional Maternity Leave (beyond 10 weeks)

Community Service Leave

Family Care Leave

Graduation Leave

Menstrual Leave

Yes No, but expect in N12M No, and not expected

Special Leaves in 2019

Base : All companies (n=356)Question: D10

No. of

days

4.1

2.8

4.3

4.3

1

23.7

2.6

3.6

1.3

2.1


4. Benefits

24%

21%

10%

4%

2%

9%

7%

5%

5%

6%

66%

73%

85%

91%

92%

Company activities/ events extended to family members

Medical protection to employees' family members

Nursing room

Children education allowance

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


• In general, family-friendly benefits are less common in Hong Kong. Among all, “company activities / events extended to family members” is relatively

more common (24%).


Family-friendly Benefits in 2019


• “Early leave on festive days” (84%) and “Five-day work week” (83%) are the most common work-life balance measures.

4. Benefits

84%

83%

52%

46%

39%

32%

31%

24%

18%

10%

6%

5%

6%

3%

8%

6%

10%

8%

7%

12%

6%

6%

7%

9%

11%

14%

40%

48%

52%

60%

62%

64%

77%

84%

86%

87%

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

Five-day work week

Free snacks / beverage / fruits

Casual wear everyday

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

Flexible working hours

Company phone and package

Work from home

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)


Work-life Balance measures in 2019



4. Benefits

13%

5%

3%

2%

1%

4%

4%

4%

3%

3%

83%

92%

93%

95%

96%

Rental Reimbursement

Cash Housing Allowance

Employee Quarters

Housing Loan

Mortgage Interest Subsidy


• Accommodation benefits received less weight. “Rental reimbursement” (13%) is more common in the accommodation benefits category.


Accommodation Benefits in 2019


• “Travelling allowance outside HK during working days” (38%), “Education allowance / sponsorship”(30%) and “Transportation allowance for traveling

in HK”(26%) are more popular among hirers.

4. Benefits

38%

30%

26%

16%

15%

12%

11%

10%

10%

8%

8%

7%

4%

2%

6%

7%

5%

11%

6%

8%

4%

5%

4%

3%

4%

5%

4%

5%

56%

63%

69%

73%

79%

80%

84%

85%

86%

89%

88%

88%

92%

93%

Transportation allowance outside HK during normal working days

Education allowance / sponsorship

Transportation allowance for traveling in HK

Job rotation

Additional MPF

Apprenticeship / mentoring programme

Purchase of company stock at discounted prices

Pension fund / retirement plan (excluding MPF)

Stock option

Uniform laundry allowance

Posting at overseas office

Free parking slots at office building

Personal loan

Tax subsidies


Other Benefits in 2019



4. Benefits

27%

61%

12%

Less than 5% 5% - 10% More than 10%

• Most companies (79%) offering extra MPF release it every month. 61% offer 5-10% of extra MPF.

Benefits of Extra MPF to Employees

Base : All companies that offer extra MPF to employees (n=55)Question: E15b, E15c

Frequency of Releasing Extra MPF

Once per month 79%

Once per year 1%

No regular practice depends on

performance of company /

management decision

21%

Pe

rcen

tage o

f E

xtr

a M

PF

Average : 9%


4. Benefits

70%

46%

39%

29%

15%14%

0%

10%

20%

30%

40%

50%

60%

70%

80%

On-job skillsets training Reimbursement ofprofessional examination fees

Study leave for takingexaminations

Postgraduate programsponsorship

Early leave for night courses Others

• 70% offer education allowance / sponsorship with “on-job skillsets training” and almost half (46%) would reimburse professional examination fees.

Types of Education Allowance / Sponsorship Offered to Employees

Base : All companies that offer education allowance / sponsorship to employees (n=108)Question: E15a


4. Benefits

56%

53%

46%

8%

11%

10%

36%

36%

44%

Regular catch up between management and employees

Fair salary and renumeration system of company

Clear career path


• Hirers are more involved in employee engagement communications in all the three examined dimensions. Over half arrange “regular catch-ups

between management and employees” and a “fair salary and remuneration system”.


Employee Engagement Communication in 2019


4. Benefits

• One quarter of the surveyed companies have active “work from home” practices.

• Admin convenience / emergency situation is an important ground for such practices, whilst about half (49%) practice this as a flexible measure for

employees.


Practice of “Work from Home”

Circumstances for “Work from Home”

For admin convenience / emergency situation (net) 97%

When public transportation suspends e g MTR out of

service83%

Acute weather (Typhoon, heavy rain etc) 81%

Difficulty in commuting for other reasons 51%

During office renovation / removal 25%

Workspace rotation to minimize the use of office space 13%

Allows employees to opt “work from home” for personal

reason49%

Other circumstances 27%

Base : All companies that have/will have the practice of “work from home” (n=128)Question: E19

64%

12%

24%

Incidence of Practice

Yes

No, but expected in N12M

No and not expected

Policy on “Work from Home”

Work from home everyday……………10%

2 days or more per week………………8%

1 day per week…………………………14%

2 – 3 days a month…………………….18%

1 day per month……………………….15%

1 day or less in a few months.…….….34%

Base : All companies that practice/will practice “work from home” in non emergency situation (n=86)Question: E20

Drilldown analysis

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Documents

jobsDB's Hiring, Compensation and Benefits report 2020 · Company Profile Type of Company Percentage Local (Hong Kong) company 45% Chinese owned company 8% Hong Kong based multi national