Ni Jun Source: 51job.com
A headhunt company gives a company's salary configuration: the company's chief executive (ie CEO) annual salary of 800,000 yuan, the middle-level supervisor annual salary is 100,000 yuan, and the worker has a monthly salary of 500 yuan. There is still no state-owned enterprises that are similar to the production of products from this joint venture, and the national-owned enterprises are like this: the factory is 3,000 yuan, the middle management staff is 1000-2000 yuan, the worker monthly salary 900 -1000 RMB.
At that time, the benefits of the two companies were good, and the workers of state-owned enterprises could not afford employees from this joint venture. However, less than two years, this state-owned company is half-stopped, and the monthly salary is 500 yuan in the eyes of employees. It is already a visible number.
Analysis seems that the wages of these two enterprises are basically almost, except for the factors of the system, the difference between the two enterprise development endings from different managers. It is concluded that the talent market has bid farewell to the good quality and low price, a good manager can bring a good team, this is why today is very different today.
So what changes will there be in the next five years? We believe that with the internationalization of talent flow, the price of senior talents will gradually synchronize with world salary, but ordinary talents have a large number of domestic population bases, the price will not have great improvement, and the gap between talent prices will further pull the distance.
Equal level of talent prices will not improve
It is understood that five years ago, a financial talent month salary of a undergraduate graduation is between 4,000-5,000 yuan, which is relatively high. This year, a financial talent month salary of undergraduate graduation is between 4000-5,000. A financial talent price of an undergraduate graduation after five years will also be this number, even if there is improvement, there will be no too much change. This behavior is that in the past few years, our country has cultivated a large number of financial talents. The ordinary finance talent market has been basically saturated, and the continuous financial graduates are still "production". Finance staff is lacking is senior talents, especially those who understand international financial laws, foreign languages, and multinational companies or large accounting services.
Not only this phenomenon in financial professions, but also in other areas. Five years ago, graduate, sea return (overseas students) is also relatively small, a large number of undergraduate graduates have been responsible, now these positions are still existing, but the level of employees will be improved, the past may be undergraduate, now give birth, now Have work experience. This phenomenon puts forward a requirement for future talents, and the price of talents is based on the level, do not learn, eat the old people, the price will not improve, and even have been eliminated. For example, the current popular business education, such as MBA, the previous teachers who have joined the traditional public welfare education, now this part of the talent is replaced by the teacher of the sea and the famous school school, the price is increased, the previous annual salary of 6-7 million Yuan, now 30-500,000 yuan.
Senior talent is gradually launched with the world
"A high-level supervisor, such as 'general manager' this position, less than 10,000 months ago, the monthly salary is about 10,000, the annual salary is still a very attractive number, now the annual salary is 20-3 million yuan to find a good A little general manager is very difficult, generally to open to 30-500,000 yuan. "" Five years ago, the distribution of the distribution of the channel sales in the channel is 30-400,000 yuan, now reaching 60-700,000 yuan. "
Soon, the Mainland Enterprises will compete with multinational companies in the same platform in the mainland market or in foreign markets. Adapt to this, talent will flow on this same platform. In other words, if you are a senior talent, whether you work in China or in France, the United States, your salary is the same.
The general manager of the Human Resources Department of Beijing Foreign Enterprise Service Group believes that now the talent concept is no longer local, but globalization. No matter what kind of talent, no matter where you are, as long as it is talent, it is used. Senior talents will be more got through the headhunting company in the future, not to the talent recruitment. With the global development of the talent market, the geographical differences between talents will gradually disappear. The price of talent will also be included in the same standard system. Talent price gap is gradually pulled
Talent prices actually reflect a supply and demand relationship, in line with value law. In the next five years, the price of talents will gradually become global, but this globalization will only be limited to senior talents, the gap between ordinary talents and world salary will be further launched, and the "rich gap" between different talents will be the future China. An important feature of talent prices.
For example, a company in China is 50 million yuan. The annual salary of senior management talents is 30-400,000. The price of senior technicians is also 30-400,000. Ordinary talents such as finance talents are 5-6 million yuan; foreign output value of 6 million The annual salary of senior management talents is $ 7-8 million, and the annual salary of senior technical talents is $ 9-10,000, and the annual salary of ordinary talents is $ 4-5 million. Suppose 5 years, the price of talents is unchanged. The price of talent prices of 50 million yuan in China may become: senior management talents 70-8 million yuan, senior technical talent annual salary of 90-1 million yuan, ordinary talent annual salary will remain at 6- 70,000 yuan. The price of senior talents here is basically equivalent to abroad, but ordinary talent prices are not big. The reason is that the senior talent is lacking, but ordinary talents will definitely be excessive, because the population base is too big.
Changes in talent prices
Talent prices have changed the most in 1992 to 1996, more than 10 times, from a few hundred yuan to a few thousand yuan. In 1996-1998, with the rise of new industries such as the Internet, the promotion of talent prices throughout the workplace. From 1998 to 2000, it was a smooth period. At present, with the shortcomings of foreign telecommunications industry, companies like Langxun have made great layoffs, and a large number of returnees returned to China and improved the price of domestic talents.
In 1998, when the Internet was the most booming in 1999, the salary of some online employees must improve every month, otherwise the talent will lose. Most people who do content in the network company at that time were from the traditional media. Now, with the operation of traditional media marketization, it has greatly raised remuneration, and the network company is not launched, and this part of the talent begins to return to the traditional media. An important factor in talent price changes is the development of the industry economy.
What attracts talents?
The first element of attracting talents is still a salary, and some people put corporate culture, the corporate popularity is first, but enter a more well-known enterprise, first improved their own "gold", for a point of view, let me be more worth more money . The so-called "people walking to the heights, flowing low flow", a principle of flexible flow of talents is: How to make yourself more worthless.
The talents selected by the headhunting company are the first to be a good business, and the management is also a composite talent. At present, the monthly salary of the departmental manager is 15,000-2 million, and the business officer is 2.5-3 million. Secondly, salesperson, the current annual salary of a large customer manager is 30-500,000 yuan. The higher the finance talent is the shortage. If a senior finance talent resigns, it will definitely receive dozens of headhunting companies within one month. (
