A few days ago, the Various Vocational Consultant Center conducted a year-end "big inventory" for the 2004 professional white-collar salary satisfaction. The survey shows that 81% of the professional white-collar workers expressed dissatisfaction with this year's salary. In the past three quarters this year, the white-collar satisfaction index reduced by 8.4 percentage points from the same period last year. This survey also showed that in 2004, the salary of the top ten industry talents was facing "Total Spring" situation - the telecommunications talents fell back in all investigated industries, although the salary level of the telecom industry is still in the top, the annual salary The average value reached 49,000 yuan, but its absolute value fell by 10% over the same period last year. Telecommunications industry in the monopoly industry, due to the further improvement of the market this year, the lack of development of "internal power", especially with the increasingly intensification of industry competition, the company's development is limited, resulting in the lack of "post-strength" support for employee salaries. The IT industry talent salary has fallen from the 2000 network economy foam, and the network IT talent pay "all the way". According to the survey, the computer and the Internet industry has a mediocre. The computer declines in the industry in the industry that has been investigated. The ninth and annual salary are 38723 yuan, which is nearly 7,000 yuan from last year; the Internet and e-commerce industry ranks 13, annual salary The average is nearly 5,000 yuan fell by last year. With the continuous development of technology, it is a less technical content such as IT industry operation, although it has been "running in" long, it is difficult to obtain other related experiences, its competitiveness is difficult to further improve. The civil servant salary is stable and difficult to investigate, the average annual value of the government and public institutions is 24,959 yuan, which is basically the same last year. Although the ranking is still relying on, the stability is rare in the case where the general salary market has declined. The compensation of government agencies and public utilities in the public institutions is based on national related systems, and generally say no big rising fell. For them, the key is how to use "workplace business" and other streamways in the event of "promotional", "in the event of" workplace business ", and adjust the direction of development while perfecting their ability. According to a foreign language talent salary, the average annual salary of foreign language "skilled" people reached 5,1270 yuan, which is about 34,000 yuan higher than the "medium" level. With the increasing level of internationalization in China, the proficiency of English is closely related to income. It is also in this way, with the large increase in English talents in China, the salary begins to differentiates. The high-level foreign language talent will continue to rise, and the middle and low-level talents have stabilized even slightly. If the management talent salary is difficult, if the average annual salary of the "management" layer is still the highest, it is 57,593 yuan. The management manager's income is high, indicating the respect and recognition of modern enterprises to high-level management personnel. However, with domestic enterprises and international lack, foreign business philosophy continues to penetrate, in the next few years, domestic business managers salary development prospects are difficult to last. Even someone has asserted that the frequent management of talents must be a "discount". Marketing Talent Supply and Demand Restriction Salary Development Business Unit is the source of company direct profits, and its importance is self-evident, so marketing talents have been optimistic in the salary market. For such talents, the more ranked high-level and managed duties, the larger the market, the higher the market, and the higher the pay returns. However, the current marketing profession is too dependent on the relationship, and its professional competitiveness is only from the relationship network accumulated in the work. If such talents lack the development and accumulation of other professional experience, once their relationship is mastered by the company, its value will fallen. Pharmaceutical industry talent compensation structures have not yet perfect the medical industry in foreign "salary" industry, some professional people believe that domestic pharmaceutical industry salary should also be high or high-end level transition. However, according to the survey, the current domestic pharmaceutical industry salary is generally only in medium and low-end levels. Compared with the high-tech industry, the average pay level of employees is about 30%.
In addition, the salary structure of pharmaceutical companies is too simple. Many companies have not set a reasonable and effective compensation project, so employee pay is basically hopeless in recent employees. There are great differences in the income level of real estate practitioners in different regions in real estate industry talent compensation. Taking the middle department manager as an example, the highest annual salary level is 217,000 yuan, the lowest Chongqing is only 66,000 yuan, and the two are more than 3 times. The gap between low-level talent income is larger, and the Shenzhen area is 4 times that of Chongqing. According to the survey, the lower-level position employee revenue is the highest in Shenzhen, and the strategic management will take Beijing as the highest. In addition, there is currently the "experience lack of experience in the middle management talents in the real estate industry", some people have more than 5 years, but they are not expected because there is no MBA degree. High-tech talent pay gap continues to pull the per capita basic cash income of high-tech industry, with average of 74%, and employee fixed salary is higher than other industries. This reflects the role of "stay" of the company's paying interest benefits to employees. The compensation gap between employee employees in high-tech enterprises continues to be large, and the gap between the grassroots employees and the middle and high-rise management is further increased, and the employee has increased its salary level with the position of the post. The financial industry talents will be described in one of the domestic monopoly industries in the promotion of the financial banking industry. The ordinary staff salaries have been "high end". With my country's accession to WTO, large amounts of funds abroad, inevitably bring more talent demand, which will continue to rise in the main salary level. It is predicted that the current senior management talent has reached more than 500,000 yuan, and the middle management talent is about 200,000 to 300,000 yuan. Generally, the annual return is 60,000 yuan. Source: Modern Express
(Editor: Zhou He)
