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H E A L T H W E A L T H C A R E E R

M E R C E R I N F O R M AT I O N P R O D U C T C ATA L O G U E美世信息产品目录2016 VERSION2016 版

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C O N T E N T SC O M P E N S A T I O N & B E N E F I T S 薪酬福利

Total Remuneration Survey (TRS) 整体薪酬调研

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China Benefits Survey 中国福利调研

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Benefits Ranking Report 福利量化报告

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China City Index Survey 中国城市薪酬差异指数调研

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H R P R A C T I C E S A N D W O R K F O R C E E F F E C T I V E N E S S 人力资源管理实践和效能

China Monitor: HR Management, New Challenges and Practice锐视中国: 人力资源管理的新挑战与新实践

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Strategic Talent Management Practice Report战略性人才管理实践报告

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E-commerce Talent Compensation and HR Practice Report 电商人才薪酬和人力资源实践报告

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2014-2015 Sales Force Total Rewards and Incentive Plan Survey Published Report2014-2015 销售团队整体报酬与激励计划调研报告

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Human Capital Metrics人力资本效能管理报告

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2015 Long Term Incentive Policy and Practice Survey2015 长期激励政策与实践调研

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Total Rewards Survey: Innovative Policy and Best Practice整体报酬调研：创新政策与最佳实践

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China Engineer and Blue Collar Survey中国工程师及蓝领人力资源管理调研

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C O N T A C T I N F O R M A T I O N 联系方式 50

M O B I L I T Y 派遣管理

TRS for Locally Hired Foreigner/Returnees中国雇佣外籍员工/海外归国人员整体薪酬福利调研

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Domestic Transfer Policy and Practice Report for Local Employee中国本地员工国内派遣政策和调研报告

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Expatriate Practice Survey - Compensation, Benefits and Mobility海外派遣员工薪酬、福利和派遣管理实践调研

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Chinese Companies International Assignment Best Practice Study 中国企业海外派遣管理最佳实践调研

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Cost of Living 生活成本报告

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Quality of Living生活质量报告

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C O M P E N S A T I O N & B E N E F I T S

薪酬福利

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C O N S I D E R T H E S E Q U E S T I O N S . . .

- Do you have an easy-to-use source for comparing compensation and benefits across geographies?

- Are you able to evaluate the competitive position of each of your total remuneration elements?

- Is your pay strategy consistent while ensuring external competitiveness and maintaining internal equity?

T O T A L R E M U N E R A T I O N S U R V E Y S ( T R S)T H E K E Y T O M A K I N G C O M P E T I T I V E C O M P E N S A T I O N D E C I S I O N S

U S I N G C O N S I S T E N T , H I G H - Q U A L I T Y A N D C U S T O M I Z A B L E

M A R K E T D A T A

Mercer’s TRS report is your go-to source for comprehensive information on compensation and benefits across the globe. It provides consistent, accurate, high-quality data covering the full reward package, including all forms of cash compensation, long-term incentives and benefits.

TRS provides reliable, up-to-date information on market pay rates and benefits prevalence to ensure that your reward packages remain cost-effective and competitive in the marketplace.

E V A L U A T E T H E T O T A L R E W A R D P A C K A G E

Mercer’s TRS is made up of five components providing a complete picture of total remuneration data.

B A S E S A L A R YAnnualized Base Salary (Monthly base salary times the number of months paid)

M E R C E R T R S T O T A L R E W A R D S

P A C K A G E

T O T A L G U A R A N T E E D C A S H C O M P E N S A T I O N

(Includes Base Salary plus the annualized value of guaranteed allowances)

A N N U A L T O T A L C A S H C O M P E N -S A T I O N

Total guaranteed cash compensation plus short-term incentive, sales incentive, profit- sharing, or other incentive awards)

T O T A L D I R E C T C O M P E N S A T I O N

(Total cash compensation plus long-term incentive awards, valued using Black-Scholes methodology for appreciation-based awards)

A N N U A L T O T A L R E M U N E R A T I O N

(Total direct compensation plus benefits and perquisites)

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T R S – D E S I G N E D T O H E L P Y O U M A K E I N F O R M E D D E C I S I O N S

Use information, powerful analytical tools and expert advice to convert data into human capital intelligence and maintain your competitive edge.

Apply your plan of action with the flexibility to meet local market needs and strategies that reflect global values.

Combine job matching with our proprietary International Position Evaluation (IPE) system to provide accurate market data.

Access more than 1,000 benchmark jobs and receive all-industry as well as industry-specific results.

Use online tools to analyze survey data according to your individual needs and conduct “what if” analyses to instantly measure your competitiveness in specific markets.

WHAT DO YOU RECEIVE?

O N L I N E A C C E S S Data delivered online through Mercer WIN®, accessible anywhere, at any time. Fully customize searches and statistics according to your individual needs, and receive instant comparisons of your organization’s data against the market.

S U R V E Y O V E R V I E W A general review of typical salary practices and compensation mix, employment trends, and other economic indicators related to human resource management decisions.

B E N E F I T S & P R E V A L E N C E S U M M A R Y Information on short-term and long-term incentive provision and benefits practices, including company cars, pensions, and medical benefits.

A C T U A L M A R K E T D A T A Detailed market analysis of individual positions within job families, helping you determine which positions and families are paid a premium in the market and which are paid below overall market levels.

P O S I T I O N S A N D F U N C T I O N S S U R V E Y E D

Mercer’s TRS covers an average

of 1,000 benchmark positions,

from senior management to the

administrative level, in the following

functions:

- Administration

- Automotive

- Chemical

- Communications

- Consulting

- Contact center

- Corporate affairs

- Energy/exploration /extraction

- Engineering

- Finance

- Human resources

- Information technology

- Legal

- Manufacturing

- Marketing

- Pharmaceutical

- Project engineering

- Property/real estate management

- Quality

- Repair and maintenance

- Research and development

- Retail

- Sales

- Sales and marketing

- Supply and logistics

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M A R K E T R E G R E S S I O N Regression statistics and graphs by Mercer position class (IPE job level) and functional area (e.g., finance, human resources) for each of the major components of total remuneration.

C U S T O M A N A L Y S I S Custom statistics tailored to your needs, based on peer groups, revenue size, total employees, and more, using Mercer WIN.

M E R C E R T R S D E L I V E R Y T O O L - M E R C E R W I N ®

The Mercer Workforce Intelligence Network® (Mercer WIN) offers simplified, single-point access to Mercer’s unparalleled survey data and analytics, representing one of the most comprehensive and intuitive platforms available. Mercer provides information and simple analysis for Mercer market data. It is complimentary with the purchase of a market view and provides access to Mercer data through a variety of parameters – including geography, industry, company size and more – to more efficiently organize and analyze information as it best meets your needs.

Mercer WIN also makes it easy to combine jobs and position classes to better represent your organization, as well as compare existing data against selected markets.

For more information about the TRS survey, please refer to the 2016 Mercer China Subscription Form.

If any questions, please contact:

IS Consulting Service Center T: 400 600 5599 E: [email protected]

W W W . I M E R C E R . C O M / C H I N AT R S

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请考虑如下问题：

- 贵公司是否掌握一套简便的方法用来比较不同地区之间的薪酬和福利水平?

- 您能否有效评价贵公司整体薪酬方案中各要素的市场竞争力?

- 贵公司的薪酬战略能否同时兼顾外部竞争力和内部公平性?

整体薪酬调研 ( T R S )设计具有竞争力薪酬方案的开山之玉

调研所覆盖的职位和职能部门

美世的整体薪酬调研(TRS)覆盖了自高管层

到基层的1,000余个标杆岗位，包含以下职

能部门：

- 行政

- 汽车

- 化学

- 沟通

- 咨询

- 客服中心

- 公司事务

- 工程

- 能源/勘探 /采掘

- 财务

美世整体薪酬调研(TRS)报告将为您提供全

球范围内薪酬和福利的综合信息。TRS报告

提供的是格式统一、准确并且覆盖薪酬福利

各方面的高质量数据，包括现金、长期激励

和福利等。TRS报告提供可靠的和不断更新

的市场薪酬和福利信息，以确保整体薪酬方

案在市场上保持成本优势和竞争优势。

评估整体薪酬方案

美世整体薪酬调研将整体薪酬分为五大组

成部分：

- 人力资源

- 信息技术

- 法律

- 制造

- 市场

- 医药

- 项目工程

- 物业/房地产管理

- 质量

- 维修工程

- 研究开发

- 零售

- 销售

- 销售及市场

- 供给与物流年度基本工资

(月基本工资 ×固定发放工资的月数)

年度固定现金

(年度基本工资 +其他固定的现金津贴)

年度总现金

(年度固定现金 + 短期业绩奖金)

年度总现金 + 长期激励

(年度总现金 + 长期激励计划的价值)

年度整体薪酬

(年度总现金 + 长期激励 + 主要福利项目的价值)

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T R S – 帮助您作出有效的决策

利用信息，强大的分析工具以及专业的建议，将数据转化为能保持公司竞争力的人力资本信息

运用具有灵活性的行动计划来满足本地市场的需求以及全球战略

将职位匹配与美世版权所有的国际职位评估系统(IPE)相结合，提供更为准确的市场信息

超过1,000个基准岗位，同时包括行业具体的信息和全行业的信息

利用在线系统可方便地分析数据，能实时地分析公司在不同市场的竞争力

作为调研的参加者，您将获得

在线访问 – 通过登陆美世WIN®系统在任何时间任何地点获取调研数据。您可以根据自身需要定制

搜索和统计数据，并且得到自身薪酬数据与市场整体水平之间即时、动态的比较。

调研概要 – 对典型的薪资操作、薪酬组合、雇佣趋势以及与人力资源管理决策相关的经济指标的总

体介绍。

福利和薪酬趋势概况 – 短期和长期的激励方案的趋势，市场通行的典型的福利项目的概览，如公司

配车，养老和医疗福利等。

实际市场数据 – 提供某个具体岗位的市场薪酬信息，从而清晰地了解公司内这些岗位的付薪水平与

市场水平之间的相对位置。

回归市场数据 – 提供整体薪酬中的每一个薪资要素按美世职级（通过美世国际职位评估体系IPE评

估可获得的职位级别）与职能部门（如财务部、人力资源部）分别回归所得到的统计值和分析图表。

定制化分析 – 运用美世的WIN®系统，根据自身的需要，通过选择特定的对比组、收入规模、员工总

数或其它分类指标生成定制化的统计分析报告。可进行无限次的定制化分析。

美世 T R S 报告在线交付系统 – W I N ®

WIN® 是专业的在线薪酬系统，帮助您便捷地、一站式地获取与分析海量薪酬数据。WIN®是

美世提供市场信息与数据分析的基础工具。购买薪酬报告的客户可以利用系统自定义设

置选项（包括设定地域、行业、公司规模等）获取定制化的数据，更有效地整合与分

析市场信息，最大程度满足定制化需求。

更多中国整体薪酬调研分类及价格信息，

请参考2016中国人力资本产品信息注册表。

或联系美世信息咨询服务中心400 600 5599

或发邮件至[email protected]

W W W . I M E R C E R . C O M / C H I N AT R S

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B E N E F I T S S U R V E Y I N C H I N AK N O W Y O U R B E N E F I T S B E T T E R - K E E P I N G Y O U R B E N E F I T S I N L I N E W I T H T H E M A R K E T

A cost-effective yet market-competitive benefits program is essential in attracting, retaining and engaging employees. Mercer’s comprehensive market-leading database and dynamic online delivery tool enables HR professionals to plan and optimize their benefits cost.

U N M A T C H E D S U R V E Y D A T A

- Extensive 1st tier and 2nd tier cities with a single point of access - Rolling database with continuous updates

D Y N A M I C D E L I V E R Y T O O L

Mercer BenefitsMonitor® (MBM) provides you with the freedom to run various types of reports to suit your needs:

- Conduct data comparisons between your competitors and you - Find QUICK reference to benefits of choice - Gain 24-hour-a-day, 7-day-a-week online access - Select only the benefits you want to analyze for the levels required - Export your analysis into convenient formats

R E C E I V E T H E L A T E S T M A R K E T I N T E L L I G E N C E O N :

H R P O L I C Y A N D P R A C T I C E

• Working time

• Leaves and holidays • Business travel

• Training and development • Recruitment

• Severance / redundancy policy

S U P P L E M E N T A R Y B E N E F I T S I T E M S

• Supplementary medical Benefit

• Supplementary retirement Benefit

• Supplementary housing Benefit • Supplementary insurance

• Flexible benefitsO T H E R S

• Work/life balance

• Long-term incentives • Car and transportation • Allowance and subsidy

• Perquisites • Loan

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S U R V E Y P H A S E

D A T A S U B M I S S I O ND E A D L I N E

R E P O R T D E L I V E R Y D A T E

Benefits Report – 1st tier cities

15 June 2016 31 October 2016

Benefits Report – 2nd tier cities

15 July 2016 30 November 2016

T R S P A R T I C I P A N T NON TRS PARTICIPANT

S P O T L I G H T O N B E N E F I T S

• China 1st tier cities • China 2nd tier cities

RMB 9,800 Per report

RMB 12,800 Per report

B E N E F I T S R E P O R T ( B E N E F I T S M O N I T O R ® )

• Beijing • Shanghai • Guangzhou • Shenzhen • China 2nd tier cities

S T A N D A R D RMB 17,800 Per city

S T A N D A R D RMB 20,800 Per city

P R E M I U M RMB 23,800 Per city

P R E M I U M RMB 30,800 Per city

• China all cities RMB 29,800 RMB 36,800

B E N E F I T S I T E M R E P O R T

17 Benefit Items include: Working duration, Leaves & holidays, Business travel, Training & development, Referral bonus, Severance redundancy policy, Work/life balance, Allowance & subsidy, Long term incentive, Housing, Insurance, Medical, Retirement, Car & commute, Perquisites, Loan, and Flexible benefit.

RMB 7,000 Per item

RMB 9,000 Per item

W W W . I M E R C E R . C O M / C H I N A B E N E F I T S

P R I C E

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中国福利调研了解您的福利市场，获取市场第一手福利信息

具有市场竞争力且成本有效的福利计划对企业吸引、保留并激励员工有着至关重要的作

用。美世强大的福利数据库和动态在线报告递交平台能帮助HR们制定福利计划并优化福

利成本。

强大的调研数据

- 覆盖一线及二线主要城市

- 持续滚动更新的数据库

动态在线报告递交平台 ( M e r c e r B e n e f i t s M o n i t o r ® )

通过美世Mercer BenefitsMonitor®(MBM)客户可根据需求生成各类报告。福利

报告可帮助HR:

- 了解公司与市场竞争对手的数据对比分析

- 快速生成报告

- 任何时刻均可访问系统并生成报告

- 根据需求，生成特定福利项目的报告

- 可导出Excel报告或PDF报告，方便使用

您将获得如下最新的市场信息

人力资源政策和实践

• 工作时间

• 假期和节假日 • 出差

• 培训与发展 • 招聘

• 解雇/裁员政策补充福利项目

• 补充人寿保险 • 补充医疗福利 • 补充养老福利 • 补充住房福利

• 弹性福利其他

• 工作生活平衡 • 长期激励计划

• 用车和交通 • 津贴和补助

• 补贴 • 贷款

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调研时间表

数据提交截至日期报告递交日期

福利报告 – 一线城市 2016年6月15日 2016年10月31日

福利报告 – 二线城市 2016年7月15日 2016年11月30日

T R S 参加者非 T R S 参加者

福利概述报告

• 一线城市

• 二线城市

9,800元每份报告

12,800元每份报告

福利报告（通过 B E N E F I T S M O N I T O R ® 递交）

• 北京

• 上海

• 广州

• 深圳

• 中国二线城市

标准版 17,800元每个城市

标准版 20,800元每个城市

增强版 23,800元每个城市

增强版 30,800元每个城市

• 中国所有城市 29,800元 36,800元

单项福利报告

共17个福利项目可选：工作时间、

假期和节假日、出差、培训和发

展、推荐奖金、解雇/裁员政策、工

作/生活平衡、津贴和补助、长期

激励、补充住房福利、保险、补充

医疗福利、养老福利、用车和上下

班交通、特殊福利、贷款、选择式/弹性福利。

7,000元

每项福利

9,000元

每项福利


调研费用

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A cost-effective and market-competitive benefits program is essential in attracting, retaining and motivating talents. Mercer’s comprehensive benefits database and market-leading quantitative analytic (BENEFITS RANKING) provide company’s Total Benefits Value, which gives HR professionals a holistic view of company’s benefits competitiveness to plan and optimize benefits programs.

B E N E F I T S R A N K I N GK N O W Y O U R B E N E F I T S B E T T E R F R O M A N E W P E R S P E C T I V E

T O T A L B E N E F I T S V A L U E - Value based methodology to quantify benefits items - Complete picture of benefits competitiveness - Elements of benefits

M A R K E T - L E A D I N G Q U A N T I T A T I V E

A N A L Y T I C - Comprehensive analysis systems - Analytic of 12 employees profiles

(covering position levels and employee status)

E X T E N S I V E A N D I N C L U S I V E D ATA B A S E - Extensive coverage from Mercer Benefits survey - Inclusive of wide range of industries and leading companies

I N T E R N A L E X T E R N A L

• Concerned with the “value” of your benefits items • Need to know how competitiveness of your benefits program

C O S TV A L U E

E M P L O Y E R V I E WE M P L O Y E E V I E W

W W W . I M E R C E R . C O M

DATA SUBMISSION DEADLINE Personalized report delivers 2 months after final scope REPORT DELIVERY

BENEFITS RANKING ITEMS

B E N E F I T S V A L U A T I O N

R E P O R T TRS PARTIC IPANT

NON-TRS PARTIC IPANT

BENEFITS RANKING □ 38,800 □ 46,800

Insurance - Group Term Life Insurance, Group Personal Accident Insurance

Medical - Supplementary Medical, Commercial Critical Illness,Insurance, Dental, Medical Check-up

Car Benefits - Car Allowance, Company Car

Time loss - Fully Paid Sick Leave, Annual Leave, Extra Leave

Housing - Statutory Housing Fund, Supplementary Housing Fund, Housing Allowance, Housing Savings Plan

Supplementary Retirement - Enterprise Annuity, Group Pension, Trust Plan

Perquisite Benefits - Meal Allowance, Transportation Allowance

E X E C U T I V E S U M M A R Y O F R E S U L T S T O T A L B E N E F I T S

0

20000

40000

60000

80000

100000

120000

Total Benefits Total Insurance Total MedicalBenefits

Total CarBenefits

Total TimeLoss

Total HousingBenefits

SuoolementaryRetirement

Total PerquisiteBenftis

p50-p75

p25-p50

X

Total PerquisiteBenefits


SupplementaryRetirement

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一个成本优化且具有市场竞争力的福利项目对人才的吸引和保留十分重要。美世领先的市

场福利数据库和定量分析工具（BENEFITS RANKING）可以帮助公司获得福利总体价值，

从而帮助人力资源专业人员了解公司的整体福利竞争力，并以此规划和优化福利投资。

福利量化分析全新的角度来更好地了解公司福利

福利总体价值

- 基于员工价值角度的方法论计算的福利总体价值

- 了解公司整体福利竞争力

- 了解特定福利项目的竞争力

定量分析工具

- 综合而全面的工具和系统

- 区分12种员工类别进行计算（职位等级和员工状态）

领先的市场数据库

- 基于美世福利调研

- 数据库涵盖各行业和领先企业

内部外部

雇主角度雇员角度


数据收集截止日期定制化报告确认2个月后交付报告发布日期

保险 - 寿险、人身意外保险

医疗 - 补充医疗保险、重大疾病险、洗牙、体检

用车福利 - 车辆津贴、个人配车

休假福利 - 带薪病假、年假、额外休假

住房福利 - 法定住房公积金、补充住房福利、住房津贴、住房储蓄计划

养老福利 - 企业年金、团体养老保险、信托计划

额外福利 - 餐费补贴、交通补贴

福利排名包括以下福利项目

福利量化分析

报告 T R S 参加者非 T R S 参加者

福利量化报告 □ 38,800元 □ 46,800元

• 量化福利的 “价值” • 比较各项福利竞争力价值

成本

分析概述 - 整体福利

0

20000

40000

60000

80000

100000

120000

Total Benefits Total Insurance Total MedicalBenefits

Total CarBenefits

Total TimeLoss


SuoolementaryRetirement

Total PerquisiteBenftis

p50-p75

p25-p50

X

整体福利保险医疗用车福利休假福利住房福利养老福利额外福利

15


C H I N A C I T Y I N D E X R E P O R TO N E - S T O P S O L U T I O N T O G R A S P P A Y D I F F E R E N T I A L S F O R O V E R 3 0 0 C I T I E S I N C H I N A

Aimed at helping companies better manage their pay systems for submarket employees benchmarked to the localized indicators, by maintaining a differentiated and fair pay structure across different locations and monitoring salary market trends and developments across cities in China, Mercer has carefully prepared the China City Index Report to provide companies with an at-a-glance overview of the geographic base pay differentials practice adopted by key national enterprises in over 300 cities within more than 20 provinces in China.

H O W Y O U C A N U S E T H E C H I N A C I T Y I N D E X R E P O R T

Mercer provides you the geographic base pay differentials policies and practices of the leading multinational corporations and large-scale national companies in China. Besides base pay indexes for over 300 cities, the China City Index Report also updates macroeconomic indicators and economic conditions of major cities on an annual basis to help companies find the right solution.

TRS PARTIC IPANT

NON-TRS PARTIC IPANT

PR I C E RMB 10,800 RMB 12,800


DATA S U B M I S S I O N D E A D LI N E 15 September 2016

R EPO RT D ELI V ERY DATE 15 November 2016

T H E 2 0 1 6 C H I N A C I T Y I N D E X R E P O R T P R E S E N T S :

- S U R V E Y O V E R V I E W

Find a profile analysis of survey participants and their practice on geographic base pay differentials.

- C I T Y O V E R V I E W

Gain detailed governmental statistical information about each city provided for your decision making, including the following data: annual GDP growth, Consumer Price Index, unemployment rate, population and workforce, city average income, city minimum wage and the brief introduction to major cities.

- C I T Y - T O - C I T Y I N D E X C O M P A R I S O N

Using Shanghai/Beijing as the base city, quickly identify the overall difference of over 300 cities or by employee categories (that is, top management, management sales/non-sales, professional sales/non-sales and staff).

- C I T Y S E G M E N T A T I O N

Exploring the city segmentation practice in the market, review how companies divide city tiers to manage base salary differences effectively.

W W W . I M E R C E R . C O M / C C I

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为了帮助企业在不同城市之间进行一致的薪酬体系管理，监控薪酬市场的发展趋势，美世

顾问精心准备了中国城市薪酬差异指数报告，该报告为用户提供了大型企业在中国实行的

地区薪酬差异管理政策和实践，目前已经涵盖了中国20多个省份的逾300个城市。

如何运用中国城市薪酬差异指数报告

美世为报告使用者提供著名跨国公司以及国内大型企业的基本薪酬差异政策与实践概览。

报告涵盖中国逾300个城市的基本薪酬地区差异指数，并每年更新国内主要城市的宏观经

济指数与城市经济状况，帮助企业优化员工薪酬系统，确保不同城市或地区员工的薪酬信

息公平一致。

- 城市间薪酬差异指数比较用户可以以上

海或北京为基准城市，按照员工层级，获

取中国境内超过20个省份、逾300个城市

间的基本薪酬差异指数。

- 城市等级分类总结城市等级分类实践，

为按照城市等级确定薪酬差异政策的

公司提供可参考的市场实践。

T R S 参加者非 T R S 参加者

调研费用 10,800元 12,800元

调研时间表

数据收集截止日期 2016年9月15日

报告发布日期 2016年11月15日

2 0 1 6 年，美世的城市薪酬差异指数调

研将为给您呈现：

- 调研概况分析参加企业及其基本薪酬差

异政策及实践概况。

- 城市概况提供每个城市详细的政府统计

数据信息以供您决策参考。这些最新的

统计数据涵盖以下方面：年度GDP增长，

居民消费价格指数，失业率，人口总数及

劳动力总数，城市社会年平均收入，城市

最低工资，主要城市简介等。

中国城市薪酬差异指数调研一站式获取中国逾 3 0 0 个城市的基本薪酬差异信息

W W W . I M E R C E R . C O M / C C IW W W . I M E R C E R . C O M / C C I

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M O B I L I T Y

派遣管理

18

T R S F O R L O C A L LY H I R E D F O R E I G N E R / R E T U R N E E

T H E S U R V E Y E X P L O R E S :

C O M P E N S A T I O N R E P O R T

Customized analysis with data cut by:

C O N S U L T I N G S E R V I C E S

Based on solid market data from the survey, customized consulting services – such as localization or local plus policy design and review, local-plus package audit, market value services (job pricing) and more – are also pro-vided and tailored to your needs.

B E N E F I T R E P O R T C O N T E N T S

- Club membership - Home visit - Moving/relocation - Spouse support - Tax assistance - Leaves and holidays - Mandatory social insurance - Flexible foreign benefit

- Allowance - Insurance - Supplementary medical benefit - Supplementary retirement benefit - Car and public transportation - Housing - Children education

- Job and PC range - Career stream and level - Family, career stream and level

- Job - Position class - Job family and position class (PC)range

Unlike in the 1990s, employers in China have been relying on locally “importing” expatriates from outside the country. Understandably, pay gaps often exist between these two populations. They were taking the executive management role in the company and enjoyed the well compensation and benefits package. With the China economy growth, companies based in China prefer to hire the locally hired foreigners and returnees.

Mercer’s TRS for Locally Hired Foreigner/Returnee is designed to provide you with comprehensive data on compensation and benefits for locally hired foreigners and locally hired returnees. This survey covers more than 200 benchmark positions, from top executives and management to senior professionals.

The survey results can be accessed anywhere and at any time through Mercer WIN.

W W W . I M E R C E R . C O M / T R S L H F


QUESTIONNAIRE DISTRIBUTION 1 June 2016

DATA S U B M I S S I O N D E A D LI N E 15 July 2016

R EPO RT D ELI V ERY DATE 15 October 2016

P R I C E F U L L R E P O R T

P E R B E N E F I T I T E M

TRS PARTIC IPANT RMB 16,800 RMB 7,000

NON TRS PARTIC IPANT

RMB 18,800 RMB 9,000

19

2 0 1 6 年，美世的中国雇佣外籍员工 / 海外归国人员调研报告包括 :

薪酬报告

定制化分析可选以下任意参数或者任选其中两个或

三个进行组合分析数据:

咨询服务

基于美世强大的数据库，我们根据您的需要提供相

关咨询服务，例如：外派员工本地化或本地雇佣外籍

员工政策的设计及检查、薪酬福利实践及数据的审

查及更新、针对具体职位的薪酬福利设计和市场对

标等等。

福利报告内容

- 职位 + 职级范围

- 职业群

- 职位部门 + 职业群

- 职位

- 职级

- 职能部门 + 职级范围

- 津贴

- 保险

- 补充医疗

- 补充养老

- 交通

- 住房

- 子女教育

- 会所俱乐部

- 探亲

- 搬家

- 配偶福利

- 税务安排

- 假期

- 强制性社会保险

- 弹性福利

中国雇佣外籍员工 / 海外归国人员整体薪酬福利调研随着改革开放的进程，上世纪90年代，中国出现了以西方国家外派员工为主的传统海外派

遣。当时的外籍员工在中国公司担任高管，享受优厚的待遇。随着中国经济的迅速发展，中

国境内的企业雇主更加青睐本地雇佣的外籍员工和海外归国员工。与引进海外派遣员工相

比，从本地雇佣外籍员工和海外归国员工具有明显的成本优势。

美世精心准备了2016中国雇佣外籍员工/海外归国人员整体薪酬调研报告，为您完整提供

本地雇佣外籍员工和海外归国员工的薪酬福利数据。报告涵盖超过200个标杆岗位，横跨

从高管到高级专业人员的多个员工层级。

报告将通过美世的WIN®系统呈现，方便您随时随地随心阅读。

调研时间表

问卷发布 2016年6月1日

数据收集截止 2016年7月15日

报告发布 2016年10月15日

调研费用全版报告购买单项福利

TRS 参加者 16,800元 7,000元

非TRS 参加者 18,800元 9,000元

W W W . I M E R C E R . C O M / T R S L H F

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2 0 1 5 D O M E S T I C T R A N S F E R P O L I C Y A N D P R A C T I C E R E P O R T F O R L O C A L E M P L O Y E E SGiven the rapid development of China’s business, employee mobility has become an increasingly popular way to support nationwide business expansion and to transfer employees’ skills and knowledge. It is important for the companies to provide sufficient financial support and better relocate employees and their families.

- Do you have any queries about what you should provide for a domestic transferee?

- What are the usual allowances granted in an assignment?

- What are the different types of benefits granted, depending on the duration of the assignment?

- How does the level of employee determine allowances or benefits?

- What other support is required from employers?

- What are the different forms of transfer – commuter, temporary or permanent?

If these are the questions you may have in your mind, we have the solution to your problems. The Mercer Domestic Transfer Policy and Practice Report for Local Employees report is designed to help HR professionals better serve their employees on such assignments by providing valuable and necessary information.

T Y P I C A L C O N T E N T S C O V E R E D B E N E F I T S

- Housing benefits - Home visit - Children education - Spousal support

- Mobility allowance - Pre-assignment trip - Moving expense - Temporary living at host city

P R I C E

TR S PA RT I C I PA NT RMB 15,800

N O N TR S PA RT I C I PA NT RMB 17,800

W W W . I M E R C E R . C O M /D O M E S T I C T R A N S F E R

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2 0 1 5 中国本地员工国内派遣政策和实践调研报告由于中国业务的快速发展，员工派遣已成为一种非常普遍的方式用来实现员工技能与知识

的转移，以及满足公司业务扩张的需求。员工异地派遣需要考虑的成本包括员工家庭安置

费用、搬家费用、住房费用(如临时住房费用)等等。因此，公司为异地派遣员工及其家属提

供充足的经济支持是至关重要的。

- 您是否遇到过员工国内派遣的问题？

- 您是否想了解常见的派遣津贴是哪些？

- 您是否想了解根据派遣任期长短而授予员工何种福利类型？

- 您是否想了解根据员工级别不同而给予员工何种津贴和福利？

- 您是否想了解在派遣中公司通常提供的其他支持？

- 您是否考虑过通勤、短期和长期派遣所存在的政策不同？

美世中国本地员工国内派遣政策和实践调研报告将为您解答上述问题，提供

相关方面的信息以帮助HR更好的向派遣员工提供福利保障。

涵盖内容

福利

- 派遣津贴

- 派遣前实地考察

- 搬家

- 派遣前期的临时住房

调研费用

TRS 参加者 15,800元

非TRS 参加者 17,800元

- 住房

- 探亲

- 子女教育

- 配偶福利

W W W . I M E R C E R . C O M /D O M E S T I C T R A N S F E R

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Mercer’s China Expatriate Practices Survey – Compensation, Benefits and Mobility is designed to provide you with valuable information on expatriation, compensation and benefit trends as well as policies and market practices.

This survey is focused on long-term expatriate/international assignees working in mainland China.

I N F O R M A T I O N I S C O L L E C T E D A N D P R E S E N T E D I N F O U R C A T E G O R I E S : 1. Expatriates globally but outside Asia Pacific 2. Expatriates from Asia Pacific 3. Expatriates from Hong Kong 4. Expatriates from Taiwan

T H E S U R V E Y E X P L O R E S : - Expatriate policies - Expatriation trends - Expatriate administration - Post-assignment arrangements - Compensation spotlights

P R I C E F U L L R E P O R T

P E R B E N E F I T I T E M

TRS PARTIC IPANT RMB 22,800 RMB 7,000

NON TRS PARTIC IPANT

RMB 24,800 RMB 9,000

2 0 1 5 E X P A T R I A T E P R A C T I C E S U R V E Y – C O M P E N S A T I O N , B E N E F I T S A N D M O B I L I T Y R E P O R T

- Benefits - Localization practices

W W W. I M E R C E R .C O M /C H I N A E X PAT

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2 0 1 5 海外派遣员工薪酬、福利和派遣管理实践报告

美世海外派遣员工薪酬、福利和派遣管理调研旨在反映中国境内的外籍员工派遣、薪酬及

福利的相关政策、实践操作与市场趋势。

报告聚焦中国大陆境内长期派遣外籍员工的派遣政策与薪酬福利实践。

美世依据外籍员工的派出国家，按照四种员工类别收集并呈现调研信息：

1. 全球外籍员工(不包括亚太地区)

2. 亚太地区的外籍员工(不包括香港、台湾地区)

3. 香港的外籍员工

4. 台湾的外籍员工

美世的海外派遣员工薪酬、福利和派遣管理调研将为给您呈现 :

- 外籍员工派遣政策

- 外籍员工派遣趋势

- 外籍员工派遣管理

- 派遣期满后的安排

调研费用全版报告购买单项福利

TRS 参加者 22,800元 7,000元

非TRS 参加者 24,800元 9,000元

- 外籍员工薪酬政策

- 外籍员工福利

- 本地化实践

W W W. I M E R C E R .C O M /C H I N A E X PAT- C N

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T I M E L I N E S

DATA CO LLECTI O N C LO S E 15 July 2016

R EPO RT R ELE A S E 20 September 2016

P R I C E

C H I N ES E CO M PA N I ES I NTER N ATI O N A L A S S I G N M ENT B EST PR ACTI C E ST U DY

RMB 12,800

C H I N E S E C O M P A N I E S I N T E R N A T I O N A L A S S I G N M E N T B E S T P R A C T I C E S T U D YWith the rapid growth of Chinese companies in recent years, more and more Chinese companies are in their way of globalization, through setting up overseas subsidiaries and merging and acquiring overseas companies. Meanwhile, companies are facing new challenges on international assignment HR management when going global.

In 2016, Mercer launches Chinese Companies International Assignment Best Practice Study survey, aiming to help Chinese companies on their way of globalization to improve their international assignment HR management system. The survey presents to clients Chinese companies’ compensation and benefit trends and talent management practice of international assignment. It provides a thorough information and market practice for Chinese companies going global.

C H I N E S E C O M P A N I E S I N T E R N A T I O N A L A S S I G N M E N T B E S T P R A C T I C E S T U D Y C O V E R S :

- Chinese companies international assignment type and remuneration approaches - International assignment allowance design, including long-term and short-term assignment - International assignment benefit trends, such as housing, children education, tax support and etc. - Talent management challenges and best practice on international assignment


25

调研时间表



调研费用

中国企业海外派遣管理最佳实践调研

12,800元


中国企业海外派遣管理最佳实践调研

近年来，随着中国企业不断发展，越来越多的企业通过设立海外分支机构、兼并并购海外

公司等方式加快着自身全球化的进程。在这一过程中，企业在海外派遣人力资源管理方面

不断面临着新的挑战。

2016年美世推出中国企业海外派遣管理最佳实践调研，旨在帮助中国企业在全球化的过程

中不断完善海外派遣人力资源管理体系。该调研将全面呈现中国企业海外派遣中的薪酬及

福利管理趋势研究，以及在海外派遣中人才管理的实践，为中国企业走出去提供有力的市

场实践参考。

中国企业海外派遣管理最佳实践调研报告主要由以下四部分构成：

- 中国企业海外派遣的常见类型及整体薪酬策略；

- 海外派遣津贴设计标准（包括长期派遣与短期派遣）；

- 海外派遣住房、子女教育、税收支持等福利趋势；

- 海外派遣人才管理所面临的挑战和最佳管理实践。

26

C O S T O F L I V I N G R E P O R TT H E K E Y T O D E S I G N I N G A C C U R AT E E X P AT R I AT E C O M P E N S AT I O N P A C K A G E S

To encourage mobility and to manage your international assignment costs, you need precise information to calculate fair, consistent expatriate compensation packages. With offices in 42 countries and territories, Mercer brings you factual, objective price information from 300 cities around the world.

Based on more than 200 goods and services, our surveys are conducted by professional researchers in each location we cover. Carefully chosen vendors reflect only those outlets where your expatriates can buy goods and services of international quality.

- Cost-of-living index: price comparison of products and services between two cities - Host city accommodation information: provide monthly rental costs by area, accommodation type, size of room, furnished or unfurnished - Host city education information: provide tuition information of private schools, international schools and local schools with teaching in English, French, German, Italian or Japanese - Business travel expenses information: provide typical daily expenses in business travel, including hotels, meals, transportations and more - Our web-based application contains flexible and powerful tools to let you customize your cost-of-living allowance calculations.

R E P O R T F O R M A T

- Global HR Monitor - PDF

R E P O R T U P D A T E

The report is updated twice a year.

W W W . I M E R C E R . C O M / C O L

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生活成本信息设计外派员工薪酬的金钥匙

为了鼓励员工外派并能有效的管理国际派遣的成本，您需要精准的信息来计算公平、公

正、持续连贯的外派薪酬组合。分布在42个国家和地区的美世专业顾问，将带给您全球

300多个城市的真实而客观的商品及服务的价格信息。

美世的专业研究人员，基于对海外派遣员工消费行为模式和习惯的多年研究，每年二次，在

全球300多个城市，同步进行 200余种产品和服务的价格调查。

美世提供的生活信息主要包括：

- 生活成本指数：城市间产品和服务的价格比较

- 当地住房信息：按照居住的区域、房屋的类型、居室的面积和是否提供配套家具，提

供月房租信息

- 当地学校信息：提供了包括私立学校、国际学校和当地以英语、法语、德语、意大利

语、日语授课的各种类型学校的学费信息

- 当地每日出差津贴信息：提供了商务出差中各种典型日常开销的费用，包括住宿、就餐

和交通等

- 美世提供强大的在线工具，可以帮助客户迅速、定制化地计算生活成本津贴

报告提供方式

- 美世网上工具Global HR Monitor

- PDF版本

报告更新

报告每年更新两次

W W W . I M E R C E R . C O M / C O L

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Q UA LI T Y O F L I V I N G R E P O R TC O M P A R E C I T I E S A N D S E T H A R D S H I P A L L O W A N C E S F O R Y O U R I N T E R N AT I O N A L LY M O B I L E W O R K F O R C E

To encourage employment mobility and keep abreast of the competition, you need reliable information to help you calculate fair, consistent expatriate allowances. Based on 39 factors within 10 categories, Mercer’s Quality of Living reports contain all the key elements you need to calculate hardship allowances for transfers to more than 460 cities worldwide. “Hardship allowance” refers to the premium compensation paid to expatriates who experience – or should expect to experience – a significant deterioration in living conditions in their new host locations.

Our reports are based on the Mercer’s annual Quality of Living Survey. The survey questionnaire is developed by international Mercer professionals, working closely with major multinational companies and other experts in the field.

R E P O R T F O R M A T

- Global HR Monitor - PDF

W W W . I M E R C E R . C O M / Q O L

- - -

Quantitative scoring establishes objective assessment of quality of living. Our web-based application contains flexible and powerful tools to let you customize your hardship allowance calculations and access details of the scores used in calculating the quality of living index. The report is updated once a year.

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生活质量信息帮助您进行城市之间比较，以便为国际派遣员工设计艰苦津贴

为了鼓励员工内部流动并保持有竞争力的外派薪酬，您需要信得过的信息来源，来帮助您

计算公平，可持续的外派津贴。基于10大类39个因素，美世生活质量信息报告涵盖所有您

需要的主要信息来帮助您准确计算派往460个城市的艰苦津贴。艰苦津贴是给予派遣员工

额外的津贴，以补偿他们将被派往更为艰苦的环境去工作。

我们的报告是基于美世每年的生活质量调研。这份调研问卷是由美世全球的专家设计完

成，并长期得到几家主要跨国公司和该领域专家的指导和建议。

- 量化的评分标准保证了生活质量评估的公平性

- 美世提供强大的在线工具可以帮助客户迅速、定制化地计算生活质量/艰苦津贴

- 报告每年更新一次

报告提供方式

- 美世网上工具Global HR Monitor

- PDF

W W W . I M E R C E R . C O M / Q O L

31

H R P R A C T I C E S & W O R K F O R C E E F F E C T I V E N E S S人力资源管理实践和效能

32

T I M E L I N E S D A T A C O L L E C T I O N C L O S E

R E P O R T R E L E A S E

Q UA RTER 1 5 February 15 March

Q UA RTER 2 10 May 15 June

Q UA RTER 3 10 August 15 September

Q UA RTER 4 10 November 15 December

P R I C E


N O N-TR S PA RT I C I PA NT RMB 11,800

C H I N A M O N I T O RAs Mercer’s knock-out product, China Monitor is a short-term survey which has significant influences on the market and attracts clients across China.

As an industry benchmark, China Monitor receives over 500 participants per quarter from 2008 to 2015.

China Monitor is a product which keeps pace with the times, dips deep into the industry with professional insights, tracks the trend of HR market and its practice in China and Asian Pacific region, and assists human resource and business managers in developing HR strategies.

2015 Review and 2016 Outlook

Attract and Retain Key Talents Effectively with Health Benefits

- Mid- and High- end Medical Insurance - Vision & Dental

- Health Check-up - HRA (Health Risk Assessment) - EAP (Employee As- sistance Program)

- Management of Chronic Disease - Innovative Heath Benefit

Q1

C H I N A M O N I T O R C O V E R S :

Key global/ local macroeconomic data: such as GDP, CPI, PMI, and new HR-related policies etc;

Key human resource index: compensation rate, turnover rate and headcount change;

Hot issues: observation and analysis on hot topics. Each quarter focuses on one key hot topic.

- Variable Bonus - Company Budget - Company Performance

- HR Priorities and Challenges - Severance Redundancy Policy

Q2

Q3

Q4

Fresh Graduates Starting Pay & Management of New Generation

R&D Development Trends and HR Practice

- Graduates’ Starting Pay - Characteristics of Young Generation at Work

- Attraction of Young Generation - Retention of Young Generation

- R&D Center Development Trends - Attraction of R&D Talents

- Retention of R&D Talents - Rewards & Incentives Program for R&D Staff

W W W . I M E R C E R . C O M / C H I N A - M O N I T O R

H O T T O P I C S

33

- HR Priorities and Challenges - Severance Redundancy Policy

调研时间表数据收集截止日期

报告发布日期

第一季度 2016年2月5日 2016年3月15日

第二季度 2016年5月10日 2016年6月15日

第三季度 2016年8月10日 2016年9月15日

第四季度 2016年11月10日 2016年12月15日

价格表 - 锐视中国



锐视中国锐视中国作为美世中国的拳头产品，是极具行业内市场影响力和广泛客户拥趸的短周期

调研。锐视中国作为行业标杆，自2008年至2015年，每个季度均有超过500家调研参与

企业。

锐视中国紧抓时代脉搏，以专业见地深耕行业，及时跟踪中国及亚太区人力市场动向和人

力资源实践的变化趋势，助力人力资源及企业管理人员制定人力策略。

第一季度 2015回顾与 2016展望

第二季度利用健康福利吸引和保留关键人才

- 中高端医疗保险福利 - 眼科&齿科保健 - 健康体检

Q1

锐视中国主要由三部分构成 :

关键的国际/国内宏观经济数据：如GDP，CPI、PMI（采购经理指数）、以及与人力资源相关的新政

策法规等；

重要的人力资源指标：调薪率、离职率、编制变化；

聚焦热点：观察分析市场炙手可热的人力资源话题，每季度锁定一个核心话题

- 浮动奖金 - 企业业绩 - 公司预算

- HR工作重点与挑战 - 解雇裁员政策

Q2

Q3

Q4

第三季度毕业生起薪

& 新生代员工管理

第四季度研发中心的发展趋势与HR实践

- 毕业生起薪 - 新生代员工的职场特点

- 新生代员工（90后）的吸引 - 新生代员工的保留

- 研发中心的发展趋势 - 研发人员的吸引

- 研发人员的保留 - 研发人员薪酬与激励

W W W . I M E R C E R . C O M / C H I N A M O N I T O R

热点话题

- 健康风险分析 - 员工帮助计划 - 慢性病管理

- 健康福利创新

34

This report studies the talent management in the market. It provides insights of the current trend, strategy, talent assessment, development and succession plan of talent management. The study covers key talents, managers and executives. Through thorough analysis supported by interview of companies’ best practice, the report presents market practices and development trend of talent strategic management.

STR ATEG IC TALENT MANAG EMENT PR ACTICE REPORT COVERS:

- Trend of talent management - Relationship between business and talent management - Popular assessment tools, approaches to communicate assessment results and the link between assessment and talent development - Most effective development programs for different groups - Recognition of key talents and practice of succession plan - Interviews of companies’ best practice

S T R A T E G I C T A L E N T M A N A G E M E N T M O D E L

S T R A T E G I C T A L E N T M A N A G E M E N T P R A C T I C E R E P O R T


DATA S U B M I S S I O N D E A D LI N E 31 May 2016

R EPO RT D ELI V ERY DATE 31 August 2016

P R I C E



STR ATEGY D E F I N I N G T A L E N T R E Q U I R E M E N T S - Talent strategy and tactics - Success profile - Key talents

ASSESSMENT E V A L U A T I I N G T H E B E N C H - Individual assessment - Risk and gap analysis on the size, performance, engagement and capability of the pipeline

SUCCESSION M A N A G I N G T H E P I P E L I N E - Goal setting and performance evaluation - Key role succession - Pipeline management

DEVELOPMENT B U I L D I N G T A L E N T C A P A B I L I T Y - Skills, knowledge, and behavior - Development roadmaps and interventions - Custom learning


35

以人才管理作为研究对象，涵盖人才管理的发展趋势、人才管理的战略、人才评估、人才发

展以及继任计划等多个方面，覆盖关键人才、基层管理者和中高管。通过详实的调研分析，

辅以企业最佳实践访谈，展现战略性人才管理的市场实践及发展趋势。

战略性人才管理实践报告主要包含的内容 :

- 人才管理的发展趋势；

- 人才管理与业务之间的关联；

- 企业常用的评估工具、评估结果的沟通以及评估结果与人才发展之间的关联；

- 针对不同群体所展开的最有效的发展项目及项目详情；

- 关键人才的识别及继任计划的实践；

- 企业最佳实践访谈。

战略性人才管理模型：

战略性人才管理实践报告

战略定义人才需求

- 人才战略和战术

- 成功典范

- 关键角色

测评评估现状

- 个体评估

- 对于规模、绩

效、敬业度和把

握机会能力的

风险和差距

分析

继任管理继任者

- 目标设定和绩

效评定

- 关键角色继任

- 继任者管理

发展培养能力

- 技能、知识和行

为方式

- 发展路径和干预

- 定制化学习并学

以致用

调研时间表



调研费用




36

In 2016, Mercer launches the E-commerce Talent Compensation HR Practice Report which provides an in-depth study of E-commerce businesses as well as organization behaviors. The report consolidates hot topics from and delivers structural information of E-commerce talent strategy.

E - C O M M E R C E T A L E N T C O M P E N S A T I O N A N D H R P R A C T I C E R E P O R T S C O V E R S :

E - C O M M E R C E T A L E N T C O M P E N S A T I O N A N D H R P R A C T I C E R E P O R TIn the recent years, China’s E-commerce business has growth so rapidly that traditional industries and emerging industries have competed fiercely in both consumer and talent sectors. As industry barriers gradually disappear, many companies face the challenge to acquire latest market practices and approaches.

Current E-commerce status, business models and strategies Organization and people structure of E-commerce function, human capital metrics and talent attraction practice in market Compensation strategy of E-commerce function and approaches of internal equity Market regression data of E-commerce sales, marketing, design, operation and data analysis functions Sales incentive schemes and performance management of E-commerce talent People development and retention program for E-commerce function

- - - -

- -


DATA CO LLECTI O N C LO S E 30 September 2016

R EPO RT R ELE A S E 15 November 2016

P R I C E




37

电商人才薪酬和人力资源实践报告近年来，电子商务在中国市场中异军突起，传统行业和新兴行业在电商领域内展开了激烈

的业务以及人才争夺。行业壁垒逐渐打通，获悉市场上最新的实践操作是诸多企业

所遇到的挑战。

在2016年，美世重拳推出电商人才薪酬和人力资源实践报告，基于对各行业电商业务以及

组织架构的深入探讨、摸索并提炼出客户关心的热点话题，以结构化的形式为企业

制定电商人才发展策略提供有力参考。

电商人才薪酬和人力资源实践报告主要由六部分构成 :

- 企业的电商业务状况、业务模式以及业务发展策略。

- 电商组织架构设计及人员结构、人力资本效能指标以及招聘实践操作。

- 针对电商人员的薪酬策略、内部平衡策略。

- 电商销售、市场、设计、运营、数据分析等职能跨行业薪酬回归数据。

- 电商销售人员的激励计划设计及绩效考核管理。

- 电商人才发展计划及保留措施。


调研时间表



调研费用



38

With the purpose of providing strong and solid support to management team of human resource and sales business for decision making, Mercer delivered the Sales Force Total Rewards and Incentive Plan survey in the industries of consumer, pharmaceuticals, and medical device.

This high value added published reports contain proficient information and much practical value, and can help decision making easily.

2 0 1 4 -2 0 1 5 S A L E S F O R C E T O TA L R E W A R D S A N D I N C E N T I V E P L A N S U R V E Y P U B L I S H E D R E P O R T

W W W . I M E R C E R . C O M / C H I N A S A L E S F O R C E

O R G A N I Z A T I O N A N A L Y S I S

- Financial size

- Sales force size - Sales business cycle

- Turnover rate of sales team

- Sales talent acquisition strategy B E S T P R A C T I C E

O F S A L E S F O R C E M O T I V A T I O N

- Objective & eligibility

- Key content - Effectiveness

T Y P I C A L B E N E F I T F O R S A L E S F O R C E

- Target position of

sales benefit - Typical allowance item

- Amount of typical allowance

J O B M A N A G E M E N T O F S A L E S F O R C E

- Job grading - Job titling

- Job qualificationC R O S S I N D U S T R Y

A N A L Y S I S O N S A L E S I N C E N T I V E P L A N

- Incentive plan

comparison analysis across consumer pharmaceuticals

and medical device industries

S A L E S I N C E N T I V E P L A N M E C H A N I C S

- Pay mix

- Performance measures - Performance threshold

and outstanding level - Incentive calculation

andplan mechanism - Change management

- Special casesmanagement - Special recognition

policy

S A L E S C O M P E N S A T I O N

S T R A T E G Y

- Target market - Target position of

compensation - Salary structure

management - City index policy

S A L E S P E R S O N C A R E E R

D E V E L O P M E N T M A N A G E M E N T

- Career development

program - Promotion management - Rotation management

P R I C E T R S P A R T I C I P A N T

N O N T R S P A R T I C I P A N T

CO N S U M ER I N D U STRY PH A R M AC EU TI CA LS I N D U STRY M ED I CA L D E V I C E I N D U STRY

RMB 33,600 PER INDUSTRY

RMB 39,600 PER INDUSTY

39

为了能够给人力资源管理者和销售管理者提供强有力的决策支撑，美世于2015年在消费品

行业、医药行业、医疗器械行业开展销售团队整体报酬和激励计划调研。

这份附加值非常高的调研报告包含了丰富的、实践性强的信息，是各公司相关决策的有力

参考。

2 0 1 4 -2 0 1 5 销售团队整体报酬与激励计划调研报告

W W W . I M E R C E R . C O M / C H I N A S A L E S F O R C E - C N

组织分析

- 财务规模 - 销售团队规模

- 企业销售生命周期 - 销售人员流动率

- 销售人员获取策略销售团队激励

管理的最佳实践

- 项目目标 - 项目关键内容

- 项目效果销售团队典型福利

- 销售福利定位 - 销售福利项目

- 典型福利项目津贴值

销售职位管理

- 销售职位等级 - 销售职位头衔

- 销售职位任职资格销售激励计划

跨行业比较分析

- 销售激励计划机制的跨行业比较分析：

消费品行业、医药行业、医疗器械行业

销售激励计划机制

- 薪酬组合 - 绩效指标

- 绩效门槛值、封顶值 - 销售激励计算与激励机制

- 激励计划变革管理 - 特别情况处理 - 特别奖励政策

销售薪酬策略

- 比对市场 - 销售薪酬定位

- 销售薪酬架构管理 - 销售人员城市薪

酬指数

销售人员职业发展管理项目

- 职业发展项目流行度 - 销售人员晋升管理 - 销售人员轮岗管理

调研费用 T R S 参加者非 T R S 参加者

消费品行业医药行业医疗器械行业

33,600元每个行业

39,600元每个行业

40

H U M A N C A P I T A L M E T R I C S- - - -

Assesses the effectiveness of the organizational structure, human capital management process effectiveness and return on investment in human capital. Helps organizations quantify the relationship between human capital management and organizational performance, and benchmark them against the market or against their own business units within same organization. Helps different business units assess human capital efficiency. Tracks the performance of human capital management year over year, and supply market data to make better decisions.

H U M A N C A P I T A L M E T R I C S M O D E L

O R G A N I Z A T I O N S T R U C T U R E E F F I C I E N C Y- Staff by level as % of total employees - Staff by function as % of total employees - Expatriate employee as % of total employees

H U M A N C A P I T A L A C Q U I S I T I O N- Recruiting expense as % of HR function expense - Working days to fill position

H U M A N C A P I T A L D E V E L O P M E N T

- Training cost per employee - Training hours per employee - Training cost as % of base salary cost - Training cost as % of HR function expense - Internally promoted employees as % of total employees

H U M A N C A P I T A L M A I N T E N A N C E- HR function expense per employee - HR function expense as % of sales revenue - Total cash cost per employee - Total remuneration cost per employee - Total variable pay cost as % of base salary cost - Total benefit cost as % of base salary cost

H U M A N C A P I T A L R O I- Sales revenue per employee - Pre-tax profit per employee - Sales revenue per total cash cost - Pre-tax profit per total cash cost - Sales revenue per total remuneration cost - Pre-tax profit per total remuneration cost

41

H U M A N C A P I T A L M E T R I C S

D A T A S U B M I S S I O N D E A D L I N E

R E P O R T D E L I V E R Y D A T E

AU TO M OTI V E I N D U STRY

3 September 2016 10 November 2016

CO N S U M ER I N D U STRY


PE TRO LEU M & C H EM I CA L I N D U STRY


I NTER N E T I N D U STRY


P R I C E RMB 17,800 (per industry)

4141

H U M A N C A P I T A L M E T R I C S S T A N D A R D R E P O R T

- -

Presents the market benchmark data according to different categories such as employee size, sub-industries and company classification types

Analyzes the market position of the organizations’ human capital indicator, to reflect the organizations’ level of corporate governance


W W W . I M E R C E R . C O M / H C M

42

人力资本效能管理报告-

-

-

-

评估组织结构有效性、人力

资本管理过程有效性以及

人力资本投资回报率

量化人力资本管理与组织

业绩关系，实现企业与市场

之间的差异分析

支持企业内部多业务单元

之间的人力资本管理效率

的评估

逐年追踪企业与市场之间人

力资本运营效能变化，为提

升组织效率提供决策依据

人力资本效能管理模型：

组织结构有效性

- 各层级人员占全体人员的比例 - 各职能人员占全体人员的比例 - 外派人员占全体人员的比例

人力资本获取

- 招聘费用占人力资源职能费用比例 - 招聘周期

人力资本维护

- 人均人力资源职能费用 - 人力资源职能费用占销售收入比例 - 人均总现金收入成本

- 人均总薪酬福利成本 - 变动奖金占基本工资比例 - 福利总成本占基本工资比例

人力资本开发

- 人均培训费用 - 人均培训时间 - 培训费相当于基本工资比例

- 培训费占人力资源职能费用比例 - 内部晋升比例

人力资本投资回报率

- 人均销售收入 - 人均税前利润

- 每元总现金收入成本带来的销售收入 - 每元总现金收入成本带来的税前利润 - 每元总薪酬成本带来的销售收入 - 每元总薪酬成本带来的税前利润

43

人力资本效能

管理报告

数据收集截止

日期

报告递交日期

汽车行业 2016年9月3日 2016年11月10日

消费品行业 2016年9月3日 2016年11月20日

石油和化工行业 2016年9月13日 2016年11月30日

互联网行业 2016年9月23日 2016年11月30日

调研费用 17,800 元 (每个行业)

4343

人力资本效能标准版报告：

调研时间表

-

-

根据人员规模、子行业和公司类型等分类

呈现基准指标市场数据

分析企业人力资本指标在市场上所处区

间，直观反映企业管理水平

W W W . I M E R C E R . C O M / H C M - C N

44

Long-term incentives (LTI) is a reward system designed to improve employee’s long-term performance by providing rewards that typically comes in the form of restrict stock unit (RSU) or performance shares. Find out how companies in China have been using LTI to reward performance, what policies they have put in place to ensure that executives are rewarded appropriately for achievement of the company’s strategy performance, and how they are typically structured to include a targeted level of performance. The survey results will reveal important information like LTI plan prevalence, eligibility, and effectiveness, as well as provide data on grant size, value and frequency, and insights on administrative and implementation best practices.

T H E S U R V E Y W I L L :

- Examine the end-to-end process of implementing LTI plans - Provide LTI management best practices from the perspectives of Human Resource Management practitioners. - Gives you the advantage of having real data combined with expert analysis, in a practical ‘how-to’ manual on LTI that you can reference at your fingertips.

S U R V E Y C O N T E N T S :

2 0 1 5 L O N G -T E R M I N C E N T I V E P O L I C I E S A N D P R A C T I C E S S U R V E Y

- LTI plan prevalence - LTI plan eligibility - LTI plan effectiveness - The equity pool reserved for LTI - LTI grant size - LTI grant value - LTI grant frequency - LTI vesting schedule - Employee rights - Income tax for individuals - LTI plan performance conditions - LTI plan administrative clauses for particular termination

- LTI plan administrative clauses for particular population - LTI plan implementation challenges Other design factors

P R I C E T R S P A R T I C I P A N T

N O N T R S P A R T I C I P A N T

A LL I N D U STR I ESRMB 24,800 PER INDUSTRY

RMB 26,800 PER INDUSTYH I G H TEC H &

I NTER N E T I N D U STRY

45

长期激励旨在通过提供诸如像限制性股票单元或业绩股票这样的奖励来提高员工的长期

表现。本调研将帮助您了解中国公司是如何运用长期激励来激励员工，如何确保公司政策

中对管理层的激励与公司的整体战略成就相匹配，以及这些政策如何被规划用以激励一系

列指定表现。调研结果包括众多重要信息，如长期激励计划激励工具、长期激励计划授予

资格、长期激励计划实施效果等，并提供海量、高质量数据，以及在管理、执行方面的最佳

举措的见解。

本调研将涵盖：

- 审视长期激励计划整体流程，尤其专注实施阶段

- 从人力资源管理者的角度出发，提供长期激励管理的最佳实践

- 集合样本量优势及专家观点，形成具有实战意义的指导性长期激励手册

报告内容：

2 0 1 5 长期激励政策与实践

- 长期激励计划激励工具

- 长期激励计划授予资格

- 长期激励计划实施效果

- 股权激励计划授予总量

- 长期激励计划激励范围

- 长期激励计划授予价值

- 长期激励计划授予频率

- 长期激励计划归属安排

- 长期激励计划实施中的员工权利

- 长期激励计划实施中的个税处理

- 长期激励计划业绩条件设置

- 长期激励计划退出方式

- 长期激励计划中特殊人群的处理

- 长期激励计划实施难点

- 股权类长期激励计划其他

设计要素

调研费用 T R S 参加者非 T R S 参加者

全行业 24,800元每个行业

26,800元每个行业高科技和互联网行业

46

How are other companies in my industry successfully building their talent pool despite rising C&B costs in recent years?

How should my HR program change to become more competitive in this fierce labour market, so that I can attract and keep high-potential employees and top performers?

How do I decide which communication channel is effective so that I can adopt the right channels to improve employees’ awareness and satisfaction and increase employee’s engagement, and deliver successful HR programs?

What are the different needs of Gen X and Gen Y and how can I align their individual needs with corporate goals?

Join Mercer’s China Total Rewards Survey, to find out how you are approaching many of these hot talent issues and how your practices compare with the market. Get in-depth insights on what successful companies are doing to shift from being administrative to becoming strategic HR.

2015 TOTAL REWARDS S U RVEY: INNOVATIVE POLIC IES AND BEST PR ACTICE

With examples of best practices based on real data, you can easily identify specific strategies, solutions and actions to implement successful HR programs, and how to find and retain the best possible talent for your company.

Recognizing critical workforce segments, like Gen X and Gen Y is a core component to successful total rewards strategy, and focusing on a specific job function can mean the difference between attracting critical employees or watching them go to your competitors. Companies that emphasize factors beyond pay like career progression opportunities, work/life balance and effective communication will have the competitive advantage.

By joining this survey, you will get the latest insights to how companies in China are maintaining their investments across different offerings of their total rewards strategy. The report will identify innovative policies and best practices, essential to supporting business goals, delivering on greater pay for performance and promoting employee engagement.

C O M P E N S A T I O N

W O R K L I F E B A L A N C E

- Pay philosophy - Retention bonus - Financial-based individual award

- Time off / leave practices - Work from home - Flexible working hours - Home office

- Wellness program - Flexible benefits - Wealth-accumulated plan (retirement/ savings plan)

- Promotion speed - Job rotation - Title management - High-end coaching - Programs to a special group of employees (e.g. management, key talents)

P R I C E



C A R E E R D E V E L O P M E N T

B E N E F I T S

47

近年来，公司的薪酬福利成本不断攀升。那么，

业内其他公司在管理人才团队方面究竟有着哪

些奇思妙招？

在激烈的人才竞争中，我该如何优化人力资源

项目以提高其市场竞争力，来吸引并保留关键

人才？

哪种沟通渠道可以有效提升员工归属感与满意

度，帮助人力资源项目的顺利实施？

60、70后与80后、90后员工到底有怎样不同的

诉求？我该如何将他们各自的职业诉求与公司

目标挂钩？

现在，参加美世中国整体报酬调研，零距离直

面这些最热门人才管理问题，对标市场最佳实

践，洞悉人力资源从行政支持华丽转身为企业

2 0 1 5 整体报酬调研：创新政策与最佳实践

战略伙伴的成功经验。根据最佳实践案例，您

可轻松了解成功实施人力资源项目和发现保留

最佳人才的特定战略、方案和实践。

识别公司内部不同的员工群体，如60-70年代

员工与80-90年代员工是整体报酬战略的关键

部分。同时，是主动出击、吸引关键员工；还是

对员工离职束手观望？这也与公司是否能准确

关注特定职位休戚相关。不仅关注薪酬，同时

也关注员工职业发展，工作生活平衡，有效沟

通的公司在市场上的竞争力是显而易见的。

通过参与本调研，您将获得中国企业在整体报

酬管理战略方面的第一手信息。此调研将为您

呈现市场上的创新政策与最佳实践，这些对于

企业目标达成、优化绩效、提升员工敬业度都

是至关重要的。

薪酬

工作生活平衡

- 付薪理念

- 留任奖金

- 个人奖励

- 假期政策

- 在家办公

- 弹性工作时间

- 长期在家办公

- 健康管理计划

- 弹性福利

- 财富积累计划（养

老/储蓄计划）

- 晋升速度 - 轮岗 - 职衔体系管理 - 高端培训 - 针对特定人群的职业发展

计划（如管理层、关键人才）

调研费用



福利职业发展

In today’s slow but still growing economy, ‘old’ data can provide a look at past trends, but can no longer provide adequate guidance for a progressive and forward-looking business. Instead, we need to analyze fresh industry big data to evaluate the current and future human capital investment for both engineers and blue-collar workers.

Mercer has been running this survey since 2008 and has enough data and experience to interpret the information to provide a view that will integrate management policies, compensation and market trends. Y ou will have a deeper understanding of local blue-collar workers and insights for engineer management through this report.

Mercer’s China Engineer and Blue Collar Survey will delve deeper into understanding the relationship between cost and workforce productivity through the use of different metrics. This survey aims to intelligently help organizations and employers discover their competitive position in the market, by looking into both direct costs(such as salary and benefits, and salary increase), and intangible costs (such as non-cash benefits and turnover rates), to create viable programs for effective talent recruitment, retention and development.

C H I N A E N G I N E E R A N D B L U E C O L L A R S U R V E Y

- Electronic High Tech Industry Report - Automotive and Auto Parts Industry Report - Medical Device Industry Report - Pharmaceutical Industry Report - Consumer Goods Industry Report

- Expanded topics such as talent attraction and retention.

W H A T ’ S N E W I N 2 0 1 6 S U R V E Y ?

- Addition of new talent group: Engineers. - Includes insights on performance management, career development, and talent incentives.

R E P O R T S A R E D E L I V E R E D B Y C I T I E S O R B Y I N D U S T R I E S .

I N D U S T R I E S C O V E R :

C I T I E S C O V E R S :

- Beijing - Shanghai

- Guangdong - Nanjing

48

- Chemical and Energy Industry Report - Large Machinery Manufac- turing Industry Report - Non-Large Machinery Manu- facturing Industry Report

P R I C E

TRS PARTICIPANT

RMB 8,800 per city/ per industry

RMB 52,800 all city/ all industry

NON TRS PARTICIPANT

RMB 10,800 per city/ per industry

RMB 65,800 all city/ all industry

49

置身于变化多端的市场，我们已无法满足从“事后诸葛亮”的数据解读中寻找成功的答案，而是

更期望借助于多元化的“行业大数据”分析来定位及评估自身的人力资本投入的现状和未来。工

程师及蓝领工人则是我们挑选出来的最具备影响制造业人力成本的关键因子。

美世自2008年开始致力于此方面的研究，历经数年的数据积累与沉淀，调研报告将进一步综合

管理实践和薪酬调查，并结合历史数据为您呈现更多的市场趋势。通过此次调研，您不仅会对当

地的蓝领工人市场趋势有全面的了解，还将获得在工程师人力资源管理挑战方面的启发。

美世中国工程师及蓝领人力资源管理调研报告将借助对生产效能方面的深入研究和分析，以及

提供企业现行的政策评估（包括薪酬福利的有形成本，薪资增长率，非现金形式的无形成本以

及员工主动离职率等）来帮助企业针对工程师及蓝领建立更为经济可行的人才招聘、保留、开发

等方案。

中国工程师及蓝领人力资源管理调研报告

- 电子高科技 - 汽车及汽车零配件 - 医疗器械 - 制药

- 扩展原有的人才吸引、保留等维度

2 0 1 6 年调研新增了如下特点：

- 增加工程师群体，扩充调研对象人群 - 增加绩效管理、职业发展、人才激励等维度

报告将按照地区和行业两个角度发布

行业涉及：

- 消费品 - 化工和能源 - 大型机械设备制造 - 非大型机械制造

地区涉及：

- 北京 - 上海

- 广东 - 南京

调研费用

TRS 参加者8,800 元每个城市或每个行业

52,800元所有城市或所有行业

非TRS 参加者10,800元每个城市或每个行业

65,800元所有城市或所有行业

美世中国各办公室联系方式

美世 · 上海

中国上海市淮海中路300号 K11大厦43层&50层邮编: 200021 电话: 86 21 6103 5500 传真: 86 21 6350 8120

美世 · 北京

中国北京市光华路1号嘉里中心南楼15层邮编: 100020 电话: 86 10 6533 4300 传真: 86 10 8529 7400

美世 · 广州

中国广州市天河路230-232号万菱国际中心1505-06, 1507B单元邮编: 510620 电话: 86 20 6661 5100 传真: 86 20 6661 2890

© 2016 Mercer LLC. All rights reserved.

美世 · 深圳

中国深圳市福田区金田路4028号荣超经贸中心209A单元邮编: 518035 电话: 86 755 3332 4500 传真: 86 755 3332 4550

美世 · 大连

中国大连市中山区友好路158号友好大厦712-715室邮编: 116001 电话: 86 411 8253 0280 传真: 86 411 8253 0281

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