jobsDB Hong Kong Hiring, Compensation & Benefits Report 2018

jobsDB Hong KongHiring, Compensation& Benefits Report 2018

jobsDB.com | PAGE 2jobsDB Compensation and Benefits Survey 2018COPYRIGHT@2018, jobsDB Hong Kong. ALL RIGHTS RESERVED

Content

Introduction ………………………………………………………………………………...………………………...10

Scope and methodology .…….…………………………………………………………………………………….11-12

Chart Size of participating companies

Definitions …………………………………………………………………………………………..………..............13-14

1. Hiring plan and market expectation

1.1 Expectation on employment market (Q4 2017)……..…………………………………..................15

Chart Expectation on employment market (Q4 2017)

1.2 Hiring plan (Q4 2017) ……..……….…………..……….…………………………………...................16

Chart Hiring Plan Comparison

1.3 Hiring plan (Q4 2017) – by company size .............….……………………………….....................17

Chart Hiring plan (Q4 2017) – by company size


Content (con’t)

1.4 Purpose of Hiring Staff (Q4 2017) ….……………….………………..………………......................18

Chart Purpose of hiring staffs

1.5 Reasons to replace the current staff (Q4 2017) ….……………………………….…................... 19

Chart Reasons to replace the current staff

1.6 What level of staff would be hired (Q4 2017) …...……………………………….………...............20

Chart What level of staff would be hired

1.7 What job function of staff would be hired (Q4 2017) .…....………………………….……...........21

Chart What job function of staff would be hired

1.8 Difficulty to recruit new staff VS same period last year (Q4 2017) ……..……….….................22

Chart Difficulty of recruiting new staff compared to same period last year


Content (con’t)

1.9 Job offers given out in the past 12 months being turned down ….…...………...................... 23

Chart Job offers given out in the past 12 months being turned down

1.10 Reasons for turning down offers ………….…………….………………………………............... 24

Chart Reasons for turning down offers

1.11 Most important criteria when considering to give out offers …………..….………................25

Chart Most important criteria when giving out offers


Content (con’t)

2. Pay adjustment prediction in 2018

2.1 Distribution of pay adjustment prediction in 2018 ….……………………………..................... 26

Chart Distribution of predicted monthly salary adjustment in 2018

2.2 Pay adjustment – by business sector ….………………………………………………................. 27

Chart Percentage of monthly salary adjustment in 2018 – by business sector


Content (con’t)

2.3 Pay adjustment – by job position…………………………...………..…………….............................................28

Chart Average monthly salary (2017 vs 2018) – Accounting ………...…………………………...............…..28

Chart Average predicted percentage of monthly salary adjustment – Accounting ………...……….....…….29

Chart Average monthly salary (2017 vs 2018) – Banking & Finance ….………………………………..….…30

Chart Average predicted percentage of monthly salary adjustment – Banking & Finance …………....……31

Chart Average monthly salary (2017 vs 2018) – Clerical / Secretarial / Operation ..….…...………….….....32

Chart Average predicted percentage of monthly salary adjustment – Clerical / Secretarial / Operation .....33

Chart Average monthly salary (2017 vs 2018) – Design …………………………….………….……….……..34

Chart Average predicted percentage of monthly salary adjustment – Design …………………….….…..….35

Chart Average monthly salary (2017 vs 2018) – Engineering ……………………….………...........…..…....36

Chart Average predicted percentage of monthly salary adjustment – Engineering ….……….......…..….…37

Chart Average monthly salary (2017 vs 2018) – Executive / General Management ………….……..…...…38

Chart Average predicted percentage of monthly salary adjustment – Executive / General Management...39


Content (con’t)

2.3 Pay adjustment – by job position …..……………………...………..……………...............................................28

Chart Average monthly salary (2017 vs 2018) – Human Resources & Administration ………….….….……..40

Chart Average predicted percentage of monthly salary adjustment – Human Resources & Administration...41

Chart Average monthly salary (2017 vs 2018) – Information Technology ………….….………………..….…..42

Chart Average predicted percentage of monthly salary adjustment – Information Technology ………...…....43

Chart Average monthly salary (2017 vs 2018) – Logistics ………….….……………………………..…..….…..44

Chart Average predicted percentage of monthly salary adjustment – Logistics……………............................45

Chart Average monthly salary (2017 vs 2018) – Marketing ………….….…………………………..…..………46

Chart Average predicted percentage of monthly salary adjustment – Marketing……………..........................47

Chart Average monthly salary (2017 vs 2018) – Merchandising………….….…………………………..………48

Chart Average predicted percentage of monthly salary adjustment – Merchandising……………..................49

Chart Average monthly salary (2017 vs 2018) – Sales………….….…………………………..…………………50

Chart Average predicted percentage of monthly salary adjustment – Sales…………….................................51


Content (con’t)

3. Bonuses

3.1 Performance bonus ……………………………………………………………………...................................52

Chart Percentage of companies providing double pay & performance bonus in 2017

Chart Percentage of companies providing guaranteed performance bonus in 2017

3.1.1 Performance bonus in 2017 – by business sector………….………………….………….......... 53

3.1.2 Predicted performance bonus in 2018 – by business sector…………………………………...53

Chart Performance bonus (2017 & 2018) - by business sector ………………………….54-58

3.1.3 Performance bonus in 2017 – by employee level………..….………….…….………..…..……..59

3.1.4 Expected performance bonus in 2018 – by employee level ………....…….………..…..……..59

Chart Performance bonus (2017 & 2018) - by employee level……………………………60

Chart Relative importance of criteria in determining bonus size …….…………………... 61

3.1.5 Number of performance bonus issued per year ……..….………….……………..…..…….….. 62

Chart How many times of performance bonus issued per year

3.1.6 Month of issue for performance bonus ……..….…………………….……………..…..…….….. 63

Chart Month to issue performance bonus


Content (con’t)

4. Benefits

4.1 Leaves

4.1.1 Annual leave in 2017 – by employee level ……...…………………………………….......... 64

Chart Annual leave provided in 2017 – by employee level

4.1.2 Special leave ……..……………………………………………………….…….………….......... 65

Chart Special leaves in 2017 ………………………………..……………………… 66

4.2 Family-friendly benefits ...……………………………..…………………………….……...................... 67

Chart Family-friendly benefits in 2017 ………………………………….……………………68

4.3 Work-life balance benefits….…………………………………..……………………….……................. 69

Chart Work-life balance benefits in 2017 ………………………………….……………….. 70

4.4 Accommodation related benefits ….………………………………...…………………....................... 71

Chart Accommodation related benefits in 2017 …………………………….……………... 72

4.5 Other benefits ….…………………………………..………………………………….............................. 73

Chart Other benefits in 2017 …………………………….…………………….…………..… 74

Conclusion ……..……………………………………………………….……………………………….…….…….. 75-76


To assist HR professionals devise their human resources plans for next year, jobsDB conducted a

Hiring, Compensation & Benefits Survey at the end of 2017. The most updated information from 191

corporations of different business sectors in Hong Kong is obtained. It provides an up-to-date overview

on the industry practices including hiring intention, prevailing pay rates, bonus payout quantum and key

work-life balance benefits.

Introduction

Disclaimer

The information provided in this report is for reference only. Whilst jobsDB endeavors to ensure the accuracy of the information in this report, no express or implied

warranty is given by jobsDB as to the accuracy of the information. jobsDB shall not be liable for any damages (including, without limitation, damages for loss of

business or loss of profits) arising in contract, tort or otherwise from the use of or inability to use this report, or any material contained in it, or from any action or

decision taken as a result of using this report or any such material.


1. Objective

The aim of this survey is to collect information about the hiring plan of companies in Hong Kong. The pay trend of full-time employees

working in different business sectors between 2017 and 2018 were also collected for analysis. These findings will help companies make

informed hiring decisions and provide useful data on pay/benefits adjustment.

2. Survey coverage

The survey covered 191 companies from 17 business sectors. Only full-time salaried employees working in Hong Kong were surveyed.

Expatriates, part-time and temporary employees were excluded. Among the surveyed companies, 82% of the companies employ less than

or equal to 50 staff, 11% employ 51-100 staff, 4% employ 101-200 staff, and 3% employ more than 200 staff.

Scope and Methodology

1-9 employees35%

10-50 employees

47%

51-100 employees

11%

101-200 employees

4%

201-500 employees

1%

over 500 employees

2%

Size of Participating Companies(No. of Participating Companies = 191)


3. Datum Point

Basic monthly salary (excluding any bonuses, but including commission) of surveyed companies as at 1 September 2017 was recorded

and predicted adjustment of basic monthly salary in 2018 was captured. The compensation and benefits in 2017 and 2018 were also

surveyed.

4. Data Collection Method

The survey was conducted through an online questionnaire. Companies were invited to fill in the questionnaire through email from 6 to

29 September 2017.

5. Data Analysis

Surveyed companies were requested to provide data of basic monthly salary of each job position in 2017, predicted salary adjustment of

each job position in 2018 and compensation and/or benefits provided.

The data was analyzed 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 business sector or size, or grouping job

positions according to job functions.

Scope and Methodology (con’t)


Basic monthly salary (HK$): the present monthly salary excluding any bonuses (both guaranteed and non-guaranteed bonuses) but

including commission in a particular job position. The present salary was recorded as at 1 September 2017.

Predicted adjustment (%): the predicted adjustment of a basic monthly salary in a particular job position in 2018.

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 their field’s experience:

1.Top / Senior Management

2.Middle Management / Non-managerial Professionals

3.Supervisory / Officers

4.Clerical / Frontline

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 into

halves.

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 average, median

and Q-range.

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

Definitions (con’t)


1.1 Expectation on employment market (Q4 2017)

34% of the surveyed companies expected that the employment market in Q4 2017 will be less active than the same period last year, while

46% of them expected the market will be about the same as current.

1. Hiring Plan and Market Expectation

More active than current14%

Less active than current34%

About the same as current

46%

Not sure6%

Expectation on Employment Market (Q4 2017)


1.2 Hiring plan (Q4 2017)

Among the respondents, 55% said they would hire staff in Q4 2017, representing a slight increase of 1% when compared with the same

period last year (54%). 26% of respondents said they would freeze their hiring process, a slight increase of 1% when compared with the

same period last year (25%). Furthermore, 2% of respondents plan to cut head count.


Remarks: Sum of percentages may not equal 100% due to roundingRemarks: Sum of percentages may not equal 100% due to rounding

* Questionnaire wordings changed from “freeze head count” to “freeze hiring process” from 2014

2012 2013 2014 2015 2016 2017

We will hire staff 63% 55% 64% 50% 54% 55%

We will cut head count 2% 2% 4% 6% 3% 2%

We will freeze hiring process* 25% 19% 12% 25% 25% 26%

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

0%

20%

40%

60%

80%

100%

% o

f C

om

pan

ies

Hiring Plan Comparison


1.3 Hiring plan (Q4 2017) - by company size


Remarks: Sum of percentages may not equal 100% due to rounding

1-9 employees10-50

employees51-100

employees101-200

employees201-500

employeesover 500

employees

No plan yet 21% 15% 5% 43% 0% 50%

We will cut headcount 1% 2% 0% 0% 33% 0%

We will freeze hiring process 27% 27% 24% 0% 33% 25%

We will increase headcount 51% 56% 71% 57% 33% 25%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

%C

onm

panie

s

Hiring plan (Q4 2017) - by company size


1.4 Purpose of Hiring Staff (Q4 2017)

The majority of the surveyed companies said that the purpose of hiring staff is to increase headcount to meet business needs (81%) and

replace resigned staff (54%). A small portion (10%) said they would hire to replace current staff.


55% of companies would hire staff in Q4 2017

81%

54%

10%

0%

20%

40%

60%

80%

100%

Increase headcount to meet business needs Replacement for resigned staff Replacement for current staff

%C

om

panie

s

Purpose of hiring staffs


1.5 Reasons to replace the current staff (Q4 2017)

For the companies that would hire staff to replace current staff, most of them said the reasons are for the current staff’s unsatisfactory

performance (55%) and poor working attitude(45%).


10% of companies would hire staff to replace current staff in Q4 2017

55%

45%

36%

18% 18%

9%

18%

0%

20%

40%

60%

80%

100%

Unsatisfactoryperformance

Poor workingattitude

Inadequateability

Lack of jobmotivation

Other forms ofmisbehaviour

Dishonesty /Lack of integrity

Other*

%C

om

panie

s

Reasons to replace the current staff


1.6 What level of staff would be hired (Q4 2017)

For the companies that would hire new staff, most of them were going to hire “Clerical / Frontline Staff” (58%) and “Middle Management /

Non-managerial Professionals” (50%). Employers who were going to hire “Top / Senior Management” have increased from 2016’s 7% to

2017’s 11%.


11%

50%48%

58%

0%

20%

40%

60%

80%

100%

Top / Senior Management Middle Management / Non-managerial Professionals

Supervisory / Officers Clerical / Frontline Staff

%C

om

panie

s

What level of staff would be hired

55% Companies would hire staff in Q4 2017


1.7 What job function of staff would be hired (Q4 2017)

For the companies that would hire new staff, the three most sought after job functions are “Sales, CS & Business Development” (31%),

“Accounting” (21%) and “Banking / Finance” (15%).


55% Companies would hire staff in Q4 2017

21%

12%

15%

3%5%

7%

4%

10%

2%

9%

2%

7%

2%

12%

3%1%

6%4%

1%

4%

31%

1%

11%

9%

0%

5%

10%

15%

20%

25%

30%

35%

%C

om

panie

s

What job function of staff would be hired


1.8 Difficulty to recruit new staff VS same period last year (Q4 2017)

For the companies that would hire new staff in Q4 2017, nearly half (46%) predicted the hiring difficulty would be about the same

compared to the same period last year, while 43% thought it would become more difficult.


4%

43%46%

8%

0%

20%

40%

60%

80%

100%

Easier More difficult About the same Did not recruit staff in thesame period last year

%C

om

panie

s

Difficulty of recruiting new staff compared to same period last year

55% of companies will increase headcount


1.9 Job offers given out in the past 12 months being turned down

In the past 12 months, more than half (55%) of surveyed employers have given out job offers that were later turned down. There was a

10% drop compared to the same period last year.


Yes55%

No45%

Job offers given out in the past 12 months being turned down


1.10 Reasons for turning down offers

A great majority (96%) of the candidates who had turned down offers said they had accepted another job offer. Other reasons include “the

terms of the offer are unsatisfactory” (83%) and “preferring to stay at the current company” (52%).


96%

83%

52%

22%

21%

8%

8%

4%

7%

0% 20% 40% 60% 80% 100%

Have accepted another job offer

The terms of the offer are unsatisfactory

Prefer to stay at the current company

The work itself is too difficult or too easy

The corporate culture does not feel right

There is too much travel required in the job

The commute to work is too long

Being worried about not getting along with the new manager

Other*

%Companies

Reasons for turning down offers

55% companies have given offers in

the past 12 months and have been

turned down


1.11 Most important criteria when considering to give out offers

The two most important criteria for employers to consider giving out offers are “candidate’s relevant work experience” (74%) and

“candidate’s qualification” (58%), which are the traditional concerns in the market.


36%

23%

12%

8%

6%

8%

25%

21%

17%

16%

9%

5%

13%

14%

21%

11%

22%

8%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Candidate’s relevant work experience

Candidate’s qualification

Candidate’s expected package

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

Referral’s recommendation

HR's decision

%Companies

Most important criteria when giving out offers

1st 2nd 3rd

1% / 1% / 1%

5% / 2% / 5%

1% / 1% / 3%

2% / 4% / 2%


2.1 Distribution of pay adjustment prediction in 2018

The predicted overall salary rise in 2018 will be 3.0%. 69.1% of the employees are predicted to receive a pay rise in 2018, which is less

than last year’s 74.3%. Among these 69.1% of employees, the average salary rise will be 3.3%; almost half of them (48.3%) will receive

more than 4% salary rise.

2. Pay Adjustment Prediction in 2018

0.0%

30.9%

0.1%1.1%

22.6%

11.9%

27.0%

1.7%

4.7%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

Less than 0% 0% 0.1-1.0% 1.1-2.0% 2.1-3.0% 3.1-4.0% 4.1-5.0% 5.1-6.0% over 6%

%C

om

panie

s

Distribution of Predicted Monthly Salary Adjustment in 2018

69.1% employees are predicted to receive a salary rise in 2018; average rise 3.3%


2.2 Pay adjustment – by business sector

In terms of business sectors, “Accounting/Audit/Tax Services” is going to have the highest average increase of monthly salary in 2018

(4.9%), followed by “Engineering - Building, Civil, Construction / Quantity Survey” (4.6%) and “Engineering - Others” (4.6%).


Remarks: Business sector with less than 3 companies or 5 employees are not shown

4.9%

3.4%3.2%

2.9%

4.6%

3.4%

4.6%

2.2%

2.8%3.1%

1.3%

3.5%

0.0%

3.1%

2.6%

2.1%

3.6%

Overall %Adjustment+3.0%

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

% o

f adju

stm

ent

Percentage of Monthly Salary Adjustment in 2018 - by Business Sector


2. Pay Adjustment Prediction in 20182.3 Pay adjustment – by job position

$96,639

$58,264

$36,550

$30,833

$25,132

$17,818$15,053

$99,619

$59,806

$37,652

$31,692

$25,810

$18,541$15,565

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CFO / FinancialDirector

Financial Controller Accounting / FinanceManager

Chief Accountant Accountant / SeniorAccountant

Assistant Accountant Accounting Clerk /Officer

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Accounting – by job position)

Average Current Monthly Salary Predicted Average Monthly Salary

2017

Average $96,639 $58,264 $36,550 $30,833 $25,132 $17,818 $15,053

Median $96,650 $52,500 $35,000 $33,750 $25,000 $17,000 $14,500

Q-Range $62,500 - $110,000 $38,000 - $70,000 $30,000 - $45,000 $20,000 - $35,500 $20,000 - $30,000 $14,000 - $18,350 $13,000 - $17,000

2018 Average $99,619 $59,806 $37,652 $31,692 $25,810 $18,541 $15,565

2017 (Actual) 2018 (Predicted)



3.3%

2.8% 2.9%

2.5%2.6%

4.2%

3.5%

Overall Adjustment3.3%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

CFO / FinancialDirector

Financial Controller Accounting / FinanceManager

Chief Accountant Accountant / SeniorAccountant

Assistant Accountant Accounting Clerk /Officer

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Accounting – by job position)



2017

Average $68,714 $30,889 $41,563 $20,621 $17,611

Median $60,000 $33,000 $34,750 $18,700 $16,000

Q-Range $55,500 - $75,000 $26,500 - $40,000 $27,000 - $57,500 $17,350 - $19,350 $16,000 - $17,000

2018 Average $70,271 $32,088 $43,542 $21,394 $18,385

$68,714

$30,889

$41,563

$20,621$17,611

$70,271

$32,088

$43,542

$21,394$18,385

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

Compliance Manager Customer Service Executive/ Officer

Company Secretary Assistant CompanySecretary

Company Secretary Officer /Assistant

HK

DAverage Monthly Salary - 2017 (Actual) vs 2018 (Predicted)

(Banking & Finance – by job position)

Average Current Monthly Salary Predicted Average Monthly Salary2017 (Actual) 2018 (Predicted)



2.1%

3.7%

4.8%

4.3%4.4%

Over Adjustment2.8%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

5.0%

Compliance Manager Customer Service Executive /Officer

Company Secretary Assistant Company Secretary Company Secretary Officer /Assistant

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Banking & Finance – by job position)



2017

Average $12,545 $11,002 $13,826 $25,000 $21,326 $35,498 $24,822 $19,085

Median $12,000 $11,000 $13,000 $25,000 $22,000 $35,000 $23,040 $19,000

Q-Range$11,000 -$13,750

$9,000 - $12,500$12,000 -$15,189

$19,000 -$30,000

$17,750 -$25,000

$25,000 -$41,235

$21,000 -$31,000

$15,000 -$23,000

2018 Average $12,798 $11,295 $14,267 $25,595 $22,026 $36,772 $25,531 $19,772

$12,545$11,002

$13,826

$25,000

$21,326

$35,498

$24,822

$19,085

$12,798$11,295

$14,267

$25,595

$22,026

$36,772

$25,531

$19,772

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

Clerk Office Assistant Receptionist Executive Secretary Secretary OperationsManager

AssistantOperationsManager

Operations Officer

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Clerical / Secretarial / Operation – by job position)




2.1%

2.3%

3.1%

2.6%

3.4%

3.8%

2.7%

3.6%

Over Adjustment2.8%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Clerk Office Assistant Receptionist Executive Secretary Secretary Operations ManagerAssistant OperationsManager

Operations Officer

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Clerical / Secretarial / Operation – by job position)



2017

Average $40,833 $22,692 $19,505

Median $42,000 $23,000 $19,000

Q-Range $30,000 - $52,000 $20,000 - $23,700 $17,000 - $23,000

2018 Average $41,853 $23,313 $20,382

$40,833

$22,692

$19,505

$41,853

$23,313

$20,382

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

Design Manager Senior Designer Graphic / Fashion / Interior / Web Designer

HK


(Design – by job position)




2.7%2.7%

4.1%

Over Adjustment3.2%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Design Manager Senior Designer Graphic / Fashion / Interior / WebDesigner

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Design – by job position)



2017

Average $44,500 $34,000 $22,972 $17,154 $15,755

Median $47,200 $35,000 $25,000 $18,000 $18,000

Q-Range $35,000 - $55,000 $24,750 - $40,000 $20,000 - $25,000 $15,000 - $18,250 $10,795 - $20,000

2018 Average $45,948 $35,199 $23,800 $17,629 $16,178

$44,500

$34,000

$22,972

$17,154$15,755

$45,948

$35,199

$23,800

$17,629$16,178

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

$45,000

$50,000

Engineering Manager Senior Engineer Engineer Assistant Engineer Technician

HK


(Engineering – by job position)




3.2%3.3%

3.4%

3.0%

2.2%

Over Adjustment2.7%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Engineering Manager Senior Engineer Engineer Assistant Engineer Technician

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Engineering – by job position)



2017

Average $106,361 $85,602 $73,446

Median $89,146 $95,000 $60,000

Q-Range $60,000 - $130,000 $76,220 - $100,000 $47,500 - $99,000

2018 Average $108,462 $86,680 $76,365

$106,361

$85,602

$73,446

$108,462

$86,680

$76,365

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

CEO / President Vice President General Manager

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Executive / General Management – by job position)




2.1%

1.8%

3.3%

Over Adjustment2.6%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

CEO / President Vice President General Manager

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Executive / General Management – by job position)



2017

Average $68,000 $39,496 $21,758 $18,588 $17,400 $36,055 $17,090 $13,156 $34,071

Median $64,000 $36,750 $20,000 $17,800 $15,000 $34,000 $17,500 $13,000 $30,000

Q-Range$50,000 -$80,000

$33,300 -$45,000

$17,000 -$27,500

$16,250 -$21,500

$14,000 -$15,000

$28,500 -$40,700

$15,000 -$19,000

$12,000 -$15,000

$30,000 -$38,000

2018 Average $70,196 $40,688 $22,519 $19,327 $18,034 $36,705 $17,347 $13,601 $35,126

$68,000

$39,496

$21,758$18,588 $17,400

$36,055

$17,090$13,156

$34,071

$70,196

$40,688

$22,519$19,327

$18,034

$36,705

$17,347

$13,601

$35,126

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AdministrationOfficer

AdministrationAssistant / Clerk

Training Manager

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Human Resources & Administration – by job position)




2.6%

3.3% 3.3%

3.9%

3.4%

1.8%

1.5%

3.4% 3.4%

Over Adjustment2.9%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

HR &Administration

Director

HR Manager HR Officer Assistant HROfficer

HR Assistant AdministrationManager

AdministrationOfficer

AdministrationAssistant / Clerk

Training Manager

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Human Resources & Administration – by job position)



2017

Average $67,833 $42,459 $37,700 $26,875 $25,667 $26,000 $26,671 $20,054

Median $65,000 $45,000 $40,000 $25,500 $26,000 $26,500 $26,000 $20,000

Q-Range $60,000 - $67,000 $36,000 - $50,000 $30,000 - $45,000 $18,000 - $32,000 $24,000 - $28,000 $26,500 - $30,000 $24,000 - $30,000 $17,000 - $23,000

2018 Average $70,327 $43,637 $39,065 $27,566 $26,549 $27,024 $27,523 $20,641

$67,833

$42,459

$37,700

$26,875$25,667 $26,000 $26,671

$20,054

$70,327

$43,637

$39,065

$27,566 $26,549 $27,024 $27,523

$20,641

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

$80,000

IT Director IT Manager Project Manager System Analyst Systems Support /Network Manager

DatabaseAdministrator

Network Engineer Technical Support

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Information Technology – by job position)




3.7%

2.8%

3.6%

2.1%

3.5%3.6%

3.0%

2.7%

Over Adjustment2.5%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

IT Director IT Manager Project Manager System Analyst Systems Support /Network Manager

DatabaseAdministrator

Network Engineer Technical Support

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Information Technology – by job position)



2017

Average $32,219 $22,656 $21,828 $11,587

Median $33,125 $21,065 $22,000 $10,000

Q-Range $25,750 - $39,250 $20,000 - $24,800 $19,000 - $25,000 $10,000 - $11,400

2018 Average $33,024 $23,223 $22,347 $11,780

$32,219

$22,656$21,828

$11,587

$33,024

$23,223$22,347

$11,780

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

Shipping Manager / LogisticsManager

Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer orExecutive

Shipping / Logistics Assistant orClerk

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Logistics – by job position)




2.4% 2.4%

2.3%

1.3%

Over Adjustment2.0%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

Shipping Manager / LogisticsManager

Shipping Supervisor / LogisticsSupervisor

Shipping / Logistics Officer orExecutive

Shipping / Logistics Assistant or Clerk

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Logistics – by job position)



2017

Average $34,650 $22,260 $18,723 $16,143

Median $32,000 $20,000 $17,000 $15,000

Q-Range $30,000 - $40,000 $20,000 - $26,000 $17,000 - $21,000 $14,500 - $17,500

2018 Average $35,583 $22,876 $19,479 $16,736

$34,650

$22,260

$18,723

$16,143

$35,583

$22,876

$19,479

$16,736

$0

$5,000

$10,000

$15,000

$20,000

$25,000

$30,000

$35,000

$40,000

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

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Marketing – by job position)




2.4%

2.8%

3.9%

3.7%

Over Adjustment2.7%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

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

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Marketing – by job position)



2017

Average $48,100 $30,556 $25,909 $18,550

Median $47,900 $31,000 $26,000 $19,000

Q-Range $47,900 - $55,000 $31,000 - $36,400 $26,000 - $26,700 $14,725 - $21,400

2018 Average $49,670 $31,699 $27,008 $19,199

$48,100

$30,556

$25,909

$18,550

$49,670

$31,699

$27,008

$19,199

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Merchandising Manager Assistant Merchandising Manager Senior Merchandiser Merchandiser

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Merchandising – by job position)




3.3%

3.5%

4.2%

3.4%Over Adjustment

3.5%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

4.5%

Merchandising Manager Assistant Merchandising Manager Senior Merchandiser Merchandiser

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Merchandising – by job position)


$61,880

$53,786

$35,487

$27,604

$20,722

$17,794$19,636

$63,697

$55,259

$36,645

$28,390

$20,984$18,189

$20,267

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Sales Director Senior Sales Manager Sales Manager Assistant SalesManager

Sales Supervisor Sales Executive /Representative

Sales Engineer

HK

D

Average Monthly Salary - 2017 (Actual) vs 2018 (Predicted)(Sales – by job position)

Average Current Monthly Salary Predicted Average Monthly Salary


2017

Average $61,880 $53,786 $35,487 $27,604 $20,722 $17,794 $19,636

Median $54,500 $55,000 $33,000 $28,000 $20,000 $16,000 $20,000

Q-Range $50,000 - $68,800 $39,500 - $70,000 $25,500 - $40,000 $22,000 - $32,000 $20,000 - $23,000 $15,000 - $20,666 $20,000 - $20,000

2018 Average $63,697 $55,259 $36,645 $28,390 $20,984 $18,189 $20,267




3.3%

2.4%

3.3%

2.7%

1.1%

2.2%

3.3%

Overall %Adjustment2.6%

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

Sales Director Senior Sales Manager Sales Manager Assistant SalesManager

Sales Supervisor Sales Executive /Representative

Sales Engineer

% A

dju

stm

ent

Average Predicted Percentage of Monthly Salary Adjustment(Sales – by job position)


3. Bonuses

3.1 Performance bonus

Among all companies surveyed, 63% provided performance bonus in 2017, dropped 22% compared with last year. Among these

companies, 10% provided guaranteed performance bonus. The overall average size of bonus provided in 2017 was 1.36 months of basic

salary, while that expected in 2018 will also be 1.46 months.

Average bonus size = 1.36 months

Both Double Pay & Performance Bonus

30%

Only Performance Bonus33%

Only Double Pay18%

No Double Pay & Performance Bonus

19%

Percentage of companies providing double pay & performance bonus in 2017

Guaranteed10%

Not Guaranteed

90%

Percentage of companies providing guaranteed performance bonus in 2017


3. Bonuses

3.1.1 Performance bonus in 2017 – by business sector

For performance bonus in 2017 in terms of business sectors, the “Architecture/ Building/ Construction” sector provided the highest

average performance bonus (2.3 months of basic salary), followed by the “Financial Services” sector (1.8 months). The “Engineering -

Building, Civil, Construction/ Quantity Survey” sector has had the lowest average performance bonus (0.9 months).

3.1.2 Predicted performance bonus in 2018 – by business sector

The highest average performance bonus in 2018 is still expected to be found in the “Architecture/ Building/ Construction” sector, with 2

months of basic salary. The “Engineering - Building, Civil, Construction/ Quantity Survey” sector is still expecting the lowest average

performance bonus (0.8 months).


3. Bonuses

1.6

2.3

1.3

1.5

0.9

1.6

1.8

1.1 1.2 1.2

1.1

1.4 1.3

1.6 1.7

2.0

1.8

1.2

0.8

1.3

1.9

1.4

1.2

1.5

1.1

1.3 1.3 1.4

0.0

0.5

1.0

1.5

2.0

2.5

No.

of m

onth

s

Performance bonus by business sector

Performance bonus provided in Oct 16 - Sep 17 Performance bonuswill provide in Oct 17 - Sep 18

Average in Oct 16- Sep 17 Average in Oct 17-Sep 18

Remarks: Business sectors with less than 3 companies are not shown

Average performance bonus in 2017 = 1.36 months

Average predicted performance bonus in 2018 = 1.46 months


Average performance bonus in 2017 Average predicted performance bonus in 2018


3. BonusesPerformance bonus by business sector

1.7

3.0

1.5

2.5

1.1

2.7

2.1

1.4 1.2

1.5

1.2

1.8 1.7

1.9

2.3

2.0

2.3

1.8

1.0

2.3

2.0

1.8

1.1

1.8

1.2

1.6 1.6 1.6

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

No.

of m

onth

s

(Top / Senior Management)










2.0

2.3

1.3

1.0 1.0

1.4

2.3

1.1 1.1 1.0 1.1

1.6

1.3

1.6

2.0 2.0

1.8

1.0

0.8

1.1

2.3

1.4

1.2 1.3

1.1

1.5

1.3 1.3

0.0

0.5

1.0

1.5

2.0

2.5

No.

of m

onth

s

(Middle Management / Non-managerial Professionals)





Average predicted performance bonus 2018 = 1.52 months





1.6

2.0 2.0

1.3

0.8

1.2

1.6

1.0 1.1 1.1 1.1

1.2 1.2

1.7

1.4

2.0

1.8

1.0

0.7

0.8

1.7

1.3 1.2 1.3

1.1 1.1 1.2

1.5

0.0

0.5

1.0

1.5

2.0

2.5

No.

of m

onth

s

(Supervisory / Officers)










1.0

1.9

1.5

1.3

0.7

1.2

1.4

1.0

1.2 1.3

1.1 1.1 1.2

1.7

1.0

1.9

2.2

1.3

0.6

1.0

1.7

1.1

1.3 1.4

1.1 1.0 1.1

1.5

0.0

0.5

1.0

1.5

2.0

2.5

No.

of m

onth

s

(Clerical / Frontline)




Average performance bonus in Oct 2017 = 1.18 months





3. Bonuses

3.1.3 Performance bonus in 2017 – by employee level

In terms of employee levels, the average amount of performance bonus in 2017 was 1.7 months of the basic monthly salary for “Top /

Senior Management” , 1.4 months for “Middle Management / Non-managerial Professionals”, 1.2 months for “Supervisory / Officers”, and

1.2 months for “Clerical / Frontline Staff”.

3.1.4 Expected performance bonus in 2018 – by employee level

The performance bonus in 2018 is expected to have a slight increase for all levels.


3. Bonuses

1.67

1.39

1.24

1.18

1.67

1.52

1.36

1.24

0.0

0.2

0.4

0.6

0.8

1.0

1.2

1.4

1.6

1.8

Top / Senior Management Middle Management / Non-managerialProfessionals

Supervisory / Officers Clerical / Frontline

No.

of m

onth

s

Performance bonus by employee level

Provided in Oct 16 - Sep 17 Will Provide in Oct 17 - Sep 18 Average in Oct 16 - Sep 17 Average in Oct 17 - Sep 18



2017 (Actual) 2018 (Predicted) Average in 2017 Average in 2018


3. Bonuses

Company performance54%

Individual performance37%

Length of service of the employee

8%

Other1%

Relative importance of criteria in determining bonus size

While most surveyed employers stated that they take several criteria into consideration when determining the size of performance bonus

to their employees, on average, “company performance” has the highest relative importance (54%), followed by “individual performance”

(37%) of the employees.


3. Bonuses

3.1.5 Number of performance bonus issued per year

Among respondents who provide performance bonuses, 81% of them issue the bonus once per year. 10% of respondents indicated that

they issue performance bonuses twice per year.

Once81%

Twice10%

3 times7%

>3 times2%

How many times of performance bonus issued per year


3. Bonuses

3.1.6 Month of issue for performance bonus

Among companies which provide performance bonus, most of them had issued the bonus in January (34%), February (27%) or March

(15%) in 2017.

Remarks: Multiple answers are allowed and the sum may not equal 100%

34%

27%

15%

12%

8%

4%

9%

6%5%

4%

3%

12%

0%

5%

10%

15%

20%

25%

30%

35%

40%

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

%C

om

panie

s

Month to issue performance bonus


4. Benefits

4.1 Leaves

4.1.1 Annual leave in 2017 – by employee level

In terms of employee levels, the average number of annual leave was 16.4 days for “Top / Senior Management”, 14.0 days for “Middle

Management / Non-managerial Professionals”, 12.4 days for “Supervisory / Officers” and 11.4 days for “Clerical / Frontline Staff”.

16.4

14.0

12.4 11.4

Average13.6

0.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0

16.0

18.0

Top / Senior Management Middle Management / Non-managerial Professionals

Supervisory / Officers Clerical / Frontline

No.

of days

Annual leaves provided in 2017


4. Benefits

4.1.2 Special leave

Most common type of leave offered in 2017:

Among other types of leave, marriage leave is the most common (57%) type of leave offered by employers in 2017, followed by

compassionate leave (54%).

Most common type of leave expected to be newly offered in 2018:

24% of respondents is already offering birthday leave in 2017, and 10% is planning to introduce this benefit in 2018.


4. Benefits


57%

54%

24%

20%

9%

7%

5%

5%

4%

2%

7%

5%

10%

8%

7%

6%

6%

4%

5%

5%

37%

41%

66%

71%

84%

87%

88%

91%

91%

93%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Marriage Leave

Compassionate Leave

Birthday Leave

Study and Examination Leave

Additional Paternity Leave (out of 3 days)

Family Care Leave

Menstrual Leave

Additional Maternity Leave (out of 10 weeks)

Graduation Leave

Community Service Leave

%Companies

Special Leaves in 2017

Yes No, but expected to grant in Oct 17 - Sep 18 No, and NOT expected to grant in Oct 17 - Sep 18grant next year next year


4. Benefits

4.2 Family-friendly benefits

Most common family-friendly benefits offered in 2017:

The most common type of family-friendly benefits offered in 2017 were “medical protection to employees' family members” and “company

activities/ events extended to family members”, with 25% of surveyed companies claimed they offered such benefits respectively.

Most common type of family-friendly benefits expected to be newly offered in 2018:

25% of respondents is already offering “company activities/ events extended to family members” in 2017, and 11% is planning to introduce

this benefit in 2018.


4. Benefits


1%

1%

25%

25%

7%

5%

3%

7%

11%

4%

2%

5%

68%

64%

88%

93%

92%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Medical protection to employees' family members

Company activities / events extended to family members

Nursing room

Children education allowance

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

%Companies

Family-friendly Benefits in 2017

Yes No, but expected to grant in Oct 17 - Sep 18 No, and NOT expected to grant in Oct 17 - Sep 18grant next year to grant next year


4. Benefits

4.3 Work-life balance benefits

Most common work-life balance benefits offered in 2017:

The most common type of work-life balance benefits offered in 2017 was “early leave on festive days (e.g. X'mas eve, mid-autumn day)”

with 83% of surveyed companies claimed they offered such benefits.

Most common type of work-life balance benefits expected to be newly offered in 2018:

28% of respondents is already offering “work from home” in 2017, and 12% is planning to introduce this benefit in 2018.


4. Benefits


1%

1%

83%

80%

59%

56%

39%

34%

28%

18%

15%

6%

4%

3%

4%

5%

8%

8%

12%

6%

7%

7%

13%

17%

37%

39%

53%

59%

61%

76%

78%

86%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

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

Five-day work week

Free snacks / beverage / fruits

Casual wear everyday

Flexible working hours

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

Work from home

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

Entertainment / physical fitness facilities at workplace

Early leave on Friday(at least once a month)

%Companies

Work-life Balance Benefits in 2017



4. Benefits

4.4 Accommodation related benefits

Most common accommodation related benefit

Among all other benefits, “rental reimbursement” (10%) was the most popular accommodation benefit offered by employers in 2017.

Other common benefits

Other common benefits were “cash housing allowance” (4%) and “employee quarters” (4%).


4. Benefits


10%

4%

4%

2%

2%

4%

88%

94%

92%

97%

97%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Rental Reimbursement

Cash Housing Allowance

Employee Quarters

Housing Loan

Mortgage Interest Subsidy

%Companies

Accommodation Related Benefits in 2017

Yes No, but expected to grant in Oct 17 - Sep 18 No, and NOT expected to grant in Oct 17 - Sep 18

1% / 2%

1% / 2%

grant next year to grant next year


4. Benefits

4.5 Other benefits

Transportation allowance

Among all other benefits, transportation allowance was the most popular benefits offered by employers in 2017. 41% of respondents

provided “transportation allowance for travelling outside HK during normal working days”, while 21% of respondents provided

“transportation allowance for travelling in HK”.

Other common benefits

Other common benefits were “Education allowance” (27%) and “pension fund / retirement plan” (14%).


4. Benefits


41%

27%

21%

14%

13%

10%

5%

4%

2%

4%

9%

5%

5%

7%

4%

3%

3%

5%

55%

64%

74%

81%

81%

86%

92%

93%

93%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Transportation allowance outside HKduring normal working days

Education allowance

Transportation allowance for traveling in HK(such as cross-district transport allowance)

Pension fund / retirement plan (excluding MPF)

Purchase of company stock at discounted prices

Free parking slots at office building

Uniform laundry allowance

Personal loan

Tax subsidies

%Companies

Other Benefits in 2017



Conclusion

Employment Market

55% of companies were planning to increase headcount in Q4 2017, which is almost the same as that in the same period last year.

There was a general perception that employment market in Q4 2017 would be as active as the same period last year, with only 2% or

respondents were planning to decrease headcount, compared to 3% in 2016.

The two most important criteria for employers to consider giving out offers are “candidate’s relevant work experience” (74%) and

“candidate’s qualification” (58%), which are the traditional concerns in the market.

For companies that had made employment offers in the past 12 months, 55% had some of their offers refused, mainly because the

target candidates had “ accepted another job offer” (96%).

Salary Adjustment and Bonuses

The predicted overall salary rise in 2018 will be 3.0%. 69.1% of the employees are predicted to receive a pay rise in 2018, which is less

than last year’s 74.3%. Among these 69.1% of employees, the average salary rise will be 3.3%; almost half of them (48.3%) will

receive more than 4% salary rise.

The surveyed companies have offered an average performance bonus equivalent to 1.36 months of basic salary in 2017 (1.28 months in

2016). Among them, only 10% of surveyed companies provided guaranteed performance bonus to employees (6% in 2016).


Conclusion (con’t)

Benefits

In 2017, surveyed companies offered in average 13.6 days of annual leave to their employees. For other leave benefits, marriage leave

(57%) and compassionate leave (54%) are the most common benefits.

To encourage work-life balance, most of the companies have been offering early leave on festive days (83%) and five-day work week

(80%) for employees. Meanwhile, up to 12% of companies are considering to offer “work from home” policy in the coming year.

jobsDB Hong Kong Hiring, Compensation & Benefits Report 2018

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