根据怡安翰威特的整体薪酬衡量（TCM）研究，中国香港员工的工资在2017年有望上涨4.3%。

该报告指出，2017年入职的毕业生预计将比2016年入职的薪酬高4.3%。从事销售和营销的入门级的职位相比管理和会计，有望获得更高的工资，表明在这些领域存在技能短缺。同时，建筑/工程领域的薪酬预计将增加4.8%。

专业服务的薪酬涨幅将从2016年的4%增加至2017年的4.5%。此外，交通运输部门薪酬涨幅较低，将从3.5%上升到3.2%，这是由石油和天然气危机引发的。

稳定的就业市场、更高的人员更替和薪酬提升计划将使香港雇主吸引和留住人才变得困难。香港的失业率保持稳定，2016年7-9月经季节性调整的失业率为3.4%。然而，这导致了自愿离职率的上升和更高的员工流失率，2015年6月-2016年7月员工流失率为15%，而上年同期为12.6%。

“在一个稳定的就业市场，自愿离职率的增加传递的信号是员工在不断探索更好的外部机会，且对其雇主的要求更高，” 怡安翰威特薪酬实践领导人Gary Chin表示：“除了满足人才的需求和期望，公司还面临着挑战——通过制定创新人才政策和计划来提升竞争力、塑造积极员工体验以充分吸引和留住关键人才。当这种差异化的特质被打造出来后，组织将其清楚地传达出来也非常重要，因为员工的理解能够塑造一种满足感，进而提升敬业度。”


Aon Hewitt : salaries projected to increase 4.3% in 2017

(Nov.11,2016,/HRoot.com/)Hong Kong’s workforce is expected to see a growth of 4.3% in their salaries in 2017 according to the Aon Hewitt 2016 Total Compensation Measurement (TCM) Study.

The report states that graduates entering the job market in 2017 can expect to earn a projected 4.3% more than those who entered the market in 2016. Those taking up entry level jobs in sales and marketing can expect a higher salary compared to administration and accounting, indicating a shortage of skills in these functions.  Meanwhile, a 4.8% salary increase is projected for construction / engineering.

Professional services will see the biggest jump in salaries from 4% in 2016 to 4.5% in 2017. Moreover, the transportation sector will see a lower salary increase rate from 3.5% to 3.2%, triggered by the oil and gas crisis.

A stable employment market, higher attrition and increase in salaries projected to make it difficult for Hong Kong employers to attract and retain talent. The unemployment rate in Hong Kong remains stable with a seasonally adjusted unemployment rate at 3.4% in July-September 2016. However, this has led to a rise in voluntary turnover and higher employee attrition of 15% in June 2015-July 2016 period vs. 12.6% a year earlier.

"An increase in voluntary turnover amidst a stable job market signals that employees continue to explore better external opportunities and have high demands from their employers,” Gary Chin, Aon Hewitt Rewards Practice Lead, said. “Apart from meeting the talent's needs and expectations, companies face the challenge to devise innovative people policies and programmes to differentiate themselves from competitors in the market and shape a positive employee experience, in order to sufficiently attract and retain critical talent. When such differentiators are in place, it is also important for organisations to clearly communicate them across the board, as employee understanding can essentially help foster a sense of adequacy and further enhance engagement."

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