The newly released 2013 Annual Salary Strategy Research Report highlights a widespread trend of salary increases among companies in the past year. According to the findings, most enterprises raised their salaries, with 54.9% of them increasing compensation by between 6% and 10%. Overall, companies’ approach to compensation strategy in 2013 can be described as cautious optimism—while they are not making large-scale raises, they are still investing in their workforce.
In various sectors, the environmental protection, internet, and pharmaceutical industries saw the most significant salary hikes. For instance, 83% of environmental protection companies increased wages within the 6%–10% range, while only 59% of telecom companies gave raises of 0%–5%. The report suggests that growing public concern over air pollution and environmental issues has fueled interest in the environmental sector, leading to increased demand for skilled professionals.
A common practice among companies is to focus on raising salaries for key employees. According to the survey, 36.2% of firms indicated that they would only offer raises based on performance, targeting top performers rather than the entire workforce. This trend is particularly evident in private enterprises, where 44% adopted this selective approach, compared to just 23% who opted for general salary increases. In contrast, foreign companies were more likely to give broad raises, with 40% of them choosing this method.
Interestingly, only 3.6% of companies reported plans to cut salaries, while 15.3% maintained the same pay levels. Most businesses chose to increase wages, showing a general positive outlook despite economic uncertainties.
Liu Xingyang, an HR expert at ChinaHR, noted that larger companies tended to be more conservative in their salary adjustments. Among firms with over 2,000 employees, 44% gave raises of 0%–5%, while smaller companies (under 2,000 employees) had about 30% in that range.
The report also highlighted differences in compensation strategies between private, foreign, and state-owned enterprises. Private and foreign firms were more likely to offer mid-to-high salary increases (6%–10%), with 59% and 61% respectively falling into that bracket. However, state-owned enterprises generally gave smaller raises, with over half offering 0%–5%. On the other hand, state-owned companies often provided better non-mandatory benefits, such as additional welfare packages. More than 18% of these companies offered self-funded benefits exceeding 10% of total compensation, and 3% even exceeded 30%.
Finally, the survey found that most companies set their annual compensation strategies between January and April. A significant portion—35%—set their plans in January–February, while 34% did so in March–April. Foreign companies were especially consistent in this timing, with 82% setting their strategies during this period, compared to only 54% of state-owned enterprises.
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