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Aon Hewitt Talent, Rewards & Performance Proprietary and Confidential
Risk. Reinsurance. Human Resources.
China Salary Planning Report 2016–2017
Aon Hewitt Talent, Rewards & Performance Proprietary and Confidential
Table of Contents
Survey Highlights and Insights 1
Global Salary Increase Survey Report Availability 2
Overview of Survey Results 4
Pay and Performance 14
Workforce Size 26
Pay Delivery & Management 32
High Potentials and Top Performers 36
Participation Demographics 40
Employee Engagement 46
Appendix 48
Definitions of Terms 49
Participant List 52
Aon Hewitt Talent, Reward & Performance
Survey Highlights This report presents the results of the 29th annual Global Salary Increase Survey conducted by Aon Hewitt. The survey focuses on overall changes in employee compensation for the calendar year 2016 and on current projections for 2017. The survey spans 120 markets with over 13,000 country submissions received during June, July and August. Participants include service, manufacturing, and multi-industry organizations.
The China country report consists of 457 companies.
How Data is Collected The survey data is collected through multinationals that submit multicountry data and also from companies that are recruited locally and submit data for one single country. The salary increase budget information reported in this report encompasses data for all companies reporting data for China.
Special Note
Occasionally we are asked how survey antitrust rules apply to collecting and reporting salary increase information. In fact, some organizations request that they receive the report with any prospective information removed. Aon Hewitt believes that, because such data (as is presented in this report) is widely available and is sufficiently general in nature, it falls within standard survey safe harbor guidelines.
However, if your company’s legal counsel suggests taking a more conservative approach, we can provide a version of the report that excludes projected data.
China Salary Planning Report 2016 - 2017 1
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Global Salary Increase Survey Report Availability
China Salary Planning Report 2016 - 2017 2
Aon Hewitt Talent, Rewards & Performance Proprietary and Confidential
Global Salary Increase Survey Report Availability
North America
Canada United States
Asia Pacific
Australia China Fiji Guam Hong Kong India Indonesia Japan Korea Macau Malaysia New Zealand Papua New Guinea Philippines Singapore Sri Lanka Taiwan Thailand Vietnam
Europe/Middle East/ Africa
Angola Austria Azerbaijan Bahrain Belgium Botswana Bulgaria Croatia Cyprus
Czech Republic Denmark Egypt Estonia Finland France Georgia Germany Ghana Gibraltar Greece Hungary Ireland Israel Italy Jordan Kazakhstan Kenya Kuwait Latvia Lebanon Lithuania Luxembourg Malta Morocco Mozambique Netherlands Norway Oman Poland Portugal Qatar Romania Russia Saudi Arabia Serbia Slovakia Slovenia South Africa Spain Sweden
Switzerland Tanzania Tunisia Turkey Uganda Ukraine United Arab Emirates United Kingdom Yemen Zambia
Latin America
Antigua Argentina Bahamas Barbados Bermuda Bolivia Brazil Chile Colombia Costa Rica Dominican Republic Ecuador El Salvador Guatemala Honduras Jamaica Mexico Netherlands Antilles Nicaragua Panama Peru Puerto Rico Trinidad and Tobago Uruguay Venezuela
You may purchase detailed survey results from any of the countries above. The 29th annual Global Salary Planning Report will be available in September 2016. For an order form or additional information, please send an email to [email protected].
China Salary Planning Report 2016 - 2017 3
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Overview of Survey Results
China Salary Planning Report 2016 - 2017 4
Overview of Total Salary Increases Across Employee Groups
have projected salary freeze for 2017.
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
0.7% of participating organizations reported salary freeze for 2016, whereas none of the organizations
(423) (420) (367) (367)6.8% 6.8% 6.9% 6.9%6.7% 7.1% 6.7%(139) (123) (119)(147) 7.0%6.8% 6.9% 6.8% 6.8%(219) (216) (180) (173)6.8% 6.9% 6.7%(226) (222) (180) 6.8% (179)
Average
Actual 2016 Projected 2017
6.6%6.6% 6.7% 6.7% 6.7%
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
6.3% 6.7% 6.5%(228) (224) (179) (179)(216) (204) (168) (164)
6.3%
6.6%
6.8%
6.8%
6.7%
6.8%
6.7%
6.7%
6.9%
6.9%
7.1%
6.8%
6.5%
6.7%
6.7%
6.8%
6.7%
6.9%
6.6%
6.7%
6.8%
6.8%
7.0%
6.9%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2016 Average, Including Salary Freezes and Paycuts 2016 Average, Excluding Salary Freezes and Paycuts
2017 Average, Including Salary Freezes and Paycuts 2017 Average, Excluding Salary Freezes and Paycuts
China Salary Planning Report 2016 - 2017 5
Overview of Merit Increases Across Employee Groups
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees (367)
(217) (216) (173) (173)(140) (139) (119) (119)6.8%
(179)
(205) (204) (164) (164)6.5%
Average
Actual 2016 Projected 2017
6.5% 6.5% 6.5% 6.5%
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
6.5% 6.5% 6.7% 6.7%6.8% 6.9% 6.8%
6.6%6.6% 6.6% 6.6% 6.6%6.6% 6.6% 6.6%(223) (222) (179)
(421) (420) (367)
Excluding Salary Freezes and Pay Cuts
6.4% 6.4% 6.5%(225) (224) (179) (179)
6.4%
6.5%
6.6%
6.6%
6.8%
6.5%
6.4%
6.5%
6.6%
6.6%
6.9%
6.5%
6.5%
6.5%
6.6%
6.6%
6.8%
6.7%
6.5%
6.5%
6.6%
6.6%
6.8%
6.7%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2016 Average, Including Salary Freezes and Paycuts 2016 Average, Excluding Salary Freezes and Paycuts
2017Average, Including Salary Freezes and Paycuts 2017 Average, Excluding Salary Freezes and Paycuts
China Salary Planning Report 2016 - 2017 6
Overview of General Salary Increases Across Employee Groups
Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees (76) (75) (54) (54)
(22)(19) (18) (14) (14)
(37) (36) (25) (25)(36) (35) (24) (24)
1.7%
(28) (27) (21) (21)1.4%
1.5% 1.5% 1.3% 1.3%1.7% 1.8% 1.7%
1.5%1.7% 1.8% 1.5% 1.5%1.7% 1.8% 1.5%
(30) (29) (22)
1.5% 1.6% 1.4% 1.4%1.6% 1.6% 1.4%
Average
Actual 2016 Projected 2017
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
1.6%
1.5%
1.7%
1.7%
1.7%
1.5%
1.6%
1.6%
1.8%
1.8%
1.8%
1.5%
1.4%
1.4%
1.5%
1.5%
1.7%
1.3%
1.4%
1.4%
1.5%
1.5%
1.7%
1.3%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Prof./Supv
Clerical/Admin/Tech
Manual Workforce
All Employees
2016 Average, Including Salary Freezes and Paycuts 2016 Average, Excluding Salary Freezes and Paycuts
2017Average, Including Salary Freezes and Paycuts 2017 Average, Excluding Salary Freezes and Paycuts
China Salary Planning Report 2016 - 2017 7
Total Salary Increase Budgets by Type of Company Ownership
Type of Company Ownership
Locally owned company
Foreign owned company
Joint venture company
Other Increase Budgets
Budgets
Salary structure movement
Promotional budget
Special adjustments (103)(162) (162) (141) (141)
0.5%1.5% 0.5% 1.6%(113) (113) (103)3.3% 1.0% 3.4% 1.0%
(173) (173) (149) (149)7.5%(200) (200) (176) (176)
4.7% 4.2%(144) (144) (116)
Actual 2016 Projected 2017
Average Median Average Median
(116)4.7%4.2%
7.5%6.3% 5.9% 7.0%(18) (18) (18) (18)7.0% 7.0% 6.9% 7.0%6.7% 7.0% 6.9%
Actual 2016 Projected 2017
Average Median Average Median
China Salary Planning Report 2016 - 2017 8
Total Salary Increase Budgets by Annual Revenue (in USD)
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
Above $500 million
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
Above $500 million
Annual Revenue
Less than $0.5 million
$0.5–$1.0 million
$1.1–$5.0 million
$5.1–$10.0 million
$10.1–$25.0 million
$25.1–$50.0 million
$50.1–$100.0 million
$100.1–$250.0 million
$250.1–$500.0 million
Above $500 million (10)
(14) (12) (10) (9)(9) (8) (7) (6)
(2)(7) (3) (6) (3)
(8) (5) (6) (4)(9) (9) (7) (7)
6.8%
(3)(6) (6) (5) (5)
(18) (16) (17) (16)
(8) (7) (5) (4)
7.3%
Clerical/Admin/Tech Manual Workforce
Actual 2016 Projected 2017 Actual 2016 Projected 2017
6.5% 7.1% 6.8% 7.1%
(12)(10) (8) (10) (8)
(4) (3) (4) (3)(7) (3) (7) (3)
7.1%
(5)(9) (9) (9) (9)
(4) (4) (4) (4)(7) (7) (7) (7)
6.9%
(14)
(7) (6) (8) (7)
(23) (21) (15) (12)(13) (13) (10) (8)
5.1%
7.1%
(3)
(10) (9) (6) (4)(14) (13) (8) (8)7.2%
(6)
(10) (8) (4) (3)
4.1%
7.4%6.5% 7.1% 6.4% 6.9%7.4% 7.4% 7.7%
(18) (16) (11)
6.3% 6.5% 6.6% 6.0%8.1% 6.5% 7.9%
7.6%7.4% 4.8% 7.3% --6.8% 6.8% 5.4%
(4) (3) (3)
7.1% 6.5% 7.2% 6.8%6.6% 6.9% 7.3%
8.0%7.2% 7.6% 4.5% 4.8%5.8% 5.6% 7.5%
(4) (4) (3)
6.9% 7.2% 7.1%
6.5%6.2% 6.6% 6.5% 6.5%8.0% 6.5% 8.1%
(14) (12) (14)
7.4% 4.8% 7.4% 4.8%6.6% 7.2% 7.1%
6.6%6.9% 6.5% 7.0% 6.7%5.9% 6.7% 6.7%
(7) (5) (7)
7.2% 7.6% 7.2% 7.6%5.5% 6.0% 5.6%
Middle Management Junior Mgmt/Prof./Supv
Actual 2016 Projected 2017 Actual 2016 Projected 2017
6.5% 6.7% 6.0% 7.2%7.4% 7.0% 7.3%
6.2%6.5% 6.7% 6.2% 6.5%6.8% 6.9% 7.8%(13) (10) (7)
(30) (28) (16)
7.3% 6.5% 7.4% 4.8%7.4% 7.5% 6.0%
6.2%6.9% 6.7% 6.2% 5.5%6.7% 7.1% 5.9%(13) (12) (6)7.2% 7.6% 7.2% 7.6%6.5% 6.4% 4.3%
All Employees Top Executive/Sr. Mgmt
Actual 2016 Projected 2017 Actual 2016 Projected 2017
(11) (9) (8) (7)(4) (4) (4) (4)
China Salary Planning Report 2016 - 2017 9
Total Salary Increase Budgets by Number of Full-Time Employees
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000
Full–Time Employees
Under 500
500–1,000
1,001–2,000
2,001–5,000
5,001–10,000
10,001–20,000
20,001–50,000
Over 50,000 (0)
(3) (3) (2) (2)(2) (2) (2) (2)
(7)(15) (11) (12) (8)
(27) (26) (23) (24)(16) (13) (14) (11)
7.8% 7.8%(14) (11) (8)
(40)
(4) (3) (4) (3)(2) (2) (2) (2)
Clerical/Admin/Tech Manual Workforce
Actual 2016 Projected 2017 Actual 2016 Projected 2017
---- -- -- ---- -- --
(2)
(13)(15) (11) (14) (11)
(26) (26) (27) (26)(17) (13) (17) (13)
6.7%
(1)
(85) (68) (84) (69)
(7) (6) (4) (3)(4) (5) (2) (2)
7.0%
--
(13)(24) (20) (14) (10)
(44) (40) (29) (26)(28) (26) (17) (13)6.9%
(160) (148) (76) (61)
All Employees Top Executive/Sr. Mgmt
Actual 2016 Projected 2017 Actual 2016 Projected 2017
(2) (2) (2)
-- -- -- ---- -- --
6.5%7.0% 7.2% -- --6.7% 6.8% 6.4%
(2) (2) (0)--
6.8% 7.0%7.0% 6.8% 7.5%
6.8%6.5% 6.3% 6.2% 6.5%7.0% 7.1% 6.7%
6.9%
(82) (66) (47)
6.5% 7.2% 6.9% 7.2%6.8% 6.9% 7.0%
6.9%6.4% 6.5% 6.8% 6.9%7.6% 6.9% 7.5%
(16) (13) (16)
6.4% 6.2% 6.6% 6.2%6.7% 7.1% 6.8%
Middle Management Junior Mgmt/Prof./Supv
Actual 2016 Projected 2017 Actual 2016 Projected 2017
-- -- -- --7.5% 7.1% --
6.9%6.3% 5.9% 6.7% 7.2%6.6% 6.9% 6.4%
(2) (2) (1)
6.6% 7.2% 5.6% 5.7%7.2% 6.9% 6.3%
7.0%6.4% 6.5% 6.2% 5.9%7.0% 7.2% 6.7%
(30) (24) (16)
China Salary Planning Report 2016 - 2017 10
Overall Salary Increase by Performance
% of % of % of % of % of % Salary % Salary % Salary % Salary % Salary
Far Exceeding Expectations
Often Exceeded Expectations
Met ExpectationsOften Did Not Meet
ExpectationsDid not meet Expectations
0.4% 2.4%
Increases Employees Increases Employees Increases Employees Increases Employees Increases
(105)(112) (112) (117) (117) (126) (126) (107) (107) (105)
Employees
10.3% 6.5% 8.3% 22.0% 5.9% 61.8% 2.0% 7.5%
China Salary Planning Report 2016 - 2017 11
Total Salary Increases By Industry
Manufacturing
Aerospace
Agriculture
Automotive/Vehicle Manufacturing
Auto ProducersAuto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Food/Beverage/Tobacco
Diversified/Multi-Organization
Energy (Power/Oil/Gas)
Oil/Gas
PowerEngineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life SciencesAnimal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing
(4)(40) (40) (37) (37)
(14) (14) (13) (13)(2) (2) (2) (2)
(1)(15) (15) (17) (17)
(33) (33) (32) (32)(1) (1) (0) (0)--
(0)(3) (3) (2) (2)
(0) (0) (0) (0)(0) (0) (0) (0)--
(22)(22) (22) (19) (19)
(3) (3) (2) (2)(4) (4) (4) (4)6.9%
(14)(6) (6) (5) (5)
(1) (1) (1) (1)(10) (10) (9) (9)6.9%
(16)(18)
(25) (25) (19) (19)(45) (43) (44) (44)6.7%
(5) (5) (5) (5)(5) (5) (5) (5)
7.0%
--
(20)
6.7% (227) 6.8% (224) 6.8% (202) 6.8% (202)
7.0% 7.0% 7.0%7.2% 9.6% 6.3% 6.3%
-- -- --
7.1%7.6% 7.6% 7.8% 7.8%7.1% 7.1% 7.1%
(4) (3) (4)
-- -- -- ---- -- --
--7.4% 7.4% 7.3% 7.3%6.3% 6.3% --
(2) (2) (1)
-- -- -- ---- -- --
6.1%-- -- -- --
5.8% 5.8% 6.1%
(0) (0) (0)
6.0% 6.0% 6.3% 6.3%7.1% 7.1% 6.9%
6.3%3.9% 3.9% -- --5.4% 5.4% 6.3%
(24) (24) (22)
6.1% 6.1% 6.1% 6.1%6.4% 6.4% 6.9%
7.1%-- -- -- --
7.0% 7.0% 7.1%(19) (19) (18)
(16) (16) (14)
(4) (4) (2) (2)
6.8%6.1% 6.1%
6.6% 6.6% 6.9%(20) (20) (18) (18)
6.9%
6.8% 6.8% 6.8%
7.4% 7.4% -- --6.7% 6.7%
5.9% 6.8% 6.4% 6.4%6.5% 6.8% 6.7%
6.9%6.7% 6.7% 6.9% 6.9%
(15) (13) (16)
6.9%(24) (24)6.9% 6.9%
Average
Actual 2016 Projected 2017Including
Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
(20)
China Salary Planning Report 2016 - 2017 12
Total Salary Increases By Industry
Average
Actual 2016 Projected 2017Including
Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Including Salary Freezes and Pay Cuts
Excluding Salary Freezes and Pay Cuts
Services
Banking/FinanceBanks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/PublicationMedia
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional ServicesAdvertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service ProvidersOther Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
(8)(18) (18) (16) (16)
(3) (3) (3) (3)(6) (6) (6) (6)
(12)(10) (10) (10) (10)
(6) (6) (6) (6)(1) (1) (1) (1)
(6)(1) (1) (1) (1)
(0) (0) (0) (0)(2) (2) (2) (2)
(1)(11) (11) (11) (11)
(1) (1) (1) (1)(2) (2) (2) (2)
(0)(0) (0) (0) (0)
(0) (0) (0) (0)(4) (4) (4) (4)
(11)(18) (18) (18) (18)
(19) (19) (9) (9)(12) (12) (12) (12)
(36)(3) (3) (2) (2)
(0) (0) (0) (0)(1) (1) (0) (0)
(3)(1) (1) (1) (1)
(2) (2) (1) (1)(4) (4) (4) (4)
(4)(2) (2) (1) (1)
(0) (0) (0) (0)(8) (8) (7) (7)
(1)(0) (0) (0) (0)
(1) (1) (1) (1)(3) (3) (2) (2)
(23)(5) (5) (5) (5)(7) (7) (6) (6)
(367)
(165)
8.7%
--
--
--
8.0%
7.5%
--
7.3%
7.7%
--
7.2%
6.8% (423) 6.8% (420) 6.9% (367)
6.8%
6.9% (196) 6.9% (196) 7.1% (165) 7.1%
7.2% 7.2% 6.8%
6.9%
6.8% 6.8% 6.5% 6.5%8.3% 8.3% 8.7%
8.1%7.0% 7.0% 7.0% 7.0%7.9% 7.9% 8.1%
(10) (10) (8)
7.1% 7.1% 6.9% 6.9%-- -- --
--6.9% 6.9% 6.9% 6.9%
-- -- --
(17) (17) (12)
7.9% 7.9% 8.8% 8.8%-- -- --
8.0%-- -- -- --
7.3% 7.3% 8.0%
(6) (6) (6)
-- -- -- ---- -- --
---- -- -- ---- -- --
(1) (1) (1)
-- -- -- --7.7% 7.7% 8.0%
5.7%-- -- -- --
5.6% 5.6% 5.7%
(0) (0) (0)
7.2% 7.2% 7.2% 7.2%7.1% 7.1% 7.5%
--7.1% 7.1% 7.2% 7.2%7.6% 7.6% --
(14) (14) (11)
7.1% 7.1% 7.4% 7.4%-- -- --
---- -- -- ---- -- --
(51) (51) (36)
7.2% 7.2% 7.2% 7.2%7.3% 7.3% 7.3%
---- -- -- ---- -- --
(3) (3) (3)
5.5% 5.5% 6.4% 6.4%7.1% 7.1% 7.7%
---- -- -- ---- -- --
(8) (8) (4)
-- -- -- --7.7% 7.7% --
8.4%-- -- -- --
6.8% 6.8% 8.4%
(1) (1) (1)
4.6% 4.6% 4.7% 4.7%6.7% 6.7% 7.2%(27) (27) (23)
China Salary Planning Report 2016 - 2017 13
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Pay and Performance
China Salary Planning Report 2016 - 2017 14
Pay and PerformanceVariable Pay Plans
80.5% of the organizations have variable pay programs for employee groups apart from the sales incentive plans forsales population.
Alignment of Variable Pay Plan54.3% of the organizations have reported having a Corporate variable plan, while 15.7% of respondents have a Global Business
Line variable pay plan.
Additionally, 23.3% of 146 respondents reported having separate local plans in addition to global/regional plans.Of the organizations aligning their variable pay plan globally or at a regional level, 76.7% reported that they do not make any adjustments.
Adjustments made to the global/regional plan at the country level
No adjustments are made
Eligibility Criteria
Targets
Measures
*Percentages will total more than 100% due to multiple responses given by some participants
(n=154)
(n=70)
(n=95)
Percent of Organizations*
29.5% (28)
41.1% (39)15.8% (15)41.1% (39)
Yes80.5%
No19.5%
No10.0%
Yes, Corporate54.3%
Yes, Global Business Line
15.7%
Yes, Regional14.3%
Yes, Regional Business Line
5.7%
China Salary Planning Report 2016 - 2017 15
Pay and PerformancePrevalence by Award Type
Individual performance awards are the most prevalent type of plan with 67.2% of the organizations providing the same.
Individual performance awards
Team awards
Gain Sharing/Productivity Awards
Cash profit sharing awards
Business incentive awards
Special recognition awards
*Percentages will total more than 100% due to multiple responses given by some participants
**Any bonus or incentive plans intended only for sales population have been excluded from these calculations.
16.0% (21)30.5% (40)42.0% (55)
Type of PlansPercent of
Organizations*
26.0% (34)16.0% (21)
67.2% (88)
(n=131)
China Salary Planning Report 2016 - 2017 16
Pay and PerformancePrevalence of Variable Pay Plans by Employee Group
Individual performance awards
Top Executive/Sr. Mgmt (64)Middle Management (75)Junior Mgmt/Proff./Supv (77)Clerical/Admin/Tech (63)Manual Workforce (37)
Team awards
Top Executive/Sr. Mgmt (13)Middle Management (21)Junior Mgmt/Proff./Supv (27)Clerical/Admin/Tech (22)Manual Workforce (17)
Gain sharing/productivity awards
Top Executive/Sr. Mgmt (10)Middle Management (11)Junior Mgmt/Proff./Supv (12)Clerical/Admin/Tech (10)Manual Workforce (17)
Cash profit sharing awards
Top Executive/Sr. Mgmt (15)Middle Management (13)Junior Mgmt/Proff./Supv (15)Clerical/Admin/Tech (15)Manual Workforce (10)
Business incentive awards
Top Executive/Sr. Mgmt (29)Middle Management (34)Junior Mgmt/Proff./Supv (30)Clerical/Admin/Tech (18)Manual Workforce (11)
Special recognition awards
Top Executive/Sr. Mgmt (27)Middle Management (43)Junior Mgmt/Proff./Supv (52)Clerical/Admin/Tech (46)Manual Workforce (35)
*Percentages will total more than 100% due to multiple responses given by some participants (n=131)**Any Bonus or incentive plans intended only for sales population have been excluded from these calculations.
39.7%35.1%26.7%
8.4%
20.6%32.8%
13.7%
11.5%9.9%
11.5%11.5%7.6%
22.1%26.0%22.9%
13.0%
7.6%8.4%9.2%7.6%
13.0%
16.8%
Type of PlanPercent of
Organizations
48.9%57.3%58.8%48.1%28.2%
9.9%16.0%20.6%
China Salary Planning Report 2016 - 2017 17
Pay and PerformancePrevalence of Variable Pay by Industry
Manufacturing
Aerospace -- (1)Agriculture -- (2)Automotive/Vehicle Manufacturing 42.9% (7)
Auto Producers -- (0)Auto Suppliers 42.9% (7)
Chemicals (not Pharmaceutical) 91.7% (12)Consumer Products 88.9% (18)
Consumer Products - Durable Goods 60.0% (5)Consumer Products - Nondurable Goods 100.0% (5)Electronics/Electrical -- (1)Consumer Products - Food/Beverage/Tobacco 100.0% (7)
Diversified/Multi-Organisation 100.0% (3)Energy (Power/Oil/Gas) -- (1)
Oil/Gas -- (1)Power -- (0)
Engineering/Manufacturing 76.9% (13)Industrial Machinery/Equipment 75.0% (12)Building Materials -- (0)Textiles/Apparel Manufacturing -- (0)Rubber/Plastics/Glass -- (0)
Forest & Paper Products/Packaging -- (2)Life Sciences 93.8% (16)
Animal Health -- (0)CRO -- (1)Pharmaceutical 100.0% (7)Medical Devices 87.5% (8)
Metals -- (1)Mining/Milling/Smelting -- (2)Other Manufacturing 62.5% (8)
All Manufacturing 85.2% (54)
Percent of
Organizations
China Salary Planning Report 2016 - 2017 18
Pay and PerformancePrevalence of Variable Pay by Industry
Percent of
Organizations
Services
Banking/Finance 90.9% (11)Banks -- (2)Insurance - Life & Health 75.0% (4)Insurance - Property & Casualty -- (1)Insurance - Other -- (0)Funds/Asset Management -- (1)Investment Banks -- (0)Securities -- (0)Other Financial Services -- (2)
Construction/Engineering -- (1)Education Services -- (0)Engineering Design -- (0)Entertainment/Communications/Publication -- (0)
Media -- (0)Printing/Publishing -- (0)
Government -- (0)Health Care/Medical Services -- (0)Hi - Tech 88.0% (25)
Business/Computer Services -- (1)Computers and Related Products (Software and Hardware) 80.0% (10)Application Services/Consulting 100.0% (4)Semiconductors 88.9% (9)
Hospitality/Restaurants/ Travel 75.0% (4)Infrastructure -- (0)ITeS (IT Enabled Services) -- (2)
BFSI Captives -- (0)KPO/Analytics -- (0)Other Captives -- (0)Third Party Service Providers -- (1)
Not-for-Profit (not Hospitals/Schools) -- (0)Professional Services 50.0% (4)
Advertising and PR -- (0)Accounting -- (2)Consulting -- (1)Legal -- (0)
Real Estate -- (1)Research/Development -- (1)Retail (incl. Wholesale & Distribution) 60.0% (5)Telecommunications 100.0% (3)
Mobile Service Providers -- (0)Other Telecommunication Services 100.0% (3)
Transportation/ Logistics/ Shipping Services 66.7% (6)Other Service 60.0% (5)
All Services 83.7% (43)
All Companies 79.5% (156)
China Salary Planning Report 2016 - 2017 19
Pay and PerformanceOrganisation's Variable Plan Payout
70.2% of the organizations did make a payout in 2016.
All employees
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Organization Spending on Broad Based Variable Pay Awards
The Variable Pay spending reported below is based on an average of the organizations that report prevalence of a Variable
Pay Plan. Spending is calculated by the amount of all Variable Pay awards divided by the amount of Total Cost to Company
(excluding Sales Incentive Plans) of the eligible employee group.
Average Spending as a Percent of Payroll
All employees
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
*All organizations having no or zero payout have been excluded from the above numbers
(38)73.0%
(58)75.8% (56)78.1%
(n=141)
89.0% (72)
Employee Groups
(85)
Employee GroupsAverage percentage of Employees
receiving a payout
(58)77.2% (60)70.5%
Actual 2016 Projected 2017
(77)(72)
18.0%11.9%
(76)(78) 21.4%
22.8%24.6%19.6%16.2%10.9%9.9% 9.6%(46)
(71)(66)(68)(66)(64)(40)
24.6%25.7%
Yes70.2%
No29.8%
China Salary Planning Report 2016 - 2017 20
Pay and PerformanceLong-Term Incentives
45.4% of the responding organizations have reported that they offer long-term incentives.
Restricted stock is the most prevalent type of LTI plan, with 39.4% of the responding organizations offering it.
Stock options
Performance shares/units
Restricted StockPhantom Stock
Other
*Percentages will total more than 100% due to multiple responses by some participants (n=66)
31.8% (21)
39.4% (26)
33.3% (22)39.4% (26)6.1% (4)
(n=152)
Types of PlansPercent of
Organizations*
Yes45.4%
No54.6%
China Salary Planning Report 2016 - 2017 21
Pay and PerformancePrevalence of Long Term Incentives by Employee Group
Stock Options
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Performance Shares/Units
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Restricted Stock
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Phantom Stocks
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Other
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
*Percentages will total more than 100% due to more than one response by some participants (n=66)
Types of Plans
(21)(8)(4)
31.8%12.1%6.1%
Percent of Organisations *
4.5%1.5%3.0%
(23)(14)(9)
(3)
34.8%21.2%13.6%
(1)
40.9%21.2%13.6%
33.3%9.1%4.5%
(2)
(27)(14)(9)
(22)(6)(3)
China Salary Planning Report 2016 - 2017 22
Pay and PerformancePercentage of Employees Receiving Long-Term Incentives
Employee Group
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
LTI Earning Opportunity / Potential Gain as a percentage of Total Fixed Pay
Employee Group
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
17.4%
24.9%12.8%6.7%
(39)(29)(22)
an average to Total Fixed PayOpportunity / Potential Gain as
Average LTI Earning
for 2016
Average percent of Employeesreceiving grants of any type
51.2%39.8%
(48)(34)(24)
China Salary Planning Report 2016 - 2017 23
Pay and PerformancePrevalence of Long Term Incentive Plans by Industry
Manufacturing
Aerospace
AgricultureAutomotive/Vehicle Manufacturing
Auto Producers
Auto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Consumer Products - Food/Beverage/Tobacco
Diversified/Multi-Organisation
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life Sciences
Animal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing 51.9%
------
68.8%----
71.4%62.5%
----
28.6%
--
66.7%60.0%66.7%
--66.7%66.7%
------
38.5%33.3%
54.5%
Percent ofOrganizations
----
16.7%--
16.7%
(1)(2)(6)(0)(6)
(6)(3)(1)(1)(0)
(11)(18)(5)(6)(1)
(2)(16)(0)(1)(7)
(13)(12)(0)(0)(0)
(8)(1)(2)(7)
(52)
China Salary Planning Report 2016 - 2017 24
Pay and PerformancePrevalence of Long Term Incentive Plans by Industry
Percent ofOrganizations
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/Publication
Media
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers and Related Products (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
0.0%
42.9%
45.4%
--0.0%0.0%
--0.0%33.3%
--
------------
25.0%--------
--
----------
60.0%--
70.0%75.0%44.4%25.0%
--
36.4%--
25.0%----------------
(11)(2)(4)(1)(0)
(0)(0)(0)(0)(0)
(1)(0)(0)(2)(2)
(4)(9)(4)(0)(2)
(0)(0)(25)(1)(10)
(4)(0)(2)(1)(0)
(0)(0)(0)(1)(0)
(3)(6)(4)
(42)
(152)
(1)(1)(4)(3)(0)
China Salary Planning Report 2016 - 2017 25
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 3
Workforce Size
China Salary Planning Report 2016 - 2017 26
Workforce SizeAttrition across Employee Groups
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Critical Talent
All Employees
(58)1.5%(68)(63)7.7%(59)6.1%
8.2%(65)6.3%(60)1.8%
4.9% (83) 14.0% (92) 18.3% (101)
(34)5.5% (42) 13.7% (43) 19.5% (45)1.2% (31) 3.9% (33) 4.9%
(62)2.9% (63) 8.5% (67) 11.3% (72)3.1% (57) 8.1% (61) 11.4%
Employee GroupsInvoluntary Turnover
RateVoluntary
Turnover RateOverall
Turnover Rate
1.5%
1.8%
2.9%
3.1%
5.5%
1.2%
4.9%
6.1%
6.3%
8.5%
8.1%
13.7%
3.9%
14.0%
7.7%
8.2%
11.3%
11.4%
19.5%
4.9%
18.3%
Top Executive/Sr. Mgmt
Middle Management
Junior Mgmt/Proff./Supv
Clerical/Admin/Tech
Manual Workforce
Critical Talent
All Employees
Overall Turnover Rate Voluntary Turnover Rate Involuntary Turnover Rate
China Salary Planning Report 2016 - 2017 27
Workforce SizeOverall Attrition by IndustryThe average turnover rate for responding organisations is 18.3%.
Manufacturing
Aerospace
Agriculture
Automotive/Vehicle Manufacturing
Auto Producer
Auto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Consumer Products - Food/Beverage/Tobacco
Diversified/Multi-Organisation
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life Sciences
Animal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing
(3) 21.9% (4)
16.6% (31) 6.4% (12) 8.6% (10)(12) 10.2% (12) 14.6% (11) 21.8%
33.2% (3) 0.0% (3) 0.4% (3) 3.4% (3) 1.2%
-- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(0) -- (0) -- (0) --(0) -- (0)
(6) 1.4% (4)14.7% (6) -- (2) 7.1% (3) 12.8% (3) -- (2) -- (2)18.6% (7) 10.9% (6) 10.4% (6) 15.5% (6) 14.6%
(0) -- (0)-- (1) -- (0) -- (0)(0) -- (0) -- (0) ---- (0) -- (0) -- (0) -- (0) --
-- (1) -- (0) -- (0)16.6% (14) 9.5% (8) 9.3% (9) 14.6% (9) 13.6%
(0) -- (0) -- (0) --(8) 4.3% (6)
(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(5) 19.4% (5)-- (0) -- (0) -- (0)(0) -- (0) -- (0) --
11.8% (9) 0.0% (5) 5.3% (5) 8.3% (5) 14.2%
-- (0) -- (0) -- (0)11.3% (10) 0.0% (5) 5.3% (5) 8.3% (5) 14.2%
(0) -- (0) -- (0) --(5) 19.4% (5)
(0) -- (0)-- (1) -- (0) -- (0) -- (0) -- (0) -- (0)-- (1) -- (0) -- (0) -- (0) --
(3) 21.3% (3)23.4% (3) -- (1) -- (0)(1) -- (1) -- (1) --17.0% (5) 11.1% (3) 13.7% (3) 15.3% (3) 14.7%
16.4% (5) -- (2) 9.1% (2)-- (1) -- (1) -- (1) -- (1) --
(3) 5.4% (3) 12.4% (3) --(1) -- (1)
(8) 17.2% (6)-- (2) -- (1) -- (1) -- (1) -- (1) -- (0)
15.1% (13) 8.7% (7) 10.8% (8) 9.9% (8) 12.3%
--
(4) 18.5% (4)11.8% (6) 8.8% (3) 8.8% (2)(3) 11.1% (3) -- (2) --20.6% (4) 1.1% (3) 1.0% (3) 1.5% (4) 5.5%
20.6% (4) 1.1% (3) 1.0% (4)-- -- (0) --
(3) 1.5% (4) 5.5% (4) 18.5%(0)
(1) -- (0) -- (0) -- (0) --
-- (0)
Junior Manager/
Supervisor/Professional
General StaffManual
Workforce
(0) -- (0)(0) -- (0)
Overall
-- (2) -- (0) -- (0) -- (0) --
Top Executive
Middle Management
(0) -- (0) -- (0)
Critical Talent
--
-- (1)-- (2)-- (1)-- (0)-- (0)
2.1% (3)-- (0)
4.4% (4)-- (1)-- (0)
--(0)(0)
2.1% (3)-- (0)
-- (0)-- (0)
3.9% (4)-- (0)-- (0)
-- (0)2.8% (5)2.8% (5)
-- (0)-- (0)
4.1% (8)
-- (2)-- (2)-- (0)-- (0)-- (2)
China Salary Planning Report 2016 - 2017 28
Workforce SizeOverall Attrition by IndustryThe average turnover rate for responding organisations is 18.3%.
Junior Manager/
Supervisor/Professional
General StaffManual
WorkforceOverall
Top Executive
Middle Management
Critical Talent
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/Publication
Media
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers and Related Products
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
(2) --
(10)
18.3% (101) 7.7% (63) 8.2%
(2) -- (0)
19.4% (28) 8.5% (20) 10.0% (22) 14.3%
(45)(68) 11.3% (72) 11.4% (62) 19.5%
(23) (17) 14.6%12.4%
-- (2) --
(0)17.4% (5) 5.9% (6) 5.8% (4)(6) 4.3% (6) 8.2% (6) 23.6%
-- (2) -- (1) -- (1) --
(2) -- (2) --
(2) --
-- (2) -- (1) -- (0)-- (0) -- (0) -- (0) -- (0) --
(1) -- (2) -- (1) --(0) -- (0)(1) --
(1) -- (1)35.4% (4) -- (2) -- (2) -- (2) -- (2) -- (2)
-- (1) -- (1) -- (1) -- (1) --
(0) -- (0)-- (1) -- (0) -- (0)(0) -- (0) -- (0) ---- (0) -- (0) -- (0) -- (0) --
-- (2) -- (1) -- (1)-- (1) -- (0) -- (0) -- (0) --
(1) -- (1) -- (1) --(0) -- (0)
(1) -- (1)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)
19.7% (3) -- (1) -- (1) -- (1) --
(0) -- (0)-- (0) -- (0) -- (0)(0) -- (0) -- (0) ---- (1) -- (0) -- (0) -- (0) --
-- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(0) -- (0) -- (0) --(0) -- (0)
(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (1) -- (0) -- (0) -- (0) --
(1) -- (1)-- (0) -- (0) -- (0)(0) -- (0) -- (0) ---- (1) -- (1) -- (1) -- (1) --
-- (2) 4.8% (3) 9.3% (1)18.3% (6) 0.1% (4) 0.3% (5) 8.3% (6) 2.4%
(3) 20.1% (3) -- (2) --(5) 29.8% (4)
(1) -- (1)21.5% (6) 5.8% (4) 21.5% (6) 23.5% (7) 8.5% (3) -- (1)
-- (1) -- (2) -- (2) -- (2) --
(0) -- (0)19.6% (15) 3.1% (13) 10.4% (7)(16) 16.1% (18) 9.1% (11) 21.2%
-- (0) -- (0) -- (0) -- (0) --
-- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(0) -- (0) -- (0) --(0) -- (0)
(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(0) -- (0)-- (0) -- (0) -- (0)(0) -- (0) -- (0) ---- (0) -- (0) -- (0) -- (0) --
-- (1) -- (0) -- (0)-- (1) -- (1) -- (1) -- (1) --
(1) -- (1) -- (1) --(1) -- (1)
(0) -- (0)-- (0) -- (0) -- (0) -- (0) -- (0) -- (0)-- (0) -- (0) -- (0) -- (0) --
(0) -- (0)-- (0) -- (0) -- (0)(0) -- (0) -- (0) ---- (0) -- (0) -- (0) -- (0) --
-- (2) 10.0% (4) 11.8% (1)-- (1) -- (0) -- (0) -- (0) --
(4) 13.7% (4) 18.5% (4) --(0) -- (0)
(5) -- (1)-- (2) -- (1) -- (0) -- (0) -- (0) -- (0)
18.8% (6) 28.0% (5) 10.1% (5) 15.3% (5) 16.5% ----
(2)(0)
-- (2)-- (0)
-- (1)-- (0)-- (0)-- (0)-- (0)
-- (0)-- (0)-- (0)-- (0)-- (0)
-- (2)-- (1)-- (1)-- (0)-- (0)
-- (0)-- (0)-- (0)
2.3% (4)-- (0)
-- (0)-- (1)-- (0)-- (1)-- (0)
-- (0)-- (0)-- (0)-- (0)-- (0)
4.9%
(8)
(34)
-- (0)-- (1)
7.1% (4)-- (0)
1.1%
-- (0)-- (0)-- (1)-- (1)-- (1)
China Salary Planning Report 2016 - 2017 29
Workforce SizeReasons for Voluntary Attrition
External Equity of Compensation
Better External Opportunity
Limited growth opportunities
Work life balance
Other
(n=117)* Prevalence denotes the frequency of reason for attrition as cited by responding organisations, irrespective of rank.
Key Retention Measures
Pay above market (Off cycle Market Adjustment or Merit Increases)
Long-Term Incentives
Short-Term Incentives
Accelerated Career Development Opportunities
Improved Work Life Balance
Timely and meaningful feedback from managers
Attractive benefits package
Other
(n=120)* Prevalence denotes the frequency of retention measures cited by responding organisations, irrespective of rank.
Key Attraction Measures
Competitive fixed compensation
Competitive variable compensation (eg. Bonus, stock awards etc)
Competitive benefits and perquisites (eg. Pension, company car, time off)
Work environment (eg. Leadership, culture, flexible work arrangements)
Career development opportunities
Other
(n=118)* Prevalence denotes the frequency of attraction measures cited by responding organisations, irrespective of rank.
6.8%36
83.9%61.9%
278.0%
81.4%61.9%
145
Measures Prevalence
50.0%
8.3%
61.7%
Rank
52
752.5% 4
72.5%62.5% 3
1
50.0%37.5%
86
27.4%
Measures Prevalence Rank
5
Reasons Prevalence
61.5%
68.4%94.9%74.4%
3124
Rank
China Salary Planning Report 2016 - 2017 30
Workforce SizeCommunication
Of the 154 responding organizations, 72.1% have formal salary ranges. Out of these, 17 organizations communicate their
salary ranges to their employees, details of which are given in the table below.
Employees know their own salary range information only (21)Communicate all salary range information to all employees, excluding executive salary ranges (6)
Total Compensation StatementsOf the responding organizations, 47% provide their employees with total compensation statements.
(n=151)
Communicate Compensation PhilosophyOf the responding organizations, 47% communicate their compensation philosophy to their employees.
(n=151)
Leadership\Line Manager (47)Human Resource Department (30)Joint responsibility between Leadership/Line Manager and Human Resource Department (82)
(n=147)
32.0%20.4%55.8%
CommunicationPercent of
Organisations
77.8%22.2%
Responsibility of CommunicationsPercent of
Organizations
Yes47.0%
No53.0%
Yes47.0%
No53.0%
China Salary Planning Report 2016 - 2017 31
Aon Hewitt Performance, Reward & Talent Proprietary and Confidential
Salary Planning Light Report 2015-2016 2
Pay Delivery & Management
China Salary Planning Report 2016 - 2017 32
Pay Delivery & ManagementFactors Considered while making Budget Recommendations
Organization Performance is the most prevalent factor driving budget recommendations with 88% of the organisations citingthis as a factor.
Organization Performance
Industry Performance
Competitive positioning with respect to the relevant market
Market survey benchmarking the % granted/ Planned by other companies
Payroll Cost as a percentage to Revenue
Other Employee Costs such as Training, Recruitment etc.
Manpower Productivity
Employee Attrition
Inflation
Others
*Percentages will total more than 100% due to multiple responses by some participants (n=158)
Factors Influencing Organisation's Pay Decisions
Performance is the most prevalent factor driving pay decisions with 96.1% of the organisations citing this as an influence.
Factors
Knowledge & Skill
Internal Equity
Performance
Potential
Scope & Size of Role
Seniority of Level
Availability of Budgets
Market Competitiveness of Pay
Others
*Percentages will total more than 100% due to multiple responses by some participants (n=155)
72.2% (114)
75.5% (117)85.2% (132)1.3% (2)
45.8% (71)46.5% (72)38.1% (59)
96.1% (149)
24.1% (38)58.9% (93)3.2% (5)
Percent of Organizations*
58.1% (90)77.4% (120)
39.2% (62)12.0% (19)17.7% (28)
Factors
64.6% (102)
Percent of Organisations*
88.0% (139)41.8% (66)
China Salary Planning Report 2016 - 2017 33
Pay Delivery & ManagementPay Ranges for Internal Pay Management Process We asked companies to identify the pay range they use for their internal pay management process
Methodologies Used to Determine Pay Increase
Frequency of Salary Increases
93.2% of responding organisations have a yearly frequency for Salary Increases.
Once a year
2 Times a year
More than 2 times a year
(n=148)Factors affecting the frequency of Salary Increases
Individual assessment
Cost of living adjustment
Others
(n=19)
FactorsPercentage ofOrganizations
100.0% (19)21.1% (4)5.3% (1)
6.1%0.7%
(9)(1)
A majority of the organisations confirmed differentiating salary increases by performance rating and by the current positioning / compa-ratio of employees within the current pay range. This approach promotes a fine balance between external as well as internal parity.
Percentage ofOrganizations
93.2%
(n=158)
(n=156)
(138)
Frequency
Level Pay Ranges41.1%
Level Functional Pay
Ranges34.8%
Position Pay Ranges13.9%
No Pay Ranges10.1%
Performance Rating26.9%
Merit Matrix based on performance and positioning/compa
ratio of the individual in the current range
60.9%
Discretionary7.7%
Others4.5%
China Salary Planning Report 2016 - 2017 34
Pay Delivery & ManagementPerformance Rating Scale
Month of Salary Revision
The graph below indicates the months in which organisations revise their salaries. As seen below, 32.6% of the respondents
reported April as the month of salary revision.
(n=135)
(n=158)
No performance rating scale,
7.0%3-point scale,
7.0%
4-point scale, 15.8%
5-point scale, 58.9%
6-point scale, 5.7%
Others, 5.7%
17.0%
1.5%
17.0%
32.6%
0.7%
2.2%
5.9%
2.2%
2.2%
5.2%
3.7%
9.6%
January
February
March
April
May
June
July
August
September
October
November
December
China Salary Planning Report 2016 - 2017 35
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High Potentials and Top Performers
China Salary Planning Report 2016 - 2017 36
High Potentials and Top Performers
High Potentials—An elite group of employees who are seen as being capable of contributing to the organisation in a role with greater complexity, impact, scope and scale than their current roles. They have the versatility to play
a number of roles in the organisation; demonstrate the ability to see things from new perspectives and to quickly
adapt; would be difficult to replace due to the value that they bring to the organisation; and consistently deliver
strong results.
Top Performers—A group of employees who clearly and consistently demonstrate extraordinary and exceptional accomplishments in all major areas of responsibility. Performance of this caliber is rarely qualed by others who
hold positions of comparable responsibility. A top performer is not automatically a High Potential.
Critical Talent/ Key Positions —Those positions that require specific knowledge and specialisation. Would be difficult to replace them due to the value that they bring to the organisation. Positions that support
the core business, without them the operations are at risk and with them profitability and growth is achieved.
Low Performers— A group of employees who clearly and consistently demonstrate a performance under the minimum expectations in mayor areas of responsibility. Low performers could be either or both in terms of
results or versus individual objectives or disruptive behaviors for the team or for the company efficiency and/or values.
Identification of High Potentials, Top and Low Performers and Key Positions70% of the responding organisations could identify their high potentials. 88.1% can identify their top performers.
Low performers can be identified by 76.2% and 88.7% could identify key positions.
Separate Merit Budget for High Potentials, Top and Low Performers and Key Positions6% of the responding organisations use a separate merit budget for high potentials, 12.6% for top performers and 8.6% for
critical talent.
Separate Merit Budget
In addition to the overall merit budget for all employees
A "carve out" of the overall merit budget for all employees
Unsure
Percentage of Overall Merit Budget allocated for High Potentials, Top Performers and Key Positions
Count (16)(16) (14) (23) (20) (18)
11.8% 0.0%
Actual 2016 Projected 2017 Actual 2016 Projected 2017 Actual 2016 Projected 2017
Percentage of Overall Merit Budget
Percentage of Organisations
28.2% (11)
High Potentials Top Performers Key Positions
35.9% (14)35.9% (14)
(n=39)
12.6% 14.1% 11.2% 12.5%
China Salary Planning Report 2016 - 2017 37
High Potentials and Top Performers
Rewards with the Greatest Impact
Most participants indicated that merit increases and promotions and variable pay as well have the greatest ability to reward high
potentials as well as top performers and key positions
Type of Reward
Merit increases to base salary
Promotions
Variable pay (bonus/incentive)
Stock/Stock options
Unsure
Other
High Potentials Top Performers
Key Positions
(n=132) (n=135) (n=131)
(4)
(10)
(26)
(14)
(18)
10.7%
High Potentials Top Performers Key Positions
2.3% (3) 1.5% (2) 3.1%
6.1% (8) 0.7% (1) 19.8%
8.3% (11) 3.7% (5) 7.6%
14.4% (19) 39.3% (53) 13.7%
Special recognition (cash, merchandise, travel) 3.0% (4) 5.9% (8)
(26)
9.8% (13) 32.6% (44) 25.2% (33)
56.1% (74) 16.3% (22) 19.8%
Merit increases to base salary
9.8%
Promotions56.1%Special
recognition (cash,
merchandise, travel)3.0%
Variable pay (bonus/incen
tive)14.4%
Stock/Stock options6.1%
Unsure8.3%
Other2.3%
Merit increases to base salary
32.6%
Promotions16.3%
Special recognition
(cash, merchandise
, travel)5.9%
Variable pay (bonus/incen
tive)39.3%
Stock/Stock options0.7%
Unsure3.7%
Other1.5%
Merit increases to base salary
25.2%
Promotions19.8%
Special recognition (cash, merchandise,
travel)10.7%
Variable pay (bonus/incentive)
13.7%
Stock/Stock options19.8%
Unsure7.6%
Other3.1%
China Salary Planning Report 2016 - 2017 38
High Potentials and Top PerformersMethods Used to Ensure Differential Pay
The methods used to differentiate pay increases for high potentials, top performers and/or key positions are shown
in the table below.
Methods used
(9) 32.0% (8)
Other (2) 50.0% (1) 0.0% 50.0% (1)(0)
Managers receive training in differentiation in pay decisions for :
(13) 15.4% (2) 53.8% (7) 30.8% (4)
Written guidance is given to managers around high differentiation for :
(15) 40.0% (6) 46.7% (7) 13.3% (2)
59.0% (23)(6)Pay adjustments outside the merit process budget for :
(39) 25.6% (10) 15.4%
Mid-year/more frequent salary reviews for:
(25) 32.0% (8) 36.0%
(5) 56.3% (9)Separate merit budget for: (16) 12.5% (2) 31.3%
(n) High Potentials Top Performers Key Positions
Merit matrix includes highest increases for:
(68) 1.5% (1) 85.3% (58) 13.2% (9)
China Salary Planning Report 2016 - 2017 39
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Participation Demographics
China Salary Planning Report 2016 - 2017 40
Participant DemographicsParticipant Demographics by Industry
Manufacturing
Aerospace
Agriculture
Automotive/Vehicle Manufacturing
Auto Producers
Auto Suppliers
Chemicals (not Pharmaceutical)
Consumer Products
Consumer Products - Durable Goods
Consumer Products - Nondurable Goods
Electronics/Electrical
Consumer Products - Food/Beverage/Tobacco
Diversified/Multi-Organisation
Energy (Power/Oil/Gas)
Oil/Gas
Power
Engineering/Manufacturing
Industrial Machinery/Equipment
Building Materials
Textiles/Apparel Manufacturing
Rubber/Plastics/Glass
Forest & Paper Products/Packaging
Life Sciences
Animal Health
CRO
Pharmaceutical
Medical Devices
Metals
Mining/Milling/Smelting
Other Manufacturing
All Manufacturing
1214132540
244
31
101685425230003
2
Number of Participants
652632229461815
China Salary Planning Report 2016 - 2017 41
Participant DemographicsParticipant Demographics by Industry
Number of Participants
Services
Banking/Finance
Banks
Insurance - Life & Health
Insurance - Property & Casualty
Insurance - Other
Funds/Asset Management
Investment Banks
Securities
Other Financial Services
Construction/Engineering
Education Services
Engineering Design
Entertainment/Communications/Publication
Media
Printing/Publishing
Government
Health Care/Medical Services
Hi - Tech
Business/Computer Services
Computers and Related Products (Software and Hardware)
Application Services/Consulting
Semiconductors
Hospitality/Restaurants/ Travel
Infrastructure
ITeS (IT Enabled Services)
BFSI Captives
KPO/Analytics
Other Captives
Third Party Service Providers
Not-for-Profit (not Hospitals/Schools)
Professional Services
Advertising and PR
Accounting
Consulting
Legal
Real Estate
Research/Development
Retail (incl. Wholesale & Distribution)
Telecommunications
Mobile Service Providers
Other Telecommunication Services
Transportation/ Logistics/ Shipping Services
Other Service
All Services
All Companies
61118
213
457
3
21110261612010
1
13543191415180510
0
320010822431
1
3167
China Salary Planning Report 2016 - 2017 42
Participant DemographicsParticipant Demographics by Annual Revenue
All Companies
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
Above $500 million
Manufacturing
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
Above $500 million
Services
Less than $0.5 million
$0.5-$1.0 million
$1.1-$5.0 million
$5.1-$10.0 million
$10.1-$25.0 million
$25.1-$50.0 million
$50.1-$100.0 million
$100.1-$250.0 million
$250.1-$500.0 million
Above $500 million
(n=47)
19.1% (9)
12.8% (6)
12.8% (6)
17.0% (8)
4.3% (2)
14.9% (7)
4.3% (2)
30.3% (20)
(n=66)
6.4% (3)
4.3% (2)
4.3% (2)
Annual RevenuePercent of
OrganizationsNo. of
Responses
Annual RevenuePercent of
OrganizationsNo. of
Responses
(2)
9.1% (6)
1.5% (1)
4.5% (3)
3.0%
2.7% (3)
4.5% (3)
(8)
14.2% (16)
15.9% (18)
11.5% (13)
7.1%
23.0% (26)
(n=113)
Percent of Organizations
5.3%
3.5% (4)
7.1% (8)
Annual RevenueNo. of
Responses
(6)
9.1% (6)
13.6% (9)
13.6% (9)
10.6% (7)
9.7% (11)
China Salary Planning Report 2016 - 2017 43
Participant DemographicsParticipant Demographics by Organisation Size
All Companies
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
Manufacturing
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
Services
Under 500
500-1,000
1,001-2,000
2,001-5,000
5,001-10,000
10,001-20,000
20,001-50,000
Over 50,000
0.0% (0)
58.8% (87)14.2% (21)9.5% (14)
0.7% (1)
(n=148)
8.1% (12)6.8% (10)2.0% (3)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
10.5% (19)7.7% (14)2.2% (4)2.8% (5)0.6% (1)
(n=181)
50.3% (91)14.4% (26)11.6% (21)
0.6% (2)
(n=329)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
7.3% (24)2.1% (7)1.5% (5)
14.3% (47)10.6% (35)9.4% (31)
Number of Full-Time Employees
Percent of Organizations
No. ofResponses
54.1% (178)
China Salary Planning Report 2016 - 2017 44
Participant DemographicsParticipant Demographics by Company Ownership
All Companies
Locally owned company
Foreign owned company
Joint venture company
Manufacturing
Locally owned company
Foreign owned company
Joint venture company
Services
Locally owned company
Foreign owned company
Joint venture company
(n=197)
(n=225)
44.2% (87)6.6% (13)
Company OwnershipPercent of
OrganizationsNo. of
Responses
49.2% (97)
(n=422)
41.8% (94)2.7% (6)
Company OwnershipPercent of
OrganizationsNo. of
Responses
55.6% (125)
42.9% (181)4.5% (19)
Company OwnershipPercent of
OrganizationsNo. of
Responses
52.6% (222)
China Salary Planning Report 2016 - 2017 45
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Employee Engagement
China Salary Planning Report 2016 - 2017 46
Employee Engagement
51.5% of the organizations measure their employee engagement score.
(n=136)
Employee Engagement Score
Actively Disengaged (8)Highly Engaged (7)46.7%
(n=15)
Level of EngagementPercent of
OrganizationsNo. of
Responses
53.3%
Yes51.5%
No48.5%
China Salary Planning Report 2016 - 2017 47
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Salary Planning Light Report 2015-2016 6
Appendix
China Salary Planning Report 2016 - 2017 48
Aon Hewitt Talent, Rewards & Performance Proprietary and Confidential
Definitions of Terms
Report Definitions The following are brief definitions of some of the concepts that are used throughout this report.
Top Executive/Senior Management
Top executives and senior managers play a key role in both short- and long-term decision-making of a major function area or business unit, direct or coordinate activities within two or more major departments, establish policy, and have a major impact on the achievement of the business unit or function goal.
Example: Country manager and direct reports
Middle Management
Middle management are first-line managers, who manage the activities of one major department and set-up standard procedure and policy or lead projects or programs which have broad effect on overall policy and achievement of Organisation-wide objectives.
Example: Plant manager, business unit controller, marketing manager, systems manager
Junior Management/Professional/Supervisor
Provide day-to-day management of a team has knowledge of a specialized field of technical or administrative function and resolve problems of some difficulty, could be supervising a team or individual contributor or be an entry-level professional.
Example: Production engineer/production planning manager, key account manager systems analyst, business process team leader
Clerical/Admin/Tech
Administrative and support level staff.
Example: Administrative employee—sales trainee, merchandiser, business process associate—junior
Manual Workforce
Employees in positions such as skilled-production worker, unskilled-production worker, and warehouse handler.
Example: Assembler, loaders etc.
China Salary Planning Report 2016 - 2017 49
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Data Collection Terms The following are brief definitions of some of the concepts that are used within the data collection materials.
Mandatory Salary Increase Budget
This is an increase that is mandated by either a government or by a union. It could apply to the entire company or to different groups in the organisation.
Merit Salary Increase Budget
The amount of any nonguaranteed, individual performance-based increases, including merit lump sums. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a merit increase.
Note: For India the numbers represent a percent of total fixed pay.
General Salary Increase Budget
Any increases given over and above the merit salary and mandatory increase. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a general increase. General increase includes market correction, special adjustment and promotional budgets.
Note: For India the numbers represent a percent of total fixed pay.
Total Salary Increase Budget
The total amount of all increases combined (that is, merit increases plus general increases plus mandatory salary increases).
Note: For India the numbers represent a percent of total fixed pay.
Special Adjustment and/or Miscellaneous Budget
The amount of any salary adjustment granted to an employee for a special, or unique, situation that is not typically covered by a merit increase. This would include market, equity, or “hot skills” adjustments. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a special adjustment and/or miscellaneous increase.
Note: For India the numbers represent a percent of total fixed pay.
Promotional Budget
The amount of any promotional increase granted to an employee for receiving a promotion. The budget percentage is calculated by dividing the sum of increases granted/anticipated in the year, divided by the total salaries of all eligible employees, whether or not they received a promotional increase.
Note: For India the numbers represent a percent of total fixed pay.
China Salary Planning Report 2016 - 2017 50
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Salary Structure Movement
This is an increase that is applied to the salary grades and bands to reflect movements in the market. In other words, this represents an increase to the salary structure and not an individual or employee group increase.
China Salary Planning Report 2016 - 2017 51
Participant List
Manufacturing Services
A. O. Smith Corporation A.T. Kearney, Inc. AB Agri China AccentureAbbVie ACI WorldWideACCO Brands Corporation Adobe SystemsADISSEO AECOMAl built Consulting (Shanghai) Co., Ltd. AFD (Agence Française de Développement)Aleris Allianz China LifeAllergan Singapore Pte Ltd ALS LimitedALLNEX American ExpressALTANA AG American Society for QualityAmazon ANZ Banking Group LimitedAmerican Axle & Manufacturing (AAM) AricentAmway (China) Co., Ltd Artesyn Embedded TechnologiesAnalogic Corporation ASM Technology Hong Kong Ltd.Archer Daniels Midland Company AT&TAREVA Automatic Data ProcessingAshcroft Instruments (Suzhou) Co., Ltd. Axis BankAssociated British Foods plc Bain & CompanyAvery Dennison Corporation Bank Julius Baer & Co. Ltd.B. Braun Melsungen AG Bechtel Global Corporation Baker Hughes Inc BMC SoftwareBall Corporation Booking.comBarnes Group Inc. Brambles LimitedBaxter Pvt. Ltd. Branded Lifestyle Trading (Asia) LimitedBayer Aktiengesellschaft British Standards InstitutionBHP Billiton Brookfield Global Reloctaion ServicesBlue Focus Communication Group CapgeminiBoehringer Ingelheim Capgemini Business Service IndiaBombardier Aerospace Capgemini India Pvt. Ltd. (FSSBU)BorgWarner Inc. Capillary Technologies India Private LimitedBP China CapitaLand LimitedBriggs & Stratton Carl Zeiss AGBrooks Sports Inc_Global Carlson Rezidor Hotel GroupBrunswick Corporation Cartus CorporationCabot Microelectronics Corporation Caterpillar Financial Services CorporationCallaway Golf Company CEGIDCapsugel, Inc. CH2M HillCarestream Health Chicago Bridge & IronCargill Investments (China) Ltd. Cigna CorporationCATL Citrix SystemsCelanese (China) Holding Co., Ltd City Super LtdCelestica Inc. CME GroupCharter Manufacturing Columbia Sportswear CompanyChemtura Corporation Compass Group PLCChina International Marine Containers (Group) (Stock) Co., Ltd. Convergys CorporationChina Resources Sanjiu Pharmaceutical Co., Ltd CoriantCliffs Natural Resources Corning IncorporatedCLP Holdings Limited Costa CoffeeCNHI Costa Cruises Shipping Service (Shanghai) Co., Ltd.Coats Group plc Cover-More GroupCoca-Cola Bottling Investment Group China Dachser SECochlear Ltd Danaher CorporationCommScope Asia (Suzhou) Technologies Co., Ltd. Dassault SystemesConAgra Foods Dealertrack Technologies, Inc.Connie Nanjing Electric Co., Ltd. Dell IncConocoPhillips Dentsu Aefis NetworkContinental AG Deutsche Telekom
China Salary Planning Report 2016 - 2017 52
Participant List
Manufacturing Services
Cooper Standard Discover Financial ServicesCooperVision, Inc. Discovery CommunicationsCovestro Deutschland AG Double A International Network Co., Ltd.Cummins Inc. Drew Marine USA Inc.Curtiss Wright Dun & Bradstreet, Inc.Cymer, LLC E2V Asia Pacific LimitedCytec Solvay Group Electrocomponents PlcDah Chong Hong Holdings Limited EMC Information Technology Research & Development (Shanghai) Co., LtdDaimler AG EPCOS (Shanghai) LtdDanfoss Ernst & Young_ChinaDeere & Company Excelitas TechnologiesDelphi FedEx ExpressDelphi Packard Electric Systems Co., Ltd. (Chengdu) Branch Fluor (China) Engineering & Construction Co. LtdDelphi Packard Electric Systems Co., Ltd. Chongqing Branch FRHI Hotels & ResortsDentsply China Gap Inc.Doble Engineering Company Gartner, IncDr. Reddy's Laboratories Ltd GEFCO SADuPont GemaltoDuracell (China) Co., Ltd. GenworthEcolab (China) Investment Co., Ltd GLOBALFOUNDRIES Singapore Pte LtdEdwards Lifesciences Guoco Group LimitedElo Touch Solutions Hang Lung Properties LimitedEmerson | LeroySomer Electro-Technique (Fuzhou) Co., Ltd Harman International (Harman Connected Services Division)EnerSys HERE International B.V.Faurecia Hewlett Packard EnterpriseFederal-Mogul Corporation HGSTFesto (China) Co., Ltd. HiltonFirst Solar HILTON WORLDWIDEFiskars Corporation HP Inc.Flextronics Hyatt Hotels CorporationFlowserve Corporation IBMFresenius Medical Care Products (Shanghai) Co., Ltd INDRAFuyao Glass Industry Group Co., Ltd Infineon Technologies (Wuxi) Co., Ltd.Gardner Denver, Inc Infosys LimitedGeneral Electric INGENICO GROUPGeneral Mills, Inc. Ingram MicroGerflor Floorings China Co.,Ltd Institute of International EducationGestamp Automotive Products (Chongqing) Co., Ltd. Intelsat, S.AGildan InterContinental Hotels Group (Shanghai) Ltd.Givaudan Management Consulting (Shanghai) Ltd International Dairy Queen, Inc.Glen Raven Textile Technology (Suzhou) Co., Ltd International SOSGrace Trading (Shanghai) Ltd. Interpublic Group of Companies, Inc.Graco Inc. InvescoH.B. Fuller Company Ivanhoé CambridgeHabasit AG Jardine OneSolutionHalyard Health Jones Lang LaSalleHarbour Group Sourcing LLC Shanghai Representative Office KantarHasbro, Inc. KDDI CorporationHendrickson Kronos IncorporatedHenkel L Brands, Inc.Henniges Automotive LACOSTEHenry Schein Inc. LairdHERMES INTERNATIONAL Latham & Watkins LLPHoneywell International Inc. Laureate Education, Inc.Hubbell Incorporated LEVI STRAUSS & CO.Husky Energy Inc. Liberty Insurance Company LimitedIBA SA lululemon athleticaICF International ManulifeIDEXX Mapletree Investments Pte LtdIMMI Marks & Spencer Group plc
China Salary Planning Report 2016 - 2017 53
Participant List
Manufacturing Services
Ingersoll Rand, PLC MasterCard WorldwideInternational Automotive Components (IAC) Group McDonald'sInternational Paper MetLife Inc.inVentiv Health METRO AGJaguar Land Rover Microsoft CorporationJohn Bean Technologies Singapore Pte Ltd Mitel NetworksJohn Wiley & Sons Inc. Moody'sJohnson Controls (China) Investment Co., Ltd. Mphasis LtdJohnson Matthey Plc Munich ReKelvion Holding GmbH MUREX SASKen Di (Shanghai) Co., Ltd. MWH GlobalKeurig Green Mountain, Inc. Nagra Kudelski GroupKey Safety Systems, Inc. National InstrumentsKeystone Foods NavigantKnorr-Bremse Asia Pacific (Holding) Ltd. NBA ChinaKohler China Investment Co., Ltd Neptune Orient LinesKONE Oyj NOKIAKrones AG Northern TrustL.L.Bean, Inc. ON SemiconductorLa Prairie (Shanghai) Co., Ltd Orange Business ServicesLee Kum Kee International Holdings Limited PayPalLennox International Inc. Principal Financial GroupLittelfuse, Inc PrologisLonza (China) Investments Co.Ltd PVH CorporationLORD Corporation Qualcomm, Inc.LyondellBasell QuintilesMagneti Marelli (China) Co. Ltd Ralph Lauren CorporationMary Kay Asia Services Limited ReSource Pro (Qingdao) Data Technology, LLCMattel Asia Pacific Sourcing Limited Samsonite Asia LimitedMcKesson Shangri-La International Hotel Management LtdMead Johnson Nutritionals (China) Ltd. Siam Commercial Bank Public Company LimitedMerck KGaA Singapore Telecommunications LtdMerit Ji Boluo Management Services (Shanghai) Co., Ltd Stanford UniversityMerit Medical (Beiing) Co.,Ltd Starwood Asia Pacific Hotels & ResortsMilton Roy Industrial (Shanghai)Co. Ltd, STATS ChipPAC Pte LtdMoen Incorporated STMICROELECTRONICSMolex Swire HotelsMondelez China Swiss ReMonsanto TargetMoog Inc. Tata CommunicationsMosaic Co TD Bank GroupMTS Systems Technicolor (China) Technology Co., Ltd. Mylan N.V. Teradata CorporationNBTY The Hongkong and Shanghai Hotels, LimitedNewell Brands TietoNewMarket Corporation TMF ManagementNike, Inc. UBM plcNivea (Shanghai) Co. Ltd UBS AGNordson Corporation UniCredit Bank AGNovartis Unipart LogisticsNovo Nordisk (China) Pharmaceuticals Co., Ltd. United Engineers LimitedNovus International Trading (Shanghai) Co., Ltd. UnitedHealth GroupOshkosh Corporation Veeam SoftwarePanasonic Corporation Vopak China Management Co., Ltd.Panduit Vopak Shanghai Logistics Co., Ltd.PAREXEL International Warner Bros. Entertainment Inc.Pentair Plc. WeEn Semiconductors Co., Ltd. Pentland Asia Whitbread Group PLCPepsiCo, Inc. Wilhemsen Ships ServicePerkin Elmer Inc. Wipro Ltd
China Salary Planning Report 2016 - 2017 54
Participant List
Manufacturing Services
PerkinElmer Enterprise Management (Shanghai) Co., Ltd. WNS Global Services (P) Ltd.Perrigo Company plc Wolters KluwerPfizer Investment Co., Ltd Zebra TechnologiesPolaris Industries Inc. Shanghai Oriental CJ Business LimitedPolyOne Jumeirah Himalayas HotelPPG Industries International, Inc Laimei Lattice Semiconductor Co., Ltd.PSA GROUPE Shanghai Blue Cloud Network Technology Co., Ltd. Beijing BranchQIAGEN Hong Life Insurance Co., Ltd.Regal Beloit Corporation South Korea Life Insurance Co., Ltd.Reichhold LLC 2 Sun Life Everbright Life Insurance Company LimitedReynolds Group Beijing Low Carbon Clean Energy Research InstituteRichemont International SA TSMC (China) Co., Ltd.Rio Tinto Sierra Wireless Communication Technology (Shenzhen) Co., Ltd.Robertshaw Controls Company Taiyo Yuden Co., Ltd.Rockwell Automation AAXIS Software (Chengdu) Co., LtdRockwell Collins (Shanghai) Avionics Trading Company Ltd High Energy Materials Co., Ltd. Changzhou BoRodenstock Stewart Walker Software Technology (Beijing) Co., Ltd.Rolls-Royce plc Wuxi Union Network Technology Co., LtdSABIC Tylenol wind-Thailand (Suzhou) Co., Ltd. insulation materialsSAFRAN Huafa Sheraton HotelSchaeffler Technologies AG & Co. KG FedEx International Freight Services (Shanghai) Co., LtdSCHMOLZ BICKENBACH AG Suzhou New Development Investment Co., Ltd. Suzhou Marriott HoteSchneider Electric GSC China Aoi and Precision Electronics (Shanghai) Co., Ltd.Shanghai ICICLE Fashion Group Co.,Ltd CMA CGM (China) Co., Ltd.Shanghai McCormick Foods Co., Ltd. Evergreen Co., Ltd. Beijing Rui City Seasons HoteShellShireSiegfried AGSiemens AGSinger (Shanghai) Sewing Machine Co., LtdSirona Dental Systems Trading (Shanghai) Co., LtdSmithers-OasisSOCOMECSodexo Solvay China Co., LtdSPX Cooling Technology Ltd., Co.SPX FLOW, IncSteelcase Inc.Stewart Walker Software Technology (Beijing) Co., Ltd.Sulzer ShanghaiSumitomo Pharmaceuticals (Suzhou) Co., Ltd.Suzhou Sullair Gas Equipment Co., Ltd.Swire Beverages LimitedTakeda (China) Holdings Co., Ltd.TANDUS FLOORING (SUZHOU) CO., LTDTate & LyleTE ConnectivityTeck ResourcesTeleflex IncTerex CorporationTESSENDERLO GROUPTextron Inc.The Coca-Cola CompanyThe Hershey CompanyTHE LION GROUPThe Manitowoc Company, Inc.The Toro CompanyThe Valspar CorporationThomson Reutersthyssenkrupp Elevator (China)
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Participant List
Manufacturing Services
TOTALTower InternationalTRW Asia Pacific Co., Ltd.TT Electronics PlcUCBUnileverUPM (China) Co., Ltd.VeritivVETOQUINOLVibracoustic GmbHVilleroy & Boch AGVolkswagen Automatic Transmission (Dalian) Co., Ltd.WatersWerfen Medical Devices Trading (Beijing) Co. LtdWMF GroupZF TRW Automotive
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Aon Hewitt Talent, Rewards & Performance
Number of Participants per Country
Country ParticipantsAngola 21Antigua 10Argentina 83Aruba 14Australia 312Austria 151Azerbaijan 27Bahamas 14Bahrain 46Barbados 14Belgium 203Belize 9Bermuda 14Bolivia 25Botswana 10Brazil 245Bulgaria 71Canada 347Cayman Islands 9Chile 119China 457Colombia 131Costa Rica 58Croatia 59Cyprus 26Czech Republic 175Denmark 151Dominican Republic 31Ecuador 47Egypt 73El Salvador 28Estonia 46Fiji 16Finland 130France 306Georgia 28Germany 306Ghana 27Gibraltar 12Greece 96Guam 14
Country ParticipantsGuatemala 36Guernsey 12Guyana 9Haiti 13Honduras 27Hong Kong 344Hungary 138India 760Indonesia 164Ireland 153Isle of Man 15Israel 94Italy 238Jamaica 18Japan 284Jordan 33Kazakhstan 60Kenya 59Korea 277Kuwait 35Latvia 49Lebanon 47Lesotho 11Lithuania 47Luxembourg 84Macau 39Malawi 13Malaysia 238Malta 22Mexico 260Morocco 64Mozambique 20Netherlands 249Netherlands Antilles 13New Zealand 147Nicaragua 18Norway 144Oman 37Panama 51Papua New Guinea 19Peru 80
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Aon Hewitt Talent, Rewards & Performance
Country ParticipantsPhilippines 167Poland 220Portugal 142Puerto Rico 107Qatar 58Romania 133Russia 199Saipan 14Saudi Arabia 92Serbia 62Singapore 330Slovakia 108Slovenia 54South Africa 168Spain 252Sri Lanka 53Suriname 10Swaziland 13Sweden 181Switzerland 196Taiwan 198Tanzania 17Thailand 204Trinidad and Tobago 21Tunisia 36Turkey 165Uganda 17Ukraine 81United Arab Emirates 185United Kingdom 369United States 1074Uruguay 42Vanuatu 13Venezuela 50Vietnam 124Yemen 16Zambia 21Zimbabwe 12Grand Total 13,586
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Aon Hewitt Talent, Rewards & Performance Proprietary and Confidential
About Aon
Aon plc (NYSE:AON) is the leading global provider of risk management, insurance and reinsurance brokerage, and human resources solutions and outsourcing services. Through its more than 66,000 colleagues worldwide, Aon unites to empower results for clients in over 120 countries via innovative and effective risk and people solutions and through industry-leading global resources and technical expertise. Aon has been named repeatedly as the world’s best broker, best insurance intermediary, best reinsurance intermediary, best captives manager, and best employee benefits consulting firm by multiple industry sources. Visit aon.com for more information on Aon and aon.com/manchesterunited to learn about Aon’s global partnership with Manchester United.
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