2023 Guangdong-Hong Kong-Macau Greater Bay Area (HKSAR) pay and benefits survey report

The 2023 Guangdong-Hong Kong-Macao Greater Bay Area (HKSAR) Pay and Benefits Survey covered 87 organizations front different business sectors. Data collection was conducted front July to September 2023 through online questionnaires. A total of 68,267 employees were covered in the Survey, comprising employees at 4 different job levels: Senior/Managerial Staff, Middle Level/Supervisory/Professional Staff, General Staff and Frontline/Operative Staff. The total number of benchmark jobs surveyed was 305.
The survey covered several topics including Profile of Organizations Surveyed, Actual and Projected Salary Adjustments, Starting Salaries for Fresh Graduates, Incentive Schemes, Employee Benefits, Workforce Movement, and Annual Cash Compensation Packages for the 305 Benchmark Jobs. For case of reference, the data were analyzed in terms of Business Sectors, Organization Sizes, and Staff Levels.
The survey results showed that the overall actual average salary increment during the period from July 2022 to June 2023 was 3.7% (ranging from 3.2% to 3.8%) Senior/Managerial Staff has recorded an average salary adjustment of 3.2%, Middle Level/Supervisory/Professional Staff 3.8%, General Staff 3.6%, and Frontline/Operative Staff 3.8%. Among business sectors, the Hospitality & Catering Sector reported the highest average salary adjustment of 5.6%. In terms of staff level, the highest average salary increment was 4.3% for Senior/Managerial Staff from the Engineering Sector, 5.9% for Middle Level/Supervisory/Professional Staff from the Information, Communication Technology & Software Sector, 5.4% for General Staff from the NGO & Social Enterprises Sector, and 6.4% for Frontline/Operative Staff from the Hospitality & Catering Sector.
For the 2024 projected salary adjustment, 87 organizations provided data for analysis. The overall projected average salary increase was 3.8%, ranging from 3.45% to 3.83% for different levels of staff. The most important criterion for salary review for all levels of staff. “Organization’s Overall Performance”, followed by “Individual performance”.
The highest average starting monthly salary for Bachelor’s Degree fresh graduates was recorded in Engineering function.
For employee turnover, the data during the survey period revealed that turnover percentage ranged from 8.9% to 26.4% for different staff levels, with an overall average of 21%. General and Frontline/Operative Staff had relatively higher turnover percentage in general. Regarding the reason for turnover, “Career/promotion prospect” was the top reason for Senior/Managerial Staff, while “Pay” ranked the top for Middle Level/ Supervisory/ Professional Staff, General Staff and Frontline/Operative Staff.
47 out of the 87 organizations (54%) had involuntary turnover during the survey period. Percentage of employees involved was 2.3% of total employees, while 1.8% was Frontline/Operative Staff. In terms of staff levels and business sector, the Frontline/Operative Staff from Information Communication Technology & Software Sector and Trading Sector were recorded with high involuntary percentage, at 14.3% & 9.5% respectively.
During the survey period, The Real Estate & Property Management Sector reported with the largest number of job vacancy, 14 responding organizations (representing 2.3% of total employees) had job vacancies. In terms of Organization size, large size companies had the largest number of job vacancy, mainly at Operative Staff level.
The weighted averages of annual cash compensation packages for the 305 benchmark jobs were covered in this survey jobs with sufficient data are presented in Part 7 of section 3 in this Report.

參與香港特別行政區調查的機構共有87間。總調查僱員人數為68,267人。調查覆蓋305個職位，隸屬四個職級，分別為：管理/經理級員工、中層/主任/專業員工、普通/職員及一綫/基層員工。調查的範圍包括：參與機構概覽、員工實際及預測的薪酬調整幅度、應屆畢業生入職薪金、獎勵計畫、僱員福利、人事變動及305個職位的薪酬及津貼。資料以行業、機構規模及或僱員職級進行分析，方便機構參考。

調查結果顯示，2022年7月至2023年6月期間，各職級僱員的平均薪金調整幅度介乎3.2%至3.8%，平均幅度為3.7%。管理/經理級員工的平均增幅均為3.2%、中層/主任/專業員工為3.8%、普通/職員為3.6%及一綫/基層員工為3.8%。綜觀各行業的薪金增幅，「款待及餐飲」業錄得最高平均增幅，為5.6%。按職級劃分，各職級及行業錄得最高平均增幅則分別為：管理/經理級員工在「工程」業錄得4.3%；中層/主任/專業員工在「軟高科、資訊及通訊科技」業上錄得5.9%，普通/職員在「非政府組織及社會企業」業上錄得5.4%，一綫/基層員工在「款待及餐飲」業錄得6.4%。

87間機構提供2024年度的薪金調整幅度預測，平均調整幅度為3.8%。不同級別的偏二平均加幅介乎3.45%至3.83%。機構在考慮調整薪金時，將「機構整體業績」列為「要因素，其次為「個人表現」。

應屆學士學位/本科畢業生的入職薪金。從職能界別方面看，投身「工程」職能的平均入職薪金為最高。

僱員流失方面，調查期間各級僱員的平均流失率介乎8.9%至26.4%，整體平均流失鬧21%。普通/職員及一綫/基層員工在個別行業及不同機構規模中，錄得較高的平均流失率。管理/經理級員工以「晉升及發展機會」為最主要的主動離職因素，中層/主任/専業員工、職員及一綫/基層員工均以「薪酬」為最主要因素。

調查結果亦顯示，本年度在非自動離職方面，當中47間（佔總參與機構54%）表示於過去一年曾有非自動離職員工，佔總僱員人數2.3%，當中1.8%是一綫/基層員工。在職級百分比方面，「資訊、通訊科技及軟高科」及「貿易」行業在一綫/基層員工錄得最高百分比，分別為14.3%及9.5%。

職位空缺方面，「房地產及物業管理」業是職位空缺最多的行業，十四家機構回覆（佔總僱員數量2.3%）有職位空缺。以機構規模劃分，大型機構錄得—線/基層員工空缺數目最多。

調查包括305個職位的薪酬資料，當中有足夠數據的職位其薪酬加權平均數值詳載於本報告的第三部分第七章內。