How Much Do You Pay For Your Salary?

Analysis shows that these two enterprises

Talent in the next five years.

Equal level of talent prices will not increase

It is understood that five years ago, a bachelor's degree of financial talents in the monthly salary of 4000-5000 yuan, the pay was relatively high.

This year, the average monthly salary of an undergraduate graduate is between 4000-5000 yuan.

Five years later, the price of a financial person who graduated from a university will be the same number. Even if there is improvement, there will be no big change.

This phenomenon is due to the fact that in recent years our country has trained a large number of financial talents, and the market for ordinary financial talents has basically been saturated, and a steady stream of accounting graduates is still "producing".

Financial personnel lack advanced talents, especially those who know the rules of international finance, have foreign languages, and have experience in multinational companies or large accounting firms.

This is not just a financial profession, but also in other areas.

Five years ago, graduate students and returnees (overseas students) were relatively few. A large number of undergraduate graduates were entrusted with heavy responsibilities. Now these posts still exist, but the level of the employees has been raised.

This phenomenon requires a talented person in the future. The price of talents is determined according to their level. They will not learn without progress. People who eat old books will not raise their prices, or even be eliminated.

For example, the current business education, such as MBA, is mostly a teacher who has turned over from traditional public welfare education. Now some of these talents are replaced by returnees and teachers from prestigious schools, and the price is raised. The annual salary is 6-7 yuan, and now it is 30-50 yuan.

Senior talents step by step with the world

"A senior executive, such as the" general manager "position, was five years ago, relatively low, around 10 thousand monthly salary, in 1998, the annual salary of 100 thousand or a very attractive figure, now the annual salary of 20-30 yuan to find a better general manager is very difficult, usually to 30-50 yuan.

"Five years ago, a distribution supervisor who paid a sales channel of $30-40 had an annual salary of $60-70."

In the near future, mainland enterprises will compete with multinational corporations on the same platform, whether in the mainland market or in foreign markets.

In this way, talents will also flow on the same platform.

That is to say, if you are a senior talent, you will be paid the same regardless of whether you work in the country or in France or the United States.

The general manager of human resources branch of Beijing Foreign Service Group believes that the concept of talent is no longer localized but globalization.

No matter what kind of talent, no matter where you are, as long as talent is the same.

Senior talents will be acquired more by headhunting companies in the future, rather than recruiting job fairs.

With the globalization of talent market, regional differences between talents will gradually disappear.

The price of talent will also be incorporated into the same standard system.

The gap of talent prices is widening gradually.

The price of talent actually reflects a supply and demand relationship, which accords with the law of value.

In the next five years, the price of talent will gradually globalize, but this globalization will only be limited to senior talents. The gap between ordinary talents and the world's remuneration will further widen. The gap between the rich and the poor among different talents will be an important feature of the future Chinese talent prices.

For example, an enterprise with an output value of 50 million yuan, the annual salary of senior management personnel is 30-40 000, and the price of senior technical personnel is also 30-40. The average annual salary of ordinary talents, such as financial personnel, is 5-6 yuan. The value of annual salary of senior management personnel is 7-8 million, and the annual salary of senior technical personnel is 9-10 thousand dollars, and the annual salary of ordinary talents is 4-5 million dollars. The foreign company with an output value of 6 million US dollars.

Assuming that foreign talent prices remain unchanged within 5 years, the domestic talent price of 50 million yuan will turn to 70-80 yuan for senior management personnel, and 90-100 yuan for senior technical talents, and annual salary for ordinary talents will be maintained at 6-7 yuan.

The price of senior talents is basically the same as that of foreign countries, but the price of ordinary talents is not increasing.

The reason is that there is no shortage of senior talents, but ordinary talents will surely be surplus because the population base is too large.

Changes in talent prices

The price of talent changed the most from 1992 to 1996, more than 10 times, from a few hundred dollars to several thousand yuan.

In 1996, with the rise of new industries such as the Internet, the price of talents in the whole workplace was promoted in -1998.

In 1998, -2000 was a stable period. At present, with the recession of foreign telecom industry, companies like lucent have been laying off workers in a large scale, and a large number of returned talents have returned to China to raise the price of domestic talents.

1998, when the Internet became the hottest in 1999, the wages of some network companies' employees must be raised every month, otherwise the talents might be lost.

At that time, most of the content workers in the Internet company went out of the traditional media.

Now, along with the marketization of traditional media, the salary has been greatly raised, and the large number of layoffs in the Internet companies has made some of these talents return to traditional media.

An important factor in the change of talent prices is the development and change of the industry economy.

What attracts talents?

The first element of attracting talent is salary, and some people take corporate culture and corporate reputation as the first place. But entering a more famous enterprise, the first thing to upgrade is their "gold content". In another way, it is to make oneself more valuable.

The principle of "flexible flow of talents" is how to make oneself more valuable.

Headhunting companies choose talents who are good at business and good at management.