亚太区人才趋势2025-用清晰的回应构建人才竞争护城河

TalentPageInsights呈献 用清晰的回应构建人才竞争护城河MichaelpageTalentPageInsights呈献 核心洞察今年人才关注的五大问题： 结论与建议 我们的研究方法 关于米高蒲志集团 联系我们2TalentTalentPageInsights呈献 区域董事总经理米高蒲志亚太地区区域董事总经理米高蒲志亚太地区3TalentTalentPageInsights呈献 人才趋势调研的关键洞察办公地点预期办公地点预期包容性是企业的当务之急我们将在后续章节深入探讨这些核心议题。4TalentMichaelpageMichaelpagePageInsights呈献 5尽管亚太地区多数市场的人才对新工作机会仍92%65%92%50%90%57%90%53%89%48%87%51%86%47%86%43%85%55%85%43%84%48%79%26%72%31%70%30%TalentPageInsights呈献 66地区仍然面临着持续的招聘挑战。TalentPageInsights呈献 46%46%29%41%41%34%43%43%20%48%48%22%39%39%31%14%14%40%39%39%28%26%26%38%38%38%31%31%31%39%36%36%32%7%7%65%34%34%36%14%14%62%31%31%37%12%12%46%30%30%37%22%22%49%30%30%34%26%26%41% 30%29% 16%48% 29%40% 13%53% 27%46% 22%50% 13%45% 7%65%77薪酬压力成为招聘挑战的首要驱动因素，TalentPageInsights呈献 全球平均水平薪酬期望薪酬期望技能缺口技能缺口缺少应聘者缺少应聘者亚太平均水平薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望招聘速度更快的竞争者招聘速度更快的竞争者澳大利亚薪酬期望薪酬期望技能缺口技能缺口缺少应聘者缺少应聘者招聘速度更快的竞争者招聘速度更快的竞争者技能缺口技能缺口薪酬期望薪酬期望福利期望福利期望招聘速度更快的竞争者招聘速度更快的竞争者中国香港薪酬期望薪酬期望缺少应聘者缺少应聘者技能缺口技能缺口福利期望福利期望薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望印度尼西亚薪酬期望技能缺口福利期望新兴招聘技术技能缺口技能缺口薪酬期望薪酬期望缺少应聘者缺少应聘者人才短缺人才短缺马来西亚薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望招聘速度更快的竞争者招聘速度更快的竞争者菲律宾薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望新加坡薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望薪酬期望薪酬期望技能缺口技能缺口人才短缺人才短缺招聘速度更快的竞争者招聘速度更快的竞争者泰国薪酬期望薪酬期望技能缺口技能缺口福利期望福利期望越南薪酬期望技能缺口福利期望招聘速度更快的竞争者88运营风险间取得平衡。TalentPageInsights呈献 PageInsights呈献 63%63%46%46%62%62%37%37%60%60%38%38%58%58%41%41%52%52%34%34%52%52%32%32%49%49%29%29%46%46%24%24%42%42%23%23%42%42%21%21%39%39%22%22%38%38%20%20%36%36%18%18%23%23%12%12%99TalentTalentPageInsights呈献 2清晰的职业发展路径2清晰的职业发展路径4清晰的职业发展路径TalentTalentPageInsights呈献 14%48%14%48%14%53%46%42%45%28%33%22%35%25%41%26%46%26%33%26%44%22%42%23%41%35%39%22%42%23%41%35%39%24%17%49%35%26%30%25%30%24%17%49%35%26%30%25%30%35%28%34%30%34%35%28%34%30%34%41%24%41%24%33%34%29%31%19%27%40%31%33%34%29%31%19%27%40%31%44%24%24%21%41%21%41%15%15%8%49%68%68%TalentPageInsights呈献 2保持工作与生活的平衡2保持工作与生活的平衡9对企业领导团队的信任感9公司对员工福祉缺乏支持10不满企业的价值观和道德标准TalentPageInsights呈献 1保持工作与生活的平衡2保持工作与生活的平衡3缺乏培训机会4工作时间/天数不灵活5缺乏培训机会6企业文化不契合6企业文化不契合7希望尝试其他行业的类似职位7公司对员工福祉缺乏支持8公司对员工福祉缺乏支持994企业文化不契合6不满企业的价值观和道德标准7缺乏培训机会9对企业领导团队的信任感9公司对员工福祉缺乏支持9对企业领导团队的信任感TalentPageInsights呈献 2保持工作与生活的平衡2保持工作与生活的平衡8对企业领导团队的信任感4企业文化不契合778希望尝试其他行业的类似职位TalentMichaelpageMichaelpagePageInsights呈献 25%办公室办公香港则分布最为均衡。TalentPageInsights呈献 8%25%●4%4%41%44%24%30%44%24%30%TalentTalentPageInsights呈献 44%41%47%32%54%29%65%26%41%43%44%39%44%42%32%31%32%31%54%31%52%25%45%42%54%49%51%45%42%54%49%51%39%47%37%5%37% 62%3%51%4%澳大利亚44%73%2%49%59%3%49%66%3%65%34%44%60%4% 5%40%4%43% 40% 5%56% 63%4%越南41%TalentPageInsights呈献 46%35%25%37%46%35%25%37%24%30%34%35%24%30%34%35%26%25%30%26%25%30%6%34%6%34%26%24%26%24%9%22%29%36%35%9%22%29%36%35%24%22%24%22%6%22%12%26%39%31%6%22%12%26%39%31%23%30%29%23%30%29%40%38%33%23%40%38%33%23%49%33%6%33%49%33%6%33%26%21%29%36%34%21%29%36%34%29%29%36%34%29%29%36%34%22%32%27%22%32%27%34%34%5%5%澳大利亚5%33%5%48%37%3%37%4%38%33%4%34%3%4%33%4%5%保留顶尖人才的重要性。TalentPageInsights呈献 24%37%29%31%35%29%31%35%22%40%25%26%24%36%31%28%23%28%22%41%30%33%26%34%36%21%42%28%35%32%24%37%29%31%35%29%31%35%22%40%25%26%24%36%31%28%23%28%22%41%30%33%26%34%36%21%42%28%35%32%越南25%34%36%5%TalentMichaelpageMichaelpagePageInsights呈献 20TalentTalentPageInsights呈献 83%82%78%83%82%78% 30-39岁 40- 30-39岁 40-49岁55%53%51%60%58%60%58%50%47%66%62%55%39%TalentTalentPageInsights呈献 69%68%65%57%56%56%54%54%53%52%51%50%47%46%46%45%44%37%77%70%67%65%63%60%59%57%53%52%52%51%47%46%46%45%45%44%43%42%40%76%70%64%58%58%57%56%54%52%51%50%45%40%36%222220-20-29岁30-39岁40-49岁组织在准备程度上存在显著差异。36%88%37%86%37%82%33%82%51至250251至500501至1,0001,001至5,00040%85%33%82%31%84%30%84%38%87%38%85%45%84%TalentPageInsights呈献 40%84%40%85%32%85%34%2382%23TalentTalentPageInsights呈献 45%45%41%40%37%45%45%41%40%37%37%35%85%34%83%32%81%30%85%29%79%28%76%24%86%45%金融服务30%83%29%87%29%77%27%89%27%81%27%83%26%80%87%90%42%85%89%零售42%85%41%85%86%84%83%41%85%86%84%83%87%41%89%41%89%36%84%36%84%36%78%35%82%34%33%34%33%32%32%85%24%84%90%24%84%90%18%87%71%18%87%71%80%28%27%80%28%27%26%23%21%20%31%81%46%45%34%33%31%31%29%对必备技能和现有岗位稳定性进行全面评估。认知就越深刻。TalentPageInsights呈献 PageInsights呈献 2526%60%39%认为生成式AI影响其长认为生成式AI影响其长29%60%42%59%44%66%42%70%50%42%22%68%42%72%37%66%42%61%39%68%53%72%45%TalentMichaelpageMichaelpagePageInsights呈献 2657%的亚太员工高度相信领导层能平衡业务需求与员工TalentPageInsights呈献 71%69%64%62%62%57%57%52%50%49%47%43%34%2727亚太地区职场人士对薪酬透明度的认可度显著高于全许多受访者感到薪酬透明度不足。TalentPageInsights呈献 35%35%60%60%5%5%56%56%39%39%4%4%55%55%41%41%4%4%66%66%33%33%54%54%43%43%3%3%66%66%32%32%2%2%59%59%39%39%2%2%42%42%47%47%44%44%50%50%54%54%41%41%5%5%41%41%54%54%5%5%43%43%52%52%5%5%63%63%30%30%7%7%65%65%32%32%3%3%2828亚太地区职场人对其所在企业在各项沟通维度上的透明度评分均TalentPageInsights呈献 沟通企业面临的挑战·3%59%37%59%37%分享财务数据传达艰难决策分享财务数据·4%-5%·4%56%40%56%40%2929TalentTalentPageInsights呈献 沟通企业面临的挑战36%36%3%3%51%51%45%45%4%4%64%33%33%3%3%59%59%38%38%3%3%66%32%32%2%2%64%64%34%34%2%2%59%38%38%3%3%60%60%37%37%3%3%69%29%29%2%2%64%64%33%33%3%3%73%25%25%2%2%69%69%30%30%39%50%50%37%37%51%51%63%35%35%2%2%59%59%39%39%2%2%35%35%67%67%32%32%36%36%3%3%55%55%42%42%3%3%47%48%48%5%5%43%43%52%52%5%5%75%22%22%3%3%70%70%24%24%75%23%23%2%2%71%71%27%27%2%2%3030TalentTalentPageInsights呈献 分享财务数据传达艰难决策53%53%43%43%4%4%47%47%48%48%5%5%54%54%41%41%5%5%54%54%42%42%4%4%57%57%42%42%58%58%40%40%2%2%55%55%42%42%3%3%54%54%42%42%4%4%63%63%34%34%3%3%62%62%35%35%3%3%58%58%40%40%2%2%67%67%31%31%2%2%41%41%44%44%32%32%51%51%55%55%42%42%3%3%52%52%44%44%4%4%65%65%33%33%2%2%65%65%34%34%56%56%41%41%3%3%51%51%45%45%4%4%38%38%57%57%5%5%38%38%55%55%7%7%72%72%24%24%4%4%71%71%24%24%5%5%64%64%33%33%3%3%65%65%32%32%3%3%3131澳大利亚50%28%68%50%49%39%55%27%42%29%49%50%但不同市场员工对职场监控的认识存在差异，TalentPageInsights呈献 全球平均水平28%44%28%34%47%34%47%22%22%23%9%23%9%38%42%20%38%42%20%35%35%36%44%20%36%44%20%38%45%38%45%29%29%29%22%29%22%31%31%32越南47%34%19%32对岗位不满意对岗位满意对岗位不满意对岗位满意澳大利亚47%47%43%7%8%.5%87%75%7%8%.5%87%75%对薪酬满意对薪酬不满意最高层管理人员对薪酬满意对薪酬不满意最高层管理人员菲律宾新加坡4%3%菲律宾新加坡4%3%83%78%83%58%31%越南TalentPageInsights呈献 70%70%22%8%73%73%18%9%69%69%276%76%17%7%83%12%5%54%54%27%19%83%13%4%80%80%13%7%82%13%5%TalentMichaelpageMichaelpagePageInsights呈献 34TalentPageInsights呈献 73%71%73%71%73%69%73%69%81%77%81%77%76%76%74%67%67%65%83%81%83%81%3535TalentPageInsights呈献 50+人群受影响的比例从56%降至50%。人才趋势2025人才趋势2024人才趋势2025人才趋势2024社会经济地位27%45%38%42%27%45%38%42%38%38%50%56%20-29岁30-39岁40-49岁46%25%20%25%27%23%21%30%46%46%44%44%41%41%3636待领导层重视的深层次性别平等问题。性55%暗示问题更多源于制度而非个人。TalentPageInsights呈献 39%45%24%39%45%24%20%56%32%32%44%1%·23%24%32%41%2%·41%25%21%6