RGF：亞洲人才報告2023 Advancing Beyond Recovery- Talent in Asia 2023 - Mainland China

Advancing

Beyond

Recovery:

Talentin

Asia2023

MainlandChina

2AdvancingBeyondRecovery:TalentinAsia2023

AboutthisReport

RGF’sTalentinAsiaReportisconductedannually,withtheaimofbetter

understandingcandidates’needsandbehaviorsacrossfourmajorAsiamarkets:

MainlandChina,Singapore,India,andJapan.

ThisreportisbasedonRGF-owneddatacompiledviaatargetedsurvey,completed

inNovember2022,fromnearly3,000employeesandemployersacrosssevenkey

industrysectors,namely:

●ConsumerGoods&Retail

●Industrial

●Electronics&Materials

●Healthcare&LifeSciences

●Banking,FinancialServices,&Insurance(BFSI)

●Technology,Media,&Telecommunications(TMT)

●ProfessionalServices&BusinessProcessOutsourcing

Thesurveyfindingsandinsightshighlightrespondents’talentsentiment,talentactivity,

salaryandcompensation,flexibility/work-lifebalanceaswellasrecommendationsfor

bothtalentsandemployers.

Statisticalanalysiswasconductedtofurtherexploreanycorrelationbetweenthe

factorsincludedinthesurvey.

Duetothereal-timenatureofsomeofthisdata,RGFencouragesreaderstouseits

insightsattheirdiscretion.

3AdvancingBeyondRecovery:TalentinAsia2023

TableofContents

AboutthisReport

2

FromourManagingDirector

4

TalentinMainlandChina:AtaGlance

5

MarketOverview

8

KeyFindings

11

TalentSentimentfor2023:CautiousforRecovery

1

2

TalentActivity

14

SalaryandCompensation

18

FlexibilityandWork-LifeBalance

22

Mobility

24

RecommendationsforTalent

26

RecommendationsforEmployers

28

AboutRGF

30

Fromour

ManagingDirector

4AdvancingBeyondRecovery:TalentinAsia2023

RitaCui

ManagingDirector,

RGFProfessionalRecruitmentChina

In2022,wesawcontinuedrecoveryasseveralindustrieseasedtowardsnormalizing

operations.Afterthefreezesandlayoffsof2020andtheGreatResignationof2021,

industriesrampeduphiringin2022,makingitacandidate’smarket.

However,thelatterpartof2022sawaseriesofacross-the-boarddisruptions,suchasa

loomingworldwiderecessionand,inMainlandChina,anincreaseinCOVID-19casesdue

tothezero-COVIDpolicy’sabruptremoval.COVID-19particularlyaffectedserviceworkers

inConsumerGoods,Retail,andHospitality.

Oursurveyshowsthattalentisrespondingwithcaution.Agreaterpercentageofthem,

especiallyintheTechnology,Media,&Telecommunicationssector,opttoweatherthe

volatilityratherthanriskjobsecurity.

Hybridworkarrangements,flexibleworkinghours,andemployeewell-beingremain

topofmindaswell,showingsecurityandsafetyascrucialtothemajorityoftalentin

MainlandChina.

TheIndustrialsectorpresentsadifferentpicture.Thesector’semployersmustcontendwithaskilledandmid-experiencelaborshortage.Industrialworkerswerealsothemostlikelytobeopentonewopportunitiesevenwhilenotseekingtoswitchjobs.

Whiletherearefewerpeopleexploringnewopportunities,theoneswhoareactivejob

seekers–especiallyinBanking,FinancialServices,&Insuranceandthehard-hitConsumer

Goods&Retailsectors–arelookingforhighercompensationthanemployersare

historicallywillingtooffer.

Uncertainexternalandinternalconditions,coupledwithacautiously-movingpost-recovery

market,makesitimportanttocarefullyanalyzetalentsentimentbeforemakingdecisions.

Toformulateawinningstrategytobestattractandretainpeople,employersandhuman

resourcesleadersshouldunderstandtalentinAsia’smotivation,needs,andpriorities.

Tothatend,wearepleasedtosharewithyouthelatestTalentinAsiareport.Wehope

thedata-ledinsightsinthisresearchcaninformyourdecision-makingandstrategy,and

strengthenourpositionasyourpartnerinthisfast-changingrecruitmentlandscape.

5AdvancingBeyondRecovery:TalentinAsia2023

Talentin

MainlandChina:

AtaGlance

Cautiousyetstilloptimistic

6AdvancingBeyondRecovery:TalentinAsia2023

Mostoptimisticindustries

46%

Technology,Media&

Telecommunications

40%

Industrial

40%

Banking,FinancialServices&Insurance

55%

Optimistic

29%

Neutral

16%

Pessimistic

Seekingjobsecurity

andstability

18%areactivelysearching

38%arenotactivelylookingbut

havenointention

changedjobs1-3times

overthepast3-5years

oftalentlastchangedjobsmorethan3yearsago

45%ofchangingjobs

opentonewopportunities

foranewjob

75%

36%

Topprioritiesforjobseekerswhenlookingforanewemployer

2023

Salaryor

benefitpackage

Opportunitiesforcareer

progression

Betterindustry

outlook

62%

54%

Trainingordevelopmentopportunities

Opportunitiesforcareerprogression

Salaryorbenefitpackage

45%

59%

58%

78%

2022

Satisfiedwithcompensation

7AdvancingBeyondRecovery:TalentinAsia2023

ofrespondentswere

satisfiedorverysatisfied

withtheircompensation

Averageannualsalaryincrease,byindustry

16%

ConsumerGoods

&Retail

23%

Banking,FinancialServices&Insurance

19%

ProfessionalServices

&BusinessProcessOutsourcing

isthesalaryincreasemostcandidatesexpectwhenchangingjobs

12%

Healthcare&Life

Sciences

16%

Industrial

19%

Electronics&

Materials

Averagesalaryincrease(202218%)

Technology,Media&

Telecommunications

20%

60%

30%

19%

Hybridworkstilltopsproductivity

Topflexibleworkingprioritiesforjobseekerswhenlookingforanewemployer

2022

Competitiveannualleaveentitlement

working

hours

Noexpectationtoworkbeyondmandatedworkinghours

sayhybridworkarrangementisthemostbeneficialfortheirproductivity–ratingitthesameasworkingfromtheoffice.

51%

45%

39%

51%

47%

47%

Competitiveannualleaveentitlement

Hybridworkarrangement

70%

working

Flexible

Flexible

hours

2023

8AdvancingBeyondRecovery:TalentinAsia2023

MarketOverview

9AdvancingBeyondRecovery:TalentinAsia2023

Thelastquarterof2022

wasachallengingone

forMainlandChina,

wherekeyemployment

sectorsdidnothit

projectedgrowthtargets.

InDecember,MainlandChinaabruptlycanceled

itszero-COVIDpolicy.Thisdecisionmostheavily

affectedtheConsumerGoods&Retailsector.

Repeatedlockdownsthattemporarilyclosedstores,

curbedtravel,andcontendedwithrisingcases

amongworkersimpactedthecontact-intensive

servicesindustry,whichcontributed50%tothe

country’sGDPin2022.

Businessownersinthissectorrespondedwith

caution,waitingforcapitaltorecoverthroughstable

operationsbeforehiring.Recoveryisprojectedto

beginin2023.Holidaysinthefirstquarterjump-

startedtheprocess,whereincreasedtourismis

widelyexpectedtostimulatelaborandproductivity.

AsidefromCOVID-19’sresurgence,aweakening

globaleconomyandadownturnintheproperty

marketalsoimpactedotherindustries.

ConsumerGoods&Retailsectorcontributed

50%

ofMainlandChina’s

GDPin2022

1.Cash,JoeandTham,Engen.(29December

2022).

Analysis:China’sservicessectoreyes

recoveryafterreopening,butchallenges

loom

.Reuters.

10AdvancingBeyondRecovery:TalentinAsia2023

TheIndustrialsectorgrew1.3%inthelastquarterof2022,downfrom2.2%inthepreviousquarterandbelowtheprojected3%atthestartoftheyear.

Thesectorisalsoexperiencingashortageofskilledworkerswithmid-to-seniorexperience.Demandissohighfortheseworkersthattechnicalandvocationalcollegesarereportingstudentsgettingjoboffersevenbeforetheygraduate.

TheTechnology,Media,andTelecommunicationssectorrepresentedabrightspotamidstthisdisruption.

Jobopeningstaggedas“PureInternet”–forfintech,gaming,andconsumerbrands–dropped40%,butthe“HardTech”industryisbenefitingfromaninfluxofstateandventurecapital.Jobsinthefieldsofartificialintelligence,biomedicine,electronics,smarthardware,andnewenergygenerationincreased382%asthestateseekstodevelopcapacityinthesetechnologiesandreducerelianceonexternalsuppliers.Workersinthissectorarepivotingtotakeadvantageofthetrend.

MainlandChinaisalsopledgingtoadjustitspoliciesin2023tostabilizeits$17trillioneconomy,promisingtoimplementaproactivefiscalpolicyandaprudentmonetarypolicytoensurekeytargetsarehit.Thiscourse-correctioncanraisebusinessconfidenceandpositivelyimpactemployment.

Industrialsector

1.

Technology,Media,and

Telecommunicationssector

382%

HardTech

40%

PureInternet

2.3.

4.

5.

TradingEconomics.(December2022).

ChinaIndustrialProduction

.LiuYang.(21December2021).

China’smediumandseniorskilled

laborshortageexpandsdespiteemploymentpressure

.GlobalTimes.HongJinshanandChenSpe.(28September2022).

ChinaLacksthe

RightWorkerstoBoostXi’sFavoredTechJobs

.Bloomberg.

Yao,Kevin.(16December2022).

Chinasaysitwillstepupsupportfor

economyin2023amidCOVID-19pains

.Reuters.

11AdvancingBeyondRecovery:TalentinAsia2023

KeyFindings

Mostoptimisticsectors

12AdvancingBeyondRecovery:TalentinAsia2023

TalentSentimentfor2023:

CautiousforRecovery

Incontrasttothemajorityneutralresponsefor2022,in2023,mosttalentsaidtheywereoptimistic(55%)abouttheirindustryoutlookforthenextsixto12months,andfollowedbyneutral(29%).Only16%werepessimistic.

Thisindicatescautiousoptimismfortherecoveryofmostindustries,thoughmanywerestillconcernedaboutCOVID-19’slong-termimpactontheirindustry’sgrowth.

TalentfromTechnology,Media&Telecommunicationswerethemostoptimistic(46%);followedbyBanking,FinancialServices&Insurance;andIndustrial(both40%).Inaddition,themostpessimisticrespondentscontinuetocomefromtheconsumergoodsandretailsector,likelyduetothefactthatbusinessactivityinthissectorwashitthehardestbytheoutbreak.

46%

Technology,Media&

Telecomunications

40%

Banking,Financial

Services,&Insurance

40%

Industrial

Topreasonscitedfor

neutraloutlook:

78%

Uncertaintyoverlong-termimpactofCOVID-19

21%

Unchangedcompetitionintheindustry

18%

Unchangedcustomerbeliefsanddemands

Topreasonscitedfor

positiveoutlook:

51%

Positivepoliticalpolicychanges

37%

innovation

35%

IndustryovercameCOVID-19-relatedchallenges

Increased

13AdvancingBeyondRecovery:TalentinAsia2023

Talentindustryoutlookforthenext6-12months

2023

43%

Optimistic

44%

Neutral

21%

Pessimistic

55%

Optimistic

29%

Neutral

16%

Pessimistic

2022

Topreasonscitedfor

negativeoutlook:

76%

Industrystillimpactedby

COVID-19

67%

Uncertain

localeconomyoutlook

56%

Uncertainglobaleconomy

Employerperspective

55%ofemployerswerealsooptimisticabouttheirindustriesinthenextsixto12months,thoughtherewerevariancesbysectorcomparedwithtalentresponses.

EmployersintheHealthcare&LifeSciencessectorhadthemostpositiveoutlook(45%,a23%increaseoverthepreviousyear).29%ofemployersfeltneutralabouttheirindustry,particularlythoseintheConsumerGoods&Retailsector;while16%ofemployerswerepessimistic,ofwhichElectronics&Materialsmadeup17%ofrespondents.

55%

ofemployersareoptimisticabouttheirindustries

14AdvancingBeyondRecovery:TalentinAsia2023

TalentActivity

Employeesvaluesecurityamidan

uncertainenvironment

Themajorityofrespondents(45%)saidtheywerenotactivelyseeking

anewjob,upfromjust27%lastyear.Mostoftheserespondentswere

eitherfromtheTechnology,Media&Telecommunications(54%)

orElectronics&Materials(50%)industry.

2021

2022

18%45%

38%

Percentageoftalentactively

seekingnewjobopportunities

Yes

No

No,butopentonewopportunities

29%

27%

44%

Uncertaintyandvolatilitycausejobseekerstoholdontotheir

currentroles,with51%sayingthatexternalfactors,suchas

thepandemic,recession,andtheeconomy,donotmakeit

conducivetoseeknewemployment,while49%citedjob

securityasafactorinstayingput.

Withregardtorespondents’agegroups,mid-careertalent

aged30to35(49%)andnewemployees20to25(48%)

weretheleastlikelytoswitchjobs.Incontrast,management-

leveltalent(25%ofthoseaged36to40and21%ofthe40+

demographic)werethemostlikelytoseeknewemployment.

15AdvancingBeyondRecovery:TalentinAsia2023

Jobseekersaremorecautiousthaneverbefore

Whiletherewassomeindustry-specificmotivationfortalentactivity,onthewholethemarketremainscautious.Only18%ofrespondentswereproactivelyjob-searching,downfrom29%thepreviousyear.

Ofthese,26%wereintheBanking,FinancialServices&Insuranceindustry,followedby25%inConsumerGoods&Retail.Industry-specificconsiderationsalsofactoredintothereasonswhytheywereseekingnewjobs:

Topreasonstoseeknewjob

Salaryand

compensation

50%

41%

Layoffsandorganizationalchanges

Healthcare

&LifeSciences

46%Industrial

43%

Lackofopportunitiesforcareerprogression

40%Industrial

Lackofconfidenceincompanyandindustry’sfuture

33%

ProfessionalServices&BusinessProcessOutsourcing

Technology,Media&Telecommunications

ConsumerGoods&Retail

ConsumerGoods&Retail

49%

Overall,toattractreluctantjobseekers,companiesneedtoofferfinancialincentivesandfuturesecurity.

Compensationremainedthemostimportantfactorforjobseekerstoevenconsidernewjoboffers(78%),followedbycareerdevelopmentopportunities(62%),andapositiveoutlookfortheindustry(54%).

Eventhenumberofpassivejobseekers–thosewhowerenotactivelylookingbutopentoconsideringoffers–decreasedto38%from44%lastyear.Theserespondentscitedlackofcareerprogression(38%)andsalaryandbenefits(35%)astheirmainmotivationforentertainingnewopportunities.28%wereconcernedaboutlayoffsandorganizationalchange.

Thisdecreaseinbothactiveandpassivejob-seekers,coupledwithamorevariedlistofreasonstoconsiderleavingtheircurrentroles,indicatesthattalentismorecautiousandreluctanttopursuenewopportunitiesuntilexternalfactorsstabilize.

16AdvancingBeyondRecovery:TalentinAsia2023

Talentisstayingputforlonger

Acrossallindustries,themajorityofrespondentsreportstayingintheirjobsformorethanthreeyears.TheonlyexceptionisConsumerGoods&Retail,wherethemajorityoftalentswitchedjobswithinthelastonetothreeyears.

Lastchangeinemployer:

36%

Morethan3years

18%

Within12months

18%

Firstfulltimejob

28%

1-3years

Topthreemotivators*tostay

withcurrentemployer

*Multipleanswersaccepted

RespondentsfromtheTechnology,Media&

TelecommunicationsandBanking,FinancialServices,

&Insuranceindustriessaidthatsalaryandbenefits

weretheirtopreasonstostaywiththeircurrent

employers.Intermsofagegroup,respondentsaged

36-45answeredthatexternalfactors,suchasthe

pandemicandeconomiccontraction,weretheircore

reasontostayput.Incontrast,youngerrespondents

aged20-35answeredsalaryandbenefits,whilethose

aged46andupsaidthatgoodrelationshipswith

theircolleaguesfactoredintheirdecisiontostay.

51%

Externalfactors(suchasCOVID-19,recession,inflation)arenotconducivetojob-hunting

49%

Jobsecurityandsafety

attheworkplace

39%

Work-lifebalance

Reasonsforemployertohireinthenext6months

78%55%55%

Fortheindustriesthatwillnotbeactivelyhiringinthenextsixmonths,COVID-19wasthetopreasonfortheprojectedslowdowninrecruitment.EmployersinConsumerGoods&Retailcited“novacancyforadditionalheadcount”astheirtopreason,whileemployersalsocited“businesschangesanddownsizing”inHealthcare&LifeSciences.

offeronlineon-the-jobtraining

17AdvancingBeyondRecovery:TalentinAsia2023

Employerperspective

Short-termhiringdownturn

Ingeneral,83%ofemployersreportedthattheywouldbeactivelyrecruitinginthenextsixmonths.Thesenewroleswouldbetoreplaceheadcount(78%),staffnewbusinesslines(55%),andtoinjectinnovationandnewstrategiesintoexistingjobs(50%).

However,onlyemployersintheTechnology,Media&Telecommunications;ProfessionalServices&BusinessProcessOutsourcing;andElectronics&Materialsindustriessaidthattheywillbeincreasinghiringactivitiesinthenextsixmonths.Employersfromtherestofthesectorsansweredthattheywilllikelydecreasehiringforthesameperiod.

About83%ofallemployerssaidthatexternalfactorsimpactedtheiroperationsonamoderatetoextremebasis.Thesefactorsincludedthelingeringeffectsofthepandemic,theworldwiderecession,andrampantinflation.

83%

ofemployersreportedthattheywouldbeactivelyrecruitinginthenextsixmonths

MitigatingCOVID-19’simpact

Employersareimplementingvirtualandflexiblepracticestoattracttalent:

63%

ofinterviewsaredoneonline

47%

areofferingflexibleworkarrangements

37%

18AdvancingBeyondRecovery:TalentinAsia2023

SalaryandCompensation

Salarysatisfactionincreasesyear-on-year

Sixtypercentofrespondentsweresatisfiedwiththeircompensationpackage,reflectingacontinuouslyupwardtrend(41%in2022and31%in2021),whiledissatisfiedrespondentsshrankto15%(from30%in2022).

Thedatasuggestsacorrelationwiththeoverallcautionjobseekersfeltandtheirsatisfactionwiththeircompensation.Thatsaid,salaryremainsthekeyfactorjobseekersevaluatewhenconsideringnewjoboffers

(78%),followedbycareerdevelopmentopportunities(62%),andindustryprospects(54%).

19AdvancingBeyondRecovery:TalentinAsia2023

Compensationbythenumbers:

57%

Receivedasalaryincreaseinthepastyear

19%

Averagesalaryincrease

(+1%over2022)

30%

Expectedsalaryincrease

whenchangingemployers

47%

Salaryincreaseexpectationsremainedthesamepost-COVID-19

Salaryincreasebyindustry

23%

Banking,Financial

Services&Insurance

20%

Healthcare&

LifeSciences

19%

ProfessionalServices&BusinessProcessOutsourcing

16%

ConsumerGoods&Retail

20%

Technology,Media&

Telecommunications

19%

Electronics&

Materials

16%

Industrial

Topnon-compensationbenefits

20AdvancingBeyondRecovery:TalentinAsia2023

Non-compensationbenefits

Respondentssharedthatwhentheydidnotreceiveasalaryincrease,theiremployersofferedotherbenefitsinstead.

Fifty-onepercentsaidtheyreceivedemployeewell-beingbenefits;41%reportedreceivingadditionalallowances,suchastransport,work-from-home,andhousing;while24%receivedmorepaidleave.

However,aquarterofrespondentswhodidnotreceiveanincreasealsoreportedreceivingnoadditionalbenefitsfromtheiremployers.MostofthesewereemployedinIndustrial;ConsumerGoods&Retail;andProfessionalServices&BusinessProcessOutsourcing.

Topnon-compensationbenefitsbyindustry

Industry

Technology,Media&Telecommunications

ConsumerGoods&Retail

Industrial

Electronics&Materials

Healthcare&LifeSciences

Banking,FinancialServices&Insurance

ProfessionalServices&BusinessProcessOutsourcing

Allowances

54%

29%

39%

46%

47%

56%

26%

Employeewell-beingbenefits

56%

45%

50%

54%

58%

59%

43%

Morepaidleave

29%

23%

23%

29%

27%

23%

16%

13%

13%

21AdvancingBeyondRecovery:TalentinAsia2023

Employerperspective

Salaryincrementmismatchpersists

While59%ofemployerssaidtheywereplanningtoprovideanannualsalaryincreasethisyear,itwillbelowerthanexpected.

Talentreportedreceivinganaverage19%salaryincreaselastyearandexpectthesameincreasemovingforward.However,employerssaidtheyintendtogiveanaverage16%increaseinthenextsixto12months.

Respondentsalsosaidtheyexpecteda30%increasewhenmovingtoanewjob,whileemployerssaidtheywillofferanaverage26%increaseforjobswitchers.

Averageannualsalaryincreasebyindustry

Technology,Media&Telecommunicationsistheonlyindustryintendingtoofferabove-averageannualincreases.Employersfortherestoftheindustriesareeitheratparwithemployeeexpectationorlower.

24%

18%

16%

15%

Technology,Media&Telecommunications

ConsumerGoods&Retail

Industrial

Electronics&Materials

13%Healthcare&LifeSciences

Banking,FinancialServices&Insurance

ProfessionalServices&BusinessProcessOutsourcing

Averagejoboffersalaryincreasebyindustry

WhileemployersinTechnology,Media&Telecommunicationsplantoofferthehighestincreasestoattracttoptalent,theplannedsalaryincreasesbyemployersoverallislowerthanjobseekers’expectations.

29%

27%

25%

23%

23%

20%

19%

Technology,Media&Telecommunications

ProfessionalServices&BusinessProcessOutsourcing

Industrial

ConsumerGoods&Retail

Healthcare&LifeSciences

Electronics&Materials

Banking,FinancialServices&Insurance

Non-compensationbenefits

Nearlyallemployerswillcontinuetoofferthesamenon-compensationbenefitstalentcurrentlyenjoy,withthenotableexceptionofElectronics&Materials.Employersinthissectorplantoofferallowances(54%),employeewell-beingbenefits(46%),andcompanyshares(27%)astalentincentives.

Fortherestoftheindustries,thebreakdownisasfollows:

53%

Employeewell-being

44%

Allowances,suchastransport,work-from-home,andhousing

27%

Morepaidleave

22%

Nobenefits

22AdvancingBeyondRecovery:TalentinAsia2023

Flexibilityand

Work-LifeBalance

Hybridarrangementspreferredforflexibilityandproductivity

Moreemployersofferedhybridworkingarrangements(43%)upfrom30%lastyear;overtakingflexibleleavearrangementsasthetopflexibilitybenefitofferedbyorganizations.

Thisindicatesthatemployerslistenedtotalentsentiment:in2022,70%ofemployeessaidhybridworkingwasmostbeneficialfortheirproductivitywhile46%saidhybridworkwasanimportantconsiderationwhenevaluatinganewjoboffer.

Employersalsoofferedflexibleworkinghours(33%)andtheoptiontoworkremotelyfromanotherlocation(29%).69%ofsurveyedworkersratedtheirwork-lifebalanceasgoodorverygood,asignificantincreasefrom44%lastyear.Theriseinflexibilityoptionsemployersofferedcanbecorrelatedtothisriseinwork-lifebalancesatisfaction.

Employeescontinuetopreferhybridoverotherflexiblearrangements.Upto70%ofworkersratehybridworkasthemostbeneficialarrangementfortheirproductivity,thesameasthepreviousyear.Respondentssaidthatonascaleof0to100,with100asthehighestscore,theirproductivityonhybridarrangementswasthesameasworkingfromtheoffice(75%).

23AdvancingBeyondRecovery:TalentinAsia2023

Topindustriesthatbelievehybridwillsoon

becomethenorm

Fifty-sevenpercentofallrespondentsbelievethathybridworkarrangementsare

heretostay.Thepercentageofworkersishigherforcertainindustries:

65%

ProfessionalServices&BusinessProcessOutsourcing

64%

Technology,Media&

Telecommunications

63%

Banking,FinancialServices&Insurance

Topflexibilityarrangementsmost

importanttojob-seekers

Mostrespondentsagreedonthetopflexibilityarrangementsthatwouldbemost

importanttothemwhenevaluatingjoboffers.Theonlyoutlierswerethoseaged

26to30and41to45whorated“Noexpectationtoworkbeyondmandated

workinghours”asmoreimportantthancompetitiveannualleave.

51%

Hybridwork

arrangement

45%

Flexibleworkinghours

39%

Competitiveannualleaveentitlement

24AdvancingBeyondRecovery:TalentinAsia2023

Mobility

Changingattitudestowardsmobility

Beforethepandemic,MainlandChinawasoneofthecountrieswhoseworkerswereleastlikelytomoveabroadforwork.6Asrecentlyas2018,