"The wages in Japanese companies are not as high as those in European and American companies"?

The wages of Japanese companies in China are revealed. Salaries are generally lower than those of European and American companies.

The "Salary of Japanese Companies" jointly organized by Shanghai Jiaotong University Zhengyuan Enterprise Consulting Co., Ltd. and the Japan Energy Association "Welfare Survey", the number of employees surveyed in this survey was more than 10,000, involving dozens of Japanese-funded enterprises, of which sole proprietorships accounted for 58% and joint ventures accounted for 42%, including Daikin, Omron, Konica, Minolta, Sumitomo, Mitsui Chemicals and many other well-known companies.

The entire survey process shows that most Japanese companies in China are labor-intensive, and the industries involved are mainly manufacturing industries such as clothing, home appliances, durable consumer goods, and fast-moving consumer goods, unlike European and American investments in China. Most of the enterprises are technology-intensive. Therefore, Japanese companies have a greater demand for manufacturing personnel, especially manufacturing managers and on-site operators.

Salary level: The salary of fresh graduates is lower than that of European and American companies

The starting salary of fresh graduates in Japanese companies is generally lower than that of European and American companies. In Japanese-funded companies, freshly graduated PhD students can get an average monthly salary of 4,000 yuan, while in European and American companies, their average monthly salary can be as high as 7,800 yuan; master's degree students in Japanese-funded companies can get a starting salary of about 3,200 yuan, while in European and American companies, their average monthly salary can be as high as 7,800 yuan. The starting salary in European and American companies is more than 4,700 yuan; undergraduate students can get nearly 2,200 yuan in starting salary in Japanese-funded companies, while it is 3,000 yuan in European and American companies. As for technical secondary school students, their starting salary in Japanese companies is only 1,200 yuan. In terms of the average starting salary for fresh graduates, the salary position of European and American companies is relatively high, while that of Japanese companies is relatively low. However, European and American companies also have much higher requirements for the employees they recruit than Japanese companies.

Salary levels are generally lower than those in Europe and the United States

According to data in the report, the average salary level of employees in Japanese companies is generally lower than that in European and American companies, and as positions increase, the gap widens further enlarge.

In terms of worker rank, the average annual income of employees in Japanese-owned enterprises is 16,000 yuan, and the average annual income of workers in European and American companies is 20,000 yuan. The annual income of ordinary employees in Japanese companies is about 32,000 yuan, while in European and American companies it can reach 45,000 yuan, which is nearly 40% more than the income of employees in Japanese companies. As the position rises, the gap between the two becomes wider and wider. When it comes to the supervisor position, the income of managers in Japanese companies and European and American companies is 58,000 yuan and 80,000 yuan respectively. Among managers and above, the income of managers in Japanese companies is The average annual income is 120,000 yuan, while the average annual income of managers in European and American companies can reach 230,000 yuan. The gap is about 2 times. The survey shows that the overall average salary growth rate of Japanese-funded enterprises in 2004 was 8.24%, slightly lower than the 9.4% growth rate of European and American enterprises, and the wage growth rate of general personnel and workers was also slightly lower than that of European and American enterprises.

Cause analysis: Li Shuang from the Zhengyuan Research Department of Shanghai Jiao Tong University believes that the main reason for the gap is the different investment positioning of the two in China. Japanese companies investing in East China are mainly concentrated in electronics or machinery manufacturing. They prefer to use China as their production base. Many companies do not set up R&D departments in China. Therefore, the current requirements for talents are not very high. European and American companies often need high-end talents, and these high-end talents are under tremendous pressure from business competition. Therefore, European and American companies are more inclined to use high salaries to stimulate their employees, especially some senior managers.

Job salary analysis

The survey results show that the average pre-tax annual cash income of personnel above the section chief level in Japanese-funded enterprises is 126,000 yuan, which is the corresponding income for managers above the level in European and American enterprises. 54.5% of the total; department heads are 60,000 yuan, which is 71.3% of European and American companies; professional and technical personnel are 49,000 yuan, which is 69.2% of European and American companies; ordinary employees are 38,000 yuan, which is 79.8% of European and American companies; workers It is 19,000 yuan, which is 68.3% of that of European and American companies.

Section chief level (department manager)

Among department heads, the average annual cash income of sales chiefs is still the highest, at 172,000 yuan; followed by information technology chiefs It is 130,000 yuan; engineering is 132,000 yuan; the lowest is the production management section chief, with an annual cash income of 63,000 yuan. In addition, the annual cash income of the human resources and finance section chiefs is in the middle of the various departments, at about 123,000 yuan and 107,000 yuan.

Department heads and directors (department heads) of key accounts and information technology department heads are in higher positions, with average annual cash income reaching 115,000 yuan and 104,000 yuan respectively; regional sales department heads and sales administration department heads Next, it is about 90,000-100,000 yuan; the finance, human resources, and administration department heads are at the median, about 68,000 yuan; the warehousing assistant department heads and production assistant department heads are at the lowest annual cash income. The average annual cash income is only about 30,000 yuan.

Technical Engineers This survey of technical engineers is divided into three levels, namely senior, intermediate and assistant engineers. Among them, senior engineers have the highest average annual cash income, and can get 81,000 yuan; technical engineers below senior level It fluctuates around 30,000 to 40,000, almost the same as each other.

The turnover rate is higher than that of European and American companies

The average staff turnover rate of Japanese companies is higher than that of European and American companies.

As of the end of 2004, the average churn rate of European and American companies was about 14.8%, while the average churn rate of Japanese-funded companies was as high as 24.3%. This seems to be very different from the generally accepted belief that "Japanese-funded companies are relatively stable."

The turnover rate of department heads, general employees and workers in Japanese companies is generally high, while the turnover rate of section heads, professionals, and sales (sales and marketing personnel) is generally lower than that of European and American companies. Since most Japanese companies are labor-intensive, workers in Japanese companies account for a large proportion of the company. In particular, most Japanese manufacturing companies generally use foreign labor. Therefore, the actual situation seems to be that Japanese companies are not as popular as outsiders say. The staff is stable, and the turnover rate of many workers is actually far higher than that of European and American manufacturing companies.

Cause analysis: Comparing the personnel attrition of Japanese enterprises with that of European and American enterprises, the active employee attrition rate (employees voluntarily resigning) of Japanese-funded enterprises is 17.86%, and the passive attrition rate (employees dismissing employees) is 6.61%. The active churn ratio is 2.7 times the passive churn ratio. The average ratio of active churn to passive churn among European and American companies is only 1.06:1. Li Shuang analyzed that there is an important reason for the low passive attrition of Japanese companies, that is, Japanese companies value the power of unity and rarely take the initiative to lay off employees. Therefore, except for corporate mergers, large-scale production reductions, etc., there are few layoffs of employees.

The main reason why managers and technical staff leave their jobs in Japanese companies is "personal development", while the main reason why office clerks, workers, and sales staff leave their jobs is "salary and benefits."

This is mainly related to the corporate structure and culture of Japanese-funded enterprises. After Japanese companies entered China, most of them still adopted the Japanese management model, which emphasized "consistency" and the teamwork spirit of employees, and put less emphasis on the development of personnel personality. Most Japanese-funded enterprises do not pay attention to the improvement of various benefits and basically pay insurance premiums in accordance with the regulations of the national social security department, but rarely provide other benefits. In addition, positions above department heads (equivalent to department directors in European and American companies) are basically held by Japanese employees, and even section chiefs (equivalent to department managers in European and American companies) in some companies are held by Japanese employees. This is undoubtedly difficult to retain for management and technical talents who focus on career development and hope to have more room for development. Therefore, the proportion of voluntary personnel turnover is relatively high.