the salary analysis in asia 2018 - jac recruitmentthis report, the salary analysis in asia 2018, is...

アジア主要９か国の中途採用時給与レポート

Th

e Salary A

nalysis in

Asia 2

01

8

JAC

Recruitm

ent Group

The Salary Analysis in Asia 2018 by JAC Recruitment Group © 2018 JAC Recruitment Group

A W

ord

from

the

Edi

torA Word from the Editor

JAC Recruitment Group was originally founded in the UK in 1975, and today acts as a recruitment consultancy operating in 10 countries with a focus on Asia. As a Japanese recruitment consultancy offering an unparalleled track record across the Asian region, JAC Recruitment primarily engages in recruitment of specialists, managers and executive-class employees spanning various industries. In Japan, meanwhile, we are the only firm in the permanent recruitment sector that is listed on the First Section of the Tokyo Stock Exchange. This report, The Salary Analysis in Asia 2018, is the latest version of our well-received salary analysis, as prepared by JAC Recruitment Group drawing upon our extensive experience and record of accomplishments amassed over our many years of conducting business in Japan and throughout the rest of Asia. While this year’s report is arranged in the same format as those of previous years, we have updated relevant content while also making overall stylistic improvements.

I hope this report is of interest to you in regards to the recruitment market in Asia.

NOTE: The individualised nature of job requirements poses challenges in terms of compiling salary level benchmarks. As such, we would welcome any questions or comments you might have in this regard, and will furthermore consider such feedback in preparing future versions of this report.

　私たち JAC Recruitment Group（ジェイエイシーリクルートメントグループ）は、1975年に英国で創業し、アジアを中心として世界 10か国に展開しているリクルートメントコンサルティング会社です。主に各業界の専門職や管理職、エグゼクティブクラスのポジションを得意領域として手掛けて、アジア全域において日系人材紹介会社としては最大級の実績を上げております。また日本のオペレーション単体では、人材紹介事業専業としては唯一の東証一部上場会社となっております。

　日本とアジアでの長年培われた経験と実績に裏付けられた最新の現地情報を基に作成されたこのサラリーアナリシスは、毎年大変なご好評をいただき、本年も最新版を発行いたしました。　特にお取引の多い日系企業に関しましては、求人において必要とされる言語別の詳細も掲載させていただいております。　アジア各国でコア人材の中途採用をご検討される際に、本書が皆様の一助になれば幸いです。

　なお、人材の採用条件は、個別性が高く、基準値を示すのが難しいという点もございますので、疑問点やご指摘等につきましては、個別にご相談にあずからせていただきました上で、次年度以降に反映させていただきます。

Toshihiro KurozawaFellow

JAC Recruitment

編集長からのご挨拶


目次Index

Indexpage

2 How to Read the Tables Request for Reader Feedback and Registration

4 Topics

6 Japan 8 Back Office 14 Banking and Financial Services 18 Consumer Goods 22 Healthcare 26 Information Technology 30 Manufacturing 36 Service Industry 40 Web Industry

44 Singapore

52 Malaysia

60 Indonesia

68 Thailand

76 Vietnam

84 Hong Kong

92 China

100 Korea

106 India

112 Office Locations

目次page

2 表の見方フィードバックと読者登録のお願い

4 トピックス

6 日本 8 管理部門 14 金融業界 18 コンシューマーグッズ業界 22 ヘルスケア業界 26 IT業界 30 製造業界 36 サービス業界 40 Web業界

44 シンガポール

52 マレーシア

60 インドネシア

68 タイ

76 ベトナム

84 香港

92 中国

100 韓国

106 インド

112 情報提供拠点連絡先

Inde

x

1The Salary Analysis in Asia 2018 by JAC Recruitment Group © 2018 JAC Recruitment Group

JAC Recruitment Group

We became the first Japanese recruitment consultancy to commence business in the UK in 1975, and now operate in 26 locations overall, including the UK, Singapore, Japan, Malaysia, Indonesia, Thailand, China, South Korea, Hong Kong, Vietnam and India, whilst still maintaining important strong local foundations as a recruitment consultancy in each of our locations.

ジェイエイシーリクルートメントグループ

1975年、英国初の日系人材紹介会社として誕生した JAC Recruitmentグループは、現在イギリス、シンガポール、日本、マレーシア、インドネシア、タイ、中国、韓国、香港、ベトナム、インドの各国、全 26 拠点で人材紹介事業を展開しております。今日ではそれぞれの土地に強く根差した、国際的なリクルートメントコンサルタンシーとして広く認知されています。

DisclaimerJAC Recruitment Group shall not be held liable for any actions whatsoever carried out by readers of this report. Accordingly, the reader maintains sole responsibility for use of information contained herein. The content of this report has been compiled on the basis of assessments made by JAC Recruitment Group using currently available information. Accordingly, in some cases the figures presented may vary from actual comprehensive industry and market data. Moreover, in some cases data herein may vary significantly due to the highly individualized nature of business transactions in the recruitment market resulting from the limited scope of information in terms of positions offered and human resources available.Content on minimum wages and other such legal and regulatory information is provided solely with the aim of providing an overview of labour markets. Accordingly, because the legal integrity of such data is not guaranteed, the reader maintains sole responsibility for use of content herein.

免責条項当社は、利用者が本レポート上の情報を用いて行う一切の行為について、責任を負うものではありません。情報の利用につきましては、御自身の責任において行なわれるようお願いいたします。本レポートに記載されている情報については、現在入手可能な情報から得られた当社の判断に基づいております。従って、業界全体、市場全体の実際の数値はこれらと異なる結果となる場合があります。また、人材紹介マーケットは限られたポジション・人材による個別性の高い取引であるため、数値の変動が大きいことがあります。また、最低賃金をはじめとした法的規制に関しての情報に関しては、マーケットの概要を目的として記載しているものであり、法的な正確性を保証する目的で記載しているものではないため、ご自身の責任において利用されますようお願いいたします。

Abo

ut J

AC R

ecru

itmen

t

ジェイエイシーリクルートメントグループ紹介About JAC Recruitment Group


表の見方How to Read the Tables

How

to

Read

the

Tab

les

How to Read the Tables

MNC (multinational corporation)Multi-national corporations which are globally headquartered either in Europe, North America or Australia-New Zealand (outside of the surveyed country)

Local CompanyCorporations which are globally headquartered within the surveyed country

Local StaffLocally hired members of the workforce employed in positions that do not require English or Japanese language skills unless it is the official language of the surveyed country

• The annual salary data presented herein has been collected from job enquiries that we have received over the past year and from the insights of our consultants. The compensation data shown in the tables refer to total annual gross income, often excluding irregular bonuses and/or incentives.

• “N/A” (“not applicable”) is indicated with respect to either market segments that are not handled by JAC or those for which the sample size is insufficient.

• The exchange rates presented herein are current as of October 26th, 2017. The information within the overviews of the countries and industries presented herein are current as of the third calendar quarter of 2017. Economic statistics without specific explanations are forecasted of 2017 by IMF. (Numbers of employees are forecasted by ILO)

• ”Japanese Speaker” include Japanese and English bilingual or more speakers in this report.* This document was originally created in Japanese.

表の見方

MNC (multinational corporation) 欧米系の多国籍企業を示す

Local Company ローカル企業を示す

Local Staff通常のローカルスタッフを示す（ビジネスにおいて英語・日本語等を使用しないポジション・人材）

・主に、当社に寄せられている求人の年収をベースに、当社のコンサルタントの情報を加えて作成。表の数値には、当初に予測不可能なボーナスやベネフィット類は含まれていない場合が多い。

・事実上マーケットがあまり存在しないと思われる区分については、「N/A」（該当無し）と記載。・表に付記している為替レートは 2017年 10月 26日現在。各国・業界のコメントは 2017年夏～秋時点のもの。経済統計は断りがなければ IMF（雇用者数は

ILO）の 2017推計値。・ Japanese Speakerは英語を話すケースと話さないケースの双方を含む。※ 原文は日本語です。

2


Requ

est

for

Read

er F

eedb

ack

and

Regi

stra

tion

フィードバックと読者登録のお願いRequest for Reader Feedback and Registration

Request for Reader Feedback and Registration

This report has been prepared on the basis of findings of JAC Recruitment Group, the largest Japanese recruitment agency in Asia. As such, we greatly value reader feedback since it will enable us to improve the content and clarity of future editions. In order to provide feedback, please visit our website via the link shown below. Also, we encourage readers of this report to register with us by providing their e-mail address via the link shown below in order to receive revisions to this report, details regarding the release of future editions and other such updates.

フィードバックと読者登録のお願い

　本レポートは、アジア最大級の日系人材紹介会社 JAC Recruitment Groupの知見により作成されておりますが、内容ならびに見やすさの向上の両面において、読者の皆様からのフィードバックが大変重要なものと考えております。つきましては、下記の URLから、本レポートについてのフィードバックをいただけますと大変幸いです。　また、本レポートについての修正情報や次年度の発行情報などについて、今後はフォローアップ情報をお送りさせていただきたく、下記 URLから e-mailアドレスで読者登録をお願いいたします。

URL: http://www.jac-recruitment.jp/sa/

4 The Salary Analysis in Asia 2018 by JAC Recruitment Group © 2018 JAC Recruitment Group

Topi

cs

Challenges of arranging work visas in Asia and strategies for effective host-country recruitment

■ Challenges of arranging work visas in AsiaJapan aside, governments of many Asian countries have been growing increasingly stringent with respect to their work

visa requirements in recent years. This greater nationalistic trend is making for a more rigid approach to the employment of foreigners with stricter entry requirements and local/foreigner ratios being imposed. This move by governments towards ensuring that locals are prioritised in any recruitment activity is especially being seen in Singapore, which until recently had a fairly “open door” approach to overseas workers of all levels.

■ Asian regulations on employment of foreign nationals have become more stringent in recent years

Country/region Tightening of regulations governing foreign national employment – examples

Singapore

In recent years, Singapore has been rapidly moving to scale back on the number of foreign nationals it allows to take up residence in the country, which is in contrast to its previously flexible immigration policy. For instance, the Singaporean government has been raising the minimum qualifying salary for its Employment Pass work permit. In 2017, the monthly salary a white collar professional had to earn to be granted the EP was raised to SGD 3,600. Meanwhile, in 2014 the government began implementing its Fair Consideration Framework (FCF) rules. Under those rules, an employer may not submit a new Employment Pass application until a respective job vacancy has been advertised for at least 14 calendar days on a designated government operated database that enables Singaporeans to apply for job openings free of charge. Since around 2016, the Singaporean government has been intensifying efforts with respect to its Fair Consideration Framework Watchlist of firms that fail to give Singaporeans due consideration when hiring.

China

The Chinese government has revised its requirements for obtaining work visas, and has accordingly adopted a three-tiered scheme for categorising foreigners working in China according to their expertise. Those applying for a work permit must also submit additional documents, including a certificate verifying that the applicant has no criminal record. The new visa system is unlikely to have a direct impact on recruitment, but it has made companies more wary with respect to the prospect of assigning expatriate employees to China.

Vietnam

In 2011, the Vietnamese government instituted a labour market test requiring that job vacancies be posted for a period of 30 days. In 2012, the government reduced the period of work visa validity to one year, from three years previously. In 2016, the government made the application process more burdensome in part by increasing the amount of paperwork required to complete the application process.

Indonesia

Over the last several years, the number of foreign workers in Indonesia has been decreasing as a result of increasingly stringent employment policy. At the start of 2015, the government debated the idea of making it mandatory for foreign nationals to study the Indonesian language, but eventually shelved the proposal.

MalaysiaIn 2016, the Malaysian government announced that it was suspending new recruitment of unskilled foreign workers, which led to bankruptcies of some manufacturing sector enterprises due to production stoppages and other negative economic consequences.

Hong Kong Standards set for foreign national work permit eligibility have become somewhat more stringent in Hong Kong as the overall work-related skill level of its citizens improves.

■ Strategies for effective host-country recruitmentGiven this situation, there are various options companies may take in order to keep their local business operations

running effectively. These options include:1. Localising jobs and filling such positions with host country nationals: This requires that management set up a

framework for recruiting local talent, promoting employee retention, and empowering the host country workforce in a manner that also encompasses the home office.

2. Filling positions with foreign nationals who are able to readily acquire work visas: This includes the prospect of hiring individuals who have spouse visas that make them eligible to work.

3. Upgrading job requirements and then filling such positions with foreign nationals who have highly specialised skills which enable them to readily acquire work visas

Note: The term “foreign nationals” as used above encompasses non-host-country nationals including Japanese nationals.

As the respective countries of Asia become increasingly more developed the situation will politically and inevitably call for host country operations that are based locally to a greater degree, depending on the specific country. As such, corporate management should consider what action it will take in this regard early on. Moreover, Japanese firms operating abroad need to employ superior talent locally to play managerial roles. That is JAC Recruitment’s vision for ensuring that Japanese companies succeed on the global stage. Finally, we hope that the findings of our investigation will help managers develop more effective human resource strategies.

Disclaimer: In preparing this document, we have endeavoured to ensure that the legal, regulatory and other information it contains is correct and accurate, as stated on page 1 herein. Moreover, your use of this document and its contents is completely your own responsibility.

トピックスTopics


　アジアで採用を行う際の問題として近年大きくなってきている一つが、就労ビザ取得の難化問題です。各国の現状と対策について以下に記します。

■就労ビザの難化　近年、日本を除くアジアの多くの国で、就労ビザの難化傾向が進んでいます（下表参照）。一般的に従来の権威主義的な側面を持つ政府から、より直接的な民主化が進行するにつれ、「国民のための」政府という傾向が強まり、外国人の採用に比べて、自国民採用の優先度が強まる傾向があります。これは近代国民国家において、ある程度止むを得ない傾向でもあります。

■アジアにおける近年の外国人就労規制厳格化例

国／地域名外国人就労規制の厳格化の例

シンガポール

従来、柔軟な移民政策をとってきたが、近年外国人の受け入れ規模を抑制する動きが加速。ホワイトカラーについても EP取得のための最低月給が従来の S$3,000を 2014年から S$3,300へ、2017年からは S$3,600へと引き上げ。2014年からは就労ビザ申請時に現地人材の募集を政府が運営する無料求人求職サイトを通じて最短 14日間行ったことを証明するプロセス等 (FCF)を義務付けた。2016年頃からシンガポール人採用消極企業のウォッチリストの運用が強化。

中国2017年からの就業ビザ取得要件の法改正に伴い、A類 (ハイレベル人材 )、B類 (専門人材 )、C類 (一般 )に外国人就業者がランク付けされた。無犯罪証明書の提出など新たな証明書類も義務付けられてきている。影響は直接には大きくはないが、駐在員の中国配置に慎重な企業が増加した。

ベトナム2011年に 30日間の労働市場テストを導入。2012年には就労ビザの期間を 3年から 1年に短縮。2016年も一部で必要書類が増えるなど複雑化が進んでいる。政府は国民の雇用を優先しており、さらに厳しい方向に動く可能性がある。

インドネシア規制厳格化により外国人労働者は数年間減少傾向にある。2015年初頭には外国人に対するインドネシア語習得の義務付けの執行が議論されたが、最終的には見送られた。2015年頃に比べれば日本人を含む外国人ホワイトカラーへのビザの状況は現在やや甘くなっているが長期的には厳格化の傾向である。

マレーシア製造、レストラン、建設、プランテーションなどでは外国人労働者（合法・違法）が数多く働いており、運営上不可欠な状況。2016年に政府が外国人労働者の新規受入凍結を発表し、一部製造業で生産停止で倒産に至るなど影響は小さくない。

香港香港人のできる業務のレベルが向上するに合わせて、外国人就労許可の運用は若干厳格化してきている。

■対策　これらに対し、現地での業務を維持するために取れる対策は、就労ビザ取得のための直接的なテクニックを別とすると、

1. 該当ポジションを現地化して現地人で埋める。（このためには採用、定着促進、本社側含めた活躍体制作りなどの対策が必要。）

2. 該当ポジションを就労ビザが取りやすい外国人で埋める。（就労可能な配偶者ビザ取得者など。経験や勤続などへの要対処。）

3. 該当ポジションを逆により高度化して、就労ビザが発行されやすい専門性の高い外国人で埋める。　といった対策があります。（上記の「外国人」には日本人を含みます。）

　国にもよりますが、アジア各国の発展に伴い、ある程度の現地化は必然的に政治的にも求められていくものと考え、早めに対策を考えていくことが重要です。優秀な現地の人材を採用し、優秀な人材が定着する日系企業。これが私たちが願っている日本企業のグローバル化です。本調査が皆様の人材戦略の一助になれば幸いです。

※ p1に記載の通り、法規制などの情報については正確を期すよう努めてはおりますが自己責任でご利用くださいますようお願いいたします。

Topi

cs

アジアで進む就労ビザの難化と対策


Japa

n Japan

[Market Overview]

Economic Trends• Nominal GDP: USD 4.9 trillion• Real GDP growth rate: 1.5%, 1.0% (2016), 1.1% (2015)• Consumer price inflation: 0.4%, -0.1% (2016), 0.8% (2015)• Inbound foreign direct investment: In 2016, foreign direct investment in Japan surged approximately six-fold from that of

2015. Japan’s inward FDI stock increased to 5.2% of its GDP, for a gain of 0.5 of a percentage point year on year, thereby exceeding the 5.0% threshold for the first time ever. Inward M&A flows to Japan increased to approximately 3.2 times the previous year level. Net FDI in Japan over the months January to May 2017 decreased by 35.8%.

• Outbound foreign direct investment: FDI from Japan increased by 24.3%, thereby setting a new record high. Outward M&A flows from Japan increased by 24.7%, thereby also setting a new record high.

• Total population: 127 million; Workforce: 63 million; Unemployment: 2.9% Recruiting Trends• Language and education: Japan’s rate of university enrolment is 52%. Nearly the entire population of Japan receives

English-language education over eight years, beginning from their latter years of primary school through to the end of high school. Nevertheless, the percentage of the workforce with practical business level English language proficiency is near the bottom of global rankings. Business is generally conducted in Japanese.

• Regulations governing employment of foreign nationals: The Japanese government is going in the direction of easing employment regulations governing foreign nationals, which includes expansion of its points system for highly skilled foreign professionals.

• Japan’s ratio of job offers to job seekers has reached a record high, and has surpassed levels last seen in the nation’s late 1980s bubble-economy years. The job-to-applicant ratio for permanent full-time employment exceeded the 1.00 mark for the first time since comparable data became available for that metric.

• The favourable state of Japan’s economy has made the year 2017 one of robust recruitment appetite across a wide range of industries, despite a sense of uncertainty regarding the economic outlook ahead.

• Over the last several years the need to locally recruit employees who can engage in overseas operations of Japanese companies who operate abroad has risen. Meanwhile, the number of new job offers related to overseas operations has increased by 17% year on year over the first seven months of 2017 (January to July). There has also been growing demand for recruitment of mid-career professionals not only in the manufacturing sector, but in recent years also in the services sector. This is particularly the case in the IT industry as such companies increasingly move to expand operations into Asia. Recruitment of candidates with experience working overseas has been gaining momentum in line with the overall increase in employment listings. Companies have been assigning such individuals to important positions. For instance, some are hired to replace expatriates in current postings abroad or as part of a firm’s talent pool for such purposes. Others are recruited to act as informed sources who are able to provide proper support to overseas subsidiaries from respective operating units in Japan. JAC Japan has been placing candidates with overseas work experience at a faster pace than ever before, with such referrals having increased at a rate of roughly 40% so far in 2017.

• Japanese companies have been hiring more professionals originally employed by foreign MNCs as Japanese firms move to strengthen global operations. This marks a shift from the previous one-way flow of talent from Japanese companies to foreign MNCs.

• There have been more openings for managerial positions, which has resulted in a much more active market for the recruitment of mid-career professionals in the 40-plus age demographic. The recruitment market has also been active in terms of companies seeking executive talent. This includes companies located outside of Japan’s metropolitan areas seeking top management with respect to filling vacated positions and oversight of overseas business, particularly given measures being taken by the Japanese government in that regard. Companies have also been actively seeking to recruit women to fill managerial roles.

• Many companies have been vying to attract top talent, even as employees flood into the job market in the wake of corporate restructuring among large enterprises.

• In the manufacturing sector, there has been an increase in job listings for division manager and director level positions offering salaries ranging from JPY 12 million to JPY 18 million, for involvement in initiatives that entail developing overseas business, arranging mergers and acquisitions, and otherwise pursuing new business opportunities.

Salary Trends• Although 2017 was even more of a candidates’ market for recruitment than 2016, wages tended to range from unchanged

to only slightly higher than before.• Generally speaking, there is an approximate difference in salaries of between 10% and 20% across equivalent positions

in the Tokyo metropolitan area, relative to those in the Kansai region (Kansai salaries being lower than those in Tokyo). Nevertheless, it is also important to understand that there are also differences between the two regions in terms of housing costs and other living expenses. On the other hand, salaries with respect to scarce human resources have been surging in rural areas of Japan, largely due to difficulties companies face in finding top talent in such areas.

• English speakers: Bilingual professionals who speak both English and Japanese tend to attract salaries that are 10% to 20% higher than those with the same level of work experience who do not speak English, which reflects the increasing globalisation of Japanese companies. Salaries offered by MNCs in Japan tend to be 20% to 30% higher than those of Japanese companies, partially because such firms often require English proficiency. In some industries, salaries of foreign-owned firms are as much as 50% to 100% higher. On the other hand, Japanese companies tend to provide better perks in terms of housing allowances and other health and welfare benefits in Japan, in comparison with MNCs.

• Salaries offered to those changing jobs in Japan are often substantially influenced by seniority-based pay scales of Japanese corporations. In other words, there are many cases where an individual making a career change is offered a salary on par with his or her previous salary. Salaries in Japan also tend to greatly hinge upon an employee’s number of years of experience and age.

• Annual salaries of civil servants in Japan range from approximately JPY 3 million to JPY 7 million. Annual salaries of factory workers range from approximately JPY 3 million to JPY 4 million.

• Japan’s statutory minimum wage increased by approximately 3%, effective from October 2017. The minimum hourly wages for respective locations are as follows: JPY 958 (Tokyo), JPY 956 (Kanagawa Prefecture), and JPY 909 (Osaka).


Japa

n日本

[マーケット概要 ]

経済動向• 名目 GDP：4.9兆米ドル。• 実質 GDP成長率：1.5％。1.0％（2016年）。1.1％（2015年）。• 消費者物価上昇率：0.4％。▲ 0.1％（2016年）。0.8％（2015年）。• 対内直接投資：2016年は前年比約 6倍と大幅増。対内直接投資残高の GDP比は+0.5ポイントの 5.2％と初めて 5％

を超えた。対内M&A額は前年比約 3.2倍に増加。2017年 1～ 5月の対内直接投資（ネット）は▲ 35.8％と減少している。

• 対外直接投資：+24.3％で過去最高を更新。対外M&A額は+24.7％と過去最高を記録。• 総人口：1.27億人。雇用者数：6,287万人。失業率：2.9％。

採用動向• 言語・教育：大学進学率は 52％。英語は小学校高学年から高等学校までの 8年間ほぼ全員が教育を受けている。しかし

ビジネス上の即戦力レベルの英語力を持つ人材の比率は世界レベルでも最低レベルに近い。ビジネスは日本語で行われている。

• 外国人就労規制：高度人材ポイント制の拡大を含めて規制緩和の方向にある。• 有効求人倍率は 20世紀のバブル経済期を上回る高さを記録している。正社員有効求人倍率は計測開始以来初めて 1.00

を超えた。• 長期にわたる好景気の継続により、景気の先行には不安感を抱えるものの、2017年は広い業界にわたって採用意欲が強

い 1年となっている。• ここ数年間、当地では日系企業の海外事業向け要員の採用ニーズが増加している。2017年（1～ 7月）も、前年同期比

で+17％の海外関連の新規求人の増加がみられた。製造業だけでなく、近年はサービス業、特に IT業界のアジア進出とそれに伴う中途採用ニーズも高い。求人増に合わせて、海外勤務経験者の採用が増えている。駐在員の交替要員やそのプール人材として、また国内各部門において海外子会社に適切な支援を提供できる「海外事情通」としても重用されている。日本の JACにおける「海外勤務経験者」の紹介決定は 2017年は約 4割増のペースで増えている。

• 日本企業による外資系企業出身者の採用が増加しており、従来一方通行だった人材の流れに変化が起きている。• 管理職の求人が増加している。その結果もあり 40代以上の中途採用市場も従来に比べて大きく活性化している。また政

府施策もあり地方企業の海外事業／事業承継などを含む幹部人材求人も活発化している。女性管理職の採用も活発化している。

• 大手企業のリストラにより流出した人材に関しても、優秀な人材については多くの企業による採用競争となっている。• 製造業では、海外展開・M&Aなど新事業のために、1,200～1,800万円程度の部門長クラス、役員候補の求人が増えている。

給与動向• 2017年の採用は 2016年に比べさらに売り手市場であったが、給与は横ばいあるいはやや上昇傾向という程度であった。• 一般的に首都圏と関西圏で同ポジションの給与を比較した場合、家賃やその他生活費の差もあり、10～ 20％程度の差が

あることが多い。しかしながら地方圏に行くほど優秀な人材を見つけるのは困難で、希少な人材を巡り給与が高騰する要素もある。

• 英語スピーカー：日系企業のグローバル化に伴い、同じレベルの業務経験がある人材の場合、日英バイリンガルの給与は10～ 20％以上高くなる傾向がある。英語力が求められる点も含めて、外資系企業の給与は日系企業に比べ 20～ 30％増となる傾向がある。業界によっては 50～ 100％増の場合もある。ただし日系企業は日本では社宅などの福利厚生で外資系企業に優る傾向がある。

• 米国の政治動向に関わらず、自動車産業のメキシコシフトが続いており、スペイン語人材の需給が逼迫し給与が高騰している。

• 転職時の給与オファー金額は、日系企業の年功型給与に大きな影響を受けている場合が多い。すなわち、日本の転職時の給与は、前職の給与と同額となるケースが多い。経験年数（年齢）に大きく影響される傾向もある。

• 公務員給与は 300～ 700万円／年程度である。工場労働者・店員の給与は 300～ 400万円／年程度である。• 法定最低賃金は 2017年 10月からは約 3％上昇した。958円／時（東京都）。956円／時（神奈川県）。909円／時（大

阪府）。


Japa

n :

Bac

k O

ffice Japan

Back Office

[Market Overview]

Market Trends• More than a few foreign-affiliated companies in Japan’s IT industry have been shifting operations to countries abroad and

also restructuring after having downsized Japanese operations and corporate operating units.• In Japan’s Web Industry, investment in venture businesses has been increasing year after year, amid a scenario of

favourable earnings performance having been achieved overall, particularly by large companies. Japan has also been seeing more IPOs and buy-out deals. These developments have led to greater mobility among the Japanese workforce.

• Business in Japan’s real estate, restaurant, retail and distribution industries continues to generate favourable results. There has also been a brisk market for career changers as more companies aim to launch IPOs ahead of the 2020 Olympic Games.

• Japanese manufacturers continue to steadily expand their operations globally. In doing so, such companies have been facing mounting needs to fortify their functions of internal control and internal audit on a global basis, particularly in the wake of successive reports by the media on issues involving corporate governance.

Recruiting Trends• Foreign-affiliated companies representing overseas consumer brands have been grappling with a pervasive outflow of

employees who are leaving such firms due to issues involving work environments. Amid that scenario, such companies have been successively recruiting new employees to fill vacated positions from the senior-level professional to managerial categories in the realms of human resources and finance.

• With many companies aiming to launch IPOs, there have been numerous job listings by companies seeking candidates for CFO positions, professionals involved in arranging IPOs, and managers responsible for accounting.

• Many companies are seeking candidates in the areas of internal audit, labour relations and legal affairs, amid a mounting awareness that companies must hedge risks with respect to issues involving their corporate cultures and operating frameworks.

• Recruitment demand for accounting professionals continues to be robust.• The number of job openings in Japan has remained consistently high since 2016. However, companies have been raising

their standards when it comes to candidate selection, given that they have managed to hire a reasonable number of mid-level personnel over the last two to three years. Consequently, companies are now more apt to ultimately make a decision not to hire director level candidates at the final interview stage. Also, the recruitment process is now tending to drag on longer because companies have become hesitant to scale back on criteria for candidate selection.

• Another employment trend gaining momentum among Japanese companies is that of such firms promoting diversity through initiatives that include hiring more foreign nationals and actively recruiting more women for managerial roles.

• Companies in service-related industries are becoming increasingly interested in hiring lawyers, CPAs, certified internal auditors (CIAs) and other professionals with credentials and qualifications. They often seek such professionals in order to help achieve objectives that include setting up new operating units such as those handling overseas legal affairs, developing in-house legal affairs operations, and pursing tasks related to equity market listings. Employers are becoming less apt to take a negative view of short gaps in employment histories of such candidates. Meanwhile, they are taking a particularly high interest in job seekers offering a high level of English language proficiency. Japanese financial institutions, large Japanese IT companies and other such enterprises have been increasingly seeking professionals with credentials and qualifications.

• An increasing number of foreign MNCs and other firms have been seeking English-speaking HR business partners (HRBPs) and recruiters in order to strengthen their recruitment capabilities. Many such companies maintain high expectations with respect to job candidates, and as such it usually takes a long time for them to reach the end of the recruitment process.

• Audit, tax accounting and consulting firms have been generating positive results, and consequently the large firms in these business categories have been aiming to recruit around 1,000 new employees each. As such, these firms urgently need to increase their workforces, including numbers of back office personnel.

Salary Trends• Medium-sized Japanese companies in the services industry have begun attaching sign-up bonuses to their employment

offers.• In all industries across the board, competition with other enterprises at the job offer phase is causing companies to

frequently boost their annual salary proposals by as much as JPY 1 million to JPY 2 million yen.• In Japan’s web industry, salary levels have been heading higher than in past years. Salary structures have become more

consistent across the entire industry as more companies list the First Section of the Tokyo Stock Exchange. Recruitment of those in the high annual income range has been gaining momentum among promising venture businesses in Japan, given that many such firms have been hiring managerial candidates hailing from foreign banks and strategic consulting firms. Employees of large domestic companies have increasingly been making career changes that involve taking up employment in the Web industry, while the diverse range of talent required by such entities has led to higher income levels in the industry overall.

• Salary levels have been going up as more companies take steps that involve offering permanent full-time positions to contract employees and revamping their salary scales in order to improve levels of employee retention.

• Irrespective of industry, job candidates have increasingly been asking for salaries somewhat on the high side, given the prevailing seller’s market in favour of those seeking employment. Candidates have also been increasingly negotiating benefits, which often results in them ultimately receiving even higher remuneration offers.


Japa

n :

Bac

k O

ffice日本


業界動向• 外資 IT業界では組織の海外移管が進み、日本の事業、組織の縮小からリストラを行う企業も少なくない。• Web業界に関しては、大手企業を中心に全体的に業績好調であり、ベンチャーへの投資も年々増加傾向にある。IPOや

バイアウトの数も増加している。これらにより人材の流動性も高まっている。• 不動産、外食、小売・流通業界は引き続き好調である。オリンピック開催の 2020年までに IPOを目指す企業も増えてお

り転職市場も活況である。• 日系メーカーにおけるグローバル展開の流れは堅調に続いている。コーポレートガバナンス上の問題が報道される機会が

相次いだこともあり、内部統制・内部監査の機能をグローバルで強化したいというニーズが強まった。

採用動向• 外資消費財ブランド各社は就業環境理由の人材流出が止まらず、HRや Finance領域でシニアスタッフ～マネージャーレ

ベルでの欠員補充の募集が相次いでいる。• IPOを目指す企業が多く、「CFO候補」「IPO準備担当」「経理責任者候補」などの求人が多く発生している。• 企業風土・体制に関する問題へのリスクヘッジの意識が高まっており内部監査や労務、法務の求人が多く発生している。• 経理職の採用ニーズは引き続き旺盛である。• 2016年から引き続き求人数は多い。ただし、ここ 2～ 3年で中堅クラスをある程度採用できたこともあり、企業側の選

考基準は高くなっている。最終役員面接で不採用となるケースも増えている。選考基準緩和には慎重であり、結果的に求人の募集期間が長引く傾向にある。

• 日系企業では外国人採用・ポジティブアクションにおける女性（管理職）採用などのダイバーシティ推進が一つのトレンドとなっている。

• サービス系業界では海外法務などの部署の新設、弁護士業務の内製化、上場関連などを目的として、弁護士、公認会計士、内部監査人など有資格者の採用熱が高まっている。多少の離職期間があってもネガティブ評価となることも少なく、特に英語力の高い候補者の評価は極めて高い状況である。日系金融機関、日系大手 IT企業などにおいても有資格者の募集が増えている。

• 採用力強化のため、外資系企業を中心に、英語力がある HRBP（HRビジネスパートナー）およびリクルーターの募集が増加している。候補者への要望は基本的に高く、採用完了までに時間がかかるケースが大半である。

• 監査法人、税理士法人、コンサルティング会社は好調であり、大手であれば 1000人規模の採用を行っていることから、バックオフィスも増員が急務となっている。

給与動向• 日系中堅サービス業において、サインアップボーナスをつけたオファーが出始めている。• 業界不問で他社とオファーフェーズで競り合う中で、現給+100～200万円まで年収を釣り上げるケースが頻発している。• Web業界では、給与水準は過去より上昇している。東証一部上場企業数が増加し業界全体の給与体系が安定してきている。

新進気鋭のベンチャーが外資系投資銀行や戦略コンサル出身者を責任者候補として採用するケースが多く高年収帯での採用が進んでいる。国内大手企業からのWeb業界への転職も増えてきており、必要な人材の多様さが業界全体の年収帯を引き上げている。

• 社員の定着を図るため、契約社員の正社員化や給与テーブルの見直しを図る企業も増えており、給与水準は上がっている。• 業界問わず、売り手市場であるため給与を高めに希望する候補者が増えている。処遇交渉が増えており、交渉の結果とし

てオファー金額がアップするケースが頻出している。

管理部門


Japa

n :

Bac

k O

ffice Accounting & Finance 経理・財務 (JPY 10K = USD 88)

( Unit : Japanese Yen (0,000)/ a year )

Position Details Japanese Company MNC

CFO/Administration Manager (include AC,GA,HR)　 CFO/管理部長（経理・総務・人事含）

CFO 1,000 - 4,000 1,000 - 4,000

Senior Manager 700 - 1,500 800 - 1,500

*Overseas 700 - 1,300 N/A

Financial Controller ファイナンシャルコントローラー

Non-Managerial 600 - 900 600 - 1,000

Manager ~ 800 - 1,300 800 - 2,500

Financial Analyst 管理会計

Non-Managerial 500 - 800 500 - 900

Manager 700 - 1,100 800 - 1,300

Accountant 経理

Junior 350 - 500 350 - 500

Senior 400 - 700 400 - 800

Manager 500 - 1,000 700 - 1,200

Senior Manager 800 - 1,400 1,000 - 1,500

Finance 財務

Non-Managerial 500 - 900 600 - 900

Manager 700 - 1,200 700 - 1,200

Tax 税務

Non-Managerial 500 - 800 500 - 900

Manager 700 - 1,100 800 - 1,200

Investor Relations インベスターリレーションズ

Non-Managerial 500 - 800 N/A

Manager 700 - 1,200 N/A

Manager Level 課長級 600 - 1,000 700 - 1,200

Senior Manager Level 部長級 800 - 1,300 1,000 - 1,500

Director Level 役員級 1,000 - 4,000 1,200 - 4,000

Internal Control / Audit 内部統制・監査


Audit & Supervisory Board Member 常勤監査役 700 - 1,000 N/A

Internal Audit 内部監査

Non-Managerial 500 - 900 600 - 1,000

Manager 800 - 1,200 800 - 1,200

*Internal Audit for Overseas Subsidiary 海外子会社監査 700 - 1,000 N/A


Senior Manager Level 部長級 800 - 1,500 800 - 1,500


* Overseas Assignment / Internationally Related Position 海外関連職務


Japa

n :

Bac

k O

fficeGeneral Affairs 総務 (JPY 10K = USD 88)



General Affairs　総務・庶務 400 - 600 400 - 600

Facility ファシリティ 450 - 700 600 - 900

Shareholders Meeting　株主総会関連業務 500 - 800 N/A

Manager Level 課長級 500 - 800 700 - 1,000


Director Level 役員級 1,000 - 2,000 N/A

Corporate Communications / Internal Communications 広報


Non-Managerial Level 非管理職級 400 - 800 500 - 900




Legal 法務・知財


Legal (Contract, Lawsuit) 法務（契約・訴訟）

Non-Managerial 500 - 900 500 - 1,000

Manager 700 - 1,300 700 - 1,500

Compliance コンプライアンス

Non-Managerial 500 - 1,200 600 - 1,300

Manager 800 - 1,500 900 - 2,000

Lawyer 弁護士 700 - 1,200 800 - 1,500

*International Legal Affairs 国際法務 600 - 1,200 700 - 1,200

Patent (Intellectual Property, Trade Mark) 特許（知財・商標）

Non-Managerial 500 - 900 600 - 1,000

Manager 700 - 1,100 800 - 1,200

Patent Attorney 弁理士 600 - 900 700 - 1,100


Senior Manager Level 部長級 1,000 - 1,500 1,000 - 2,000




Japa

n :

Bac

k O

ffice Human Resources 人事・労務 (JPY 10K = USD 88)



Human Resource System Planning 人事（制度）

Non-Managerial 500 - 800 500 - 800

Manager 700 - 1,100 700 - 1,200

*Global Human Resource グローバル人事 500 - 1,100 600 - 900

Compensation & Benefit コンペンセーション＆ベネフィット

Non-Managerial N/A 600 - 800

Manager N/A 700 - 1,500

Payroll and Benefits　給与 /社保 400 - 650 400 - 700

Labor Negotiation / Labor Management 労務・労政 500 - 800 N/A

Recruiting 人事（採用）

Junior 400 - 550 450 - 600

Senior 500 - 800 600 - 1,000

Manager 600 - 1,000 700 - 1,200

Training 人事（教育・研修）

Non-Managerial 450 - 700 500 - 900

Manager 600 - 1,200 700 - 1,400

Organisation Development 組織開発 600 - 800 700 - 1,200




Corporate Planning / Business Planning 経営企画・事業企画


Corporate Planning 経営企画

Non-Managerial 400 - 800 500 - 900

Manager 700 - 1,200 800 - 1,200

Initial Public Offering 株式公開準備担当 600 - 900 N/A

*Management of Oversea Subsidiaries 海外子会社管理 500 - 800 N/A

Business Planning / New Business Development　事業企画・新規事業開発

Non-Managerial 500 - 1,000 600 - 1,300

Manager 800 - 1,500 800 - 2,000

*Global Business Planning 国際事業企画 600 - 1,200 800 - 1,200






Japa

n :

Bac

k O

ffice


JapanJa

pan

: Ban

king

& F

inan

cial

Ser

vice

s

Banking and Financial Services

[Market Overview]

Market Trends• Japanese companies in banking and financial services have generally been persisting with efforts to strengthen their

overseas-related business, while also reinforcing their operations in Japan.• In comparison with 2016, large companies in the banking and financial services sector have been moving more toward

development of their strategic businesses, while mid-sized firms have been actively expanding operations.• Negative interest rates have fuelled growing needs among banking and financial services firms to innovate their market

business.• Companies particularly in the banking, leasing and insurance industries have been taking steps to build business

geared to overseas markets, including that which involves overseas geographic expansion, acquisitions and investment. Domestically in Japan, they have also been upgrading their fintech-related operations, reinforcing their retail operations, and transforming their market-related business services.

• In the securities industry, companies have been augmenting investment in key business areas. They continue to focus their attention on areas related to investment banking services, with respect to enhancing services involving M&As and particularly cross-border business. Prevailing market stability has caused firms to begin taking steps to enhance their operations related to the market, which calmed in 2016.

• In the asset management industry, after having scaled back on hiring due to uncertainty with respect to the market outlook, more companies have now started turning to recruitment given a sense of market stability.

• Investment fund, venture capital and M&A advisory firms continue to generate favourable results with respect to operations involving business succession and rehabilitation for locally based companies and SMEs.

• Business conducted by banking and finance sector MNCs in Japan is still rather limited. Although the business environment has improved somewhat, few such firms are increasing their workforces or launching new ventures other than asset management and investment-related services. To address this situation, the Japanese government would need to drastically ease regulations and implement solutions to issues inherent in the nation’s tax framework. Amid this environment, MNCs based in Japan have been generating sound business results, particularly from initiatives that involve developing asset management products tailored to the Japanese market, investing in Japanese enterprises, and proposing solutions in the realm of fund management specifically for Japanese companies. Meanwhile, life insurers, insurance brokers and other such firms have also been performing well.

Recruiting Trends• Major Japanese companies in the banking and financial services sector have been tending to scale back on their hiring

in comparison with 2016. Meanwhile, they have been engaging in strategic recruitment practices with respect to their mainstay businesses. In terms of recruitment trends among banking and leasing firms, there has been strong demand for candidates in international operations and IT. As for international operations, such companies have been seeking candidates with a wide range of skills encompassing areas that include cross-border finance, M&As, real estate business, financial inspection, international planning and management of operations. In the risk management field, companies have been seeking candidates in areas involving credit and market risk, as well as professionals who understand regulatory and compliance matters. As for recruitment trends involving the IT realm, there has been a lot of demand for candidates involved in information security, big data, and fintech. In the fintech realm, there have been job openings for positions associated with operational streamlining and business strategy, along with extensive demand for investment managers and other such professionals.

• Securities companies have been seeking candidates for positions involving cross border M&As, international risk, compliance and financial inspection. A sense of stability in the markets has fuelled some recruitment activity among securities firms wanting to hire traders, quantitative analysts and other market professionals.

• Insurers have been hiring many professionals for positions that involve marketing geared to strengthening retail business, sales support, information systems, and asset management services.

• Asset management firms and real estate investment companies have been engaging in extensive recruitment drives seeking talent to handle tasks such as product development, marketing and investment management. Entities such as investment fund, venture capital and M&A advisory firms have been actively recruiting managers to handle investment and M&As.

• There has been demand among MNCs for recruitment of replacement staff and professionals in certain key business sectors in the realms of asset management and investment.

• Banks and securities companies have been hiring candidates to fill key positions involving trade finance, M&As and private banking services.

• Insurance companies and asset management firms have been keeping their recruitment of specialists to a minimum, with such hiring centred on positions in the realm of sales and marketing support.

• Asset management firms and real estate investment companies have been extensively recruiting talent to handle tasks such as product development, marketing and investment management, as has also been the case with Japanese companies overall.

Salary Trends• Both Japanese companies and MNCs in the banking and financial services sector continue facing a tightening labour market

with salary offers remaining at high levels. As such, employers in the banking and financial services sector are now more apt to offer annual incomes that are in line with respective careers. Still, the upward trend is less substantial than is the case in some other industries.

• Remuneration offered by employers has been trending higher for positions requiring specialised skills and involving business improvement in areas related to international business, investment, information systems and other such realms.

• In the financial sector there has tended to be a wide range of annual salaries even with respect to the same positions, particularly when it comes to front office jobs. This is because a high proportion of compensation packages for those jobs are linked to performance achieved in previous employment along with results attained after joining the company. There have also been many cases of there being no significant correlation between job titles and salaries, nor between job titles and scope of authority.


日本


業界動向• 日系企業では、海外ビジネス強化が継続している一方、国内ビジネス強化の動きもある。• 2016年と比較し大手企業は戦略的ビジネス展開に変化、一方中堅企業は事業拡大を積極的に行っている。• マイナス金利の影響からマーケットビジネスの変革の必要性が高まっている。• 銀行・リース・保険業界などでは、海外への拠点展開・買収・出資などを含めて海外向けのビジネス強化に加え、国内で

は Fintech関連のビジネス強化、リテールビジネスの強化、マーケット関連ビジネスの変革を行っている。• 証券業界は注力事業への投資を強化している。投資銀行業務関連は引き続き強化ポイントであり、M&A、特にクロスボー

ダービジネスを強化。2016年に落ち着いていた市場関連業務もマーケットの安定から強化する動きが出てきている。• 運用業界については、マーケット見通しの不透明さから採用を縮小していたが、マーケットの安定感から採用に転じる企

業が出てきている。• 不動産金融業界はマーケット環境が良いためビジネスを拡大させている。• ファンドやベンチャーキャピタル、M&Aアドバイザリーファームは、地方および中堅・中小企業向けの事業承継や事業

再生などが引き続き好調である。

• 外資系企業のビジネスは引き続き限定的である。ビジネス環境は少し改善したものの、運用や投資関連業務以外は増員や新規進出は少ない状況。抜本的な規制緩和や税制の解決が必要と思われる。そのような中、外資系企業では日本マーケット向けの運用商品の展開や、日本企業への投資、日本企業向けの資金管理関連の提案などのビジネスが好調。生命保険会社・保険ブローカーなどによるビジネスも好調である。

採用動向• 日系大手企業では、2016年と比較し採用数は縮小トレンド。注力ビジネスに関しては戦略的な採用を行っている。銀行・

リース会社の採用トレンドとしては、国際関連業務、IT関連などのニーズが引き続き強い。国際関連ではクロスボーダーのファイナンスやM&A、不動産ビジネス、審査、国際企画、拠点管理などの多岐にわたる求人ニーズがある。リスク関連では信用リスクや市場リスク関連、規制関連、コンプライアンス関連などの求人ニーズがある。IT関連の採用トレンドとしては、情報セキュリティ、ビッグデータ、Fintech関連についての求人ニーズが多い。Fintech関連では業務効率化や営業戦略に伴う求人、投資担当者など幅広く求人ニーズがある。

• 証券会社では、クロスボーダーM&Aや国際関連のリスク、コンプライアンス、審査関連求人が発生している。マーケットの安定感から、トレーダーやクオンツなどの市場関連業務の募集も一部ある。

• 保険会社では、リテールビジネス強化のため営業、営業支援業務、システム、運用業務の採用が多い。• 運用会社、不動産投資会社では、商品開発、営業、投資担当者など幅広く採用活動を行う。ファンドやベンチャーキャピタル、

M&Aアドバイザリーファームなどは、投資担当者、M&A担当者を積極的に採用している。• 外国人採用のニーズは一定のニーズはあるが規模は限定的である。特に海外赴任の可能性があるポジションでの外国人採

用のニーズはあまりない。日本採用ではなく海外での現地採用が一般的になってきている。

• 外資系企業では、リプレイス採用と一部注力分野（運用・投資関連）での求人ニーズがある。• 銀行・証券ではトレードファイナンス、M&A、PBが採用の中心ポジションとなっている。• 保険会社・運用会社では専門職の採用は最小限であり、セールス・販促支援の求人が中心である。• 運用、不動産投資会社では、日系企業と同じく商品開発、営業、投資担当者など幅広く採用している。• 外資系企業でも外国人採用のニーズは引き続き限定的である。

給与動向• 日本企業・外資系企業ともに人材の需給逼迫が続き、オファー金額は高いレベルを維持している。キャリア相応の十分な

年収を提示しやすくなっている。ただし大きな上昇トレンドというほどではない。• 専門職・強化ビジネス（国際関連、投資関連、システムなど）へのオファーは金額が高くなる傾向がある。• 金融分野は特にフロントのポジションにおいて、前職での成果や入社後の成果に関連する報酬の比率が高いため、同一ポ

ジションでも年収のレンジが広くなる傾向にあり、またタイトルと給与、タイトルと権限があまり連携していないケースも多い。

Japa

n :

Ban

king

& F

inan

cial

Ser

vice

s

金融業界


Sales 営業職 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


Corporate Sales 事業法人営業 600 - 1,400 700 - 1,400

Finance Institutions Sales 金融法人営業 600 - 1,300 800 - 1,500

Sales for Agencies 代理店営業 500 - 1,000 600 - 1,200

Retail Sales リテール営業 500 - 1,500 700 - 2,000




Japa

n :

Ban

king

& F

inan

cial

Ser

vice

s


Specialists専門職 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


Structured Finance ストラクチャードファイナンス 600 - 1,200 700 - 1,200

M&A Adviser 合併 /買収 700 - 1,500 700 - 2,000

Private Equity プライベートエクイティ 800 - 1,500 1,000 - 2,000

Fund Manager & Analyst ファンドマネージャー /アナリスト 600 - 2,000 800 - 2,000

Trader & Dealer トレーダー /ディーラー 700 - 1,500 800 - 1,500

Real estate finance 不動産金融

Non-Managerial 500 - 1,000 600 - 1,000

Manager ~ 800 - 1,200 800 - 1,500

Actuary etc.アクチュアリー等 600 - 1,200 600 - 1,200

Screening 審査 600 - 1,000 600 - 1,100

Risk Management リスク管理 600 - 1,500 700 - 1,500

Marketing and Planning マーケティング・商品開発・営業推進・その他企画系

Non-Managerial 500 - 1,200 600 - 1,200

Manager ~ 800 - 1,500 900 - 2,000

Operation Planning 事務企画・業務改善 600 - 1,200 700 - 1,200

Back office (Operation) 運用バックオフィス

Non-Managerial 500 - 1,000 700 - 1,000

Manager ~ 700 - 1,200 900 - 1,400

Back office (Investment & Lending / Settlement / Deposit) 投融資・決済・預金バックオフィス

Non-Managerial 500 - 900 500 - 900

Manager ~ 700 - 1,200 700 - 1,400

Back office (Insurance) 保険バックオフィス

Non-Managerial 500 - 800 500 - 900

Manager ~ 700 - 1,100 800 - 1,200




Japa

n :

Ban

king

& F

inan

cial

Ser

vice

s


JapanJa

pan

: Con

sum

er G

oods

Consumer Goods

[Market Overview]

Market Trends• In the consumer goods sector, Japanese companies remain on the offensive in terms of gaining greater shares of overseas

markets. Meanwhile, a new trend has emerged in terms of more consumer goods companies aiming to establish new sales channels, particularly in areas such as cross-border electronic commerce.

• MNCs in the consumer goods sector continue to place high priority on investments in emerging countries promising higher potential for market growth, while the importance they place on the Japanese market remains unchanged. There has been a tendency for them to locate their Asia-Pacific regional headquarters either in Singapore or the Chinese cities of Shanghai and Hong Kong, rather than in Japan.

Recruiting Trends• Japanese companies in the consumer goods sector increasingly need to recruit people skilled at navigating business

abroad, including duties such as handling overseas representation, launching operations and developing sales channels. Japanese consumer goods companies have also been hiring senior managers and junior staff members originally employed by MNCs, with the aim of strengthening overseas business operations. These companies particularly value such senior managers for the way they approach their jobs in terms of their attitudes toward taking prompt action and their decision-making abilities.

• English language proficiency is becoming increasingly essential in the consumer goods sector. As such, many employers are seeking candidates who have achieved a score of no less than 650 points on the Test of English for International Communication (TOEIC). Demand for employees who speak English plus another foreign language has also been on the rise. Meanwhile, a growing number of employees want to frequently travel abroad on business and make more use of their English-language abilities.

• An increasing number of companies in the consumer goods sector have also been redoubling efforts to hire more mid-career professionals, given difficulties they face recruiting new graduates. With respect to mid-career staff recruitment, however, there is now a notable tendency for companies to seek employees who are equipped with business-ready skills, such as foreign language proficiency and the capacity for self-reliance in approaching tasks. This compares to the situation during 2005 and 2006 when job requirements were slightly more relaxed.

• In recent years, MNCs in the consumer goods sector have been placing greater focus on hiring more employees in emerging economies rather than in Japan. As a result, the recruitment market in Japan has been more focused on employee replacement in filling vacated positions associated with staff turnover. On the other hand, some companies have been aggressively recruiting employees in order to support forward-looking investment strategies. Such companies include entities that have been generating favourable results in the Japanese market, and others that have been relaunching recruitment campaigns seeking candidates for positions where hiring had been curtailed in recent years.

• Employers in the consumer goods sector are seeking candidates with higher levels of English language proficiency than before. There have also been many positions calling for genuine English-language fluency, above and beyond the standard “advanced” level of proficiency due to the increasing amount of reporting to overseas destinations.

• An increasing number of individuals originally employed by MNCs have been actively seeking positions with Japanese consumer goods companies. Such changes of employment involve scenarios that include: (1) top managers of MNCs in Japan becoming top managers of Japanese companies, (2) individuals switching to the worldwide headquarters of a Japanese company, rather than merely working at an MNC’s Japanese branch office, and (3) individuals switching to a Japanese company because they can’t envision themselves working for an MNC throughout the rest of their career until retirement.

• Among large corporations and SMEs alike, more companies in the consumer goods sector have been actively recruiting outside talent who are capable of undertaking key manager and senior manager level positions. There have also been more instances of companies that have refrained from hiring in recent years seeking consultation involving recruitment of managerial level talent. In both cases, positions involved tend to be those that substantially affect corporate earnings performance, encompassing initiatives such as rehabilitating existing operations and promoting new business.

Salary Trends• There have been an increasing number of instances involving key positions where consumer goods companies make salary

offers that exceed their recruitment budgets and existing salary ranges.• Japanese companies in the consumer goods sector are showing a tendency to make higher remuneration offers overall

than was the case last year. For instance, there have been some notable examples where Japanese companies have sought to hire candidates originally employed by MNCs that provide better terms and conditions of employment than normally offered by the respective Japanese employers. To hire such candidates, some Japanese employers have made changes to their performance evaluation, and personnel schemes so that it would be possible to present candidates with remuneration offers exceeding compensation amounts provided for under their regular salary scales.

• MNCs in the consumer goods sector are showing a tendency to make somewhat higher remuneration offers overall. For instance, competition for human resources has been particularly fierce among companies in the healthcare industry (pharmaceuticals and medical equipment), where firms are paying high salaries and actively recruiting staff. This has resulted in an increasing number of cases where potential recruits are offered salaries at the top of the salary scale for a given position. In cases where it is not possible to make adjustments to base salary amounts, some companies have been making up for respective shortfalls through the addition of employee incentives and lump-sum payments. There have also been notable cases where companies have hired employees at or above their standard maximum salaries, and then once a hiring decision has been made immediately embarking on efforts to overhaul compensation schemes so that the company can raise the employee’s salary after he or she begins employment.


日本


業界動向• 日系企業は海外市場のシェア向上のために攻勢を続けている。特に「越境 EC」など新チャネルの確立を目指す企業が増

加しているのが新たなトレンドである。• 外資系企業では日本市場の重要性は以前と変わりがないものの、より市場成長性の高い新興国への重点投資姿勢が続いて

いる。APAC（アジア太平洋）の RHQ（地域本社）が日本ではなくシンガポールや中国（上海・香港）に配置される傾向がある。

採用動向• 日系企業では海外ビジネス精通者（駐在、立ち上げ、販路開拓など）の採用ニーズが高まっている。海外ビジネス強化の

ために、外資系出身者（上級管理職や若手）の採用も進んでいる。特に上級管理職に関してはその仕事のスピード感や意思決定のやり方が重宝されている。

• 英語力の必要性が高まっている。TOEICでいえば最低でも 650点レベル以上とすることも多い。英語以外の言語力を併せ持つ人材へのニーズも増加している。また海外出張の頻度や英語の活用度を高めたいという希望を持つ人材も増加している。

• 新卒採用で苦戦した結果として中途採用を強化している企業も増加傾向である。しかし、中途採用にあたっては語学力や自立した仕事姿勢などの即戦力性を求める傾向が高いのが、採用条件が緩かった 2005年、2006年頃との違いである。

• 外資系企業では、増員の採用枠は近年、新興国に重点的に配分される傾向があり、日本は離職に伴うリプレイス（欠員補充）ポジション中心の採用マーケットとなっている。一方で日本市場で好調な企業や、近年採用を抑制していたポジションで採用活動を再開する企業など、意欲的で投資的な側面の採用を行う企業もあった。

• 英語力は以前より高いレベルが求められている。海外への報告比重の高まりにより、「上級」を超え「流暢」レベルが求められるポジションも多い。

• 外資系出身者が日系企業に積極的に転職するケースが増加している。①外資系企業の日本トップから日系企業のトップへ転職するケース、②日本支店に過ぎない外資系企業ではなく世界本社である日系企業へ転職するケース、③外資系企業は定年まで勤務を継続できるイメージがないため日系企業へ転職するケース―などの事情で転職を行っている。

• 大手・中小共に、課長・部長級の重要ポジションを任せられる外部人材の募集に積極的な企業が増えている。近年採用を行っていなかった企業でも、部課長級の採用相談の事例が増えてきた。いずれも現事業の立て直しや新規事業推進など、業績影響度の高いポジションが中心である。

給与動向• 重要ポジションでは採用予算や既存の給与レンジを超える高額オファーをする事例が増えている。• 日系企業ではオファー金額は前年より上昇傾向にある。外資系出身者や自社より高い条件の人材を採用する際に、従来の

給与テーブルを超えるオファー金額を提示するために、評価・報酬・人事制度を変更して採用する例も目立ってきている。• 外資系企業ではオファー金額はやや上昇傾向にある。給与水準が高く積極採用を進めるヘルスケア（製薬・医療機器）業

界との人材争奪戦により、当該ポジションの給与バンドの最高値をオファーするケースが増加している。ベース給での調整が不可能な場合はインセンティブや一時金で不足分を調整している。このように通常の上限値と同じ、あるいは上限値を超えて採用した場合に、採用後の昇給を可能とするために採用決定後に直ちに給与制度改革に着手する企業も目立っている。

Japa

n :

Con

sum

er G

oods

コンシューマーグッズ業界




Corporate Sales 国内法人営業

Non-Managerial 400 - 700 400 - 700

Manager 550 - 900 600 - 1,100

*Overseas Sales 海外営業

Non-Managerial 450 - 700 500 - 800

Manager 600 - 1,100 N/A

Sales for Department Stores 百貨店向け営業

Non-Managerial 400 - 650 400 - 700

Manager 500 - 800 550 - 900

Sales for Volume Retailers 量販店向け営業

Non-Managerial 400 - 600 500 - 700

Manager 500 - 800 600 - 1,000

Area Manager / Supervisor エリアマネージャー /スーパーバイザー 450 - 700 500 - 900

Store Manager ストアマネージャー 400 - 600 500 - 900

Sales Planning 営業企画

Non-Managerial 450 - 650 500 - 800

Manager ~ 600 - 1,000 650 - 1,200




Japa

n :

Con

sum

er G

oods

Specialists 専門職


Product Manager / Brand Manager プロダクトマネージャー /ブランドマネージャー

Non-Managerial 450 - 750 500 - 800

Manager 700 - 1,100 700 - 1,200

Senior Manager ~ 800 - 1,500 900 - 2,000

Marketing Research マーケティングリサーチ 500 - 700 600 - 900

Product Planning / Product Development 商品企画・開発

Non-Managerial 400 - 600 400 - 650

Manager 550 - 850 600 - 850

Forcasting フォーキャスティング

Non-Managerial 600 - 800 450 - 900

Manager 700 - 1,000 600 - 1,300

Logistics (include SCM・ERP・Analyst) ロジスティックス（SCM、ERP、アナリスト含む）

Non-Managerial 500 - 800 500 - 800

Manager 700 - 1,000 800 - 1,100

Procurement購買

Non-Managerial 500 - 700 500 - 800

Manager 600 - 800 800 - 1,100

*Global Procurement 海外調達 450 - 800 550 - 900



Specialists 専門職 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


*Trading (Export) 貿易輸出 400 - 550 400 - 600

*Trading (Import) 貿易輸入 400 - 650 500 - 700

Production Management 生産管理

Non-Managerial 400 - 600 450 - 600

Manager 600 - 800 600 - 900

Food R&D (Research & Development) 食品研究開発 500 - 750 500 - 800

Cosmetics R&D (Research & Development)化粧品研究開発 500 - 750 600 - 900

PR (Public Relations) ピーアール

Non-Managerial 400 - 600 400 - 700

Manager 600 - 1,000 600 - 1,100

Direct Marketing / Database Marketing / CRM ダイレクトマーケティング /データベースマーケティング / CRM

Non-Managerial 450 - 700 500 - 700

Manager 600 - 1,000 600 - 1,000

Digital Marketingデジタルマーケティング

Non-Managerial 500 - 1,000 500 - 1,000

Manager 800 - 1,200 600 - 1,200

Store Development店舗開発

Non-Managerial 450 - 700 500 - 700

Manager 700 - 1,000 700 - 1,300

Trainer (for shop assistant) トレーナー（店舗向け） 450 - 700 500 - 800

MD (Merchandiser) マーチャンダイザー

Non-Managerial 400 - 600 450 - 700

Manager 600 - 900 600 - 1,100

VMD (Visual Merchandiser) ビジュアルマーチャンダイザー

Non-Managerial 450 - 600 450 - 700

Manager 550 - 750 600 - 900

Sales Promotion 販売促進

Non-Managerial 400 - 600 500 - 700

Manager 600 - 900 600 - 1,000





Japa

n :

Con

sum

er G

oods


JapanJa

pan

: H

ealth

care

Healthcare

[Market Overview]

Market Trends• Japan’s pharmaceutical industry has been performing well overall, and many companies in the industry have been focusing

their efforts on R&D initiatives, particularly in the realm of antibodies such as Opdivo®.• However, many challenges remain on the path to growth in Japan’s biopharmaceutical market, amid an environment of a

steadily expanding global market biopharmaceuticals.• Japan’s domestic pharmaceutical market has been substantially affected by reductions in drug prices and other such

developments. Going forward, employers will need to closely monitor strategies used to shore up the pharmaceutical market and drug price negotiations with respect to government oversight of pharmaceutical affairs aimed at swiftly revising price structures.

• The presence of Japanese companies is likely to recede in terms of their drug discovery capabilities as European and U.S. drug makers more actively engage in a strategy developing more selective and focused business portfolios. Japanese firms have also been losing steam in comparison with U.S. firms when it comes to bio-ventures that enable firms to develop such drug discovery capabilities. As such, Japanese entities face difficulties with respect to arranging financing from companies and venture capital firms.

• • In the medical devices industry, there has been growing momentum with respect to Japanese companies and MNCs

engaging in M&As, selling business operations and otherwise restructuring. Such activity is expected to continue going forward. Given that the prospect of Japanese companies expanding abroad is almost inevitable, more entities have actually been incorporating such initiatives into their business strategies. Greater prevalence of information technologies has been fuelling substantial changes in this industry, such as those involving analysis of digital medical records and remote imaging. As such, an increasing number of electrical, mechanical and chemical manufacturers, and enterprises from other industries have been entering the medical devices field, with even more likely to do so going forward.

• Because the Japanese market for diagnostic imaging equipment has reached a saturation point, it has become critical that companies generate income from their after-sales services.

• One conspicuous development over the last year has been that of companies offering products and services involving artificial intelligence (AI) and the Internet of things (IoT) technologies, in addition to their sales of equipment. For instance, some products and services are now in the final validation phase in various fields. This includes technologies that draw on artificial intelligence in detecting cancerous growths from images.

Recruiting Trends• In the pharmaceutical industry, Japanese companies continue to invest in generic manufacturers and other entities with the

aim of heightening productivity of factories and other facilities. As such, there is growing demand in this field for specialists in factory-related operations. A shift away from long-listed drugs is helping to cause generic drug companies to enter the Japanese market along with a resulting increase in job listings.

• Medium-sized manufacturers that had been holding off on new hiring have now launched recruitment drives where they are seeking mid-career employees encompassing varying business cultures, including specialists and individuals originally employed by MNCs. Going forward, companies in this industry could potentially heighten recruitment efforts undertaken with the aim of staying one step ahead of ongoing consolidation across the pharmaceutical industry.

• MNCs continue redoubling their efforts to recruit specialists. They have primarily been seeking medical professionals such as medical science liaisons (MSLs) and other specialists.

• In line with intentions to do business in global markets, MNCs and medium-sized and larger Japanese companies alike who seek candidates offering English language proficiency have become the norm, with such MNCs aiming to fill positions other than those of medical representative (MR), and such Japanese firms listing positions for managers, specialists and above.

• Demand remains strong with respect to openings for jobs in areas such as health technology assessment (HTA), health economics & outcomes research (HEOR) and market access, amid developments with respect to drugs such as Opdivo® and Harvoni®, and also partially due to changes in government pricing of pharmaceuticals.

• Companies in the medical devices industry have been more actively recruiting service engineers and field engineers, with the aim of strengthening after-sales services.

• Demand has been strong among MNCs seeking to hire marketing professionals for the Japanese market. Also, there have been more employment openings for positions in areas such as business process re-engineering (BPR) and operations management amid a wave of initiatives among companies revamping their physical and operational work flows.

• There have been a lot of openings for R&D positions involving staffing needed for new projects of Japanese companies. The number of job listings for engineers have also been increasing, particularly in the area of medical robot engineers.

• Companies in the healthcare sector tend to seek employees even after completing mergers and acquisitions, after having settled into new operating frameworks. In that regard, there has been a lot of demand with respect to hiring managers who are to be tasked with newly developing pillars of business, reshuffling corporate operating units, and other such roles.

• Also with respect to industry specialists including professionals engaged in fields such as pharmaceutical affairs and safety controls, existing medical device manufacturers have been facing substantially mounting difficulties to recruiting talent in such job categories, amid an outflow of talent to manufacturers in various industries as activity heats up among firms from different industries entering the market.

Salary Trends• In the pharmaceutical industry, annual salary offers have been ranging from unchanged to slightly higher overall. Certain

pharmaceutical companies, particularly Japanese entities, are starting to make remuneration offers that previously would not have been possible under existing salary structures, with respect to hiring candidates who have experience needed to help such companies secure competitive strengths in areas such as human resources geared to international markets. Salary levels have continued to surge, particularly those paid to core members of foreign start-ups.

• In the medical devices industry, base salaries have remained largely unchanged. We have been seeing cases on occasion of companies offering sign-up bonuses amounting to around JPY 500,000. Japanese companies have been paying out higher bonuses over the last two to three years, which has resulted in annual remuneration that is higher by the amount of such increases.


日本


業界動向• 製薬業界は全体的には堅調に伸びている。オプジーボを始めとした抗体医薬が注目を集め、研究・開発に力を入れている

企業が多い。• 世界のバイオ医薬品市場が拡大している中、日本のバイオ医薬品市場は拡大への課題がまだ多い。• 国内医薬品市場は薬価引き下げなどのインパクトも大きい。速いスピードで改定になるため、今後は薬事行政を見据えて

の市場維持戦略や薬価交渉を重視する必要がある。• 欧米製薬企業が積極的に事業の選択と集中を進める中、創薬力という点で日本企業のプレゼンス低下が見込まれる。その

創薬力を担保するバイオベンチャーも米国に比べると停滞している。その要因は企業やベンチャーキャピタルからの資金調達が厳しい点にある。

• 医療機器業界では、日系企業も外資系企業もM&Aや事業売却などが多く再編の機運が高まり、今後も継続が予想される。日系企業の海外への進出はほぼ不可避であり、実際に戦略に加えた企業も増えてきている。IT化による大きな変化（電子カルテからの解析・遠隔画像など）の機運もあり、電気・機械・化学メーカーなど異業種からの参入企業増が進んでおり、今後も増加が見込まれる。

• 画像診断装置では日本市場は飽和状態にあり、アフターサービスでの収益化が重要になってきている。• 機器を売るだけではなく、AI・IoTと絡む製品やサービスの提供がこの 1年特に目立ってきた。例えば、画像から AIが

がんを発見するなど、様々な分野で実用化に向けて最終的な検証に入っている。

採用動向• 製薬業界では、日系企業ではジェネリックメーカーを始めとして工場などの生産性向上のための投資が続いており工場系

専門職のニーズが増えている。長期収載品からのシフトなどの影響もあり、ジェネリック企業の新規参入や求人増加がみられる。

• 採用を控えていた日系中堅メーカーが、専門職や外資出身者など異なるビジネス文化での中堅人材を求めて採用を開始した。今後も業界再編をにらみ先を見据えての採用が増えていく可能性がある。

• 外資系企業では専門職採用は引き続き強化されている。MSLなども含めたメディカル部門や専門職などを中心に採用が展開されている。

• グローバルでの上市が求められるに従い、外資系ではMR以外のポジションで、日系では中堅企業以上のマネージャー・スペシャリスト以上のポジションで、英語力が普通に要求されるようになっている。

• オプジーボ、ハーボニーなどの状況を受け、薬価行政の変化もあり、医療技術評価（HTA）、HEOR、マーケットアクセスなどの求人ニーズは引き続き強い。

• 医療機器業界ではアフターサービス強化のためサービスエンジニア・フィールドエンジニアの採用が活発化している。• 外資系企業を中心に、日本市場におけるマーケティングも求人意欲が旺盛である。また、モノやオペレーションの流れを

見直す動きが多くあり、BPRやオペレーションマネージャーなどの求人が増えてきている。• 日系企業の新規事業要員としての研究開発ポジションも多い。医療用ロボットの技術者案件も増加している。• M&A後でも新体制で落ち着いた後に求人ニーズが発生している。新たな柱づくり・部門再編などを目的とした管理職求

人も多い。• 異業種からの参入の活性化に伴い、薬事・安全管理など、業界専門職的な人材についても異業種メーカーに流出している

ため、既存の医療機器メーカーでは同様の職種の採用の難易度が非常に高くなってきている。

給与動向• 製薬業界では、全体としてはオファー年収の実勢ベースは横ばいから微増している。特に日系企業において、国際市場向

け人材などの競争力確保に必要な人材の採用において、従来の給与体系の中では不可能なオファー金額で採用する傾向が、一部で出始めている。外資系スタートアップ企業のコアメンバーなどは給与水準高騰が続いている。

• 医療機器業界では、基本的にベース給は横ばいが続いている。外資ではサインアップボーナスを出すケースが時折見受けられる（50万円前後）。日系企業の賞与額がこの 2～ 3年上昇しているため、その分賞与額が上がり、結果的に年収が上昇している。

Japa

n :

Hea

lthca

re

ヘルスケア業界




MR (Medical Representative) 医薬情報担当者 500 - 900 600 - 1,100

Medical Devices Sales 医療機器営業 450 - 800 500 - 900

*Overseas Sales 海外営業 500 - 900 N/A




Specialists 専門職


Drug Discovery 創薬

Non-Managerial 500 - 1,000 600 - 1,000

Manager ~ 700 - 1,200 800 - 1,500

Preclinical 前臨床

Non-Managerial 500 - 900 700 - 1,100

Manager ~ 700 - 1,100 800 - 1,300

CRC (Clinical Research Coordinator) 治験コーディネーター 400 - 550 N/A

CRA (Clinical Research Associate) 臨床開発モニター 400 - 800 500 - 1,000

CRA Leader / Project Manager 臨床開発リーダー /プロジェクトマネージャー

Manager 600 - 1,100 700 - 1,300

Senior Manager 800 - 1,300 1,000 - 1,500

Director 1,000 - 2,000 1,200 - 2,200

Clinical Medical Writer メディカルライター 500 - 1,000 700 - 1,200

Clinical Data Management データマネジメント

Non-Managerial 400 - 700 600 - 1,000

Manager 700 - 1,000 800 - 1,300

Statistics 統計解析 500 - 1,000 600 - 1,200

QC/GCP 監査 500 - 900 700 - 1,100

Formulation/CMC 製剤

Non-Managerial 500 - 900 600 - 1,000

Manager ~ 800 - 1,200 1,000 - 1,500

GQP/ GMP / QA / QC GQP/GMP/品質保証 /品質管理

Non-Managerial 400 - 800 500 - 800

Manager 700 - 1,000 700 - 1,400

Senior Manager ~ 900 - 1,500 1,000 - 2,000

Clinical Safety Data 安全性情報

Non-Managerial 500 - 900 500 - 1,100

Manager ~ 800 - 1,200 800 - 1,500

GPMSP 製造販売後調査 500 - 900 600 - 1,200


Japa

n :

Hea

lthca

re




Medical Affairs 薬事申請

Non-Managerial 500 - 800 500 - 1,000

Manager ~ 700 - 1,300 800 - 1,500

*Overseas Medical Affairs 海外薬事 600 - 1,100 N/A

Lisencing 医薬品ライセンシング 800 - 1,500 900 - 1,800

Marketingマーケティング

Non-Managerial 500 - 800 500 - 1,000

Manager 700 - 1,000 800 - 1,500

Senior Manager ~ 1,000 - 2,000 1,200 - 3,000

Science Liaison 学術

Non-Managerial 400 - 800 600 - 1,000

Manager ~ 700 - 1,400 800 - 2,000

Training 教育 500 - 700 700 - 1,300

Clinical Specialist クリニカルスペシャリスト 450 - 800 500 - 900

Technical Support / Apprication Specialist テクニカルサポート /アプリケーションスペシャリスト

Non-Managerial 400 - 800 400 - 800

Manager 600 - 1,000 700 - 1,100

Senior Manager ~ N/A 1,000 - 1,700

Supervising Pharmacist 管理薬剤師 400 - 650 500 - 800

*Expats for Overseas 海外現地法人要員 Overseas 600 - 1,500 N/A





Japa

n :

Hea

lthca

re


JapanJa

pan

: In

form

atio

n Te

chno

logy

Information Technology

[Market Overview]

Market Trends• The information technology sector continues to grow overall, despite some discernible concerns of stagnation in the

industry. • Business has been brisk involving IT with respect to financial institutions, particularly in terms of projects associated with

global development and M&A deals, and the fintech realms. There has particularly been ample business that involves serving non-life insurers.

• There are now significantly more IT sector companies that are attempting to expand into Asia and other overseas markets.• Companies have substantial needs with respect to addressing information security issues. This is a result of: (1) incidents

that have involved leakages of personal information, (2) initiatives being taken to strengthen governance practices of overseas subsidiaries as companies become more globalised, (3) increasing risks associated with the establishment of big data infrastructure, partially resulting from the advent of the “Internet of Things” (IoT) business.

• Again in 2017, there has been increasing demand for IT professionals hired for positions in the manufacturing industry, and the automotive industry in particular. Information technologies, such as those involving self-driving and AI-equipped vehicles, are becoming increasingly essential as a source of competitive strengths among automakers. Also, large manufacturers have been entering the IoT business and redoubling initiatives involving digital marketing.

• MNCs have emerged in business relating to IoT technologies, cloud computing, marketing automation, big data, and other such fields. An increasing number of enterprises based in Israel have been entering the market, particularly in the realm of information security.

Recruiting Trends• The IT sector continues to be a sellers’ market in terms of recruitment. Meanwhile, appetite among such companies for

hiring is on par with that of the previous year.• There has been strong demand for recruitment in the consulting sector. Accordingly, the market value of IT consultants is

increasing as strategic consultancies branch out into the field of IT consulting.• Despite the sellers’ market in terms of recruitment, employers have persistently been seeking business-ready professionals,

unlike the situation which was more common before the Lehman bankruptcy. Even when it comes to recruitment of junior employees, companies have been taking a prudent approach to selecting candidates who are capable of becoming an immediate asset to operations.

• There has been increasing demand for bilingual candidates who speak both English and Japanese. Japanese companies need such employees to help them pursue overseas expansion, and MNCs need such employees within their Japanese subsidiaries in order to provide support to their Japanese corporate customers in carrying out their overseas expansion efforts. Companies have been seeking information security personnel, particularly candidates proficient in English who are capable of providing global support.

• In 2017, demand continues to be strong for recruitment in line with corporate plans for business expansion in Asia. Many companies have been making plans to enter overseas markets, even before initiating business launches in Japan. By region, many firms have been looking toward Singapore, Vietnam and Myanmar.

• Some companies in the information technology sector have been actively hiring foreign nationals, but are looking for employees with a certain level of Japanese proficiency. On the other hand, several other companies have even started taking on employees with no Japanese language skills whose language ability is limited to English.

• Some companies in the information technology sector have strengthened their recruitment capabilities by shortening candidate selection lead times. For instance: (1) when seeking to attract top talent, some companies are now conducting three focused interviews of respective candidates within the span of one week, so that the whole process from job application to salary offer is concluded within two-weeks’ time; meanwhile, (2) some companies have set the stage for use of backup interviewers. One trend in worldwide recruitment is that of an increasing number of instances where candidate selection is concluded via Skype.

• Recruitment efforts have tended to achieve greater success when managers of departments hiring new employees are more directly involved with recruitment drives in terms of helping to convey the company’s vision and its appeal to job candidates.

Salary Trends• While there has been no apparent trend of firms directly increasing remuneration offers, there have been conspicuous

moves by companies to revise salary ranges and compensation plans in an attempt to avoid coming up short in the battle for new recruits. For instance, companies are: (1) bringing salaries back to “pre-Lehman bankruptcy” levels, and (2) enhancing their health and welfare benefits. Also, some companies have raised salaries 10%, while others have introduced or upgraded retirement plans in order to improve employee retention. In addition, companies that are unable to increase the regular salary amounts offered to candidates, have instead increasingly opted to award joining bonuses and other such lump-sum incentives.

• In relation to engineering positions within the IT sector, ranges of salaries have varied widely amid a situation whereby many such positions involve job titles and remuneration offers that vary depending on the capabilities of the person they make the respective offer to.


日本


業界動向• 業界の一部に停滞感はみられるものの、業界全体としては成長が続いている。• 金融機関向けはグローバル展開やM&Aによるプロジェクト、Fintechなどが堅調である。特に生損保向けが多い。• アジアを中心に海外展開を図る企業が顕著に多くなってきている。• セキュリティ関連のニーズが強くなっている。その背景には、①個人情報漏洩事件の発生、②グローバル化に伴う海外子

会社のガバナンス強化、③ IoTビジネスの台頭などによるビッグデータインフラの整備に伴うリスクの増大―がある。• 製造業関連、特に自動車業界向けの IT人材のニーズが 2017年も増加傾向にある。自動運転やAIの導入などで自動車メー

カーの競争力の源泉として ITの必要性が増大している。その他、大手メーカーが IoTビジネスに参入し、デジタルマーケティングを強化している。

• 外資系企業では、IoT関連、クラウド関連、マーケティングオートメーション、ビッグデータ関連などの企業が台頭している。セキュリティ関連などではイスラエル企業の進出も増えてきている。

採用動向• 売り手市場が続いている。採用意欲は前年と同等の温度感である。• コンサルティング業界のニーズが高い。戦略コンサルも ITコンサルの領域にまで事業の幅を広げつつあるため、ITコン

サルタントの市場価値が高まっている。• 同じ売り手市場ではあるが、あくまでも即戦力を求めているのがリーマンショック前の採用市場とは異なる点である。若

手の採用の場合も慎重に即戦力人材を選んで採用している。• ①日系企業では海外展開を図る目的から、②外資系企業では顧客である日系企業の海外展開へのサポートが日本法人に要

求されていることへの対応目的から―日英バイリンガル人材へのニーズが高まってきている。セキュリティ人材には特にグローバル対応や英語力が求められている。

• アジア展開に伴う求人のニーズは 2017年も引き続き堅調である。日本での最初のビジネス立ち上げ前から海外進出を計画する企業も多い。地域はシンガポールやベトナム、ミャンマーが多い。

• 一部企業は外国人採用を積極的に行っているが、ある程度の日本語能力を求めている。一方で数社は、日本語能力が無く英語能力のみの人材でも受け入れを開始してきている。

• 選考期間短縮により採用力強化に成功している企業がある。例えば、①優秀人材の場合は 1週間以内に集中して 3回面接を実施し応募から 2週間でオファーまで完了する、②面接官のバックアップ体制を組む―などの例がある。グローバル採用のトレンドとして、Skypeのみで選考が完結するケースも増えている。

• 応募者にビジョンや魅力を感じてもらうことに対して、現場の採用部門のマネージャーが協力的な場合、採用成功が促進される傾向がある。

給与動向• オファー金額の直接的な上昇傾向自体は感じられないものの、採用競合に負けないように給与レンジ・給与制度自体の改

定に取り組んでいる企業が目立つ。例えば、①給与レベルをリーマン・ショック前の水準に戻す、②福利厚生の強化―などである。給与を 10％引き上げた企業や、リテンション（離職抑制）のために退職金制度を導入・強化した企業もある。定期的に支払われる給与のオファー金額を引き上げることはできないものの、代替措置として入社時インセンティブなどの一時金を支払う企業も増えてきている。

• IT系のエンジニアのポジションは、オファーを出す本人の能力に合わせて職位やオファー金額が変化する求人案件が多く、給与レンジが広いケースが多い。

Japa

n :

Info

rmat

ion

Tech

nolo

gy

IT業界




Non-Managerial Level 非管理職級 500 - 900 600 - 1,200




Japa

n :

Info

rmat

ion

Tech

nolo

gy




IT Consultant ITコンサルタント 600 - 1,200 800 - 1,600

Application Consultant アプリケーションコンサルタント 500 - 1,200 600 - 1,400

Pre-Sales / Post-Sales プリセールス /ポストセールス 500 - 800 700 - 1,500

Project Manager プロジェクトマネージャー

Non-Managerial 500 - 1,000 600 - 1,200

Manager 700 - 1,200 800 - 1,500

Senior Manager ~ 800 - 2,000 1,000 - 2,000

System Engineer (Open System) オープン系 SE 500 - 800 600 - 900

Network Engineer (Development) ネットワークエンジニア（開発系） 500 - 900 600 - 1,000

Network Engineer (Operation) ネットワークエンジニア（運用系） 500 - 800 700 - 1,200

Infra Engineer インフラエンジニア 500 - 1,000 600 - 1,000

Technical Support テクニカルサポート

Non-Managerial 500 - 700 600 - 1,000

Manager 600 - 1,000 800 - 1,500

Helpdesk ヘルプデスク 400 - 600 500 - 800

Inhouse System Engineer (Application) 社内 SE（アプリ）

Non-Managerial 500 - 800 500 - 900

Manager 700 - 1,000 700 - 1,100

Senior Manager ~ 800 - 1,500 1,000 - 1,800

Inhouse System Engineer (Infrastructure) 社内 SE（インフラ）

Non-Managerial 500 - 700 600 - 800

Manager 600 - 1,200 800 - 1,200

*Inhouse System Engineer (Overseas)　海外システム担当 Overseas 600 - 1,500 700 - 1,500





Japa

n :

Info

rmat

ion

Tech

nolo

gy


JapanJa

pan

: M

anuf

actu

ring

Manufacturing

[Market Overview]

Market Trends• In the energy industry, renewable energy-based independent power producers (IPPs) have been focusing on initiatives

that include completing ultra-large projects and taking on business involving small- to medium-capacity power generation. Meanwhile, the operations and maintenance (O&M) sector has been undergoing expansion.

• The plant facilities and heavy electrical machinery industry has been securing more work involving facilities refurbishment and overseas projects in line with increasingly upbeat business sentiment.

• Manufacturing industry investment relating to Internet of things (IoT) technologies and artificial intelligence has been increasing.

• As for MNCs, an increasing number of non-automotive entities have been entering the automotive parts business with ventures involving advanced driver assistance systems (ADAS) and Internet of Things (IoT) technologies.

• Chemical manufacturers have increasingly been making business proposals that involve developing new applications.

Recruiting Trends• Companies in the electric power, plant facilities and heavy electrical machinery industries have been facing intensified

competition in terms of their efforts to attract new employees. This situation has caused them to make improvements that include speeding up candidate selection lead times and providing better terms of employment. With regard to the recruitment for overseas sales positions, a growing number of companies have been placing greater emphasis on recruiting those with expatriate experience, while recruitment of candidates originating from different industries to fill such positions has also been increasing. A growing number of technology job listings call for English language proficiency given that companies currently lack sufficient numbers of employees with such skills. The largest corporations have shifted their recruitment targets, and have accordingly been hiring a wider age demographic extending up to individuals in their 40s.

• There has been a robust recruitment market in the machinery and automotive industries for technical experts primarily involved with next-generation automobiles. Recently, demand has been growing substantially for candidates to fill overseas assignments at regional headquarters and enterprises, amid continuing strong demand for managerial candidates in conjunction with overseas expansion plans.

• In the manufacturing industry, employee mobility is clearly on the rise. This is in part due to developments in the market for career changers which has seen a growing influx of talent brought about by an increasing number of restructuring at large companies, carried out under their strategies for achieving more selective and focused business portfolios, and is also due to an increase in the number of SMEs attempting to recruit such highly specialised talent.

• Many foreign-affiliated automotive suppliers are seeking employees to increase headcount while also filling vacated positions. Faced with recruitment challenges, many of these employers are turning to recruitment search services on a retainer basis, even when seeking candidates to fill positions below the manager category. Meanwhile, with an increasing number of Chinese, South Korean, Taiwanese and other Asian manufacturers entering the market, they have been looking to hire dozens of new recruits and are targeting engineers aged 40 and above who are employed by Japanese manufacturers.

• Companies continue to actively recruit candidates in the chemicals industry.• Recruitment activity has been relatively robust among large foreign chemical manufacturers as a result of mergers and

reorganisations involving several such companies.• There has also been an increase in job listings for sales, marketing and other occupations among small and medium-sized

chemical manufacturers. Demand for recruitment of executive talent has also been rising. There have been some instances where executive talent has been recruited as a result of company management directly contacting recruitment agencies, rather than going through HR.

• In the manufacturing sector overall, companies are increasingly seeking candidates for division manager and director level positions offering salaries ranging from JPY 12 million to JPY 18 million, for their involvement in initiatives that include developing overseas business, arranging mergers and acquisitions, and otherwise pursuing new business opportunities.

Salary Trends• In the electric power industry, there has been a pronounced trend of employers offering generous and unprecedented

employment packages to members of teams that have launched companies whose investors are foreign investment funds and domestic financial institutions.

• In the machinery and automotive industries, salary levels have remained largely unchanged from prior years. However, more companies have been considering the possibility of making offers exceeding norms to professionals with experience in IoT and artificial intelligence technologies.

• In the semiconductor industry, salary levels for business-ready candidates have been high relative to those in the machinery, electrical equipment and electronic components sectors.

• In the electrical machinery industry, employers have been making high annual salary offers to a wider range of candidates than was the previously the norm in order to attract talent from among the stream of employees currently leaving such companies.

• As for MNCs in the electronics/mechatronics industry, compensation offers appear not to be rising due to fairly stringent budget restrictions in line with cost-cutting directives from home countries. Consequently, Japanese companies have increasingly been making higher offers to the middle-aged demographic which comprises managers and equivalent positions.

• Among foreign-affiliated manufacturers of automotive parts, an increasing number of firms have been making offers above current annual salaries of job candidates, albeit within respective budgets. Consequently, recruitment has been progressing relatively well for companies that make high annual salary offers even to younger job candidates. On the other hand, companies newly entering the Japanese market have been offering candidates exceptional terms of employment because their top priority is to develop a workforce (for instance, such firms are offering substantial annual salary increases and lump-sum bonuses paid out when a candidate is hired).

• With major chemical companies, there have been some striking examples of employers making high remuneration offers to secure middle to upper-level management needed to help launch new businesses.

• Many small and medium-sized chemical manufacturers have been tending to raise salaries in comparison with several years ago, thereby making offers now primarily in the JPY 6 million to JPY 8 million range.


日本


業界動向• エネルギー業界では、再生可能エネルギー事業者（IPP）は超大型プロジェクト竣工や中小型発電ビジネスなどに注目し

ている。運営管理の O&M部門が拡大している。バイオマス・風力（特に洋上）・小型風力などの事業開発が加速している。2016年の小売自由化に伴い電力販売事業者（PPS）に多くの異業種企業が参入し新部署設立などが相次いでいる。

• プラント／重電業界では、景況感回復に伴う設備改修や海外プロジェクトが増加している。国内は既設アフターサービスが中心で売上が安定している。排ガス規制強化により設備リプレイス需要が高まっている。

• 日系企業では IoT・AIに関する投資が増加している。設備・FA関連メーカーに加え、自動運転化により自動車業界とそれに関連する半導体・電子部品業界も非常に好調である。また海外スマホ向けや自動車向けに工作機械業界も活況を取り戻している。ただし大手企業を中心として各社の「選択と集中」が鮮明になっており、不採算部門の清算、高収益領域への資源投下に加え、成長を目的とする新事業開発の強化が目立つ。

• 外資系企業では、自動車部品では ADAS、IoT関連で異業種からの参入が増加しつつある。エンジニアリングセンターを立ち上げる会社も増えている。検査装置業界が業績を伸ばしている。半導体は車載向けとパワー半導体が好調である。

• 化学業界では新用途開発を提案するメーカーが増加傾向。ヘルスケア系・バイオ系の新規事業を伸ばす戦略の企業が多い。中堅中小樹脂メーカーは自動車向けが堅調な一方、家電向けは厳しい。炭素繊維も航空機、自動車向けに活況。

採用動向• 電力・プラント・重電業界では人材獲得競争が激化し、選考速度・提示条件の改善に動いている。海外営業の求人では駐

在経験者なら異業界出身でも採用が増えている。既存社員の英語力不足もあり、技術系求人での語学力必須案件が増加。超大手企業でも採用実績が 40代まで広がるなど採用ターゲットに変化がある。中小企業ではプラント関連有資格者などを中心に 60歳以上や高年収での採用が増加している。

• 機械／自動車では、次世代自動車を中心とした採用ニーズが活況。また海外進出に伴う管理職採用ニーズは引き続き多く、最近は地方本社企業の海外駐在ニーズが非常に増加傾向。また機械／自動車／ FA業界では IoT・AIへの投資に伴い、無線や回路設計技術者に加え、IT技術者の採用ニーズが急上昇中。電気・半導体でも 2015年からの市況回復に伴って同ニーズは増加中であるが、特にメーカーでの IoT関連事業企画・運用経験のある管理職経験者は製造業で引く手あまたである。

• 大手企業の選択と集中によるリストラ増加から転職市場への人材流出は増加傾向にあり、またそれらの高専門性の人材を採用しようとする中堅・中小企業も増加した結果、人材の流動性は確実に増加傾向にある。

• 外資系自動車サプライヤーでは増員・欠員補充ともニーズが多い。マネージャー以下でも前払いでのサーチを利用する事例が増加。アジア系メーカーの参入が増え、数十名規模の枠で国内メーカーの 40代以上のエンジニアを採用している。

• 化学業界では引き続き採用は積極的。事業構造転換やグローバル展開での人材ニーズが強い。日系メーカーでは年収を上げてピンポイントの即戦力確保に動く企業が増加。外資系メーカーは大手数社の合併や再編により採用も比較的活況。

• 中堅・中小化学メーカーでも営業やマーケティングなどで求人数が増加している。幹部人材の採用ニーズも増加傾向である。経営層がサーチ会社に直接コンタクトしエグゼクティブ人材の採用を行う例もある。日系メーカーも中途採用数は増加。事業構造転換や海外売上比率アップのために、新卒中心から中途採用強化に舵を切る企業が増加。

• 海外展開・M&Aなど新事業のために 1,200～ 1,800万円程度の各部門長クラス、役員候補の求人が増えている。

給与動向• 電力業界では外資などのファンド・金融系企業の投資先企業が立ち上げメンバーを破格の好待遇で迎える動きが目立つ。

大手ゼネコン定年の土木・電気エンジニア、地方の第二種電気主任技術者やボイラー・タービン主任技術者などの専門資格を保持するエンジニアも好待遇の条件提示がされている。

• 機械・自動車業界は例年どおりの給与であるが、IoT・AI事業経験者については通常を超えたオファーでの採用を検討する企業が増加している。また特殊なスキルを保有する技術者などの専門職は、あえて契約社員として既存の給与テーブルの基準を超えるオファーによって採用するケースも散見されている。

• 半導体業界は即戦力採用では機械・電機・電子部品に比べ給与水準が高い。• 電機業界では人材流出中の大手企業出身者獲得のため、従来より広い範囲の人材に対しより高額の年収を提示する傾向。• 外資系エレクトロニクス・メカトロニクス業界では、本国からの予算制約が厳しくオファー金額上昇の傾向は見られない。

その結果ミドル層（課長職相当）では、日系企業の方が高いオファー額を提示するケースが増えている。• 外資系自動車部品メーカーでは候補者の現年収以上の提示が増え、若手に対しても高い年収提示をする企業が比較的採用

を順調に進めている。一方で新規参入企業は、人材確保を第一に破格の条件を提示している（採用時の一時金含む）。• 化学大手はミドル～アッパー、マネジメント層、事業立ち上げ人材を高額のオファーにて人材確保する事例が顕著である。• 中堅・中小化学メーカーではオファー金額が 600～ 800万円が中心となるなど、数年前に比べて上昇傾向にある。

Japa

n :

Man

ufac

turing

製造業界




Domestic Corporate Sales 国内法人営業

Non-Managerial 400 - 750 500 - 900

Manager 600 - 1,000 700 - 1,300

*Overseas Sales 海外営業

Non-Managerial 450 - 800 500 - 800

Manager 650 - 1,200 700 - 1,300




Japa

n :

Man

ufac

turing




Product Planning / Product Development 商品企画・商品開発

Non-Managerial 500 - 800 500 - 800

Manager 700 - 1,100 700 - 1,200

Marketingマーケティング

Non-Managerial 500 - 800 600 - 900

Manager 700 - 1,200 700 - 1,250

LSI/IC/Memory Design Engineer LSI・IC・メモリ設計 500 - 800 600 - 900

Research & Development (Electronical Device) 電子デバイス研究開発 500 - 900 600 - 1,200

Process Engineerプロセスエンジニア 500 - 850 600 - 900

Control and Signal Circuit Design Engineer 弱電回路設計 500 - 800 600 - 1,000

Heavy Current Engineering / Instrumentation Design Engineer 強電・計装設計

450 - 900 500 - 900

Mechanical Design Engineer 機械 /機構 /筐体 /メカトロ設計

Non-Managerial 400 - 900 500 - 1,000

Manager 650 - 1,300 700 - 1,300

Chemistry(Research, Development, Analysis) 化学（研究・開発・分析）

Non-Managerial 400 - 900 500 - 1,000

Manager 700 - 1,000 750 - 1,200

Embeded Engineer 組み込みエンジニア

Non-Managerial 450 - 900 500 - 1,000

Manager 650 - 1,000 700 - 1,300

Application Engineer アプリケーションエンジニア

Non-Managerial 500 - 800 500 - 900

Manager 600 - 1,000 800 - 1,300

Management Position(Factory/Technical) 管理職（工場・技術マネジメント）

Japan 500 - 1,400 700 - 2,000

*Thailand 600 - 1,000 N/A

*Indonesia 600 - 900 N/A

*Vietnam 800 - 1,100 N/A

*Malaysia 600 - 1,200 N/A

*North America 800 - 1,300 N/A

*China 600 - 1,500 800 - 1,500


Japa

n :

Man

ufac

turing


Japa

n :

Man

ufac

turing Specialists 専門職 (JPY 10K = USD 88)



Mold/Die Design Engineer 金型設計

Japan 450 - 700 400 - 700

*Overseas 500 - 800 N/A

Optical Design Engineer (Lens Design, Lens Barrel Design etc.) 光学設計（レンズ設計、鏡筒設計など）

500 - 900 700 - 1,000

Industrial Designer 工業デザイナー 500 - 1,000 500 - 1,100

Production Technology (Machinery) 製造技術 /生産技術（機械）

Non-Managerial 450 - 800 500 - 800

Manager 650 - 1,000 700 - 1,100

Production Technology (Electric) 製造技術 /生産技術（電気） 450 - 750 500 - 800

Factory Operator (Technician) 製造オペレーター（技能職） 400 - 650 400 - 700

Quality Control / Quality Assurance 品質管理・品質保証

Japan 400 - 700 500 - 800

*Thailand 600 - 1,000 N/A

*China 600 - 900 N/A

Manager 600 - 1,000 700 - 1,200





Purchase 購買

Non-Managerial 450 - 800 500 - 850

Manager 650 - 1,000 700 - 1,300

*Export 輸出 450 - 700 500 - 800

*Import 輸入 400 - 700 450 - 700

Logistics（include SCM・ERP・Analyst) ロジスティックス（SCM、ERP、アナリスト含む）

Non-Managerial 500 - 800 500 - 800

Manager 600 - 1,000 750 - 1,100

Production Management 生産管理

Non-Managerial 450 - 700 500 - 800

Manager 600 - 900 600 - 1,100

Sales Engineer セールスエンジニア

Japan 450 - 900 500 - 1,000

*Overseas 600 - 900 N/A

Manager 700 - 1,000 700 - 1,500

Service Engineer サービスエンジニア

Non-Managerial 400 - 700 450 - 800

Manager 600 - 850 700 - 1,200

Maintenance (Equipment, Plant etc.) 設備保全・メンテナンス /施設環境

Non-Managerial 450 - 800 500 - 900

Manager 700 - 1,000 800 - 1,200





Japa

n :

Man

ufac

turing


JapanJa

pan

: Ser

vice

Ind

ustr

y

Service Industry

[Market Overview]

Market Trends• In the fields of construction and real estate, developers, general contractors, project management firms, homebuilders and

other such enterprises have been strengthening their business capabilities related to more aggressive growth strategies.• More developers are putting effort into developing distribution centres, particularly as the e-commerce (EC) business gains

momentum.• As a result of the Japanese government having set its highest ever budget in line with its Action Plan for National

Resilience, greater numbers of contractors are now being awarded projects for construction of infrastructure such as new roads and bridges, and also for seismic retrofitting projects and other such renovations.

• In the fields of human resources and education, firms in the human resource services business have been performing well with job-placement advertising, temporary staffing and recruitment services, amid a scenario of companies intensifying their recruitment drives. Companies in the recruiting industry have been achieving particularly strong results as many entities take steps to hire greater numbers of experienced mid-career employees. Meanwhile a growing number of temporary staffing agencies have also been launching recruitment operations.

• Companies involved in education and training have been performing well as an increasing number of firms begin placing greater priority on employee training in line with growth in the size of their operations.

• In the field of advertising, there has been a marked trend of companies strengthening operations in response to moves by clients to increase marketing expenditures as corporate performance improves. In the field of online services, business inquiries have been rising as the market improves. In-house advertising agencies have been experiencing growth due to strong business results of their parent companies. Long-established agencies are also beginning to make conspicuous moves that involve restructuring operations and entering new markets.

Recruiting Trends• In the fields of construction and real estate, companies engaged in all types of business have been shifting to the

recruitment of large numbers of personnel for both sales and technical positions.• A series of redevelopment projects centred on the upcoming Tokyo Olympic Games and large metropolitan areas in Japan

have led to a surge in the number of job listings that include those of real estate developers seeking professionals in development and project management, and general contractors seeking candidates for positions as on-site representatives and supervisors. Meanwhile, there has been a particularly marked shortage of technical experts, among which the number of civil engineering professionals in particular clearly seems to be dwindling. As such, some companies have been discernibly seeking to bring in new employees even if doing so means paying higher than normal placement fees (35% of annual salaries). In this recruitment category, employers have been putting considerable effort into targeting candidates in the 55-plus age demographic when managers traditionally retire, resulting in instances where individuals of up to 59 years old have been securing employment.

• More general contractors and construction consultants have been seeking consultation regarding recruitment for civil engineering projects carried out overseas. In many cases potential employers welcome the prospect of hiring qualified and experienced professionals in the 50-year-plus age demographic.

• An increasing number of companies have been holding briefing sessions for potential employees to help such candidates gain a better understanding of the respective enterprises.

• In the fields of human resources and education, companies have been actively recruiting individuals with recruitment industry experience. There has been particularly strong demand for consultants who handle both company-side and candidate-side business. Also in terms of industrial speciality, there has been strong demand for those who have expertise in the information technology and healthcare fields.

• In the fields of education and training, there has been demand for junior consultants, along with growing demand for player managers with managerial experience.

• In the advertising field, there has been marked demand primarily for recruitment of sales personnel. On the other hand, certain companies including some major corporations have been cutting back on employment and otherwise restructuring their workforces.

Salary Trends• In the fields of construction and real estate, major corporations boasting financially sound operations have been engaging

in recruitment efforts that involve making offers at higher annual salary levels. Meanwhile, many such companies have been tending to offer salaries at higher levels, amid competition with asset management firms and other companies in the financial realm for job candidates.

• Salary and benefit levels are climbing substantially with respect to overseas recruitment among general contractors. This is somewhat a result of companies trying to top one another, amid sentiment that the availability of professionals is dwindling.

• An increasing number of sales personnel and other such employees are drawing in high annual salaries, while incentive-based pay as a proportion of annual income offers also remains high.

• In the fields of human resources and education, companies seeking to hire employees with experience in the recruitment industry have been increasing their annual salary offers amid dwindling availability of experienced candidates in the mid-career recruitment market.

• In the field of advertising, salary offers have remained largely unchanged from previous-year levels.• Some companies have been making offers higher than historical norms with respect to certain occupations such as those

involving data analysis, amid intensifying competition in the job market.


日本


業界動向• 建設・不動産領域ではデベロッパー、ゼネコン、PM（プロジェクトマネジメント）企業、ハウスメーカーなどの各業態が

攻めの経営を強化している。• 特に EC（e-commerce）事業の活況に伴い、物流センターの開発に力を入れるデベロッパーが増えている。• 国土強靭化計画などに伴い官公庁が過去最大級の予算を設定したため、道路、橋梁などの新設、耐震工事などの改修案件

で受注が増加している。• 人材・教育領域では、企業の採用活動の活発化に伴い、人材ビジネス（求人広告媒体・人材派遣・人材紹介）が好調である。

中でも中途社員（経験者）増員に動く企業が多いため人材紹介業が好調である。人材派遣会社が人材紹介部門を立ち上げるケースも増えている。

• 企業規模の拡大に伴い社員研修に重点を置く企業が増え、教育研修関連企業も好調である。• 広告領域では、企業業績改善に伴うクライアントのマーケティング費の増加に対応すべく、部門の強化を図る動きが目立つ。

オンライン領域では案件の引き合いが増えておりマーケットが活性化している。インハウス系代理店は親会社の業績好調により伸長している。老舗の代理店も、事業構造転換や新たなマーケットへの進出が目立ち始めている。

採用動向• 建設・不動産領域ではいずれの業態でも、営業系・技術系問わず大量採用にシフトしている傾向がある。• 東京オリンピックや大都市圏を中心とした再開発に伴い、デベロッパーにおける開発案件や PM（プロジェクトマネジメ

ント）案件、ゼネコンにおける現場代理人や統括ポジションなどの案件が求人案件として急増している。特に技術者は圧倒的に人材が不足している。中でも土木系の人材は一層枯渇感が強い。紹介手数料率を通常（年収の 35％）より高くしても採用したいという企業も目立つ。このゾーンでは 55歳以上の役職定年期の人材でも十分採用ターゲットになり、59歳での採用実績などもある。

• ゼネコンや建設コンサルタントで海外の土木系案件の求人相談が増えている。資格と経験があれば 50代以上も歓迎のことが多い。

• 企業が応募検討者に深く自社を理解してもらうための説明会を実施するケースが増えてきている。• 人材・教育領域では、人材紹介業で経験者採用が活発である。特に企業側と人材側を分業しないタイプのコンサルタント

のニーズが高く、産業領域的には IT、ヘルスケアの専門性を持った人材のニーズが強い。• 教育研修系では若手のコンサルタント採用はもちろんだが、マネジメント経験があるプレイングマネージャーのニーズも

高くなってきている。• 広告領域については営業系人材を中心に採用ニーズが目立つ。一方で大手でも、人員削減など従業員構造の転換を図ろう

としている企業もある。

給与動向• 建設・不動産領域では、体力のある大手企業はオファー年収の水準をつり上げて採用している。アセットマネージャーな

どの金融系領域の採用と競合することも多く、オファーされる給与水準については上昇傾向にある。• ゼネコンの海外案件は、手当も含めかなり給与相場が上昇している。人材枯渇感もあり、一部でつり上げ合戦となっている。• 営業職なども高額年収が増えてきたが、オファー年収に占めるインセンティブの比率は相変わらず高い。• 人材・教育領域では、人材紹介業での人材紹介経験者の採用において、経験者が中途採用市場に枯渇しているため、各社

はオファーする年収の金額を引き上げて採用を行っている。• 広告領域においてはオファー金額の水準は例年並みに留まっている。• 特定職種（データ分析系）は採用競争激化に伴い、従来水準以上の金額提示がなされている。

Japa

n :

Ser

vice

Ind

ustr

y

サービス業界




Domestic Corporate Sales 国内営業（法人）

Non-Managerial 400 - 800 500 - 800

Manager 600 - 1,000 700 - 1,100

Senior Manager 700 - 1,300 1,000 - 1,500

*Overseas Sales 海外営業 500 - 900 500 - 900

Retail Sales 国内営業（リテール） 400 - 700 N/A

Consultant コンサルタント 500 - 1,500 600 - 1,500

Account Executive (ad etc.) アカウントエグゼクティブ 500 - 800 600 - 1,000





Japa

n :

Ser

vice

Ind

ustr

y




Research リサーチ

Non-Managerial 400 - 700 450 - 800

Manager 700 - 1,000 700 - 1,200

Sales Promotion 販売促進

Non-Managerial 450 - 800 500 - 900

Manager 600 - 1,000 700 - 1,200

Direct Marketing / Database Marketing / CRM ダイレクトマーケティング /データベースマーケティング /CRM

Non-Managerial 500 - 900 600 - 1,000

Manager 600 - 1,100 700 - 1,300

PR (Public Relations) ピーアール

Non-Managerial 400 - 700 500 - 700

Manager 600 - 1,000 700 - 1,100

Planner ( Media / Marketing / CRM / Promotion ) プランナー（メディア /マーケティング /CRM/プロモーション） 500 - 900 500 - 1,000

Event Planner イベントプランナー 500 - 800 600 - 900

Logistics（include SCM・ERP・Analyst) ロジスティックス（SCM、ERP、アナリスト含む）

Non-Managerial 450 - 600 450 - 700

Manager 700 - 1,000 700 - 1,500

Physical Distribution 物流

Non-Managerial 450 - 600 500 - 700

Manager 500 - 800 800 - 1,000

*Export 輸出 450 - 700 500 - 800

*Import 輸入 400 - 700 400 - 700

Store Development店舗開発 500 - 900 500 - 1,000

Buyer (Food Service) バイヤー（外食） 500 - 800 N/A

Editor / Writer 編集・記者 500 - 800 550 - 900

Plant Engineer プラントエンジニア

Non-Managerial 500 - 900 600 - 1,000

Manager ~ 800 - 1,100 800 - 1,200

Architect 建築設計

Non-Managerial 450 - 800 500 - 800

Manager 650 - 1,000 700 - 1,100

Construction Manager 施工管理（建築・土木）

Japan 450 - 800 500 - 900

*Overseas 600 - 1,000 N/A

Manager ~ 650 - 1,200 700 - 1,200





Japa

n :

Ser

vice

Ind

ustr

y


JapanJa

pan

: W

eb I

ndus

try

Web Industry

[Market Overview]

Market Trends• At the end of 2016, an incident came to light related to a particular content curation service of a Japanese information

technology giant. Consequently, web industry companies now appear to be placing higher priority on recruitment of professionals who will be involved in launching new businesses not involving content.

• Web-industry MNCs have been expanding business in the realm of digital content. For instance, services that mainly involve streaming music, video and other forms of digital entertainment on a flat-rate basis are becoming more firmly entrenched in Japan.

• Mirroring trends in 2016, there has been a succession of new entrants into the field of digital marketing. Such companies include not only traditional website production and online advertising agencies, but also vendors of data analytics solutions, firms involved in marketing automation, and other players in the field of information technology. Moreover in 2017, leading full-service advertising agencies and consulting firms have been joining forces, resulting in a scenario of fierce head-to-head competition encompassing full-fledged marketing, consulting and technological capabilities of the respective companies. Companies are also more actively developing technologies that interface with artificial intelligence.

• In the area of online gaming, there are still few companies able to generate consistent earnings. Such companies continue to face challenges with respect to releasing native applications and expanding operations in overseas markets.

• Respective companies in the virtual reality business aim to monetise their operations in 2018, and have accordingly been making progress adopting “to consumer” and “to business” applications of the technology mainly with respect to medical facilities, real estate business operators, and leisure facilities.

• In the field of venture capital, there has been an excessive number of competitors in recent years, due to the emergence of numerous new entrants with operations extending over multiple fields of business, centred on the fintech business. Difficulties inherent in anticipating the growth potential of respective entities in the field have led to a situation where many companies are able to readily raise funds by approaching venture capital firms.

Recruiting Trends• Large companies in the web industry have redoubled efforts to recruit talent directly, given that they still face a sellers’

market favouring job seekers, as was also the case in 2016. Meanwhile, engineering and design professional recruitment databases for those wishing to change jobs are offering more diverse content, complete with approaches to recruiting that draw on a talent scouting format where employers bid on candidates by posting salary offers.

• There is a growing tendency among MNCs to employ candidates on a direct-hire basis. However, such arrangements have often failed to meet their recruitment needs, given a lower rate of success than is the case when hiring via recruitment consultancies. Meanwhile, the overall talent pool in Japan does not enthusiastically respond to the direct recruitment approach, given their tendency to approach the notion of changing jobs with discretion. However, MNC offices in Japan have come under a lot of pressure from home-country headquarters to bring in employees on a direct sourcing basis.

• Companies in the digital marketing field are showing a strong tendency to hire more employees with the aim of achieving higher sales, particularly given the labour-intensive nature of such business. These companies have been posting more job openings for business-ready managers, given many cases where they face vulnerabilities within their managerial ranks. Particularly since 2016, operating companies have also been redoubling efforts to recruit digital marketing specialists, resulting in more intense competition to hire employees. There has been a marked increase in recruitment efforts targeting candidates in their 30s to 40s due to intensifying competition to hire younger candidates in their 20s.

• In the online gaming field, there has been substantial demand for candidates among major corporate subsidiaries and companies that have produced successful game titles (frontline position at around JPY 5 million, video game producer at around JPY 8 million). Some companies have managed to secure talent by successively hiring employees over a period of several months at placement fees of around 40% to 55%. There is always demand for game producers who can handle work for international markets. This is because online gaming firms in Japan face the need to enhance content for overseas markets, given that they have reached a plateau in terms of sales potentially generated from domestic users.

Salary Trends• Major companies in the web industry have been increasingly making higher annual salary offers amid intensifying

competition in the job market. Many companies have been offering sign-up bonuses in order to ensure remuneration levels that are properly balanced with those of the current workforce. Meanwhile, engineers continue to attract high annual salary offers.

• Salaries paid to employees of MNCs remain largely unchanged. In many cases high-end offers generally made to candidates deemed business-ready or top talent have been in the range of JPY 8 million to JPY 10 million for mid-level personnel, and JPY 12 million to JPY 15 million for managerial-level employees. Senior manager candidates have been attracting high offers of nearly JPY 20 million.

• In the field of digital marketing, there has been a discernible trend of companies now considering the possibility of offering higher salaries, thereby increasing previous limits of around JPY 6 million to limits of around JPY 7 million to JPY 8 million depending on a candidate’s experience, with the aim of securing business-ready employees. In the digital marketing field, the purchase process often involves executive clients who make purchasing decisions. Therefore, many such companies are willing to show flexibility in considering salary caps given their need to hire candidates in the 30- to 45-year age demographic. Accordingly, companies in this field have been tending to raise salary offers, particularly for consultants, project managers, data scientists and other professionals with sophisticated expertise.

• In the online gaming field, salary offer levels have remained unchanged, at around JPY 6.5 million to JPY 12 million for the manager to senior manager categories. On top of such amounts, individuals with experience handling global content are being offered additional remuneration of approximately JPY 500 thousand to JPY 1 million per annum.

• Salary levels of start-ups have been on a diverging path. Many such companies have been channelling venture capital funds into initial-phase hiring. Salary levels in this realm hinge on approaches to business taken by managers and investors, and companies providing low annual salaries have tended to offer stock options.


日本


業界動向• 大手企業では 2016年末のキュレーションメディア問題により、非メディア事業の立上げ（新規事業）の採用優先度を高

くする傾向が見られた。• 外資系企業ではデジタルコンテンツ系ビジネスが拡大傾向にある。特に音楽・映像といったエンタメコンテンツで、定額

配信を軸としたビジネスが日本でも定着しつつある。• デジタルマーケティング領域では、2016年同様、従来のサイト制作・Web広告代理店のみならず、データ解析のソリュー

ションベンダーやマーケティングオートメーション関連企業などいわゆる IT領域のプレイヤーによるデジタルマーケティング領域への参入が相次いでいる。加えて 2017年は大手総合広告代理店とコンサルティングファームとの協業が本格化し「マーケティング」×「コンサルティング」×「テクノロジー」にて各社が鎬を削る構図となっている。AIと組み合わせたテクノロジー開発も活発になっている。

• ゲーム領域では、安定収益企業が少ない状況が続いている。ネイティブアプリのリリースと海外市場拡大が、引き続き各社の経営課題である。

• VR事業は各社 2018年を目途に収益化予定であり、toCに加え toBでは医療施設・不動産業者・レジャー施設を中心に導入が進んでいる。

• 近年のベンチャー領域は、Fintechを中心に複数分野にまたがって新企業が多く誕生しプレイヤーが乱立している。各企業の成長性の予想が難しく、結果として多くの企業で VCからの資金調達が容易となっている。

採用動向• 大手企業では 2016年同様に売り手市場が続き、ダイレクトリクルーティングの強化を進めている。エンジニア／デザイ

ナー職の転職希望者のデータベースにスカウト形式にてオファー金額を入札する手法など内容も多様化している。• 外資系企業では直接採用の傾向が強まっている。ただし成功率は紹介会社経由よりも低く、採用ニーズを満たしていない

傾向がある。日本人特有の転職についての慎重さにより候補者の反応が鈍いケースが多い。一方本国からは日本オフィスに対してプレッシャーがかかっている。

• デジタルマーケティング領域は労働集約型のため、売上増目的の増員傾向が強い。各社は管理職層が脆弱であるケースが多く、即戦力や管理職の求人が増加傾向にある。特に 2016年以降事業会社もデジタルマーケティング専門人材の採用強化を行い、採用競争がさらに激化している。20代若手はさらに採用競争が激しいため、30～ 40代をターゲットとした採用も顕著に増加傾向にある。

• ゲーム領域では大手子会社・ヒットタイトルを出している企業による採用需要が強い（500万円前後の現場クラス～ 800万円前後のプロデューサークラス）。一部企業は料率 40～ 55％程度での採用で順調に人材確保を進めた。国内ユーザーからの売上が頭打ちとなっているため海外向けコンテンツ強化が課題となっており、海外向けプロデューサーへの需要は常に強い。

給与動向• 大手企業では採用競争激化に伴い年収増のオファーが増加している。既存社員とのバランスに配慮しサインアップボーナ

スの形でオファーする企業も多い。技術者への高年収でのオファー提示の傾向は続いている。• 外資系企業ではサラリーは顕著な変化は無い。基本的に即戦力、もしくは優秀な人材を採用するため、中堅クラスで 800

～ 1,000万円、管理職クラスで 1,200～ 1,500万円と高額なオファーが多い。部長クラスでは 2,000万円弱と高額になる。

• デジタルマーケティング領域では即戦力確保のため、従来 600万円程度だった予算が候補者の経験次第で 700～ 800万円程度まで増額検討する傾向が顕著となってきている。デジタルマーケティングの商材は導入意思決定に顧客の役員を巻き込むケースが多く、30～ 45歳前後をイメージした採用ニーズが多く、給与上限も柔軟に検討する企業が多い。特にコンサルタントやプロジェクトマネージャー、データサイエンティストなど高度な専門知識を持つ人材に対するオファー給与金額は上昇傾向にある。

• ゲーム領域ではオファー給与の水準は以前と変わらず課長～部長クラスで 650～ 1,200万円程度である。グローバルコンテンツ経験者はさらに 50～ 100万円程度高くなる。

• ベンチャー／スタートアップ企業の給与水準は二極化している。VC資金で初期の採用に資金を投入する企業も多い。経営者と投資家のスタンスで給与水準は左右され、年収が高くない企業はストックオプションで代替させる傾向もある。

Japa

n :

Web

Ind

ustr

y

Web業界




Non-Managerial Level 非管理職級 400 - 800 500 - 800




Japa

n :

Web

Ind

ustr

y




System Engineer (Web) Web系 SE 500 - 1,100 500 - 1,100

Web / Mobile Marketing / Web Master Web/モバイルマーケティング /Webマスター

Non-Managerial 400 - 900 400 - 900

Manager ~ 600 - 1,100 700 - 1,500

Web Producer / Mobile Producer Webプロデューサー /モバイルプロデューサー 500 - 1,000 600 - 1,100

Web Director / Mobile Director Webディレクター /モバイルディレクター 400 - 900 500 - 1,000

Web Designer Webデザイナー 500 - 1,000 500 - 1,100

Creative Director / Art Director クリエイティブディレクター /アートディレクター

Non-Managerial 450 - 700 500 - 800

Manager ~ 600 - 1,200 1,000 - 2,000

Graphic Designer グラフィックデザイナー 600 - 800 600 - 800

Game Director ゲームディレクター 500 - 900 500 - 900

Game Producer ゲームプロデューサー


Manager ~ 800 - 1,200 N/A

Network / Game Programmer ネットワーク /ゲームプログラマー


Manager ~ 600 - 1,300 N/A




Japa

n :

Web

Ind

ustr

y


SingaporeSin

gapo

re

[Market Overview]

Economic Trends• Nominal GDP: USD 306 billion; Nominal GDP per capita: USD 53,880 (1.4 times that of Japan); Real GDP growth rate: 2.5%

(IMF forecast for 2017), 2.0% (2016), 1.9% (2015)• Consumer price inflation: 1.3%, -0.2% (2016), -0.5% (2015)• Total population: 5.68 million, of which approximately 40% are foreign nationals (approx. 10% are Singapore permanent

residents); Workforce: 3.39 million; Unemployment: 2.2%, 2.1% (2016)• MNCs: The Singaporean government has established special tax incentives, and otherwise takes an active approach to

attracting MNCs engaged in high-added-value business. Having identified physical sciences and engineering, biomedical sciences, and interactive and digital media as priority sectors for development, the nation has been making notable inroads with respect to those fields and attracting highly skilled professionals from around the world in those realms.

• Japan Chamber of Commerce & Industry Singapore membership: 736 companies (January 2017); Japanese-affiliated: Approximately 2,000 companies; Japanese nationals in Singapore: 37,504 individuals (October 2016)

• Construction industry employment has failed to increase in Singapore largely due to sluggish private-sector demand, despite the nation’s government having announced that it will move forward public infrastructure projects valued at some SGD 700 million over the years 2017 to 2018.

Recruiting Trends• Singapore’s official language is English, which helps it to be highly competitive on an international scale. Approximately

half of the workforce has received education at a junior college level or above. The population is also known for its strong focus on upward mobility, whereby a substantial proportion of Singaporeans have obtained high-level qualifications and advanced expertise. As such, many people take part in training in order to obtain qualifications even after joining the workforce. Approximately 40% of Singapore’s university population studies abroad and many Singaporeans are receptive to the idea of living and working overseas.

• Numbers of employment listings and job seekers appear not to have decreased substantially, despite signs of economic slowdown.

• In the realm of semiconductors, both Japanese and other MNCs operating in Singapore are increasingly finding the need for more employees particularly those involved with semiconductor equipment and peripheral components, amid growing industry demand.

• The IT industry faces a pervasive shortage of engineers, which is being exacerbated by Singapore’s regulations on employment of foreign nationals. Competition has been intense particularly among major IT firms seeking to recruit professionals in demand such as AI experts and data scientists. In accelerating initiatives with respect to its Smart Nation project, the government of Singapore has announced that it will put even more effort into its’s national strategy of upgrading the nation’s ICT infrastructure. Strong appetite for recruitment is likely to persist in the IT sector going forward, particularly in the realm of security.

• Regulations governing employment of foreign nationals: Singaporean regulations are tending to become increasingly stringent with respect to employing foreign nationals. Since around 2016, the government has been intensifying efforts with respect to its Fair Consideration Framework Watchlist of firms that fail to give Singaporeans fair consideration when hiring. This is resulting in two diverging paths with respect to job categories for foreign nationals, with one being professionals with a medium to high degree of expertise, and the other being generalists such as either the youth demographic or Dependent Pass visa holders (spouse visa).

• The government has been working to implement its policy of developing a workforce with a strong “Singaporean core,” largely by upgrading its SkillsFuture program which involves assisting Singaporeans in their efforts to develop their job skills.

• Members of Singapore’s labour force tend to be upwardly mobile, and as such have a strong tendency to change jobs. This tendency is particularly conspicuous when it comes to the younger generation.

Salary Trends• Total wages: Singapore’s rate of growth in total wages has decreased to 3.1% in 2016, from 4.9% in 2015. Most people

changing jobs have been targeting salaries that are at least 10% higher than what they earned in their previous positions, given that Singapore continues to be a sellers’ market for those seeking jobs as junior employees or specialists.

• Real wages in Singapore have been trending higher amid a situation where the government has released clear guidelines for productivity gains and higher wages. That trend is likely to persist going forward. The move toward higher wages is becoming more prevalent nationwide.

• Labour costs for employing foreign nationals have surged even more as a result of the government having raised the minimum salary companies must pay those granted the nation’s Employment Pass work visa.

• The number of job openings available to native Japanese speakers for mid-career positions has remained consistent with respect to both Japanese companies and other MNCs operating in Singapore. Whereas there tends to be a substantial range of salary levels in Singapore, the most common income category is that of those earning SGD 3,500 to SGD 7,000 per month (approx. JPY 300,000 to JPY 600,000). Also, although there tends to be relatively little difference in wages paid by Japanese companies in comparison with those furnished by other MNCs, there tends to be a substantial gap in health-welfare benefits and employee allowances.

• Although the number of Japanese language learners is not decreasing, young people are increasingly tending to study the language for purposes that involve hobbies and travel. Against that backdrop, wages paid to Japanese speakers have been surging given dwindling availability of experienced professionals who are capable of proficiently using Japanese in business settings.

• For fiscal 2017, starting salary offers made to recent national university graduates in the sciences have exceeded SGD 4,000 per month (approx. JPY 330,000). Graduates with degrees in liberal arts and humanities received offers in the SGD 3,000 range (approx. JPY 250,000), which is equivalent to or better than levels in Japan.

• Annual wages of factory workers average approximately SGD 40,000 (approx. JPY 3,300,000). Annual wages of shop assistants average approximately SGD 20,000 (approx. JPY 1,700,000).

• Statutory minimum wage: Singapore does not have a statutory minimum wage.


シンガポール


経済動向• 名目 GDP：3,058億米ドル。一人当たり名目 GDP：53,880米ドル（日本の 1.4倍）。実質 GDP成長率：2.5％。2.0％（2016年）。1.9％（2015年）。

• 消費者物価上昇率：0.9％。▲ 0.5％（2016年）。▲ 0.5％（2015年）。• 人口：568万人。外国人が 4割（1割の永住権保持者含む）。雇用者数：339万人。失業率：2.2％。2.1％（2016年）。• 外資系企業：優遇税制度を改定し高付加価値事業外資系企業の積極的な誘致を図っている。重点分野としてフィジカル・

サイエンス＆エンジニアリング、バイオメディカル・サイエンス、双方向デジタルメディアが指定され、当該分野への進出が目立ち高度人材が世界から集まっている。

• 日本商工会議所法人会員数：736社（2017年 1月）。日系企業数：約 2,000社。在住日本人 37,504名（2016年 10月）。• 政府は2017年から2018年にかけ7億シンガポールドル（以下「Sドル」）相当の公共事業の前倒し実施を発表しているが、

民間需要低迷の影響で建設業の雇用増加にまでは至っていない。

採用動向• 公用語は英語であり国際競争力が高い。労働人口のうち約半数が短大卒以上の学歴。社会人も高学歴者ほど資格取得や専

門知識、資格取得のための訓練を受けている割合が高く上昇志向が強い。大学進学者のうち海外留学者が約 4割を占め、海外生活・勤務にも抵抗が無い人材が多い。

• 景気減速感があるが求人や求職の動向で大きく落ち込んだ感触はない。• 半導体関連業界の需要が拡大し、特に装置、周辺部品関係での雇用ニーズは日系・外資とも増加傾向にある。• ITエンジニア不足が恒常化しており、外国人規制がそれに拍車をかけている。AI人材、データサイエンティストといっ

た旬な人材は ITメジャー企業を含めた争奪戦となっている。政府は「Smart Nation」プロジェクトを加速させ、国家戦略として ICTの充実に一層力を入れると発表。セキュリティーを中心として、IT分野での人材採用加熱は今後も継続すると思われる。

• 小売・飲食を中心とした一般消費者向け業界では新たな投資機会が乏しく雇用は増えていない。• 日系企業ではコア人材の現地化のため駐在員の後任に現地採用日本人および現地国籍社員の昇格や中途採用による補充を

行う企業が多い。ミドル以降の日本人の海外就職も一般化しつつある。日系統括会社では機能強化のために国際会計・財務・税務の専門家や法務担当者といった専門家の採用が増加している。

• 外国人就労規制：一層厳格化傾向にある。2016年頃からウォッチリストの運用が強化。これにより外国人は①専門性のある中高度人材、②若手やDependent Pass（配偶者ビザ）ホルダーといったジェネラリスト枠での2極化が進みつつある。

• Skills Futureといった能力支援制度のより一層の充実により、Singapore Core（シンガポール人を労働力の中心とする）政策の実現がより具体化しつつある。

• 労働者は上昇志向が強くジョブホップの傾向がある。特に若い世代ではその傾向が強い。SNS普及率が高く外資系・ローカル系企業による SNSを利用した採用活動も活発でありリテンション（離職抑制）には一層の注意が必要となってきている。ローカル社員が求めるものは収入以外にもワークライフバランスのための福利厚生制度、キャリアパスの明確化、肩書、リーダーシップのあるマネジメントなど多様である。

給与動向• 総賃金上昇率：3.1％（2016年）。4.9％（2015年）から低下。ただし若手や専門職のシンガポール人では売り手市場

が続いているため、転職者は最低 10％以上の給料上昇率を希望している場合がほとんどである。• 政府は明確に「生産性向上」と「賃金向上」の指針を出しており、実質賃金も増加傾向であり、今後も続く見込み。国全

体での賃金向上が顕著となってきている。• EP取得のための最低月給が 2017年 1月にも引き上げられ外国人の人件費がさらに高騰している。• 日本語ネイティブの中途採用は日系、外資系企業ともに募集数は安定している。給料水準は大きく幅があるものの 3,500

～ 7,000Sドル（30万円から 60万円相当）／月が最も多い層となる。外資系企業と日系企業の給与差は比較的小さいが福利厚生や手当での差が大きい。

• 日本語学習者の総数は減少していないが、趣味や旅行を学習目的としている若い世代が増えているという背景から、実際にビジネスで活用できる流暢さで職務経験のある人材は枯渇してきているため賃金も高騰している。

• 2017年度の国立大学卒業新卒給料では理系では 4,000Sドル（33万円相当）／月を越える初任給もオファーされる。文系でも 3,000Sドル（25万円相当）～と日本とは同等あるいはそれ以上である。

• 工場労働者賃金は 40千 Sドル（330万円相当）～／年程度。小売などの販売員賃金は 20千 Sドル（170万円相当）～／年程度。

• 法定最低賃金：制度自体が存在しない。

Sin

gapo

re


Back Office 管理部門

Accounting 経理職 (1K SGD=732USD)(Unit: Singapore dollar(000)/a year)

PositionJapanese Company MNC Local

Company

English Speaker Japanese Speaker

Japanese Native Speaker English Speaker English Speaker

Non-Managerial Level 非管理職級 44 - 63 47 - 63 53 - 68 36 - 80 30 - 80

Manager Level 課長級 68 - 95 68 - 95 74 - 100 54 - 100 48 - 100

Senior Manager Level 部長級 100 - 160 100 - 160 100 - 160 84 - 200 72 - 200

Director Level 役員級 160 - 260 160 - 260 160 - 260 168 - 350 110 - 250

Human Resources 人事職


Company



Recruiting 採用 53 - 68 53 - 84 58 - 84 60 - 75 54 - 70

Training & OD (Organisation Development) 教育研修・組織開発

53 - 68 53 - 84 58 - 84 60 - 75 54 - 70

C&B(Compensation & Benefits) 制度・給与社保

53 - 68 53 - 84 58 - 84 60 - 75 54 - 70




General Affairs 総務職


Company



Secretary/PA/Admin 秘書・アシスタント・総務庶務 32 - 76 38 - 82 50 - 82 42 - 80 32 - 80

Sin

gapo

re


Sin

gapo

reBanking and Financial Services 金融業界

Sales 営業職 (1K SGD=732USD)(Unit: Singapore dollar(000)/a year)


Company



Retail Salesリテール営業 40 - 90 40 - 90 74 - 158 40 - 150 74 - 150

Corporate Sales事業法人営業 40 - 150 40 - 150 84 - 210 40 - 200 84 - 200




Specialists 金融系専門職


Company



M&A Adviser 合併／買収 60 - 250 60 - 250 105 - 315 150 - 350 150 - 350

Fund Manager ファンドマネージャー 150 - 400 150 - 400 125 - 380 120 - 400 120 - 400

Risk Management リスク管理 120 - 160 120 - 160 160 - 210 60 - 250 60 - 250

Private Equity プライベートエクイティ 60 - 250 60 - 250 125 - 315 120 - 360 120 - 300





Sin

gapo

re

Specialists コンシューマーグッズ系専門職


Company



Product Manager/Brand Manager プロダクトマネージャー／ブランドマネージャー

63 - 125 77 - 125 65 - 125 66 - 130 54 - 120

MD (Merchandiser) マーチャンダイザー 63 - 125 63 - 125 63 - 125 36 - 130 30 - 120

Buyer 購買 63 - 84 74 - 95 54 - 95 32 - 90 30 - 90




Consumer Goods コンシューマーグッズ業界



Company








Sin

gapo

reHealthcare ヘルスケア業界



Company



MR (Medical Representative) 医薬情報担当者 42 - 79 42 - 79 48 - 84 42 - 90 36 - 90

Medical Devices Sales 医療機器営業 42 - 79 42 - 79 48 - 84 50 - 90 38 - 90




Specialists ヘルスケア系専門職


Company



CRC (Clinical Research Coordinator) 治験コーディネーター

68 - 125 68 - 125 68 - 125 84 - 125 84 - 120

CRA (Clinical Research Associate) 臨床開発モニター～プロジェクトマネージャー

68 - 125 68 - 125 68 - 125 84 - 125 84 - 120

Medical Affairs 薬事申請 68 - 125 68 - 125 48 - 125 84 - 125 84 - 120

Clinical Data Manager データマネジメント 68 - 125 68 - 125 48 - 125 84 - 125 84 - 120





Sin

gapo

re Information Technology IT業界



Company







Specialists IT系専門職


Company



IT Consultant ITコンサルタント 54 - 72 54 - 72 65 - 130 60 - 120 54 - 120

Project Manager プロジェクトマネージャー 60 - 170 60 - 170 78 - 145 72 - 170 96 - 150

System Engineer SE 42 - 72 42 - 72 58 - 104 50 - 100 42 - 100

Technical Support テクニカルサポート 42 - 56 42 - 56 48 - 91 60 - 100 40 - 100

Network Engineer ネットワークエンジニア 42 - 72 42 - 72 65 - 105 60 - 150 40 - 150





Sin

gapo

reManufacturing 製造業界



Company



Overseas Sales 海外営業 80 - 100 63 - 84 43 - 65 80 - 100 80 - 100

Domestic Sales 国内営業 63 - 84 63 - 84 43 - 65 68 - 85 63 - 80

Trading 商社（工業系） 63 - 84 63 - 84 43 - 65 68 - 85 63 - 80




Specialists マニュファクチュアリング系専門職


Company



QC/QA (Quality Control) 品質管理・品質保証 63 - 79 63 - 79 52 - 120 63 - 79 45 - 75

Service Engineer サービスエンジニア 63 - 79 63 - 79 52 - 120 70 - 79 50 - 75

Sales Engineer セールスエンジニア 63 - 79 63 - 79 52 - 120 60 - 79 50 - 75

Application Engineer アプリケーションエンジニア 63 - 79 63 - 79 52 - 120 63 - 79 50 - 75

Plant Engineer プラントエンジニア 63 - 79 63 - 79 52 - 120 63 - 85 63 - 80

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 63 - 84 63 - 84 52 - 120 70 - 85 63 - 80

Construction Manager / Civil Engineer 施工管理（建築・土木）

63 - 79 63 - 79 60 - 125 63 - 79 63 - 75




Service Industry サービス業界

Sales 営業職


Company








MalaysiaM

alay

sia

[Market Overview]

Economic Trends• Nominal GDP: USD 310 billion; Real GDP growth rate: 5.4%, 4.2% (2016), 5.0% (2015)• Per capita GDP: Exceeded USD 10,000 in 2011, and has been hovering around that amount since then• Consumer price inflation: 3.8%, 2.1% (2016), 2.1% (2015)• Inbound foreign direct investment: In 2016, foreign direct investment in Malaysia increased by 24.6%, which was the

second consecutive year-on-year increase. Direct investment from Japan decreased by 61.0%, which was the first downturn in two years, while investment from China and Hong Kong increased 7-fold. As such, Japan ranked fifth among foreign direct investors in Malaysia, dropping from its second-place ranking previously.

• Total population: 32 million; Ethnicities: 67% Malay (Bumiputera), 25% Chinese, 7% Indian• Workforce: 14.54 million; Unemployment: 3.4%, 3.5% (2016)• Malaysia’s large foreign workforce has become essential to business in the nation. It consists of both documented and

undocumented workers employed in areas such as manufacturing, restaurant services, construction and plantation agriculture. In 2016, the Malaysian government announced that it was suspending new recruitment of foreign workers, which led to bankruptcies of some manufacturing sector enterprises due to production stoppages and other negative economic consequences. Although many Malaysian businesses have attempted to hire local citizens to fill those positions, many of the openings have ultimately remained unfilled because so-called “3D” jobs (dangerous, dirty and demanding) are shunned by much of the Malaysian population. Many employers have also asserted that foreign workers tend to be more productive than Malaysian nationals.

Recruiting Trends• Language and education: Malaysians who have a high school education or above are normally capable of using English in

daily conversation. English competency tends to be higher in Malaysia’s urban areas. Many Malaysians in recent years have completed studies at a university, junior college, technical college or other such institution.

• Malaysia’s labour turnover rate stands at around 15% annually. Reasons given for changing jobs include “better career opportunities” and “higher salary,” as cited by 30% of respondents in a survey conducted by JAC.

• It is crucial that those handling recruitment take an approach with respect to candidates that includes presenting salary offers above previous levels and devoting time during interviews to clearly explaining details such as their company vision, potential career paths, job descriptions, terms and conditions of employment, work locations and organisational specifics. Moreover, it is important that employers continue to share such information on a regular basis after hiring employees. Those doing the hiring need to act quickly when it comes to selecting quality professionals, which in part means promptly interviewing short-listed candidates, rather than procrastinating when it comes to making job placement decisions.

• Upon hiring Malaysian employees, both Japanese companies and other MNCs operating in Malaysia have increasingly been putting skills of such individuals to use in other countries besides Malaysia, and also providing such employees with training back in the enterprise home country in hopes that they will become candidates for executive positions down the road. Companies are increasingly hiring Malaysian nationals who have taken part in international studies for positions as engineers, chemists and other employment.

• The number of listings for managerial class positions (starting at 8,000 MYR per month) has increased by roughly 15% in comparison with such job openings last year. Companies have been showing a great deal of interest in job seekers particularly in the fields of accounting (consolidated accounts and drafting medium-term business plans), human resources (performance assessment schemes and personnel planning), production, quality control and overseas sales.

• Malaysia’s Employer Mandatory Commitment (EMC) requirements with respect to hiring of foreign nationals are slated to take effect in January 2018.

Salary Trends• Salaries in Malaysia have been climbing by about 5% per year on average. Meanwhile, companies have been increasing

salaries across the board, including those offered to recent graduates, amid a scenario of rising consumer prices in the wake of the 2015 introduction of the nation’s goods and services tax. However, actual pay rises vary, ranging from nil to as much as 20%, because companies in Malaysia decide rates of salary increase for individual staff members on the basis of employee evaluations.

• The rate of salary growth among staff of Japanese companies in Malaysia has remained relatively steady, having increased by 5.2% in 2016, according to a survey of actual wages conducted by the Japanese Chamber of Trade & Industry, Malaysia (JACTIM). However, that rate of growth is expected to slow to 4.5% in 2017 due to a sense of economic uncertainty going forward.

• Base salary offers being made to attract candidates in Malaysia who speak Japanese have been rising year upon year, due to strong demand for such employees from Japanese companies and other such firms amid a scenario marked by dwindling supply of such talent given that the number of professionals in Malaysia who have graduated from Japanese universities has been decreasing over the years. There have also been many instances where MNCs and other firms aiming to expand business with Japanese entities have successfully lured away Japanese nationals and other Japanese speaking employees by offering them higher salaries.

• In Malaysia’s rural areas, consumer prices are slightly lower and living expenses including housing costs are also lower than KL. Even so, regional differences in salary levels are relatively small when it comes to white collar talent, particularly salaries for middle-management positions and above, because companies have come under pressure to raise wages amid a growing lack of high calibre professionals who have particular skills in areas such as production planning, quality assurance, personnel planning and consolidated accounting.

• Annual salaries of university graduates normally range from around MYR 30,000 to MYR 40,000 (approx. JPY 800,000 to JPY 1,050,000).

• Annual salaries of public servants start at around MYR 24,000 (approx. JPY 650,000), yet tend to vary depending on the actual occupation.

• Annual salaries of factory workers and shop assistants amount to approximately MYR 20,000 (approx. JPY 550,000).• Statutory minimum wage: The Malaysian government is set to revise the minimum wage again in 2018, this is the second

time since it was introduced in 2013. As such, the government is considering the prospect of substantially increasing it to MYR 1,500 per month (approx. JPY 40,000), from the current level of MYR 1,000 per month (approx. JPY 27,000) in Peninsular Malaysia (West Malaysia) and MYR 920 per month (approx. JPY 25,000) in East Malaysia.


マレーシア


経済動向• 名目 GDP：3,098億米ドル。実質 GDP成長率：5.4％。4.2％（2016年）。5.0％（2015年）。• 一人当たり GDP：2011年に 10,000米ドルを超え、以降 10,000米ドル前後で推移。• 消費者物価上昇率：3.8％。2.1％（2016年）。2.1％（2015年）。• 対内直接投資：2016年の対内直接投資額は+24.6％増と前年に引き続き増加した。日本からの直接投資は▲ 61.0％と

2年ぶりに減少した一方、中国や香港からの投資は 7倍に増加し、日本の順位は前年の 2位から 5位に低下した。• 総人口：3,208万人。民族：マレー（ブミプトラ）67％、中華 25％、インド 7％。• 雇用者数：1,454万人。失業率：3.4％。3.5％（2016年）。• 製造、レストラン、建設、プランテーションなどでは外国人労働者（合法・違法）が数多く働いており、事業運営上

必要不可欠な状況。2016年に政府が外国人労働者の新規受入凍結を発表し、一部製造業で生産停止で倒産に至るなど影響は小さくない。多くの企業ではマレーシア人雇用にシフトするも、マレーシア人は 3D（Dangerous、Dirty、Demanding―日本でいう 3K）を嫌い、代替が十分には進んでいない。また生産効率も外国人労働者の方が高いとの声が多い。そのため製造業では FA（Factory Automation）による生産性向上に取り組む企業が増えている。

採用動向• 言語・教育：高卒以上の人材は通常最低でも英語での日常会話が可能なレベル。都市部ほど英語が通用する。民族によっ

て差があるものの、最近では大学や短大、専門学校等を修了する人は多い。• 離職率：15％程度。JAC調べでは転職理由は「より良いキャリアの機会」「より良い給与」が各 3割ずつである。• 日本人・日本語スピーカー：ここ数年新規進出日系企業も再び増加してきているため求人は増えている。ただし日本人へ

の英語力や職務経験などの要求水準は高度化してきている。ホワイトカラー外国人向けビザの難易度は横ばいである。• 高騰が続いている人件費は企業の大きな経営課題になっている。そのため単発的な人員補充ではなく、長期的視野での人

材戦略に取り組む企業が増えてきており、例年以上に質を厳選し、時間をかけ採用活動を行っている傾向がある。結果、経験年数が長くとも転職回数が多い求職者が書類選考で落ちるなど、求職者への要求水準は例年より高くなって来ている。

• 前給を上回る給与額を提示したり、会社のビジョンやキャリアパス、仕事内容、諸条件、勤務地、組織を面接時に具体的に伝え、採用後も本人と普段からこれらを共有することが大切である。良質人材に対しては無駄に決定を先延ばしにせず早期に最終決定者が面談を行うなど、選考の迅速な対応に留意する必要がある。

• 日系・外資系企業ともにマレーシア人を採用の上マレーシア国外で活用、もしくは本国で研修の上将来の幹部候補として養成するケースが増加してきている。留学経験のあるマレー系（エンジニア、ケミストなど）、英語・中国語、場合によっては日本語も堪能な中華系（営業、事業開発、マーケティングなど）で採用例が増えている。

• マネージャークラス（8,000リンギット～／月）の求人が前年と比べ 15％程度増加している。特に経理（連結や中期計画策定）・人事（評価制度や人事企画）、生産・品質管理、海外営業の分野で引き合いが強まっている。

• 2018年 1月から外国人雇用管理に関する EMC（Employer Mandatory Commitment）が実施される予定である。• その他マレーシアにおける「日系企業が抱える人事課題」や「人材採用の留意点」など、人材戦略・課題については適宜

Websiteに掲載しているので参照されたい。（http://www.jac-recruitment.my/japanese/archive.php）

給与動向• 毎年平均的に 5％程度の昇給が行われている。特に 2015年の消費税（GST）導入以降の物価上昇に伴い、新卒を含め全

体的に給与額が底上げされている。査定で個人の昇給率を決定するため、実際には昇給率は 0～ 15％までばらついている。• マレーシア日本人商工会議所（JACTIM）の賃金実態調査では、日系企業の 2016年のスタッフの昇給率は 5.2％でほぼ

横ばいだった。しかし景気の先行不透明感から、2017年の昇給率は 4.5％と鈍化すると見込まれている。• 日本語スピーカーは、日本の大学を卒業する人材自体が年々減少し供給が細ってきているため、日系企業などからの高い

需要により、オファーされる基本給は年々上昇している。当地の日系企業との取引拡大を狙う外資系企業などから日本人や日本語スピーカーが高給で引き抜かれることも多い。

• 地方は生活費は低い一方で、特定スキル（例えば生産計画、品質保証、人事企画、連結決算など）を持つた優秀な人材の希少度は高まり、給与上昇圧力があるため、ホワイトカラー、特に中間管理職以上では地域による給与差は比較的小さい。

• 大学新卒給与は、通常 30～ 40千リンギット（80～ 105万円相当）／年程度である。• 公務員は、職種により大きく給与額が異なるが、24千リンギット（65万円相当）／年程度以上である。• 工場労働者・店員の給与は 20千リンギット（55万円相当）／年程度である。• 法定最低賃金：2013年の制度導入後 2回目の改訂が 2018年に予定されており、半島マレーシア（西マレーシア）で 1,000

リンギット（2.7万円相当）／月、東マレーシアで 920リンギット（2.5万円相当）／月から、1,500リンギット／月（4万円相当）への大幅引き上げが検討されている。

Mal

aysi

a



Accounting 経理職 (1K MYR=235USD)(Unit: Malaysian Ringgit(000)/a year)


Company









Company



Recruiting 採用 60 - 85 60 - 90 75 - 100 65 - 125 65 - 115


60 - 95 60 - 90 75 - 125 65 - 125 65 - 115

C&B (Compensation & Benefits) 制度・給与社保

60 - 95 60 - 90 75 - 125 65 - 125 65 - 115






Company





Senior Manager Level 部長級 120 - 160 N/A 120 - 180 150 - 220 110 - 180

Director Level 役員級 150 - 300 N/A 144 - 240 200 - 320 150 - 300

Mal

aysi

a


Banking and Financial Services 金融業界

Sales 営業職 (1K MYR=235USD)(Unit: Malaysian Ringgit(000)/a year)


Company



Retail Sales リテール営業 55 - 70 N/A N/A 50 - 75 50 - 65

Corporate Sales 事業法人営業 60 - 90 60 - 100 70 - 150 50 - 90 50 - 70






Company



M&A Adviser 合併／買収 125 - 190 N/A N/A 145 - 230 105 - 180

Fund Manager ファンドマネージャー 210 - 380 N/A N/A 210 - 450 210 - 380

Risk Management リスク管理 85 - 125 105 - 125 N/A 105 - 160 85 - 145

Private Equity プライベートエクイティ 160 - 295 190 - 295 N/A 190 - 345 160 - 315

Manager Level 課長級 110 - 160 125 - 190 N/A 125 - 190 85 - 160

Senior Manager Level 部長級 160 - 255 160 - 265 N/A 190 - 295 160 - 230

Director Level 役員級 210 - 380 N/A N/A 210 - 440 210 - 370

Mal

aysi

a

Business Process Outsourcing ビジネスプロセスアウトソーシング業界

BPO Centre BPO系専門職

PositionJapanese Company/MNC Local

Company

Japanese Speaker

Japanese Native Speaker

Other Language Speaker English Speaker English Speaker

Customer Service Agent オペレーター 40 - 80 75 - 90 40 - 80 30 - 45 25 - 35

IT Helpdesk/Technical Support ITヘルプデスク／テクニカルサポート 50 - 100 75 - 105 40 - 90 40 - 55 30 - 45

Trainer トレーナー 80 - 110 90 - 125 N/A 65 - 90 65 - 125

Supervisor スーパーバイザー 90 - 120 100 - 150 N/A 80 - 95 75 - 145



Director Level 役員級 215 - 360 190 - 380 N/A 210 - 380 190 - 370


Healthcare ヘルスケア業界

Sales 営業職


Company



MR (Medical Representative) 医薬情報担当者 50 - 90 65 - 125 N/A 55 - 105 50 - 105








Company







Mal

aysi

a


PositionJapanese Company MNC Local Company

English Speaker Japanese Speaker English Speaker English Speaker


65 - 125 65 - 130 75 - 180 75 - 180

MD(Merchandiser) マーチャンダイザー 65 - 105 65 - 105 65 - 105 65 - 105

Buyer 購買 50 - 80 40 - 70 65 - 105 65 - 105

Manager Level 課長級 105 - 160 85 - 160 135 - 190 120 - 150

Senior Manager Level 部長級 160 - 230 170 - 240 180 - 240 150 - 210

Director Level 役員級 190 - 380 240 - 380 240 - 380 265 - 380


Mal

aysi

aSpecialists ヘルスケア系専門職 (1K MYR=235USD)(Unit: Malaysian Ringgit(000)/a year)

PositionJapanese Company MNC Local Company

English Speaker English Speaker English Speaker

Non-Managerial Level 非管理職級 45 - 75 75 - 105 75 - 105

Manager Level 課長級 125 - 190 145 - 200 124 - 145

Senior Manager Level 部長級 160 - 265 190 - 265 145 - 190

Director Level 役員級 190 - 370 210 - 380 180 - 315

Information Technology IT業界

Sales 営業職


Company









Company



Pre Salesプリセールス 55 - 75 55 - 110 90 - 125 70 - 100 65 - 80










Manufacturing 製造業界



Company



Overseas Sales 海外営業 N/A 55 - 140 85 - 125 65 - 125 65 - 125





Mal

aysi

a



Company



QC/QA (Quality Control) 品質管理・品質保証 45 - 85 45 - 110 95 - 190 50 - 100 45 - 100

Service Engineer サービスエンジニア 45 - 80 45 - 110 75 - 150 50 - 100 45 - 100

Sales Engineer セールスエンジニア 45 - 80 45 - 110 75 - 150 50 - 80 45 - 75

Application Engineer アプリケーションエンジニア 45 - 80 45 - 90 95 - 150 50 - 80 45 - 75

Plant Engineer プラントエンジニア 45 - 100 45 - 110 95 - 215 50 - 100 45 - 100

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 45 - 85 45 - 100 85 - 145 50 - 125 45 - 125


45 - 100 60 - 150 95 - 215 55 - 145 50 - 180








Company







Shared Service Centre シェアードサービスセンター業界

SSC SSC系専門職

PositionJapanese Company/MNC Local

Company

Japanese Speaker

Japanese Native Speaker

Other LanguageSpeaker English Speaker English Speaker

Financial Analyst(AP/AR) 売掛／買掛担当 55 - 85 65 - 90 40 - 85 55 - 85 55 - 80

General Ledger 総勘定元帳担当 60 - 90 70 - 90 55 - 90 55 - 100 55 - 95

IT Technical Support ITテクニカルサポート 50 - 100 65 - 125 50 - 100 40 - 65 30 - 55

Customer Service 顧客窓口 50 - 80 65 - 90 40 - 84 50 - 80 40 - 60

Administrative/Support事務／サポート 40 - 60 65 - 90 40 - 80 50 - 80 40 - 70

Supervisor スーパーバイザー 90 - 120 100 - 125 82 - 110 80 - 125 75 - 105



Director Level 役員級 215 - 350 190 - 350 N/A 230 - 380 210 - 370

Trading 商社業界

Sales 営業職


Company



Sales Coordinator営業事務／サポート 40 - 55 45 - 55 65 - 90 45 - 55 45 - 55

Non-Managerial Level非管理職級 40 - 65 45 - 100 70 - 125 45 - 80 45 - 80

Manager Level課長級 105 - 125 105 - 130 95 - 150 100 - 190 100 - 170

Senior Manager Level部長級 160 - 265 160 - 210 120 - 225 180 - 265 180 - 250

Director Level役員級 210 - 380 210 - 380 190 - 380 240 - 385 230 - 335

Mal

aysi

a


IndonesiaIn

done

sia

[Market Overview]

Economic Trends• Nominal GDP: USD 1,011 billion; Real GDP growth rate: 5.2%, 5.0% (2016), 4.9% (2015)• Consumer price inflation: 4.0%, 3.5% (2016), 6.4% (2015)• Inbound foreign direct investment: Foreign direct investment in Indonesia decreased by 1.1% in 2016, but increased by

1% in over the months January to March 2017. Singapore was Indonesia’s top source of FDI, followed by Japan.• Japan is Indonesia’s top export market, and third largest supplier of its imports.• Japanese nationals: Some 19,312 Japanese nationals live in Indonesia, which is an increase of 4.6% over the previous

year (as of October 2016).• Total population: 262 million, fourth most populated nation in the world; Workforce: 120 million; Unemployment: 5.4%,

5.6% (2016) Recruiting Trends• Education: Indonesia currently ranks near the bottom in Southeast Asia with respect to rates of higher education.• Indonesian (Bahasa Indonesia) is the nation’s official language. The supply of Japanese-speaking job candidates in

Indonesia has failed to keep pace with strong market demands. Additionally large companies are finding it difficult to provide English language support within headquarters, and language proficiency of expatriate employees at SMEs tends to be low. The current supply of Japanese nationals has also been decreasing as Japan’s economy slowly improves.

• Regulations governing employment of foreign nationals: The number of foreign workers in Indonesia has been decreasing as a result of increasingly stringent employment policies. The government has become somewhat lenient with respect to granting visas to white collar foreign nationals including those from Japan, even with its very stringent employment policies implemented around 2015. However, the long-term trend in this regard involves an increasingly rigorous regulatory environment.

• Indonesia is becoming more of a sellers’ market in terms of recruitment. As such, people in Indonesia have been changing jobs at an accelerating rate. Executive level employees show seemingly little hesitation when it comes to seeking other employment, even after a period of only one to two years subsequent to having previously changed jobs. Meanwhile, people in Indonesia tend to be very interested in opportunities for salary increases and career advancement. Job candidates in Indonesia tend to focus on: (1) company reputations, (2) salary packages and office environments, (3) bonuses and commission schemes, and (4) level of commitment from the company.

• Overall, although there has been a tendency for MNCs to localise operations by shifting to greater numbers of Indonesian nationals in place of high-cost expatriate employees, growth in the local workforce has been lagging behind demand. In addition, demand is high among Japanese firms in Indonesia seeking to recruit locally hired Japanese nationals. Meanwhile, many foreign consumer goods manufacturers in Indonesia have been employing Indian nationals, and there has also been a growing demand for professionals who specialise in automating factory processes.

• Entities involved in e-commerce, e-learning, fintech and other such areas of business have been actively recruiting employees, amid a scenario where that sector of the economy continues gaining support from the Indonesian government and attracting investment from large Indonesian conglomerates and overseas sources.

• There have also been a growing number of job offers from companies involved in infrastructure, construction, real estate and other such areas of business now that infrastructure projects enlisting government involvement are beginning to move forward.

• There has been strong demand for C-level executives and other top-level managers who are capable of multitasking with respect to single-handedly overseeing numerous fields of business.

Salary Trends• Employee salaries in Indonesia have been increasing by around 10% on average. That trend is likely to continue

throughout 2018 as well.• Nowadays, Indonesian companies have the capacity to offer job candidates high salaries relative to levels paid by European

and U.S. MNCs operating there.• By industry, salary levels remain high in the petroleum, gas and energy sectors, followed by telecommunications. In

e-commerce industry, salaries are high but also tend to vary substantially. Many candidates from other industries seek employment in the e-commerce sector, lured by the possibilities of upbeat workplace environments and decent salaries.

• Generally speaking, salary offers made to those considering a career move have remained in a range of around 10% to 20% higher than previous amounts. In addition, it is becoming more difficult to recruit employees in Indonesia given that candidates for positions tend to be wary about the prospect of changing jobs due to the negative state of the economy. There have even been salary offers that amount to a doubling of the candidate’s annual income for key positions in foreign IT firms that are newly entering the Indonesian market. Moreover, candidates are beginning to place greater focus on annual salaries, as well as monthly incomes.

• • On a per-region basis, there is a 20% to 30% difference between salaries paid with respect to management-level sales positions in Jakarta and those in the suburbs of Bekasi and Karawang. There is a further 10% to 20% difference between such positions in Jakarta and those in Surabaya.

• Annual salaries of public servants range from approximately IDR 30 million to IDR 60 million (approx. JPY 250,000 to JPY 500,000). However, they also receive health insurance and numerous other fringe benefits. Annual base salaries of factory workers and shop assistants range from approximately IDR 400 million to IDR 500 million (approx. JPY 350,000 to JPY 400,000).

• At the end of 2015, a formula for calculating statutory minimum wage increases on the basis of certain benchmarks went into effect. In 2017, the minimum wage in Jakarta was raised by 8.25% to IDR 3.4 million per month (approx. JPY 29,000).


インドネシア


経済動向• 名目 GDP：10,109億米ドル。実質 GDP成長率：5.2％。5.0％（2016年）。4.9％（2015年）。• 消費者物価上昇率：4.0％。3.5％（2016年）。6.4％（2015年）。• 対内直接投資額：2016年は▲ 1.1％。2017年 1～ 3月は+1％。投資元の首位はシンガポールで日本からは 2位。• 日本はインドネシアの輸出先として 3位、輸入先として 3位である。• 日本人：前年比+4.6％の 19,312人（2016年 10月）が在住。• 総人口：2.6億人、世界 4位。雇用者数：1.2億人。失業率：5.4％。5.6％（2016年）。

採用動向• 教育：現状の高等教育への進学率は東南アジアで最低に近い。• 公用語はインドネシア語。大手企業では本社側の英語対応が難しく、また中小企業では駐在員の語学力が低いため、日本

語人材へのニーズは強いが、候補者供給が追い付いていない。日本人の供給も日本の景気上昇に伴い減少している。• 外国人就労規制：厳格化により外国人労働者は減少傾向にある。非常に厳しかった 2015年頃に比べれば日本人を含む外

国人ホワイトカラーへのビザの状況はやや甘くなっているが長期的には厳格化の傾向である。• 売り手市場化が進んでいる。転職のスピードも早い。転職後 1～ 2年で次の仕事を考えるなど、エグゼクティブレベルで

も転職への躊躇がない。収入アップおよびキャリアアップへの興味が強い。①企業評判、②給与パッケージとオフィス環境、③ボーナス・コミッション制度、④会社からのコミットメント―が採用には重要である。

• 全体としては、外資系企業は高コストの駐在員からインドネシア人への現地化を進める傾向であるが、現地人材の成長が追い付いていない。日系企業では現地採用日本人へのニーズが高い。欧米系消費財メーカーではインド人も多い。工場のオートメーション化対応への人材需要も高まっている。

• eコマース、eラーニング、Fintechなどへは国を挙げ支援しており国内大手財閥、海外からの投資も続き、採用も活発である。

• 国が力を入れるインフラプロジェクトも進み始め、インフラ、建設、不動産などからの求人依頼も伸びている。• CXOなどのエグゼクティブ人材は一人が多事業分野を見るマルチタスク人材への高いニーズが相次いだ。

給与動向• 平均的な雇用者の給与上昇率は年 10％程度。2018年も同レベルと見込んでいる。• 現在のインドネシア企業は欧米系外資系企業と比較しても高い給与で雇用する力がある。• 業種別では、石油、ガス、エネルギー業界の給与は依然最高水準であり、これらに通信業界が続く。eコマースの給与も

最高水準である。eコマースには安定したサラリーレンジが無く、極めてブレが大きい。楽しい環境と良い給与を得るため、異業種からも多くの人が eコマースでの仕事を求めている。

• 転職時には前給の 10～ 30％増程度のオファーが一般的である。不況により候補者が転職に慎重になっているため採用難易度が上昇している面もある。また外資系 ITの新規参入ではキーパーソンには年収倍増のオファーもある。候補者は月収だけでなく年収も重視し始めている。

• 地域別では、営業職の課長レベルで比べた場合、ジャカルタと近郊のブカシ・カラワンとの間では、2-3割の給与差がある。スラバヤとの間ではさらに 1-2割の差がある。

• 公務員給与は、30～ 60百万ルピア（25～ 50万円相当）／年程度である。ただし公務員には健康保険その他の多くのフリンジベネフィットがある。工場労働者・店員の基本給は 40～ 50百万ルピア（35～ 40万円相当）／年程度。

• 法定最低賃金上昇の基準値の算定式を 2015年末に制定。ジャカルタでは 2017年は 8.25％上昇し、3.4百万ルピア（2.9万円相当）／月となった。

Indo

nesi

a



Accounting 経理職 (1M IDR=74USD)(Unit: Indonesian Rupiah(000,000)/a year)


Company

Local Staff English Speaker

Japanese Speaker

JapaneseNative Speaker

English Speaker

English Speaker

Non-Managerial Level 非管理職級 80 - 110 120 - 150 140 - 170 360 - 480 100 - 170 90 - 170

Manager Level 課長級 160 - 250 150 - 360 250 - 340 360 - 610 260 - 500 260 - 490

Senior Manager Level 部長級 260 - 340 360 - 510 420 - 510 610 - 970 460 - 780 460 - 720

Director Level 役員級 510 - 680 510 - 1,020 680 - 1,020 970 - 1,820 1,000 - 2,600 860 - 2,600



Company


Japanese Speaker


English Speaker

English Speaker

Recruiting 採用 100 - 140 120 - 150 140 - 170 300 - 360 170 - 340 170 - 340


100 - 140 120 - 150 140 - 170 300 - 360 170 - 340 170 - 340


100 - 140 120 - 150 140 - 170 300 - 360 170 - 420 170 - 420



Director Level 役員級 510 - 680 680 - 850 680 - 850 610 - 1,210 980 - 2,600 850 - 2,600



Company


Japanese Speaker


English Speaker

English Speaker

Secretary/PA/Admin 秘書・アシスタント・総務庶務 60 - 70 70 - 250 70 - 260 250 - 640 70 - 360 70 - 220

Indo

nesi

a



Sales 営業職 (1M IDR=74USD)(Unit: Indonesian Rupiah(000,000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker

Retail Sales リテール営業 70 - 100 100 - 140 110 - 140 360 - 480 70 - 170 70 - 140

Corporate Sales 事業法人営業 70 - 100 100 - 140 110 - 140 360 - 480 170 - 420 170 - 420



Director Level 役員級 1,020 - 1,380 1,020 - 1,380 1,020 - 1,380 610 - 1,210 980 - 2,600 980 - 2,600



Company


Japanese Speaker


English Speaker

English Speaker

M&A Adviser 合併／買収 170 - 340 170 - 340 170 - 340 360 - 610 300 - 420 300 - 420

Fund Manager ファンドマネージャー 170 - 250 250 - 340 340 - 420 360 - 610 300 - 430 300 - 420

Risk Management リスク管理 170 - 250 340 - 420 420 - 510 360 - 610 120 - 420 120 - 420


Senior Manager Level 部長級 250 - 350 340 - 510 420 - 510 360 - 610 510 - 1,020 420 - 1,020

Director Level 役員級 1,020 - 1,380 1,020 - 1,380 1,020 - 1,380 610 - 1,210 1,020 - 2,600 1,020 - 2,600


Sales 営業職


Company


Japanese Speaker


English Speaker

English Speaker

Domestic Corporate Sales 国内法人営業 70 - 100 90 - 120 140 - 170 360 - 610 170 - 420 170 - 420

Overseas Sales 海外営業 N/A 250 - 340 340 - 420 360 - 610 170 - 420 170 - 420




Indo

nesi

a


Indo

nesi

a


Sales 営業職


Company


Japanese Speaker


English Speaker

English Speaker

MR (Medical Representative) 医薬情報担当者 30 - 40 N/A N/A 330 - 550 60 - 140 60 - 140

Medical Devices Sales 医療機器営業 90 - 120 140 - 170 140 - 200 360 - 610 60 - 200 60 - 200




Specialists ヘルスケア系専門職


Company


Japanese Speaker


English Speaker

English Speaker






Specialists コンシューマーグッズ系専門職 (1M IDR=74USD)(Unit: Indonesian Rupiah(000,000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker


170 - 250 420 - 510 510 - 580 330 - 610 340 - 510 340 - 440

MD (Merchandiser) マーチャンダイザー 170 - 250 250 - 340 340 - 420 360 - 610 170 - 340 170 - 340

Public Relations ピーアール 120 - 170 170 - 250 250 - 340 360 - 610 170 - 340 170 - 340

Buyer 購買 90 - 120 170 - 250 250 - 350 360 - 610 140 - 310 140 - 310





Indo

nesi

aInformation Technology IT業界



Company


Japanese Speaker


English Speaker

English Speaker



Senior Manager Level 部長級 410 - 510 590 - 680 590 - 680 610 - 1,050 510 - 1,020 510 - 1,020

Director Level 役員級 1,020 - 1,380 1,020 - 1,380 1,020 - 1,380 1,050 - 2,000 1,020 - 2,600 1,020 - 2,600



Company


Japanese Speaker


English Speaker

English Speaker

IT Consultant ITコンサルタント 160 - 190 170 - 250 170 - 250 360 - 480 170 - 410 170 - 410

Project Manager プロジェクトマネージャー 250 - 330 410 - 510 590 - 680 360 - 480 330 - 850 340 - 510

System Engineer SE 170 - 250 250 - 340 250 - 340 360 - 480 170 - 410 170 - 410

Technical Support テクニカルサポート 170 - 250 250 - 340 250 - 340 360 - 480 160 - 410 170 - 410

Network Engineer ネットワークエンジニア 170 - 250 250 - 340 250 - 340 360 - 480 160 - 410 170 - 410



Director Level 役員級 1,020 - 1,270 1,020 - 1,270 1,020 - 1,270 1,020 - 1,760 1,020 - 2,600 1,020 - 2,600


Indo

nesi

aManufacturing 製造業界



Company


Japanese Speaker


English Speaker

English Speaker

Overseas Sales 海外営業 N/A N/A N/A 360 - 480 140 - 310 120 - 280

Domestic Sales 国内営業 100 - 140 170 - 250 170 - 340 360 - 480 140 - 260 120 - 280

Trading 商社（工業系） 90 - 170 110 - 140 140 - 170 360 - 480 200 - 340 200 - 340



Director Level 役員級 510 - 680 680 - 850 680 - 850 970 - 1,210 1,020 - 2,040 1,020 - 1,380



Company


Japanese Speaker


English Speaker

English Speaker

QC/QA (Quality Control) 品質管理・品質保証 100 - 130 120 - 150 120 - 150 360 - 480 100 - 150 100 - 140

Service Engineer サービスエンジニア 100 - 130 140 - 170 170 - 250 360 - 480 100 - 170 100 - 140

Sales Engineer セールスエンジニア 100 - 140 110 - 170 170 - 250 360 - 480 100 - 170 100 - 140

Application Engineer アプリケーションエンジニア 100 - 140 140 - 170 170 - 250 360 - 480 100 - 170 100 - 140

Plant Engineer プラントエンジニア 100 - 140 140 - 170 170 - 250 360 - 480 100 - 170 100 - 140

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 100 - 140 140 - 170 170 - 250 360 - 480 100 - 170 100 - 140


100 - 140 140 - 170 170 - 250 360 - 480 100 - 170 100 - 140



Director Level 役員級 510 - 680 680 - 850 680 - 850 970 - 1,210 1,020 - 2,000 1,020 - 3,400


I

ndon

esiaService Industry サービス業界



Company


Japanese Speaker


English Speaker

English Speaker




Director Level 役員級 510 - 680 1,020 - 1,380 1,020 - 1,380 610 - 1,210 1,020 - 2,000 1,020 - 2,000


ThailandTh

aila

nd

[Market Overview]

Economic Trends• Nominal GDP: USD 438 billion; Real GDP growth rate: 3.7%, 3.2% (2016), 2.9% (2015)• Consumer price inflation: 0.6%, 0.2% (2016), -0.9% (2015)• MNCs: Although domestic demand remains stagnant due to a sombre national mood in the aftermath of King Bhumibol

Adulyadej’s passing in October 2016, the nation has generated favourable export results underpinned by a stable global economy. If such trends continue, Thailand’s rate of growth is likely to rebound to around 4%. Meanwhile, companies in Thailand are pursuing all types of business-to-consumer (B2C) ventures targeting the nation’s growing middle class. In 2016, new foreign direct investment in Thailand nearly doubled, having increased by 96%. Investment has been particularly strong in the automotive industry and other segments of the manufacturing sector, as well as in the services sector. Japan is Thailand’s top source of FDI.

• Recently, wages in Thailand overall have been rising sharply. As a result, Thailand has been gaining greater focus as a manufacturing centre for high-tech industry, while operations involving labour-intensive processes and industries have been migrating to neighbouring countries.

• Total population: 69 million; Workforce: 39.97 million; Unemployment: 0.7%, 0.8% (2016), 0.9% (2015) Recruiting Trends• Education: Although Thailand’s education standards have been improving over the last ten years, the average level of

education among people in the business realm remains fairly low in comparison with that of those in developed nations. Meanwhile, the university enrolment rate is approximately 1.5 times higher for women than for men.

• Languages: Thailand has the 2nd highest number of Japanese language learners in Southeast Asia after Indonesia and ranks 7th worldwide. However, fewer people study Japanese in comparison with those learning English (the ratio of English speakers to Japanese speakers among JAC’s candidates is 4:1). People throughout the nation generally use the Thai language.

• Gender-based inequality in Thailand is diminishing with respect to the job hierarchies, and some 32% of managerial positions are held by women, in comparison with 13% in Japan and 44% in the United States (Japan Institute for Labour Policy and Training (JILPT), data from 2015).

• Japanese nationals: The number of Japanese nationals residing in Thailand currently stands at 70,337 people, and is continuing to rise (includes all members of family units, as of October 2015). The situation has remained unchanged over the last several years in terms of difficulties associated with arranging employment visas for white-collar foreign nationals.

• The market for career changers in Thailand has been very much in favour of the seller, yet is still unpredictable. For instance, the nation’s unemployment rate has come to exceed 1% in 2017, and there have been corporate restructurings and other such negative developments not previously encountered during the upbeat period of 2012 to 2013.

• Japanese companies in Thailand have been seeing their Japanese business counterparts move to localise operations. As such, an increasing number of job listings are being placed by such companies which now find that they must replace current managerial-class sales personnel with host-country nationals.

• Companies need to have close contact with the Thai people, and should strive to gain an understanding of the Thai way of thinking (such as with respect to the 3Ss and the concept of “kreng jai”). Meanwhile, the so-called “highly obedient group mind-set” prevalent in Japanese companies does not readily take hold in Thailand. Whereas employment packages are often the deciding factor in a candidate’s acceptance of a job offer, companies in Thailand still need to ensure that employees are satisfied with the content of their work and their workplace relationships upon being hired.

Salary Trends• Salaries in Thailand had been increasing at a rate of 5% to 6% year after year, followed by a slower pace of around 4% to

5% in 2015 and 2016 due to a sluggish economy. This trend is expected to continue in to 2018 as well.• SMEs make up the bulk of Japanese companies newly setting up operations in Thailand, and as such roughly half of the

expatriates assigned to such firms lack English speaking ability. Consequently, demand continues to be particularly strong for candidates who speak Japanese, which has caused salaries of such employees to remain at high levels irrespective of business conditions. Salaries of those who have obtained level two of the Japanese Language Proficiency Test vary widely, ranging from THB 25,000 to THB 50,000 (approx. JPY 85,000 to JPY 170,000) per month. Meanwhile, some candidates refuse to take jobs in areas far from Bangkok, unless they receive special offers in terms of salaries and benefits.

• Salaries of white-collar employees in Chonburi Province generally tend to be around 10% higher than equivalent positions in Bangkok, given that the province has the tightest labour market in Thailand. Conversely, salaries in Ayutthaya Province generally tend to be around 5% lower than those in Bangkok.

• Demand has been strong for recruitment of Japanese nationals and others who speak Japanese, particularly among MNCs in Thailand hoping to expand business with Japanese companies operating there. As such, there have been cases where such individuals have attracted high salary offers, such as salaries of THB 150,000 per month (approx. JPY 500,000).

• Annual salaries of public servants range from THB 200,000 to THB 600,000 (approx. JPY 700,000 to JPY 2,050,000). Annual salaries of factory workers amount to approximately THB 200,000 (approx. JPY 700,000).

• Beginning in July 2017, the statutory minimum wage for the Bangkok area is THB 310 per day (approx. JPY 1,050),


タイ


経済動向• 名目 GDP：4,378億米ドル。実質 GDP成長率：3.7％。3.2％（2016年）。2.9％（2015年）。• 消費者物価上昇率：0.6％。0.2％（2016年）。▲ 0.9％（2015年）。• 外資系企業：2016年 10月の国王崩御による自粛ムードにより以前からの内需停滞が続いたが、世界経済の安定を背景

に輸出は比較的好調であり、このままいけば成長率は 4％近くに回復すると見込まれている。増加する中間層をターゲットにあらゆる BtoCビジネスが進出中。対内直接投資（新規申請）額は 2016年は+96％と倍増。自動車産業を中心とする製造業に加えサービス業などでも投資が目立つ。投資元の首位は日本である。

• 最近はタイ全体の傾向として賃金が高騰してきているため、生産拠点としてはハイテク産業に重点化し労働集約型のプロセスや産業は周辺国へ移転する傾向にある。

• 総人口：6,910万人。雇用者数：3,997万人。失業率：0.7％。0.8％（2016年）。0.9％（2015年）。

採用動向• 教育：教育水準はここ 10年で急速に向上しているものの、ビジネスパーソンの平均的レベルは先進国と比較するとまだ

低い。なお、女性の大学進学率は男性の大学進学率より 1.5倍程度高い。• 言語：日本語学習者数は東南アジアではインドネシアに次いで 2位（世界 7位）と多い。しかし英語に比べると日本語を

勉強している人はかなり少ない（JAC登録者においても英語スピーカー 4：日本語スピーカー 1）。現地では基本的にタイ語が用いられている。

• 男女間での性別による地位の差は小さい。タイでは管理的職業における女性が占める割合が 32％（日本 13％、アメリカ44％）である（2015年基準。JILPT）。

• 日本人：在タイの日本人は常に増加傾向で、現在は 70,337人（同居家族等含む）（2015年 10月現在）である。外国人ホワイトカラーのビザ取得の難易度はここ数年特に変化はない。

• 転職市場は慢性的な売り手市場ではあるものの、2017年は失業率は 1％を上回る数字で推移し、リストラなど 2012年～ 2013年の好況時にはみられなかった現象も発生しており予断を許さない状況である。

• 日系企業では、取引先の日系企業で現地化が進んでいるため、営業担当（マネージャークラス）を現地人材に切り替えたい（切り替えざるを得ない）という背景での求人が増えている模様である。

• タイ人のメンタリティ（3S+グレンチャイ）を理解して接する必要がある。日本人の体育会系文化を持ち込むのは非常に難しい。採用時の条件は待遇が決め手であるが、採用後は仕事内容や人間関係でも満足させる必要がある。

給与動向• 給与は毎年 5～ 6％上昇していたが、2015年～ 2017年は景気停滞気味で 4～ 5％程度に少し減速しており、2018年

も同様の見込みである。• 日系企業の新規進出は主に中小企業であるため、英語を話さない駐在員の赴任が約半数を占める。その結果、特に日本語

スピーカーは需要が依然として強く、給与も景気と関係なく高止まりしている。日本語能力試験 2級（N2）で 25千バーツ（5万円相当）／月から 5万バーツ（17万円相当）／月程度まで幅広い。バンコクから遠いエリアであれば、多少特別な処遇がないと勤務してもらえない事もある。

• ホワイトカラーでは、バンコクから東の海岸部であるチョンブリ県が人材が一番逼迫しており、同じ仕事でも給与はバンコクの 1割程度高い傾向。逆にアユタヤ県であればバンコクの 5％程度低い傾向がある。

• タイの日系企業との取引拡大を狙う外資系企業などからの日本人、日本語スピーカーへの採用需要も強く、15万バーツ（50万円相当）／月などの高給でのオファーも見られる。

• 公務員給与：200～600千バーツ（70～205万円相当）／年程度である。工場労働者の給与は200千バーツ（70万円相当）／年程度である。店員の給与は 150千バーツ（50万円相当）／年程度である。

• 法定最低賃金：310バーツ（1,050円相当）／日（バンコク他）（2017年 1月～）。

Thai

land



Accounting 経理職 (1K THB=30USD)(Unit: Thai Baht(000)/a year)

PositionJapanese Company MNC

English Speaker Japanese Speaker Japanese Native Speaker English Speaker

Non-Managerial Level 非管理職級 310 - 700 N/A 940 - 1,040 370 - 700

Manager Level 課長級 620 - 1,250 N/A 1,250 - 1,560 750 - 1,250

Senior Manager Level 部長級 1,250 - 2,300 N/A 1,250 - 1,870 2,000 - 2,500

Director Level 役員級 1,800 - 3,800 1,800 - 3,800 2,200 - 2,600 2,400 - 4,700




Non-Managerial Level 非管理職級 280 - 620 390 - 780 730 - 1,000 370 - 620

Manager Level 課長級 620 - 1,250 620 - 1,560 1,040 - 1,460 810 - 1,250

Senior Manager Level 部長級 1,250 - 2,200 1,250 - 2,300 1,250 - 1,870 1,770 - 2,500





Secretary/PA/Admin 秘書・アシスタント・総務庶務 280 - 700 390 - 780 730 - 1,000 370 - 810

Thai

land



Sales 営業職 (1K THB=30USD)(Unit: Thai Baht(000)/a year)



Non-Managerial Level 非管理職級 360 - 870 470 - 1,140 940 - 1,090 440 - 870

Manager Level 課長級 620 - 1,560 1,090 - 1,460 1,250 - 2,200 750 - 1,560




Sales 営業職











1,000 - 1,560 1,250 - 1,560 1,090 - 1,870 1,000 - 1,560

Thai

land


Thai

land Information Technology IT業界





Manager Level 課長級 620 - 950 940 - 1,560 940 - 1,770 750 - 1,250






Programmer Staff Level プログラマー（スタッフレベル） 390 - 660 470 - 730 730 - 830 360 - 660

Programmer Senior Level プログラマー（シニアレベル） 580 - 950 580 - 1,140 800 - 870 750 - 1,000

Bridge Engineer ブリッジエンジニア N/A 440 - 1,140 780 - 870 N/A

Project Manager プロジェクトマネージャー 730 - 1,460 870 - 1,770 1,090 - 1,870 1,000 - 1,460

System Engineer SE 440 - 1,040 440 - 1,140 940 - 1,250 440 - 1,040

Manager Level 課長級 1,000 - 1,350 1,090 - 1,350 990 - 1,250 1,000 - 1,350




Thai

landManufacturing 製造業界




Overseas Sales 海外営業 360 - 600 450 - 900 780 - 990 370 - 620

Domestic Sales 国内営業 360 - 600 450 - 900 780 - 990 370 - 620

Manager Level 課長級 600 - 1,350 600 - 1,350 830 - 1,040 620 - 1,400






QC/QA (Quality Control) 品質管理・品質保証 310 - 860 580 - 1,460 940 - 2,030 370 - 860

Service Engineer サービスエンジニア 310 - 620 580 - 1,460 940 - 1,560 370 - 620

Sales Engineer セールスエンジニア 340 - 1,010 580 - 1,460 880 - 1,660 370 - 1,250

Mechanical Engineer 機械エンジニア 390 - 1,010 580 - 1,460 880 - 2,340 370 - 1,010

Design Engineer デザインエンジニア 390 - 1,090 580 - 1,460 940 - 1,560 370 - 1,090

Field Engineer フィールドエンジニア 310 - 620 580 - 1,460 870 - 1,560 370 - 750

Civil Engineer 施工管理エンジニア 340 - 870 580 - 1,460 1,250 - 1,980 370 - 870

Maintenance Engineer メンテナンスエンジニア 310 - 720 580 - 1,460 1,250 - 1,980 370 - 750

Electrical Engineer 電気エンジニア 390 - 1,010 580 - 1,460 870 - 1,980 370 - 1,010





Thai

land Service Industry サービス業界




Non-Managerial Level 非管理職級 310 - 620 470 - 1,090 780 - 1,020 440 - 620

Manager Level 課長級 580 - 1,020 780 - 1,400 800 - 1,140 750 - 1,250




Thai

landTrading/Logistics Circles 貿易／物流業界






Senior Manager Level 部長級 870 - 2,200 1,020 - 2,200 1,460 - 2,100 1,620 - 2,400



VietnamVie

tnam

[Market Overview]

Economic Trends• Nominal GDP: USD 216 billion; Real GDP growth rate: 6.3%, 6.2% (2016), 6.7% (2015); Exports from Vietnam have been

favourable and the nation has achieved a high rate of growth, amid a scenario of slowing trade worldwide.• Consumer price inflation: 4.4%, 2.7% (2016), 0.6% (2015)• Inbound foreign direct investment: Foreign direct investment in Vietnam decreased by 7.2% in 2016. Meanwhile,

investment from Japan increased by 39.2%, making it the second largest investor in Vietnam, after South Korea.• Total population: 94 million; Workforce: 56.31 million; Unemployment: 2.3%; The rate of unemployment remains low, in

contrast to 2011 and earlier years during which it topped 4%.• Vietnam’s packaging industry is expected to develop rapidly in the realms of food products, agricultural and biologically-

sound packaging, which is in step with the worldwide trend towards “clean and green” products. Meanwhile, the nation’s citizens are rapidly becoming more aware of issues involving air pollution, environmental protection and achieving higher living standards. As such, over the next several years the industry is likely to place greater focus on packing in relation to additive-free foods and other “clean” food products, protection of health, organic products and safety.

• The component parts sector has been growing as the number of large MNCs increases in Vietnam. For instance, companies that make cameras and such components achieved growth as a result of Apple making investment in the nation. This sector is bound to expand substantially in 2018.

• Vietnam’s construction industry has been growing amid nationwide increases in outlays for infrastructure investment used to build housing, buildings, bridges and other projects.

Recruiting Trends• MNCs generally aspire to keep costs low in Vietnam, which often results in a gap between salary expectations of

Vietnamese nationals and those actually offered by companies.• Japanese companies: Many Japanese firms have been forging ahead in making investment in Vietnam. This has particularly

been the case with companies involved in retail and information technology, and those in real estate who are partnering with major local corporations in developing luxury apartments. There have been many job listings for Japanese nationals in sales positions.

• Japanese nationals and Japanese language speakers: Companies are tending to hire locally based Japanese nationals and other Japanese speakers for management positions as a means of cutting cost. As such, there has been growing demand particularly for locally based Japanese nationals and other people who speak Japanese.

• Regulations governing employment of foreign nationals: Employing foreign nationals in Vietnam is becoming increasingly complex in part due to a growing amount of paperwork required for making such arrangements. Because the government prefers that companies employ local citizens, the nation will probably tend to become more stringent with respect hiring foreign nationals.

• Languages: English proficiency tends to be a primary job requirement among both MNCs and Japanese companies operating in Vietnam. In addition, Japanese language proficiency is also often listed as a job requirement. Meanwhile, the literacy rate in Vietnam stands at 93%.

• European and U.S. MNCs operating in Vietnam are increasingly attracted to the notion of employing host country talent, and have been providing more training opportunities to their local managers.

• From the perspective of candidate recruitment and employee retention, it is important to be aware that many employees in Vietnam tend to seek career-change opportunities using Facebook and other social networking services that are rapidly gaining in popularity.

Salary Trends• Rates of salary increase in Vietnam range around 7% to 14%. Meanwhile, salaries have been rising sharply in fields

attracting intensive recruitment demand. Rates of salary increase are particularly high in fields such as IT, trading company operations and production technology.

• MNCs in Vietnam tend to pay higher salaries than their Japanese counterparts, and substantially reward outstanding job performance.

• When changing jobs, talented managers in Vietnam tend to receive salaries at around 25% higher than their previous salaries on average. Meanwhile, salary increases on an individual basis tend to be much higher than the rate of inflation, and range from 10% to 30%, depending on occupation, industry, size of company and job position.

• Employees of MNCs in Vietnam who speak Japanese often take on roles that include liaising with non-English-speaking Japanese expatriates and helping to expand business with Japanese companies operating there. Such individuals tend to earn high salaries, and many are assigned to positions that involve manager assistance, human resources, administration and other such duties.

• There is an active market for white-collar job seekers in the business-oriented city of Ho Chi Minh, where salaries for such professionals tend to be around 10% to 20% higher than those on offer in the capital city of Hanoi. Consequently, citizens have increasingly been relocating from the north to the south in pursuit of high salaries. On the other hand, Japanese nationals tend to draw higher salaries in Hanoi than in Ho Chi Minh City, due to there being greater difficulties with respect to recruitment in Hanoi.

• Salaries in Vietnam are often set in U.S. Dollars. Figures for Vietnam presented in the tables of this document are also provided in USD. Salary ranges tend to be at international norms with respect to occupations that involve handling global operations particularly entailing sophisticated sales expertise.

• • Annual salaries of civil servants are approximately USD 4,000 (approx. JPY 450,000). Annual base salaries of factory workers are approximately USD 5,000 (approx. JPY 550,000). Annual base salaries of shop assistants range from approximately USD 2,000 to USD 3,000 (approx. JPY 200,000 to JPY 350,000).

• Statutory minimum wage: Vietnam’s rate of minimum wage growth for 2018 is expected to be 6.5% on average, which amounts to 0.8 of a percentage point less of an increase than in the previous year. The minimum wage ranges from VND 3.98 million per month (approx. JPY 20,000) which is the amount in Region 1 (Hanoi, Ho Chi Minh City, Hai Phong, etc.), to VND 2.76 million per month (approx. JPY 14,000) which is the amount in region 4.


ベトナム


経済動向• 名目 GDP：2,160億米ドル。実質 GDP成長率：6.3％。6.2％（2016年）。6.7％（2015年）。世界の貿易が減速する

中、輸出が好調であり、世界の中でも高い成長率となっている。• 消費者物価上昇率：4.4％。2.7％（2016年）。0.6％（2015年）。• 対内直接投資：2016年の対内直接投資額は▲ 7.2％と減少した。日本からの投資は+39.2％と増加し韓国に次いで 2位。• 総人口：9,364万人。雇用者数：5,631万人。失業率：2.3％。4％超の 2011年までに比べ低い水準が続く。• 包装産業（食品、農業、バイオ）の発展は速いと予想される。これは「クリーン＆グリーン」の世界トレンドと合致する。

大気汚染、環境保護、生活水準向上に対して急速に認識が高まりつつある。無添加等のクリーン食品、健康保護、有機、安全に関する産業は今後数年間とても注目されると予想される。

• 大手外資系企業が増加した結果、部品産業が成長している。例として、アップルが投資した結果、カメラや部品を作る企業が成長した。これは 2018年に強く増える傾向である。

• 住居、ビル、橋などのインフラ投資は全土で拡大しており、建設業が発展している。

採用動向• 外資系企業はベトナムに対し低コストを期待しており、ベトナム人からの給与の期待とオファーされる実際の額にはしば

しばギャップが発生している。• 日系企業：多くの日系企業が投資を進めている。特に小売、IT、不動産（高級アパートの開発を地場大手企業と協力）な

どである。求人には日本人のセールスポジションなどが多い。• 日本人・日本語スピーカー：日本企業がコスト削減の一環としてマネジメントの現地化を追求する傾向にある。そのため、

日本人、日本語スピーカー、その他への需要が増加している。• 外国人雇用規制：一部で必要書類が増えるなど複雑化が進んでいる。政府は国民の雇用を優先しており、さらに厳しい方

向に動く可能性がある。• 言語：外資系企業や日系企業での採用要件となる中心は英語である。日本語もよく求められる。識字率は 93％である。• 欧米系外資系企業はローカル管理職の研修機会を増やしており、現地人材への魅力を高めている。• 急速に普及が進んでいる Facebookなどの SNSで転職活動をすることも多く、採用・リテンション上注意が必要である。

給与動向• 給与上昇率は 7～ 14％程度。求人需要が集中している領域で急速に上昇している。IT、商社、生産技術などの領域での

上昇率が特に高い。• 外資系は日系より給与が高く、また傑出した成果への報酬が大きい。• 優秀な中間管理職の転職時の平均給与上昇額は 25％程度である。個別にはインフレ率程度から非常に高い上昇幅まで幅が

ある。職種・業種・規模・職位にもよるが 10～ 30％上昇する傾向である。• 外資系企業の日本語スピーカーは英語を話せない日本人との調整や日系市場の拡大などの役割。給与レベルも高い傾向が

ある。アシスタント、HR、アドミなどに多い。• 商業都市ホーチミンシティではホワイトカラーの転職活動も活発で、その給与は首都ハノイで同じ仕事をする場合に比べ

て 1-2割程度高い傾向がある。これにより、高い給与を求めて北部から南部へ来る市民が増えている。ただし日本人に関してはハノイの方が採用難のため給与が高い。

• 給与は米ドル建で決められることも多い。本冊子のベトナムの表も米ドル表示である。高度な営業などのグローバルなポジションは国際的な給与レンジが適用される傾向がある。

• 公務員給与は 4,000米ドル（45万円相当）／年程度である。工場労働者の基本給は 5,000米ドル（55万円相当）／年程度である。店員の基本給は 2,000～ 3,000米ドル（20～ 35万円相当）／年程度である。

• 法定最低賃金：2018年の最低賃金上昇率は平均6.5％と、前年より0.8ポイント低下する見込。地域1（ハノイ、ホーチミン、ハイフォン等）：3.98百万ドン（2万円相当）／月～地域 4：2.76百万ドン（1.4万円相当）／月。

Vie

tnam



Accounting 経理職 (Unit: US dollar(000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker


Manager Level 課長級 N/A 14 - 18 23 - 25 32 - 34 13 - 18 11 - 14

Senior Manager Level 部長級 N/A 21 - 25 29 - 32 40 - 46 32 - 35 22 - 25

Director Level 役員級 N/A 28 - 37 34 - 46 46 - 57 36 - 42 29 - 34



Company



Recruiting 採用 6 - 7 10 - 11 22 - 24 9 - 10 7 - 8


6 - 7 10 - 11 22 - 24 9 - 10 7 - 8


6 - 7 10 - 11 22 - 24 9 - 10 7 - 8






Company


Japanese Speaker


English Speaker

English Speaker

Secretary/PA/Admin 秘書・アシスタント・総務庶務 N/A 7 - 9 8 - 10 14 - 17 7 - 10 7 - 8

Vie

tnam




Company


Japanese Speaker


English Speaker

English Speaker

M&A Adviser 合併／買収 21 - 29 46 - 69 46 - 69 57 - 80 41 - 69 28 - 55

Fund Manager ファンドマネージャー 21 - 29 46 - 80 69 - 92 92 - 115 48 - 82 39 - 65

Risk Management リスク管理 21 - 29 46 - 80 69 - 92 92 - 115 48 - 82 39 - 65

Private Equity プライベートエクイティ 21 - 29 46 - 80 69 - 92 92 - 115 48 - 82 39 - 65




Vie

tnamBanking and Financial Services 金融業界

Sales 営業職 (Unit: US dollar(000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker

Retail Sales リテール営業 5 - 6 7 - 9 14 - 17 18 - 20 10 - 15 9 - 13

Corporate Sales 事業法人営業 5 - 6 9 - 11 14 - 17 21 - 23 11 - 17 10 - 15





Vie

tnam



Company


Japanese Speaker


English Speaker

English Speaker


5 - 6 12 - 17 5 - 6 17 - 18 13 - 20 10 - 16

MD (Merchandiser) マーチャンダイザー 5 - 6 12 - 17 10 - 12 17 - 18 10 - 18 9 - 14

Buyer 購買 7 - 8 8 - 9 8 - 10 17 - 18 10 - 16 9 - 13







Company


Japanese Speaker


English Speaker

English Speaker






Vie

tnamInformation Technology IT業界



Company


Japanese Speaker


English Speaker

English Speaker







Company





System Engineer (Web) SE（Web系） 12 - 13 17 - 18 31 - 37 16 - 18 5 - 15

System Engineer (Open System) SE（オープン系）

7 - 8 17 - 18 31 - 37 10 - 12 3 - 9







Vie

tnam Manufacturing 製造業界



Company





Trading 商社（工業系） 10 - 11 17 - 23 36 - 38 17 - 21 14 - 17






Company


Japanese Speaker


English Speaker

English Speaker

QC/QA (Quality Control) 品質管理・品質保証 6 - 7 7 - 8 8 - 9 22 - 24 10 - 12 7 - 10

Service Engineer サービスエンジニア N/A 9 - 10 11 - 12 22 - 24 11 - 21 7 - 11

Sales Engineer セールスエンジニア N/A 9 - 10 11 - 12 22 - 24 11 - 21 7 - 11

Application Engineer アプリケーションエンジニア N/A 9 - 10 13 - 14 29 - 29 14 - 21 11 - 17

Plant Engineer プラントエンジニア N/A 9 - 10 13 - 14 23 - 29 10 - 17 7 - 11

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 N/A 9 - 10 13 - 14 23 - 29 10 - 14 8 - 12


N/A 10 - 11 14 - 15 29 - 40 14 - 21 13 - 17








Company







Vie

tnam


Hong KongH

ong

Kong

[Market Overview]

Economic Trends• Nominal GDP: USD 334 billion; Real GDP growth rate: 3.5%, 2.0% (2016)• Consumer price inflation: 2.0 %, 2.6% (2016), 3.0% (2015)• Total population: 7.43 million; Workforce: 3.72 million; Unemployment: 2.6%• Direct investment from Japan: Whereas FDI from Japan decreased by 36.6% in 2016, there has been active investment

in the services sector. The number of Japanese companies in Hong Kong has surpassed the number of U.S. companies in Hong Kong. Consequently, Japan now has more MNCs in Hong Kong than any other nation for the first time in two years.

• Hong Kong has been attracting greater numbers of businesses catering to high-net-worth individuals, such as those engaged in private banking and selling luxury consumer goods. The territory’s low corporate tax rate has also been attracting firms involved in information technology and consulting which are able to operate with relatively thin workforces. On the other hand, there have been cases where companies engaged in low margin business involving retailing, apparel and restaurant services have had no choice but to withdraw from Hong Kong or otherwise move away from the city centre due to soaring costs of commercial real estate and the territory’s deteriorating economic environment.

• Many MNCs in Hong Kong that serve the consumer market continue advancing into the territory with the aim of initially becoming well known there, and subsequently entering markets in mainland China.

Recruiting Trends• MNCs: Chinese-owned companies have been successively entering the Hong Kong market and hiring top talent away from

European, U.S. and Japanese firms by offering attractive employment packages to such professionals. However, that hiring momentum has died down somewhat since 2016, as a result of these companies having already hired considerable numbers of such employees in 2014 and 2015. In addition, fewer employees are being lured away from European and U.S. Companies recently. Still, Chinese-owned IT companies listed on the stock exchange and conglomerates have access to seemingly inexhaustible financial resources. In addition, the number of MNC employees in Hong Kong who were born in mainland China continues to rise, at an even faster pace than in the previous year.

• Demand for the employment of Hong Kong locals has remained strong, and recruitment for positions in the financial, luxury goods, fast-moving consumer goods (FMCG), and food industries has been robust. On the other hand, hiring has been on a downward trend in the manufacturing sector and among trading companies, partially because many such firms have been moving their sales offices to mainland China.

• There has been continual demand for recruitment in Hong Kong with respect to firms aiming to bolster their back office operations, particularly among companies in Hong Kong aiming to strengthen business operations geared to the Chinese mainland, along with the many others that position their Asian head offices in Hong Kong given the territory’s trendiness and favourable climate.

• Japanese companies: Few Japanese firms have been actively expanding their workforces in Hong Kong as increasing numbers of such companies continue to shift their sales operations to mainland China (South China) due to Hong Kong’s rising labour costs and real estate prices. As such, Japanese companies overall have largely been opting to either maintain the status quo with recruitment or even scale back hiring. Going forward, Japanese operations in Hong Kong are likely to function primarily as centres for corporate administration and procurement as this trend continues unabated. Around 70% to 80% of local staff recruitment by Japanese companies in Hong Kong involves filling vacant job positions with junior employees. In addition to that, such companies are hiring employees needed for handling new operations and shifting to more host country nationals to expand operations serving the local market and to take on managerial positions. When it comes to recruiting Japanese nationals, Japanese companies are increasingly hiring candidates who will act as managers of Hong Kong operations in the future, specialists, and employees who do not need support for arranging work visas.

• Regulations governing employment of foreign nationals: Standards for obtaining work permits have become more stringent in Hong Kong. For instance, companies are tending to employ fewer Japanese nationals because making arrangements to hire those takes in excess of two months. Instead, companies mainly tend to hire locals who can speak Japanese for positions that require Japanese language ability. Moreover, Japanese companies have also been curbing their local recruitment of Japanese nationals for positions in Hong Kong as they push forward with workforce localisation efforts. Meanwhile, Japanese language speakers tend to have a strong preference for employment opportunities with Japanese companies operating in Hong Kong.

• Retention rates of younger staff members who have been with companies for less than three years has been particularly low in Hong Kong, given that they tend to readily change jobs when offered even slightly better employment packages. Many companies have attempted to address such retention issues by pursuing initiatives beyond employment packages, through efforts that have included establishing training programs and creating comfortable, homelike workplace environments. However, such measures for the most part have not been successful.

Salary Trends• Rates of salary increase in Hong Kong normally amount to around 4% to 5%, but salary growth declined to the 3% range

at the beginning of 2017 due to a sluggish economy. However, there have been cases of some companies in construction, real estate and those with healthy business results raising salaries by 10% to 20%. For instance, rates of salary growth have been high in fields where labour is in short supply, such as IT and luxury consumer goods. Moreover, wage increases amounting to as much as 10% are not uncommon with respect to companies in the restaurant and services industries where there is also a shortage of workers. Meanwhile, rates of salary growth have been diverging when it comes to rank-and-file staff members and white-collar employees, with top performers receiving pay hikes that are 3% to 5% higher than those given to ordinary workers. On the other hand, in 2015 many banks cut their bonuses by more than half amid a downturn in earnings particularly in the banking and financial services industry. Meanwhile, rates of salary growth have been high among Chinese companies that have been setting up offices in Hong Kong.

• Annual salaries of civil servants range from approximately HKD 240,000 to HKD 360,000 (approx. JPY 3.5 million to JPY 5.3 million).

• Annual base salaries of factory workers are approximately HKD 200,000 (approx. JPY 2.9 million).• Annual base salaries of shop assistants are approximately HKD 150,000 (approx. JPY 2.1 million).• The statutory minimum wage is HKD 34.5 per hour as of May 2017 (approx. JPY 505), which is 6.2% higher than it was

years ago.


香港


経済動向• 名目 GDP：3,341億米ドル。実質 GDP成長率：3.5％。2.0%（2016年）。• 消費者物価上昇率：2.0％。2.6％（2016年）。3.0％（2015年）。• 総人口：743万人。雇用者数：372万人。失業率：2.6％。• 日本からの直接投資：▲ 36.6％と減少（2016年）。サービス業の投資が活発。日系企業拠点数は米国系企業を抜いて 2

年ぶりに首位に（2016年）。• 個人富裕層向けビジネス（プライベートバンキングや高級消費財）は拡大中である。法人税が低いため、少ない人数でサー

ビスを展開する IT、コンサルティング系企業が今もなお進出してきている。一方単価の安いリテール、アパレル、レストラン系企業は家賃の高騰と経済環境の悪化により香港から撤退や中心街からの移動を余儀なくされた例もある。

• 香港で有名になり中国進出を目指したい消費者向け事業の外資系企業の進出は依然多い。

採用動向• 外資系企業：中国系企業の進出が相次いでおり、欧米系や日系企業から好待遇で優秀な人材を引き抜いている。ただし

2014年、2015年に相当引き抜いた結果、2016年以降は勢いは若干弱まった。欧米系からの引き抜きは最近は少ない。しかし中国系の上場 IT企業やコングロマリットの資金力は衰えを知らない。また中国本土出身の人材の増加傾向は 1年前に比べてさらに加速している。

• 香港人の需要も引き続き強い。金融、ラグジュアリー、FMCG、食品業界は堅調に採用している。製造業や商社は営業拠点の中国本土移転等で採用は減少傾向にある。

• 中国本土向け事業を強化したい企業や、四季があり流行に敏感な香港にアジア統括拠点を置く企業も多く、そのような企業での管理部門強化採用は恒常的に続いている。

• 日系企業：人件費や不動産価格の上昇の影響を受け、中国（華南地域）に営業部門を移す企業が以前と同様に増加しており香港で積極的に増員を行う企業は少ない。採用は全体的に現状維持か縮小傾向にある。今後もその傾向は変わらず、管理や調達拠点機能が期待される。現地スタッフの採用は若手社員の欠員補充が 7～ 8割程度で、他には新事業要員確保や現地マーケット向け部門の拡大、管理職の現地化などがあり、日本人については将来の香港拠点長候補や専門職、ビザサポート不要者の採用ケースが増加している。

• 言語：ビジネス上は英語が通用する。中国語の中では北京語の重要性が増大傾向にある。• 外国人就労規制：就労許可の基準は若干厳格化した。採用に 2 ヶ月以上かかるため日本人を採用するケースは減少傾向に

ある。日本語が必要な場合は現地人の日本語スピーカーの採用が主である。また日系企業も人材の現地化を促進しており日本人現地採用を抑制している。日本語スピーカーは日系企業を志望する傾向が強い。

• 人材紹介会社の使用が一般的。• リテンション（離職抑制）については特に入社 3年未満程度の若手の定着率が極めて低い。少しでも待遇が良い企業があ

るとすぐに転職をしてしまう。待遇以外で教育体制を整えたりアットホームな雰囲気を作ったりと対策する企業も多いが決定的な解決には至ることは基本的にない。

給与動向• 給与上昇率は通常は 4～ 5％程度であるが、経済低迷により 2017年初の昇給率は 3％台に低下した。ただし金融、一部

の建築、不動産や業績の良い企業は 10～ 20％上昇する事例もある。人手不足の IT、高級消費財なども昇給率が高い。人手不足の外食・サービス業等は 10％昇給も珍しくない。スタッフレベル、ワーカーレベルは 3～ 5％程度で優秀人材と普通人材で二極化している。金融業界などは業績悪化でボーナスも 2015年の半分以下という銀行も多い。中国系企業は香港へのオフィス設立を進めており昇給率は高い。

• 公務員給与は 240～ 360千香港ドル（350～ 525万円相当）／年程度である。• 工場労働者の基本給は 200千香港ドル（290万円相当）／年程度である。店員の基本給は 150千香港ドル（220万円相

当）／年程度である。• 法定最低賃金は 34.5香港ドル（505円相当）／時（2017年 5月～）。2年前より 6.2％上昇。

Hon

g Ko

ng



Accounting 経理職 (1K HKD=128USD)(Unit: Hong Kong dollar(000)/a year)


Company

English Speaker JapaneseSpeaker




Senior Manager Level 部長級 520 - 1,030 520 - 1,030 520 - 1,030 620 - 1,240 520 - 1,030

Director Level 役員級 820 - 2,100 820 - 2,100 820 - 2,100 1,030 - 3,100 720 - 2,100



Company



Recruiting 採用 210 - 370 210 - 370 260 - 370 250 - 490 210 - 490

Training & OD(Organisation Development) 教育研修・組織開発

230 - 490 230 - 490 260 - 490 310 - 620 260 - 620


230 - 490 230 - 490 260 - 490 310 - 620 310 - 620






Company




Hon

g Ko

ng



Sales 営業職 (1K HKD=128USD)(Unit: Hong Kong dollar(000)/a year)


Company



Retail Sales リテール営業 310 - 1,550 310 - 1,550 310 - 1,550 410 - 3,100 310 - 2,100

Corporate Sales 事業法人営業 410 - 3,100 410 - 3,100 410 - 3,100 410 - 5,200 310 - 4,100

Manager Level 課長級 520 - 1,030 520 - 1,030 520 - 1,030 620 - 2,100 520 - 1,550

Senior Manager Level 部長級 820 - 2,100 820 - 2,100 820 - 2,100 1,550 - 3,100 870 - 1,850

Director Level 役員級 1,240 - 5,200 1,240 - 3,100 1,240 - 3,100 2,100 - 6,200 1,240 - 5,200



Company



M&A Adviser 合併／買収 720 - 5,200 620 - 5,200 620 - 5,200 820 - 8,200 720 - 8,200

Fund Manager ファンドマネージャー 720 - 3,100 720 - 3,100 720 - 3,100 720 - 5,200 620 - 5,200

Risk Management リスク管理 410 - 1,550 410 - 1,550 410 - 1,550 410 - 2,100 410 - 1,550

Private Equity プライベートエクイティ 620 - 4,100 620 - 4,100 620 - 4,100 620 - 4,100 620 - 1,850

Manager Level 課長級 870 - 2,100 870 - 2,100 870 - 2,100 870 - 2,500 870 - 2,500

Senior Manager Level 部長級 1,240 - 4,100 1,240 - 4,100 1,240 - 4,100 1,550 - 5,200 1,240 - 4,100

Director Level 役員級 1,850 - 6,200 1,850 - 6,200 1,850 - 6,200 3,100 - 10,300 1,850 - 6,200

Hon

g Ko

ng


Hon

g Ko

ng Consumer Goods コンシューマーグッズ業界



Company



Domestic Corporate Sales 国内法人営業 210 - 370 210 - 370 260 - 370 210 - 370 190 - 370







Company




370 - 870 370 - 870 370 - 870 370 - 990 370 - 990

MD (Merchandiser) マーチャンダイザー 210 - 370 210 - 370 210 - 370 190 - 490 190 - 490

Public Relations ピーアール 250 - 490 250 - 490 250 - 490 250 - 620 250 - 620

Web/Mobile Marketing Web／モバイルマーケティング 250 - 620 250 - 620 250 - 620 250 - 740 250 - 740

Buyer 購買 250 - 430 250 - 430 250 - 430 250 - 620 250 - 620





Hon

g Ko

ngHealthcare ヘルスケア業界



Company



MR (Medical Representative) 医薬情報担当者

210 - 370 210 - 370 260 - 370 190 - 370 190 - 370



Senior Manager Level 部長級 490 - 740 490 - 740 490 - 740 490 - 1,240 490 - 1,240



Hon

g Ko

ng Information Technology IT業界



Company









Company



IT Consultant ITコンサルタント 370 - 740 370 - 740 370 - 740 620 - 1,240 620 - 1,240

Project Manager プロジェクトマネージャー 620 - 1,490 620 - 1,490 620 - 1,490 620 - 1,490 620 - 1,490








Hon

g Ko

ngManufacturing 製造業界



Company





Trading 商社（工業系） 210 - 490 210 - 490 260 - 490 370 - 990 370 - 990


Senior Manager Level 部長級 490 - 870 490 - 870 490 - 870 490 - 1,240 490 - 1,240



ChinaChi

na

[Market Overview]

Economic Trends• Nominal GDP: USD 12 trillion; Real GDP growth rate: 6.8%, 6.7% (2016), 6.9% (2015)• Consumer price inflation: 1.8%, 2.0% (2016)• Total population: 1.4 billion; Workforce: 770 million; Unemployment: 4.0%• Inbound foreign direct investment: Inbound FDI decreased by 0.2% in 2016, which was the first downturn in four years. In

the manufacturing sector it dropped by 10.2%, and has decreased by 1.2% over the seven month period January to July 2017. Japan is now China’s seventh largest source of FDI, having decreased from its fifth-place ranking previously.

• Outbound foreign direct overseas investment: Over the months January to July, outbound FDI from China outside the financial sector declined by 44.3% year on year.

• China has been generating stable growth in GDP, which increased by 6.9% in the first half of 2017.• Shenzhen was ranked as China’s most competitive city overall for the third consecutive year, according to the 2016 Blue

Book on Urban Competitiveness released by the Chinese Academy of Social Sciences. Meanwhile, Hong Kong ranked second, followed by Shanghai which ranked third. Guangzhou slipped one rank from the previous year to fifth place.

• In Shanghai and other urban areas, companies are developing in-house operations involving e-commerce, and are moving to strengthen their capabilities for handling client relationship management (CRM) and demand forecasting.

Recruiting Trends• There have been ample job openings overall in China in sectors such as finance, IT, machinery and equipment, automotive-

related, and environmental business. Recruitment of Chinese sales representatives and technical personnel has been increasing, particularly because there have been more new entrants in the electric vehicle (EV) sector, and due to Japanese companies who have been selling more components to Chinese manufacturers of assembled products. The recruitment market has been strong in the machinery and equipment sector as well. For instance, there has been a 20% to 30% increase in employment listings for highly skilled candidates to fill positions involving machinery and electrical engineering to handle high-value-added production lines, even though companies have already made some progress in relocating their production lines to countries in Southeast Asia.

• Japanese speakers: The Chinese government has done away with China’s one-child policy and has eased restrictions on births of second children. With that, the respective ministries are making improvements to employment practices, such as by extending durations of time that women are permitted to take maternity and childcare leave. This has resulted in more hiring of Chinese men who are brought in to fill vacancies at respective companies when female employees take such leave of absence. Male job candidates who can speak Japanese are particularly scarce, accounting for fewer than 10% of students in Japanese-language departments of respective universities. This means that Japanese companies in China face stiff competition when it comes to attracting candidates who speak Japanese, and also causes them to face challenges with employee retention. There have been an increasing number of job listings for managers tasked with developing sales for the Chinese market.

• Japanese nationals: The Chinese government has revised its requirements for obtaining work visas, and has accordingly adopted a three-tiered scheme for categorising foreigners working in China according to their expertise: Tier A for highly qualified top talent, Tier B for professional talent, and Tier C for unskilled workers. In addition, those applying for a work permit must submit additional documents, including a certificate verifying that the applicant has no criminal record. The new visa system is unlikely to have a direct impact on recruitment, but it has made companies more wary with respect to the prospect of assigning expatriate employees to China.

• There is a certain amount of demand among local Chinese companies for recruitment of Japanese nationals to engage in tasks geared to strengthening points of contact with Japanese-owned companies and improving technologies. These companies also offer salaries that are higher than those paid by Japanese companies. However, because many Chinese companies lack performance evaluation schemes and other such arrangements, they are often unable to provide stable employment over the long term.

• MNCs have been increasingly setting up offices in Shanghai, tasked with overseeing their operations in Asia, including Japan, These companies have been very well received by those seeking employment because they offer higher salaries than Japanese-owned firms, and also because they provide outstanding health and welfare benefits and better performance evaluation schemes. However, positions offered by these companies often require business-level English proficiency for in-house communications. Also, there have been a few cases where an MNC has hired a Japanese national to fill a senior manager or director level position.

Salary Trends• When it comes to salary offers made to white-collar candidates in China, disparity between Japanese-owned firms and

other MNCs in that nation has been growing. In general, increases in salaries paid by Japanese firms have been ranging from flat to decreasing year on year. Where increases have been paid, they have been limited to around 5%. Meanwhile, salaries offered by non-Japanese MNCs and Chinese companies continue to increase by around 10% per year. MNCs in China tend to offer higher salaries than those of their Japanese peers, and also usually provide better perks in terms of paid holidays and other benefits.

• When companies seek to recruit high calibre white-collar professionals to work in China’s hinterland, they must offer financial rewards sufficient to compensate such job candidates for working in locations deemed less attractive in terms of quality of life. In many such cases companies end up paying remuneration that is even higher than amounts provided in urban areas, with the inclusion of home leave allowances and other such costs.

• Annual salaries of civil servants range from approximately CNY 50,000 to CNY 90,000 (approx. JPY 850,000 to JPY 1.6 million). Annual base salaries of factory workers and shop assistants range from approximately CNY 40,000 to CNY 60,000 (approx. JPY 700,000 to JPY 1,000,000).

• China’s pace of minimum wage increase slowed in 2016, in comparison with the previous year’s increase of slightly more than 10%. The minimum wage in Shanghai is CNY 2,190 per month (approx. JPY 37,000), after having been increased by 8.4% in April 2016.

Note: The table of salary data for China has been updated. Accordingly, salary levels are now presented on the basis of nominal values as is the case with data presented for other nations, rather than on the basis of take-home wages as previously presented.


中国


経済動向• 名目 GDP：12兆米ドル。実質 GDP成長率：6.8％。6.7％（2016年）。6.9％（2015年）。• 消費者物価上昇率：1.8％。2.0％（2016年）。• 総人口：14億人。雇用者数：7.7億人。失業率：4.0％。• 対内直接投資：2016年は▲ 0.2％と 4年ぶり減少。製造業が▲ 10.2％と減。2017年 1～ 7月は▲ 1.2％。日本は 5

位から 7位に低下。• 対外直接投資：1～ 7月の対外直接投資額（金融業を除く）は▲ 44.3％。• 2017年前半の GDPは+6.9％と安定成長。• 中国社会科学院の 2016年中国都市競争力報告では、深圳は総合経済競争力トップとなり 3年連続で首位。2位は香港、

3位は上海。5位の広州は前年から一つ順位を下げた。• 上海などの都市部では eコマース事業の内製化を進め、顧客管理・需要予測強化の動きがある。

採用動向• 金融、IT、機械／設備、自動車関連、環境ビジネスなどの業界では全体的に求人が堅調に発生している。特に EV（電気自動車）

の分野は新規参入が増えており、日系企業も中国系のセットメーカーに部品販売を増やすために中国人営業人材や技術人材の募集が増加している。機械／設備関係も堅調で、東南アジアに製造ラインの移転が一部進むものの、高付加価値製品の製造ラインのため、機械、電機設計職など高度人材の募集が増加傾向（前年比+20～ 30％）である。

• 日本語スピーカー：1人っ子政策廃止、2人目の出産規制緩和により、各省において女性の産休・育休期間の延長など制度充実が進む。各企業では女性従業員の休暇中の人員を補填するため、結果的に中国人男性の採用が増加している。特に日本語が話せる男性候補者はそもそも母数が少なく（各大学の日本語学科でも 1割未満）希少であるため、結果的に日系企業による争奪戦となっており、定着も課題となっている。職種別では中国市場向け開拓の営業マネージャーの求人が増加。ただし日本語スピーカーはローカル市場に精通していない、もしくは新規開拓経験が弱いのが弱点である。

• 日本人：就業ビザ取得要件の法改正に伴い、A類（ハイレベル人材）、B類（専門人材）、C類（一般）に外国人就業者がランク付けされた。また無犯罪証明書の提出など新たな証明書類も義務付けられてきている。影響は直接には大きくはないが、駐在員の中国配置に慎重な企業が増加した。

• 英語スピーカー：日系企業からの英語人材ニーズは増加しているが給与面が折り合わない傾向がある。• 中国ローカル企業では日系企業との窓口強化や技術向上のための日本人採用ニーズはある程度存在し給与も日系企業より

高いことが多い。ただし多くの中国企業は評価制度などが未確立で長期安定雇用が難しい場合も多い。• 外資系企業では日本を含むアジア統括機能が上海に増加している。給与も日系企業より高くまた福利厚生や評価制度も優

れているので人気が高い。ただし社内は英語となるためビジネスレベルの英語力が必須の求人が多い。実際に外資系企業で日本人の部長や役員レベルが採用されているケースは少ない。

給与動向• ホワイトカラーのオファー給与は実際の体感値では日系は前年比横ばいからマイナス、上げても 5％、外資・現地系は

10％アップ程度といった状況が続いており日系と外資系との格差が拡大している。外資系は日系より給与が高いだけでなく有休などの福利厚生も充実していることが多い。

• 内陸部でホワイトカラーの優秀人材を採用する場合は、生活の魅力に欠ける地方勤務に対して金銭的に報いる必要があり、帰省手当などのコストも含めると、都市部での採用よりも高い報酬が必要となるケースが多い。

• 公務員給与は 50～ 90千元（85～ 155万円相当）／年程度。工場労働者・店員の基本給は 40～ 60千元（70～ 100万円相当）／年程度。

• 2016年の最低賃金上昇率は前年の 10％強より鈍化。上海市では 2,190元（3.7万円相当）／月（2016年 4月に 8.4％上昇）。

※注意：中国の表は前回までは手取ベースで記載していたが、今回から他国同様の額面ベースに変更している。

Chi

na



Accounting 経理職 (1K RMB=150USD)(Unit: RMB(000)/a year)



Japanese Speaker


Japanese Speaker


English Speaker

Non-Managerial Level 非管理職級

40 - 100 40 - 100 50 - 100 100 - 150 50 - 100 150 - 200 50 - 100

Manager Level 課長級 90 - 150 90 - 150 120 - 180 150 - 210 120 - 200 200 - 350 120 - 200

Senior Manager Level 部長級 120 - 300 150 - 350 180 - 350 210 - 520 200 - 400 350 - 500 200 - 400

Director Level 役員級 300 - 500 300 - 550 300 - 600 310 - 620 300 - 600 500 - 700 300 - 600




Japanese Speaker


Japanese Speaker


English Speaker

Recruiting 採用 40 - 100 40 - 100 50 - 120 120 - 160 80 - 140 120 - 200 80 - 180

Training & OD(Organisation Development) 教育研修・組織開発

40 - 100 40 - 100 50 - 120 120 - 160 80 - 140 120 - 200 80 - 180


40 - 100 40 - 100 50 - 120 120 - 160 80 - 140 120 - 200 80 - 180







Japanese Speaker


Japanese Speaker


English Speaker

Secretary/PA/Admin 秘書・アシスタント・総務庶務

30 - 100 50 - 150 50 - 150 80 - 200 50 - 100 100 - 200 50 - 200

Chi

na



Sales 営業職 (1K RMB=150USD)(Unit: RMB(000)/a year)



Japanese Speaker


Japanese Speaker


English Speaker

Retail Sales リテール営業 80 - 110 110 - 140 110 - 140 200 - 260 110 - 140 230 - 310 130 - 170

Corporate Sales 事業法人営業 110 - 230 140 - 310 140 - 310 260 - 330 140 - 310 310 - 390 170 - 370


Senior Manager Level 部長級 470 - 940 620 - 1,250 620 - 1,250 520 - 1,040 620 - 1,250 620 - 1,250 750 - 1,500

Director Level 役員級 940 - 2,100 1,250 - 2,810 1,250 - 2,810 1,040 - 2,300 1,250 - 2,800 1,250 - 2,800 1,500 - 3,400




Japanese Speaker


Japanese Speaker


English Speaker

M&A Adviser合併／買収 230 - 540 310 - 720 310 - 720 310 - 720 310 - 720 390 - 720 370 - 860

Fund Manager ファンドマネージャー

140 - 470 190 - 620 190 - 620 190 - 620 190 - 620 390 - 620 220 - 750

Risk Management リスク管理 140 - 350 190 - 470 190 - 470 190 - 470 190 - 470 390 - 620 220 - 560

Private Equity プライベートエクイティ

180 - 590 200 - 780 200 - 780 230 - 780 230 - 780 390 - 780 280 - 940


Senior Manager Level 部長級 470 - 940 520 - 1,250 520 - 1,250 620 - 1,250 620 - 1,250 620 - 1,250 750 - 1,500

Director Level 役員級 1,170 - 2,300 1,300 - 3,120 1,300 - 3,120 1,560 - 3,100 1,560 - 3,100 1,560 - 3,100 1,870 - 3,700

Chi

na


Chi

na Consumer Goods コンシューマーグッズ業界




Japanese Speaker


Japanese Speaker


English Speaker


60 - 80 80 - 120 80 - 120 200 - 260 100 - 140 230 - 310 120 - 160







Japanese Speaker


Japanese Speaker


English Speaker


80 - 90 90 - 120 90 - 120 200 - 330 120 - 140 230 - 390 140 - 160

MD (Merchandiser) マーチャンダイザー 110 - 180 120 - 230 120 - 230 200 - 330 150 - 260 230 - 390 190 - 310

Buyer 購買 90 - 180 100 - 200 100 - 200 200 - 330 140 - 260 230 - 390 160 - 310





Sales 営業職



Japanese Speaker


Japanese Speaker


English Speaker

MR (Medical Representative) 医薬情報担当者

100 - 180 110 - 200 130 - 230 260 - 390 140 - 250 310 - 470 140 - 250

Medical Devices Sales 医療機器営業

80 - 180 90 - 200 110 - 230 260 - 390 120 - 250 310 - 470 120 - 250





Chi

naSpecialists ヘルスケア系専門職 (1K RMB=150USD)(Unit: RMB(000)/a year)



Japanese Speaker


Japanese Speaker


English Speaker

CRC (Clinical Research Coordinator) 治験コーディネーター

120 - 180 130 - 200 160 - 230 260 - 330 170 - 250 310 - 390 170 - 250

CRA (Clinical Research Associate) 臨床開発モニター～プロジェクトマネージャー

120 - 180 130 - 200 160 - 230 260 - 330 170 - 250 310 - 390 170 - 250

Medical Affairs 薬事申請 120 - 230 130 - 260 160 - 310 260 - 330 170 - 340 310 - 390 170 - 340

Clinical Data Manager データマネジメント

120 - 230 130 - 260 160 - 310 260 - 330 170 - 340 310 - 390 170 - 340



Director Level 役員級 410 - 640 460 - 720 550 - 860 520 - 780 590 - 1,070 590 - 1,070 590 - 1,070


Sales 営業職



Japanese Speaker


Japanese Speaker


English Speaker

Non-Managerial Level 非管理職級 90 - 120 100 - 160 100 - 160 200 - 330 120 - 160 230 - 390 150 - 190







Japanese Speaker


Japanese Speaker


English Speaker

IT Consultant ITコンサルタント 140 - 230 160 - 310 160 - 310 200 - 330 200 - 340 230 - 390 240 - 410

Project Manager プロジェクトマネージャー 180 - 290 200 - 390 200 - 390 200 - 330 250 - 420 230 - 390 300 - 510

System Engineer SE 120 - 150 130 - 170 130 - 170 200 - 260 170 - 220 230 - 310 200 - 260

Technical Support テクニカルサポート 90 - 140 100 - 190 100 - 190 130 - 260 140 - 200 160 - 310 160 - 240

Network Engineer ネットワークエンジニア 120 - 210 130 - 280 130 - 280 260 - 390 170 - 300 310 - 470 200 - 370



Director Level 役員級 290 - 470 330 - 620 330 - 620 520 - 650 420 - 680 780 - 980 850 - 1,350


Chi

na Manufacturing 製造業界




Japanese Speaker


Japanese Speaker


English Speaker

Overseas Sales 海外営業 60 - 100 70 - 150 70 - 150 100 - 300 100 - 250 100 - 300 100 - 300

Domestic Sales 国内営業 60 - 100 70 - 150 70 - 150 100 - 300 100 - 250 100 - 300 100 - 300

Trading 商社（工業系） 50 - 90 70 - 150 70 - 150 100 - 250 100 - 250 100 - 250 100 - 250







Japanese Speaker


Japanese Speaker


English Speaker

QC/QA (Quality Control) 品質管理・品質保証

50 - 100 70 - 120 70 - 120 150 - 350 90 - 150 200 - 400 90 - 150

Service Engineer サービスエンジニア 50 - 100 70 - 120 70 - 120 120 - 350 90 - 150 180 - 400 90 - 150

Sales Engineer セールスエンジニア 50 - 100 70 - 120 70 - 120 120 - 350 90 - 150 180 - 400 90 - 150

Application Engineer アプリケーションエンジニア

70 - 120 80 - 150 100 - 150 150 - 400 110 - 200 200 - 400 110 - 200

Plant Engineer プラントエンジニア 80 - 120 80 - 150 100 - 150 200 - 400 120 - 200 200 - 400 120 - 200

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計

80 - 150 100 - 180 100 - 200 200 - 400 120 - 250 200 - 450 120 - 250


80 - 250 80 - 250 100 - 250 250 - 500 120 - 300 200 - 450 120 - 300





Chi

naService Industry サービス業界




Japanese Speaker


Japanese Speaker


English Speaker


70 - 110 70 - 110 80 - 120 130 - 200 80 - 120 160 - 230 90 - 140





KoreaKo

rea

[Market Overview]

Economic Trends• Nominal GDP: USD 1.5 trillion (ranks number 11 worldwide); Real GDP growth rate: 3.0%, 2.8% (2016), 2.8% (2015)• Consumer price inflation: 1.9%, 1.0% (2016), 0.7% (2015)• Inbound foreign direct investment: FDI in South Korea marked a record high for the third consecutive year, having

increased by 1.9% year on year in 2016. FDI in the manufacturing sector increased by 12.4%, and FDI in the services sector increased by 5.3%. The EU and China increased their investment in South Korea, while investment from the U.S. decreased, and that from Japan fell for the fourth consecutive year. There has been substantial investment from Japan made by component parts and materials enterprises in conjunction with demand for such products by South Korean conglomerates.

• Business sentiment in South Korea remains unfavourable. The nation’s high dependency on exports means that its economy is highly susceptible to trends in that regard. Moreover, managers in South Korea must keep a close eye on developments with respect to Chinese government policy and its economy given China’s role as the South Korea’s top export market as well as the leading supplier of South Korean imports. Japan is South Korea’s top export market, and the second largest source of its imports. Vietnam has emerged as South Korea’s fourth largest export market, amid expanding trade brought about by an increasing number of Korean firms entering that market.

• Total population: 51 million; Workforce: 26 million; Unemployment: 3.8% Recruiting Trends• Education: University enrolment in South Korea was 69.8% in 2016, thereby falling below the 70% threshold which it

had held since 2001. On the other hand, a higher percentage of high school graduates gained employment. This trend is attributable to the notion that a university degree generates less value these days. However, South Korea ranks extremely high with respect to levels of education in comparison with other OECD member nations.

• Languages: Overall English competency is high in South Korea, given the population’s overall eagerness to learn English. However, while much of that English study is geared to attaining impressive marks on the Test of English for International Communication (TOEIC) that will help them compete in the job market, a high TOEIC score does not necessarily correlate with an individual’s level of English-language proficiency. As such, recruiters need to assess English skills of candidates during job interviews. Business in south Korea is generally conducted using the Korean language.

• Employment demand for sales, accounting and clerical support positions remains strong among Japanese manufacturers and South Korea-based sales operations of Japanese trading companies. Given prevailing favourable business conditions, recruitment efforts have been increasing particularly among South Korean-based Japanese companies that are developing business involving semiconductors geared to the major South Korean chaebol. There has been considerable demand in recent years for recruitment of candidates in a wide range of industries, including the healthcare, services, IT, consumer goods, and banking and financial services sectors. However, the recent economic downturn has brought about many cases where companies have been hiring employees to fill vacated positions, rather than doing so with the aim of increasing headcount.

• Regulations governing employment of foreign nationals: It remains difficult to arrange work visas for clerical positions in South Korea.

• Japanese nationals: Local hiring of Japanese nationals is much less common in South Korea than is the case in other Asian nations.

• Poor business conditions in South Korea’s consumer goods industry continue to spur firm demand for marketing professionals equipped with business-ready practical skills. Amid an increase in technical support services in South Korea’s manufacturing industry, companies are increasingly hiring candidates with technological backgrounds to fill technology sales positions, and also hiring fresh graduates with degrees in mechanical engineering as well as electrical and electronic engineering to act as service engineers. Meanwhile, Japanese pharmaceutical manufacturers and contract research organisations (CROs) have been actively hiring English-speaking employees who have experience working for MNCs. In the IT industry, companies have been seeking top-notch talent employed by companies in the same industry, and in many cases require English-language ability rather than Japanese. In the banking and financial services industry, companies tend to hire candidates with experience gained through employment in South Korean firms or MNC’s in the same industry. In most cases these firms do not seek candidates with Japanese ability, unless they are looking to fill positions that entail marketing to the Japanese community. There has been firm demand for candidates with extensive practical job experience working for MNCs.

• In carrying out the recruitment process, managers of departments hiring new employees should be involved in the task of interviewing candidates, along with company representatives and personnel managers. This makes it possible for both the respective company and candidate to directly gain a better understanding of mutual expectations and objectives, which accordingly helps prevent post-recruitment issues involving employer-employee mismatch.

Salary Trends• Rates of salary increase among Japanese companies in South Korea have been ranging from approximately 4% to 4.5%.

Meanwhile, the pace of salary growth has been slowing overall, amid a scenario where the nation’s rate of inflation has been stuck at around 1% since 2013, after having ranged from 3% to 4% previously. U.S. and European companies in South Korea have been raising salaries at somewhat higher rates of around 4.5%, to 5%. However, the rate of increase varies depending on the earnings results of respective companies.

• According to a JAC survey for South Korea, some 44% of those looking to either change jobs or get back into the workforce hope to find new employment where they will earn higher salaries than in their previous jobs. Moreover, most survey respondents indicated that they hope to find employment that pays a 10% higher salary than they earned in their previous positions.

• Annual salaries of civil servants in South Korea are approximately SKW 30 million to SKW 50 million (approx. JPY 3 million to JPY 5 million).

• Annual base salaries of factory workers are approximately SKW 40 million (approx. JPY 4 million). Annual base salaries of shop assistants range from SKW 25 million to SKW 30 million (approx. JPY 2.5 million to JPY 3.0 million).

• South Korea’s statutory minimum wage for 2018 is SKW 7,530 per hour (approx. JPY 750), which is 16.4% higher than in 2017. Having assumed office in 2017, South Korean President Moon Jae-in has vowed to raise the nation’s minimum wage to SKW 10,000 by 2020, which is at a level exceeding the minimum wage in Japan.


韓国


経済動向• 名目 GDP：1.5兆米ドル（世界 11位）。実質 GDP成長率：3.0％。2.8％（2016年）。2.8％（2015年）。• 消費者物価上昇率：1.9％。1.0％（2016年）。0.7％（2015年）。• 対内直接投資：+1.9％増で 3年連続で過去最高を更新。製造業が +12.4％、サービス業が+5.3％と増加。EUと中国

が増加した一方で米国は減少し日本は 4年連続の減少となった。日本からは韓国大企業の需要に伴う部品・素材企業による投資規模が大きい。

• 企業の景況判断は下向きが継続。輸出依存度が高く、経済は輸出の好不調に影響される。輸出・輸入先ともに第 1位である中国の政策・経済動向を注視する必要がある。日本は輸出先として第 5位、輸入先として第 2位。韓国企業のベトナムへの進出増により貿易が拡大し同国が輸出先として 4位に浮上。

• 総人口：5,145万人。雇用者数：2,572万人。失業率：3.8％。

採用動向• 教育：2016年大学進学率は 69.8％となり、2001年から継続していた大学進学率 70％を下回った。一方で高校卒業者

の就業率は増加した。背景には大卒メリットの低下がある。ただしこの数字は OECD加盟国では非常に高い部類に入る。• 言語：英語学習は熱心であり英語スキルは高い。ただし就職目的での TOEICのハイスコア取得を目指した学習が多く、

必ずしも実際の英語力とは比例しない。面接で英語スキルをチェックする必要がある。一般的な現地のビジネス上の言語は韓国語である。

• 日系メーカーや日系商社の韓国販売会社からの営業職、会計職・事務サポート職の求人は引き続き堅調である。特に韓国財閥大手企業向けに半導体関連事業を展開する日系企業は好況のため、採用も増加。また近年は医療、サービス、IT、消費財、金融業界など幅広い業界で採用需要がある。しかし昨今の景気低迷により増員よりも欠員補充目的での採用が多い。

• 外国人就労規制：事務職は就業ビザが下りにくい状況が続いている。• 日本語スピーカー：日系企業は韓国人日本語スピーカーにビジネスでの中～上級レベルを要求することが一般的である。

使用目的は日本本社や日本人駐在員などとの社内コミュニケーションが多い。近年は日系大手商社や日系グローバルメーカーなどを中心に日本語力に加え一定の英語力も求める求人が増加傾向にある。

• 日本人：他のアジア諸国に比べて日本人の現地採用は極めて少ない。• 消費財業界では不況により即戦力の実務者レベル（課長前後）のマーケティング職求人が引き続き堅調。製造業では技術

的な対応業務が増え技術バックの技術営業職に加え、機械や電気・電子工学専攻の新卒学生をサービスエンジニアとして採用するケースが増えている。日系製薬・CRO会社は欧米系企業での勤務経験を持つ人材（英語スピーカー）を積極的に採用している。IT業界では同業の優秀な人材を募集しており、日本語ではなく英語で可のケースも多い。金融業界では同業の韓国企業や欧米系企業での経験者を採用する傾向があり、日系マーケット担当でない限り日本語力を求めないことも多い。欧米系企業で実務経験豊富な候補者は需要が強い。

• 採用時には会社の代表や人事部長だけでなく、配属部署のマネージャーも応募者と面接することが望ましい。双方（企業、求職者）が直接互いを確認することで入社後のミスマッチを防ぐためである。

給与動向• 給与上昇率は日系企業で 4～ 4.5％程度である。以前 3～ 4％だった物価上昇率が 2013年以降 1％前後で停滞が続き、

全体的な昇給率は減速傾向である。欧米系企業では給与上昇率はやや高く 4.5～ 5％程度である。ただし各社業績による。• 求職者の 44％が転職時に給与を現職（離職者の場合は前職）より上げたいと考えており、そのレベルは 10％アップが最

も多い（JAC韓国調べ）。• 公務員給与は 3,000～ 5,000万ウォン（300～ 500万円相当）／年程度である。• 工場労働者の基本給は 4,000万ウォン（400万円相当）／年程度である。店員の基本給は 2,500～ 3,000万ウォン（250

～ 300万円相当）／年程度である。• 法定最低賃金：7,530ウォン（750円相当）／時（2018年）、前年比+16.4％。2017年に就任した文大統領は 2020

年までに 10,000ウォンに引き上げる公約で、日本の最低賃金を上回る計画である。

Kore

a



Accounting 経理職 (10K SKW=8.9USD)(Unit: South Korean Won(0,000)/a year)


Japanese Speaker English Speaker

Non-Managerial Level 非管理職級 2,700 - 4,700 2,800 - 4,800

Manager Level 課長級 4,100 - 6,000 4,300 - 7,000

Senior Manager Level 部次長級 5,200 - 8,200 6,000 - 10,000





Non-Managerial Level非管理職級 2,700 - 4,700 2,800 - 4,800







Secretary/PA/Admin 秘書・アシスタント・総務庶務 2,600 - 4,000 2,800 - 4,000

Kore

a


Kore

aConsumer Goods コンシューマーグッズ業界

Sales 営業職 (10K SKW=8.9USD)(Unit: South Korean Won(0,000)/a year)








Sales 営業職








Kore

aInformation Technology IT業界



English Speaker Japanese Speaker English Speaker

Non-Managerial Level 非管理職級 2,800 - 4,500 2,800 - 4,500 3,000 - 4,500

Manager Level 課長級 4,000 - 6,500 4,000 - 6,500 4,000 - 7,000

Senior Manager Level 部次長級 5,500 - 9,000 5,500 - 9,000 6,000 - 10,000

Director Level 役員級 8,000 - 13,000 8,000 - 13,000 9,000 - 18,000


Sales 営業職























Kore

a


IndiaIndi

a

[Market Overview]

Economic Trends• Nominal GDP: USD 2.4 trillion; Real GDP growth rate: 6.7%, 7.1% (2016), 8.0% (2015)• Consumer price inflation: 3.8%, 4.5% (2016), 4.9% (2015)• Inbound foreign direct investment: Foreign direct investment in India increased by 18% in 2016, which was a double-

digit gain for the third consecutive year. India began easing regulations governing FDI across respective industries in early 2016, and has announced that it will pursue deregulation in the food products sector, after having made such moves in the defence and retail sectors. Japan is India’s third-largest source of FDI.

• Total population: 1.3 billion; Workforce: 500 million; More than 90% of India’s workforce is either self-employed or employed by companies with fewer than 10 employees.

• The Indian government banned use of the nation’s highest denominated currency bills in November 2016, and adopted a goods and services tax (GST) in July 2017.

Recruiting Trends• Languages and education: India is a nation with a rich diversity of languages, individual backgrounds and religions.

Although its rate of university enrolment is low at 25%, most people in the nation’s white-collar workforce speak English and generally hold either university or graduate school degrees.

• India’s labour force is very actively mobile and employees often switch over to jobs at competing firms, even within narrow market segments. There are many cases of employees repeatedly changing jobs every one to three years, usually in pursuit of higher salaries, particularly among those in a range of job categories from general staff to managerial.

• Japanese nationals: The number of locally hired Japanese nationals has been increasing overall in recent years. However, because salaries paid to Japanese nationals are relatively high due to government restrictions with respect to work visas, companies overwhelmingly tend to recruit such individuals to take on essential positions, such as in cases where it is necessary to fill a vacated posting. Japanese firms and MNCs operating in India, and Indian enterprises alike, have been ramping up their hiring of Japanese nationals with the aim of capturing business which involves serving the market of Japanese companies that act as a Japan desk in India. Moreover, although Japanese companies in India usually seek Japanese nationals with experience in India, the reality is that there is a shortage of such individuals relative to demand. Also, it remains difficult to arrange employment visas for white-collar foreign nationals, a situation which remains largely unchanged.

• Japanese speakers: Those who speak Japanese are highly valued given their scarcity in India’s job market, and as such candidates with Japanese language proficiency are able to find jobs solely on the basis of such credentials. Therefore, companies seeking candidates with managerial or business skills, in addition to Japanese language ability, face the problem of an even greater scarcity of qualified individuals.

• Companies need to have a sound understanding of Indian workplace practices when engaging in recruitment initiatives. Interviewers should also methodically ask questions about job specifics and verify candidate details in order to make sure that job candidates are actually able to perform tasks they would be assigned if hired. To improve employee retention, companies need to focus on developing a positive environment within the organisation and creating a corporate culture that is conducive to open communications, while also providing salary increases of around 10% upon conducting performance assessments.

• India’s white-collar workforce tends to be quite hesitant when it comes to job relocation within the nation. This is particularly due to language differences from region to region as well as variations in climate and food. Another major factor causing resistance to such moves involves that of the cultural importance attached to family. In this regard, companies face the risk of employees opting to quit their jobs in certain situations, such as when an eldest son returns home upon getting married.

• In recent years, Japanese companies in India have been increasingly promoting locally hired employees to managerial positions. Japanese enterprises that have been operating in India over many years tend localise their workforces, which is particularly the case with large companies.

Salary Trends• As a general rule, employee salaries in India continue to increase by no less than 10% per year. Also, job seekers in India

normally look for salaries that are 20% to 30% higher than in their previous jobs.• Employment visa requirements in India mandate that foreign nationals receive an annual salary of no less than USD

25,000 (approx. JPY 2.85 million).• Salaries of people who speak Japanese continue to rise as a result of employers attaching increasingly greater value to

such skills given that they are in short supply.• By region, the highest salaries for white-collar workers are in Mumbai, followed in descending order by Delhi, Bangalore

and Chennai. Salaries vary by around 10% to 20% depending on the region.• Salaries in India normally tend to be linked with an employee’s years of relative experience. As such:• 1). for English speakers, non-managerial positions primarily require those with 1 to 3 years of experience, manager level

positions primarily require those with 5 to 10 years of experience, senior manager level positions primarily require those with 10 to 15 years of experience, and director level positions primarily require those with over 20 years of experience. However, when it comes to manufacturing sector sales, service sector sales, and back office operations, positions in those same occupational levels tend to require fewer years of experience, primarily around 0–2 years, 3–5 years, 5–10 years and more than 15 years, respectively.2). For those with Japanese-speaking ability, non-managerial positions primarily require 1 to 5 years of experience and manager level positions primarily require 5 to 10 years of experience. However, sales positions in information technology tend to require slightly more years of experience, while accounting requires fewer. 3.) For native-level Japanese speakers, non-managerial positions primarily require 1 to 3 years of experience and manager level positions primarily require 3 to 5 years of experience. However, positions involving information technology and back office operations tend to require fewer years of experience, at around 0–1 years and 1–3 years, respectively.

• Annual base salaries of factory workers in India are approximately INR 250,000 (approx. JPY 450,000). Annual base salaries of shop assistants range from approximately INR 200,000 to INR 400,000 (approx. JPY 350,000 to JPY 700,000).

• The statutory minimum wage is INR 350 per day (approx. JPY 610) for unskilled workers in the non-farm sector, which is 42% higher than before.


インド


経済動向• 名目 GDP：2.4兆米ドル。実質 GDP成長率：6.7％。7.1％（2016年）。8.0％（2015年）。• 消費者物価上昇率：3.8％。4.5％（2016年）。4.9％（2015年）。• 対内直接投資：2016年の対内直接投資総額は+18％と 3年連続の 2桁成長が進む。2016年初期より各産業での規制

緩和が進み始めており、防衛、小売に続き、食品分野での規制緩和が発表されている。日本は投資元として 3位。• 総人口：13億人。雇用者数：5億人。労働者のうち 9割以上は、従業員数 10名未満の企業や自営で就業している。• 2016年 11月に高額紙幣廃止、2017年 7月に物品・サービス税（GST）導入を実施。

採用動向• 言語・教育：インドは言語、経験、宗教などが多様性に富んでおり大学進学率は約 25％と低い。しかしほとんどのホワイ

トカラーは大卒あるいは大学院卒が一般的であり英語を話す。• 人材流動は非常に活発であり狭いマーケット内でも競合への転職も多い。特にスタッフ～マネージャーレベルまでの人材

層では 1～ 3年で転職を繰り返すケースが多く見られその理由のほとんどが給与である。• 日本人：現地採用数は全体としては年々増加傾向にある。ただし、日本人は就労ビザの制約で相対的に給与が高いため、

欠員補充などの不可欠なポジションが中心の傾向が強い。昨今は日系企業だけでなく、他の外資系企業、インド資本企業などがジャパンデスクとして日系企業開拓向けに日本人を採用するケースも増加してきている。また、日系企業ではインド経験のある日本人を求める傾向が強くなってきているが、実際のインド経験者は少なく需給バランスが取れていない。外国人ホワイトカラーへのビザの難易度自体の変化は特にない。

• 日本語スピーカー：数年前と比較するとさらに希少価値が高くなっており日本語能力のみで職が見つかる現状である。日本語スピーカーに「経理スキル」や「営業スキル」といった＋αでのスキルを求めるとさらに希少性が高まる。

• インドの職場慣習をよく理解した上で採用活動を進める必要がある。面接の際も細部まで丁寧に質問・確認し、任せる予定の業務が本当にできるかどうか確認する方が良い。社内環境を良好にし風通しの良い文化形成を心掛け、査定の際には給与上昇（約 10％が目安）を実施することがリテンションに繋がる。

• 当地のホワイトカラーは国内の転勤についてかなり保守的である。その背景には言語の違いだけでなく、気候や食べ物の差などがある。また家族を大事にする風習からも大きな抵抗感を持っている。長男は結婚とともに帰郷をするなどの離職リスクもある。

• 近年では経営層にローカル社員を登用する、または登用を検討している日系企業が増えてきている。進出年数が長い企業はローカル化を進める傾向があり、特に大手企業でその傾向が強い。

給与動向• 給与相場は一般的な傾向として年 10％以上の昇給が続いている。また、転職時には 20～ 30％の給与上昇を求める事が

一般的である。• 外国人には就労ビザの関係により、25,000米ドル（285万円相当）／年の給与支払いが義務付けられている。• 日本語スピーカーは希少価値上昇に応じて給与水準が引き続き上昇傾向にある。• 地域別では、ホワイトカラーの給与相場としては、ムンバイが最も高く、デリー、バンガロール、チェンナイなどが続く。

差は 10～ 20％程度である。• インドでの給与は比較的経験年数に関連する傾向が高い。①英語スピーカーは非管理職級は経験年数 1～ 3年が中心で、

課長級が 5～ 10年が中心、部長級が 10～ 15年が中心で、役員級は 20年以上が中心。ただし、製造業営業、サービス業営業、管理部門は経験年数が短く、それぞれ、0～ 2年、3～ 5年、5～ 10年、15年以上が中心となる。②日本語スピーカーの非管理職級は経験年数 1～ 5年が中心で、課長級は 5～ 10年が中心。ただし、IT営業は経験年数が少し長め。経理は短め。③日本語ネイティブの非管理職級は経験年数 1～ 3年が中心で、課長級は 3～ 5年が中心。ただし、IT営業、管理部門は経験年数が短く、それぞれ、0～ 1年と 1～ 3年のイメージである。

• 工場労働者の基本給は 250千ルピー（45万円相当）／年程度である。店員の基本給は 200～ 400千ルピー（35～ 70万円相当）／年程度である。

• 法定最低賃金：350ルピー（610円相当）／日（非農業・未熟練）。42％の上昇。

Indi

a



Accounting 経理職 (1K INR=15USD)(Unit: Indian Rupee(000)/a year)



Non-Managerial Level 非管理職級 300 - 1,000 800 - 1,300 1,700 - 1,800 1,000 - 1,300

Manager Level 課長級 600 - 1,500 1,300 - 2,200 1,700 - 2,800 1,600 - 1,900


Director Level 役員級 4,400 - 7,000 N/A N/A 5,000 - 7,000




Non-Managerial Level 非管理職級 300 - 1,000 700 - 1,300 1,700 - 1,800 800 - 1,100

Manager Level 課長級 600 - 1,500 1,300 - 2,200 1,700 - 2,200 1,200 - 1,500

Senior Manager Level 部長級 1,500 - 3,000 N/A N/A 1,600 - 3,000





Secretary/PA/Admin 秘書・アシスタント・総務庶務 600 - 800 800 - 1,100 1,700 - 1,800 1,000 - 1,200

Company Secretary/Legal 会社秘書（CS資格保持者） 700 - 1,600 N/A N/A 1,400 - 1,800

Indi

a



Sales 営業職 (1K INR=15USD)(Unit: Indian Rupee(000)/a year)




Manager Level 課長級 1,100 - 2,200 1,300 - 2,200 1,700 - 2,500 1,500 - 2,200







Manager Level 課長級 1,100 - 2,200 1,300 - 2,200 1,040 - 2,800 1,500 - 2,200



Indi

a






Non-Managerial Level 非管理職級 200 - 600 700 - 1,300 1,700 - 1,800 400 - 700











Indi

a










Indi

a


JAC Recruitment GroupJA

C R

ecru

itmen

t G

roup

情報提供拠点連絡先

Singapore www.jac-recruitment.sgSingapore1 Raffles Place, #10-00One Raffles Place, Tower 1Singapore 048616Tel: +65 6224 [email protected]

Malaysiawww.jac-recruitment.myKuala LumpurLetter Box No.15, 17F UBN Tower10 Jalan P. Ramlee50250 Kuala LumpurTel: +60 (0) 3 2715 [email protected] No.23A.06A, Level 23A Johor Bahru City SquareJalan Wong Ah Fook80000 Johor Bahru, JohorTel: +60 (0) 7 278 [email protected] 12-05, Level 12 Menara IJM LandLebuh Tunku Kudin 3 11700 Gelugor, PenangTel: +60 (0) 4 296 [email protected]

Indonesiawww.jac-recruitment.co.idJakarta18F Menara Cakrawala (Skyline Building)Jl. MH. Thamrin No.9Jakarta 10340Tel: +62 21 315 9504 +62 21 391 [email protected] Tower, 2nd Floor, Suite 7AJl. Panglima Sudirman 101-103Surabaya 60271Tel: +62 31 534 [email protected]

Thailandwww.jac-recruitment.co.thBangkok10F Emporium Tower622 Sukhumvit Soi 24Klongton, KlongtoeyBangkok 10110Tel: +66 (0) 2261 [email protected] Seaboard (Chonburi)5th Floor, Harbor Mall4/222 Moo 10Sukhumvit Road, Tambol TungsuklaAmpher Sriracha, Chonburi 20230Tel: +66 (0) 3849 [email protected] Floor, The Sky Shopping Center59/99 Moo1, Rojana RoadTambol Thanu, Ampher U-Thai,Ayutthaya 13000Tel: +66 (0) 35 200 [email protected]

JAC InternationalBangkok10F Emporium Tower622 Sukhumvit Soi 24Klongton, KlongtoeyBangkok 10110Tel: +66 (0) 2261 [email protected]

Hong Kongwww.jac-recruitment.hkHong Kong12F, Asia Pacific Centre8 Wyndham StreetCentral, Hong KongTel: +852 2522 [email protected]

Chinawww.jac-recruitment.cnShanghaiUnit 1508, Jing An China TowerNo. 1701, Beijing Xi LuJing An District Shanghai 200040 Tel: +86 (0) 21 5157 [email protected] 1408, Citic Plaza233 Tianhe Bei LuTian He District, Guangzhou 510613Tel: +86 (0) 20 3877 [email protected]

Koreawww.jac-recruitment.krSeoul#615, East Wing Hanshin Intervalley 24Teheran-ro 322Gangnam-gu, Seoul 06211Tel: +82 (0) 2 2183 [email protected]

Vietnamwww.jac-recruitment.vnHo Chi Minh CityFloor 19, Ruby Tower81-83-85 Hàm NghiDistrict 1, Ho Chi Minh City 700000Tel: +84 28 3821 [email protected] Floor, Prime Center53 Quang TrungHai Ba Trung District, Hanoi 100000Tel: +84 24 3633 2115 [email protected]

Indiawww.jac-recruitment.inDelhi NCR 508, 5th Floor, Time TowerMehrauli-Gurgaon RoadGurgaon, Haryana 122002Tel: +91 124 417 4330email: [email protected]


JAC R

ecru

itmen

t G

roup

United Kingdomwww.jac-recruitment.co.ukLondon2nd Floor, 64 London WallLondon EC2M 5TPTel: +44 (0) 20 7489 2990 / [email protected]

Japanwww.jac-recruitment.jpTokyo14F Jinbocho Mitsui Building1-105 Kanda JinbochoChiyoda-ku, Tokyo 101-0051Tel: +81 (0) 3 5259 6924Saitama(Kita-Kanto Office)20F Sonic City Building,1-7-5 Sakuragi-cho, Omiya-ku, Saitama-shi, Saitama 330-0854 Tel: +81 (0)48 631 0830Yokohama18F Sky Building2-19-12 Takashima, Nishi-kuYokohama, Kanagawa 220-0011 Tel: +81 (0) 45 285 7021 Shizuoka4F Excelward Shizuoka Building11-30 Miyuki-cho, Aoi-kuShizuoka, Shizuoka 420-0857 Tel: +81 (0) 54-205-3841 Nagoya10F NMF Nagoya Fushimi Building2-9-27 Nishiki, Naka-kuNagoya, Aichi 460-0003 Tel: +81 (0) 52 857 5221Osaka12F Hilton Plaza West Office Tower2-2-2 Umeda, Kita-kuOsaka, Osaka 530-0001 Tel: +81 (0) 6 4799 1911 Kyoto8F COCON KARASUMA Building620 Suiginya-cho, Shimogyo-kuKyoto, Kyoto 600-8411 Tel: +81 (0) 75 342 6221 Kobe6F Orix Kobe Sannomiya Building 6-1-10 Goko-dori, Chuo-kuKobe, Hyogo 651-0087 Tel: +81 (0) 78 262 9221

Japan continued...

Hiroshima(Chugoku Office)16F Hiroshima High Building 213-1 Kanayama-cho, Naka-kuHiroshima, Hiroshima 730-0022Tel: +81 (0) 82 545 4021

JAC Internationalwww.jac-international.jpTokyo14F Jinbocho Mitsui Building1-105 Kanda JinbochoChiyoda-ku, Tokyo 101-0051Tel: +81 (0) 3 5259 9881

日本www.jac-recruitment.jp東京〒 101-0051東京都千代田区神田神保町 1-105神保町三井ビルディング 14階 Tel: +81 (0) 3 5259 6924埼玉（北関東支店）〒 330-8669 埼玉県さいたま市大宮区桜木町 1-7-5ソニックシティビル 20階Tel: +81 (0) 48 631 0830 横浜〒 220-0011神奈川県横浜市西区高島 2-19-12スカイビル 18階 Tel: +81 (0) 45 285 7021 静岡〒 420-0857静岡県静岡市葵区御幸町 11番地 30エクセルワード静岡ビル 4階 Tel: +81 (0) 54-205-3841名古屋〒 460-0003愛知県名古屋市中区錦 2-9-27NMF名古屋伏見ビル 10階 Tel: +81 (0) 52 857 5221大阪〒 530-0001大阪府大阪市北区梅田 2-2-2ヒルトンプラザウエストオフィスタワー 12階 Tel: +81 (0) 6 4799 1911

京都〒 600-8411京都府京都市下京区烏丸通四条下ル水銀屋町 620番地　COCON烏丸 8階 Tel: +81 (0) 75 342 6221 神戸〒 651-0087兵庫県神戸市中央区御幸通 6-1-10オリックス神戸三宮ビル 6階 Tel: +81 (0) 78 262 9221広島（中国支店）〒 730-0022広島市中区銀山町 3-1ひろしまハイビル 21　16FTel: +81 (0) 82 545 4021 ジェイエイシーインターナショナルwww.jac-international.jp東京〒 101-0051東京都千代田区神田神保町 1-105神保町三井ビルディング 14階 Tel: +81 (0) 3 5259 9881

The Salary Analysis in Asia 2018

Publisher（発行） JAC Recruitment Group

Printer/Bookbinder（印刷・製本） SHOWA PRINTING CO., LTD. （松和印刷株式会社）

©2018 JAC Recruitment Group

The date of issue（発行日） 5th Jan. 2018（2018年 1月 5日）

1st edition（第 1版）

Not for Sale（非売品）

Contact（お問い合わせ先） JAC Recruitment (Japan) Co., Ltd. Business Planning Division +81(0)3-5259-2490

アジア主要９か国の中途採用時給与レポート

Th

e Salary A

nalysis in

Asia 2

01

8

JAC

Recruitm

ent Group

the salary analysis in asia 2018 - jac recruitmentthis report, the salary analysis in asia 2018, is...

Documents