転職・人材紹介のJAC Recruitment - The Salary …...JAC Recruitment Group was originally...

アジア主要９か国の中途採用給与レポート

The Salary A

nalysis in

Asia 2019

JAC Recruitment Group

The Salary Analysis in Asia 2019 by JAC Recruitment Group © 2019 JAC Recruitment Group

A W

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Edito

rA Word from the Editor

JAC Recruitment Group was originally founded in the UK in 1975, and today acts as a recruitment consultancy operating in 11 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. This report, The Salary Analysis in Asia 2019, 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 11 か国に展開している東証一部上場の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。

　日本と欧州、そしてアジアでの長年培われた経験と実績を基に最新の現地情報を収集し作成されたこのサラリーアナリシスは、顧客の皆様に大変ご好評をいただいており、毎年最新版を発行いたしております。　アジア各国に於ける採用に際し、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 KurozawaPrincipal AnalystJAC Recruitment

編集長からのご挨拶


目次

Index

Indexpage

1 About JAC Recruitment Group2 How to Read the Tables3 2019 edition Request for Reader Feedback and Registration4 Topics6 Japan8 Back Office14 Banking and Financial Services18 Consumer Goods22 Healthcare26 Information Technology30 Manufacturing36 Service Industry40 Web Industry44 Singapore52 Malaysia60 Indonesia68 Thailand76 Vietnam84 Hong Kong92 China100 Korea106 India112 Office Locations

目次page

1 ジェイエイシーリクルートメントグループ紹介2 表の見方3 2019年度版について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

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1The Salary Analysis in Asia 2019 by JAC Recruitment Group © 2019 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, Germany, 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、ドイツ、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いる東証一部上場企業です。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。

Abou

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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

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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 23rd, 2018. The information within the overviews of the countries and industries presented herein are current as of the third calendar quarter of 2018. Economic statistics without specific explanations are forecasted of 2018 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 2018年 10月 23日現在。各国・業界のコメントは 2018年夏時点のもの。経済統計は断りがなければ IMF（雇用者数は ILO）の

2018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

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。


2019

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2019年度版について

フィードバックと読者登録のお願い

2019 edition

Request for Reader Feedback and Registration

2019 edition

The information presented in the 2019 edition is based on data compiled in July 2018 by our local subsidiaries in Asia. The comment column may contain information that is already available in a previous edition should there be no significant change in the latest contents, general practices or market trends. We have been collecting valuable information on the customs and trends of Asian countries for more than 30 years since our group began business in this region. We hope that this information will be useful not only to the companies currently operating in Asia, but also to those organisations who are scheduled to expand here in future.

2019年度版について

　2019年度版に掲載した情報は、当社グループのアジア各国の現地法人より 2018年 7月に纏めた情報を基に作成しております。コメント欄には直近で大きな変動がない場合、あるいは一般的な慣習や動向については既出の情報を再掲載している内容もあります。特に、アジア各国の慣習や動向については当社グループがアジアでの事業を開始して以来、30年以上に渡り収集した貴重な情報となっています。アジア進出企業の皆様のみならず、今後進出予定企業の皆様に有益な情報提供を通じてお役に立てれば幸いに存じます。

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。

corp.jac-recruitment.jp/sa/

4 The Salary Analysis in Asia 2019 by JAC Recruitment Group © 2019 JAC Recruitment Group

Topi

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Equalisation between countries - Executives salary in Asia -

トピックス

Topics

In traditional understanding, in Asia, salary level is high at some established countries, and very low at other developing countries. At present, the salary, especially executive�s one, is equalizing between countries.

About statutory minimum wage, the max countries are ten times higher than min countries. However, about Senior Manager Level, the max countries are about 2-3 times higher than the minimum one.

Especially, in Emerging countries, the salary level is increasing 5-15% per a year. Therefore, the deference is decreasing year by year.

Appropriate Salary level is more important factor in hiring executives in Asia than before.

Note: The graph is calculated with the nominal exchange rates as of 7th September, 2018.

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Graph　Sales Senior Manager's Annual Salary in Manufacturers


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　従来、一般的には日本の給与は高く日本以外のアジアの給与は低いと認識されていました。現在ではそれに対し、特に管理職の給与に関しては日本とアジア各国／地域との均等化が進みつつあります。

　アジアの最低賃金については日本と 10 倍近くの差がある国も多い中、部長クラスの給与を比較した場合、上図のように 2-3 倍程度の開きにまで接近しており、国／地域によっては日本とほぼ変わらないレベルになっています。（もちろん、企業や案件によっては異なります。）

　これに加えて、給与の伸びがほぼ無い状態が続いている日本と、毎年 5-15％伸びているアジア各国で年々差が縮まっています。

　アジア各国で管理職の採用を行う際には、現地の相場を考慮し十分な給与額の提示をする必要があるという点に、今まで以上に注意が必要になっています。

国際間の均等化が進むアジアの管理職給与

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図　製造業営業系部長クラスの中途採用時の提示年俸


Japa

n Japan

[Market Overview]

Economic Trends• Nominal GDP: USD 5.1 trillion• Real GDP growth rate: 1.1%, 1.7% (2017), 1.0% (2016)• Consumer price inflation: 1.2%, 0.5% (2017), -0.1% (2016)• Outbound foreign direct investment: FDI from Japan decreased by 3%, thereby near a record high. For Asia, investment

increased by 2.8 times.• Total population: 126 million; Workforce: 66 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 2018 strong demand for recruitment across a wide range of industries, despite a sense of uncertainty regarding the economic outlook ahead amid factors that include the Bank of Japan�s strategy to exit quantitative easing and trade disputes.

• Over the last several years the need to locally recruit employees who can engage in overseas activities of Japanese companies operating abroad has risen. 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 has been placing candidates with overseas work experience at a faster pace than ever before, with such referrals in Japan having increased at a rate of roughly 30% in 2018.

• Japanese companies have been hiring more professionals originally employed by foreign MNCs, particularly 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 pursuing new business opportunities.

Salary Trends• 2018 was even more of a candidates� market for recruitment than 2017, wages trended relatively higher amid a scenario

where they had remained unchanged in recent years.• 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 of Spanish-speaking professionals have been increasing sharply due to a tight market for such job candidates, particularly as companies in the automotive industry shift production to Mexico, despite the U.S. political climate.

• 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 2018. The minimum hourly wages for respective locations are as follows: JPY 985 (Tokyo), JPY 983 (Kanagawa Prefecture), and JPY 936 (Osaka).


Japa

n日本

[マーケット概要 ]

経済動向• 名目 GDP：5.1兆米ドル。• 実質 GDP成長率：1.1％。1.7％（2017年）。1.0％（2016年）。• 消費者物価上昇率：1.2％。0.5％（2017年）。▲ 0.1％（2016年）。• 対外直接投資：-3％で過去最高水準。アジア向けは 2.8倍。• 総人口：1.26億人。雇用者数：6,628万人。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、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、日本銀行による量的緩和の出口戦略、貿易戦争などにより景気の先行には不安感を抱えるも

のの、2018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。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、2018年は約 3割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。その背景もあり 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、優秀な人材は多くの企業で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• 2018年の採用は 2017年に比べさらに売り手市場であり、給与は、近年横ばいが続く中では比較的上昇傾向であった。• 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は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への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 2018年 10月からは約 3％上昇した。985円／時（東京都）。983円／時（神奈川県）。936円／時（大阪府）。


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Back Office

[Market Overview]

Market Trends• More and more foreign-affiliated companies in Japan�s IT industry have been shifting operations to countries abroad and there

are not a few companies which have been also restructuring by downsizing Japanese operations and corporate operating units.

• In Japan�s Web Industry, investment in venture businesses has been increasing over the years amid a good performance overall, particularly by large companies. Japan has also been seeing more IPOs and buy-out deals. These developments have led to greater mobility among those in 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 increasing 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.

• In the manufacturing sector, there has been a clearly visible trend among major corporations and SMEs alike to fortify their back office operations in conjunction with initiatives to extend their organizations through mergers, acquisitions, and new business expansion.

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 ranging from the senior-level professional to managerial categories in the areas of human resources and finance.

• With many companies aiming to launch IPOs, there have been numerous job listings by companies particularly 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. In addition, 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 these 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 concerned 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 recruiting 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.

• Listed corporations continue to hire professionals to help strengthen practices subject to Japan�s Corporate Governance Code upon revision of the Companies Act of Japan. Such firms have been appointing greater numbers of outside directors and outside corporate auditors.

Salary Trends• Medium-sized Japanese companies in the services industry have begun attaching sign-on bonuses to their employment offers.• In all industries across the board, competition with other enterprises at the job offer phase is frequently causing companies to

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

across the entire industry as more companies list their shares on 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.

• There has been a marked increase in instances where a normally conservative SME increases a remuneration offer when faced with a situation where its recruitment efforts have fallen short.

• Negotiations over employee resignations often drag on when a candidate�s current employer takes firm action to keep an employee from leaving. Such current employers are increasingly making counteroffers promising better working conditions.


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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、組織の縮小により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。• 製造業では大手企業だけでなく、中堅・中小企業によるM&Aや新規事業拡大における組織拡大に伴う管理部門強化の動

きが目立っている。

採用動向• 外資消費財ブランド各社は就業環境の理由による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、法務の求人も多くなってきている。• 経理職の採用ニーズは引き続き旺盛である。• 2016 年頃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傾向もあることから、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に、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。

• 上場企業では改正会社法によるコーポレートガバナンスコード強化のための人材採用が続いている。社外取締役・監査役の新任が増加している。

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。• 業界不問で他社との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。• 保守的な印象が強い中堅・中小企業でも採用が上手くいかずにオファー金額の見直し（増額）をするケースが非常に増え

ている。• 現職企業の引き留めが強く、退職交渉の長期化が進んでいる。現職企業から勤務条件改善案（カウンターオファー）を提

示されるケースも増加している。

管理部門


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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 800 - 1,500 1,000 - 1,500

*Overseas 700 - 1,500 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 - 900 500 - 1,000

Manager 700 - 1,100 800 - 1,300

Accountant 経理

Junior 400 - 500 400 - 500

Senior 450 - 800 450 - 850

Manager 600 - 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 - 900 500 - 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 600 - 900 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 - 1,500 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 - 1,000 600 - 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


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General Affairs 総務 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


General Affairs　総務・庶務 450 - 700 450 - 700

Facility ファシリティ 500 - 800 600 - 900

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

Manager Level 課長級 500 - 900 700 - 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 500 - 900 500 - 900




Legal 法務・知財


Legal (Contract, Lawsuit) 法務（契約・訴訟）

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

Manager 700 - 1,300 700 - 1,500

Compliance コンプライアンス

Non-Managerial 500 - 1,200 700 - 1,200

Manager 800 - 1,400 900 - 1,600

*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


Senior Manager Level 部長級 1,000 - 1,600 1,000 - 2,000




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Human Resources 人事・労務 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


Human Resource System Planning 人事（制度）

Non-Managerial 500 - 900 500 - 900

Manager 700 - 1,100 700 - 1,200

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

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 450 - 650 500 - 800

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

Recruiting 人事（採用）

Junior 400 - 600 450 - 600

Senior 500 - 900 600 - 1,000

Manager 600 - 1,050 700 - 1,300

Training 人事（教育・研修）

Non-Managerial 500 - 700 500 - 900

Manager 600 - 1,200 700 - 1,400

Organisation Development 組織開発 600 - 900 700 - 1,200





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Corporate Planning / Business Planning 経営企画・事業企画 (JPY 10K = USD 88) ( Unit : Japanese Yen (0,000)/ a year )


Corporate Planning 経営企画

Non-Managerial 500 - 900 500 - 1,000

Manager 700 - 1,300 800 - 1,400

Initial Public Offering 株式公開準備担当 600 - 1,000 N/A

*Management of Oversea Subsidiaries 海外子会社管理 600 - 1,000 N/A

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

Non-Managerial 500 - 1,100 600 - 1,300

Manager 800 - 1,500 800 - 2,000

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






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Banking and Financial Services

[Market Overview]

Market Trends• There has been a heightened focus on areas that include overseas operations, asset management, real estate investment, IT

investment, fintech and business succession.• The robust economy and the negative interest rate environment have been spurring transformation in areas that include

banking, securities, insurance, leasing, asset management, real estate investment and investment funds. Major corporations have been changing their approaches to strategic business development, and mid-sized enterprises have been aggressively expanding their operations. In the asset management sector, many Japanese and foreign real estate investment firms, including those handling REITs, have been looking to recruit new employees amid substantial business demand in Japan and overseas due to the negative interest rate environment.

• Many entities such as investment fund, venture capital and M&A advisory firms continue to recruit employees to handle business succession and business transfer services for SMEs.

• Consistent demand for business professionals has emerged in the securities sector amid a scenario of high share prices.• Many companies in the insurance sector, particularly Japanese firms, have been looking to hire more new employees than was

the case last year due to the negative interest rate environment and robust economy.• Recruitment activity has been booming across a wide-range of business areas in the leasing and non-banking sector, including

the realms of real estate investment, overseas operations, energy investment and aircraft business services.• The banking sector is most changed sector in 2018 in this market.. Trust banks in particular have been aggressively recruiting

candidates amid booming business in areas that include their main business of asset management, real estate operations and business succession services. However, recruitment appetite among Japan�s megabanks has been waning due to a harsh business conditions as they scale back operations, adopt fintech solutions and grapple with negative interest rates.

Recruiting Trends• Both Japanese and foreign asset management firms and real estate investment companies have been aggressively recruiting

employees to handle a wide range of tasks such as product development, marketing, investment management and information technology. Demand has been particularly strong for professionals that handle cross-border services that include channelling investment to and from Japan.

• Entities such as investment fund, venture capital and M&A advisory firms have been actively recruiting managers to handle investment and M&As.

• 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. Most recently, they have been seeking professionals for positions involving robotic process automation (RPA) and fintech.

• Trust banks have been recruiting professionals to fill a wide range of positions in areas that include M&A services, structured finance, asset management services, real estate investment, brokering, services involving alternative investment, business succession, testamentary services, and compliance.

• Megabank�s are mainly recruiting to strengthen operations, and have accordingly been posting employment listings for positions involving structured finance, M&A services, and fintech solutions.

• In terms of recruitment trends among leasing firms, demand remains strong 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 business locations.

• 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.

• Demand for recruitment of foreign nationals remains limited even among MNCs in Japan. Salary Trends• Both Japanese companies and MNCs in the banking and financial services sector continue facing a tightening labour market.

As such, salary offers remain at high levels and firms are now more apt to offer annual incomes that are commensurate with career paths. Still, salary offers have not been increasing substantially.

• 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 such positions are linked to performance achieved in previous employment along with results attained after joining the company. There have also been many cases job titles do not match salaries, and where job titles don�t correlate with scope of authority.


日本


業界動向• 海外、運用、不動産投資、IT投資、FinTech、事業承継などが強化テーマである。• 好景気やマイナス金利の影響もあり、銀行、証券、保険、リース、運用、不動産投資、ファンドなどで変革が起きている。

大手企業は戦略的なビジネス展開の変化、中堅企業は事業拡大に積極的である。運用業界、REITなど不動産投資会社は、マイナス金利の影響から海外含めてビジネスニーズが多く、日系、外資系とも採用に動いている企業が多い。

• ファンドやベンチャーキャピタル、M&Aアドバイザリー会社に関しても、中堅・中小企業向けの事業承継や事業譲渡などから引き続き採用に動いている企業が多い。

• 証券業界では、株価が高水準を維持していることもあり安定的にビジネスニーズが出てきている。• 保険業界では、マイナス金利、好景気から前年より採用に動く企業が多く、特に日系企業も採用に動いていきている。• リース・ノンバンク業界では、不動産投資や海外業務、エネルギー投資、航空機ビジネスなど広いビジネス領域で採用含

め活発に動いている。• 動きが一番大きいのは銀行業界である。信託銀行などはメインビジネスが運用、不動産、事業承継などでビジネスが活況

なため採用も積極的である。しかし、メガバンクについては業務のスリム化、FinTech、マイナス金利などでビジネス状況は厳しいため、採用意欲自体は低下している。

採用動向• 運用会社、不動産投資会社では、日系・外資系企業とも採用に積極的であり商品開発、営業、投資担当者、ITなど幅広く

採用している。海外から日本への投資、日本から海外への投資などクロスボーダー業務を行う職種については特にニーズが強い。

• ファンド・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。

• 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、審査関連の求人が出ている。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。直近では RPA、FinTech関連などの求人も募集している。

• 信託銀行では、M&A業務、ストラクチャードファイナンス、運用業務、不動産投資・仲介、オルタナティブ投資関連業務、事業承継、遺言、コンプライアンスなど幅広いポジションで採用に動いている。

• メガバンクに関しては、強化部門の採用がメインであり、ストラクチャードファイナンスやM&A業務、FinTech関連などのポジションの求人が出ている。

• 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、拠点管理など多岐にわたる求人ニーズがある。• 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。• 外資系企業においても、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おり、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ではない。• 専門職や強化ビジネス（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。

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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 - 1,200 700 - 1,200

Finance Institutions Sales 金融法人営業 600 - 1,200 800 - 1,500

Sales for Agencies 代理店営業 600 - 1,100 600 - 1,200

Retail Sales リテール営業 600 - 1,500 700 - 1,500




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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 - 1,200 600 - 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 - 1,500 800 - 1,500

Trader & Dealer トレーダー /ディーラー 700 - 1,200 700 - 1,200

Real estate finance 不動産金融

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

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

Actuary etc.アクチュアリー等 600 - 1,300 600 - 1,300

Screening 審査 600 - 1,200 600 - 1,200

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 - 1,200

Back office (Insurance) 保険バックオフィス

Non-Managerial 500 - 800 500 - 800

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

Information System システム

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

Manager 800 - 1,500 700 - 1,500




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JapanJa

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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. Whereas China remains an important market, a new trend is unfolding where companies are beginning to enter emerging markets in Southeast Asia at an increasingly accelerating pace.

• Although Japan remains an important market for MNCs handling consumer goods, some companies are continuing to locate or relocate their Asia-Pacific regional headquarters either in Singapore or the Chinese cities of Shanghai and Hong Kong, rather than in Japan. Leading MNCs that previously had not made inroads into the Japanese market have been successively entering the market in droves, seemingly suggesting that there is a healthy appetite for investment 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.

• With English language proficiency becoming increasingly essential in the consumer goods sector, many employers require that candidates have achieved a score of no less than 650 points on the Test of English for International Communication (TOEIC) in lowest case. Demand for employees who speak English and another foreign language has 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.

• 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 management level positions. There have also been more instances of companies that, after having refrained from hiring in recent years, are now seeking consultation involving recruitment of managerial level talent. In both cases, the positions concerned tend to be those that substantially affect corporate earnings performance, encompassing initiatives such as rehabilitating existing operations and promoting new business.

• It is becoming increasingly common for individuals hailing from major corporations to change jobs and take up employment at SMEs and owner-managed enterprises. There has been intensifying demand for recruitment among owner-managed enterprises grappling with Japan�s shortage of top executives. This is in part evident given the increasing number of instances where companies are hiring candidates to act as general managers, business executives and other supervisory positions.

• 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 their career until retirement age.

• 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, beyond the standard �advanced� level of proficiencies due to an increasing volume of reporting to overseas destinations.

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 compensation offers overall

than was the case for last year. For instance, there have been some notable examples where Japanese companies seeking to hire candidates originally employed by MNCs have provided 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 evaluations and personnel schemes so that it would be possible to present candidates with offers exceeding compensation amounts provided under their regular salary scales.

• Although salary offers from MNCs in consumer goods seem to be relatively unchanged, salary levels have been surging with respect to new positions emerging in fields such as digital marketing due to recruitment competition against companies in other industries.


日本


業界動向• 日系企業は海外市場のシェア拡大のために攻勢を続けている。中国が重要マーケットであるのは変わらないが、東南アジ

アの新興国への進出が一段と加速し始めたのが、新たなトレンドである。• 外資系企業では、一部の企業で APAC（アジア太平洋地域）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続いているものの、日本市場の重要性は依然として変わりはない。実際に、日本未進出の有力外資系企業が、こぞって日本への進出するケースが相次いでおり、海外から日本への投資姿勢が堅調であると推測できる。

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おり、条件として最低でも TOEIC650 点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。

• 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いる。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。

• 大手企業出身者が、中小・オーナー系企業へ転職するケースが増加傾向にある。事業部長や事業責任者などの統括ポジションでの採用ケースも増えるなど、経営幹部不足に悩む中小・オーナー系企業の採用ニーズが活発化している。

• 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おり、以下のようなケースが挙げられる。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　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　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。

• 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。

給与動向• 重要ポジションにおいては、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、オファー金額の変化はさほど見受けられないが、デジタルマーケティングなどの新ポジションについては、

業界外企業との採用競合により、給与水準の高騰が進んでいる。Ja

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コンシューマーグッズ業界




Corporate Sales 国内法人営業

Non-Managerial 400 - 700 450 - 750

Manager 550 - 900 600 - 1,100

*Overseas Sales 海外営業

Non-Managerial 450 - 800 500 - 800

Manager 600 - 1,100 N/A

Sales for Department Stores 百貨店向け営業

Non-Managerial 400 - 650 500 - 800

Manager 500 - 800 600 - 900

Sales for Volume Retailers 量販店向け営業

Non-Managerial 450 - 650 500 - 700

Manager 500 - 800 700 - 1,000Area Manager / Supervisor エリアマネージャー /スーパーバイザー 450 - 700 500 - 900Store Manager ストアマネージャー 400 - 600 500 - 1,000

Sales Planning 営業企画

Non-Managerial 450 - 650 500 - 850

Manager ~ 600 - 1,000 700 - 1,200Manager Level 課長級 550 - 1,000 600 - 1,200Senior Manager Level 部長級 800 - 1,300 900 - 1,500Director Level 役員級 1,000 - 4,000 1,200 - 5,000

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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 500 - 800 500 - 800

Manager 700 - 1,100 700 - 1,200

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

Forcasting フォーキャスティング

Non-Managerial 600 - 800 500 - 900

Manager 700 - 1,000 600 - 1,200

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 - 1,200

MD (Merchandiser) マーチャンダイザー

Non-Managerial 500 - 700 500 - 700

Manager 600 - 900 600 - 1,100

Procurement 購買

Non-Managerial 500 - 700 500 - 850

Manager 600 - 900 800 - 1,200 *Global Procurement 海外調達 600 - 800 600 - 900

*Trading (Export) 貿易輸出 450 - 650 450 - 650

*Trading (Import) 貿易輸入 450 - 650 500 - 700

Production Management 生産管理

Non-Managerial 400 - 650 500 - 650

Manager 600 - 900 600 - 900





Marketing Research マーケティングリサーチ 500 - 800 600 - 900

Product Planning / Product Development 商品企画・開発

Non-Managerial 400 - 700 500 - 800

Manager 600 - 900 600 - 1,000

Food R&D (Research & Development) 食品研究開発 500 - 800 600 - 900

Cosmetics R&D (Research & Development) 化粧品研究開発 500 - 800 600 - 900

PR (Public Relations) ピーアール

Non-Managerial 500 - 800 500 - 800

Manager 600 - 1,000 600 - 1,100

Sales Promotion 販売促進

Non-Managerial 400 - 700 500 - 700

Manager 600 - 900 600 - 1,000

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 700 - 1,100 600 - 1,200

Trade Marketing トレードマーケティング 500 - 800 500 - 900

Store Development 店舗開発

Non-Managerial 500 - 700 500 - 700

Manager 700 - 1,000 700 - 1,300

Trainer (for shop assistant) トレーナー（店舗向け） 500 - 700 600 - 900

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

Non-Managerial 450 - 700 500 - 700

Manager 600 - 800 600 - 900




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Healthcare

[Market Overview]

Market Trends• The pharmaceutical industry has been stagnant with growth in the Japanese market standing at merely 2%. Pharmaceutical

companies are poised for negative results going forward from the perspective of drug prices and market factors alike, and the market could shift to a trajectory of negative growth in 2020 and beyond.

• Pharmaceutical companies have been making progress with respect to initiatives geared toward addressing unmet medical needs and personalized medicine by engaging in new approaches in areas ranging from conventional small molecule drugs to biopharmaceuticals and gene therapies. However, many challenges remain on the path to growth in Japan�s biopharmaceutical market, amid an environment of a steadily expanding global market for such products.

• A certain amount of continued growth is likely in the areas of development and drug discovery. Especially when it comes to drug discovery, there are signs that the bio-venture market is likely to expand given that it is no longer uncommon for companies to shorten lead times with respect to performing searches on seeds for drug discovery through worldwide license-in arrangements and corporate acquisitions, rather than in-house drug discovery. The realm of drug discovery is poised to expand for the time being amid an increasing number of investors and investment funds.

• As focus seemingly shifts from treatment to prevention and health, changes are also likely to emerge with respect to various healthcare approaches, particularly in terms of applying data science to facilitate preventative medicine, greater prevention-oriented diagnostic demand, and companies entering the healthcare industry in areas that involve information technologies.

• 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 seems nearly inevitable, more entities have actually been making such initiatives part of their business strategies with respect to overseas expansion. 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 chemical producers, end-product manufacturers and enterprises from other industries have been entering the medical devices field, and an even greater number of such entities are likely to do so going forward.

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

Recruiting Trends• Japanese manufacturers that had been holding off on new hiring have now launched recruitment drives where they are

seeking mid-career employees with experience in various business cultures, including specialists and individuals originally employed by MNCs. In addition to demand for professionals to handle overseas business, it also seems likely that such companies will increase their workforces with respect to positions in AI-based drug discovery and data sciences, medical affairs and corporate planning. Some manufacturers now tend to consider hiring candidates whose remuneration would be somewhat higher than budget when it comes to specific positions where there tends to be a gap in annual incomes in comparison with MNCs.

• MNCs are also continuing to redouble their efforts to recruit specialists. They have primarily been seeking medical professionals such as medical science liaisons (MSLs) and specialists. Companies are increasingly making English-language proficiency a requirement for managerial positions, as a matter of course.

• 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.

• New positions involving project planning and business strategy are being offered by companies entering the healthcare sector from different industries.

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

• There have been many 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 listings for medical robot engineers.

• 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 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.

• Companies have been actively recruiting candidates from related industries, rather than from their same industries, in attempts to introduce new approaches as a component of organizational reform.

Salary Trends• In the pharmaceutical industry, annual salary offers have been slightly higher overall in real terms. Meanwhile, the industry

has largely been a seller�s market in terms of recruitment, marked by substantial demand for specialists. Those who have been offered multiple positions are being presented with an abundant pipeline of potential employers, and in some cases, they are being recruited upon having been offered better employment packages particularly in terms of salaries and job titles. Salary levels have continued to surge, particularly those paid to core members of foreign-affiliated start-ups.

• With the aim of heightening their competitive strengths in order to extend business in overseas markets, some Japanese pharmaceutical companies have started to make remuneration offers that previously would not have been possible under existing salary structures.

• In the medical devices industry, base salaries have remained largely unchanged. We have been seeing cases on occasion of companies offering sign-on bonuses amounting to around JPY 500,000. Japanese companies have been paying out higher bonuses over the last two to three years, which has correspondingly boosted annual remuneration amounts.

• Annual salary offers to experienced professionals have been increasing given that such candidates are in a sellers� market.



業界動向• 製薬業界は日本市場は現状わずか 2％の伸びとなり、停滞気味。今後も薬価やマーケット観点からマイナス予測もされ、

2020年以降にはマイナス成長に転じていく可能性も高い。• 買収や統合などの変化の他に、構造的な薬価引き下げの問題などによる、新薬メーカーによる長期収載品の切り離し／外

資系企業の開発投資への影響、日本の生産拠点の在り方の変化などがあり、組織構造見直しなどが進むと予想される。• 従来の低分子から、バイオ医薬や遺伝子治療などの新しいアプローチも進んでおり、よりアンメット・個別化への取り組

みが進むことが予想される。ただし世界のバイオ医薬品市場が先行拡大している中、日本は拡大への課題がまだ多い。• 開発や創薬のアウトソースは継続して一定成長が見込まれる。特に創薬に関しては、世界的にも自社創薬から、ライセン

スインや、企業買収で創薬のシーズ探索の期間短縮を行うことが珍しくなくなってきており、この点からバイオベンチャー市場拡大の兆しもある。投資家の数や投資金額も増えてきており、しばらくは拡大していく見通し。

• 治療から予防・健康へのキーワードの変化が見えつつあり、予防医療のためのデータサイエンスや、予防観点での診断ニーズ、ITを絡めてのヘルスケア業界参入など様々なアプローチでの変化が見込まれている。

• 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、実際に海外進出を経営戦略の一部として加える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、化学メーカーや完成品メーカーなど異業種からの参入企業が増えており、今後も増加の継続が見込まれる。

• 画像診断装置は日本市場では飽和状態にあり、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・ビックデータ解析と絡む製品や関連サービスの提供がここ数年目立ってきた。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。• ライフサイエンスのメーカーが有している製品を、再生医療分野に展開するケースが発生してきた。異業種からライフサ

イエンス事業に進出してきている。

採用動向• 業界再編や組織構造変化から、MRスタッフや研究開発部門の早期退職を行う企業もいくつかあり、採用する場合は専門

職や企業のビジネス変化に寄与できるような新設ポジションでの採用が多い。• 採用を控えていた日系メーカーが、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。

海外ニーズももとより、AI創薬やデータサイエンス、メディカル、経営企画職などは今後も増員傾向と思われる。外資との年収差もそういった特殊ポジションにおいては多少枠を超えてでも検討する傾向もある。

• 外資系企業でも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を中心に採用が展開されている。英語力などは当然になってきており、マネージャーなどの必須要件になりつつある。

• 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。

• 今後の採用動向として、当面はバイオ医薬系の人材、遺伝子関連の人材ニーズも強い。• 異業種から参入してきた会社から事業企画や事業戦略のポジションが発生している。• 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。新たな柱づくり・部門再編目的の管理職求人も多い。• 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。• 同業種ではなく親和性がある異業界からの採用が活発になってきた（組織改革から新しい風を入れるため）。

給与動向• 製薬業界では、オファー年収の実勢ベースは微増となっている。専門職に対するニーズは高く売り手市場がほとんどである。

複数内定の獲得者に対し、企業のパイプラインの豊富さの提示に加え、給与・ポジションなどのレベルを上げて提示して採用をすることもある。特に、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の高騰が続いている。

• 日系企業でも海外マーケット拡充に向け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出始めている。• 医療機器業界では、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。• 経験がある人材には売り手市場で年収ベースが上がってきている。

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MR (Medical Representative) 医薬情報担当者 500 - 900 600 - 1,200

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

*Overseas Sales 海外営業 500 - 900 N/A




Specialists 専門職


Drug Discovery 創薬

Non-Managerial 500 - 1,100 600 - 1,100

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

Preclinical 前臨床

Non-Managerial 500 - 900 700 - 1,200

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 450 - 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 700 - 1,200 800 - 1,400

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

Director 1,300 - 2,000 1,500 - 2,500

Clinical Medical Writer メディカルライター 500 - 800 700 - 1,200

Clinical Data Management データマネジメント

Non-Managerial 400 - 800 600 - 1,100

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 - 1,200

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 - 900 500 - 900

Manager 700 - 1,100 700 - 1,400

Senior Manager ~ 900 - 1,800 1,100 - 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


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Medical Affairs 薬事申請

Non-Managerial 500 - 800 600 - 1,100

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

*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 500 - 1,000 600 - 1,200

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 - 800 550 - 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 - 800 450 - 800

Manager 600 - 1,000 700 - 1,100

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





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Information Technology

[Market Overview]

Market Trends• Stagnation appears to be setting in with respect to parts of the information technology sector, despite ongoing growth overall.• Business involving IT with respect to financial institutions has been brisk, particularly in terms of projects associated with

global development and M&A deals, and fintech operations. There has been particularly strong demand in areas involving business integration geared to non-life insurers.

• There has been a marked increase in the number of IT companies seeking to expand business overseas, particularly in Asian nations such as Thailand, Vietnam, Indonesia and Myanmar.

• Demand for services that address information security issues has been increasing. This is a result of: (1) incidents involving 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.

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

• MNCs have entered the stage in business relating to IoT technologies, cloud computing, marketing automation, big data, and other such fields. Moreover, an increasing number of enterprises based in Israel have been entering the market, particularly in the realm of information security. Amid an increasing volume of business involving robotic process automation (RPA), recruitment demand has been increasing at an accelerating pace for professionals in both the consulting and service provider realms.

Recruiting Trends• The IT sector continues to be a sellers� market in terms of recruitment, with appetite for hiring remaining 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 been persistently seeking professionals, unlike the

situation which they had been hiring potential candidates, which was more common before the Lehman bankruptcy. Now many employers are filling junior-level positions by hiring new university graduates.

• There has been increasing demand for bilingual candidates who speak both English and Japanese, for two reasons as follows: (1) Japanese companies need such employees to help them pursue overseas expansion, and (2) MNCs need such employees to work within their Japanese subsidiaries in order to provide support to their Japanese corporate customers in carrying out their overseas expansion efforts. As such, companies have been seeking information security personnel, particularly candidates proficient in English and who are capable of providing global support.

• 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 started taking on employees 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 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 been making arrangements for use of backup interviewers. There have been an increasing number of instances where candidate selection is concluded via Skype. This seems to be a worldwide trend in recruitment.

• Recruitment efforts have tended to achieve greater success when managers of departments hiring new employees are more directly involved in part by physically attending job interviews and helping to convey the company�s vision and its appeal to job candidates. The extent of management involvement in the hiring process is also a major factor with respect to achieving successful recruitment outcomes.

Salary Trends• Whereas there has been no apparent trend of firms directly increasing remuneration offers, there has been a very visible move

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. Additionally 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 been opting to award joining bonuses and other such lump-sum incentives.

• There has been a surge in compensation counteroffers made, particularly by MNCs in Japan, when a candidate�s present employer attempts to keep the employee from leaving.

• 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 receiving a respective offer.

• Amid mounting demand for AI engineers, few business-ready candidates are available in the market. As such, there have been some instances where companies have hired professionals such as data scientists and financial actuaries at high salaries to fill such positions.


日本


業界動向• 業界全体としては成長が続いているが、一部では停滞感も見られる。• 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。特に生損保向けの統合ニーズ

が強い。• タイ・ベトナム・インドネシア・ミャンマーなど、アジアを中心に海外展開を図る企業の増加が顕著。• セキュリティ関連のニーズが高くなっている。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、などがある。• 製造業関連、特に自動車業界向けの IT 人材のニーズが 2017 年以来増加傾向にある。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。RPA関連の案件も増えてきており、コンサル側・サービス提供側、いずれも人材採用ニーズの増加速度が加速している。

採用動向• 採用意欲は前年同様に比較的売り手市場が続いている。• 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。• 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。若手採

用は新卒採用で済ませることも多く、中途採用枠では即戦力人材の採用ニーズが高まっている。• 日英バイリンガル人材へのニーズが高まってきている。理由として、以下 2点が挙げられる。①日系企業では海外展開を

図る目的、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。これらの理由により、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。

• 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始めている。

• 選考期間を短縮することで採用力強化に成功している企業がある。例として　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面接に同席するなど協力的な場合、採用の成功が促進される傾向がある。経営者の採用への関与度合いも、採用成功を実現する大きなファクターになっている。

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。例として、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―などがある。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。

• 引き留め時のカウンターオファーの金額が、外資を中心に高騰している。• 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。• AIエンジニアのニーズが高まっているが、即戦力がほとんど市場に存在しないため、データサイエンティストや金融のア

クチュアリーのエンジニアなどを高額で採用するケースも散見される。

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IT業界




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




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IT Consultant ITコンサルタント

Non-Managerial 600 - 1,200 700 - 1,500

Manager ~ 700 - 1,500 900 - 2,000

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 - 1,600

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 - 900 600 - 900

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

Network Engineer (Operation) ネットワークエンジニア（運用系） 500 - 800 700 - 1,000

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 - 800 600 - 1,000

Manager 700 - 1,000 800 - 1,400

Helpdesk ヘルプデスク 400 - 600 500 - 800

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

Non-Managerial 500 - 900 600 - 1,000

Manager 700 - 1,200 700 - 1,200

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

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

Non-Managerial 500 - 800 600 - 900

Manager 700 - 1,200 800 - 1,200

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





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Manufacturing

[Market Overview]

Market Trends• Demand remains strong in the realm of developing solar, wind and biomass power generation facilities as such companies

forge ahead with such efforts. • Manufacturing industry investment relating to Internet of things (IoT) technologies and artificial intelligence has been

increasing. Demand has been particularly strong in the automotive-related sector where progress is being made in developing driverless technologies. There has also been a healthy demand associated with developing labour-saving technologies in relation to facilities, robotics and factory automation (FA). Meanwhile, the semiconductor and electronic components sector geared to automotive applications has been performing well.

• 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. Meanwhile, Chinese automakers have been successively entering the Japanese market.

• Companies in the chemicals industry have been achieving favourable results owing to global business strategies among manufacturers of fragrances and raw materials for cosmetics and pharmaceuticals.

• As of the summer of 2018, performance of companies in the steel and aluminium business have been weighed down due to additional tariffs imposed by the U.S. government.

Recruiting Trends• Companies are forging ahead with recruitment drives in the field of onshore and offshore wind power and biomass power.

There is growing demand for talent that can handle maintenance and asset management amid an increasing number of electric power plants embarking on energy sales.

• A sellers� market persists for semiconductor-related technical experts amid a robust climate in the semiconductor industry stemming from increasing investment in IoT technologies and artificial intelligence for electrical equipment and motor vehicles.

• Many foreign-affiliated automotive suppliers are seeking employees to increase headcount while also filling vacated positions. Also, an increasing number of Asian manufacturers have been entering the market and have been looking to hire dozens of new recruits specifically targeting engineers aged 40 and above who are employed by Japanese manufacturers.

• Companies actively continue to recruit candidates in the chemicals industry. There has been strong recruitment demand with respect to positions associated with operational restructuring and global expansion. An increasing number of Japanese manufacturers have been seeking to secure business-ready candidates with specific skills by offering higher annual salaries. Recruitment activity has been relatively strong among large foreign manufacturers because of mergers and reorganisations involving several such companies.

• Japan�s materials manufacturing industry has been facing a spate of product quality incidents. This has led such manufacturers to take action that involves strengthening their organizations by allocating personnel to address such issues.

• Manufacturers are increasingly seeking candidates for division manager and director level positions offering salaries ranging from JPY 15 million to JPY 20 million, for their involvement in initiatives that include developing overseas business, arranging mergers and acquisitions, and otherwise pursuing new business opportunities.

Salary Trends• Annual salary offers in the manufacturing sector have been heading higher.• 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.

• Although the annual salary schedules are firmly set with respect to many companies in the machinery, electrical equipment and automotive industries, offers have been trending gradually higher, largely in the form of increased bonuses. Companies that have been recruiting individuals as candidates for managerial positions thus far are now increasingly taking an approach that involves offering prospective recruits managerial positions from the start. Companies are doing this in order to meet salary demands in cases where the company has deemed that such individuals are equipped with business-ready practical skills. When it comes to IT technical experts involved in IoT technologies and artificial intelligence, an increasing number of companies have been willing to consider hiring talent by making salary offers exceeding amounts listed in the standard annual compensation schedules.

• As for MNCs in the electronics/mechatronics industry, compensation offers appear not to be rising due to 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 of managers and equivalent positions.

• Among foreign-affiliated manufacturers of automotive parts, an increasing number of firms have been making offers above annual salaries currently paid to job candidates. 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, including lump-sum bonuses paid out when a candidate is hired, because their top priority is that of developing their workforces.

• With major chemical companies, there have been some striking examples of employers making high remuneration offers to secure assistant managers at the division-level (including specialists) and other managers 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.

• MNCs have been successively hiring technical advisors and other new recruits. They have increasingly been making employment offers consisting of annual salaries in excess of JPY 10 million.


日本


業界動向• 太陽光／風力／バイオマスの発電所開発ニーズは依然として高く、各社が開発を進めている。• 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。特に顕著なのは自動運転化が進んでいる自動車関連と、設備・ロボット・FA

関連の省力化にともなう需要である。車載向けを中心とした半導体・電子部品業界の好調で、勢いは衰えない。自動車向けが牽引する工作機械業界はリーマンショック前を上回り活況を呈している。

• 自動車部品では ADAS、IoT 関連で異業種からの参入が増加。中国系自動車メーカーの日本市場参入が相次ぐ。• 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。• 化学業界では、香料、化粧品原料、医薬品原料メーカーのグローバル戦略により好調に事業が進んでいる。• 鉄鋼アルミ関連の米国追加関税に関する影響は、2018年夏時点は最小限に留まっている。• 農薬、種子関連メーカーも業界の再編により人材の流動化が見られる。

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。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。重電領域では PLC、DCSなどの技術者が多く採用されている。

• 風力・バイオマス発電／洋上風力では、ポテンシャルに期待した採用活動も進めている。売電開始の発電所が増えており、保守管理／アセットマネジメント求人ニーズが増加基調にある。

• 機械／電機／自動車では、次世代自動車開発を中心とした制御・ソフト系の人材採用ニーズが特に活況であり、特に IT関連技術者の獲得競争は製造業内にとどまらず、かつ製造業内でもロボット・工作機械・FA関連企業でも採用意欲が上がってきているため、転職時の年収 UPが必至の超売り手市場となっている。更に中小企業を中心に、海外進出に伴う管理職採用ニーズは引き続き増加基調が続いており、地方本社企業の海外駐在ニーズも確実に増えている。

• 電機・自動車の IoT・AIへの投資増加にともない、半導体業界が活況で半導体関連技術者の売り手市場が続く。• 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。• 一連の素材メーカーの品質問題から、各社人材を配置して組織強化を行っている。• ニュートリション領域（香料、添加剤、原料）の採用が強化されている。品質、海外営業、事業戦略ポジションなど。• 海外展開・M&A など新事業のために 1,500 ～ 2,000 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• 総じて経験がある人材は売り手市場で、オファー年収が上昇傾向にある。• 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が提示されている。• 機械・電機・自動車業界は賞与の増加などによってオファー金額が徐々に上がっている傾向がある。これまで管理職候補

として採用していた企業も、即戦力と判断した場合は希望年収を叶えるために即管理職としてのオファーで採用するケースも増加傾向にある。また IoT・AI に関連した IT関連技術者については、通常の年収テーブル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。

• 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。• 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）。• 化学大手は部課長レベル（専門職含む）、マネジメント層、事業立ち上げ人材を高額オファーで人材確保する事例が顕著。• 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。• 外資系では技術顧問などの採用も相次いでいる。1000万円を超えるようなオファーも増えている。

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製造業界




Domestic Corporate Sales 国内法人営業

Non-Managerial 450 - 800 500 - 1,000

Manager 600 - 1,000 700 - 1,300

*Overseas Sales 海外営業

Non-Managerial 500 - 900 500 - 900

Manager 650 - 1,200 700 - 1,300




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

Process Engineer プロセスエンジニア 600 - 900 600 - 1,000

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

Non-Managerial 500 - 800 500 - 800

Manager 650 - 1,000 700 - 1,100

Production Technology (Electric) 製造技術 /生産技術（電気） 500 - 800 550 - 900

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

Non-Managerial 500 - 800 500 - 900

Manager 700 - 1,000 800 - 1,200

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

Japan 500 - 800 550 - 900

*Thailand 600 - 1,000 N/A

*China 600 - 900 N/A

Manager 600 - 1,000 700 - 1,200

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

Japan 600 - 1,500 800 - 2,000

*Thailand 700 - 1,000 N/A

*Indonesia 600 - 900 N/A

*Vietnam 700 - 1,000 N/A

*Malaysia 600 - 1,100 N/A

*India 700 - 900 N/A

*North America 800 - 1,200 N/A

*China 700 - 1,500 800 - 1,500


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


LSI/IC/Memory Design Engineer LSI・IC・メモリ設計 500 - 1,000 600 - 1,000

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

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

Non-Managerial 500 - 900 550 - 1,000

Manager 700 - 1,000 800 - 1,200

Mold/Die Design Engineer 金型設計

Japan 500 - 700 500 - 700

*Overseas 500 - 800 N/A

Control and Signal Circuit Design Engineer 弱電回路設計 500 - 900 600 - 1,000

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

500 - 900 600 - 1,000

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

Non-Managerial 500 - 900 600 - 1,000

Manager 650 - 1,300 700 - 1,300

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

600 - 900 700 - 1,100

Embeded Engineer 組み込みエンジニア

Non-Managerial 450 - 900 500 - 1,000

Manager 650 - 1,100 700 - 1,300

Sales Engineer セールスエンジニア

Japan 500 - 900 500 - 1,000

*Overseas 600 - 900 N/A

Manager 700 - 1,000 700 - 1,500

Application Engineer アプリケーションエンジニア

Non-Managerial 500 - 800 500 - 1,000

Manager 600 - 1,000 800 - 1,200

Service Engineer サービスエンジニア

Non-Managerial 500 - 800 500 - 800

Manager 600 - 900 700 - 1,200





Purchase 購買

Non-Managerial 500 - 900 500 - 900

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 - 900 500 - 900

Manager 700 - 1,000 750 - 1,100

Production Management 生産管理

Non-Managerial 500 - 800 500 - 800

Manager 600 - 900 600 - 1,100

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

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

Non-Managerial 500 - 900 500 - 900

Manager 700 - 1,100 700 - 1,200

Marketing マーケティング

Non-Managerial 500 - 900 600 - 900

Manager 700 - 1,200 700 - 1,300





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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.• The Japanese government has set its highest ever budget in line with its Action Plan for National Resilience. As a result, greater

numbers of contractors are now being awarded projects for construction of new roads, bridges and other infrastructure, 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.

• 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 very visible moves that involve restructuring operations and entering new markets.

• Companies particularly in the retail, distribution and restaurant industries have been facing shortages of labour. Enterprises in these industries seek front-line store managers and supervisors, as well as a wide range of talent to take on tasks such as retail store development as well as new operations encompassing marketing and store openings internationally.

• On the other hand, favourable financial results are being generated, by companies that have placed focus on the e-commerce business, using strategies such as Omni channel retailing and showrooming approaches.

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, including 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.

• Technical experts in the field of construction have been in chronically short supply. It is particularly rare for first-class construction management engineers and other professionals in the field of construction to be available on the job market, given that their current employers tend to keep a firm grip on them.

• 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 HR and education, companies have been actively recruiting individuals who have recruitment industry experience. 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 strong 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.

• There has been strong recruitment demand among companies in the fields of retailing, distribution and food services involving an extensive range of positions ranging from sales professionals to specialists, as companies across the board continue to struggle with labour shortages.

• Retailers and distributors have been shifting to their main focus more toward business related to the e-commerce market. As a result, such companies have been facing intensifying competition with online companies when it comes to recruiting talent.

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 for job candidates with asset management firms and other companies in the financial realms.

• Salary and benefit levels are climbing 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.

• 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。• 大手不動産デベロッパーは海外進出を加速する傾向。現地企業との提携を加速しマンションや商業施設などの開発を強化。• 特に EC（eコマース）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ともな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。• 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、事業構造の転換や新たなマーケットへの進出が目立ち始めている。• 小売・流通・外食業界はどの企業も人手不足の状態。現場の店長や SVはもちろん、店舗開発やマーケティング、グロー

バル出店含む新規事業など幅広く人材を求めている。• 百貨店やスーパーなどの業態の従来型の店舗ビジネスは業績が厳しく、一部はリストラなども実施している。• 一方で、ECビジネス（オムニチャネル、ショールーミング対策など）に注力している企業は業績好調の傾向がある。

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求人案件が急増。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採用ターゲットになり、59 歳での採用実績もある。

• 建築系の技術者は慢性的に人手不足。特に、1級施工管理技士などの施工系人材は在籍各社での囲い込みも強く、なかなか市場に出てこない。

• 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 代以上も歓迎することが多い。

• 企業が応募検討者に自社について深く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。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。• 外資系の広告代理店を中心に、ダイレクトリクルーティングが非常に顕著になっている。採用にコストを掛けないという

本国の意向も強い。• 小売・流通・外食領域では、どの企業も人員不足が続いており、販売系から専門職に至る幅広い職種で採用ニーズが強い。• 小売・流通企業はビジネスの主軸をEC関連にシフトしていく傾向があり、Web系企業との人材の争奪が激しくなっている。

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、手当も含め給与相場がかなり上昇。人材の枯渇感もあり、一部でつり上げ競争となっている。• 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）は採用競争激化にともない、従来水準以上の金額を提示している。• 小売・流通・外食系企業の給与水準は例年並み。他業界と比べて低い傾向がある。

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サービス業界




Domestic Corporate Sales 国内営業（法人）

Non-Managerial 400 - 800 500 - 900

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 - 900





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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

Dirgital Marketing デジタルマーケティング 600 - 1,000 600 - 1,000

PR (Public Relations) ピーアール

Non-Managerial 500 - 700 500 - 800

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 - 1,400

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 - 600 400 - 600

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

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

Plant Engineer プラントエンジニア

Non-Managerial 550 - 900 600 - 1,000

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

Architect 建築設計

Non-Managerial 500 - 900 500 - 800

Manager 650 - 1,100 700 - 1,100

Construction Manager 施工管理（建築・土木）

Japan 500 - 900 500 - 900

*Overseas 600 - 1,000 N/A

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





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Web Industry

[Market Overview]

Market Trends• There has been a strong tendency among Japanese information technology giants to launch new services as they focus

on solutions geared to businesses, particularly with respect to operational design and managerial support. By drawing on synergies between new services and existing operations, their existing operations have also been generating more revenue, which is helping to revitalize operations. Moreover, these companies are also tending to place focus on fintech and payment settlement businesses, drawing on their operational platforms, while seeking new recruits as they establish new subsidiaries.

• In the field of digital marketing there has been a trend of increased hiring since 2017, associated with efforts by companies that involve expanding their fields of business into areas such as customer relationship management (CRM). Moreover, a slew of consulting firms, IT vendors and other such companies continue to enter the Japanese market, resulting in a scenario of fierce head-to-head competition enlisting full-fledged marketing, consulting and technological capabilities of the respective companies. Companies are also more actively developing technologies that interface with artificial intelligence.

• In wake of the so-called first year of virtual reality (VR) in 2017, companies have shifted their attention to e-sports in 2018. As such, companies now hosting tournaments offering cash prizes amounting to as much as several tens of millions of yen, companies are recruiting for an official competition to be held nationally, in the autumn of 2019. Currently valued at JPY 170 billion, the industry is expected to grow to the scale of JPY 250 billion over the next five years.

• Intensifying competition in the intellectual property business: companies have been generating very favourable revenues on intellectual property royalties, which is part of their short-term business models.

• The field of venture business has seen an excessive number of competitors in recent years, centred on the fintech business. Nevertheless, many companies are able to readily raise funds by approaching venture capital firms amid a situation where difficulties inherent in anticipating the growth potential of respective entities in the field.

Recruiting Trends• As was the case in 2016, the web industry has been a sellers� market in terms of recruitment amid a scenario where major

corporations in the industry continue to increase hiring. Job seekers looking towards positions in business development have often been seen applying for positions with enterprises outside of the Internet realm, including consulting firms and top-tier companies in other industries, particularly those in the manufacturing, consumer goods and finance sectors.

• 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. Also, Japanese candidates often react negatively to direct recruitment offers given that Japanese nationals tend to be particularly wary when it comes to the notion of changing jobs. Still, MNC offices in Japan have come under a lot of pressure from home-country headquarters urging them to hire employees on a directly sourced basis.

• In the online gaming field, demand for candidates remains high 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 firms have managed to secure talent by successively hiring employees over periods extending for several months at placement fees of around 40% to 55%. Demand has been consistently firm 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 the overseas markets.

• Although job listings up to this point have mainly centred on openings for game developers, firms hiring for positions in relation to the VTuber trend have since given rise to demand for talent offering work experience in companies in the video content realm.

• Certain companies are now listing openings for positions in the field of e-sports. Given that physical e-sporting events constitute the focus of this field, recruit with respect to e-sports is rapidly expanding to a greater range of talent, encompassing candidates with offline experience such as event planners.

• Whereas companies in the field of venture capital have been increasingly turning to recruitment consultancies specializing in financing companies, companies engaged in the recruitment process have been visibly struggling to find more employees amid a sellers� market in terms of recruitment.

Salary Trends• Major corporations in the web industry have been increasing employment offers with salaries around JPY 7 million to JPY 8

million. Meanwhile, some remuneration offers have even exceeded JPY 9 million amid the upward trend offers since the 2017 business year. Still, there have been few such cases overall given that such employment packages tend to fall outside the scope of those available to managers specified under internal employment categories of respective companies. In addition, companies have been tending to make higher offers by setting aside recruitment funds that will supplement a new employee�s initial-year bonus, in addition to furnishing a sign-on bonus. Technical experts including data scientists as well as those specializing in artificial intelligence and machine learning continue to attract remuneration offers at high annual salary levels.

• In the field of e-commerce, companies are hiring more logistics workers for assignments at warehouse sites and in corporate head offices. This comes amid a scenario of companies increasing recruitment for positions involving distribution while also hiring hundreds of front-line managers in Japan nationwide.

• With the aim of securing business-ready employees, companies in the field of digital marketing have been giving serious consideration to the prospect of making higher salary offers of up to around JPY 7 million to JPY 8 million, depending on a candidate�s experience, from limits of around JPY 6 million previously. Meanwhile, the purchase process in the digital marketing field often involves executive clients who make such decisions. Therefore, many companies in the field 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 digital marketing have been tending to raise salary offers, particularly for consultants, project managers, data scientists and other professionals equipped 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 candidates in the manager to senior manager categories. On top of such amounts, individuals experienced in handling global content are being offered additional compensation of approximately JPY 500 thousand to JPY 1 million per annum.

• Companies are still very likely to make job offers in situations where they are seeking employees to address a shift in corporate focus to publishing operations entailing manufacturing capabilities, and away from content development.

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


日本


業界動向• 大手企業では業務設計／経営支援などの toB向けのサービスに注力をし、新規サービスを立ち上げる傾向が強く見られた。

また、新規サービスと既存事業のシナジーから既存事業も増収となり事業の活性化に寄与している。また、プラットフォームの基盤を活用し、FinTechや決済の事業に注力する傾向が高い（子会社設立に伴う新規求人などもあり）。

• デジタルマーケティング領域では、2017年以降、CRMなどに事業領域を拡張することに伴う求人が増加傾向。併せて変わらずコンサルティングファームや ITベンダー等が相次いで参入し、「マーケティング」×「コンサルティング」×「テクノロジー」にて各社がしのぎ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。

• 2017年の VR元年から、各社では 2018年は軸足を e-sportsに置いている。賞金数千万にもなる大会を各国で実施、2019年秋の国体では正式競技として採用。現状 1,700億円産業が、5年後には 2,500億円まで成長が見込まれている。

• VTuber事業が活況。現状 100億円産業が 5年後には 600億円まで成長が見込まれている。• IP事業が激化：短期的なビジネスモデルとしては、IPのロイヤリティ収益が非常に好調。• 近年のベンチャー領域は、FinTech を中心にプレイヤーが乱立しているが、各企業の成長性の予想が難しく、多くの企業

で VC からの資金調達が容易となっている。また SaaSビジネスの伸びが堅調に推移。

採用動向• 大手企業では 2016年以降同様に売り手市場、採用増が続く。事業開発系職種を希望する求職者はWeb企業以外にも、

コンサルティングファームや異業界（特に製造業／消費財／金融など）の Tier1クラスとのバッティングが多い。• ダイレクトリクルーティングについては、企業内の人事体制により各社により利用比率が異なる。進んでいる企業で全採

用の３割程度がダイレクトリクルーティングにて採用を充足をしている。• 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、転職の際慎重に動く傾向があること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直接採用を進めるようプレッシャーをかけている。

• 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。特に 2016 年以降事業会社もデジタルマーケティング人材の採用強化を行い、採用競争がさらに激化。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増加が顕著。

• ゲーム領域では変わらず大手子会社・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）。一部企業は紹介手数料率 40 ～ 55％程度での採用で、順調に人材確保を進めた。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。

• VTuber関連求人各社より発生、ゲーム制作者求人が中心から、動画関連企業勤務人材の需要も出てきた。• e-sports関連求人は、リアルイベントが主となるため、オフライン（イベントプランナー）経験者も採用している。• 近年のベンチャー領域は、資金調達をした企業の紹介会社の利用が増加している一方で、採用自体は売り手市場の中で苦

戦している企業が目立つ。また人工知能を使ったスカウトやオンライン面接、ドラフト型のスカウト媒体などの利用など従来の採用手法にとらわれない動きも加速している。

給与動向• 大手企業では 700～ 800万円前後のオファーが増加傾向。900万円以上のオファー提示も、2017年度より増加傾向で

はあるもの、社内等級がマネージャー以上の待遇となるため絶対数は少ない。また、サインアップボーナスに加え初年度賞与を補填する入社準備金を用意するオファーが増加傾向にある。技術者（データサイエンティスト／ AI／機械学習）への高年収のオファー提示傾向は続く。

• EC領域では物流関連の現場マネジメント要員を 100名単位で採用中であり、本社での物流要員の採用も増加している。• デジタルマーケティング領域では従来 600 万円程度だった予算が候補者の経験次第で 700 ～ 800 万円程度まで検討する

傾向が強くなっている。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。

• 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。

• 開発会社からパブリッシング（メーカー機能）移行に伴う採用は、非常に高い確率で内定を出す動きが続いている。• プラットフォーム企業とソフトメーカーの給与水準がほぼ同等となっている。• 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。

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Web業界




Non-Managerial Level 非管理職級 450 - 900 500 - 900




Japa

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System Engineer (Web) Web系 SE 500 - 1,200 500 - 1,200

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

Non-Managerial 500 - 900 500 - 900

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

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

Web Director / Mobile Director Webディレクター /モバイルディレクター 450 - 900 500 - 1,000

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

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

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 500 - 900 600 - 1,000

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

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

Non-Managerial 500 - 800 N/A

Manager ~ 600 - 1,300 N/A

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 500 - 1,000 500 - 1,000




Japa

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SingaporeSi

ngap

ore

[Market Overview]

Economic Trends• Nominal GDP: USD 347 billion; Nominal GDP per capita: USD 61,230 (1.5 times that of Japan); Real GDP growth rate: 2.9%, 3.6%

(2017), 2.4% (2016)• Consumer price inflation: 1.0%, 0.6% (2017), -0.5% (2016). • Total population: 5.66 million, of which approximately 40% are foreign nationals (approx. 10% are Singapore permanent

residents); Workforce: 3.7 million; Unemployment: 2.0%. • Japan Chamber of Commerce & Industry Singapore membership: 836 companies and individuals (as of January 2017);

Japanese-affiliated: Approximately 2,000 companies; Japanese nationals in Singapore: 36,423 individuals (As of October 2017)• The Singaporean government has moved forward public infrastructure projects valued at some SGD 700 million over the years

2017 to 2018. Although construction contracts awarded in 2018 have exceeded those of 2017, public infrastructure projects accounted for some 70% of that amount. These factors have not caused an increase in construction industry employment largely due to a sluggish private-sector demand.

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

half of the workforce has received education at 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.

• The economy appears to be mounting somewhat of a recovery amid a shift to rising prices. The market for job seekers has started to reflect these trends, after having been sluggish over the last several years.

• There has been a constant shortage of IT professionals, which has been aggravated by Singapore�s regulations on employment of foreign nationals. Competition over hiring has been intense particularly among major IT firms seeking to recruit AI experts, data scientists and other such professionals who are in demand. In accelerating initiatives with respect to its Smart Nation project, the government of Singapore has been putting added effort into its national strategy of upgrading the nation�s ICT infrastructure. As such, strong appetite for recruitment is likely to persist in the IT sector going forward, particularly in the realm of network security.

• Many Japanese companies in Singapore are taking steps to achieve greater workforce localisation by promoting locally hired Japanese nationals and Singaporean employees as successors to expatriate employees, and filling job vacancies through the hiring of mid-career professionals. It is also becoming increasingly common for Japanese nationals to seek middle-management employment overseas in Singapore. Japanese regional headquarters (RHQ) in Singapore have been hiring more professionals in the fields of international accounting, finance and taxation, and are recruiting a greater number of experts in charge of legal affairs, in order to strengthen RHQ functions. In the category of global recruitment, there have been an increasing number of positions for candidates who are able to play active roles both in Singapore and internationally in Southeast Asia. In some such cases, companies have also been setting salaries and benefits somewhere between levels offered to expatriate employees and local hires.

• Singaporean regulations governing employment of foreign nationals are tending to become increasingly stringent. For instance, the Singaporean government requires that employers list a job opening on the nation�s Jobs Bank website before granting a work visa when a company wishes to hire a foreign national, and has issued revised standards in that regard which took effect in July 2018. The new standards are more stringent than before, and now apply to companies with 10 or more employees, and positions that pay a fixed monthly salary of less than SGD 15,000. In addition, the government now also places SMEs on its watchlist of employers whose workforces consist of a low percentage of Singaporean nationals. Put into effect in 2016, the watchlist previously consisted solely of large enterprises. This is resulting in two diverging paths with respect to job categories for foreign nationals, with one being professionals who have medium to high degrees of expertise, and the other being generalists encompassing the youth demographic and those with Permanent Resident (SPR) and Dependent Pass (DP, spouse visa) visa status. Moreover, the government is also slated to increase minimum salaries required with respect to granting S Pass visas for skilled workers. The minimum will be increased twice, once in January 2019 and then again in January 2020, raised from the current minimum of SGD 2,200 to SGD 2,400 on January 1, 2020.

• Singaporean workers have a tendency to seek frequent job changes given their strong focus on upward mobility. This tendency is particularly visible when it comes to the younger generation. In addition to their income level expectations, local job candidates now tend to pay heed to a myriad of other factors, such as health and welfare benefit programs geared to enabling proper work-life balance, clearly defined career paths, job titles and management�s capacity for leadership.

Salary Trends• Total wages: Total wages have been rising slightly at a rate of 3.1% in 2016 and 3.8% in 2017. However, 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 continues to release clear guidelines for productivity gains and higher wages. That trend is likely to persist going forward. Meanwhile, the move toward higher wages is becoming increasingly prevalent nationwide. For instance, Singapore�s median gross monthly income has also been trending higher and amounted to more than SGD 4,000 in 2017.

• Although there has not been a decrease in the number of Singaporean nationals learning the Japanese language, young people are increasingly tending to study the language for purposes that involve hobbies and travel. Against this 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 Singaporean 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：3,466億米ドル。一人当たり名目GDP：61,230米ドル（日本の 1.5倍）。実質GDP成長率：2.9％。3.6％（2017

年）。2.4％（2016年）。• 消費者物価上昇率：1.0％。0.6％（2017年）。▲ 0.5％（2016年）。• 人口：566万人。外国人が 4割（1割の永住権保持者含む）。雇用者数：371万人。失業率：2.0％。2.2％（2017年）。• 日本商工会議所法人会員数：836社・個人（2017年 1月現在）。日系企業数：約 2,000社。在住日本人 36,423名（2017

年 10月現在）。• 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。2018年は

2017年以上の建設発注はあるものの、公共事業（チャンギ空港拡充、MRT（地下鉄、高架鉄道）増線など）が 70％を占めている。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。

• 物価もプラスに転じたように景気も少し回復感があり、過去数年動きが鈍かった求職者マーケットに動きが出てきた。• 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獲得競争となっている。政府は「SmartNation」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ておりセキュリティーを中心に、IT分野での人材採用過熱は今後も継続する。

• 日系企業では現地化のために駐在員ポストの後任に、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。グローバル採用枠として、国を超え東南アジア域内にて活躍できるポジションも増加。報酬やベネフィットも駐在員と現地採用の中間の位置づけで設定されているケースもある。

• 外国人就労規制は一層厳格化の傾向にある。現在、就労ビザ（EmploymentPass（EP））取得が必要な外国人を雇用する際に JobsBank（シンガポール人、永住者向け求人サイト）に求人掲載が必要なケースが多くあるが、2018年7月から掲載義務基準が改定。従業員 10名以上の企業、かつ月額固定給与 15,000Sドル未満のポジションも対象と以前の基準より厳格化。また 2016年から運用が始まったシンガポール人比率が低い企業を監視するウォッチリストも、大規模企業だけで無く中小企業も対象に加えられた。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PermanentResidence（永住権）保持者、DependentPass（配偶者ビザ）保持者といったジェネラリスト枠での 2極化が進みつつある。また、SPassと呼ばれる熟練労働者向けのビザを取得するための最低基準金額も、2019年 1月と2020年 1月の 2段階にて変更予定（現行 2,200Sドル以上、2020年 1月 1日には 2,400Sドル）。

• 日本人を想定した中途採用は外国人抑制政策の影響もあり、日系、外資系企業ともに募集数は減少。• シンガポール人労働者は上昇志向が強く、頻繁に転職を希望する傾向がある。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：3.8%（2017年）と 3.1％（2016年）からやや上昇。ただし若手や専門職のシンガポール人は売り手市

場が続いているため、転職者は最低 10％以上の給料上昇を希望している場合がほとんどである。• 政府は引き続き明確に「生産性向上」と「賃金向上」の指針を出し、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。平均月間総収入（中央値）も増加傾向で、2017年には 4,000Sドルを超えている。• 日本人向けの中途採用は給料水準は大きく幅があるものの 3,600～ 7,000Sドル（約 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。• シンガポール人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年度のシンガポール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。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。

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Back Office 管理部門

Accounting 経理職 (1K SGD=717USD)(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 39 - 58 39 - 58 60 - 87 37 - 82 31 - 82

Manager Level 課長級 60 - 98 60 - 98 79 - 105 90 - 140 75 - 120

Senior Manager Level 部長級 100 - 160 100 - 160 108 - 165 130 - 210 110 - 190

Director Level 役員級 160 - 260 160 - 260 180 - 300 250 - 400 200 - 310

Human Resources 人事職


Company



Recruiting 採用 45 - 65 45 - 65 60 - 87 62 - 77 56 - 72

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

55 - 70 55 - 84 60 - 87 62 - 77 56 - 72

C&B(Compensation & Benefits) 制度・給与社保

45 - 65 55 - 84 60 - 87 62 - 77 56 - 72




General Affairs 総務職


Company



Secretary/PA/Admin 秘書・アシスタント・総務庶務 39 - 78 39 - 84 52 - 84 43 - 82 33 - 82

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Banking and Financial Services 金融業界

Sales 営業職 (1K SGD=717USD)(Unit: Singapore dollar(000)/a year)


Company

English Speaker JapaneseSpeaker


Retail Salesリテール営業 36 - 110 36 - 110 42 - 110 48 - 165 40 - 145

Corporate Sales事業法人営業 36 - 120 36 - 120 42 - 120 48 - 180 40 - 160




Specialist areas 金融系専門職


Company



M&A Adviser 合併／買収 62 - 258 62 - 258 62 - 258 84 - 360 66 - 325

Fund Manager ファンドマネージャー 155 - 252 155 - 252 155 - 252 168 - 300 155 - 252

Risk Management リスク管理 48 - 165 48 - 165 60 - 165 62 - 258 48 - 216

Private Equity プライベートエクイティ 125 - 258 125 - 258 125 - 230 144 - 371 125 - 310





Sing

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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

60 - 90 65 - 98 65 - 98 70 - 134 56 - 85

MD (Merchandiser) マーチャンダイザー 60 - 90 65 - 98 65 - 98 70 - 134 56 - 85

Buyer 購買 60 - 90 65 - 98 65 - 98 70 - 134 56 - 85




Consumer Goods コンシューマーグッズ業界



Company







Service Industry サービス業界

Sales 営業職


Company








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Healthcare ヘルスケア業界



Company



MR (Medical Representative) 医薬情報担当者 43 - 81 43 - 81 49 - 87 43 - 93 37 - 93

Medical Devices Sales 医療機器営業 43 - 81 43 - 81 49 - 87 52 - 93 39 - 93




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

70 - 129 70 - 129 70 - 129 87 - 129 87 - 124

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

70 - 129 70 - 129 70 - 129 87 - 129 87 - 124

Medical Affairs 薬事申請 70 - 129 70 - 129 70 - 129 87 - 129 87 - 124

Clinical Data Manager データマネジメント 70 - 129 70 - 129 70 - 129 87 - 129 87 - 124





Sing

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eInformation Technology IT業界



Company







Specialists IT系専門職


Company



IT Consultant ITコンサルタント 70 - 98 70 - 98 70 - 112 70 - 168 63 - 144

Project Manager プロジェクトマネージャー 84 - 126 84 - 168 84 - 196 84 - 196 70 - 168

System Engineer SE 56 - 77 56 - 77 56 - 98 70 - 112 49 - 112

Technical Support テクニカルサポート 45 - 63 56 - 70 56 - 70 70 - 91 42 - 63

Network Engineer ネットワークエンジニア 56 - 91 56 - 91 70 - 98 72 - 168 56 - 91





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Manufacturing 製造業界



Company



Overseas Sales 海外営業 40 - 65 40 - 65 44 - 87 63 - 103 49 - 70

Domestic Sales 国内営業 40 - 65 40 - 65 44 - 87 44 - 88 42 - 82

Trading 商社（工業系） 40 - 65 40 - 65 44 - 87 44 - 100 42 - 82




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 45 - 70 45 - 70 54 - 124 45 - 81 40 - 70

Service Engineer サービスエンジニア 45 - 70 45 - 70 54 - 124 45 - 81 45 - 70

Sales Engineer セールスエンジニア 40 - 65 40 - 65 54 - 124 56 - 81 45 - 70

Application Engineer アプリケーションエンジニア 40 - 65 40 - 65 54 - 124 48 - 81 48 - 70

Plant Engineer プラントエンジニア 45 - 70 45 - 70 54 - 124 45 - 88 45 - 70

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 40 - 65 40 - 65 54 - 124 40 - 88 40 - 65

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

105 - 160 105 - 160 62 - 129 105 - 160 105 - 160





MalaysiaM

alay

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[Market Overview]

Economic Trends• Nominal GDP: USD 347 billion; Real GDP growth rate: 4.7%, 5.9% (2017), 4.2% (2016)• Per capita GDP: Exceeded USD 10,000 in 2011, and has been hovering around that amount since then.• Consumer price inflation: 1.0%, 3.8% (2017), 2.1% (2016)• Total population: 32 million; Ethnicities: 67% Malay (Bumiputera), 25% Chinese, 7% Indian • Workforce: 14.9 million; Unemployment: 3.2%, 3.4% (2017)• In May 2018, Malaysia's opposition coalition, led by former Prime Minister Mahathir Mohamad, won a majority of lower

house seats in the nation�s general election, paving the way for the country's first change of power since its independence in 1957. The manner in which the new government is carrying out policy to develop and streamline industry has been drawing attention as the new ruling coalition steadily carries out the ten promises of its manifesto. Which include abolishing the goods and services tax (GST) while reintroducing the nation�s sales and services tax (SST; beginning in September 2018), reconsidering plans for large infrastructure projects, and shifting away from the previous administration�s reliance on China. Developments that include launching the new administration and doing away with the GST are helping to fuel greater domestic demand. Meanwhile, the Malaysian Institute of Economic Research (MIER), an independent think tank, has revised upward its projection for the nation�s real gross domestic product growth in 2018 to 5.5%, from 5.4% previously. Such developments seem to indicate a dissipating sense of uncertainty regarding the nation�s future.

Recruitment Trends• Labour turnover rate: Malaysia�s labour turnover rate stands at around 15% annually. Reasons for changing jobs include �better

career opportunities� and �higher salary,� as cited by 30% of respondents in a survey conducted by JAC.• Japanese nationals and Japanese language speakers: The number of job openings requiring Japanese language speaking

ability has been increasing given that the number of Japanese companies newly entering the Malaysian market has been growing again in recent years. However, employers have been seeking higher standards of English language proficiency, work experience and other qualifications with respect to Japanese nationals. The situation remains largely unchanged in terms of difficulties associated with arranging employment visas for white-collar foreign nationals.

• After interviews of quality candidates, employers should offer such individuals base pay that is roughly 10% to 30% higher than their current salaries. Also, the immediate supervisors of such candidates should conduct interviews, during the course of which they will need to clearly explain specific details such as the company�s vision, potential career paths and job descriptions, as well as role expectations, the organizational structure and the corporate culture. Moreover, it is important that employers continue to share such information on a regular basis after hiring employees. In addition, those doing the hiring need to act quickly when it comes to selecting such professionals, which in part means interviewing short-listed candidates as soon as possible and not needlessly putting off such 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 providing such employees with training back in the enterprise home country in hopes that they will become candidates for future executive positions. Companies are increasingly hiring Malaysian nationals who have taken part in international studies to take on positions as engineers, chemists and other employment, and in some cases hiring Chinese nationals who are proficient in the Japanese language to fill positions in areas such as sales, business development and marketing.

• 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.

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 since the government introduced the nation�s goods and services tax (GST) in 2015. However, actual pay rises vary across a range of nil to as much as 15% because companies in Malaysia decide rates of salary increase for individual staff members based on employee evaluations.

• Salaries among staff of Japanese companies in Malaysia have been growing at a modest rate since 2016, and increased by 4.9% in 2017 according to a survey of actual wages conducted by the Japanese Chamber of Trade & Industry, Malaysia (JACTIM). The rate of growth for 2018 had been projected at 4.8%, roughly on par with that of 2017, but developments in the summer of 2018 have helped to dispel previous concerns of economic uncertainty going forward.

• Whereas the number of Malaysia-based professionals who are graduates of Japanese universities has been decreasing over the years, candidates in Malaysia who speak Japanese have been in great demand particularly among Japanese companies. Meanwhile, demand for such candidates has been rising sharply among shared services centres (SSC) and business process outsourcing (BPO) multinationals, which have increasingly been entering the Malaysian market since the end of 2017. As a result, there have been an increasing number of instances where prospective employers have successfully lured away Japanese nationals and Japanese speaking employees with offers of high salaries.

• Although living expenses are low in Malaysia�s rural areas, regional differences in salary levels are relatively small when it comes to white collar talent, particularly salaries for middle-management positions and above. This is because companies have come under pressure to raise wages amid a growing lack of high-calibre professionals who offer particular skills in areas such as production planning, quality assurance, personnel planning and consolidated accounting.

• 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 August to September

2018, for the second time since it was introduced in 2013. The previous government had been considering the prospect of substantially increasing it to MYR 1,500 per month (approx. JPY 40,000), from levels 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. Meanwhile, the new administration has proposed the notion of raising the minimum wage to MYR 1,500 per month nationwide (as of July 2018, the government has yet to explicitly state minimum wage targets).


マレーシア


経済動向• 名目 GDP：3,473億米ドル。実質 GDP成長率：4.7％。5.9％（2017年）。4.2％（2016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：1.0％。3.8％（2017年）。2.1％（2016年）。• 総人口：3,245万人。民族：マレー（ブミプトラ）67％、中華 25％、インド 7％。• 雇用者数：1,488万人。失業率：3.2％。3.4％（2017年）。• 2018年 5月の下院選挙は、マハティール元首相が率いる野党連合が過半数の議席を獲得し、1957年の独立以来初の政

権交代が実現。政権発足後消費税（GST）の撤廃 -売上・サービス税（SST）の再導入 (2018年 9月より）、大型インフラ事業の見直し -前政権の中国傾倒からの脱却など 10の公約を着実に実行しており、産業の高度化・効率化政策がどう実行されていくか注目される。独立系シンクタンクのマレーシア経済研究所（MIER）が 2018年の実質 GDP成長率予想を 5.4%から 5.5%へ上方修正するなど、先行き不透明感は払拭されつつある。

採用動向• 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、求人は増加傾向。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取得難易度は横ばいである。• 上昇が続く人件費は、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、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、経験年数が長くても転職回数が多い求職者が、書類選考で落とされる傾向が高まっている。選考では、技能・経験年数といった仕様（specification、スペック）に加え、マネジメント能力、人格（personality）、仕事への取り組み姿勢（attitude）、といった資質部分のインタビューへ力点をシフトしてきている。

• 優秀な採用候補者と面接した場合は、現在の基本給を上回る給与額を提示（概ね 10～ 30%アップ）し、直属の上司も面接を実施することで、会社のビジョンやキャリアパス、仕事内容や期待される役割課題、組織、企業風土などを面接時に具体的に伝え、採用後も本人とこれらを共有することが大切である。また無駄に決定を先延ばしにせず、極力早期に最終決定者が面接を行うなど、迅速な選考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。

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 GST導入以降の物価上昇にともない、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％までばらつきがある。• 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 2017年のスタッフの昇給率は 4.9％で 2016

年よりは低い数字となった。景気の先行不透明感から、2018年の昇給率は 4.8％と 2017年とほぼ横ばいと見込まれていたが、先行き不透明感は 2018年夏現在払拭されつつある。

• 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母数が減ってきている一方、日系企業などからの高い需要に加え、2017年末から増加している新規進出の外資系 SSC（SharedServiceCentre）／ BPO（BusinessProcessOutsourcing）業界からの需要が急激に高まっている。よって、日本人や日本語スピーカーが高給で引き抜かれるケースも増加している。

• 地方の生活費は低いが、特定のスキル（例えば生産計画、品質保証、人事企画、連結決算など）を持つ人材の希少度は高まり、その結果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較差は比較的小さい。

• 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 8-9月に予定されており、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前政権時から元々検討されており、新政権では全国一律 1,500リンギットを打ち出している。（2018年 7月現在、ターゲットとする金額は明示されていない）。

Mal

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Accounting 経理職 (1K MYR=239USD)(Unit: Malaysian Ringgit(000)/a year)


Company









Company



Recruiting 採用 60 - 90 63 - 95 75 - 100 65 - 130 65 - 115


60 - 95 63 - 95 75 - 125 65 - 130 65 - 115

C&B (Compensation & Benefits) 制度・給与社保

60 - 95 63 - 95 75 - 125 65 - 130 65 - 115






Company





Senior Manager Level 部長級 120 - 165 N/A 120 - 180 150 - 230 110 - 190

Director Level 役員級 150 - 315 N/A 180 - 315 200 - 335 150 - 315

Mal

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Sales 営業職 (1K MYR=239USD)(Unit: Malaysian Ringgit(000)/a year)


Company



Retail Sales リテール営業 55 - 75 N/A N/A 55 - 80 50 - 70

Corporate Sales 事業法人営業 60 - 95 63 - 105 70 - 150 55 - 95 50 - 75




Mal

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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

CompanyJapanese Speaker

Japanese Native Speaker

Other Language Speaker English Speaker English Speaker

Customer Service Agent オペレーター 50 - 108 65 - 90 45 - 85 35 - 50 30 - 35

IT Helpdesk/Technical Support ITヘルプデスク／テクニカルサポート 60 - 144 70 - 105 45 - 95 42 - 60 35 - 50

Trainer トレーナー 85 - 116 90 - 125 N/A 70 - 95 68 - 130

Supervisor スーパーバイザー 95 - 126 90 - 130 N/A 90 - 120 80 - 150

Manager Level 課長級 100 - 190 115 - 190 N/A 115 - 170 100 - 150

Senior Manager Level 部長級 125 - 225 145 - 228 N/A 130 - 220 125 - 200

Director Level 役員級 220 - 380 220 - 380 N/A 220 - 380 200 - 380


PositionJapanese Company MNC Local Company

English Speaker Japanese Speaker English Speaker English Speaker

M&A Adviser 合併／買収 130 - 200 N/A 150 - 240 110 - 190

Fund Manager ファンドマネージャー 220 - 400 N/A 221 - 475 220 - 400

Risk Management リスク管理 90 - 131 110 - 131 110 - 168 90 - 150

Private Equity プライベートエクイティ 168 - 310 200 - 310 200 - 360 165 - 330

Manager Level 課長級 115 - 170 131 - 200 130 - 200 90 - 168

Senior Manager Level 部長級 165 - 260 165 - 275 200 - 310 165 - 240

Director Level 役員級 220 - 380 N/A 220 - 460 200 - 380



Sales 営業職


Company



MR (Medical Representative) 医薬情報担当者 55 - 95 65 - 130 N/A 55 - 110 55 - 110








Company







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English Speaker Japanese Speaker English Speaker English Speaker


65 - 130 65 - 144 79 - 189 75 - 185

MD(Merchandiser) マーチャンダイザー 65 - 110 65 - 110 68 - 110 65 - 110

Buyer 購買 50 - 85 40 - 75 68 - 110 65 - 110


Senior Manager Level 部長級 165 - 240 180 - 250 189 - 252 150 - 210

Director Level 役員級 200 - 390 252 - 390 252 - 390 265 - 390


Mal

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Specialists ヘルスケア系専門職 (1K MYR=239USD)(Unit: Malaysian Ringgit(000)/a year)


English Speaker English Speaker English Speaker

Non-Managerial Level 非管理職級 45 - 80 75 - 110 75 - 110

Manager Level 課長級 125 - 200 152 - 210 125 - 145

Senior Manager Level 部長級 160 - 278 200 - 278 145 - 190

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

Information Technology IT業界

Sales 営業職


Company









Company



Pre Salesプリセールス 55 - 80 55 - 115 90 - 125 75 - 105 65 - 85













Company








Mal

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a



Company



QC/QA (Quality Control) 品質管理・品質保証 45 - 85 45 - 110 95 190 50 - 105 45 - 105



Application Engineer アプリケーションエンジニア 45 - 80 45 - 90 95 150 50 - 84 45 - 75




45 - 100 60 - 150 120 - 240 55 - 152 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

Position

Japanese Company/MNC LocalCompany

Japanese Speaker

Japanese Native Speaker

Other LanguageSpeaker

English Speaker English Speaker

Financial Analyst(AP/AR) 売掛／買掛担当 60 - 95 65 - 90 40 - 90 55 - 85 55 - 80

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

IT Technical Support ITテクニカルサポート 55 - 105 65 - 125 50 - 105 40 - 65 30 - 55

Customer Service 顧客窓口 50 - 85 65 - 95 40 - 85 50 - 85 40 - 60

Administrative/Support事務／サポート 45 - 75 65 - 90 40 - 85 50 - 85 40 - 70

Supervisor スーパーバイザー 95 - 120 95 - 125 85 - 115 80 - 125 75 - 110

Manager Level 課長級 100 - 180 125 - 190 N/A 105 - 190 100 - 165

Senior Manager Level 部長級 N/A 150 - 215 N/A 160 - 210 125 - 170

Director Level 役員級 N/A 200 - 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 42 - 60 42 - 60 65 - 90 48 - 66 48 - 60

Non-Managerial Level非管理職級 48 - 80 48 - 105 70 - 125 48 - 85 48 - 80

Manager Level課長級 105 - 145 105 - 137 95 - 150 105 - 200 105 - 170

Senior Manager Level部長級 160 - 265 160 - 220 120 - 225 189 - 285 180 - 250

Director Level役員級 210 - 380 220 - 380 200 - 380 252 - 405 240 - 360

Mal

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IndonesiaIn

done

sia

[Market Overview]

Economic Trends• Nominal GDP: USD 1.0 trillion; Real GDP growth rate: 5.1%, 5.1% (2017), 5.0% (2016) • Consumer price inflation: 3.8%, 3.4% (2017), 3.8% (2016)• Inbound foreign direct investment: Foreign direct investment in Indonesia increased by 11.3% in 2017. Singapore was

Indonesia�s top source of FDI, followed by Japan.• Japan is Indonesia�s third largest export market, and third largest supplier of its imports.• Total population: 265 million, fourth most populated nation in the world; Workforce: 127 million; Unemployment: 5.2%• Indonesia�s current President Joko Widodo and his administration are rapidly working to achieve results as Widodo campaigns

to win a second term in office in the 2019 elections. His administration is steadily making progress with respect to developing infrastructure particularly with respect to the nation�s Mass Rapid Transit (MRT) subway system, harbours, airports, roads and railways. The government also improved pavements along Jakarta�s main roads and otherwise enhanced the city�s appearance ahead of the Asian Games held in August 2018.

Recruiting Trends• Indonesian (Bahasa Indonesia) is the nation�s official language. Meanwhile, large companies find it difficult to provide English

language support within headquarters and language proficiency of expatriate employees at SMEs tends to be low. Also, because the government limits the number of visas it will issue to expatriate employees, the number of Japanese-speaking job candidates in Indonesia has failed to keep pace with strong market demand. The number of job candidates who are Japanese nationals has stagnated given an economic upturn and vibrant market for people looking to change their career in Japan. There has been strong demand for hiring locally hired Japanese nationals who have experience working in Indonesia, but Indonesia fully remains a sellers� market in terms of recruiting such talent amid a situation where those professionals encounter highly attractive opportunities for employment in other ASEAN nations.

• Regulations governing employment of foreign nationals: Although the number of foreign workers in Indonesia had been increasing, that number has been heading lower over the last several years because of the nation�s increasingly stringent employment policies. The government has eased restrictions somewhat with respect to granting visas to 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 show a strong interest in opportunities for salary increases and career advancement. Job candidates in Indonesia tend to focus on: (1) company reputation, (2) salary packages and office environment, (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 been 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 engaged 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. Salaries overall have been rising at a slower

rate but director level salaries are markedly increasing.• Nowadays, major 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 the

e-commerce industry, salaries are high but also tend to vary substantially. Many job candidates from other industries seek employment in the e-commerce sector in pursuit of pleasant working conditions and decent salaries. Positions at IT venture companies are seen as dream jobs when it comes to young adults, which are in line with global trends.

• 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 some cases, it is also 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. Salary offers are sometimes double that of a candidate�s annual income for key positions in foreign IT firms 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 for management-level sales positions in Jakarta and salaries for such positions in the suburbs of Bekasi and Karawang. There is a further 10% to 20% difference between salaries for such positions in Jakarta and those in Surabaya. The regional salary gap has been widening.

• Annual salaries of civil servants range from approximately IDR 30 million to IDR 60 million (approx. JPY 220,000 to JPY 450,000). However, they also receive health insurance and numerous other fringe benefits on top of their wages. Annual base salaries of factory workers and shop assistants range from approximately IDR 400 million to IDR 500 million (approx. JPY 300,000 to JPY 400,000).

• At the end of 2015, a formula for calculating statutory minimum wage increases based on certain benchmarks went into effect. In 2018, the minimum wage in Jakarta was raised by 8.7% to IDR 3.65 million per month (approx. JPY 27,000).


インドネシア


経済動向• 名目 GDP：10,053億米ドル。実質 GDP成長率：5.1％。5.1％（2017年）。5.0％（2016年）。• 消費者物価上昇率：3.8％。3.4％（2017年）。3.8％（2016年）。• 対内直接投資額：2017年は +11.3％。投資元の首位はシンガポールで日本が 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 +2.1％の 19,717人（2017年 10月）が在住。• 総人口：2.7億人、世界 4位。雇用者数：1.3億人。失業率：5.2％。5.4％（2017年）。• 2019年選挙での 2期目を狙う現大統領、ジョコ・ウィドド政権は実績づくりを急ぐ。地下鉄MRT、港湾、空港、道路、

鉄道などインフラ整備が着々と進められている。２０１８年８月のアジア大会前には、ジャカルタの主要道路の歩道も整備外観も整えられた。

採用動向• 教育：現状の高等学校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。日系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く、また

駐在員のビザ発行数も限られているといった事情から、日本語人材へのニーズは強いが、候補者の増加が追い付いていない。日本人候補者の動きも日本本国の景気上昇・転職市場活況に伴い停滞している。インドネシア勤務経験のある現地採用日本人への採用需要も高いが、彼らにとっては ASEAN他国での勤務案件の魅力も高く、完全な売り手市場となっている。

• 外国人就労規制：増加傾向にあった外国人労働者は厳格化によりここ数年減少傾向に転じている。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緩和され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に躊躇しない。収入アップおよびキャリアアップへの関心が強い。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関連人材への需要も高まっている。

• eコマース、eラーニング、FinTechなどには国を挙げて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マネジメントするマルチタスク人材へのニーズが高い。

給与動向• 平均的な雇用者の給与上昇率は年 10％程度。全体的な上昇率は鈍化気味だが、ダイレクターレベルの給与は特に上昇して

いる。• 現在のインドネシア企業大手は、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、非常にブレが大きい。働きやすい環境と良い給与を求め、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。IT系のベンチャー企業は、世界の傾向と同じく若者にとって夢の就職先となっている。

• 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ケースもある。また外資系 ITの新規参入におけるキーパーソンには現年収の倍でのオファーもある。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。地域格差は益々広がっている。

• 公務員給与は、30～ 60百万ルピア（22～ 45万円相当）／年程度。ただし公務員には健康保険やその他の多くのフリンジベネフィット（賃金・給与以外の利益）がある。工場労働者・店員の基本給は 40～ 50百万ルピア（30～ 40万円相当）／年程度である。

• 2015年末に法定最低賃金上昇の基準値の算定式を制定。ジャカルタでは 2018年は 8.7％上昇し、3.65百万ルピア（2.7万円相当）／月となった。

Indo

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Accounting 経理職 (1M IDR=65USD)(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 88 - 121 132 - 165 154 - 187 396 - 528 110 - 221 99 - 187

Manager Level 課長級 176 - 275 180 - 396 275 - 380 396 - 671 286 - 550 286 - 539

Senior Manager Level 部長級 286 - 374 396 - 561 462 - 561 671 - 1,070 506 - 858 506 - 792

Director Level 役員級 561 - 748 561 - 1,120 748 - 1,120 1,070 - 2,000 1,100 - 2,860 946 - 2,860



Company


Japanese Speaker


English Speaker

English Speaker

Recruiting 採用 110 - 154 120 - 160 140 - 187 170 - 396 187 - 374 187 - 374


110 - 154 120 - 160 140 - 187 170 - 396 187 - 374 187 - 374


110 - 154 120 - 160 140 - 187 170 - 396 187 - 462 187 - 462


Senior Manager Level 部長級 275 - 374 462 - 561 462 - 561 396 - 792 506 - 1,080 462 - 935

Director Level 役員級 561 - 748 748 - 935 748 - 935 671 - 1,330 1,080 - 2,860 935 - 2,860



Company


Japanese Speaker


English Speaker

English Speaker

Secretary/PA/Admin 秘書・アシスタント・総務庶務 66 - 77 78 - 275 78 - 286 275 - 704 77 - 396 77 - 242

Indo

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Sales 営業職 (1M IDR=65USD)(Unit: Indonesian Rupiah(000,000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker

Retail Sales リテール営業 78 - 120 110 - 154 121 - 154 396 - 528 77 - 187 77 - 154

Corporate Sales 事業法人営業 78 - 120 110 - 154 121 - 154 396 - 528 187 - 462 187 - 462


Senior Manager Level 部長級 286 - 484 374 - 462 462 - 649 396 - 671 506 - 1,080 506 - 1,080

Director Level 役員級 1,120 - 1,520 1,120 - 1,520 1,120 - 1,520 671 - 1,330 1,080 - 2,860 1,078 - 2,860



Company


Japanese Speaker


English Speaker

English Speaker

M&A Adviser 合併／買収 187 - 374 190 - 374 187 - 374 396 - 671 330 - 462 330 - 462

Fund Manager ファンドマネージャー 187 - 275 275 - 374 374 - 462 396 - 671 330 - 473 330 - 462

Risk Management リスク管理 187 - 275 374 - 462 462 - 561 396 - 671 132 - 462 132 - 462





Sales 営業職


Company


Japanese Speaker


English Speaker

English Speaker

Domestic Corporate Sales 国内法人営業 77 - 110 99 - 132 154 - 187 396 - 671 187 - 462 187 - 462

Overseas Sales 海外営業 N/A 275 - 374 374 - 462 396 - 671 187 - 462 187 - 462




Indo

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a


Indo

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a


Sales 営業職


Company


Japanese Speaker


English Speaker

English Speaker

MR (Medical Representative) 医薬情報担当者 33 - 44 N/A N/A 363 - 605 66 - 154 66 - 154

Medical Devices Sales 医療機器営業 99 - 132 154 - 187 154 - 220 396 - 671 66 - 220 66 - 220


Senior Manager Level 部長級 374 - 462 462 - 561 561 - 748 396 - 671 374 - 748 374 - 748


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=65USD)(Unit: Indonesian Rupiah(000,000)/a year)


Company


Japanese Speaker


English Speaker

English Speaker


187 - 275 462 - 561 561 - 638 363 - 671 374 - 561 374 - 561

MD (Merchandiser) マーチャンダイザー 187 - 275 275 - 374 374 - 462 396 - 671 187 - 374 187 - 374

Public Relations ピーアール 132 - 187 187 - 275 275 - 374 396 - 671 187 - 374 187 - 374

Buyer 購買 99 - 132 187 - 275 275 - 385 396 - 671 154 - 341 154 - 341





Indo

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Company


Japanese Speaker


English Speaker

English Speaker



Senior Manager Level 部長級 451 - 561 649 - 748 649 - 748 671 - 1,160 561 - 1,430 561 - 1,120

Director Level 役員級 1,120 - 1,520 1,120 - 1,520 1,120 - 1,520 1,155 - 2,200 1,120 - 3,000 1,120 - 3,250



Company


Japanese Speaker


English Speaker

English Speaker

IT Consultant ITコンサルタント 176 - 209 187 - 275 187 - 275 396 - 528 187 - 520 187 - 520

Project Manager プロジェクトマネージャー 275 - 363 451 - 561 649 - 748 396 - 528 363 - 975 374 - 975

System Engineer SE 187 - 275 275 - 374 275 - 374 396 - 528 187 - 500 187 - 500

Technical Support テクニカルサポート 187 - 275 275 - 374 275 - 374 396 - 528 176 - 451 187 - 451

Network Engineer ネットワークエンジニア 187 - 275 275 - 374 275 - 374 396 - 528 176 - 500 187 - 500


Senior Manager Level 部長級 451 - 649 649 - 836 748 - 935 528 - 1,070 561 - 1,430 561 - 1,120

Director Level 役員級 1,120 - 1,400 1,120 - 1,400 1,120 - 1,400 1,120 - 1,940 1,120 - 3,250 1,120 - 3,250


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 396 - 528 156 - 390 156 - 390

Domestic Sales 国内営業 110 - 154 187 - 275 187 - 374 396 - 528 154 - 350 132 - 300

Trading 商社（工業系） 99 - 187 121 - 154 154 - 187 396 - 528 220 - 374 220 - 374



Director Level 役員級 561 - 748 748 - 935 748 - 935 1,070 - 1,330 1,120 - 2,750 1,120 - 3,900



Company


Japanese Speaker


English Speaker

English Speaker

QC/QA (Quality Control) 品質管理・品質保証 110 - 143 132 - 165 132 - 165 396 - 528 132 - 165 132 - 165

Service Engineer サービスエンジニア 110 - 143 154 - 187 187 - 275 396 - 528 154 - 187 154 - 187

Sales Engineer セールスエンジニア 110 - 154 121 - 187 187 - 275 396 - 528 121 - 187 121 - 187

Application Engineer アプリケーションエンジニア 110 - 154 154 - 187 187 - 275 396 - 528 154 - 187 154 - 187

Plant Engineer プラントエンジニア 110 - 154 154 - 187 187 - 275 396 - 528 154 - 187 154 - 187

Mechanical Design Engineer 機械／機構／筐体／メカトロ設計 110 - 154 154 - 187 187 - 275 396 - 528 154 - 187 154 - 187


110 - 154 154 - 187 187 - 275 396 - 528 154 - 187 154 - 187



Director Level 役員級 561 - 748 748 - 935 748 - 935 1,070 - 1,330 1,120 - 2,200 1,120 - 3,740


Indo

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Company


Japanese Speaker


English Speaker

English Speaker




Director Level 役員級 561 - 748 1,120 - 1,520 1,120 - 1,520 671 - 1,330 1,120 - 2,200 1,120 - 2,200


ThailandTh

aila

nd

[Market Overview]

Economic Trends• Nominal GDP: USD 490 billion; Real GDP growth rate: 4.6%, 3.9% (2017), 3.3% (2016) • Consumer price inflation: 0.9%, 0.7% (2017), 0.2% (2016)• Business conditions in Thailand have improved somewhat in 2018.• MNCs: Although domestic demand remains stagnant because of people showing moderation and self-restraint in the

aftermath of King Bhumibol Adulyadej�s passing in October 2016, the nation has achieved relatively favourable export results underpinned by a stable global economy. As such, Thailand�s rate of growth is likely to rebound to over 4% going forward. Meanwhile, companies in Thailand are pursuing all types of business-to-consumer (B2C) ventures targeting the nation�s growing middle class. In 2017, new foreign direct investment in Thailand increased by 12%. 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 in areas that include transaction settlement services, automation, Internet of Things (IoT) technologies and blockchain solutions , while operations involving labour-intensive processes and industries have been migrating to neighbouring countries.

• Total population: 69 million; Unemployment: 0.7%, 0.7% (2017), 0.8% (2016) Recruiting Trends• Education: Although Thailand�s education standards have been improving rapidly over the last ten years, the average level

of education among people in the business realm remains low in comparison with that of those in developed nations. 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 Thai language, even in business settings.

• Gender-based inequality in Thailand is diminishing with respect to job hierarchies, and women hold some 32% of managerial positions. In comparison with 13% in Japan and 44% in the United States (Japan Institute for Labour Policy and Training (JILPT), data from 2015; managerial positions are those for which no less than 50% of work duties involve management of subordinates).

• Japanese nationals: The number of Japanese nationals residing in Thailand currently stands at 72,754 people, and is continuing to rise (includes all members of family units; as of October 2017). 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 remains unpredictable. For instance, the nation�s unemployment rate has come to around 1%, and there have been corporate restructurings and other negative developments not previously encountered during the economic boom years of 2012 to 2013.

• Japan companies based in Thailand have been seeing their Japanese business counterparts move to localise operations. As such, these companies are placing an increasing number of job listings as they discover that they must replace current managerial-class sales personnel with host-country nationals.

• Companies in Thailand are increasingly making use of Japanese talent other than local hires amid a situation where salaries and positions of locally hired Japanese nationals has been rising over the years. For instance, there has been conspicuous trend of SMEs filling positions for local top management by hiring more such mid-career professionals than before.

• Companies need to have close contact with their 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 ranging from 5% to 6% year on year, followed by a slower pace of around 4%

to 5% from 2015 to 2018 due to a sluggish economy during that time. This trend is expected to continue in 2019 as well.• SMEs make up the bulk of Japanese companies who have newly set up operations in Thailand, as such roughly half of the

expatriates assigned to such firms lack English speaking ability. Consequently, demand continues to be particularly strong for employees who speak Japanese, which has caused salaries of such employees to remain at high levels irrespective of business conditions. Meanwhile, some candidates refuse to take jobs in areas far from Bangkok, unless they receive special offers in terms of salaries and benefits.

• There has been a conspicuous trend of U.S. and European companies hiring Japanese nationals particularly as sales representatives, and offering them salaries that are 1.5 to 2 times higher than paid by Japanese companies.

• In Thailand�s Chonburi Province, located in the coastal area east of Bangkok, salaries of white-collar employees tend to be around 10% higher than those for 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 a result, some such candidates have attracted high salary offers amounting to as much as THB 150,000 per month (approx. JPY 500,000).

• Annual salaries of civil servants range from THB 200,000 to THB 600,000 (approx. JPY 700,000 to JPY 2,000,000). Annual salaries of factory workers amount to approximately THB 200,000 (approx. JPY 700,000). Annual salaries of shop assistants amount to approximately THB 150,000 (approx. JPY 500,000).

• Statutory minimum wage: Beginning in April 2018, the statutory minimum wage for the Bangkok area is THB 325 per day (approx. JPY 1,100).


タイ


経済動向• 名目 GDP：4,901億米ドル。実質 GDP成長率：4.6％。3.9％（2017年）。3.3％（2016年）。• 消費者物価上昇率：0.9％。0.7％（2017年）。0.2％（2016年）。• 2018年の景気は少し上昇した。• 外資系企業：2016年 10月の国王崩御による自粛状態により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、成長率は4％台に回復した。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 2017年は +12％。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いるため、生産拠点としてはハイテク産業（決済サービス、自動化、IoT、ブロックチェーンなどを含む）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：6,918万人。雇用者数：3,795万人。失業率：0.7％。0.7％（2017年）。0.8％（2016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の割合）。現地ではビジネスでも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（部下の管理業務が業務の 50％を超える管理職）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 72,754人（同居家族等含む）（2017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、失業率は 1％を前後の数字で推移し、2012年～ 2013年の好況時にはみられなかったリストラなどの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ざるを得ないという背景により求人が増えている。

• 日本人現地採用の給与及び役職は年々上がってきており、駐在以外の日本人戦力の活用が進んでいる。特に現地トップを中途採用する動きが以前よりも中小企業にて顕著になってきている。

• 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～ 2018年は景気が停滞気味で 4～ 5％程度と減速傾向にあり、2019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

スピーカーの需要は依然として強く、給与も景気と関係なく高止まりしている。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ケースもある。

• 欧米系企業による日本人営業人材などの採用が目立ち、給与も日系の１．５倍から 2倍が提示されている。• 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で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高く、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。工場労働者の給与は 200千バーツ（70万円相当）

／年程度。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：325バーツ（1,100円相当）／日（バンコク他）、330バーツ／日（チョンブリ他）（2018年 4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 300 - 700 N/A 990 - 1,090 360 - 840

Manager Level 課長級 650 - 1,300 N/A 1,310 - 1,640 840 - 1,800

Senior Manager Level 部長級 1,300 - 2,400 N/A 1,500 - 1,960 1,800 - 2,400

Director Level 役員級 1,890 - 3,990 1,890 - 3,990 2,310 - 2,730 2,400 - 4,800




Non-Managerial Level 非管理職級 290 - 650 410 - 820 770 - 1,200 360 - 840

Manager Level 課長級 650 - 1,300 650 - 1,650 1,090 - 1,530 840 - 1,440

Senior Manager Level 部長級 1,300 - 2,310 1,300 - 2,400 1,500 - 1,960 1,440 - 2,310





Secretary/PA/Admin 秘書・アシスタント・総務庶務 300 - 730 410 - 820 700 - 1,050 360 - 960

Thai

land



Sales 営業職 (1K THB=30USD)(Unit: Thai Baht(000)/a year)



Non-Managerial Level 非管理職級 370 - 910 500 - 1,200 990 - 1,400 460 - 910

Manager Level 課長級 650 - 1,600 1,100 - 1,600 1,310 - 2,310 790 - 1,640



Thai

land


Thai

land Consumer Goods コンシューマーグッズ業界





Manager Level 課長級 610 - 1,070 760 - 1,220 1,140 - 1,310 910 - 1,310







1,050 - 1,640 1,300 - 1,640 1,500 - 1,960 1,050 - 1,640


Thai

landInformation Technology IT業界





Manager Level 課長級 650 - 1,000 1,000 - 1,650 980 - 1,800 790 - 1,310






Programmer Staff Level プログラマー（スタッフレベル） 410 - 700 500 - 770 770 - 870 380 - 700

Programmer Senior Level プログラマー（シニアレベル） 610 - 1,000 610 - 1,200 840 - 910 790 - 1,200

Bridge Engineer ブリッジエンジニア N/A 460 - 1,200 800 - 930 N/A

Project Manager プロジェクトマネージャー 770 - 1,530 910 - 1,860 1,120 - 2,100 1,050 - 2,400

System Engineer SE 460 - 1,100 460 - 1,200 980 - 1,300 460 - 1,200

Manager Level 課長級 1,050 - 1,420 1,150 - 1,420 1,040 - 1,310 1,050 - 1,420




Thai

land Manufacturing 製造業界




Japanese Native Speaker English Speaker Japanese Native

SpeakerOverseas Sales 海外営業 370 - 900 450 - 1,070 980 - 2,100 360 - 900 1,500 - 2,850

Domestic Sales 国内営業 300 - 720 360 - 860 840 - 1,120 360 - 720 1,050 - 2,550

Manager Level 課長級 630 - 1,800 730 - 2,080 980 - 1,680 720 - 1,800 1,500 - 2,850

Senior Manager Level 部長級 1,800 - 2,250 1,800 - 2,500 1,400 - 2,800 1,200 - 2,400 2,250 - 4,500

Director Level 役員級 2,250 - 4,200 2,250 - 4,200 2,310 - 5,800 2,400 - 4,800 3,000 - 7,350





SpeakerQC/QA (Quality Control) 品質管理・品質保証 280 - 750 750 - 1,050 1,080 - 2,400 360 - 750 1,500 - 3,000

Service Engineer サービスエンジニア 310 - 480 600 - 870 990 - 1,680 360 - 720 N/A

Sales Engineer セールスエンジニア 450 - 900 600 - 870 980 - 2,100 360 - 1,200 1,500 - 2,550

Mechanical Engineer 機械エンジニア 390 - 580 600 - 1,050 980 - 2,460 360 - 960 N/A

Design Engineer デザインエンジニア 310 - 660 330 - 1,050 980 - 2,460 360 - 960 N/A

Field Engineer フィールドエンジニア 450 - 970 700 - 1,050 900 - 1,700 360 - 970 N/A

Civil Engineer 施工管理エンジニア 330 - 1,120 600 - 1,050 1,310 - 2,080 360 - 1,200 N/A

Maintenance Engineer メンテナンスエンジニア 300 - 600 400 - 870 1,310 - 2,080 360 - 720 N/A

Electrical Engineer 電気エンジニア 280 - 630 400 - 780 980 - 2,460 360 - 720 N/A

Manager Level 課長級 820 - 1,800 1,200 - 2,470 1,260 - 1,920 710 - 1,800 N/A




Thai

landService Industry サービス業界




Non-Managerial Level 非管理職級 320 - 650 490 - 1,140 700 - 1,070 460 - 650

Manager Level 課長級 600 - 1,070 810 - 1,470 840 - 1,200 790 - 1,310



Trading/Logistics Circles 貿易／物流業界

Sales 営業職




SpeakerNon-Managerial Level 非管理職級 290 - 650 430 - 770 970 - 1,090 460 - 790 910 - 1,170

Manager Level 課長級 650 - 1,100 770 - 1,230 1,140 - 1,310 910 - 1,310 1,300 - 1,950


Director Level 役員級 2,200 - 4,200 2,200 - 4,200 2,310 - 6,090 2,210 - 4,940 N/A


Viet

nam

[Market Overview]

Economic Trends• Nominal GDP: USD 241 billion; Real GDP growth rate: 6.6%, 6.8% (2017), 6.2% (2016); Vietnam has achieved a high rate of

growth backed by favourable performance with respect to inbound investment, agriculture, domestic demand and exports, amid a scenario of slowing trade worldwide.

• Consumer price inflation: 3.8%, 3.5% (2017), 2.7% (2016) • Total population: 94 million; Workforce: 56 million; Unemployment: 2.2%, the rate of unemployment remains low in contrast to

2011 when it topped 4%.• Vietnam�s construction industry has been growing amid nationwide increases in investment for major infrastructure projects

as well as in numerous new developments to provide for the rapid increase in office, retail and residential demand. Foreign nationals in Vietnam are now allowed to purchase residences under certain conditions, which has been fuelling a sharp increase in construction projects that involve building houses and apartments. Although Vietnam�s economic growth hinges on performance in the manufacturing and real estate sectors, growth in 2019 is unlikely to reach levels it achieved in the years 2017 and 2018.

• The Vietnamese government and the World Bank have drafted economic scenarios running up through 2035. These bodies have concluded that incomes in Vietnam are poised to increase to the point where average incomes are on par with world levels on a per capita basis by 2035, and they have set environmental goals and other such targets.

• Franchise businesses have been booming because of foreign enterprises entering Vietnam�s consumer goods market. Recruiting Trends• There is often a gap between salary expectations of Vietnamese nationals and salary offers made by MNCs amid a situation

where such companies operate under the assumption of low costs when developing business in Vietnam.• Japanese companies: Many Japanese firms have been forging ahead in making investments in Vietnam. This has particularly

been the case with companies involved in retail and information technology, as well as 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: Japanese companies are tending to hire locally based Japanese nationals and local Japanese speakers for management positions as a means of cutting costs. As a result, job listings have been increasing for locally hired Japanese nationals and Japanese language speakers.

• Regulations governing employment of foreign nationals: Although regulations essentially remain unchanged from the previous year overall, the obligation for employees to be enrolled in the nation�s social security scheme is being extended to foreign nationals. For instance, foreign nationals became subject to enrolment in the nation�s health insurance scheme beginning in 2018.

• Languages: English language proficiency is required for most jobs offered by MNCs. Many Japanese companies in Vietnam seek candidates with either Japanese or English language proficiency. Meanwhile, the literacy rate in Vietnam stands at 93%.

• European and U.S. MNCs operating in Vietnam are trying to become more appealing as employers by offering a greater number of training opportunities to local managers.

• Positions involving blockchain technology have been trending in Vietnam over the last year. There has been a clearly visible trend of listings seeking CEOs, COOs, CTOs and other such executive talent. Companies must often recruit foreign nationals from neighbouring countries for executive positions, given that there is a shortage of such talent among the Vietnamese population.

Salary Trends• Rates of salary increase in Vietnam range from around 7% to 14%. Meanwhile, salaries have been rising sharply in fields

subject to intensive recruitment demand. Salaries have been increasing at especially high rates in fields such as IT, real estate and chain-store retail, and such increases tend to hinge particularly on corporate brands and project specifics. Salary levels have also been high in the booming consumer goods industry.

• Salary levels have been increasing by 10% to 15% when it comes to back office positions. • MNCs in Vietnam tend to pay higher salaries than their Japanese counterparts, and substantially reward those with impressive

results.• When changing jobs, talented managers in Vietnam on average tend to receive salaries that are around 25% higher than their

previous salaries. 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; 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 looking for new positions 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, Vietnamese citizens have increasingly been relocating from the north to the south in pursuit of higher 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 provided in USD. Salary ranges tend to be at international norms with respect to occupations that involve handling global operations particularly those requiring 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 2019 is expected to be 5.3% on average, which amounts to 1.2 of a percentage point less of an increase than the previous year. The minimum wage ranges from VND 4.18 million per month (approx. JPY 20,000) which is the amount in region 1 (Hanoi, Ho Chi Minh City, Haiphong, etc.), to VND 2.92 million per month (approx. JPY 14,000) which is the amount in region 4.

Vietnam


ベトナム


経済動向• 名目 GDP：2,414億米ドル。実質 GDP成長率：6.6％。6.8％（2017年）。6.2％（2016年）。世界の貿易が減速する中、

対内投資、農業、内需と輸出が好調であり、アジアの中でも高い成長率となっている。• 消費者物価上昇率：3.8％。3.5％（2017年）。2.7％（2016年）。• 総人口：9,457万人。雇用者数：5,631万人。失業率：2.2％。4％超の 2011年と比べ低い水準が続く。• 住居、ビル、架橋工事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。外国人が特定条件下で住宅を

購入する権利を得たことで、住宅やアパートの建築プロジェクトが急増している。経済成長は製造業と不動産業に依存している状態だが、2019年は 2017年、2018年ほどの伸びは見込めない模様。

• 政府と世界銀行は、2035年には一人当たりの所得を世界平均並みに増やすシナリオを策定。• 消費財マーケットへの外国企業の参入により、フランチャイズビジネスが活況である。

採用動向• 外資系企業はベトナムでのビジネス展開の際に低コストを想定し、ベトナム人の給与期待額と実際のオファー額にはしば

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おり、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

どで顕著である。求人には日本人の営業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進める傾向にある。そのため、

現地採用の日本人や日本語スピーカーの求人が増加している。• 外国人雇用規制：基本的に前年から規制の変化はないが、2018年には外国人に健康保険の適用が始まったように、社会

保険適用義務が外国人にも広がりつつある。• 言語：外資系企業の大多数の案件で英語力が求められる。日系企業では企業により日本語力か英語力が求められることが

多い。ベトナム人の識字率は 93％である。• 欧米系外資系企業はローカル管理職に対して研修機会を増やすことにより魅力付けを図っている。• 急速に普及が進む Facebookなどの SNSで転職・採用活動をすることも多く、採用・リテンションで注意が必要である。• ここ 1年は、ブロックチェーンがベトナムではＩＴの採用トレンドだった。CEO，COO，CTOなどの採用ポジションが

目立った。但し、これらの人材は、ベトナム人にはまだ十分にいないため、近隣国からの外国人の採用も必要となっている。

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は急速に上昇。IT、不動産、小売チェーンなどの領域での

上昇率が特に高く、企業ブランドやプロジェクトによって異なる。消費財業界は活況で、給与水準も高くなっている。• バックオフィスの職種では、給与水準は 10～ 15％上昇している。• 金融業界の給与水準は、現地系の多くの銀行が合併したため、横ばいもしくは低下した。• 外資系は日系より給与が高く、また大きな成果を挙げた場合の報酬が高い。• 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と

大きな差がある。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が主。給与レベルも高い

傾向がある。アシスタント、人事、アドミなどに多い。• 日系では現地採用人材に社宅、社用車、家族の健康保険、子女の学費などの手当がある企業はあまりないが、それにより

現地人材が非日系企業に転ずる例が目立ってきた。日本語力を伸ばしたい人材以外には、給与と手当は重要な鍵である。• 商業都市の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移り住む人たちが増えている。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。工場労働者の基本給は 5,000米ドル（55万円相当）／年程度。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：2019年の最低賃金上昇率は平均 5.3％と、前年より 1.2ポイント低下する見込み。地域 1（ハノイ、ホーチミン、ハイフォン等）：4.18百万ドン（2万円相当）／月～地域 4：2.92百万ドン（1.4万円相当）／月。

Viet

nam



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




Viet

nam




Company



M&A Adviser 合併／買収 46 - 69 46 - 69 57 - 80 41 - 69 28 - 55



Private Equity プライベートエクイティ 46 - 80 69 - 92 92 - 115 48 - 82 39 - 65




Viet

namBanking 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 5 - 6

Corporate Sales 事業法人営業 5 - 6 9 - 11 14 - 17 21 - 23 11 - 17 5 - 6





Viet

nam



Company


Japanese Speaker


English Speaker

English Speaker


5 - 6 12 - 17 5 - 6 26 - 45 26 - 45 11 - 18

MD (Merchandiser) マーチャンダイザー 5 - 6 12 - 17 10 - 12 18 - 22 18 - 22 10 - 15

Buyer 購買 7 - 8 8 - 9 8 - 10 18 - 22 18 - 22 10 - 14







Company


Japanese Speaker


English Speaker

English Speaker






Viet

namInformation Technology IT業界



Company


Japanese Speaker


English Speaker

English Speaker







Company





System Engineer (Web) SE（Web系） 13 - 14 19 - 20 31 - 37 18 - 20 6 - 17

System Engineer (Open System) SE（オープン系）

8 - 9 19 - 20 31 - 37 11 - 13 3 - 10







Viet

nam Manufacturing 製造業界



Company





Trading 商社（工業系） 10 - 11 17 - 23 36 - 38 17 - 21 14 - 17






Company



QC/QA (Quality Control) 品質管理・品質保証 7 - 8 8 - 9 22 - 24 10 - 12 7 - 10



Application Engineer アプリケーションエンジニア 9 - 10 13 - 14 29 - 29 14 - 21 11 - 17




10 - 11 14 - 15 29 - 40 14 - 21 13 - 17








Company







Viet

nam


Hong KongH

ong

Kong

[Market Overview]

Economic Trends• Nominal GDP: USD 360 billion; Real GDP growth rate: 3.8%, 3.8% (2017) • Consumer price inflation: 2.3%, 1.5% (2017), 2.4% (2016)• Total population: 7.47 million; Workforce: 3.88 million; Unemployment: 2.6%• 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 the markets in mainland China.

• The government is putting more effort into attracting MNCs leveraging the appeal of the enormous Greater Bay Area (GBA) economic zone as a legal hub.

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, hiring momentum has decreased somewhat since 2016, because of these companies having already lured away considerable numbers of such employees in 2014 and 2015. In addition, recently fewer employees are being lured away from European and U.S. Companies. 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 to employ 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. Hiring however 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. This has particularly been the case among companies in Hong Kong aiming to strengthen business operations geared to the Chinese mainland. Along with many others that position their Asian head offices in Hong Kong given the territory�s trendiness and favourable climate across the four seasons.

• Languages: Business in Hong Kong is generally conducted in English, and Mandarin is becoming increasingly important among the Chinese languages.

• 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 screening and other aspects of hiring foreign nationals takes more than two months. Instead, companies mainly tend to hire host country nationals 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.

• In the banking and financial services industry, the appeal of Japanese banks has decreased in relative terms because of factors that include recruitment drives and higher salaries among Chinese banks. There continue to be many job listings for positions with investment banking divisions and others involving commercial banking. In addition, openings are always available for positions entailing compliance with the Hong Kong authorities, internal auditing under new audit standards, corporate compliance and risk management.

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

2017 and 2018 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 amount 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. Rates of salary growth have been high among Chinese companies that have been setting up offices in Hong Kong.

• An increasing number of Japanese companies have been taking steps to ensure that their high-calibre employees are not lured away by other entities. To that end, rather than providing pay increases in a uniform manner, many have been providing pay increases based on performance evaluation results upon having developed such schemes especially for Hong Kong, and still other such companies are getting ready to do so.

• • Recruitment demand has been increasing among MNCs in the IT field with respect to hiring Japanese nationals either to work in Hong Kong or for assignments that involve starting up offices in Japan. However, the booming recruitment market in Japan has led to a situation where some companies have been unable to recruit candidates unless they make better offers than before, and where other companies have had to overhaul their recruitment plans due to budgetary concerns.

• Annual salaries of civil servants are 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 2.2 million).• Hong Kong�s statutory minimum wage is HKD 37.5 per hour as of May 2019 (approx. JPY 540), which is 8.7% higher than it was

two years ago.


香港


経済動向• 名目 GDP：3,603億米ドル。実質 GDP成長率：3.8％。3.8%（2017年）。• 消費者物価上昇率：2.3％。1.5％（2017年）。2.4％（2016年）。• 総人口：747万人。雇用者数：388万人。失業率：2.6％。• 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）が拡大中である。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、中国進出を目指す消費者向け事業の外資系企業の進出は依然多い。• 一大経済圏「粤港澳大湾区」のハブとしての魅力を軸に、政府は外資系企業の誘致に一層力を入れている。

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年に相当数の人材の引き抜きを行った結果、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はない。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高い。金融、ラグジュアリー、FMCG、食品業界では堅調に採用が行われている。製造業や商社は、営業拠点の中国本土移転等により採用は減少傾向にある。

• 中国本土向け事業の強化を図る企業や、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高騰の影響を受け、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く、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、管理や調達拠点としての機能が期待される。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る。日本人現地採用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す傾向にある。• 外国人就労規制：就労許可の基準は若干厳格化した。外国人の場合審査などのプロセスのため採用に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。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。

• リテンション（離職抑制）：入社 3年未満程度の若手の定着率が極めて低く、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、決定的な解決に至ることはないと思った方が良い。

• 金融業界では、中国系銀行からの求人や給与増加などの要因により、相対的に日系銀行の魅力が低下。投資銀行部門、商業銀行関連の求人が依然多い状況。その他、香港当局のコンプライアンス、新制度による内部監査、コンプライアンス、リスク管理系の求人は恒常的に存在する。

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、2018年の昇給率は 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。

• 日系企業では、優秀な社員を他にとられないようにするために一律というよりは香港独自の評価制度を整えて昇給に傾斜をつける、あるいはつける準備をしている企業が増えてきている。

• 外資系 IT企業による香港勤務もしくは日本オフィススタートアップでの日本人を採用ニーズが増えているが、日本の採用市場の活況のあおりを受け、以前よりも高いオファーを提示しないと採用ができない、もしくは予算の問題から採用を見直す事例が出てきている。

• 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。店員は 150千香港ドル（220万円相当）／年程度。• 法定最低賃金は 37.5香港ドル（540円相当）／時（2019年 5月～）。2年前より 8.7％上昇。

Hon

g Ko

ng


Accounting & Finance 管理部門

Accounting 経理職 (1K HKD=127USD)(Unit: Hong Kong dollar(000)/a year)


Company





Senior Manager Level 部長級 550 - 1,080 550 - 1,080 550 - 1,080 650 - 1,300 550 - 1,080

Director Level 役員級 860 - 2,210 860 - 2,210 860 - 2,210 1,080 - 3,260 760 - 2,210



Company



Recruiting 採用 220 - 390 220 - 390 270 - 390 260 - 510 220 - 510

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

240 - 510 240 - 510 270 - 510 330 - 650 270 - 650


240 - 510 240 - 510 270 - 510 330 - 650 330 - 650






Company




Hon

g Ko

ng



Sales 営業職 (1K HKD=127USD)(Unit: Hong Kong dollar(000)/a year)


Company



Retail Sales リテール営業 330 - 1,630 330 - 1,630 330 - 1,630 430 - 3,260 330 - 2,210

Corporate Sales 事業法人営業 430 - 3,260 430 - 3,260 430 - 3,260 430 - 5,460 330 - 4,310

Manager Level 課長級 550 - 1,080 550 - 1,080 550 - 1,080 650 - 2,210 550 - 1,630

Senior Manager Level 部長級 860 - 2,210 860 - 2,210 860 - 2,210 1,630 - 3,260 910 - 1,940




Company



M&A Adviser 合併／買収 760 - 5,460 650 - 5,460 650 - 5,460 860 - 8,610 760 - 8,610

Fund Manager ファンドマネージャー 760 - 3,260 760 - 3,260 760 - 3,260 760 - 5,460 650 - 5,460

Risk Management リスク管理 430 - 1,630 430 - 1,630 430 - 1,630 430 - 2,210 430 - 1,630

Private Equity プライベートエクイティ 650 - 4,310 650 - 4,310 650 - 4,310 650 - 4,310 650 - 1,940




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 220 - 390 220 - 390 270 - 390 220 - 390 200 - 390







Company




390 - 910 390 - 910 390 - 910 390 - 1,040 390 - 1,040

MD (Merchandiser) マーチャンダイザー 220 - 390 220 - 390 220 - 390 200 - 510 200 - 510

Public Relations ピーアール 260 - 510 260 - 510 260 - 510 260 - 650 260 - 650

Web/Mobile Marketing Web／モバイルマーケティング 260 - 650 260 - 650 260 - 650 260 - 780 260 - 780

Buyer 購買 260 - 450 260 - 450 260 - 450 260 - 650 260 - 650

Manager Level 課長級 330 - 510 330 - 510 330 - 510 390 - 1,040 390 - 1,040




Hon

g Ko

ngHealthcare ヘルスケア業界



Company



MR (Medical Representative) 医薬情報担当者

220 - 390 220 - 390 270 - 390 200 - 390 200 - 390



Senior Manager Level 部長級 510 - 780 510 - 780 510 - 780 510 - 1,300 510 - 1,300



Hon

g Ko

ng Information Technology IT業界



Company









Company



IT Consultant ITコンサルタント 390 - 780 390 - 780 390 - 780 650 - 1,300 650 - 1,300

Project Manager プロジェクトマネージャー 650 - 1,560 650 - 1,560 650 - 1,560 650 - 1,560 650 - 1,560








Hon

g Ko

ngManufacturing 製造業界



Company





Trading 商社（工業系） 220 - 510 220 - 510 270 - 510 390 - 1,040 390 - 1,040


Senior Manager Level 部長級 510 - 910 510 - 910 510 - 910 510 - 1,300 510 - 1,300



ChinaCh

ina

[Market Overview]

Economic Trends• Nominal GDP: USD 13 trillion; Real GDP growth rate: 6.6%, 6.9％ (2017), 6.7% (2016)• Consumer price inflation: 2.2%, 1.6% (2017)• Total population: 1.4 billion; Unemployment: 4.0%• Inbound foreign direct investment: Inbound FDI increased by 2.3% over the eight month period January to August 2018. • Outbound foreign direct overseas investment: Over the months January to August, outbound FDI from China outside the

financial sector increased by 7.8% year on year.• Shenzhen was ranked as China� s most economically competitive city overall for the fourth consecutive year, according to the

2017 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 ranked 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.

• China has been attracting an increasing number of R&D centres of MNCs, including those of Google and Microsoft. Recruiting Trends• There have been ample job openings in China in such sectors as finance, IT, machinery and equipment, and automotive-

related. 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 increasing sales by Japanese companies of 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% year-on-year increase in employment listings for highly skilled candidates to fill positions involving machinery and electrical equipment 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. There is also a trend toward more job openings in relation to artificial intelligence and semiconductors.

• Japanese speakers: The Chinese government has done away with China� s one-child policy and has eased regulations 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 causes them to face challenges with employee retention. There has been an increasing number of job listings for managers tasked with developing sales for the Chinese market. However, one disadvantage of hiring employees who speak Japanese for such positions is that they tend to be unfamiliar with local markets, and often lack experience engaging in new business development.

• Japanese nationals: The Chinese government has revised its requirements for obtaining work visas. Accordingly, the nation has 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 does not substantially affect recruitment directly, but it has made companies more wary with respect to the prospect of assigning expatriate employees to China. Those handling recruitment will need to closely monitor the situation going forward given that laws regarding work visas tend to change often.

• English speakers: Japanese companies are increasingly seeking English-speaking professionals, but tend to face difficulties reaching agreement over salary levels with such candidates.

• 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 tend to offer salaries that are higher than those paid by Japanese organisations. 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.

• European and U.S. MNCs operating in China have been increasingly setting up offices in Shanghai, tasked with overseeing their operations in Japan and elsewhere in Asia. These companies have been well received by job seekers because they offer higher salaries than Japanese-owned firms do, and 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. In addition, MNCs rarely hire Japanese nationals to fill senior manager or director level positions.

• An increase in the number of R&D centres set up by MNCs has generated intensifying competition among companies to attract highly skilled professionals, particularly in the software domain.

Salary Trends• The gap between Japanese firms and other companies in China has been widening when it comes to salary offers made to

white-collar candidates. Whereas Japanese firms tend to offer job candidates slightly higher salaries, non-Japanese MNCs and Chinese companies continue to offer prospective employees salaries that are about 10% higher. Meanwhile, 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. Companies are also increasingly offering attractive employment packages even to new university graduates specializing in semiconductors, information technology and other specific fields of business.

• 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 800,000 to JPY 1.5 million). Annual base salaries of factory workers and shop assistants range from approximately CNY 40,000 to CNY 60,000 (approx. JPY 650,000 to JPY 1,000,000).

• China� s pace of minimum wage increase was 5% in 2017, thereby slowing for the third year in a row. The minimum wage in Shanghai is CNY 2,420 per month (approx. JPY 39,000), after having been increased by 5.2% in April 2018.


中国


経済動向• 名目 GDP：13兆米ドル。実質 GDP成長率：6.6％、6.9％（2017年）、6.7％（2016年）。• 消費者物価上昇率：2.2％。1.6％（2017年）。• 総人口：14億人。失業率：4.0％。• 対内直接投資：2018年 1～ 8月は +2.3％。• 対外直接投資：1～ 8月の対外直接投資額（金融業を除く）は +7.8％。• 中国社会科学院が発表した 2017年中国都市競争力報告では、深圳は総合経済競争力でトップとなり 4年連続で首位。

2位は香港、3位は上海。5位は広州。• 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。• Google、Microsoftなどをはじめ、外資系企業の研究開発拠点が増加している。

採用動向• 金融、IT、機械／設備、自動車関連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、日系企業で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％）にある。AIや半導体の関連の求人も増加傾向である。

• 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が弱点である。

• 日本人：就業ビザ取得要件の法改正に伴い、外国人就業者がランク付けされることとなった（A類（ハイレベル人材）、B類（専門人材）、C類（一般））。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。直接の影響は大きくはないが、駐在員の中国配置に慎重な企業が増加した。就業ビザに関する法律の変更は多く、今後もこまめな確認が必要である。

• 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で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。• 欧米系の外資系企業では、日本を含むアジアの統括機能を上海に設置する企業が増加している。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。ただし社内では英語でのコミュニケーションが必要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。

• 外資系企業の研究開発拠点の増加により、ソフトウェアを中心とした高度人材の獲得競争が激化している。

給与動向• ホワイトカラーのオファー給与は日系は微増、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。半導体や IT領域など、特定の領域では新卒でも好待遇を出す企業が増加している。

• 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（80～145万円相当）／年程度。工場労働者・店員の基本給は40～60千元（65～100万円相当）／年程度である。

• 2017年の最低賃金上昇率は5％と3年連続鈍化。上海市では2,420元（3.9万円相当）／月（2018年4月に2年前より5.2％上昇）。

Chin

a



Accounting 経理職 (1K RMB=143USD)(Unit: RMB(000)/a year)



Japanese Speaker


Japanese Speaker


English Speaker

Non-Managerial Level 非管理職級

50 - 100 50 - 100 55 - 100 100 - 200 55 - 110 165 - 220 55 - 110

Manager Level 課長級 90 - 150 90 - 150 120 - 180 200 - 250 132 - 220 220 - 385 231 - 220

Senior Manager Level 部長級 120 - 300 150 - 350 180 - 350 250 - 420 220 - 440 385 - 550 220 - 440

Director Level 役員級 300 - 500 300 - 550 300 - 600 310 - 620 330 - 660 550 - 770 330 - 660




Japanese Speaker


Japanese Speaker


English Speaker

Recruiting 採用 50 - 100 40 - 100 55 - 120 100 - 200 88 - 154 132 - 220 88 - 198

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

50 - 100 40 - 100 55 - 120 100 - 200 88 - 154 132 - 220 88 - 198


50 - 100 40 - 100 55 - 120 100 - 200 88 - 154 132 - 220 88 - 198







Japanese Speaker


Japanese Speaker


English Speaker

Secretary/PA/Admin 秘書・アシスタント・総務庶務

40 - 100 50 - 150 50 - 150 80 - 200 55 - 110 110 - 220 55 - 220

Chin

a


Chin

a


Sales 営業職 (1K RMB=143USD)(Unit: RMB(000)/a year)



Retail Sales リテール営業 110 - 140 110 - 140 200 - 260 140 - 190

Corporate Sales 事業法人営業 140 - 310 140 - 310 260 - 330 180 - 400


Senior Manager Level 部長級 500 - 1,000 500 - 1,000 520 - 1,040 650 - 1,650




Local Staff English Speaker Japanese Speaker

Japanese Native Speaker English Speaker

M&A Adviser合併／買収 230 - 540 310 - 600 310 - 600 310 - 720 400 - 900



Private Equity プライベートエクイティ N/A 300 - 800 300 - 800 230 - 780 300 - 1,000

Manager Level 課長級 N/A 300 - 500 300 - 500 310 - 620 400 - 800

Senior Manager Level 部長級 N/A 500 - 1,000 500 - 1,000 620 - 1,250 800 - 1,650

Director Level 役員級 N/A 1,300 - 3,120 1,300 - 3,120 1,560 - 3,100 2,000 - 4,000


Chin

aConsumer Goods コンシューマーグッズ業界




Japanese Speaker


Japanese Speaker


English Speaker


60 - 80 80 - 130 80 - 130 200 - 260 110 - 150 250 - 340 130 - 170







Japanese Speaker


Japanese Speaker


English Speaker


90 - 150 150 - 200 150 - 200 200 - 330 160 - 200 250 - 430 170 - 200

MD (Merchandiser) マーチャンダイザー 110 - 180 120 - 230 120 - 230 200 - 330 130 - 280 250 - 430 200 - 340

Buyer 購買 100 - 250 100 - 250 100 - 250 200 - 330 150 - 280 250 - 430 180 - 340





Sales 営業職



Japanese Speaker


Japanese Speaker


English Speaker

MR (Medical Representative) 医薬情報担当者

100 - 180 110 - 230 130 - 230 260 - 390 150 - 270 340 - 500 160 - 280

Medical Devices Sales 医療機器営業

80 - 180 110 - 230 130 - 230 260 - 390 130 - 270 340 - 500 140 - 280



Director Level 役員級 350 - 590 390 - 650 470 - 780 520 - 780 650 - 1,000 680 - 1,000 660 - 1,100


Chin

a

Specialists ヘルスケア系専門職 (1K RMB=143USD)(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 - 330 180 - 280 341 - 429 180 - 280

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 - 330 190 - 300 341 - 429 190 - 300

Medical Affairs 薬事申請 120 - 230 145 - 250 145 - 250 260 - 330 190 - 370 341 - 429 190 - 370

Clinical Data Manager データマネジメント

120 - 230 130 - 260 160 - 310 260 - 330 190 - 370 341 - 429 190 - 370



Director Level 役員級 410 - 640 460 - 720 550 - 860 520 - 780 650 - 1,100 649 - 1,177 650 - 1,100


Sales 営業職



Japanese Speaker


Japanese Speaker


English Speaker

Non-Managerial Level 非管理職級 100 - 140 100 - 180 100 - 180 200 - 330 140 - 180 250 - 430 170 - 210


Senior Manager Level 部長級 N/A 230 - 420 230 - 420 200 - 390 260 - 430 260 - 520 310 - 520

Director Level 役員級 N/A 420 - 600 420 - 600 390 - 520 450 - 620 520 - 670 730 - 1,500




Japanese Speaker


Japanese Speaker


English Speaker

IT Consultant ITコンサルタント 140 - 230 160 - 410 160 - 400 200 - 330 220 - 380 260 - 420 270 - 470

Project Manager プロジェクトマネージャー N/A 280 - 430 280 - 420 200 - 330 280 - 470 260 - 430 330 - 560

System Engineer SE 120 - 210 130 - 220 130 - 210 200 - 260 180 - 260 260 - 340 220 - 290

Technical Support テクニカルサポート 90 - 140 100 - 200 100 - 190 130 - 260 160 - 230 180 - 340 180 - 270

Network Engineer ネットワークエンジニア 120 - 280 130 - 310 130 - 300 260 - 390 190 - 350 340 - 520 220 - 410

Manager Level 課長級 N/A 280 - 430 280 - 420 330 - 390 280 - 450 430 - 520 330 - 460

Senior Manager Level 部長級 N/A 350 - 510 350 - 500 390 - 520 400 - 550 520 - 690 450 - 600

Director Level 役員級 N/A 400 - 660 400 - 650 520 - 650 450 - 800 860 - 1,100 700 - 1,500


Chin





Japanese Speaker


Japanese Speaker


English Speaker

Overseas Sales 海外営業 60 - 100 75 - 150 75 - 150 100 - 300 110 - 275 110 - 330 110 - 330

Domestic Sales 国内営業 60 - 100 75 - 150 75 - 150 100 - 300 110 - 275 110 - 330 110 - 330

Trading 商社（工業系） 55 - 90 75 - 150 75 - 150 100 - 250 110 - 275 110 - 275 110 - 275







Japanese Speaker


Japanese Speaker


English Speaker

QC/QA (Quality Control) 品質管理・品質保証

55 - 100 70 - 120 75 - 120 150 - 350 99 - 165 220 - 440 99 - 165

Service Engineer サービスエンジニア 55 - 100 70 - 120 75 - 120 120 - 350 99 - 165 198 - 440 99 - 165

Sales Engineer セールスエンジニア 55 - 100 70 - 120 75 - 120 120 - 350 99 - 165 198 - 440 99 - 165

Application Engineer アプリケーションエンジニア

70 - 120 80 - 150 100 - 150 150 - 400 121 - 220 220 - 440 121 - 220

Plant Engineer プラントエンジニア 80 - 120 80 - 150 100 - 150 200 - 400 132 - 220 220 - 440 132 - 220

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

80 - 150 100 - 180 100 - 200 200 - 400 132 - 275 220 - 495 132 - 275


80 - 250 80 - 250 100 - 250 250 - 500 132 - 330 220 - 495 132 - 330





Chin

a





Japanese Speaker


Japanese Speaker


English Speaker


75 - 110 75 - 110 80 - 120 130 - 200 88 - 132 176 - 253 99 - 154





KoreaKo

rea

[Market Overview]

Economic Trends• Nominal GDP: USD 1.7 trillion (ranks number 11 worldwide); Real GDP growth rate: 2.8%, 3.1% (2017), 2.9% (2016)• Consumer price inflation: 1.5%, 1.9% (2017), 1.0% (2016)• Inbound foreign direct investment: FDI in South Korea marked a record high, having increased by +7.7% year on year.

Inbound FDI increased significantly in the manufacturing sector and gained slightly in the services sector. The U.S. and Japan substantially increased their investment in South Korea, while investment from China decreased by about 60%. There continues to be substantial investment from Japan made by component parts and materials enterprises, in conjunction with demand for such products from South Korean conglomerates. However, there have been certain developments in South Korea that pose cause for concern. For instance, the nation has taken action that includes imposing stringent regulations on things such as; chemical products, implementing a new 52-hour workweek, substantially raising the minimum wage, and increasing the corporate tax rate.

• Business sentiment in South Korea has been wavering slightly, but turned positive in 2017. Moreover, because South Korea�s economy is highly dependent on exports, which makes it susceptible to ups and downs, 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 both South Korea�s top export market as well as its leading supplier of imports. Japan is South Korea�s top export market, and the second largest source of its imports. Vietnam has emerged as South Korea�s third largest export market, amid expanding trade brought about by an increasing number of Korean firms entering that market.

• Total population: 52 million; Workforce: 27 million; Unemployment: 3.7% Recruiting Trends• University enrolment in South Korea has gradually been declining and was 68.9% in 2017. On the other hand, the percentage

of high school graduates gaining employment has been increasing. It was at 50.6% in 2017, thereby marking the first time in 17 years that it has topped the 50% threshold. This trend is attributable to the notion that a university degree has less value than before. However, South Korea ranks extremely high with respect to levels of university enrolment in comparison with other OECD member nations.

• Languages: Overall English competency is high in South Korea, given the population�s 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) to better 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. Meanwhile, business in south Korean is generally conducted using the Korean language.

• Regulations governing employment of foreign nationals: It remains difficult to arrange work visas for clerical positions in South Korea.

• In order to increase their online sales volume, companies that develop business-to-consumer (B2C) ventures handling general consumer goods have been increasingly seeking candidates who have practical career experience involving e-commerce websites and online marketing. 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 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 U.S. In addition, European companies. In the IT industry, companies are seeking IT industry professionals equipped with business-ready practical skills, and they are increasingly specifying talent with 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 as well as U.S. and European 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. Employers have been showing a great deal of interest in candidates with extensive practical job experience working for U.S. and European MNCs.

• Managers of departments hiring new employees should be involved in the task of interviewing candidates, along with company representatives and HR managers, in order to avoid the possibility of hiring an employee who is not a good fit for the position or the company.

• Companies are beginning to consider the possibility of hiring South Korean engineers to work at head offices in Japan given the notion that labour is in such a short supply there.

Salary Trends• Rates of salary increase among Japanese companies in South Korea have been ranging from approximately 4% to 4.5%.

Meanwhile, South Korea�s rate of inflation was 1.5% in 2018, amid a situation where it has been stuck at around 1% since 2013 after having ranged from 3% to 4% previously. Consequently, the rate of salary growth has been decreasing overall. U.S. and European companies in South Korea have been raising salaries at somewhat higher rates of around 4.5% to 5%, depending on performance of respective companies.

• According to a JAC survey for South Korea, some 53% 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).

• Statutory minimum wage: South Korea�s statutory minimum wage for 2019 is SKW 8,350 per hour (approx. JPY 820), which will be 10.9% higher than in 2018. 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. Although wages will be increased substantially in both 2019 and 2018, current circumstances will make it very difficult to achieve the 2020 minimum wage target.


韓国


経済動向• 名目 GDP：1.7兆米ドル（世界 11位）。実質 GDP成長率：2.8％。3.1％（2017年）。2.9％（2016年）。• 消費者物価上昇率：1.5％。1.9％（2017年）。1.0％（2016年）。• 対内直接投資：+7.7％増で過去最大を更新。製造業が大幅に増え、サービス業が微減。米国と日本が大きく伸び、中国は

6割の減少となった。日本からは引き続き韓国大企業からの需要に伴う部品・素材企業による投資規模が大きい。ただし、懸念材料として化学製品への規制強化、週 52時間労働制の開始、最低賃金の大幅上昇、法人税引上げ等が挙げられる。

• 企業の景況判断は 2017年から少々上向きに転じつつあるが、小幅な騰落を繰り返している。輸出依存度が高く、経済は輸出の好不調に影響されるため、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 3位に浮上。

• 総人口：5,166万人。雇用者数：2,689万人。失業率：3.7％。

採用動向• 教育：2017年大学進学率は 68.9％となり、徐々に低下している。一方で高校卒業者の就業率は 50.6％と増加し、17年

ぶりに 50％を超えた。背景には大卒メリットの低下がある。但し、この数字（大学進学率）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、英語のスキルは高い。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 TOEICの点数と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。特に半導体製造装置メーカーはサービスエンジニアの採用を積極的に行っており、理系出身の新卒者をターゲットとしている。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中～上級レベルの日本語力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。• 一般消費財を扱う BtoCビジネスを展開する企業はオンラインによる販売量を増やすため、ECサイトやオンラインマーケ

ティングの実務経歴者を求める求人が増えている。製造業では技術的な対応業務が増え、技術系の経験を有する技術営業職に加え、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業界では同業の即戦力人材を募集しており、日本語ではなく英語が可能な人材を求めるケースが増えている。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引き合いが強い。

• ミスマッチを互いに防ぐため、会社代表や人事部長だけでなく、配属部署のマネージャーも面接することが望ましい。• 日本本社の人手不足感に伴い、韓国人技術者を日本本社での採用を検討する企業が出始めている。

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、

2018年は 1.5％増となった。よって、全体的な昇給率は減少傾向にある。欧米系企業では給与上昇率はやや高く 4.5～ 5％程度であるが、各社の業績による。

• 求職者の 53％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。• 工場労働者の基本給は 4,000万ウォン（400万円相当）／年程度。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：8,350ウォン（820円相当）／時（2019年）、前年比 +10.9％。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を掲げている。2019年度賃金引上げ率も 2018年同様極めて高いが、2020年の公約達成は厳しい状況となっている。

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Accounting 経理職 (10K SKW=8.8USD)(Unit: South Korean Won(0,000)/a year)


Japanese Speaker English Speaker

Non-Managerial Level 非管理職級 2,700 - 5,000 2,800 - 5,000

Manager Level 課長級 4,200 - 6,000 4,400 - 7,000

Senior Manager Level 部次長級 5,300 - 8,300 6,000 - 10,000





Non-Managerial Level非管理職級 2,700 - 4,800 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

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Sales 営業職 (10K SKW=8.8USD)(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 - 5,000 2,800 - 5,000 3,000 - 5,500

Manager Level 課長級 4,500 - 6,500 4,500 - 6,500 4,800 - 7,500

Senior Manager Level 部次長級 5,500 - 9,000 5,500 - 9,000 6,500 - 10,500

Director Level 役員級 8,000 - 13,000 8,000 - 13,000 9,000 - 18,000


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IndiaIndi

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[Market Overview]

Economic Trends• Nominal GDP: USD 2.7 trillion; Real GDP growth rate: 7.3%, 6.7% (2017), 7.1% (2016)• Consumer price inflation: 4.7%, 3.6% (2017), 4.5% (2016) • Inbound foreign direct investment: Foreign direct investment in India increased by 3% in 2017. 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 its defence and retail sectors.

• 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 extremely 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-level professionals.

• 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 as well as other 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 Japan desks in India. Moreover, Japanese companies in India usually seek Japanese nationals with experience in India. Although in 2018 the number of individuals with experience in India has been higher than in 2017, such talent remains in short supply relative to demand.

• It remains difficult to arrange employment visas for white-collar foreign nationals, a situation which remains largely unchanged. Meanwhile, those involved in recruitment need to be aware that the time it takes to receive a visa upon application can vary.

• Japanese speakers: Those who speak Japanese are highly valued given their scarcity in India�s job market, and as such, candidates offering Japanese language proficiency are able to find jobs solely based on 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 specifics and verify 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 under certain circumstances, 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; particularly this is the case with large companies.

Salary Trends• As a general rule, employee salaries in recent years have continued to increase by no less than 10% per year in India. In

addition, job seekers in India normally look for salaries that are 20% to 30% higher than in their previous jobs. Salaries especially for office staff and rank-and-file workers have grown more than average, particularly in the manufacturing sector. According to statistics of the Japan External Trade Organization (JETRO) grouped by respective region, rates of salary growth have been 1% to 2% higher than the average in locations that include the town of Manesar in the state of Haryana as increasing numbers of manufacturing sector companies enter the region, the state of Gujarat, and the state of Andhra Pradesh.

• Employment visa requirements in India mandate that foreign nationals receive an annual salary of no less than USD 25,000 (approx. JPY 2.9 million).

• Salaries of people who speak Japanese continue to rise because 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, given that few workers tend to have definitive employment experience.

• Japanese companies in India offer starting salaries for those with an undergraduate degree averaging approximately INR 340,000 (approx. JPY 550,000), and starting salaries for those with a graduate degree averaging approximately 420,000 INR (approx. JPY 670,000).

• Annual base salaries of factory workers in India are approximately INR 250,000 (approx. JPY 400,000). Annual base salaries of shop assistants range from approximately INR 200,000 to INR 400,000 (approx. JPY 300,000 to JPY 600,000).

• Statutory minimum wage: India�s statutory minimum wage is INR 13,350 per month (approx. JPY 20,000) for unskilled workers in the non-farm sector in New Delhi.


インド


経済動向• 名目 GDP：2.7兆米ドル。実質 GDP成長率：7.3％。6.7％（2017年）。7.1％（2016年）。• 消費者物価上昇率：4.7％。3.6％（2017年）。4.5％（2016年）。• 対内直接投資：2017年の対内直接投資総額は +3％。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。• 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。• 人材の流動性は非常に高く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アップ目的である。• 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いる。2017年に比べると増えてはいるものの、まだまだ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ものの、取得に必要な期間はばらつきがあるので注意が必要である。

• 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人材は、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。また家族を大切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。

• 近年では経営層に現地国籍社員を登用する、または登用を検討している日系企業が増えている。進出年数が長い企業は現地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• 近年の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。特にスタッフ、ワーカークラスの昇給率は製造業を中心に平均値以上に上がっている。JETROによると地域別では製造業の進出が増えているハリヤナ州のマネサール、グジャラート州、アンドラ・プラデシュ州が平均よりも昇給率１～２％高い状態になっている。

• 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の上昇に応じて、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。• 一定の経験を持つ人材が少ないため、給与は比較的経験年数に関連する傾向も高い。• 日系企業の大卒初任給の平均は約 340千ルピー（55万円相当）、大学院卒初任給の平均は約 420千ルピー（約 67万円相

当）となっている。• 工場労働者の基本給は 250千ルピー（40万円相当）／年程度。店員の基本給は 200～ 400千ルピー（30～ 60万円相当）

／年程度である。• 法定最低賃金：13.35千ルピー（2万円相当）／月（非農業・未熟練・ニューデリー）。

Indi

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Indi

aBack Office 管理部門

Accounting 経理職 (1K INR=14USD)(Unit: Indian Rupee(000)/a year)



Non-Managerial Level 非管理職級 300 - 1,000 800 - 1,300 1,700 - 2,000 1,000 - 1,300

Manager Level 課長級 600 - 1,500 1,300 - 2,200 1,700 - 3,000 1,600 - 1,900


Director Level 役員級 4,400 - 8,000 N/A N/A 5,000 - 9,500




Non-Managerial Level 非管理職級 300 - 1,000 700 - 1,300 1,700 - 2,060 800 - 1,100

Manager Level 課長級 600 - 1,500 1,300 - 2,200 1,700 - 2,500 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 - 800 700 - 1,500 1,700 - 2,050 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

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IT Industry IT業界

Sales 営業職 (1K INR=14USD)(Unit: Indian Rupee(000)/a year)















Indi





Non-Managerial Level 非管理職級 350 - 800 700 - 1,500 1,700 - 1,980 400 - 700












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JAC Recruitment GroupJA

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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]

Thailandwww.jac-recruitment.co.thBangkok10F Emporium Tower622 Sukhumvit Soi 24Klongton, KlongtoeyBangkok 10110Tel: +66 (0)2 261 1270 [email protected] Seaboard (Chonburi)5th Floor, Harbor Mall4/222 Moo 10Sukhumvit Road, Tambol TungsuklaAmpher Sriracha, Chonburi 20230Tel: +66 (0)38 491 556 [email protected] Floor, The Sky Shopping Center 59/99 Moo1, Rojana Road Tambol Thanu, Ampher U-ThaiAyutthaya 13000Tel: +66 (0)35 200 571 [email protected]

JAC InternationalBangkok10F Emporium Tower622 Sukhumvit Soi 24Klongton, KlongtoeyBangkok 10110Tel: +66 (0)2 261 [email protected]

Hong Kongwww.jac-recruitment.hkHong Kong12F, 8 Wyndham StreetCentral, Hong KongTel: +852 2585 [email protected]

Chinawww.jac-recruitment.cnShanghaiRoom 2301, Centro Building, 568 Heng Feng Road, Jing'an District, Shanghai 200070Tel: +86 (0) 21 6123 [email protected]

China continued...

GuangzhouRoom 1406, Citic PlazaNo. 233, Tianhe Bei Road,Tianhe District Guangzhou 510613Tel: +86 (0) 20 3877 3737 [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 Center 53 Quang TrungHai Ba Trung District, Hanoi 100000Tel: +84 24 3633 [email protected]

Indiawww.jac-recruitment.inDelhi NCR 508, 5th Floor, Time TowerMG Road, Gurgaon, Haryana 122002Tel: +91 124 417 4330email: [email protected]

United Kingdomwww.jac-recruitment.co.ukLondon2nd Floor, 64 London WallLondon EC2M 5TPTel: +44 (0) 20 7489 2990/[email protected]


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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 330-8669 Tel: +81 (0)48 631 0830Yokohama18F Sky Building 2-19-12 Takashima, Nishi-ku Yokohama, Kanagawa 220-0011 Tel: +81 (0) 45 285 7021Nagoya10F NMF Nagoya Fushimi Building2-9-27 Nishiki, Naka-kuNagoya, Aichi 460-0003 Tel: +81 (0) 52 857 5221Shizuoka4F Excelward Shizuoka Building11-30 Miyuki-cho, Aoi-kuShizuoka, Shizuoka 420-0857 Tel: +81 (0) 54 205 3841 Osaka12F 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 9221Hiroshima (Chugoku Office)8F Active-Inter City Hiroshima12-1 Wakakusa-cho, Higashi-kuHiroshima-shi, Hiroshima 732-0053 Tel: +81 (0) 82 568 6921

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神埼玉県さいたま市大宮区桜木町一丁目 7番地 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 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）〒 732-0053　広島県広島市東区若草町 12番 1号　アクティブインターシティ広島 8階Tel: +81 (0) 82 568 6921

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 2019

Publisher（発行） JAC Recruitment Group

Printer/Bookbinder（印刷・製本） SHOWA PRINTING CO., LTD. （松和印刷株式会社）

©2019 JAC Recruitment Group

The date of issue（発行日） 8th Jan. 2019（ 2019年 1月 8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か国の中途採用給与レポート

The Salary A

nalysis in

Asia 2019


転職・人材紹介のJAC Recruitment - The Salary …...JAC Recruitment Group was originally...

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