2025生物制药行业白皮书人力核心指标行业报告系列2025-09-11人力资源核心指标生物制药个人用户:目录样本分布01人力指标涨薪率05离职率11应届生起薪12城市薪酬差异系数17人力需求招聘趋势2.
2025-09-19
47页
5星级
国际劳工组织旗舰报告全球工资报告2024-25全球工资不平等现象是否正在减少？国际劳工组织 2025 年第一次出版于 2025 年 知识共享署名 4.0 国际许可协议（CC BY 4.0）本作品依照.
2025-09-10
136页
5星级
1.本刊所有内容文字、数据和图片等资料，版权均属中智管理咨询有限公司所有。2.任何媒体、网站或个人未经本司授权不得转载、链接、转贴或以其他方式复制发布/发表。3.已经本公司授权的媒体、网站或个人，在使.
2025-09-04
67页
5星级
2025专业服务业行业白皮书人力核心指标行业报告系列2025-08-28人力资源核心指标专业服务业个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋.
2025-08-31
58页
5星级
2025文化传媒业行业白皮书人力核心指标行业报告系列2025-08-21人力资源核心指标文化传媒业个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋.
2025-08-31
58页
5星级
2025制造行业行业白皮书人力核心指标行业报告系列2025-08-28人力资源核心指标制造行业个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋势2.
2025-08-31
58页
5星级
2025仪表仪器行业白皮书人力核心指标行业报告系列2025-08-28人力资源核心指标仪表仪器个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数16人力需求招聘趋势1.
2025-08-31
57页
5星级
2025咨询服务行业白皮书人力核心指标行业报告系列2025-08-28人力资源核心指标咨询服务个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋势2.
2025-08-31
58页
5星级
2025芯片测封行业白皮书人力核心指标行业报告系列2025-08-28人力资源核心指标芯片测封个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数16人力需求招聘趋势1.
2025-08-30
44页
5星级
2025新能源行业白皮书人力核心指标行业报告系列2025-08-21人力资源核心指标新能源个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数16人力需求招聘趋势19城.
2025-08-30
57页
5星级
2025能源化工业行业白皮书人力核心指标行业报告系列2025-08-21人力资源核心指标能源化工业个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋.
2025-08-30
58页
5星级
2025汽车行业行业白皮书人力核心指标行业报告系列2025-08-21人力资源核心指标汽车行业个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋势2.
2025-08-30
58页
5星级
2025汽车零部件行业白皮书人力核心指标行业报告系列2025-08-21人力资源核心指标汽车零部件个人用户:目录样本分布01人力指标涨薪率04离职率10应届生起薪11城市薪酬差异系数17人力需求招聘趋.
2025-08-30
58页
5星级
Message fromCountry Manager機遇與挑戰 2025年台灣薪資市場趨勢展望 專訪藝珂集團東亞區資深副總裁 Cindy Chen隨著全球經濟結構變化與人工智慧（AI）的巨速發展，台灣勞動市場正經歷前所未有的轉型。在新的年度來臨之際，藝珂集團東亞區資深副總裁 Cindy Chen 深入解析2025年勞動市場的核心趨勢與應對策略，涵蓋薪資成長、高端人才管理及職場轉型建議，其專業洞察可望為企業和個人提供清晰指引，助力各領域人士在快速變化的市場中穩健前行。科技與綠能雙引擎 領航未來薪資增長亮點展望2025年，台灣薪資增長的主要驅動力將來自於科技與綠能產業。Cindy 指出，人工智慧、半導體、大數據和雲端運算等高科技領域仍是薪資增長的領頭羊。此外，全球氣候議題的推進讓綠能相關職位，如可再生能源工程師及專案經理，成為薪酬競爭的焦點。隨著可持續發展的全球趨勢，台灣政府及企業對綠能基礎設施的投資逐漸增加。從風電場工程師到太陽能系統規劃專家，這些與綠色科技相關的職位薪酬有望顯著增長。Cindy特別提到，ESG（環境、社會與治理）規範的推進，具備相關經驗的專業人士將持續受到市場青睞。高端專業人才的薪酬不僅依賴技能與經驗，更受企業需求緊迫性的影響。Cindy 強調，除了科技與綠能雙引擎，醫療保健和生技產業也因高齡化趨勢及精準醫療發展迎來成長契機，醫療科技專業人士的薪資預計將穩步上升。職場轉型指南 提升技能、適應性、多元化對於計畫進行職場轉型的專業人士，Cindy 建議他們應聚焦於具有成長潛力的領域，如綠能、金融科技與數位行銷等。適應數位化與人工智慧的工作方式，是未來的必備能力。她提到，參與外部課程或取得專業認證，是專業人士突破行業限制的有效途徑。此外，拓展跨領域經驗對於職場轉型及提升競爭力至關重要。例如，一名具備製造業背景的高階經理人，若能結合數位化供應鏈知識，將更容易在職場轉型中脫穎而出。Cindy 並且認為，持續學習與靈活適應是職業成功的核心要素。例如，財務專業人士可結合金融科技背景，打造更具價值的市場競爭力。Cindy 強調，提升技能、強化適應及廣化多元經驗是專業人士在快速變化的環境中立足的關鍵。陳玉芬,Cindy Chen藝珂集團東亞區資深副總裁亞太區正職人才招募事業部負責人SVP&Head of The Adecco Group East AsiaRegional Head of Adecco Perm,APACTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents高端人才管理 創新激勵與文化契合 高端人才管理在2025年勞動市場競爭中尤顯重要。Cindy 強調，創新激勵與文化契合相輔相成，是成功吸引並留住高端人才的兩大核心策略。創新激勵機制是鼓勵企業應打破傳統的薪酬結構，採用如長期股權激勵計劃和績效導向獎金的方式。股權激勵能將個人利益與企業成長相結合，而績效獎金則幫助員工專注於具挑戰性的目標。除此之外，企業可以設計彈性薪資模式，允許員工根據自身需求在現金、股權或其他福利間進行調整，同時提供高附加值的福利選項，例如家庭津貼或教育補助，以增加對頂尖人才的吸引力。薪酬方案解決了短期需求，而文化契合則塑造了長期關係。只有營造包容多元的職場環境，才能留住頂尖人才。Cindy 建議企業注重提升員工的歸屬感，尤其是在管理Z世代時，應強調靈活性與個人價值的實現。Cindy 強調，企業需根據目標人才群體的特性量身打造綜合策略，以實現這兩者的協同效應。例如多元共融（DEI）文化，不僅體現對員工個體價值的尊重，更能促進更具創新力的工作環境。此外，針對工作壓力大的高端職位，企業應提供心理健康支持和工作生活平衡選項，如設立心理諮詢服務或實施靈活工時，以提升工作滿意度。內部晉升和橫向發展機會則是另一重要考量。透明的成長路徑和多樣化的工作挑戰，能讓高端人才看到其在組織中的長期價值。年輕專業人士職場求勝公式 態度 靈活 學習對於剛步入職場的年輕人力，Cindy 強調，了解市場行情與自身價值是薪資談判的基礎。明確各職位的薪酬範圍和行業標準，不僅有助於樹立合理的期待，也能增加談判籌碼。然而，Cindy 也指出，職業初期的重點應放在學習和成長，而非單純的薪資高低。薪資固然重要，但職業發展的長期潛力更不可忽視。選擇能提供多元化發展機會的公司，例如內部輪調或專業培訓，將為未來的職業道路打下基礎。Cindy 建議年輕人，將薪資談判視為不僅是爭取高薪的過程，更是展示對公司和自身價值認知的機會。而一旦就職上任之後，需保持靈活態度，展現學習意願及適應能力。她特別提醒要注重在工作中建立人脈和展示潛力，這些往往比學歷更能影響長期職業成功。企業研議核心解方 應對多方挑戰針對2025年企業將持續面臨的缺工、通膨、甚至地緣政治及國際情勢不明等種種壓力，Cindy 認為，數位化與自動化轉型是核心解方。她指出：通過技術提升效率、優化內部流程，企業能在緩解人力不足的同時，降低營運成本。此外，透過以下措施多管齊下，也能在薪資、福利以及組織文化上產生影響，吸引並留住人才。生活成本調整（COLA）機制：根據經濟波動靈活調薪，以確保員 工薪酬能維持實際購買力。特別是大型科技公司和金融業，已展 現出以物價指數為基準進行薪酬調整的趨勢，這既能穩定現有人 才，也有助於吸引高技能專業人士加入。非薪酬福利多樣化和個性化：面對員工對工作生活平衡的期待，企業逐步引入彈性福利，如遠程工作選擇、心理健康支援以及額 外的帶薪假期等。這些措施特別受到年輕世代求職者的青睞，有 助於建立以人為本的職場環境。同時，部分企業率先採取混合工 作模式並提供個性化福利計劃，展現了迎合市場需求的靈活性。內部人才培養和發展：在內部建立全面技能培訓計劃，幫助員工 掌握最新技術，同時鼓勵橫向流動和跨部門合作，為員工提供多 樣化的成長機會，將是吸引和留住高潛力員工的關鍵。人才與企 業的長期共同成長不僅有助於提升競爭力，也讓員工在快速變化 的市場中找到穩定感。人機協作未來 開創勞動市場新局展望未來，Cindy 認為，數位化和人工智慧的持續深化將重塑職場格局。企業與員工必須攜手合作，共同探索AI技術與傳統工作的融合模式。而隨著企業不斷強化數位轉型與全人健康管理等策略，2025年的勞動市場將展現出更多創新應對模式。藝珂團隊相信，當人類與技術達成協作平衡時，將為台灣勞動市場開創新局面。With the evolving global economic framework and rapid growth of artificial intelligence(AI),Taiwans labor market is undergoing an unprecedented transformation.As the new year is approaching,Cindy Chen,SVP&Head of The Adecco Group East Asia,provides an in-depth analysis of the core trends and countermeasures for the labor market in 2025.Her insights cover salary growth,high-level talent management,and career transition recommenda-tions,offering clear guidance for businesses and individuals to navigate the rapidly changing market with confidence.Tech and Green Energy Sectors:Dual Engines Fueling Future Salary GrowthLooking ahead to 2025,the tech and green energy industries will be the primarily drivers of salary growth in Taiwan.As Chen indicated,the AI,semiconductor,big data,cloud computing,and other high-tech sectors will remain the major forces behind salary growth.Additionally,the growing focus on climate change issues throughout the world will make green energy-related roles central to compensation competition,such as renewable energy engineers and project managers.Considering the global trend towards sustainable development,the Taiwanese government and businesses are investing more in green energy infrastructure.Relevant roles,from wind energy engineers to solar system planning experts,are likely to witness a significant increase in salary.Chen specifically mentioned that the advancement of ESG(environment,society,and governance)regulations is expected to keep professionals with relevant experience in high demand across the market.“Compensation packages for elite professionals depend not only on the required skills and experience but also on the urgency of demand from companies”,as Chen emphasized.In addition to the tech and green energy sectors,referred to as“the dual engines”for salary growth,the healthcare and biotech industries will also experience growth due to population ageing and the rise of precision medicine.The salary of healthcare technology practitioners is estimated to grow steadily.Career Transition Guide:Skill Enhancement,Adaptability,and Diversifi-cationFor professionals considering a career transition,Chen recommended focusing on areas with good potential,such as green energy,fintech,and digital marketing,“Adaptability skills for digitization and AI-driven work models will be essential in the future.”She also added that participating in external courses or obtaining professional certifications are effective ways for professionals to overcome industry barriers.Broadening cross-disciplinary experience also matters for those intending to change their career and boosting competitiveness.For example,a senior manager with a manufacturing background who has incorporated digital supply chain expertise is more likely stand out in a career transition.Chen holds that continuous learning and a high level of adaptability are core factors for career success.A finance professional,for instance,can incorporate their fintech background to become more competitive.She added that enhancing skills,strengthening adaptability,and diverse experience are crucial factors for professionals to thrive in a rapidly evolving environment.High-level Talent Management:Innovative Incentives and Cultural FitIn 2025,high-level talent management will be essential for the labor market.As Chen revealed,innovative incentives and cultural fit are two major strategies for companies to attract and retain elite talent.Innovative incentive mechanisms aim to encourage businesses to break away from traditional compensation structures and instead adopt long-term equity incentive plans and offer performance-based bonuses.Equity incentives align personal benefits with corporate growth,while performance-based bonuses prompt employees to concentrate on challenging goals.Moreover,companies Opportunities and Challenges 2025 Taiwan Salary Trends and OutlookAn Interview with Cindy Chen,SVP&Head of The Adecco Group East Asiacan adopt a flexible wage system,allowing employees to adjust between cash,equity,and other benefits based on their needs.Employers can also offer value-added benefits such as family allowance or grants for education,thereby attracting more top-tier talent.While compensation solutions are designed to meet short-term requirements,cultural fit aims to establish long-term relationships.“Only by fostering an inclusive,diverse workplace can a company retain top talent,”Chen continued by recommending business owners to focus on building a sense of belonging for their employees.In particularly,when it comes to talent management for Gen Z employees,flexibility and individual value should be prioritized.Businesses should develop comprehensive strategies tailored to different groups they want to recruit,thereby cultivating employeremployee synergy.For example,DEI(diversity,equity,and inclusion)programs not only highlight a companys respect for the individual value of its employees but also foster a more innovative workplace.Regarding senior positions with high pressure,companies should provide mental health support and worklife balance options,such as establishing consultation services or flexible working to enhance job satisfaction.Internal promotion and horizontal development are alternatives worth considering.Transparent growth paths and diverse work challenges enable high-level talent to recognize the long-term value of an organization.Workplace Success Model for Young Professionals:Attitude,Flexibility,and Eagerness to LearnFor fresh graduates who are about to enter the workforce,Chen specified that understanding market conditions and their own value form the basis for salary negotiation.Having a clear understanding of the salary range for each position and industry standards not only helps them set realistic expectations but also gives them an advantage in salary negotiations.Nevertheless,during the early stages of a career,the focus should be on learning and growth,rather than solely on salary.“Indeed,salary is important,but the long-term potential of career development is even more crucial”Chen said.Working for a company that provides diverse opportunities,such as internal job transfers and professional training,will help one lay the foundation for future careers.Chen went on to advise young job seekers that salary negotiation is not simply about securing higher pay.It is an opportunity to demonstrate their understanding of the company and highlight their own value.After getting an offer and starting to work,they should keep flexible and show their eagerness to learn and adaptability skills.She reminded that building connections and showcasing potential are often more critical for long-term career success than educational background.Businesses Exploring Core Solutions:Addressing Various ChallengesEntering 2025,businesses will continue facing various issues from labor shortages,inflation,to uncertainties over geopolitical risk and international trends.Digital transformation and automation are core solutions.“Through new technologies for better efficiency and internal process optimization,companies can overcome labor shortages and reduce operating costs.”In addition,an organization can attract and retain talent by simultaneously adopting the following measures on salary,benefit,and corporate culture .tw Taiwan Salary Guide 2025About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents企業研議核心解方 應對多方挑戰針對2025年企業將持續面臨的缺工、通膨、甚至地緣政治及國際情勢不明等種種壓力，Cindy 認為，數位化與自動化轉型是核心解方。她指出：通過技術提升效率、優化內部流程，企業能在緩解人力不足的同時，降低營運成本。此外，透過以下措施多管齊下，也能在薪資、福利以及組織文化上產生影響，吸引並留住人才。生活成本調整（COLA）機制：根據經濟波動靈活調薪，以確保員 工薪酬能維持實際購買力。特別是大型科技公司和金融業，已展 現出以物價指數為基準進行薪酬調整的趨勢，這既能穩定現有人 才，也有助於吸引高技能專業人士加入。非薪酬福利多樣化和個性化：面對員工對工作生活平衡的期待，企業逐步引入彈性福利，如遠程工作選擇、心理健康支援以及額 外的帶薪假期等。這些措施特別受到年輕世代求職者的青睞，有 助於建立以人為本的職場環境。同時，部分企業率先採取混合工 作模式並提供個性化福利計劃，展現了迎合市場需求的靈活性。內部人才培養和發展：在內部建立全面技能培訓計劃，幫助員工 掌握最新技術，同時鼓勵橫向流動和跨部門合作，為員工提供多 樣化的成長機會，將是吸引和留住高潛力員工的關鍵。人才與企 業的長期共同成長不僅有助於提升競爭力，也讓員工在快速變化 的市場中找到穩定感。人機協作未來 開創勞動市場新局展望未來，Cindy 認為，數位化和人工智慧的持續深化將重塑職場格局。企業與員工必須攜手合作，共同探索AI技術與傳統工作的融合模式。而隨著企業不斷強化數位轉型與全人健康管理等策略，2025年的勞動市場將展現出更多創新應對模式。藝珂團隊相信，當人類與技術達成協作平衡時，將為台灣勞動市場開創新局面。With the evolving global economic framework and rapid growth of artificial intelligence(AI),Taiwans labor market is undergoing an unprecedented transformation.As the new year is approaching,Cindy Chen,SVP&Head of The Adecco Group East Asia,provides an in-depth analysis of the core trends and countermeasures for the labor market in 2025.Her insights cover salary growth,high-level talent management,and career transition recommenda-tions,offering clear guidance for businesses and individuals to navigate the rapidly changing market with confidence.Tech and Green Energy Sectors:Dual Engines Fueling Future Salary GrowthLooking ahead to 2025,the tech and green energy industries will be the primarily drivers of salary growth in Taiwan.As Chen indicated,the AI,semiconductor,big data,cloud computing,and other high-tech sectors will remain the major forces behind salary growth.Additionally,the growing focus on climate change issues throughout the world will make green energy-related roles central to compensation competition,such as renewable energy engineers and project managers.Considering the global trend towards sustainable development,the Taiwanese government and businesses are investing more in green energy infrastructure.Relevant roles,from wind energy engineers to solar system planning experts,are likely to witness a significant increase in salary.Chen specifically mentioned that the advancement of ESG(environment,society,and governance)regulations is expected to keep professionals with relevant experience in high demand across the market.“Compensation packages for elite professionals depend not only on the required skills and experience but also on the urgency of demand from companies”,as Chen emphasized.In addition to the tech and green energy sectors,referred to as“the dual engines”for salary growth,the healthcare and biotech industries will also experience growth due to population ageing and the rise of precision medicine.The salary of healthcare technology practitioners is estimated to grow steadily.Career Transition Guide:Skill Enhancement,Adaptability,and Diversifi-cationFor professionals considering a career transition,Chen recommended focusing on areas with good potential,such as green energy,fintech,and digital marketing,“Adaptability skills for digitization and AI-driven work models will be essential in the future.”She also added that participating in external courses or obtaining professional certifications are effective ways for professionals to overcome industry barriers.Broadening cross-disciplinary experience also matters for those intending to change their career and boosting competitiveness.For example,a senior manager with a manufacturing background who has incorporated digital supply chain expertise is more likely stand out in a career transition.Chen holds that continuous learning and a high level of adaptability are core factors for career success.A finance professional,for instance,can incorporate their fintech background to become more competitive.She added that enhancing skills,strengthening adaptability,and diverse experience are crucial factors for professionals to thrive in a rapidly evolving environment.High-level Talent Management:Innovative Incentives and Cultural FitIn 2025,high-level talent management will be essential for the labor market.As Chen revealed,innovative incentives and cultural fit are two major strategies for companies to attract and retain elite talent.Innovative incentive mechanisms aim to encourage businesses to break away from traditional compensation structures and instead adopt long-term equity incentive plans and offer performance-based bonuses.Equity incentives align personal benefits with corporate growth,while performance-based bonuses prompt employees to concentrate on challenging goals.Moreover,companies can adopt a flexible wage system,allowing employees to adjust between cash,equity,and other benefits based on their needs.Employers can also offer value-added benefits such as family allowance or grants for education,thereby attracting more top-tier talent.While compensation solutions are designed to meet short-term requirements,cultural fit aims to establish long-term relationships.“Only by fostering an inclusive,diverse workplace can a company retain top talent,”Chen continued by recommending business owners to focus on building a sense of belonging for their employees.In particularly,when it comes to talent management for Gen Z employees,flexibility and individual value should be prioritized.Businesses should develop comprehensive strategies tailored to different groups they want to recruit,thereby cultivating employeremployee synergy.For example,DEI(diversity,equity,and inclusion)programs not only highlight a companys respect for the individual value of its employees but also foster a more innovative workplace.Regarding senior positions with high pressure,companies should provide mental health support and worklife balance options,such as establishing consultation services or flexible working to enhance job satisfaction.Internal promotion and horizontal development are alternatives worth considering.Transparent growth paths and diverse work challenges enable high-level talent to recognize the long-term value of an organization.Workplace Success Model for Young Professionals:Attitude,Flexibility,and Eagerness to LearnFor fresh graduates who are about to enter the workforce,Chen specified that understanding market conditions and their own value form the basis for salary negotiation.Having a clear understanding of the salary range for each position and industry standards not only helps them set realistic expectations but also gives them an advantage in salary negotiations.Nevertheless,during the early stages of a career,the focus should be on learning and growth,rather than solely on salary.“Indeed,salary is important,but the long-term potential of career development is even more crucial”Chen said.Working for a company that provides diverse opportunities,such as internal job transfers and professional training,will help one lay the foundation for future careers.Chen went on to advise young job seekers that salary negotiation is not simply about securing higher pay.It is an opportunity to demonstrate their understanding of the company and highlight their own value.After getting an offer and starting to work,they should keep flexible and show their eagerness to learn and adaptability skills.She reminded that building connections and showcasing potential are often more critical for long-term career success than educational background.Businesses Exploring Core Solutions:Addressing Various ChallengesEntering 2025,businesses will continue facing various issues from labor shortages,inflation,to uncertainties over geopolitical risk and international trends.Digital transformation and automation are core solutions.“Through new technologies for better efficiency and internal process optimization,companies can overcome labor shortages and reduce operating costs.”In addition,an organization can attract and retain talent by simultaneously adopting the following measures on salary,benefit,and corporate culture management.COLA(cost of living adjustment)mechanism:this mechanism adjusts the compensation of employees according to economic fluctuations in order to ensure that employees maintain desirable purchasing power.Large tech companies and the finance industry have adopted this mechanism to adjust employees compensation packages based on price indices,helping to retain and attract highly skillful professionals.Diversification and personalization of non-salary benefits:in response to their employees desire to reach worklife balance,businesses have gradually implemented flexible benefit programs like the remote work option,mental health support,and paid leave.Young applicants are particularly in favor of such benefits as they help create a human-centric workplace.Furthermore,some companies have taken the initiative to adopt a hybrid work model while offering personalized benefit plans,demonstrating adaptability to market demands.Internal talent cultivation and development:this approach focuses on building a comprehensive training plan internally to help employees learn about the latest technologies.This also facilitates horizontal mobility and cross-department collaboration and offers various growth opportunities to employees,making it a key to attracting and retaining promising individuals.The long-term mutual growth of talent and enterprises not only helps enhance competitiveness but also provides employees with a sense of stability in a rapidly changing market.Future of HumanMachine Collaboration:Unlocking New Horizons for the Labor MarketAs Chen holds,continuous advancements in digitization and AI technology will reshape the workplace landscape in the coming years.“Companies and employees have to work together to find out how to combine AI technology with traditional work patterns.”As businesses constantly strengthen strategies for digital transformation and whole person health management,more innovative countermeasures will emerge in the labor market in 2025.Adecco believes that when humans and technology achieve a balanced collaboration,it will open up new horizons for the Taiwanese labor market.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents人工智慧(AI)、自動化、多元共融與ESG轉型等全球趨勢，牽動2024年企業端的人力布局與人才招募計畫，也深刻地影響著人才端的供需變化。台灣藝珂集團一如既往，針對2024年企業薪資政策、招募工作等議題進行2025薪資指南調查，希望本指南能夠提供指引，協助業界凝聚最新共識並提供具有建設性的普遍作法，以利企業端掌握趨勢脈動與產業發展方向、順應就業市場條件，進而找到優化人才招募和人才留任的關鍵作法，協助企業維持永續競爭力，同時協助人才端掌握產業動態及就業新趨勢。值得一提的是，本指南特別針對724位企業雇主，在人資工作中可能面臨的AI理解和應用，以及與之相關的諸多挑戰進行調查，期望據此了解AI時代下，企業端的數位轉型及AI進程，以及這些趨勢如何影響人力資源在實務上的執行計畫與操作流程，進而協助企業端改善人才招募策略。另一方面，也同步針對1,340位求職者進行就業趨勢調查，從中梳理出人才端可能遭遇的求職痛點以及他們對企業端的看法，據此發掘有助企業端招募及人才端求職的有效作法，希望拉近企業端與人才端的距離。Global trends such as artificial intelligence(AI),automation,diversity and inclusion,and ESG transformation have influenced workforce planning and talent hiring plans for businesses in 2024,while profoundly impacting the dynamics of talent supply and demand.As always,Adecco Group conducted the 2025 Salary Guide Survey,focusing on issues such as corporate salary policies and recruitment practices for 2024.This survey aims to provide guidance to help industries reach a consensus on the latest information and adopt constructive,widely applicable approaches so as to enable companies to understand trends and industry developments,adapt to labor market conditions,and identify key strategies for optimizing talent recruitment and retention.This,in turn,helps businesses stay competitive while assisting talent in grasping industry dynamics and new employment trends.It is worth noting that this guide surveyed 724 corporations regarding their understanding and application of AI in human resources work and the various challenges they might face.The goal is to gain an understanding of corporate digital transformation and AI advancements in the era of AI and to explore how these trends influence the implemen-tation of HR plans and processes.The knowledge will in turn be used to assist corporations in improving their talent hiring strategies.On the other hand,this guide also conducted an employment trends survey involving 1,340 job seekers,identifying the pain points they may face in job searching and their views of corporations.Based on these findings,the survey aims to uncover effective practices to aid corporations in their recruitment processes and talents in seeking jobs,ultimately bridging the gap between corporations and talents.問卷調查分析Survey AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ2 請問調整薪資的原因為何？Factors that prompted you to raise the salary?Q1 請問貴公司在2024年是否調薪？Did you raise your salary in 2024?42.43).48%3.19U.58%消費者物價指數Consumer price index績效表現Employee performance人才競爭Recruiting in a highly competitive environment組織調整Company restructuring員工公平性調整Employee fairness其他Others68.92&.10%企業獲利成長Growth in profits9.96.87%是 Yes17.13%否 NoQ1隨著2024上半年全球景氣持續擴張，伴隨著通膨持續降溫，中研院將全年實質經濟成長率上修至3.88%，大環境漸入佳境提高了企業的調薪意願。高達82.87%的受訪企業在2024年進行了調薪，相較於2023年(76.6%)，調薪企業家數增幅逾6%，至於未調薪的企業家數占比僅達17.13%，較2023年的23.3%減少逾6%。As the global economy continued to expand in the first half of 2024 and inflation gradually subsided,the Academia Sinica revised the annual real economic growth rate upward to 3.88%.This improving macroeconomic environment has increased companies willingness to raise salaries.A total of 82.87%of surveyed companies indicated they adjusted salaries in 2024,a rise of over 6%compared to 2023(76.6%).Meanwhile,the proportion of companies not raising their salaries dropped to 17.13%,a decrease of over 6%compared to 23.3%in 2023.Q2綜觀企業調薪原因，占比最高的前三名依序為績效表現(68.92%)、消費者物價指數(55.58%)及人才競爭(42.43%)，排序與2023年相同。此一結果顯示，企業端在評估調薪與否時，仍以最能量化員工表現的KPI為首選。值得留意的是，不少企業考量到消費者物價指數(55.58%)與通膨因素，站在留才及體恤員工的立場實施調薪計畫，同時為吸引人才留任而調整薪資，藉此提高企業的薪資競爭力。另有26.10%的企業因為企業獲利成長而調薪，顯見企業多半願意和員工共享獲利果實，間接鼓勵員工積極投入工作，打造雙贏及共好的企業文化。The top three reasons for salary adjustments among companies are employee performance(68.92%),consumer price index(55.58%),and recruiting in a highly competitive market(42.43%),with the ranking unchanged from 2023.This indicates that companies still prioritize the most quantifiable measure of employee performanceKPIswhen deliberating whether to raise salaries or not.Notably,many companies have taken the consumer price index(55.58%)and inflation into consider-ation,implementing salary adjustments to retain talent and show that they empathize with their employees.This also helps to enhance salary compet-itiveness to attract and retain talent.Additionally,26.10%of companies have raised salaries due to growth in profits,showing a willingness to share profits with employees,indirectly encouraging their employees to proactively engage in work and fostering a win-win corporate culture.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ3 請問您針對正職人員的調薪幅度為何？What was the salary increase percentage for full-time employees?Q3 以下哪個原因最能描述您會留在當前職位的原因？Which of the following reasons would best describe why you would stay in your current role?71.91%2-5%7.37%1-2%2.99%0%1.59.14%5-101.14%有吸引力的薪酬與福利Attractive compensation&benefits12.12%專業發展機會Opportunities for professional development3.11%良好的雇主品牌與聲譽Good employer brand and reputation工作/生活平衡Work/Life balance31.57%6.65%健康的工作文化Healthy workplace culture8.50%與產業平均水平相符的薪酬和福利Remuneration and benefits inline with industry average有更多有意義的工作More meaningful work4.21%2.69%提升認可與讚賞Enhanced recognition and appreciation企業端 Employers求職者端 Candidates調薪幅度Increase%Q3針對正職人員，多數企業的調薪幅度落在2-5%(71.91%)，其次為5-10%(16.14%)，至於調薪幅度逾10%的企業占比約2.99%，僅約1.59%的企業沒有調薪。藝珂表示，雖然勞基法並未規定企業必須每年為正職人員調薪，但調薪卻是吸引人才留任最簡單有效的方式，但值得留意的是，越來越多企業意識到帶人帶心的重要性，除了透過調薪讓員工擁有好薪情，也會努力打造企業朝ESG轉型，以成為更好的企業為本，吸引更多Z世代員工因為認同企業核心價值而願意持續調整自己。反觀求職者願意留任的前兩大因素 工作/生活平衡(31.57%)、有吸引力的薪酬與福利(31.14%)，不難看出求職者更在意的是工作與生活能否維持平衡，而非僅考量薪酬與福利這類外部誘因，因此，建議企業端不妨多留意這類內在需求，才能吸引人才留任。For full-time employees,the majority of companies reported salary adjustments in the range of 2-5%(71.91%),followed by 5-10%(16.14%).Only about 2.99%of companies offered salary adjustments exceeding 10%,while approximately 1.59%of companies made no adjustments.Adecco stated that while labor laws do not mandate annual salary adjustments for full-time employees,such adjustments remain one of the simplest and most effective ways to attract and retain talent.However,it is worth noting that more and more companies are recognizing the importance of supporting their employees emotionally.In addition to salary adjustments that foster positive morale,businesses are also working toward ESG transforma-tion,aiming to become better companies to attract more Gen Z employees who align with their core values and are willing to make adjustments continuously.In contrast,the top two factors influencing job seekers willingness to stay in their jobs are work-life balance(31.57%)and attractive salaries and benefits(31.14%).It is not hard to see that job seekers prioritize maintaining a balance between work and life over external incentives such as salary and benefits.Therefore,companies are advised to focus more on addressing these intrinsic needs to better attract and retain talent.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ4 請問您針對派遣與約聘人員的調薪幅度為何？What was the salary increase percentage for part-time employees?0%未任用派遣或約聘人員My company does not hire part-time employees2-5%1-2%5-106.455.26.93%7.37%2.99%1.00%分析 AnalysisQ4針對派遣與約聘人員的調薪幅度，除35.26%的企業因為未曾聘僱派遣與約聘人員，回答無的企業占比高達36.45%，顯示當前企業對於派遣與約聘人員的定義，似乎仍多聚焦於短期派遣或替補人力的角色，因此多半不會以調薪做為吸引人才的策略。不過，仍有16.93%的企業以2-5%的調薪幅度做為激勵派遣與約聘人員的留才策略。藝珂表示，多數企業在人才的選用育留上忽略了細水長流的溫養策略，將派遣與約聘人員視為過客或配角，反而容易因此錯失潛在的優秀人才，畢竟熟悉企業文化、工作流程並具備職務經驗的派遣與約聘人員也可能是未來轉正的潛在人選，如果企業願意以調薪做為實質獎勵，一旦出現正職職缺待補，這些潛在種子極有可能無縫接軌空缺職務，縮短企業招募、培訓新人的時間成本，也更能避免新人適應不良的問題。When it came to making salary adjustments for dispatched workers and part-time employees,the question was not applicable to 35.26%of surveyed companies since they did not hire these types of workers,while 36.45%answered“no.”This indicates that companies often see such workers as short-term roles that are simply there to fill in gaps in the workforce,thus they rarely use salary adjustments as a strategy to retain those workers.However,some 16.93%of companies adopted a 2-5justment range to incentivize retention among dispatched workers and part-time employees.Adecco noted that many companies have overlooked the benefits of a long-term“fostering”strategy,and viewed dispatched workers and part-time employees as merely“passersby”or“supporting actors.”This stance makes it easy for them to miss out on potential outstanding talent.Dispatched workers and part-time employees familiar with the corporate culture,workflows,and job responsibilities can be strong candidates for full-time roles in the future.If companies are willing to use salary adjustments as practical rewards,it will enable these“seeds”to seamlessly fill vacancies,reduce recruitment and training costs in terms of time,and avoid adaptation issues among new hires.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ5 請問貴公司是否預計在2025年調升薪資？Will you raise the salary in 2025?Q5 如果您在未來12個月內考慮更換雇主，選擇合適職位和公司的主要考量因素是什麼？If you were to consider changing Employers in the next 12 months,what would be your main priorities in choosing the right role&company?是yes否No不確定Uncertain70.49.32%2.20G.81D.11%1.18a.62%工作/生活平衡Work/Life Balance薪酬與福利Compensation&Benefits專業發展Professional Development行業轉換Change of industry管理文化Management Culture其他Others88.89.18%雇主品牌與聲譽Employer Brand and Reputation6.23%企業端 Employers求職者端 Candidates Q5國際貨幣基金（IMF）最新報告將2025年全球經濟成長預測從3.3%下修至3.2%，同時提出警告，全球須留意戰爭及貿易保護主義帶來的風險。台經院則預測，台灣2025年的GDP成長率將達3.15%，雖然不及2024年的4.03%，仍將維持穩健增長。雖然如此，仍有高達70.49%的受訪企業表示，將於2025年調升薪資，僅27.32%的企業回答不確定，呼應企業端對2025年的經濟前景持保留看法，只有2.20%的企業確定不會調升薪資。隨著AI、機器學習、邊緣運算、數位孿生等科技蓬勃發展，與數位化轉型、AI新興領域發展相關的人才勢必成為2025年薪情更美麗的一群，也是企業積極爭取的優選人力。至於工作容易被AI或機器人取代的族群，建議及早做好職能轉型計畫，即便2025年調薪無望，至少還能保有職場再戰的機會。此外，對照求職者在未來12個月內更換雇主的考量因素，排名第一的答案選項為薪酬與福利(88.89%)，顯見多數求職者對於薪酬與福利的在意程度仍高，建議企業端每年適度調升薪資，一方面滿足員工的生活面需求，再方面也可以透過調薪作為肯定員工為企業帶來實質貢獻的肯定，同時支持員工在自我實現與自我價值認同方面的心理需求。The International Monetary Fund(IMF)revised its global economic growth forecast for 2025 from 3.3%to 3.2%in its latest report,warning of risks posed by wars and trade protectionism.The Taiwan Institute of Economic Researchs forecast stated that Taiwans 2025 GDP growth rate will reach 3.15%,lower than 4.03%of 2024 but still indicative of stable growth.Despite the forecasts,as much as 70.49%of surveyed companies stated they plan to raise salaries in 2025,while 27.32%were uncertain,reflecting caution about the economic outlook.Only 2.20%confirmed they would not raise salaries.Talent in AI,machine learning,edge computing,digital twin technology,and related fields will be in high demand in 2025,making these professionals highly sought after by companies.Those whose jobs can be easily replaced by AI or robots are advised to make plans for skills transformation plans as soon as possible to remain competitive,even if no salary adjustment is expected in 2025.This ensures they retain opportuni-ties for workplace reintegration.Furthermore,when job seekers were asked about the main factors influencing their decision to change employers and choose a suitable position and employer within the next 12 months,the top response was salary and benefits(88.89%).This underscores the high importance job seekers place on salaries and benefits.Companies are advised to implement appropriate salary increases annually to address employees livelihood needs,recognize their tangible contributions to the company,and support their psychological needs for self-realization and self-worth.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ6 隨著科技與市場需求變化，您預計未來五年內會出現哪些類型的職缺？What kind of job vacancies do you anticipate will be available in five years?54.88%永續和環境管理Sustainability and Environmental Management53.90%數據分析/數據科學Data Analysis/Data Science49.02%資訊技術/軟硬體工程IT,Software,and Hardware Engineering41.46%網路安全Cybersecurity37.56%銷售Sales32.93%行銷Marketing26.83%客戶成功/客戶關係Customer Success/Client Relations24.63%人力資源管理Human Resource Management19.27%財務管理Financial Management17.07%採購和物流Procurement and Logistics17.56%製造Manufacturing16.83%商業管理BusinessAdministration4.39%其他OthersQ6隨著科技與市場需求變化，企業端預估，未來五年內將會出現的職缺類型前三名依序為永續和環境管理(54.88%)、數據分析/數據科學(53.90%)以及資訊技術/軟硬體工程(49.02%)，排名第四的職缺類型為網路安全(41.46%)。其中，排名第一的永續和環境管理呼應了近年企業積極ESG轉型的趨勢，顯見企業端對ESG永續管理類的人才需求明顯提升。數據分析/數據科學、資訊技術/軟硬體工程等職缺選項則是呼應企業數位轉型，以及AI時代數位科技應用與升級的需求。至於網路安全類職務同樣反映出AI科技蓬勃發展的資安需求，尤其與智慧生活、智慧製造、智慧醫療與交通、智慧金融等領域相關的企業，更需時時完善防駭、防盜、防詐騙等資安等級，以免商業機密或個資外洩，影響企業及供應鏈運作，也連帶影響企業客戶及消費者安全。Due to changes in technology and market demands,companies predict that the top three emerging job openings in the next five years will be sustainabili-ty and environmental management(54.88%),data analysis/data science(53.90%),and information technology/software and hardware engineering(49.02%),and the fourth-ranked job type is cybersecurity(41.46%).Sustainability and environmental management taking the top place aligns with the trend of companies proactively engaging in ESG transformation in recent years,reflecting a growing demand for talent in roles related to ESG and sustainability management.Job openings in data analysis/data science and information technology/software and hardware engineering correspond to companies needs in digital transformation as well as digital technology applications and upgrades during the era of AI.Openings in cybersecurity reflect the increasing demand for information security measures as AI technologies develop,especially from companies in the smart living,smart manufacturing,smart healthcare and transportation,and smart finance sectors,which need to maintain robust protection measures at all times against hacking,theft,fraud and other information security measures.This is to safeguard trade secrets and personal data,and prevent leaks from impacting corporate and supply chain operations as well as the safety of corporate customers and consumers.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ7 您認為未來五年內哪些技能將最為搶手？Which skills do you predict will be most in demand in five years?Q7 您認為在未來五年內保持行業競爭力所必備的技能有哪些？What specific skills do you believe are essential to stay relevant in your industry over the next 5 years?26.59B.20g.16%機器學習和人工智慧Machine Learning and AI14.15(.54%2.20G.80%環境永續發展知識Environmental SustainabilityKnowledge25.22%環境永續發展知識Environmental Sustainability Knowledge5.61%Essential Skills必備技能Most In Demand Skills搶手技能數據分析Data Analysis41.79!.49%網路安全Cybersecurity40.37%領導力和管理Leadership and Management32.54%專案管理Project Management18.43%數位行銷Digital Marketing11.12%產品管理Product Management71.46%機器學習和人工智慧Machine Learningand AI數據分析Data Analysis領導力和管理Leadership and Management網路安全Cybersecurity20.00%數位行銷Digital Marketing16.10%專案管理Project Management客戶關係管理Customer RelationshipManagement產品管理Product Management金融素養FinancialLiteracy25.75%客戶關係管理Customer Relationship Management6.79%金融素養Financial Literacy$企業端 Employers求職者端 CandidatesQ7機器學習和人工智慧(71.46%)是排名第一的選項，呼應了未來五年內機器人及AI科技在醫療保健、製造、汽車、教育及國防等領域的普及率逐步攀升的趨勢必然性，因此，企業端迫切需要招納擅長機器學習和人工智慧方面的科技人才。排名第二的選項是環境永續發展知識(47.80%)，顯示企業端在面對2050年淨零排放的全球趨勢下，同樣迫切需要招納熟悉ESG轉型及有能力協助企業永續發展的專業人才。排名第三的技能為數據分析(42.20%)，在算力為王與數據至上的AI時代，企業在營運的過程中勢必產生各類數據或必須與各類數據打交道，如消費者行為分析、銷售數據分析、投資建議分析等，越是具備高階數據分析能力的專業人才越是搶手，而數據分析能力未來也會成為AI時代下企業甄選人才時的技能標配或加分項。至於領導力和管理(28.54%)這類軟技能在AI浪潮下，反而不在企業端最搶手技能前三名之列，顯見未來五年內，企業端更重視科技硬實力。至於求職者端的看法，同樣將機器學習和人工智慧(67.16%)列為優先選項，其次是數據分析(41.79%)，顯見人才端同樣有感於AI與數位趨勢的不可避免，也將科技硬實力列為競爭力標配，第三才是領導和管理(40.37%)這類軟實力。Machine learning and AI(71.46%)ranks as the top choice,reflecting the inevitable trend of increasing prevalence of robots and AI technologies in fields such as healthcare,manufacturing,automotive,education,and defense over the next five years.Therefore,companies urgently seek to recruit technology professionals with expertise in machine learning and AI.The second-ranked skill is environmental sustainability knowledge(47.80%),demonstrating that,in light of the global effort to achieve net-zero emissions by 2050,companies are similarly eager to recruit professionals familiar with ESG(Environmental,Social,and Governance)transformation and capable of helping companies achieve sustainable development.The third-ranked skill is data analysis(42.20%).In the era of AI,which is driven by computing power and data,companies inevitably generate or handle various types of data,such as consumer behavior analytics,sales data analyses,and investment recommendation analyses.Professionals with advanced data analysis capabilities are increasingly in demand,and data analysis skills will likely become either a basic requirement or a bonus in talent recruitment during the era of AI.As for leadership and management(28.54%),this soft skill does not rank among the top three skills that are the most sought-after by companies in the AI wave,highlighting that companies will place greater emphasis on technological hard skills over the next five years.From the perspective of job seekers,machine learning and AI(67.16%)is also ranked at the top,followed by data analysis(41.79%).This demonstrates that talents are also aware of the inevitability of the prevalence of AI and digital technologies,prioritizing technological hard skills as essential competi-tive attributes over soft skills such as leadership and management(40.37%),which ranks third.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ8 如果您正在尋找人才，主要會使用哪些渠道？If you were searching for talent,which channels would you primarily use?Q8 如果您計畫要找工作，主要會透過哪些渠道尋找新的工作機會？If you were to search for a new opportunity,which channels would you primarily use?63.66W.32 .24d.88%人事顧問公司Recruitment Agency求職網站Online Job Boards透過推薦Through referrals領英LinkedIn公司網站/內部招募專區Company Websites/Careers Pages社交活動與協會組織Networking Events&Associations2.68%其他社群媒體Other Social Media85.617.07.95Y.14.82a.10%求職網站Online Job Boards人事顧問公司Recruitment Agency透過推薦Through referrals公司網站/內部招募專區Company Websites/Careers Pages領英LinkedIn社交活動與協會組織Networking Events&Associations0.60%其他社群媒體Other Social Media79.537.10%Q8多數企業會透過求職網站(85.61%)尋找人才，呼應台灣企業與求職者透過求職網站彼此溝通的習慣；人事顧問公司(64.88%)是企業端尋找高階人才或規劃招募計畫的重要渠道。由於頂尖人才通常鮮少透過求職網站投遞履歷，而企業端開出的職務需求與人才端提出的應聘條件需要耗費更多時間媒合與溝通，因此需要透過專業的人事顧問公司量身打造招募計畫，加上有經驗的人事顧問公司多半更熟悉產業動態，甚至握有口袋名單，可以在短時間內協助企業補足高階人力缺口，並且可以滿足派遣或外包人力、擬定適切的教育訓練方案等企業端的多元需求。至於透過推薦(63.66%)多半是企業端用來尋找中高階人才或專業人才的渠道，因為推薦具有口碑行銷及初步篩選的作用，若推薦者本身具有一定的影響力或話語權，企業端更傾向於聘用受推薦人才，如此也能省去人才招募的時間與人力成本。至於求職者端在尋找新的工作機會時，主要透過人事顧問公司(79.53%)、求職網站(61.10%)及透過推薦(60.95%)等三大渠道，顯見求職者更傾向於透過專業的人事顧問公司媒合符合個人專長與需求的企業主，但也不忘透過求職網站擴大個人履歷的曝光度，以爭取更多潛在的工作機會。Most companies utilize online job boards(85.61%)to find talent,aligning with the prevalent practice in Taiwan of employers and job seekers communicating through such platforms;recruitment agencies(64.88%)serve as a key channel for companies seeking senior-level talent or executing their hiring plans.Since top-tier talents seldom submit resumes via online job boards,and matching company needs with candidate expectations often requires significant time and communication.professional recruitment agencies are needed to create tailored hiring plans.Experienced agencies are typically more familiar with industry trends and may possess a list of candidates that enables businesses to swiftly fill senior-level vacancies;they can also meet the diverse needs of a company such as helping to dispatch or outsource labor and formulating suitable education and training programs.Meanwhile,it is most through referrals(63.66%)that companies find mid-to senior-level or specialized professionals.Referrals carry an element of word-of-mouth marketing and serve as an initial screening mechanism,so if the referrer holds significant influence or discursive power,companies are more likely to hire referred candidates,thereby reducing the time and labor costs of the recruitment process.For job seekers,the top three channels for finding new opportunities are recruitment agencies(79.53%),online job boards(61.10%),and referrals(60.95%).This indicates that candidates prefer leveraging professional recruitment agencies to match their expertise and needs with potential employers,while also using online job boards to increase resume visibility and secure more potential opportunities.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ9 請問貴公司在下列哪些類別，採取重要措施來改善人才策略？In which of the following areas have you implemented important measures to improve your talent strategy?大幅改善工作環境（如更安全舒適的工作環境）Improving working conditions(e.g.,safer,more pleasant environments)56.10%授權員工承擔責任與決策權（如建立反饋機制）Empowering employees with responsibility and decision-making(e.g.,feedback mechanisms)58.05%加強領導力發展Strengthening leadership development58.78%鼓勵內部人才流動Encouraging internal mobility61.46%與人事顧問公司合作（如人才招募或再就業轉職服務）Partnering with a service provider(e.g.,recruitment or outplacement)62.20%提升公司文化與價值觀（如包容性）Investing in company culture and values(e.g.,inclusivity)63.41%彈性/混合/遠端工作Flexible/hybrid/remote work44.39%大幅改善員工福祉與心理健康Improving employee wellbeing and mental health47.56%建立學徒制/實習機會Creating apprenticeships/internship53.17%支持多元化職涯發展（如導師或教練計劃）Supporting non-linear career paths(e.g.,mentoring/coaching)53.90%招募年輕人才（18-23 歲）Hiring younger talent(18-23)55.37%大幅提高薪酬和福利Improving salary and benefits32.20%招募壯世代人才（55 歲以上）Hiring older talent(55 )33.41%使用AI搜尋人才Using AI in candidate sourcing11.46%招募非傳統人才（如少數族群）Hiring non-traditional talent(e.g.,underrepresented)25.12%實施技術方案並改善數據洞察（如勞動力規劃)Implementing technical solutions and improving datainsights(e.g.,workforce planning)33.41%增加彈性/臨時員工比例Increasing contingent/flexible workforce34.15%招募國際人才Hiring international talent43.17%提供正式的技能提升與發展機會Providing formal upskilling and development67.80%試用或已實施 PILOTING OR IMPLEMENTED企業端 EmployersQ9多數企業透過滾動式調整方式改善人才策略，其中，高達67.80%的企業正在試行或曾經透過提供正式的技能提升與發展機會來改善人才策略，試圖透過內外訓方式培養及強化人才的競爭力，同時提供更多職涯發展機會作為吸引人才留任的誘因；63.41%的企業選擇提升公司文化與價值觀(如包容性)策略，試圖透過凝聚共識及打造企業願景的方式打動人心，吸引人才與企業共同成長；62.20%的企業嘗試與人事顧問公司合作，透過專業的顧問公司擬訂適切的人才改善策略，以免企業陷入主觀認知框架或無法跳脫傳統管理思維而不自知。未來12個月內，37.56%的企業計劃透過AI搜尋人才、37.32%的企業選擇大幅改善員工福祉與心理健康、32.93%的企業選擇加強領導力發展來改善人才策略。對照求職者端對於您的雇主目前提供哪些額外的非財務性福利的回答，前三名依序為健康/醫療保險(53.20%)、彈性工作安排(50.00%)、學習與發展計劃(37.46%)，顯見企業端多能站在人才永續、帶人帶心的角度強化人才策略，提供有益員工身心健康、職涯永續發展及終身學習的非財務性福利，以吸引人才留任。Most companies improve talent strategies through ongoing adjustments.Among them,67.80%are experimenting with or have implemented the provision of formal upskilling and development opportunities through internal and external training to enhance talent competitiveness,while also offering career advancement opportunities to attract and retain talents;some 63.41%of surveyed companies have opted for strategies aimed at enhancing corporate culture and values(e.g.,inclusivity)in the attempt to foster consensus and build a shared vision to attract talents and have them grow alongside the company;another 62.20%collaborate with recruitment agencies to formulate suitable talent improvement strategies,helping companies to avoid getting stuck in existing frameworks or traditional management pitfalls without realizing it.Over the next 12 months,37.56%plan to use AI to seek talents,37.32%aim to significantly improve employee well-being and mental health,and 32.93%intend to strengthen leadership development.In contrast,job seekers identified the top three non-financial benefits currently provided by their employers as health/medical insurance(53.20%),flexible work schedule(50.00%),and learning and development programs(37.46%).This suggests that most companies are able to strengthen their talent strategies from a talent sustainability and people-oriented perspective,offering non-financial benefits that promote employee well-being,sustainable career development,and lifelong learning to retain talent.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsQ9 請問貴公司在下列哪些類別，採取重要措施來改善人才策略？In which of the following areas have you implemented important measures to improve your talent strategy?Q9 您的雇主目前提供哪些額外的非財務性福利？What additional non-financial benefits does your employer currently offer?與人事顧問公司合作（如人才招募或再就業轉職服務）Partnering with a service provider(e.g.,recruitment or outplacement)建立學徒制/實習機會Creating apprenticeships/internship實施技術方案並改善數據洞察（如勞動力規劃)Implementing technical solutions and improving datainsights(e.g.,workforce planning)增加彈性/臨時員工比例Increasing contingent/flexible workforce使用AI搜尋人才Using AI in candidate sourcing招募非傳統人才（如少數族群）Hiring non-traditional talent(e.g.,underrepresented)招募壯世代人才（55 歲以上）Hiring older talent(55 )招募國際人才Hiring international talent招募年輕人才（18-23 歲）Hiring younger talent(18-23)彈性/混合/遠端工作Flexible/hybrid/remote work大幅提高薪酬和福利Improving salary and benefits大幅改善員工福祉與心理健康Improving employee wellbeing and mental health授權員工承擔責任與決策權（如建立反饋機制）Empowering employees with responsibility and decision-making(e.g.,feedback mechanisms)大幅改善工作環境（如更安全舒適的工作環境）Improving working conditions(e.g.,safer,more pleasant environments)提升公司文化與價值觀（如包容性）Investing in company culture and values(e.g.,inclusivity)提供正式的技能提升與發展機會Providing formal upskilling and development鼓勵內部人才流動Encouraging internal mobility支持多元化職涯發展（如導師或教練計劃）Supporting non-linear career paths(e.g.,mentoring/coaching)加強領導力發展Strengthening leadership development37.562.937.320.49(.781.71.07.56%.37.80$.88.44 .73.27.02.54.56.22%8.54%計劃未來12個月內執行 PLANNED WITHIN 12 MONTHS企業端 Employers求職者端 Candidates37.46(.45P%彈性工作安排Flexible Working健康/醫療保險Health/Medical Insurance學習與發展計劃L&D programs租金/車輛津貼Rental/Vehicle Allowance獎勵計劃Incentive Schemes53.20.17%9.18%其他OthersTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondentsand Q10 就目前人力市場現況，貴公司人才招募流程（從開出職缺、筆試/面試，到正式任用）需要多長時間？How much time do you usually need to complete the hiring process (from posting the vacancy to conducting interviews and formal onboarding)?Q10 如果您明天開始找工作，您認為需要多長時間才能找到新工作？How long do you think it would take you to find a new job if you had to start searching for a job tomorrow?Q10 為什麼您認為需要一段時間才能找到新工作？Why do you feel it would take you this long to find a job?二到三個月 Within 2-3 months39.20#.02.80%6.47%三到六個月 3 to 6 months一個月內Within 1 month六至十二個月Within 6-12 months不知道 Dont know5.42%立即Instantly1.81%1.28%需要超過十二個月I would need longer than 12 months三到六個月3 to 6 months三個月以內Within 3 months七到九個月7 to 9 months九個月以上More than nine months無法評估Assessment unavailable我不願意接受不符合我長期職業目標的工作I am not prepared to take a job that doesnt meet my longer-term professional goals48.043.93%因為我的年齡Because of my age26.43%目前我的行業中的工作機會有限There are limited job opportunities in my industry at the moment22.43%當前的經濟狀況The current economic situation22.43%我會考慮換職位/行業因此需要學習新技能I would look to change role/industry and would need to gain new skills to do that17.29%因為我的彈性工作需求Because of my flexible working needs因為我的個人需求/情況（例如：身心障礙、工作地點）Because of my personal needs/circumstances(e.g.disability,working location)14.52.99%我的技能不容易轉移到其他職位/專業/行業My skills are not easily transferable to other roles/professions/industries8.73%裁員/人員過剩的情況正在增加Layoffs/redundancies are increasing5.22%其他Others 0.73%不清楚 Dont know0.65%因為我平時在工作中執行的許多職務正被自動化Because a lot of the functions I normallyperform at work are being automated45.37D.15%5.37%3.66%1.46%企業端 Employers求職者端 Candidates分析 AnalysisQ10針對人才招募流程，45.37%的企業回答需耗時三到六個月、44.15%耗時三個月以內、5.37%耗時七到九個月、1.46%耗時九個月以上，甚至有3.66%的企業回答無法評估。至於求職者端針對您認為需要多長時間才能找到新工作的回答則是以二至三個月(39.20%)居多，其次為三至六個月(23.02%)，第三則是一個月內(22.80%)。而求職者端認為需要一段時間才能找到新工作的前三大主因是我不願意接受不符合我長期職業目標的工作(48.04%)、因為我的年齡(33.93%)以及目前我的行業中的工作機會有限(26.43%)。藝珂指出，企業最少須花費三個月的時間才能走完完整的人才募流程，招募中高階人才的時間可能更長，增加企業的招募時間與成本。如何提高人才招募效率及成功率、縮短招募時間，是企業端急需解決的痛點。建議企業端可以提撥部分人資預算於E化招募，善用AI工具與數據分析來改善無效率的人才招募流程。在招募中高階人才時不妨善用業內推薦機制與人事顧問公司資源，或可透過人事顧問公司為企業擬定完善的招募計畫與流程。此外，建議企業端在招募人才時可以多開放職缺給壯世代，畢竟45歲以上的熟齡人才多已具備一定的職場經驗與專業能力，對於AI科技的使用並不陌生，如能善用壯世代人才，或可提高人才招募效率及成功率，並能有效縮短招募時間。Regarding the length of the recruitment process,45.37%of companies report taking three to six months,44.15%take less than three months,5.37%take seven to nine months,and 1.46%take more than nine months.Moreover,some 3.66%of companies responded that an assessment was unavailable.As for job seekers,most responded that it takes two to three months(39.20%)to secure a new position,followed by three to six months(23.02%),and within one month(22.80%).Job seekers cited the top three reasons for requiring a period of time to secure a new job as unwillingness to accept roles that do not align with long-term career goals(48.04%),age(33.93%),and limited opportunities within their current industry(26.43%).Adecco pointed out that companies generally require at least three months to complete the full recruitment process,with timelines for recruiting mid-to senior-level talent being even longer,thereby increasing time and cost for companies.Enhancing recruitment efficiency and success rates while reducing timelines is a pain point that requires solutions for companies.It is recommended that companies allocate part of their HR budget for digital recruitment and leveraging AI tools and data analytics to optimize inefficient processes.When recruiting mid-to senior-level talent,companies should consider utilizing industry referral mechanisms and the resources of recruitment agencies,or have recruitment agencies formulate comprehensive hiring plans and processes.Additionally,it is recommended that companies create more opportunities for older generations(aged 45 and above),as they often possess extensive experience,expertise,and familiarity with AI technologies.Effectively utilizing this talent pool could improve recruitment efficiency and success rates,as well as reduce recruitment timelines.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents86.10%替換即將離職的員工Replacing outgoingemployees66.59%因應業務成長Business growth and expansion38.78%滿足對產品/服務不斷增長的需求Meeting increased demand for products/services20.73%加強創新和研發工作Enhancing innovation and R&D efforts20.73%公司內部技能多樣化Diversifying skill sets within the company1.46%其他Others Q11 請問貴公司進行招募計劃的主要目的為何？What are the main reasons behind your hiring plans?Q1186.10%的企業進行招募計畫的主要目的為替換即將離職的員工，顯示多數企業習慣遇缺才補。66.59%的企業回答因應業務成長、38.78%回答滿足對產品/服務不斷增長的需求，這兩個選項顯示出AI、數位化、自動化與ESG轉型或綠色轉型等全球趨勢帶動企業擴編需求，而這些新趨勢同時催生各種新產品及新服務樣態，企業端因此需要招募能掌握新趨勢、新產品及新服務的相關人才。回答公司內部技能多樣化及加強創新和研發工作的企業皆為20.73%，這兩個答案同樣呼應前面提到的多種全球趨勢，企業端需要在既有的人員編制及人才職能儲備之外添加新的多樣化人才，如此方能維持企業的永續競爭力。The main reason that 86.10%of companies conducting hiring plans is to replace outgoing employees,showing that most companies are in the habit of seeking replacement talent only when there is a vacancy.Meanwhile,66.59%do so for business growth and expansion,while 38.78%aim to meet increased demand for products/services.These two answers show that global trends such as AI,digitization,automation,ESG transformation,and green transformation are driving workforce expansion needs;these new trends also generate demand for new products and services,thus creating the demand for talents with an understanding of new trends,products,and services.Furthermore,20.73%of surveyed companies identified diversify-ing skill sets and strengthening innovation and R&D efforts as their main reasons for hiring talents.These responses similarly align with the aforementioned global trends,underlining the need for companies to augment their existing workforce and talent reserves with professional possessing diverse skills to maintain long-term competitiveness.分析 AnalysisTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents台灣整體產業前景展望 2025穩定成長與挑戰並存2024年台灣各產業整體招募需求相對穩定，無論軟體、電子、半導體、能源、金融科技或生技醫療，招募節奏較往年更快，並預期2025年的招募需求將持續增長，特別是在科技、綠色能源、電子商務等領域。半導體和電動車供應鏈將成為經濟增長的核心，而消費者對高品質和健康生活需求的增加也將推動食品、健康產品等市場的成長。儘管如此，台灣仍將面臨全球經濟不確定性、通貨膨脹和人才短缺的挑戰。顯著薪資增長職位 數位轉型推動薪酬上升受到線上消費成長、數位化轉型及消費體驗提升需求驅動，在消費零售領域，電商經理、數位行銷專家、供應鏈管理、店舖營運管理等職位的薪資增長預期最為顯著。地域差異則依產業不同而存在，普遍以台北薪資增幅最大，但南部城市如台南、高雄的薪資差距正逐漸縮小。提高薪資關鍵技能 數位能力與國際認證2025年，擁有虛實整合、數據分析、跨平台行銷能力的求職者將更具薪資優勢。具備電商操作經驗、熟悉AI與自動化技術，並擁有國際認證資格（如PMP、Google Analytics）及多語言能力（特別是英語、日語）的人才更受企業青睞。應對挑戰薪資策略 彈性與非薪資福利並重展望2025年，企業端在就業市場上面臨的挑戰可謂方方面面。首先，數位化和人工智能的快速發展正在改變各行各業的技能需求，僱主需投入更多資源進行員工培訓，以填補技能缺口。此外，勞動力結構正在發生變化，人口老齡化和出生率下降可能導致年輕勞動力短缺，企業在招募時將面臨更大的競爭。同時，員工對工作與生活平衡、遠距辦公及職場多元化的期待也在不斷提高，僱主需適應這些新興趨勢，以吸引和留住優秀人才。此外，全球化和地緣政治的不確定性可能影響供應鏈和企業運營，進一步增加企業在人才管理上的壓力。綜合解方即是企業必須採取靈活創新的策略，例如，為應對缺工和人才競爭，企業可考慮提高基本薪資、設置彈性績效獎金和長期獎勵計畫。同時，企業也應加強非薪資福利，如遠程工作政策、健康福利計畫及提升雇主品牌形象，以吸引並留住優秀人才。202台灣薪資展望2025 Taiwan Salary OutlookTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsTaiwans Industry Outlook 2025:Growth Prospects Amid Market ChallengesTaiwans job market demonstrated remarkable resilience throughout 2024,characterized by vibrant hiring dynamics across critical industries.Notably,sectors such as software development,electronics,semiconductor manufacturing,renewable energy,financial technology,and biotechnology and healthcare exhibited exceptional growth and employment potential.The positive economic outlook is anticipated to continue into 2025,with technology,green energy,and e-commerce emerging as primary growth engines.The semiconductor industry and electric vehicle supply chain are expected to be key catalysts for economic expansion,while increasing consumer focus on personal health and wellness is projected to drive opportunities in nutritional and health supplement markets.Concurrently,the landscape is not without challenges.Taiwan confronts complex economic headwinds,including global market uncertainty,inflationary challenges,and an increasingly competitive talent acquisition environment.Digital Innovation Propels the Retail Salary LandscapeThe retail sector is experiencing substantial salary growth,primarily catalyzed by e-commerce expansion,comprehen-sive digital transformation,and an intensified focus on customer experience.Highest-compensated positions encompass e-commerce management,digital marketing specialists,supply chain managers,and retail operations directors.While Taipei continues to lead in overall compensation increases,the traditional north-south wage disparity is progressively narrowing.Emerging cities like Tainan and Kaohsiung are demonstrating robust salary growth,steadily converging with their northern counterparts.Although compensation variations persist across industries,a clear trend toward more balanced regional pay scales is emerging nationwide.Key Skills Driving Salary Growth:Digital Expertise and Global CredentialsAs we approach 2025,professionals who adeptly navigate both virtual and physical work environments,coupled with robust data analytics skills and cross-platform marketing expertise,are positioned to secure premium compensa-tion.Organizations are increasingly prioritizing candidates with practical e-commerce experience,advanced proficiency in AI and automation technologies,and internationally recognized professional certifications,such as PMP and Google Analytics.Notably,language versatility emerges as a critical career differentiator,with fluency in English and Japanese providing a competitive edge in the increasingly interconnected global job marketplace.Addressing Compensation Challenges:The Balance of Flexibility and Total RewardsThe 2025 job market presents critical challenges for employers,driven by transformative forces reshaping workforce dynamics.Digital transformation and AI advancement are fundamentally altering required skill sets across industries,compelling organizations to significantly increase investments in employee development programs.Concurrent demographic shifts,characterized by aging populations and declining birth rates,are creating acute talent shortages and intensifying recruitment competition.Meanwhile,employees are now prioritizing holistic work experiences that extend beyond traditional compensation models.Work-life integration,flexible work arrangements,and organizational commitment to diversity have become key determinants in talent attraction and retention.Furthermore,the complex interplay of globalization and geopolitical uncertainties further complicates talent management strategies,demanding unprecedented organizational agility.To effectively navigate these challenges,organizations must develop multifaceted talent strategies.This involves implementing comprehensive compensation approaches that balance competitive base salaries with sophisticated performance-based incentive structures.Strategic long-term compensation programs can help bridge talent gaps and create compelling value propositions for current and potential employees.Moreover,enterprises must adopt flexible compensation strategies that go beyond monetary rewards.Strengthening non-salary benefitsincluding robust remote work policies,comprehensive health programs,and intentional employer brand developmentwill be crucial in attracting and retaining exceptional talent.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsThis trend is particularly critical given the current workforce polarization,characterized by significant generational disparities.Skilled HR professionals are pivotal in optimizing organizational human capital and bridging generational workforce gaps.In the transforming business landscape,two HR specializations are emerging as especially critical:compensa-tion design and talent development.HR professionals who excel at creating flexible compensation frameworks while navigating complex labor regulations,alongside those adepts at managing talent transformations,will encounter expanding opportunities in the coming year.Notably,HR practitioners with robust business acumenparticularly those in roles such as Human Resources Strategic Partner and Human Resources Developer(HRD)are projected to experience salary growth.These positions demand a comprehensive skill set and a profound understanding of business operations and strategic dynamics.Such versatile professionals are crucial in helping organizations modernize HR practices,optimize organizational structures,and execute strategic talent assessments and transformations effectively.For professionals targeting higher salaries in 2025,adaptability will be paramount.The ability to flexibly leverage existing skills,quickly acquire new competencies,and develop expertise aligned with evolving business needs will provide candidates a significant competitive advantage.Regionally,HR positions in northern Taiwan command higher compensation compared to central and southern regions.This wage premium stems primarily from the concentration of multinational corporations and company headquarters in Taipei,where HR talent experiences heightened demand.HR策略性角色崛起 專業人員需求走高根據藝珂顧問觀察，2025年人力資源領域薪資增長預期相對樂觀。企業對於人力資源部門的需求越來越高，更加專注於內部人才的培育和發展，尤其在人口結構(年輕與資深員工比例)兩極化的情況下，專業HR人員有助於提升組織內部人力資源的效能。隨著企業轉型與組織重組需求增加，薪酬設計與人才發展將是未來HR領域最被需要的專業技能。懂得如何在勞基法的框架下靈活設計薪資結構、進行人才轉型的HR專家，將在未來一年獲得更多機會。而擁有全方位技能並且能夠深入理解企業運營與策略的人力資源策略夥伴和人才發展（HRD）職位預期有薪資增長。這些專業人才能夠協助企業在人力資源管理上靈活調整，優化組織結構，進行人力盤點和人才轉型。對於想在2025年提升薪資的求職者，具備靈活應變的能力是關鍵。能夠靈活運用現有技能，快速學習並掌握與公司業務相關的知識，將成為一個重要的加分項。至於薪資地域性差異，相較於中南部，北部的人力資源相關職位薪資較高，主要由於外商公司和總部通常設立於台北，並且在台北的人力資源需求更集中。The Rise of Strategic HR Roles and the Growing Demand for ProfessionalsAccording to Adeccos observations,salary growth in the human resources sector appears promising for 2025.Companies are increasingly prioritizing human resources departments,with a concentrated focus on cultivating and developing internal talent.Human Resources人力資源Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsHuman Resources人力資源 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.一般 General人資長人資副總協理HR Head/CHO/HR Director/VP大專院校或以上Degree and above15-20 140,000300,000區域人資經理協理Regional HR Manager/Director大專院校或以上Degree and above8-15120,000250,000人力資源策略發展夥伴主管Lead of HR Business Partner大專院校或以上Degree and above5-8 80,000150,000人力資源策略發展夥伴專員HR Business Partner大專院校或以上Degree and above5-855,00080,000人資副理HR Assistant Manager/Supervisor大專院校或以上Degree and above2-440,00070,000人資專員HR Officer/Specialist/Executive大專院校或以上Degree and above1-235,00045,000人資專員助理HR Administrator大專院校或以上Degree and above 132,00040,000人資培訓人資儲備幹部HR Trainee大專院校或以上Degree and above8 40,00050,000薪酬福利經理C&B Manager大專院校或以上Degree and above8-10 80,000150,000大專院校或以上Degree and above薪酬福利專員C&B Specialist3-5 35,00060,000大專院校或以上Degree and above招募經理Talent Acquisition Manager5-8 100,000150,000大專院校或以上Degree and above招募專員Recruiter2 40,00080,000大專院校或以上Degree and above組織訓練發展經理 Organization&Development Manager8 70,000150,000大專院校或以上Degree and above訓練發展專員Training&Talent Development Specialist5 65,000100,000大專院校或以上Degree and above講師Trainer8 65,000120,000大專院校或以上Degree and above人才永續長 Chief Diversity Officer10 120,000300,000大專院校或以上Degree and above組織文化長Cultural Compendency Officer8-10 70,000150,000大專院校或以上Degree and above多元人才發展策略員DEI Recruitment Strategist5-8 80,000100,000大專院校或以上Degree and above人資系統主管HRIS Manager8-15 80,000150,000大專院校或以上Degree and above員工關係主管Employee Relationship Manager8 65,000150,000薪酬福利 Compensation&Benefits招募聘用 Recruiting訓練發展 Training&Development 以上數據是由藝珂從2023年7月至2024年9月期間的各項職缺之平均 薪資所得，其超時工資、佣金、各項津貼和獎金，均不列入計算。There are mean salaries derived from poistions recruited by Adecco from July 2023 to September 2024.They exclude overtime payment,commissions,allowances and bonues.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsShare Service Professionals行政專業跨產業薪資異 多語能力、國際經驗具優勢2025年台灣的行政專業職位薪資預期增長相對樂觀，特別是科技、醫療保健、金融等高需求行業的行政人員薪資會更具競爭力。隨著科技創新與數位轉型的推動，傳統行政工作逐漸被自動化取代，專業行政人員跨產業發展的機會增多。半導體、電子科技等行業的行政職位起薪較高，相較於製造業或傳統產業如紡織和食品業，行政人員的薪資仍會有所差異。具備多語能力與國際經驗的行政專業人員在2025年將擁有顯著的薪資優勢。企業越來越重視這類求職者，特別是在跨國企業中，能夠掌握多種語言並具備跨文化合作經驗的行政人才更具競爭力。擁有國際背景的人才更容易在高階管理職位中脫穎而出，這樣的經驗使其在薪資談判中占據更有利的位置。另外，行政專業人士職涯發展與企業的成長緊密相關，資深行政專業更能與企業成長相輔相成。這些人員具備豐富的管理經驗，能優化公司流程並提高效率，同時支持高階管理層的決策過程。資深行政人員在承上啟下的角色中，不僅幫助企業穩定運營，還能在新員工的成長中發揮導師的作用，進一步促進企業內部的穩定性與協同發展。Language Expertise and International Experience Drive Wage Premiums Across Indus-triesIn 2025,administrative roles in Taiwan are poised for promising salary growth,particularly within high-potential sectors like technology,healthcare,and finance.As digital transformation accelerates and automation reshapes traditional administrative tasks,skilled administrators are increasingly finding opportunities to transition across diverse industries.The salary landscape exhibits significant variation by sector,with semiconductor and electronics industries consistently offering more competitive starting salaries compared to traditional manufac-turing domains such as textiles and food processing.Administrative professionals with multilingual capabilities and international experience will hold a distinctive competitive advantage in 2025,especially when negotiating compensation.Multinational corporations particularly value candidates demonstrating robust language skills and cross-cultural competency.Profession-als with international exposure are more strategically positioned to advance into senior management roles,thereby strengthening their negotiating position in salary discussions.Career progression for administrative professionals remains deeply intertwined with organizational growth dynamics.Senior administrative staff are integral to business expansion,drawing on their comprehensive management expertise to optimize operational processes and drive organizational efficiency.Functioning as critical conduits between various hierarchical levels,these professionals not only guarantee seamless operational continuity but also play a pivotal mentorship role,nurturing junior staff and fostering a collabora-tive,resilient workplace culture that supports high-level strategic decision-making.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 以上數據是由藝珂從2023年7月至2024年9月期間的各項職缺之平均 薪資所得，其超時工資、佣金、各項津貼和獎金，均不列入計算。There are mean salaries derived from poistions recruited by Adecco from July 2023 to September 2024.They exclude overtime payment,commissions,allowances and bonues 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.Share Service Professionals行政專業 行政經理管理部經理辦公大樓設備管理經理General Affair Manager/Office Manager/Facility Manager行政專員行政助理Administrative Officer/Assistant櫃臺接待人員Receptionist文件控管人員翻譯專員Documentation controller/Interpreter特助執行助理秘書Executive Assistant/Secretary大專院校Degree大專院校Degree大專院校文憑Degree/Diploma 大專院校文憑Degree/Diploma 5-83-61-25-7大專院校Degree65,00050,00030,00030,00060,0008-10180,000100,00050,00035,000120,000專案管理師Project Coordinator大專院校文憑Degree/Diploma 5-860,000100,000Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsAccounting and Finance會計與財務高階人才升薪可期 企業面臨控制成本與留才兩難展望2025年，財務和會計領域中特定職位薪資增長將更加突出，尤其是涉及財務分析能力和跨部門溝通的角色。例如，具備數據及商業財務分析和溝通技巧的 財務經理和財務分析師，特別是在外商企業中，將 具更高的薪資增長潛力，但這部份在外語能力上的需求是非常講究的。另外,在會計領域,隨著外商公司將部分或全部傳統會計工作外包至共享服務中心（shared service center），增加了這類高階人才的稀缺性，進一步推動這類職位的薪資上升。在全球AI及自動化的趨勢下，公司的財務職位在數位化轉型的需求及發展顯著，促使企業對人才的數據分析及數位工具應用能力的需求提升。傳統財務職能部份逐漸被自動化工具取代，但高階人才，特別是能夠解讀數據並帶領數位化轉型的財務經理和分析師，將成為市場中最具競爭力的角色。數位化還促進了跨部門協作和數據驅動決策的普及，使具備相關技能的財務人員更受企業青睞。在全球通膨的背景下，員工期待薪資增長，企業將持續面臨薪資預算的挑戰。一方面，員工因生活成本上升而對薪資增長期望提高，另一方面，企業需要控制成本以維持自身的競爭力。為應對這一挑戰，越來越多企業不得不採用數位化和自動化來提升效率，並降低人力需求，或順應趨勢引入彈性工作模式，提供非薪水以外的福利以吸引和留住高端人才。企業未來薪資策略的制定將需在人員成本與福利待遇之間尋求平衡。Senior Talent Sees Salary Growth Amid Corporate Cost-Retention ChallengesLooking ahead to 2025,select finance and accounting roles are projected to see notable salary increases,particularly those requiring advanced financial analysis and cross-departmental collaboration.Finance managers and analysts who excel in delivering data-driven business insights and fostering strategic communicationespecially within multinational corporationsare likely to experience above-average compensation growth.Moreover,these roles increasingly demand sophisticated foreign language capabilities.In the accounting sector,the continuing transition of traditional functions to shared service centers by multinational organizations has generated a notable talent shortage at the senior level,subsequently driving compensation upward for these specialized positions.Global trends in AI and automation have significantly increased the demand for finance professionals,driven by advancements in digital transformation.As automation takes over traditional finance functions,senior rolessuch as finance managers and analysts skilled in interpreting complex data and leading digital initiativeshave become increasingly valuable.The digital era has also enhanced cross-departmental collaboration and encouraged widespread adoption of data-driven decision-making,making finance professionals with these skills indispensable to organizations.Amid global inflation,employees anticipate salary increases,while companies face the dual challenge of managing wage budgets and maintaining competitiveness.To navigate this,businesses are increasingly adopting digitalization and automation to improve efficiency and reduce labor demands.Additionally,non-sala-ry benefits are emerging as a critical strategy for attracting and retaining top talent.Moving forward,successful compensation strategies will need to balance cost management with the provision of attractive employee benefits.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.Accounting and Finance會計與財務 會計經理Accounting Manager 財務與會計學位Degree in Finance and Accounting10-15 80,000220,000 資深會計Senior Accountant 會計學學位Degree in Accounting 5 50,00090,000 成本會計Cost Accountant會計學學位Degree in Accounting 3-555,00090,000 會計人員Accountant會計學學位Degree in Accounting 3-545,00065,000 會計助理Assistant Accountant會計學學位Degree in Accounting 2-4 40,00050,000 資深帳務員Senior Account Clerk會計學學位Degree in Accounting 1-2 35,00048,000 帳務員帳務助理Account ClerkAssistant會計學學位Degree in Accounting 1 30,00040,000 審計長Head of AuditCIA證照、主修會計與財務CIA license,major in Accounting and Finance10 130,000220,000CIA證照、主修會計與財務CIA license,major in Accounting and Finance內部稽核經理Internal Audit Manager8 100,000150,000CIA證照、主修會計與財務CIA license,major in Accounting and Finance內部稽核師Internal Auditor5-7 70,000100,000CIA證照、主修會計與財務CIA license,major in Accounting and Finance審計副理Assistant Audit Manager5 70,000100,000CIA證照、主修會計與財務CIA license,major in Accounting and Finance審計主任Audit Supervisor4-555,00090,000CIA證照、主修會計與財務CIA license,major in Accounting and Finance資深審計師Senior Auditor3-550,00080,000初級審計員Junior Auditor主修會計與財務Major in Accounting and Finance1-242,00055,000查帳員Audit Clerk主修會計與財務Major in Accounting and Finance 1 40,00045,000會計 Accounting審計 AuditTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.財務長 Financial Controller財務或會計企業管理碩士MBA Degree in Finance and Accounting 10-20 200,000400,000稅務長 Head of Tax財務與會計學位Degree in Finance and Accounting 10 110,000180,000稅務經理 Tax Manager財務與會計學位Degree in Finance and Accounting 5 80,000150,000資深稅務會計 Senior Tax Accountant財務與會計學位Degree in Finance and Accounting 3-545,00075,000稅務會計 Tax Accountant財務與會計學位Degree in Finance and Accounting 2-435,00050,000財務暨行政經理 Finance&Admin Manager財務與會計學位Degree in Finance and Accounting 10 80,000250,000財務經理 Finance Manager財務或會計企業管理碩士MBA Degree in Finance and Accounting10 80,000200,000財務分析師Financial Analyst財務與會計學位Degree in Finance and Accounting 3-6 60,000130,000財務助理Finance Assistant財務與會計學位Degree in Finance and Accounting 2-3 35,00050,000財務暨行政辦事員Finance&Admin Clerk財務與會計學位Degree in Finance and Accounting 1-5 32,00060,000財務儲備幹部 Financial Management Trainee財務與會計學位Degree in Finance and Accounting 1 50,00050,000 財務 Finance稅務 TaxAccounting and Finance會計與財務Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 財務長 Head of Treasury財務與會計學位Degree in Finance and Accounting130,000250,000財務經理 Treasury Manager財務與會計學位Degree in Finance and Accounting110,000150,000資深財務專員 Senior Treasury財務與會計學位Degree in Finance and Accounting60,00090,000財務會計Treasury Accountant財務與會計學位Degree in Finance and Accounting40,00060,000財務專員 Treasury Officer財務與會計學位Degree in Finance and Accounting35,00050,000財務辦事員 Treasury Clerk財務與會計學位Degree in Finance and Accounting30,00040,00015 10 3-52-42-4 1 資料分析師Data Analyst財會統計計量商學士Degree in Finance or Quantitative FinanceStatisticsCommerce70,00080,0005 定價分析師Pricing Analyst財會統計計量商學士Degree in Finance or Quantitative Finance/Statistics/Commerce60,00070,0005 數據資料分析經理Data Analytics Manager財會統計計量商學士Degree in Finance or Quantitative Finance/Statistics/Commerce100,000150,0008-10 定價分析經理Pricing Manager財會統計計量商學士Degree in Finance or Quantitative Finance/Statistics/Commerce8 80,000100,000 財務 Treasury分析專業領域 Data Analytics&Pricing職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.Accounting and Finance會計與財務Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsBanking銀行與金融薪資緩增、高階管理穩定 吸引年輕人才成挑戰整體而言，2025年台灣的銀行與金融服務業將持續穩定發展，薪資呈現緩慢增長。受到美國總統大選結果、央行經濟寬鬆政策和降息循環的影響，預期2025年經濟將逐步回升，帶動金融業改善。台灣股市有望再創新高，進一步優化整體產業環境。然而，金融業薪資增長不會出現爆發性變化，業務相關職位如投資理財和企業貸款或因市場相對活絡，需求增加，薪資可望相應提高。地區方面，台灣北中南各地金融業的薪資差異不大。在職能需求方面，金融業專業證照是基本門檻，高階證照如CFA和CPA對薪資增長更具影響力。雖然AI技能對於科技人才有幫助，但對傳統金融業的影響較小。金融業面臨吸引年輕人才的挑戰，因為行業相對保守，年輕人吸引力不足。企業開始重視雇主品牌行銷，以提高對求職者的吸引力。此外，中高階管理職位相對穩定，金融業不像科技業需要快速應對變革，因此55歲以上的高階管理者仍能保持競爭力，年收入甚可高達600-1,000萬。在人才流動方面，金融業的高階人才多依賴同業間的挖角，企業需要保持具競爭力的薪酬和工作環境，以避免人才流失。新一代員工更加重視工作與生活的平衡及公司福利，這使得企業必須進行相應的改善，才能有效吸引和留住優秀人才。Slowing Salary Growth and Stable Senior Management Pose Challenges in Attracting Young TalentThe Taiwanese banking and financial services sector is positioned for steady growth in 2025,with wage increases expected to remain measured.Multiple economic factors are anticipated to contribute to a gradual recovery,including potential implications of the U.S.election,central bank easing policies,and the emerging interest rate reduction cycleall of which are projected to positively impact the financial sector.Taiwans stock market is forecasted to reach new peaks,further reinforcing the industrys optimistic outlook.Despite these promising indicators,compensation growth in the financial sector is expected to maintain a conservative trajectory.Market dynamics may generate increased demand for specific roles,particularly in investment management and corporate lending,potentially leading to selective salary enhance-ments in these domains.Notably,wage levels across Taiwans banking and financial sectors demonstrate remarkable consistency,with negligible regional variations between northern,central,and southern regions.Professional credentials remain critical in the financial sector,with prestigious certifications like CFA and CPA substantially influencing salary progression.While artificial intelligence expertise holds significance in technological domains,its impact remains limited within traditional financial frameworks.The industrys inherently conservative nature presents challenges in recruiting younger professionals,prompting organiza-tions to intensify their employer branding strategies.Mid-to senior-level management positions continue to offer exceptional stability.Unlike the volatile tech sector,finance presents a more sustainable career trajectory for experienced professionals,including those over 55,with potential annual earnings ranging from 6 to 10 million New Taiwan Dollars(NTD).Executive search firms remain the primary channel for talent mobility among senior financial professionals.To retain top talent,organizations must offer competitive compensation packages and foster positive workplace cultures.This is especially important for attracting younger professionals who increasingly prioritize work-life balance and comprehensive benefits.Organizations must adapt their talent strategies to meet these evolving needs.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.分行經理 Branch Manager商業學士Bachelor degree in Business10 90,000150,000營運副理Assistant Operations Manager學士學位Bachelor degree4 50,00080,000客戶關係經理 Customer Relationship Manager學士學位Bachelor degree8 60,000140,000個人金融服務專員 Personal Banking Officer商業學士Bachelor degree in Business3 30,00070,000銀行專員Bank Officer商業學士Bachelor degree in Business6 30,00050,000銀行櫃檯出納Bank Teller商業學士Bachelor degree in Business1-230,00045,000中檯專員 Middle Office Officer學士學位Bachelor degree3 50,000130,000客服專員 Customer Service Representative學士學位Bachelor degree1-230,00055,000銀行助理 Bank Assistant學士學位Bachelor degree1-230,00040,000金融辦事員 Banking Clerk學士學位Bachelor degree 130,00040,000金融交易業務人員 TMU學士學位Bachelor degree3 60,000150,000市場風險經理 Market Risk學士學位Bachelor degree5 80,000160,000金融同業業務經理 FI Sales學士學位Bachelor degree5 80,000150,000交易支援助理 Dealing Trade Support Assistant學士學位Bachelor degree1-235,00050,000客戶關係經理 Relationship Manager 學士學位Bachelor degree3 50,00080,000資深客戶關係經理 Sr.Relationship Manager 學士學位Bachelor degree7 90,000200,000營運經理Operations Manager學士學位Bachelor degree6 80,000130,000 企業金融 Corporate Banking消費金融 ConsumerRetail BankingBanking銀行與金融Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.金融業法遵法規經理Compliance Manager具內部稽核或金融業內部公司規範及外部法規遵循合規，法令法律相關經驗Degree in Finance or Law;experience in internal auditor compliance/law5 90,000150,000法遵法規反洗錢事務專員Compliance/AML Officer具內部稽核或金融業內部公司規範及外部法規遵循合規，法令法律相關經驗Degree in Finance or Law;experience in internal auditor compliance/law2-445,00080,000 監察信用分析 Compliance&Credit Analysis授信經理 Credit Manager財務會計學士Bachelor degree in Finance/Accounting6 60,000120,000信用審核核准經理 Credit Approval Manager財務會計學士Bachelor degree in Finance/Accounting10 100,000200,000信用核證專員 Credit Approval Officer財務會計學士Bachelor degree in Finance/Accounting8 60,000100,000信貸分析師專員 Credit Analyst/Officer財務會計學士Bachelor degree in Finance/Accounting6 50,00070,000資深信貸信用辦事員 Senior Credit/Loans Clerk財務會計學士Bachelor degree in Finance/Accounting4 45,00060,000Banking銀行與金融Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.監察信用分析 Compliance&Credit Analysis證券 Securities結算部經理 Settlement Manager學士學位Bachelor degree8 80,000200,000結算部專員 Settlement Officer學士學位Bachelor degree6 50,00080,000結算部辦事員 Settlement Clerk學士學位Bachelor degree1-240,00060,000股票研究員Research/Equity Analyst學士學位Bachelor degree3 50,00090,000股票研究助理Research Assistant學士學位Bachelor degree1-235,00050,000 以上數據是由藝珂從2023年7月至2024年9月期間的各項職缺之平均薪資所得，其超時工資、佣金、各項津貼和獎金，均不列入計算。There are mean salaries derived from poistions recruited by Adecco from July 2023 to September 2024.They exclude overtime payment,commissions,allowances and bonuesBanking銀行與金融Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsProcurement,Supply Chain&Customer Service供應鏈與物流薪資變化指標 數位化驅動人才需求轉變2025年台灣供應鏈管理和物流領域的基層職位如倉儲和物流運營的薪資變動預計不大。然而，具備數據分析、系統整合和AI技術應用能力的專業人才薪資增長潛力顯著，尤其是數據整合分析師和物流轉型專家等職位。這些技術專業人才能夠通過數位化工具提高企業效率，並在數位轉型中扮演關鍵角色。薪資地區差異依然存在，北部（如新竹以北）高階主管的薪酬水平明顯高於南部。自動化與數位化對薪資結構影響持續。隨著自動化和數位化技術在供應鏈領域的普及，傳統勞動力密集型職位的需求逐漸下降，薪資結構逐漸向技術驅動型人才傾斜。技術專長，如程式語言、數據分析和自動化控制能力，將成為薪資增長的核心推動力。這些技術不僅能顯著提高企業運營效率，也讓具備這些技能的專業人員在薪資談判中更具優勢。至於面對全球供應鏈的挑戰，企業儘管實施自動化和數位化有望節省人力成本，並提高具備技術專長人才的薪資，但大部分企業在短期內更加注重成本控管，並不會立即提高這些技術型人才的薪酬。然而，長期來看，隨著自動化和數位化進程的深入，企業將會逐步增加對高技能人才的投入，並適時調整薪資政策。具備數位化與自動化技能的專業人才可望在未來獲得更高薪酬，成為企業應對全球供應鏈不確定性的重要資產。Digital Transformation Driving Changes in Talent DemandLooking ahead to 2025,base salaries for entry-level supply chain and logistics positions in Taiwan are expected to remain stable,particularly in warehouse operations and logistics coordination roles.However,a significant transformation is anticipated for professionals specializing in data analytics,systems integration,and AI implementation.Emerging roles such as data integration analysts and logistics transformation specialists are projected to experience substantial salary growth.These technical experts are increasingly prized for their ability to leverage digital tools,enhancing operational efficiency and driving digital transformation initiatives.Furthermore,a persistent regional wage disparity remains notable,with executives in northern regions,especially north of Hsinchu,commanding considerably higher compensation compared to their southern counterparts.The ongoing wave of automation and digitalization continues to fundamentally reshape industry salary structures.As companies increasingly adopt automated systems and digital technologies throughout their supply chains,demand for traditional labor-intensive roles is gradually declining.Conversely,compensation for technically skilled talent is experiencing an upward trajectory.Proficiency in programming,data analytics,and automation systems has emerged as a critical determinant of salary growth.These technical capabilities not only improve operational efficiency but also significantly strengthen professionals negotiating positions.As global supply chains encounter increasing disruptions,companies are strategically leveraging automation and digitalization to optimize operational efficiency and reduce labor expenses.While this transition may initially create a selective demand for skilled technical talent,many organizations are currently emphasizing short-term cost control measures.Nevertheless,as automation and digital technologies become more deeply integrated into business processes,the long-term employment landscape appears increasingly promising for highly skilled professionals.Businesses are anticipated to progressively redirect investments toward talent with specialized digital and automation expertise,which is expected to drive higher compensation for these critical workers.These skilled professionals will be instrumental in helping organizations strategically navigate the complexities and uncertainties inherent in contemporary global supply chain management.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsProcurement,Supply Chain&Customer Service供應鏈與物流 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.區域採購主管Regional Procurement Manager/Director 大專院校或以上Degree and above 12 150,000300,000採購經理資深採購Procurement Manager/Sr.Buyer 大專院校或以上Degree and above 8-12100,000150,000採購主任Procurement Supervisor 大專院校文憑Degree/Diploma 5-880,000120,000採購專員Buyer/Sourcer/Commodity buyer 大專院校文憑Degree/Diploma 2-550,00075,000採購助理 Procurement Assistant 大專院校文憑Degree/Diploma 1-230,00040,000 Procurement採購採購經理Merchandising Manager 大專院校文憑Degree/Diploma 8-10 70,000150,000採購副理Assistant Merchandising Manager 大專院校文憑Degree/Diploma8-10 60,00080,000資深採購Sr.Merchandiser/Sr.Sourcer 大專院校文憑Degree/Diploma 5-845,00060,000採購人員Jr.Merchandiser/Procurement Officer 大專院校文憑Degree/Diploma 3-530,00045,000 物流經理Logistics Manager/Project Account manager 大專院校文憑Degree/Diploma 8-12 80,000150,000物流副理Assistant Logistics Manager 大專院校文憑Degree/Diploma 5-860,000100,000物流專員Logistics Specialist 大專院校文憑Degree/Diploma 2-530,00060,000船務主任Shipping Supervisor 大專院校文憑Degree/Diploma 3-545,00060,000船務人員Shipping Specialist 大專院校文憑Degree/Diploma 2-430,00045,000Shipping/Logistics運送物流Merchandising採購 Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.品管經理Quality Control Manager大專院校文憑Degree/Diploma15 100,000200,000品管副理Assistant QC Manager大專院校文憑Degree/Diploma 8-1080,000120,000 品管專員Quality Control Specialist大專院校文憑Degree/Diploma3-850,00080,000 Quality Control品質控管售後服務客服經理After Sales Manager/Customer Service Manager/Call Center Manager 大專院校文憑Degree/Diploma 8 70,000150,000售後服務客服副理 CS Assistant Manager 大專院校文憑Degree/Diploma 5-8 55,00070,000客服主任組長 Supervisor/Team Leader 大專院校文憑Degree/Diploma 3-545,00065,000 資深客服人員 Senior CS Representative大專院校文憑Degree/Diploma2-335,00045,000 客服專員Helpdesk/Hotline Officer大專院校文憑Degree/Diploma1-328,59035,000Customer Service After Service客戶服務Procurement,Supply Chain&Customer Service供應鏈與物流Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.供應鏈經理Supply Chain Manager大專院校或以上Degree and above10-15 120,000200,000供應鏈副理Supply Chain Assistant Manager大專院校文憑Degree/Diploma 5-10 100,000120,000 供應鏈規劃需求規劃人員Supply Chain Planner/Demand Planner大專院校文憑Degree/Diploma3-560,000100,000供應鏈專員Supply Chain Executive大專院校文憑Degree/Diploma1-340,00075,000 倉儲經理Warehouse Manager大專院校文憑Degree/Diploma8 80,000150,000倉儲副理Warehouse Assistant Manager大專院校文憑Degree/Diploma 5-870,000100,000 倉儲主任Warehouse Supervisor文憑Diploma3-545,00070,000倉儲專員Warehouse Officer文憑Diploma1-230,00045,000 Warehouse倉儲Supply Chain供應鏈 以上數據是由藝珂從2023年7月至2024年9月期間的各項職缺之平均 薪資所得，其超時工資、佣金、各項津貼和獎金，均不列入計算。There are mean salaries derived from poistions recruited by Adecco from July 2023 to September 2024.They exclude overtime payment,commissions,allowances and bonuesProcurement,Supply Chain&Customer Service供應鏈與物流Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsSales業務銷售薪資增長保守 數位轉型推動銷售技能變化2025年業務銷售領域的薪資增長預期保守，特別是在零售業。雖然部分品牌對於業績目標抱持謹慎態度，但實體零售業中仍有強勁的銷售人才需求。隨著百貨公司和實體店鋪的擴展，有經驗的銷售人才將成為市場上的搶手資源，特別是奢侈品、時尚品及運動用品領域。隨著數位轉型加速，銷售職位的技能需求正在發生變化。品牌越來越依賴顧客關係管理系統（CRM）和會員系統，這要求銷售人員具備精確的顧客管理和數據解讀能力。此外，奢侈品牌將更加注重為消費者創造高價值消費經驗，依賴線下銷售與即時顧客互動的能力來進行銷售轉化，並結合AI技術提升工作效率。儘管數位轉型與自動化技術對銷售的影響日益增強，但實體零售仍然保持穩定。AI技術有助於提升後勤運營與物流管理，讓銷售人員能更專注於顧客服務和銷售業績。企業為了吸引並留住銷售人才，除了薪酬，還需提供透明的獎金制度、升遷計劃及品牌價值認同，這些策略能提升人才的留存率，彈性工時則吸引力不大。Digital Transformation Reshaping Sales Skills Amid Conservative Salary OutlookSalary growth expectations in the sales sector for 2025 remain conservative,with particular nuance in the retail industry.Despite some brands approaching performance targets with measured caution,a robust demand for sales talent persists in brick-and-mortar retail.The ongoing expansion of department stores and physical retail spaces is creating a competitive landscape where experienced sales professionals are increasingly valuable,with heightened demand specifically emerging in luxury goods,fashion,and sports retail sectors.Digital transformation is fundamentally recalibrating sales competency requirements.Organizations are increasingly leveraging sophisticated Customer Relationship Management(CRM)and membership programs,necessitating that sales professionals develop advanced skills in customer management and data analytics.Luxury brands are especially focused on premium customer experiences,emphasizing both effective in-store engagement for sales conversion and strategic AI technology integration to optimize operational efficiency.Despite the ongoing digital transformation and increasing automation in retail sales,traditional retail channels continue to demonstrate robust resilience.Artificial intelligence-driven optimizations in back-office processes and logistics are empowering sales personnel to prioritize direct customer interactions and optimize sales performance.To effectively attract and retain top sales talent,organizations must design comprehensive compensation packages that incorporate competitive base salaries,clearly defined and transparent bonus mechanisms,and well-articulated pathways for professional growth,all while maintaining a strong alignment with core brand values.Although these strategic elements have proven instrumental in staff retention,flexible working arrangements appear to have comparatively limited appeal within this professional domain.Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsSales業務銷售 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.FMCG民生快銷品資深經理（主要客戶區域經銷商）Senior Manager(Key Account/Regional/Distributor)副理（主要客戶區域經銷商）Assistant/Associate Manager(Key Account/Regional/Distributor)資深主任（主要客戶區域經銷商）Senior Supervisor(Key Account/Regional/Distributor)主任（主要客戶區域經銷商）Supervisor(Key Account/Regional/Distributor)專員（主要客戶區域經銷商）Specialist(Key Account/Regional/Distributor)經理（主要客戶區域經銷商）Manager(Key Account/Regional/Distributor)學士或專科以上Bachelor or college above學士或專科以上Bachelor or college above學士或專科以上Bachelor or college above學士或專科以上Bachelor or college above學士或專科以上Bachelor or college above學士或專科以上Bachelor or college above120,00080,00060,00055,00050,00035,00010 7 5 4-62-52160,000130,000100,00080,00070,00050,000 品牌經理/部長Brand Manager/BU Head營運經理Operations Manager經理（批發/CRM/數位商務/物流/公關）Manager(Wholesale/CRM/Digital/PR)總經理/商務總監General Manager/Commercial Head學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 180,000120,00075,00075,00015 10 8 8 300,000180,000130,000150,000Retail&Wholesale零售?批發通路 ChannelTaiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey Respondents 職位 Position條件要求 Qualification所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.精品時尚運動 Luxury/Fashion/Sports美妝 CosmeticsRetail&Wholesale零售?批發 總經理商務總監 General Manager/Commercial Director學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 15 180,000300,000品牌經理零售經理Brand Manager/Retail Manager 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 10 100,000150,000營運經理Operations Manager學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 8 80,000150,000區域經理Regional Manager專科或以上College or above5 70,000100,000零售營運專員Retail operations/After Sales/CRM專科或以上College or above2 45,00065,000批發總監Wholeslae Director 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 10 100,000140,000業務經理Sales Manager學士或以上Bachelor or above10 80,000120,000業務總監Sales Director學士或以上Bachelor or above10 120,000200,000業務副理Assistance Sales Manager學士或以上Bachelor or above5-8 65,00090,000業務主任Sales Supervisor學士或以上Bachelor or above5-750,00070,000櫃長店長Counter Manager/Store Manager專科或以上College or above5-755,00070,000教育訓練經理Education Manager學士或以上Bachelor or above8 70,000110,000美容講師Beauty Trainer專科或以上College or above3-5 50,00080,000美容顧問Beauty Advisor高中或以上High school or above1-228,59050,000批發經理Wholesale Manager 學士或以上，具國外商業碩士學位者優Bachelor or above;prefer MBA 8 80,000100,000店經理Shop/Store Manager專科或以上College or above8 80,000150,000店副理Assistant Store Manager專科或以上College or above6 65,000100,000店主任部門經理Supervisor/Department Manager高中或以上High school or above4 50,00080,000銷售專員Sales Associate/Client Advisor高中或以上High school or above2 30,00055,000 Sales業務銷售 以上數據是由藝珂從2023年7月至2024年9月期間的各項職缺之平均薪資所得，其超時工資、佣金、各項津貼和獎金，均不列入計算。Taiwan Salary Guide .tw About AdeccoSurvey Analysis2025 TaiwanSalary OutlookMessage fromCountry ManagerMarketing&DigitalizationHuman ResourcesBankingShare Service ProfessionalsSalesProcurement,Supply Chain&Customer ServiceAccounting and Finance Healthcare&Life SciencesLegalManufacturingSemiconductorInformationTechnology Profile of Survey RespondentsSales業務銷售 職位 Position條件要求 Qualification所需年資 Experience(In Years)所需年資 Experience(In Years)所需年資 Experience(In Years)Taiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 QualificationTaiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.職位 Position條件要求 QualificationTaiwan(月薪 新台幣）Monthly Salary in NT$最低薪資Min.最高薪資Max.公關產業Public Relations總監Account Director學士或專科以上Bachelor or college above8 120,000160,000副總監Assistance Account Director學士或專科以上Bachelor or college above7 90,000120,000資深客戶經理Senior Account Manager學士或專科以上Bachelor or college above5 70,000100,000客戶經理Account Mananger學士或專科以上Bachelor or college above3-5 50,00080,000主任Supervisor學士或專科以上Bachelor or college above2-5 42,00060,000（資深）專案執行(Senior)Account Executive學士或專科以上Bachelor or college above1-3 32,00050,000 Consultancy Education顧問教育產業 聯合投資人Partner碩士或以上Master or above10 200,000300,000總監Consultant學士或以上Bachelor or above8 150,000250,000 經理Consulting Manager學士或以上Bachelor or above5 70,000160,000顧問Consultant學士或以上Bachelor or above2-340,00090,000 資深經理（品牌/數位/社群/公關/產品）Senior Manager(Brand/Digital/Community/PR/Product)學士或以上Bachelor or above8 135,000170,000經理（品牌/數位/社群/公關/產品）Manager(Brand/Digital/Community/PR/Product)學士或以上Bachelo
2025-08-27
73页
5星级
2025零售批发行业白皮书人力核心指标行业报告系列2025-08-07人力资源核心指标零售批发个人用户:目录样本分布01人力指标人力需求福利洞察热门岗位薪酬概念与定义关于薪智人力资源核心指标零售批发个.
2025-08-16
45页
5星级
2025信息技术业行业白皮书人力核心指标行业报告系列2025-08-07人力资源核心指标信息技术业个人用户:目录样本分布01人力指标涨薪率05离职率11应届生起薪12城市薪酬差异系数18人力需求招聘趋.
2025-08-16
59页
5星级
2025食品饮料行业白皮书人力核心指标行业报告系列2025-08-07人力资源核心指标食品饮料个人用户:目录样本分布01人力指标涨薪率05离职率11应届生起薪12城市薪酬差异系数18人力需求招聘趋势2.
2025-08-16
59页
5星级
2025电子设备行业白皮书人力核心指标行业报告系列2025-08-07人力资源核心指标电子设备个人用户:目录样本分布01人力指标涨薪率05离职率11应届生起薪12城市薪酬差异系数18人力需求招聘趋势2.
2025-08-16
56页
5星级
2025证券行业白皮书人力核心指标行业报告系列2025-08-07人力资源核心指标证券个人用户:目录样本分布01人力指标涨薪率05离职率11应届生起薪12城市薪酬差异系数17人力需求招聘趋势20城市招.
2025-08-16
55页
5星级
罗兰贝格：预见2026：中国行业趋势报告（90页）.pdf
智源研究院：2026十大AI技术趋势报告（34页）.pdf
中国互联网协会：智能体应用发展报告（2025）（124页）.pdf
三个皮匠报告：2025银发经济生态：中国与全球实践白皮书（150页）.pdf
三个皮匠报告：2025中国商业航天市场洞察报告-中国商业航天新格局全景洞察（25页）.pdf
国声智库：全球AI创造力发展报告2025（77页）.pdf
三个皮匠报告：2025中国情绪消费市场洞察报告（24页）.pdf
中国电子技术标准化研究院：2025知识图谱与大模型融合实践案例集（354页）.pdf
艺恩：2026“情绪疗愈”消费市场趋势盘点报告（31页）.pdf
三个皮匠报告：2025中国固态电池市场洞察报告-产业爆发前夕如何重塑锂电新格局（26页）.pdf
0731-84720580
商务合作：really158d
友链申请 (QQ)：1737380874
最新报告
中英对照
全文搜索
报告精选
PDF上传翻译
多格式文档互转
入驻&报告售卖
会员权益
机构报告
券商研报
财报库
专题合集
英文报告
数据图表
会议报告
其他资源
研报
新质生产力
DeepSeek
低空经济
大模型
AI Agent
AI Infra
具身智能
自动驾驶
宠物
银发经济
人形机器人
企业出海
算力
微短剧
薪酬
白皮书
创新药
行业分析
个股研究
年报财报
IPO招股书
会议纪要
宏观策略
政策法规
其他
人工智能
信息科技
互联网
消费经济
汽车交通
电商零售
传媒娱乐
医疗健康
投资金融
能源环境
地产建筑
传统产业
英文报告
其它
行业聚焦
芯片产业
热点概念
全球咨询智库
人工智能
500强
新质生产力
会议峰会
新能源汽车
企业年报
互联网
公司研究
行业综观
消费教育
科技通信
医药健康
人力资源
投资金融
汽车产业
物流地产
电子商务
传统产业
传媒营销
其它
十五五规划系列报告合集（共48套打包）
2026低空经济/低空产业报告合集（共47套打包）
AI、科技与通信
广告、传媒与营销
消费、零售与支付
HR、文化与旅游
金融、保险与投资
能源、环境与工业
医疗制药与大健康
物流、地产与建筑
其他行业
AI ▪ 科技 ▪ 通信
数字化
金融财经
智能制造
电商传媒
地产建筑
医疗医学
能源化工
其他行业
收藏
下载
2026-02-02
AI查数
行业数据
政策法规
商业模式
产业链
竞争格局
市场规模
产业概述
其它
2026年
AI读财报
年报
一季报
半年报
三季报
IPO招股书
社会责任报告
A股
IPO申报
港股
美股&全球
新三板
微信扫码登录
手机快捷登录
账号登录
