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US Salary Budgets Expected to Remain the Same in 2025

US Salary Budgets Expected to Remain the Same in 2025

美國薪資預算預計在2025年將保持不變
GlobeNewswire ·  12/18 22:05

Despite today's tight labor market and relatively low unemployment, organizations hold firm on pay raises

儘管今天的勞動力市場緊張,失業率相對較低,但組織在薪資增長上仍然堅定不移。

NEW YORK, Dec. 18, 2024 (GLOBE NEWSWIRE) -- Although fewer organizations report difficulty with attraction and retention, salary increase budgets at U.S. companies are projected to remain at the same level as last year. While salary increase budgets are stabilizing, with 2025 planned increases projected to be 3.7% on average compared with the 3.8% average budget awarded in 2024, they remain higher than the pre-pandemic norm of 3%. This is according to the latest Salary Budget Planning Report by WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company.

紐約,2024年12月18日(全球新聞媒體)——儘管報告招聘和留人困難的組織減少,但美國公司的薪資增長預算預計將與去年持平。儘管薪資增長預算處於穩定狀態,2025年的計劃增長預計平均爲3.7%,相比2024年的3.8%平均預算,仍高於疫情前的3%標準。這是根據WTW(納斯達克:WTW)最新的薪資預算規劃報告,這是一家領先的全球諮詢、經紀和解決方案公司。

Despite a conservative outlook for 2025, salary increases remain at a healthy rate by historic standards and amid higher total payroll expenses (which include salaries, bonuses, variable pay and benefit costs). According to WTW's survey findings, the average increase in payroll for respondents was 5.5% in 2024.

儘管對2025年的前景比較保守,但按歷史標準來看,薪資增長仍保持在健康水平,並在更高的總薪資支出(包括薪水、獎金、變量支付和福利成本)之中。根據WTW的調查結果,受訪者的平均薪資增長率在2024年爲5.5%。

For those companies planning to reduce salary increase budgets, weaker financial results (36%) and cost management concerns (34%) were the most commonly cited reasons. For those planning to increase salary budgets, inflationary pressures (39%) and tight labor market concerns (31%) were the most common factors.

對於那些計劃削減薪資增長預算的公司,財務表現不佳(36%)和成本管理問題(34%)是最常見的原因。對於那些計劃增加薪資預算的公司,通貨膨脹壓力(39%)和勞動力市場緊張問題(31%)是最常見的因素。

Steady and improved pay increases are indicative of organizations' investment in talent. Overall, fewer organizations (36%) reported difficulty in attracting and retaining employees, down nine percentage points from last year and 17 percentage points from the prior year.

穩定且改善的薪資增長表明組織對人才的投資。總體而言,報告吸引和留住員工困難的組織減少至36%,同比下降九個百分點,較前一年下降17個百分點。

"Although salary is crucial for employees, other elements — such as healthcare and retirement benefits, new challenges, work flexibility and meaningful contributions — are significant as well. Companies should consistently evaluate their comprehensive offerings, focusing on workplace culture, communication, and a holistic approach to benefits and rewards," stated Russ Wakelin, head of Global Product Development within Rewards Data Intelligence at WTW.

"儘管工資對員工至關重要,其他元素 — 如醫療保健和養老福利、新挑戰、工作靈活性以及有意義的貢獻 — 同樣重要。公司應持續評估他們的綜合服務,專注於工作場所文化、溝通以及對福利和獎勵的整體方法," WT的全球產品開發部門負責人Russ Wakelin表示。

As organizations focus on their workforces, many have taken action to improve workplace culture in light of the current market conditions. For instance, more than half (54%) have placed broader emphasis on diversity, equity and inclusion, and just as many (53%) have taken steps to improve the employee experience. In addition, 48% are incorporating more workforce flexibility. More than half (52%) of organizations offer or are planning to offer the choice for remote, onsite or hybrid work arrangements.

隨着組織關注其員工,許多公司已採取行動改善工作場所文化,以應對當前市場條件。例如,超過一半(54%)的公司更加重視多樣性、公平和包容性,差不多同樣數量(53%)的公司已採取措施改善員工體驗。此外,48%的公司正在增加更多的工作靈活性。超過一半(52%)的組織提供或計劃提供遠程、現場或混合工作安排的選擇。

"The U.S. labor market has stabilized because demand for talent dropped significantly from the prior three years. But supply has not changed, which is why the labor market still has vulnerabilities. Employers planning to lower salary increases closer to the 3% we saw for the decade before 2022 should understand that the competition for talent is still fairly strong, especially in certain industries. The focus should now be on retention, so spending the salary increase budget wisely to manage potential undesired attrition if demand was to pick up in 2025 is critical to future-proofing your workforce," said Lori Wisper, global solutions leader, Work & Rewards, WTW.

"美國勞動市場已趨於穩定,因爲對人才的需求在過去三年中顯著下降。但供給沒有改變,這就是勞動市場仍然存在脆弱性的原因。計劃將工資增長降至接近2022年前十年我們看到的3%的僱主應理解,人才競爭依然相當激烈,尤其是在某些行業。現在的重點應放在留住人才上,因此明智地使用工資增長預算,以應對如果2025年需求回升可能出現的人員流失,這對未來確保人才儲備至關重要," 全球解決方案負責人Lori Wisper說。

About the survey

關於此次調查

The Salary Budget Planning Report is compiled by WTW's Rewards Data Intelligence practice. The survey was conducted between September and the end of October 2024. Over 37,000 responses were received from companies across over 150 countries worldwide. In the U.S. 2,002 organizations responded.

薪資預算規劃報告由WTW的獎賞數據智能部門編制。調查在2024年9月至10月底之間進行。來自全球150多個國家的公司收到了超過37,000份回覆。在美國,有2,002家組織回應。

About WTW

關於WTW

At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance.

在WTW(納斯達克:WTW),我們提供基於數據的洞察驅動解決方案,涉及人員、風險和資本領域。藉助於我們在140個國家和市場服務的同事的全球視野和地方專業知識,我們幫助組織優化其策略,增強組織韌性,激勵員工並最大化表現。

Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you. Learn more at wtwco.com.

我們與客戶並肩工作,共同探索可持續成功的機遇,我們提供引領您前進的視角。了解更多信息,請訪問wtwco.com。

Media contacts:

媒體聯繫:

Ileana Feoli
ileana.feoli@wtwco.com

伊萊娜·費奧利
ileana.feoli@wtwco.com

Stacy Bronstein
stacy.bronstein@wtwco.com

斯泰西·布朗斯坦
stacy.bronstein@wtwco.com


譯文內容由第三人軟體翻譯。


以上內容僅用作資訊或教育之目的,不構成與富途相關的任何投資建議。富途竭力但無法保證上述全部內容的真實性、準確性和原創性。
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