Are the salaries of those working in technology and project management roles high in your companies?
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“\"Technology drives enterprises, and talent is key to their success.\" To enhance a company’s technical competitiveness, it is only natural for management to give special attention to various types of technical professionals in areas such as engineering, technology development, and project management. Companies generally place great importance on building a pool of skilled talents, and these professionals are usually entitled to higher salaries compared to other ordinary employees. In the companies I’m familiar with, this is the case; in those where salaries are not competitive, many technical staff leave their jobs. I wonder if this is also the situation where you are located – let’s discuss it.
We are a state-owned enterprise; the salaries of technical staff are higher than those of ordinary management personnel. Those working on projects receive the same treatment as other technical staff, with no special benefits
I work for a state-owned enterprise as well, and the compensation for technical managers is lower than that of workers. Those in positions above section head level receive year-end dividends, while we technical staff, along with employees in other grades, are paid less than workers and also have a significant gap in salary compared to the management hierarchy. Basically, those who are motivated to advance tend not to stay here for long.
These days, in both state-owned and private enterprises, as long as you have a specialized skill, managers will take you into consideration. If you have just started working in this role, your salary might not be high; and if your work ability isn’t matched by your salary, it’s likely that you won’t be able to retain the position!
“I work for a state-owned enterprise as well, and the compensation for technical managers is lower than that of workers. Those in positions above section head level receive year-end dividends, while we technical staff, along with employees in other grades, are paid less than workers and also have a significant gap in salary compared to the management hierarchy. Basically, those who are motivated to advance tend not to stay here for long. ”Why is it the same as here? Is this the case for all state-owned enterprises? . . . . . . I struggled with my thoughts many times; for the sake of my family, I sacrificed my personal growth, and I felt depressed. . . . . . We’ll consider it once the child is a bit older. . . Confused. . . . . . . .
In terms of compensation, nowadays whether it’s state-owned enterprises, private enterprises, or foreign companies, as long as a person is talented, companies generally attach great importance to them. It’s easier with private enterprises and foreign companies – salary can be negotiated directly; if it suits the person, they stay, otherwise they leave. But sometimes leaving isn’t necessarily due to salary issues. The salary system in state-owned enterprises is influenced by various factors. For example, the total salary amount is a factor here; companies generally offer low basic salaries to technical professionals in areas such as engineering, technology research and development, and project management. However, they typically provide additional compensation in the form of position-based salaries, special salaries for specific roles, or skill-based pay, which amounts to a higher level of remuneration than the basic salary. So, it’s certain that the income will be lower than that of managers, but relatively speaking, the benefits are a bit higher than those of other ordinary employees. In manufacturing enterprises, production technicians receive slightly higher salaries and often enjoy additional benefits ； The compensation for those responsible for project management on behalf of clients is slightly lower; there are some project-based rewards upon completion of the projects, but overall the conditions are not as good. In engineering companies (design firms), technical staff and project managers earn slightly higher salaries, while those in construction management and HSE roles earn less; however, they receive high on-site allowances, so overall the salaries are more or less similar for everyone.
State-owned enterprises offer lower salaries; those with specialized skills and practical experience can earn much more in private companies. There is indeed a great need nowadays for professionals with practical experience in certain fields, but most companies struggle to offer satisfactory compensation.
State-owned enterprises offer lower salaries; those with specialized skills and practical experience can earn much more in private companies. There is indeed a great need nowadays for professionals with practical experience in certain fields, but most companies struggle to offer satisfactory compensation.
I work in a state-owned enterprise project department, and the salary isn’t high. It’s similar to that of ordinary operators. The salary I get is even less than that of a technician in a branch factory; my role is nothing more than doing errands. Other departments, like the Safety and Environment department, don’t get any work done; they just like to give orders without having any understanding of the actual construction on site. My performance is very low; I only get a slight subsidy, which is why my income is on par with that of ordinary people. Last year, one of our projects passed its trial run successfully, and we were rewarded 1 million for it. The actual project team only received 180,000 – it’s disheartening. Please distribute some more to us little guys too. Thousands of yuan per person – three years of hard work! Those leaders got N times that amount
The salary of technical staff in our state-owned construction companies is generally around 5,000 yuan after they start working full-time following graduation.
People in high-tech fields generally receive average salaries; their earnings are whatever is agreed upon. Those working on projects tend to have more informal, unofficial income