China human resource management service
Hotline: 86-755-82147392, Email:info@citilinkia.com
resource management and labour-management relations in China are different from those in other countries because of different political and economic systems and social and cultural backgrounds.so for foreign invstors to establish company , China human resource management is so important for them.
Attracting Talent with Additional Benefits
(So what are companies offering to appeal to their prospective employees?)
Career development and training schemes are popular. However what is vital is that the training is delivered. It has been found in surveys that a large number of staff looking for jobs have left their previous positions because training or career development promises were never fulfilled. This stands in contrast to the belief of many companies that employees leave because they seek better pay.
The salaries of highly qualified staff, especially those with work experience, will continue to climb. Foreign enterprises will have to learn that key employees must be paid according to their marginal revenue product i.e. to the value that they add to the company, not to quickly out-dated and simplistic ideas about cheap Chinese labor. There is no adequate business reason to pay different salaries to two equally qualified employees, simply on the grounds that one is Chinese, and the other is a foreigner. The value of a staff member lies in what they produce, not in how little they can be paid.
Retention of Staff
Retention of staff, particularly at a senior level is becoming a major company priority, not just for the costs in recruiting replacements, but because when senior management leaves, it is commonplace for members of the subordinate management team to leave with them. A reason for this is that generally senior management changes are amongst the most unsettling for staff. They feel insecure with how they will fit in with a new boss, and many decide it is time to look elsewhere. They also find it reflects poorly on the company and its image.
Local Management
The effects of China's rapid growth are being felt everywhere. In Human Resources, a significant repercussion is that the demand for Chinese management talent is far outstripping the supply. Foreign firms in China need local people with local knowledge to overcome their most common blind spot, namely ignorance of the way business is done here as opposed to anywhere else. Domestic companies, likewise, need well-trained managers in their ranks to be able to compete effectively with foreign competitors.
What all these companies need is quality local managers who understand internal business practices. That is why the master of business administration degree has suddenly become such a must-have in China human resource management.
Business education in China is still young. All that is certain right now, is more talent is needed. Look for the number of schools, the number of students and the list of areas of specialization to grow as China continues to work to build a managerial workforce that is as impressive as its labor force.
Return of Overseas Chinese
The role of an overseas Chinese in the development of the mainland's economy has repeatedly been emphasized as a key factor for China's overall ascension into the global competitive arena.
Whereas previously, foreign companies may have invested more long term in their HR strategy, in today's China, companies are under more pressure to deliver in a shorter timeframe. Consequently, expatriate managers with only two to three years in which to make an impact may not have the time or motivation to develop a long-term focused HR strategy because the benefits are not going to come in their tenure.
Contact Us
For further queries, please do not hesitate to contact ATAHK at anytime, anywhere by simply calling China hotline at 86-755-82148419, 86-755-82143512, or emailing to info@citilinkia.com