Sometime ago, I’ve discussed in a previous post about shortage of talent in China the problems that China is facing with its fast paced growth. It is apparent that this kind of situation is hard to control and deal with for China. I’ve found another article today in this respect. Basically, in the next three years, executive assignments will keep growing or at least, keep going steady. Also, it seems likely that more business will be done outside of the leading business centres, Shanghai and Beijing and that China is now facing the challenge to provide suitable candidates for senior execs and managers. In response to this need, companies have implemented a more aggressive recruitment campaign, and are actively sending employees out to North America, Europe or other locations in Asia in order to gain global exposure and return home with advanced managerial skills. Growth doesn’t come without challenges, and China has a lot to learn, especially how to deal with increased cultural differences. There is a lot to this argument, if you want to read the indepth article I came across you can find it here.
Posts tagged ‘hr talent’
It’s almost a paradox, there is a large workforce but a shortage of skills. This results in skilled locals having better career prospects. As workers are aware of how hard it is to find a well educated and skilled worker, they seek out challenges and better paid or rewarded positions. This leads to a high turnover volume and consequent shortage of qualified workers. The worst hit industries are retail sales and marketing.
Qualified employees now look for a chance to develop as a person and prefer performance related rewards, as they are meritocratic. Employee retention is pivotal to HR management success in China.
In order to retain the best talents in your company, you are not only to offer a very competitive salary but also need to provide opportunities for career development and personal recognition. (source 2009 Hewitt HR Watch report)