由Vincent · Cheung
昨晚，是在MSN聊天与我的客户的我，贸易的WFOE (完全外国拥有的企业)并网是由我当前进行。 他雇用一个21岁助理协助他在每日事理。 我的客户及早解雇了她两三天，为她的不负责任和懒惰和寻找另一个助理，因此他问我，如果我偶然知道任何人。 我介绍了打算放弃她的出席工作的女孩，并且他们在MSN后似乎有一次好交谈。
女孩牵涉到必须的社会保险事。 问题是，因为贸易的WFOE仍然在并网之下，她想要知道她是否可以仍然有五社会保险在一个期间几个月，在贸易的WFOE法律上建立之前。 很好，我认为它是一个问题在雇主和雇员之间，并且我不可能逐字地帮助。 如此我提醒了我的客户关于另外社会保险治疗反对地方上海人(谁有上海Hukou)和那些非地方性的职员。 读其余“上海的社会保险系统”或张贴评论
我在美国生产牛仔布牛仔裤为一个主要折扣贩商Kaiping的南部的中国镇最近有机会参观二家工厂。 Considering that the only reports of Chinese textile factories that I had come across had been critical, the visit was a (pleasant) surprise.
Working conditions were orderly and tidy, the air was cool despite scorching heat just beyond the concrete walls, generous lighting flowed from large bay windows, …
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By Katherine Don
I recently had the opportunity to visit two factories in the southern China town of Kaiping that produced denim jeans for a major discount retailer in the United States. Considering that the only reports of Chinese textile factories that I had come across had been critical, the visit was a (pleasant) surprise.
Working conditions were orderly and tidy, the air was cool despite scorching heat just beyond the concrete walls, generous lighting flowed from large bay windows, and healthy employees casually chatted above the hum of the machines barely noticing the presence of the factory owner leading us through. A sense of respect and camaraderie passed between the management and employees, ages 20-40, while the atmosphere was calm yet efficient for a Sunday afternoon without a sense of employee exhaustion or oppression. Read the rest of “Made (responsibly?) In China” or post a comment
When entering the China market, many multinational companies assume that a country with a population as large as China’s would not have a labor shortage. However, the fact is that qualified labor is at a premium in China. Under the booming economy, the rising demand for Chinese labor has exceeded its supply. Hiring talented employees—young, upwardly mobile Chinese professionals with advanced skills and an understanding of international business—is even more difficult. Because of the limited availability of such employees, the competition for this talent is intense.
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By Christine Liu McLaughlin and Margaret Kurlinski
When entering the China market, many multinational companies assume that a country with a population as large as China’s would not have a labor shortage. However, the fact is that qualified labor is at a premium in China. Under the booming economy, the rising demand for Chinese labor has exceeded its supply. Hiring talented employees—young, upwardly mobile Chinese professionals with advanced skills and an understanding of international business—is even more difficult. Because of the limited availability of such employees, the competition for this talent is intense.
With tough competition comes a high turnover rate. According to a report by Hewitt and Associates, China has one of the highest (if not the highest) employee turnover rates in Asia, around 14% in 2006. It is no wonder that a recent poll by the American Chamber of Commerce-Shanghai revealed that Read the rest of “Attraction and Retention of Chinese Employees: A Legal Perspective” or post a comment
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