由Vincent ・ Cheung
昨晚，是在MSN聊天與我的客戶的我，貿易的WFOE (完全外國擁有的企業)並網是由我當前進行。 他雇用一個21歲助理協助他在每日事理。 我的客戶及早解雇了她兩三天，為她的不負責任和懶惰和尋找另一個助理，因此他問我，如果我偶然知道任何人。 我介紹了打算放棄她的出席工作的女孩，并且他們在MSN後似乎有一次好交談。
女孩牽涉到必須的社會保險事。 問題是，因為貿易的WFOE仍然在並網之下，她想要知道她是否可以仍然有五社會保險在一个期間幾個月，在貿易的WFOE法律上建立之前。 很好，我認為它是一個問題在雇主和雇員之間，并且我不可能逐字地幫助。 如此我提醒了我的客戶關於另外社會保險治療反對地方上海人(誰有上海Hukou)和那些非地方性的職員。 讀其餘「上海的社會保險系統」或張貼評論
我在美國生產牛仔布牛仔褲為一個主要折扣販商Kaiping的南部的中國鎮最近有機會參觀二家工廠。 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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