当进入中国市场时，许多多民族公司假设，一个国家有人口一样大象中国的不会有劳动力不足。 然而，事实是具有资格的劳方在保险费在中国。 在兴旺的经济之下，越来越高的要求为了中国人劳方超出了它的供应。 雇用有天才的雇员年轻，向上地流动中国专家以先进的技能和理解对国际事务是更加困难的。 由于有限的可及性的这样雇员，竞争为这种天分是强烈的。

读中国雇员的其余“吸引力和保留”或张贴评论 >>

由Christine ·刘McLaughlin和Margaret Kurlinski

当进入中国市场时，许多多民族公司假设，一个国家有人口一样大象中国的不会有劳动力不足。 然而，事实是具有资格的劳方在保险费在中国。 在兴旺的经济之下，越来越高的要求为了中国人劳方超出了它的供应。 雇用有天才的雇员年轻，向上地流动中国专家以先进的技能和理解对国际事务是更加困难的。 由于有限的可及性的这样雇员，竞争为这种天分是强烈的。

与困难的竞争来一个高营业额比率。 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

By Frank Mulligan

Expatriates are a big part of the business life in China. They have brought a good amount of technology, management and practical knowledge to bear on the challenges that face China’s industrial base. In many ways you could say that they brought a new manufacturing platform to China and the economy has been at least partly built around it.

Unfortunately, expatriates tend to bring both the good and the bad with them. It cannot really be any other way, and it’s not in any way a criticism. Read the rest of “Mature Workers” or post a comment