¿Cómo ser preparado para la experiencia llamó China? Pamela Lau hizo una investigación científica interesante sobre el entrenamiento de la pre-salida para los expats que planeaban ir a China.
Aunque hay un poco de literatura que pregunta el efecto del entrenamiento de la pre-salida (Kealy y Protheroe, 1996; Selmer y otros, 1998), está claro que según se expatria…
¿Cómo ser preparado para la experiencia llamó China? Pamela Lau hizo una investigación científica interesante sobre el entrenamiento de la pre-salida para los expats que planeaban ir a China.Aunque hay un poco de literatura que pregunta el efecto del entrenamiento de la pre-salida (Kealy y Protheroe, 1996; Selmer y otros, 1998), está claro que según se expatria, el entrenamiento de la pre-salida es relevante. Con los datos obtenidos, las pruebas estadísticas fueron conducidas para crear una comprensión más profunda de las necesidades de se expatrian que son enviadas a China por sus compañías. Lea el resto de “entrenamiento de la Pre-salida para se expatria quiénes se envían a China” o fijan un comentario
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.
Read the rest of “Attraction and Retention of Chinese Employees” or post a comment >>
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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