Comment être préparé pour l'expérience a appelé la Chine ? Pamela Lau a fait une recherche scientifique intéressante au sujet de la formation de pré-départ pour des expats projetant aller en Chine.
Bien qu'il y ait de la littérature remettant en cause l'effet de la formation de pré-départ (Kealy et Protheroe, 1996 ; Selmer et autres, 1998), il est clair que selon expatrie…
Comment être préparé pour l'expérience a appelé la Chine ? Pamela Lau a fait une recherche scientifique intéressante au sujet de la formation de pré-départ pour des expats projetant aller en Chine.Bien qu'il y ait de la littérature remettant en cause l'effet de la formation de pré-départ (Kealy et Protheroe, 1996 ; Selmer et autres, 1998), il est clair que selon expatrie, la formation de pré-départ est appropriée. Les données étant obtenu, des essais statistiques ont été effectués pour créer un arrangement plus profond des besoins de expatrie qui sont envoyés en Chine par leurs compagnies. Lisez le reste de « formation de Pré-départ pour expatrie qui sont envoyés en Chine » ou signalent un commentaire
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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