Come essere preparato per l'esperienza ha denominato la Cina? Pamela Lau ha fatto una ricerca scientifica interessante circa addestramento di pre-partenza per i expats che progettano andare in Cina.
Benchè ci sia una certa letteratura che mette in discussione l'effetto di addestramento di pre-partenza (Kealy e Protheroe, 1996; Selmer ed altri, 1998), è chiaro che secondo espatria…
Come essere preparato per l'esperienza ha denominato la Cina? Pamela Lau ha fatto una ricerca scientifica interessante circa addestramento di pre-partenza per i expats che progettano andare in Cina.Benchè ci sia una certa letteratura che mette in discussione l'effetto di addestramento di pre-partenza (Kealy e Protheroe, 1996; Selmer ed altri, 1998), è chiaro che secondo espatria, l'addestramento di pre-partenza è relativo. Con i dati ottenuti, le prove statistiche sono state effettuate per generare una comprensione più profonda dei bisogni di espatria che sono trasmessi in Cina dalle loro aziende. Legga il resto “di addestramento di Pre-partenza per espatria chi sono trasmessi in Cina„ o inviano un commento
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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