Como ser preparado para a experiência chamou China? Pamela Lau fêz uma pesquisa científica interessante sobre o treinamento da pre-partida para os expats que planeiam ir a China.
Embora há alguma literatura que questiona o efeito do treinamento da pre-partida (Kealy e Protheroe, 1996; Selmer e outros, 1998), está desobstruído que de acordo com expatriates…
Como ser preparado para a experiência chamou China? Pamela Lau fêz uma pesquisa científica interessante sobre o treinamento da pre-partida para os expats que planeiam ir a China.Embora há alguma literatura que questiona o efeito do treinamento da pre-partida (Kealy e Protheroe, 1996; Selmer e outros, 1998), está desobstruído que de acordo com expatriates, o treinamento da pre-partida é relevante. Com os dados obtidos, os testes estatísticos foram conduzidos para criar uma compreensão mais profunda das necessidades de expatriates que são emitidas a China por suas companhias. Leia o descanso da “do treinamento Pre-partida para expatriates quem são emitidas a China” ou afixam um comentário
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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