前离开训练为移居谁派遣到中国
如何为经验准备叫中国？ Pamela Lau做了一个有趣的科学研究关于前离开训练为expats计划去中国。虽然有一些文学对前离开训练表示怀疑的作用(Kealy和Protheroe 1996年; selmer等1998)，它确切根据移居国外前离开训练是相关的。 当数据得到，统计测试进行创造被送到中国由他们的公司对需要的更加深刻的理解移居国外。 读其余“前离开训练为移居谁派遣到中国”或张贴评论
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中国雇员的吸引力和保留： 法律透视
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。
中国雇员的吸引力和保留： 法律透视
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
