By Christine Liu McLaughlin and Margaret Kurlinski 作者： Christine刘麦克劳林和吴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. 当进入中国市场，许多跨国公司假设一个国家一个人口大如中国的不会有劳动力短缺的问题。 However, the fact is that qualified labor is at a premium in China. 然而，事实是，合格的劳动力是一个溢价在中国。 Under the booming economy, the rising demand for Chinese labor has exceeded its supply. 根据经济蓬勃发展，日益增加的需求，为中国劳动力已超过其供应量。 Hiring talented employees—young, upwardly mobile Chinese professionals with advanced skills and an understanding of international business—is even more difficult. 招聘优秀员工-年轻，有中国移动的专业人士与先进的技能和了解国际业务更是困难。 Because of the limited availability of such employees, the competition for this talent is intense. 由于供应有限，这些雇员，竞争人才，这是激烈。

With tough competition comes a high turnover rate. 与激烈的竞争来流失率高。 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. 据报道，由翰威特公司及联营公司，中国最高的国家之一（如果不是最高的）的雇员流失率在亚洲，约14 ％在2006年。 It is no wonder that a recent poll by the American Chamber of Commerce-Shanghai revealed that 这是怪不得，最近一项民意调查由美国商会商业-上海透露， Read the rest of “Attraction and Retention of Chinese Employees: A Legal Perspective” or post a comment阅读其余的“吸引和留住中国员工：法律角度”或张贴评论