China HR, China jobs and doing Business in China

60 China HR, China jobs and doing Business in China http://www.9Spaces.com/ en-us © 2008 9Spaces.com China HR Expert interviews - Jobs in China 9Spaces.com Everything you need to know about China HR, China jobs and doing business in China. 9Spaces Inc. admin@9Spaces.com China-based Expat Talent and Hiring in China In this 201-level interview, Julia Correa of GM Jemini out of Shanghai speaks on the topic of China-based western expats and the growing market demand for this demographic of job seekers. Julia begins by giving listeners background information on the Expat hiring market. She then speaks specifically to what types of positions and Industry sectors are leading company searches for expats. This includes a discussion on why expats fit the market needs better than returning Chinese or local hire candidates. Other topics include: • The expat culture in China • Recent changes in the expat market and culture • Where to find top Expat research • Salary levels for Expats • difference between expats already sent over to and those already in China • much more Adapted from http://www.jmgemini.com/about.htm: Established in 1993, J.M. Gemini is one of China’s first independent recruitment and service companies with branches in Shanghai, Beijing, Guangzhou, Hong Kong and Thailand. Fully licensed by the Personnel Bureau in each city, J.M. Gemini’s services of temporary and contract staff, permanent recruitment and executive search have been utilized by over 450 Foreign Invested Enterprises (FIE’s) in China’s major cities, covering a wide range of industries. To read more about JM Gemini's new Expat Interim Manager's recruitment service, click the above PDF button link or here for more information: <a href="http://www.9spaces.com/media/uploads//cm/transcripts/10279sp_expat%20china%20interim%20managers%20ims%20brochure%20(2).pdf">www.9spaces.com/Research/JMGemini</a> mp3 http://www.9spaces.com/en/pub/detail#item10279 Mon, 4 Feb 2008 00:00:00 -0800 0 Expats, hiring, expat hiring, expatriots China Market Services with a Special Focus on Pacific Rim and China HR Issues Ms. He’s 101-level overview interview focuses on the talent shortages of China, especially in northern China. Can your company capitalize and succeed in the China market? She vividly describes the job markets of students who recently graduated from Chinese universities. With her rich experience of working in South America, Hongyu He also gives an overview comparative approach of the relationship with China between the US and South America. The main focus of her interview clarifies the talent shortages in China at three levels: high candidate level, mid-level managers, and skilled labors. How are some of these challenges impeding China’s growth? Hongyu He describes the context of China’s development and how the future of Chinese talents might gain more experience with more American contact. Other issues addressed include: • Overview of PNWA services • Background of Chinese industries • North China as American Rust Belt? • IT development in China • HR in China • Global Trade • China’s economic trade From http://www.pnwa.com/hongyu_he.htm: Hongyu focuses her work on international business development, especially trade and commercial ties with China, and on helping Pan-Pacific companies establish a business presence in Washington State. Hongyu has over ten years of international business experience in the US, Singapore, and Canada as well as in China where she was born and received most of her education. She has also worked as an International Liaison Official in a government office in Beijing. Since 1979, Pacific Northwest Advisors has helped companies to identify opportunities and implement profitable strategies. PNWA professionals work actively with companies to promote early superior business performance at the least possible cost. mp3 http://www.9spaces.com/en/pub/detail#item8429 Wed, 5 Dec 2007 00:00:00 -0800 0 north, china, regional, economy, hiring Part II: Regional Differences and Guanxi in HR and Management Practices In Part II of this overview discussion, Dr. Cherlyn Granrose discusses the importance of guanxi in Chinese business practices. This topic gives insight on how HR managers in China operate. Do central guidelines in China differ from region to region? What is the best way for American businesses to approach this phenomenon and be successful in the long-run? Dr. Granrose received her Ph.D. in Psychology from Rutgers University In part II, Dr. Granrose talks about the Western perception of guanxi and how guanxi is ultimately very similar to American business practices. Understanding Chinese guanxi is fundamental to having a successful business in China. In Dr. Granrose’s view, building-up guanxi should be a steady process and an integrated element in the art of negotiations. Other issues addressed include: • Guanxi and Regional differences in attitudes including 2nd and 3rd tier regions/cities such as Xinjiang, Wuhan and Fujian • Western Networking vs. Chinese Guanxi • Building trust relationships and guanxi relationship building, or, "relational due diligence" Dr. Granrose spent 18 months in China on a Fulbright Lecture Fellowship ('97-98) where she did her survey-based Research work on China HR Managers and MBA student graduates. Since 1990 she has held the position of Research Director for Asian Managers' Careers, receiving a Fulbright-Hays Fellowship to conduct preliminary study of Asia career concepts in Singapore. She received received her Ph.D. in Psychology from Rutgers University and currently holds the position of Director of Graduate Studies at Berry College's Campbell School of Business. mp3 http://www.9spaces.com/en/pub/detail#item8357 Mon, 26 Nov 2007 00:00:00 -0800 0 Hiring, in, China, Guanxi Chinese HR Managers and Career Candidates Research Looking for survey data from Chinese managers? How about MBA students who compose the current Chinese career class candidate talent pool? In part 1 of this 2 part overview discussion, Dr. Cherlyn Granrose, Director of Graduate Studies at the Campbell school of business (Berry College), gives listeners an analysis of her research on Chinese managers and MBA student attitudes and career beliefs. This topic informs current HR managers in the China market on how to best address and approach potential Chinese hires. Dr. Granrose begins by addressing the main career beliefs of practicing managers.Practicing managers--what controlled your career? What do women think of what or who control their careers? What about men? Between men and women what is similar and what is different in terms of what they hold in common? Furthermore, what areas are pretty much the same when compared with westerners and, more importantly, what areas are distinctly different? Dr. Granrose answers all of these questions with the hard survey data to back it up. Cherlyn next discusses MBA student beliefs which compose the current beliefs of today's experienced and top talent. As a hinge point here, she explains the 1978 hinge point generations, when the one Child policy was put into effect which has a broad impact on attitudes of those who were raised in single-child families vs. 2 or more. And though Chinese women today are coming to be more and more assertive in their careers, she gives a context for how things have changed within the last 10 years among between the assertiveness levels of both men and women in today's talent pool. Other issues addressed include: • Regional differences in attitudes including 2nd and 3rd tier regions/cities such as Xinjiang, Wuhan and Fujian • Traditional vs. more modern management styles and where these separate corporate cultural tendencies operate mp3 http://www.9spaces.com/en/pub/detail#item8177 Mon, 26 Nov 2007 00:00:00 -0800 0 Chinese, Managers, Talent China HR: retention, wage trending, and best research data How can you deal with talent shortages in China? Which industries have the highest staff turnover rates and how does yours compare? What is the trending in wage inflation and what can you do about it? Andy Mok, Principal of Red Pagoda Enterprises, answers these questions for US corporate leaders looking to expand operations and hiring in China. Mr. Mok begins by answering the question, "How do you deal with the staff shortage problem?" He here gives specific details on parsing out talent search due diligence in answering how to make sure you have the right people and how to then "keep them on the bus." Here he overviews the pros and cons of hiring true expats, local expats, returnees, and locals, specifically speaking to the question of how to recognize and retain quality expat staff. Andy next speaks to the issue of staff turnover and wage inflation. He lists the 3 industries with the highest turnover rates and the non-monetary forms of incentives to keep top talent. This segues into a discussion of rising salaries, speaking on the macro economic factors behind wage inflation. He finally overviews the best sources of quality China market data as well as touching on the topic of Chinese investment capital. Other issues addressed include: • The 4 demographic types used to staff China operations • Factors involved in retaining quality expat staff • The HR "Deadzone" and new hire contract loyalty From rpconcept.net: Andy lived in Greater China for seven years, working primarily in private equity, where he conducted operational and financial due diligence on acquisition candidates in technology and related industries. He also spent two years at the RAND Corp., where he conducted research on the impact of technology on China's financial system and helped publish "The United States and a Rising China: Strategic and Military Implications." Click Andy's Profile to read more or for contact information. mp3 http://www.9spaces.com/en/pub/detail#item7989 Tue, 13 Nov 2007 00:00:00 -0800 0 China, wage, inflation, research Hiring in the Legal Industry What is the hiring environment for young legal professionals in China? How difficult is it to hire the best and the brightest? What is the wage trending like and which types of backgrounds demand different salary levels? Mr. Al Clark, attorney and partner at Davis, Wright, Tremaine, speaks to the these questions after just completing 3½ years helping to grow DWT's Shanghai office. Mr. Clark begins by speaking to the challenges of talent retention and turnover, giving specific figures for salary increase percentages along the way. This segues into a discussion of factors contributing to wage inflation focusing on different candidate credential levels. Al next walks listeners through the process steps most common in candidate searches, screening, and hiring. Here he answers questions such as "who should I maintain good contacts with on an ongoing basis? What is the need for background checks? How are other cities, including 2nd and 3rd tier cities, competitive in comparison? Other questions answered: • How difficult is it to hire the best and brightest? How difficult is it to source? • What kind of contacts should you cultivate with head-hunting firms? • Who should I maintain good contacts with on an ongoing basis? • Where do expectations and patience become important concerns? • much more... Allen D. Clark has recently returned from living and working in China. He was the Partner-in-Charge of the firm’s Shanghai office and acted as a client advisor in China for 3½ years. Mr. Clark is a business and commercial transactions lawyer whose practice emphasizes foreign direct investment in China. mp3 http://www.9spaces.com/en/pub/detail#item7841 Fri, 9 Nov 2007 00:00:00 -0800 0 China, Hiring, Legal Staff Shortages, Turnover, and Best HR Data How can western managers and executives deal with the problem of staff shortages in turnover in China? Where can you go to find best market information and HR market research? In this interview Dr. Rosalie Tung, the Ming and Stella Wong Professor of International Business at Simon Frasier University, answers these questions and more within the context of discussing her distinguished career, research and professional experiences. Dr. Tung first answers the question on what best strategies can be used to deal with the staff shortage problem in China? Here she touches on the trends in ethnic Chinese hiring vs. western expat hiring. She next discusses the cross-cultural challenges of staffing in the China market and the differences in management styles between Chinese and western cultures. Here she addresses differences in values, collectivism vs. transactional business styles, short vs. long-term outlooks, and generational difference issues that impact management styles with new hires. Finally she tells listeners where to go to find best-China HR research and information. She lists several major academic journals to consult along with the best private executive recruitment and consulting companies on the internet to look for this research. Other issues discussed include: • new trends in China's younger generation and their outlook on life and work styles • western management styles and the interaction with traditional values in China • tips and pointers for finding best market information Rosalie joined SFU Business in 1991 after serving on the faculties of a number of American universities, including a Wisconsin Distinguished Professorship with the University of Wisconsin System and the Wharton School at the University of Pennsylvania. She has been a visiting professor at other universities around the world. To read more on Dr. Tung, please click on her 9Spaces Profile link. mp3 http://www.9spaces.com/en/pub/detail#item7483 Wed, 31 Oct 2007 00:00:00 -0700 0 staff, shortages, turnover, best, market, research, data, China, market Staffing Patterns for Start-ups and Multinationals What are the top challenges for start-up hiring in the China market? How do you find partners who both strongly believe in your concept and have the necessary skill-set that you are looking for? What are the two-different personality types needed for start-ups and multinationals respectively? In this 101-level interview Eric Rosenblum, Harvard and MIT MBA grad and currently GM of Global Strategy for RealNetworks, answers these questions in very rich and original ways. He starts by speaking from his China-based start-up experiences about the differences between the culture of start-ups and that of multinationals telling us the two unique environments that demand two very different talent sets among candidates. He next tells listeners the process that should be followed to find your first strong-local partner or country manager. He finishes by sharing both the current market trending in terms of hiring as well as the homework that start-ups or those wanting to enter the China market should do first. Other points made include: • What attributes make up a good country manager? • How do you first find local connections? • What are the current localization trends for hiring? • a tick-sheet for tasks that should be done at the beginning of the hiring/venture process. Eric Rosenblum came to China in 1992 graduating from Harvard with a degree in Economics And East Asian Studies. He next attended the Hopkins-Nanjing Center for Chinese and American Studies and went to work for Boston Consulting group. During his stint there he completed an MBA through MIT's Sloan Management School. He next went on to start-up several successful China-based companies before becoming GM of Global Strategy for Real Networks. mp3 http://www.9spaces.com/en/pub/detail#item6791 Tue, 9 Oct 2007 00:00:00 -0700 0 start-ups, hiring, China The challenges of recruiting in China with special reference to the marketing, consumer goods and advertising sectors What are current trends in candidate placement in China? What you should keep in mind with strategic staffing in China? What talent shortages are specific to certain verticals, and which apply to almost all verticals? Which specific hiring challenges can pose threats to the viability Corporations and SME's in China? Brian Fenerty, GM for AdMark China - Shanghai, answers these questions while drawing on his personal experiences to answer both general and sector-specific challenges and best strategies with hiring in China. Reference sectors throughout the interview draw examples from marketing, consumer goods, retail, and advertising. Mr. Fenerty first tells us what most companies should keep in mind when hiring in the market. His answers are as unique, original, and thought provoking as his employment background. He gives answers about the scope of both the depth and age of the China market that can seem counter-intuitive to those who view China from the perspective of its ancient civilization and accumulated cultural wisdom. Brian closes the interview by speaking on the topics of candidate poaching, retention challenges with realistic and original solutions, and vertical specific as well as general strategies specific to both SME's and Fortune 500-2000 companies. Other issues addressed include: • passive job seekers and their counterintuitive importance • speed of the market generally and advertising & retail sectors specifically • bonus types • measurable and realistic expectations for mid to long-term hiring success • SME-specific advice From www.admarkasia.com: AdMark's Mission is "…to deliver the very best service possible to their Clients and Candidates through commitment to: Speed, Quality, Knowledge, and High Professional Standards. <a href=http://www.admarkasia.com>Click here for AdMark China's website</a>, or click Brian's 9Spaces Profile link above to learn more on his background. mp3 http://www.9spaces.com/en/pub/detail#item6615 Fri, 28 Sep 2007 00:00:00 -0700 0 retention, China, hiring Salaries and Hiring in China What are the major salary and salary negotiation issues in the China market? How about the major salary trends for different verticals? What are companies currently doing to increase successful salary negotiations as well as to retain the best employees over the mid to long-term? In this 201-level interview, Frank Mulligan (CEO, Talent RPO), speaks from China for those western companies and hiring managers who have been tasked with hiring in China but do not yet know where to begin. Mr. Mulligan begins by giving listeners an overview of the general salary issues in China. He answers the question on why it is often difficult to get good information on salaries as well as the different challenges that are unique to hiring for SME's and larger companies respectively. Frank next tells us what the major salary trends are for specific verticals, giving listeners a model to help forecast future salary trends in their industries based on patterns going back to 1978 and the opening of the Chinese economy to western business. Along the way he speaks about what companies are doing to increase successful salary negotiations and the basic homework that all companies should do before setting foot in the China hiring process. Other issues addressed include: • Pay equity trends • the specific ordering of stages/steps in the hiring process • perks, benefits, and retention strategies • which verticals have the highest turnover rate • feasibility/due diligence trips to China • the optimal number of rounds in the salary negotiation process. Adapted from LinkedIn.com: Talent RPO is a fully bilingual Recruitment Process Outsourcing (RPO) operation built on an in-house ATS (Applicant Tracking System). For more information click on Frank's 9Spaces Profile link, or,<a href=“http://english.talent-software.com/”> click here to navigate to Frank's english.talent-software.com (Talent in China) Weblog.</a> mp3 http://www.9spaces.com/en/pub/detail#item6597 Thu, 27 Sep 2007 00:00:00 -0700 0 Salaries, China, Hiring Hiring Challenges in China with Special Reference to the Industrial, Manufacturing, Financial and Professional Sectors In this 101-level interview Simon Wan, President of Shanghai-based China Team International, speaks on hiring challenges from over 25 years of experience in the China market. Mr. Wan oversees 40+ consultants in 6 major Chinese cities including the hub "second-tier" regions of Chengdu and Wuhan. Simon begins by highlighting two key issues in the China hiring dilemma while speaking to the challenges of finding good candidates and capable managers. Age and generational challenges are touched upon here. Next, he tells listeners which verticals are the hardest to find talent for as well as which have the largest established and best quality candidate pools. Here Mr. Wan touches on the recent WTO changes and Chinese government sector reforms opening up previously closed sectors of the economy. The three main verticals affected by these changes are highlighted. In the final talk point, Simon discusses the high-employee turnover rate and gives his view on the best employee retention strategies. He also shares the biggest mistakes companies make to lose their top candidates. He finishes the interview by giving his view on the three most important strategic recommendations for successful hiring in China. Other issues addressed include: • Location issues for staffing • which locations are the hardest to hire for? • issue with second-tier cities and "hardship" allowances • advantages of having recruiters based in second-tier cities of central and western China. <a href="http://www.chinateam.com/htm/English/Contactus.jsp">Adapted from www.ChinaTeam.com:</a> In December, 2002, Simon assumed a full time role as President of CHINA TEAM INTERNATIONAL, based in Shanghai. Through its affiliation with the Cornerstone International Group, the world's 4th largest retained executive search group (The Wall Street Journal), China team is able to offer services in China to clients around the world. mp3 http://www.9spaces.com/en/pub/detail#item6371 Sat, 22 Sep 2007 00:00:00 -0700 0 Financial, professional services, manufacturing, industrial, Retail Hiring for the FMCG Consumer and Retail/Wholesale China Markets In this 301-level interview Chris Watkins, Managing Director for MRI China Group, speaks on the specific challenges of hiring for the FMCG Consumer Market and Retail/Wholesale sectors in China. Chris begins his discussion by highlighting the 3 functional areas for consumer industry hiring of commercial consumer, manufacturing, and R&D. He further discusses changes in hiring needs due to recent consumer product safety concerns around Chinese consumer product exports to the US. He next addresses the issue of wages answering such questions as how large is the talent base of the industry? Which positions are hardest to fill and why? By what percentage have wage prices been driven up over the past year? How long does it take to find talent in the sector? In the third discussion point, Chris describes the intricacies of development and related talent search challenges in second tier cities while addressing the following: • second-tier city market development • skill-set hiring challenges there • branding and pricing in these cities • Expat vs. Chinese native talent needs Chris Watkins is responsible for developing key strategic partnerships across industry sectors with a focus on China and the region. These relationships are focused on developing a long-term partnership with Fortune 500 and Forbes Global 2000 companies that are entering or expanding their China and Regional organization. Chris manages the Beijing operation along with having China/Region wide responsibility for 6 major industry sectors. These include FMCG/Consumer, Hospitality, Retail, Life Science and PR/Marketing Services Firms. Chris also works with Private Equity and Venture Capital Firms as they seek to identify world-class executives to place in their invested companies. Chris has been with the MRI organization for the last 9 years. mp3 http://www.9spaces.com/en/pub/detail#item6151 Mon, 17 Sep 2007 00:00:00 -0700 0 FMCG, China, hiring, Retail, wholesale Recruiting in the Private Equity, Technology, and Clean Technology in the China and Greater China Markets Chris Traub, CEO and Group Managing Director of SES Asia, speaks to listeners in the private equity, technology, and clean technology verticals about both specific challenges for recruiting in these sectors as well as macro challenges that impact most all sectors trying to recruit talent in the China market. Chris begins by giving a brief overview of his 28+ years of experience in the China market, and expounds by giving specific details of insights gained. He then answers the question of how to retain good talent by highlighting the "people, job, money" recruiting dynamic as well as why retention strategies can be difficult for larger businesses. In speaking of the most feasible ways to scale business operations, he next gives his advice on "second best strategies" for those companies having difficulty finding the optimum combination of skill-set, salary range, and location availability that companies most desire. Other issued covered: • shortages of managers and executive-level talent per specific industries • specific demands for the Clean Technology sector • China and Asia's strengths and recruiting challenges in the technology sector with specific reference to software, electronics, professional services and digital media Chris was born and raised in Connecticut, USA. He first came to Asia as a student in 1979. He has lived in Greater China continuously since 1986. In 1988, Chris established Taiwan's first practice of retained executive search. In 1992, Chris merged the firm into a partnership that joined Ward Howell International, a leading global executive search firm. Upon joining Ward Howell, he established Asia's first regional technology practice, encompassing 13 offices from Japan to New Zealand. He was named one of the “Global 200” leading executive recruiters by the Economist Intelligence Unit in 1997. mp3 http://www.9spaces.com/en/pub/detail#item5951 Mon, 10 Sep 2007 00:00:00 -0700 0 clean technology, electronics, Private Equity Candidate Searches in China with Special Reference to the Commercial, Industrial, and Financial Market Sectors James Harris, Managing Director, Asia with Hays Executive Search, gives his views on the difficulties and best strategies for recruiting in the financial services sector of the China market. Starting with his over 10 years' experience recruiting and doing business in China, James highlights how he got started with the founding of his business and beginning in graduate recruitment with its eventual merging with Hays. He then addresses his view of the greatest challenge in China, giving his explaination of the difficulty of "Perfect Triangulation"--the big three needs and the difficulty in getting all three met with job candidates. James finishes by telling listeners how to overcome these challenges in speaking to the issues of where to look, attraction, selection, and retention of top candidates in China. Working in China since 1996, James has over 10 years in Greater China's recruitment sector helping a wide variety of multinational clients with their executive recruitment and HR needs. The China business that he founded was one of the first foreign recruitment companies in the China market and one that has grown substantially to become a full service executive search firm with 6 offices under Hays Executive brand. Prior to working in Greater China's HR field, James worked in Europe in a variety of corporate and government roles. He is a graduate of the Royal Military Academy, Sandhurst. With its first Mainland China office established in Guangzhou in 1997, Hays Executive has been providing senior level executive search to local and multinational companies in China for more than 10 years place. The strongly research driven practice covers multiple functions spanning the following areas: Consumer & FMCG, Banking & Finance, Commercial & Industrial and IT & Telecoms. mp3 http://www.9spaces.com/en/pub/detail#item5717 Tue, 4 Sep 2007 00:00:00 -0700 0 recruiting, China, financial Recruiting in Greater China with Special Reference to the Financial, Commercial and Industrial Sectors Hiring for the Financial and industrial sectors in China and greater China can be a daunting task to navigate alone. Concerns about shortages of qualified staff as well as staff turnover rank as the first and third top business concerns among western executives tasked with expanding in and into the China market.¹ Mathew Gollop, Group Managing Director with Connected Group in Hong Kong, speaks to the above concerns within the context of his 10+ years of experience in the recruitment industry with 6 of those years based in Hong Kong. Mat first answers the question of what the term "greater China" means within the context of the recruitment industry. He then speaks to the question of differences between both China and greater China as well as the Financial and Industrial sectors specific hiring challenges compared with general hiring challenges in these markets. This interview draws further conclusions on the following topics: • extent of talent shortage inside and outside of Financial and industrial verticals • effects of China's movement to mainland China of a major financial center • the percentage of Chinese college graduates who are actually employable by western firms • key strategies to overcome the main challenges of recruiting in the market • differences between the Hong Kong and Singapore markets • From www.connectedgroup.com: Established in 1997, ConnectedGroup is a dynamic, independent and progressive consultancy providing recruitment solutions to clients across Asia. Since inception, ConnectedGroup has built up a professional, credible and quality focused profile with both clients and candidates, demonstrated by a track record of repeat business and customer satisfaction. ¹The Economist. (2007). Capturing Talent. Retrieved August 27, 2007, from http://www.economist.com/business/displaystory.cfm?story_id=9645045 mp3 http://www.9spaces.com/en/pub/detail#item5473 Mon, 27 Aug 2007 00:00:00 -0700 0 recruiting, China, financial, hong kong, singapore Differences Between Local and International China Talent Hires and Related Recruiting Challenges in China Continuing our China recruiting experts overview series, Stan Rolland of China Team International speaks to us on Recruiting challenges in the China market with special reference to differences between China local hires (bendi ren) and overseas or "sea turtle" (huigui) job candidates. Stan begins by giving us his estimate of the main challenges for hiring in China that are general to almost all western companies operating in China. He draws special attention to company cultural compatibility of candidates and how this influences retention. He next speaks on general guidelines for overcoming these main challenges. Topics covered include how to foment a long-term relationship with the candidate, effective communication to company mission (or vision), best retention strategies as well as the related issue of other outside opportunities job candidates have. Other topics covered include: -French and European talent needs - local vs. overseas (huaqiao) job candidate needs - 2nd tier city talent gap - varying language needs for different positions Stan has been living in Shanghai for 5 years and participated in several business development projects in the fields of textile, food specialties and in the promotion of a Belgian province to potential Chinese investors. He joined China Team International in December 2006, and in addition to recruiting work is involved in related business development strategies. China Team International is a retained executive search firm operating in China with offices in Shanghai, Beijing, Guangzhou, Wuhan and Hong Kong. Established in 1995, they specialize in the recruitment of senior and mid-level executives for the Chinese market. To contact Stan or China Team International, click on the profile link. mp3 http://www.9spaces.com/en/pub/detail#item5345 Tue, 21 Aug 2007 00:00:00 -0700 0 local, bendi, hires, overseas, huigui, huaqiao, seaturtle, seaturtles The Four Main Challenges of Recruiting in the China Market Companies in China today face many challenges to find and retain mid to senior level managerial talent with true bilingual fluency, especially within certain industries. In this 101-level overview, AJ Hu--founding partner of the JLJ Group (Shanghai)--expounds on these challenges and what can be done specifically to meet each one. He first overviews the four main challenges that all companies in China face when competing for this talent. He then speaks to the lack of skilled professionals and names the vertical industries that are having the most difficulty. In the second half, AJ speaks to listeners about what form of advertising among the three main channels (Campus, Print/Online, and Headhunters) a company should take and, perhaps more importantly , when? Other points addressed include: Forms of advertising to find entry level positions • forms to hire supporting level positions • forms of advertising when hiring for functional and technical positions From www.jljgroup.com: Being a representative of Chinese returnees and an entrepreneur with an international background, Mr. Hu is active in bridging both cultural and business differences between China and the Western world. He has been interviewed by several Asian and Western newspapers and magazines including China Daily, South China Morning Post, That's Shanghai, Dallas Morning News, Kauppalehti and B-International. Mr. Hu holds an MBA from the Cox School of Business at Southern Methodist University in Texas, U.S.A. as well as a BA in Economics. He is fluent in English, Mandarin and Shanghainese. Mr. Hu can be contacted at aj.hu@jljgroup.com. mp3 http://www.9spaces.com/en/pub/detail#item5069 Thu, 9 Aug 2007 00:00:00 -0700 0 main challenges, recruiting, china The Wireless Industry in China with Special Reference to HR Issues In this 301-level interview, Karl Weaver, President of Newport Technologies) speaks on HR issues in the China wireless market. He first overviews China's wireless subscriber base, usage cycles, its' big 4 carriers, personal handset technology as well as current trends in the content areas of music, video, film. He then speaks to the HR dynamics and demographics of the China hiring market for the wireless industry giving overview and review of the phenomena of "Haigui" (sea-turtles) and Huaqiao native Chinese job candidate demographic. Other issues addressed include: China's techno-national standards initiatives of TDSCMA and 3G • the state of the handset industry • pre-paid SIM cards • CDMA and GSM technology in the China market • much more Karl J. Weaver is a Washington State-based and globally trained, International wireless industry executive with bilingual Mandarin Chinese language and Asian cross-cultural business expertise. As a specialist on Asia-Pacific, Greater Chinese and Indian wireless & mobile device markets, he has spent the past 20+ years focused on selling and marketing convergent PC-Telecom-Wireless communications products into Asia-Pacific, Greater Chinese and Indian Sub-continent markets in the emerging "Pacific Century". From www.newporttechnologies.biz: Newport Technologies is a Washington State based entity dedicated to helping Washington State wireless/telecom firms develop Asia-Pacific, Greater China and India sub-continent markets for the new emerging mobile broadband convergence of digital wireless and data communications. Primarily focused on the booming demand from Asia-Pacific mobile markets for advanced, high-speed voice and data networking solutions, Newport Technologies is geared to the pulse of advanced mobile communications technology in this, the Dawn of "the Pacific Century". mp3 http://www.9spaces.com/en/pub/detail#item4787 Mon, 6 Aug 2007 00:00:00 -0700 0 HR issues, China, wireless, industry Greater China Market Recruiting Challenges and Talent Search Strategies In this interview Mr. Julian Buckeridge, Managing Director of Greater China at Strategic Executive Search Group, speaks to the challenges of finding, recruiting, and hiring of top talent in the Greater China markets, while spotlighting the different regions and sector strengths within China and Greater China. Starting off with a detailed explanation of "Greater China," Julian then speaks to the specific challenges for finding talent in these different regions. Useful descriptions of challenges unique to this market as compared to the other macro economic regions of the world are expounded. While addressing the generational issues influencing the supply of native Chinese talent, Mr. Buckeridge overviews the successive economic periods since Deng Xiao Ping's reforms begun in the late 70's. In so doing he gives invaluable information on the demands of hiring for the over 40 and late-20's to 30's aged native Chinese demographics. Other issues addressed include: • Best strategies for finding the employees you want • Dealing with the Challenges of high-worker turnover rates in China • Specific challenges per vertical industry From www.sesasia.com: Julian Buckeridge is Managing Director, Greater China, and leads the regional consumer practice for the SES Group and supports the financial services practice. Over the last seven years at SES, Julian has successfully completed over 100 senior level search assignments across the Asia Pacific region, covering all key functions for a range of multinational and Asian consumer driven businesses. He focuses on Greater China, and utilizes his Mandarin language capability as well as general management experience with multinational corporations and a proven track record in company establishment, organizational development and successful hiring of staff, to assist his clients with the critical strategic recruitment of key executives. mp3 http://www.9spaces.com/en/pub/detail#item4713 Wed, 1 Aug 2007 00:00:00 -0700 0 greater China, recruiting challenges Overview of Recruiting Challenges in the China Market In this 101-level overview, Ms. Julia Correa speaks on the challenges of recruiting at the executive level in the China market as well as strategies for overcoming them. Ms. Correa is a Senior Executive Search Consultant with J.M. Gemini, an executive recruitment firm, in Shanghai. Julia starts out to answer the question of what are the main challenges facing companies recruiting in China? She speaks on the distinction between the talent shortage world-wide verses the talent shortage in China, addressing such things as work culture, language challenges, as well as technology tools shortages that are unique to the country. She next gives general guidelines for meeting the biggest challenges in the market around relative skill-levels per specific job titles (e.g. Senior manager in China may be much less skilled than a Senior Manager in the West). She also speaks to the biggest warning signs in terms of risks for hiring in light of China's high employee turnover rate, stressing the need to do the homework on each candidate's work background. Other issues addressed are: • Retention strategies • When should a company seek out a recruiting agency? • The differences between campus, newspaper, online, and headhunting agency recruitment J.M. Gemini is the China-based partner of Gemini Personnel, Ltd. You can read more about Gemini by navigating to www.jmgemini.com or email enquiries@jmgemini.com. mp3 http://www.9spaces.com/en/pub/detail#item4417 Tue, 24 Jul 2007 00:00:00 -0700 0 recruiting China, headhunting china, solutions, challenges The Growth of China's Oil and High-tech Industries: opportunities for western companies In this 301-level overview of China's oil and high-tech industries, Dr. Alexandr Nemets speaks to western businesspeople about opportunities opening up due to Chinese advances in these sectors. First, he overviews his vast experience and past research on these sectors, giving detailed figures on the growth of China's oil industry with increases in output and related oil processing facility efficiency gains. In the process he speaks to opportunities for western companies to join in the value chain and spending in this sector. He next speaks on China's high-tech sector, specifically growth in China's current and projected R&D spending as a percentage of GDP. In doing so, he speaks to the differences between dollar per dollar spending verses increases gained in relative growth if purchasing power parity (ppp) is factored in. Other issues addressed include: • China's high-tech and oil industry advancement and output goals • Regional concentrations of R&D spending in China • The variety of business opportunities opening up due to growth in these industries Dr. Nemets received his Ph.D. in Economics from the Russian Academy of Sciences in 1992 and a M.S. and Bachelor of Science in Database Management Systems and industrial automation from the Moscow Institute of Steel & Alloys in 1983. He first came to the US in 1993 and is a prolific writer of four books and in publications such as the Journal of International Security Affairs, NewsMax.com as well as 180 reports for the US Foreign Systems Research Center (SAIC). mp3 http://www.9spaces.com/en/pub/detail#item4115 Tue, 10 Jul 2007 00:00:00 -0700 0 China, oil, industry, high tech industry The National Center for APEC: connecting US businesses to the Asia Pacific In this 101-level interview, Robert Modarelli—Policy Director with the National Center for the Asia-Pacific Economic Cooperation forum NCAPEC—overviews the role this organization plays in connecting US businesses and government policy makers from the APEC countries which includes China. He first speaks on the types of Fortune 500 and select SME’s that participate in the National Center forum, stressing the US-only membership of NCAPEC. He next outlines the value-add for US businesses that get connected to NCAPEC and the information efficiencies gained from its’ unique forum. Next, Dave Parker asks him to speak on the critical issues that APEC and NCAPEC are addressing this year giving insights for businesses concerned with regional economic integration and differing bi-lateral trade agreements, energy security and climate change effecting the green-tech industry, and the increasingly salient issue of “behind the border” barriers to trade. Other issues addressed include: China’s agenda and involvement with APEC; tips for SME interaction with NCAPEC and APEC; key contact information for more information or to contact Mr. Modarelli directly. From www.ncapec.org: Robert Modarelli, III joined the National Center as Policy Director in October of 2006 after a 20 year career as an officer in the US Army, the last ten of which were spent as a Foreign Area Officer and Asia-Pacific policy specialist. Immediately prior to joining the center he spent 4 years as Chief of the Asia-Pacific Branch in Army International Affairs at the Pentagon from 2002-2006. His experience in China and Asia also includes serving 3 years as US Army Attaché at the US Consulate-General in Hong Kong , and 18 months in training at the Defense Attaché office, US Embassy, Beijing , China. He earned a Masters degree in East Asian Regional Studies from Harvard University and is fluent in Mandarin Chinese. mp3 http://www.9spaces.com/en/pub/detail#item3871 Tue, 3 Jul 2007 00:00:00 -0700 0 APEC, NCAPEC International benefits, healthcare issues, and cultural preparation in US-China cross-border business This is a 101-level overview interview highlighting preparation for employees and hiring managers concerned with international benefits, healthcare issues, and cultural preparation in US-China cross-border business. From cultural training, to background reading, to health benefits and preparations for family, Dave speaks from his 25+ years of experience as an international benefits manager, broker, and consultant. Questions such as what clients see upon landing in China and what they should be aware of from a benefits perspective guide the discussion. Specifically, what are the health care concerns, what to do when sick, about dental work, special issues within smaller Chinese cities, are all discussed. Questions HR managers may have are directly addressed as well, including: Where do I begin to address benefits concerns? • Which health insurance is best? • What company structures are the most successful in providing overseas benefits packages? • What about traditional forms of Chinese medicine? Other issues discussed include: • What can families do before they depart? • What are the assistance companies? • What to do in case of family accidents or emergencies • What services are provided based on city location? • Pharmacy and dental work issues • When pre-departure first aid training is necessary? • Benefits once in China • Ongoing health and medical issues • Special health concerns for kids Mr. Richter's experience in China and study of the Chinese language extends back to 1980 studying in Tianjin shortly after US-China relations were normalized. He has lived as an expat in Asia on three different occasions and has managed 24-hour medical assistance operations for the bulk of that time. He is fluent in Mandarin Chinese. Through Dave's experience, Richter International (www.richterintl.com) has the knowledge needed to solve the complex problems involved in international benefits brokering. mp3 http://www.9spaces.com/en/pub/detail#item3735 Fri, 29 Jun 2007 00:00:00 -0700 0 international benefits, healthcare, china, business Hiring Issues with the Chinese Career Class This is a 201-interview on hiring issues with the Chinese career class (19-35 year olds) in the China market as well as tips for success for hiring managers, recruiters, and job candidates. Susan first gives an overview of the "first, second, and third gears" that are crucial for career advancement when companies go global. Drawing on her extensive experience in China, she gives advice to both hiring managers, recruiters, and new hires on what to look for in the search. She speaks specifically to questions on hiring based on creativity, how to evaluate the importance of educational background in China, and how to invest in current hires to improve creativity and productivity. Other issues addressed include: -What type of leader to hire? -Which age hires in China are best for which types of positions? -Where to launch your business? -How should recruiters and hiring managers factor in balance of life issues in new hires? From authortracker.ca: Susan Ford Collins is the creator of The Technology of Success and has facilitated more than 2,500 training programs for executive, management, human resources, sales and customer service teams. She has taught these skills for 20 years to prestigious business institutions such as American Express, IBM, Ryder System, Florida Power & Light, the Upjohn Company and CNN; educational organizations including Montessori Teacher Training Center and Jepson Leadership School' and individuals whose cherished goals had been eluding them. She has appeared on numerous media shows including Weekend Today and CNN's Business Unusual and National Public Radio. She lives in Miami FL. mp3 http://www.9spaces.com/en/pub/detail#item3297 Mon, 18 Jun 2007 00:00:00 -0700 0 Chinese career class Anti-dumping and Countervailing Trade Issues in US-China business This interview is a 201-level interview with Mr. Chris Priddy, an associate with Schwabe, Williamson, and Wyatt and co-chair of the firm's international Business and Trade Practice Group. He speaks with Dave on the topic of anti-dumping and countervailing duties in US-China trade. This timely interview explains the issue to China business novices highlighting why it is so pertinent today. Mr. Priddy first details where these laws come up most frequently and why. He highlights how the issues come up most frequently during downturns in the economy, and what roles the US Department of commerce and the US International Trade Commission play when as cases are brought up in US-China trade. He next answers Dave's question about which industry segments are most affected by this issue and how it impacts trade; at least two prominent examples from the steel and paper industries are used to explain how anti-dumping and countervailing duties processes play out. Finally he gives an overview of what he has learned in his work with US-China trade and the China market about Chinese businesses, giving advice for how best to interact and communicate effectively with them. Headquartered in Portland, Oregon, Schwabe, Williamson and Wyatt is a multidisciplinary firm servicing many diverse business clients in the Pacific Northwest, Washington, D.C., and China. From Schwabe.com: Chris’s practice focuses in the areas of international trade, including representation of clients in antidumping and countervailing duty proceedings before US government agencies and courts. Chris’s international practice also addresses issues concerning enforcement of intellectual property rights, antitrust disputes, arbitration, and commercial litigation. Chris has also assisted foreign clients to ensure compliance with the US Foreign Corrupt Practices Act. Prior to joining Schwabe, Chris was an attorney with Willkie, Farr & Gallagher LLP of Washington, D.C mp3 http://www.9spaces.com/en/pub/detail#item3119 Thu, 14 Jun 2007 00:00:00 -0700 0 Anti-dumping, Countervailing Trade, China The 1997 Asian Financial Crisis and Current China Market Speculation In this interview, Dr. Warren Bailey (professor of finance at Cornell Univeristy) speaks on the Asian Financial Crisis of 1997 within the context of current stock market speculation in China. After an initial overview, Dr. Bailey speaks to the current issue of "stock market fever" in China and the rampant speculation and investment that has taken place, largely by the new rising Chinese middle class. His views on the interaction between the central government's anxieties and this new rising middle class is expounded. Drilling down further, Bailey speaks specifically to any similarities with the 1997 Asian Financial Crisis and possible similar regional reverberations with this speculation. Other issues addressed include: • likely Chinese government interventions • quantitiative controls on lending • views for US investors to consider (which are personal opinions only of Dr. Bailey) • perspectives on what could happen in China socially if there was a China stock market crash From business.quensu.ca Warren Bailey’s interests include international finance,international securities markets, and investments. He has a special interest in emerging capital markets, particularly in Asia. He has been featured and quoted extensively in the financial and mainstream press, including the New York Times, The Economist, and the Far Eastern Economic Review, and television interviews on CNN-FN and CNBC. He is an associate editor of the Journal of Financial and Quantitative Analysis and the Pacific Basin Finance Journal. He received the Class of 1992 Award for Teaching Excellence and the Stephen and Margery Russell Distinguished Teaching Award in 1999. mp3 http://www.9spaces.com/en/pub/detail#item2947 Mon, 11 Jun 2007 00:00:00 -0700 0 China, Stock Market, Asian Financial Crisis Multi-national Companies Hiring Chinese Professionals: Training and Visa Options In this interview, Davis Bae, speaks on the Bae Law Group's operations in helping Chinese come to the US on specialized work visas as well as to US companies hiring Chinese employees in China who come to the US for training. He speaks specifically on specific work Visa types (e.g. B-1, HB-1, H-3) the process for bringing Chinese to the US for training (e.g. invitation letters, itineraries), as well as the seasonality issues for most likely approval rates. Going deeper Dave and Davis speak on specifics for Trade Shows, Sales meetings, and other business specific trips. Several examples are used to expand on this. The also speak more comprehensively on the popular H1-B visa. Other issues addressed during the discussion include: best filing dates; seasonal worker visas; proprietary knowledge worker visas; and manager visas. Davis C. Bae is the founder and managing attorney of The Bae Law Group. Mr. Bae's practice focuses on comprehensive immigration planning for multinational and fast growth corporations. He has established corporate immigration policies, consulted on mergers and acquisitions, and developed recruiting plans for companies throughout United States. In addition, Mr. Bae actively promotes employer interests through advocacy efforts before the Immigration and Naturalization Service, the Department of Labor, and Congress. Mr. Bae regularly speaks to professional associations and companies on a variety of immigration issues including corporate changes, human resources, legal advocacy, foreign recruitment, and employee retention. He has published numerous articles addressing a variety of business immigration topics. Mr. Bae is also an active member of the American Immigration Lawyers Association. His achievements have been recognized by government agencies, lawyers associations and business organizations. mp3 http://www.9spaces.com/en/pub/detail#item2757 Thu, 7 Jun 2007 00:00:00 -0700 0 Hiring, Chinese, visas, training, US Cross-border Tax Issues and Advice for the China Market This interview is a 201-level interview on the state of tax issues specific to cross-border business with China. Mr. Tober gives an overview first on issues at home for US companies and then addresses the overseas (mainland China) side of cross-border tax issues. Mr. Tober gives advice on issues of tax compliance, liability exposure, dealing with IRS issues, income-tax treaties, corporate structure (e.g. JV, sole-proprietorship, WOFE). Dave Parker next asks Mr. Tober to drill down into specifics using the example of a US company that is considering setting up a factory for manufacturing operations in China. Gary further speaks on the March 16th Draft Corporate Income Tax Law that will likely go into effect January 1, 2008. This advice speaks to FIE's asking if it is wise to proceed with operations before or wait until after that date. The interview closes with the steps companies should take once in the market, including issues such as the Value Added Tax, tax issues around technology transfers, transfer pricing rules, and other high compliance issues in the market. Mr. Gary Tober is an attorney and shareholder with Lane Powell, focusing on the tax "...and business planning for U.S. and foreign corporations, partnerships and individuals. [His]...focus emphasizes the tax aspect of cross-border business operations and investments transactions in addition to advising on business and legal aspects of such transactions." Lane Powell is a full service law firm working with clients crossing international boundaries, heavily involved with clients going to and coming from the United States involved in the China market. mp3 http://www.9spaces.com/en/pub/detail#item2639 Tue, 5 Jun 2007 00:00:00 -0700 0 China tax issues 在美国组建公司本文从入门角度介绍了美国股份有限公司以及有限责任公司的不同形式，他们的优缺点，以及登记注册程序。同时，文章提及在美国成立公司的地域选择，对不同州的商务优惠环境作了简单介绍。作者多年在美国从事商务活动，经作者同意，9Spaces用户可以通过eMail直接与作者本人联系，就有关问题进一步进行咨询和讨论，联系地址在白皮书的首页和末页。 mp3 http://www.9spaces.com/en/pub/detail#item2091 Mon, 16 Oct 2006 00:00:00 -0700 0 美国股份有限公司，有限责任公司，LLC，专业企业 Why do business in China: My Experience with Chinese Manufacturing Mr. Powell answers the question; Why do business in China? - Manufacturing in China is a must mp3 http://www.9spaces.com/en/pub/detail#item2045 Fri, 7 Jul 2006 00:00:00 -0700 0 Manufacturing in China is a must Hints Tips for Business in China How to sell and market your business into the greater Chinese marketplace. mp3 http://www.9spaces.com/en/pub/detail#item2035 Fri, 7 Jul 2006 00:00:00 -0700 0 Relationship Building