Tag Archives: Beijing Headhunter

Hot topic of two sessions: China Dream – RMG CEO on CCTV English

Robert Parkinson, CEO of RMG Selection, was interviewed  exclusively last week by CNTV (the website of CCTV) in the office and his apartment for a new program “China Dream”.  Now a promotion video for the program is released.  Let’s see what’s his “China Dream”.

Watch the video: http://english.cntv.cn/program/newsupdate/20130303/105323.shtml

Sina Weibo:  http://media.weibo.com/profile.php?uid=3173633817

Sina Video: http://video.sina.com.cn/v/b/98438300-3173633817.html?bsh_bid=199858966

Top 7 – Bitterness behind attractive occupations – RMG on Occupation

七大光鲜职业背后的辛酸

华丽的服饰,自由的工作时间,潇洒的谈吐,卓越的成就……这些都是女性朋友向往的工作中所拥有的。殊不知,每种职业都有着不同的艰辛,并没有我们想象中的那么完美。现在就让我们听听那些令人羡慕的职业背后的故事,或许听了这些故事后,你会对自己现在的生活状态很满意,不再纠结于自己的职业问题。

2 Read the whole article: http://www.zcom.com/article/95029/index.htm Read the magazine: http://view.online.zcom.com/full/29066/52.htm?prev

Wage Disparity between White-collar and Blue-collar Workers – RMG CEO on Beijing Evening Post

除了建筑工人薪水表,另一条消息也让小白领们受刺激不小。这条消息称,一汽大众长春工厂一线工人的年终奖可能升至40个月的工资。“如果按照2012年初一汽大众公布的一线员工基本工资3000元/月计算,届时每个员工可领到12万元的年终奖。”虽然此消息很快就被公司辟谣,但公司承认曾给员工发放双倍月薪或三倍月薪作为奖励。而在2011年,一汽大众因向员工发放了相当于27个月的基本工资作为福利,成为各大公司年终议论的焦点。

其实,在欧美发达国家,体力劳动者工资高是“国际惯例”。在美剧《绝望的主妇》中,水管工迈克就是令不少女性心仪的钻石王老五。而在我国,随着城市化进程的推进、人口结构的转变,经验丰富的蓝领工人工资也逐年水涨船高。据粗略估算,我国技术工人的工资从2011年至今平均涨幅至少达30%。

罗迈国际商务咨询RMG SELECTION)一名高级顾问认为,促使我国蓝领阶级工资快速上涨的原因,主要有两方面:一是市场供需关系不平衡,二是现有人才培养结构不合理。

在供需方面,我国的蓝领工人分布最多的行业是制造业,包括传统的机械制造、汽车制造、家电制造等,而接下来就是高科技行业和消费品行业,主要以高科技制造企业、食品制造企业、服装制造企业为主。近年来,我国制造业的发展逐渐从南方向北方转移,从沿海向内地转移,山西、山东、辽宁、吉林、黑龙江等区域的大型项目急需大批劳动力,因此企业提供的薪酬待遇也非常有竞争力。仅就汽车制造行业而言,沈阳一带的制造厂一线工人的平均工资超过了北京上海的汽车修理工,而整车厂的烤漆工、喷涂工等工种,由于车间环境恶劣、劳动力供给不足,拿的薪水会更高。

有报告显示,我国目前的蓝领工人以80后、90后居多。这些人跟老一辈打工者有着很大的不同。他们学习能力强、接触领悟能力强、关注新鲜事物,同时也对基本工作环境和薪资要求高,工作稳定性差。以前很多企业没有针对一线工人的薪酬调整方案,甚至几年都不调整,但是现在为满足新生代劳动力的需求,大多数企业至少每年调整一次薪酬,而每半年、每季度调整的企业也比以往有了大比例的增加。

在劳动力培养方面,我国也有较大缺口。我国的教育经费偏重于城市,城市里偏重于高校,而高校的专业设置落后于市场需求,致使很多财务、经济、管理等专业的毕业生找不到工作。此外由于观念原因,许多家长和学生只有在升入重点高中无望的情况下才会接受职业教育,认为“只有成绩差的人才去读职业学校”,导致市场上高级技术人才缺失。同样由于观念原因,不少高校毕业生眼高手低,不愿去生产一线做基础工作,总认为风吹雨淋的蓝领不如坐办公室的白领体面。

“其实,蓝领和白领的职业上升空间一样广阔。只要有悟性肯努力,技术工人一样可以做到很高的管理岗位。”这位顾问说,他认识一位某合资品牌汽车的喷涂工,利用业余时间考取技术上岗证书、自修英语,经过近六七年的努力,已经做到了整个生产线的生产经理,年薪可达近50万。

由此看来,劳动力价格由市场和劳动力的价值共同决定,需求旺、产出价值大的时候价格自然高,而与学历的高低无关。

奢侈品洗护技师

28岁的北京小伙子杜贺在学校里读的是汽车修理专业,但如今他却成为了奢侈品护理中心“奢品汇”的一名店长。杜贺每天与“万元级别”的包包、鞋子打交道,精湛的手艺让他的收入稳定在6000至8000元之间。

杜贺从事这一行才两年时间,他说自己选择这个行业是因为“技术有潜质”。作为都市“新蓝领”中的典型代表,杜贺找工作特别容易,因为“这类人才很少”:需要非常细致的手工,对颜色的辨识能力和手上的操控同样重要。

“花1万元买个大牌包,总不能脏了就扔吧?清洗和护理平均两个月就得做一次。还有一些伤痕必须经过专业技师修复。”杜贺给记者讲了一个“典型”的例子,也是他最有成就感的一次护理:“有个姑娘拿一个爱马仕黑色限量版铂金包来店里,我看见那个包心疼坏了!姑娘因为和男朋友吵架赌气,价格12万元的铂金包划伤了好多道子。幸好经过我们的修复包包完美如初,两个人的气儿也都消儿了。”

“有人说,这一行有什么意思,不就是洗鞋、洗包吗?开始我也觉得是,直到自己的钱包需要清洗,我才发现跑遍北京都很难找到‘专业范儿’的清洗店。”杜贺的老板董博文是个快人快语的北京姑娘,她告诉记者,奢侈品护理这个行业在中国刚刚起步,蕴含着巨大商机。“就拿CHANEL来说吧,售后服务需要邮寄到欧美进行,通常花费在3000元左右,护理周期得一年甚至一年半。好好的新款包,等从国外养护回来就成了‘过气款’。”

传统的干洗店清洗普通包一两个小时就可以完成,但在杜贺和他的同事们手中,给一只大牌手袋做养护需要花费一周左右的时间。“不是说单纯清洁就可以了,专业护理有10至15道工序。”就拿皮包链条部位的皮质来说,整个清洗过程往往得用上好几百根棉签;包上所有带针脚的地方都需要一针一针来清洗,费时费力更费眼睛。杜贺说,店里光是清洗剂就有100多种,护理产品几乎都是原装进口的。

在“奢品汇”洗一个包着实不便宜,大致的收费在600元至1200元之间:这其中30%左右是药剂成本,人工费用则占到70%左右。因为国内没有名品皮具专业养护的认证,因此店里的技师都拥有国外培训和资格认证的证书。虽然做的是技术活儿,但杜贺对自己的要求更高:“我们的客人都是很有经济实力的,买的就是一份信任和舒心的服务,沟通最重要。” 窦媛媛J202

网店打包工月入超五千

左手从塑料盒中拿出图书,右手拿过一个带有“当当网”标识的厚塑料袋,书本塞入塑料袋中,两手迅速将塑料袋折叠起来,将带有收货人信息的流水单放在上面,再套上一个透明的薄塑料袋,紧贴包裹折起来,右手拿过一卷胶带,一横一竖将塑料袋粘紧,几秒钟时间,一个包裹就完成了。这位名叫王保华的打包工最近在网上成为热点,被誉为“最帅打包哥”。

在位于大兴区狼垡附近的当当网北京库房内,记者看到了这位“最帅打包哥”。超过1.80米的个头,眉清目秀,动作迅速有序,与同事谦虚有礼,确实堪称“最帅”。

王保华是河北省衡水市人,以前是体校一名练习射击的运动员,由于成绩不理想,错失了进入国家队的机会。在北京打工的5年多时间里,他干过地铁广告维护工、建筑工等多个工种,半年前来到这里,经过一个月培训后成为一名打包工。“刚开始的时候,我一天也就是能完成四五百个包裹,越练手越熟,现在一天8小时能轻松完成1000多个包裹。昨天晚班,我一个人完成了1400多个包裹。”王保华带着自豪的语气告诉记者。

谈到刚刚过去的“双11”,他的快乐明显写在脸上,“那个时候订单比平时增加几倍,大家高兴得手脚都比平时快了许多,我最多的时候,一天打了4000个包裹。”打包工是按完成的包裹数量计算工资,完成的包裹多收入就高。一般情况下,他月收入能达到3000多元,高的时候能到五六千元。

每天将数千本书变成一个个包裹,他慢慢看出了门道,“最近买莫言图书的人多,有人成箱的买,最多的一个买家一下子买了六箱。另外,购买考研、高考辅导材料图书的也有很多。”有的订单图书多,王保华就想尽办法将它们装在一个箱子里,避免由于多出一两本书而再增加一个包裹,“干得多了,瞅一眼就能发现一堆书大约需要多大的包装箱。我尽量将它们码放在一个包装箱内,这样快递也能减少无谓的劳动。”经过前面的质检和他的打包工序,再经过扫描等工序,王保华双手形成的包裹就能出库了。如果他早晨8点上班,包裹会在当天被送到北京的买家手中。

谈到愿望,王保华希望网上的促销越来越多,“大家网上订货多我就赚得多,越忙越高兴,哈哈!”这位25岁阳光帅气的男孩笑着说。

贾中山 J159

美国劳工统计局

2009年公布的

美国蓝领工资前10排名

1. 电梯安装和维修工

平均年薪:87518美元

平均时薪:42.08美元

平均每周工作时间:40小时

2. 电气和电子产品维修工(厂房,变电站和继电器)

平均年薪:68084美元

平均时薪:32.75美元

平均每周工作时间:40小时

3. 电厂运营商,分销商和调度员

平均年薪:65846美元

平均时薪:31.50美元

平均每周工作时间:40小时

4. 燃气设备操作员

平均年薪:63872美元

平均时薪:30.71美元

平均每周工作时间:40小时

5. 机车工程师

平均年薪:63125美元

平均时薪:28.27美元

平均每周工作时间:42.5小时

6. 电力线路安装和维修工

平均年薪:60354美元

平均时薪:29.02美元

平均每周工作时间:40小时

7. 结构钢铁工人

平均年薪:59224美元

平均时薪:28.55美元

平均每周工作时间:39.9小时

8. 建筑和建筑检查员

平均年薪:59144美元

平均时薪:28.31美元

平均每周工作时间:40.2小时

9. 船舶操作员

平均年薪:57910美元

平均小时工资:24.86美元

平均每周工作时间:51.8小时

10. 无线电和电信设备安装员

平均年薪:57149美元

平均小时工资:27.48美元

平均每周工作39.9小时

J229

Read the whole article: http://bjwb.bjd.com.cn/html/2013-01/03/content_36797.htm

HR Localisation is Much More than Hiring Natives – RMG CEO on Business Tianjin

8 years ago, when I came to China for the first time, half of the positions in foreign companies in China were aimed at people who were from other Asian countries or other foreigners with Asian experience. However, in 2012, 80%of RMG Selection’s clients are MNCs and 90% of their positions require a Chinese candidate. Another official report, released by Talents Pool of Jiangsu Province Foreign Affairs Service Centre, also says that 95% of employees in foreign companies within their province are Chinese. It seems like the HR localisation in China is almost completed. Are most of the HR departments in those foreign companies are proud of their human resource localisation, because they hired so many Chinese candidates?

First of all, let’s see what ’localisation’ is. Localisation happens when an imported product, service, person or identity is given the local ‘look and feel’ with respect to language and identity. It is not simply a case of translating instructions and text on packaging into the language of the intended country; it is a way of fitting something to the target audience of the country. Then, in my mind, HR localisation is fitting your HR system to the people, society and employees in the target country. So to hire local employees is just the talent localisation, a small part of ’HR localisation’. According to my experiences, in 5 countries and 8 years working in China, I would say that there are four other tasks which should be performedin order to localising your HR System to here China.

Value Localisation

The most different aspect between China and other countries is the culture. But culture is the base of every single piece of business action. Chinese culture, as a representative of Eastern culture, is one of the longest surviving cultures worldwide. One of the important reasons for that is its adaptability and flexibility. But too much flexibility inevitably results in not attaching importance to the establishment and implementation of a formal system, relying more on the ‘rules of man’. Value localisation is not simply to adopt the local cultural values; it is a way to merge and combine your culture with the Chinese one. The best practice here is to explain your mission via the local language and logical thinking. And you should show your respect here.

Take RMG Selection as example, our slogan is ’specialist, professional, recruitment’. But it is kind of ’dry’ for merging the local culture here. Then, we add a company culture explanation here as ’Work Hard, Play Hard; Happy Staff, Happy Clients’. With this meaning we build up a unique HR management style of combining a friendship-feeling and family-feeling. This is the feature that all of my employees are proud of.

Reward Localisation

As a head hunting agency, we ask people why they join every day. There are many reasons from different people, but the most prevalent one of those is to be rewarded. The reward includes not only the salary but also all other kinds of benefits, incentives and inspiration. Chinese people think very highly of rewards and respects. In RMG Selection, we prefer to encourage any tiny correct action of our employees in relation to the bigger rewards available. Take new employees as an example. They will be keenly aware of such positive energy because here we pay special attention to the new employee’s incentives. New employees who produce fine performances will receive the praise during the general membership meeting. After that, a notice form will also be published via e-mail to the whole office. To increase positive responses, let the employees from China understand the attitude of the enterprise accommodating them. Also, increase their sense of accomplishment, pride and desire for further good performances. On the other hand, if you fail to consider these important Chinese values, you may lose the heart of your staff. There is another case from one of our clients. The way they calculate salary is to set up the highest income you will get and then minus some in the case that employees don’t reach their targets or make mistakes. However, the Chinese like the way of adding different items of income even though the final numbers are the same. We have heard many complaints from their employees and their turnover rate is more than other companies in the same industry.

Training Localisation

It is always good to have efforts from many areas. The employer could also train people to adopt the value, skills and views better suited to a localised way. Then we half the work of localisation with double results. One of the best practices is overseas training. For executives and managers, the main purposes are to nurture the international ties and strengthen the connection with the HQ. According to Shanghai Talents Market, there is a good number of MNCs which send their CEO from the HQ to Shanghai to pick up good managers. Those local managers will be sent back to the HQ having had global training. When they go back to China, they will be promoted to higher levels. For the graduates, the Global Trainee Program is a fundamental way to develop customised talents for your company. As we all know, Guanxi is incredibly central toChinese life. So I prefer the ’Mentoring System’ in China very much. In this system, every employee will have his/her coach and learn not only skills but also the way to deal with people in your company from the coach. Guanxi relates very much to the learning process. This is the way Chinese people feel comfortable.

Expatriate Localisation

Finally,, let’s go back to the original point – talents localisation. There is no doubt that this is the most important aspect of the for localisation process. But more is not alwaysbetter. How many expatriates you need really depends on your industry and culture. For example, 99% of employees in Wal-mart China were local people in 2006, while Motorola got 83.3% in the same year. And the Korean and Japanese companies usually have lower localisation level than western companies. My advice here is “please localize your expatriates as well”. Whatever you planned, it’s all about people. It will shorten the communication process of value, rewarding and training on all levels to make your expatriates understand the local language, culture, system and importance of social relationships.

In one word, localisation is an effective way to achieve a win-win situation. 2012 is the 34th year after China released the reform and opening-up policy. Foreign companies here should practice their localisation strategy. In myexperience, I believe HR will play a more important role in the whole process. It is just getting started.

By Robert Parkinson

Read the whole article: http://businesstianjin.com/index.php?option=com_content&view=article&id=5440:hr-hr-localisation-is-much-more-than-hiring-natives&catid=168:2012-november&Itemid=100

RMG Video – Shining the light inside RMG

Shining the light inside RMG

This video combines the periods over the past two to three days, giving viewers a genuinely live insight of RMG to everyone. We don’t exaggerate our achievement, you will see, we are what we claim to be. Also, we don’t make up our fabulous RMG Life, we prefer to tell you all the truth. Here, what you can see is just a small part of it. We encourage people to start from zero. You can create your own world here. We won’t blame anyone who work at RMG for making mistakes. RMG believes that through mistakes is how you learn to achieve success.

Come on and chase after RMG, a promising and fairly open-minded consultancy company!

Watch the video on Youku:   http://v.youku.com/v_show/id_XNDM4NjIxMzI0.html Watch the video on Youtube:  http://www.youtube.com/watch?v=aDeHiKMghCk&feature=youtu.be

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