Tag Archives: China

Can You Talk between the Lines?

Tuesday, 02 December 2014 01:25
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By ROBERT PARKINSON

Every Chinese is proud of their country’s 5,000 years of cultural history. However, if people from the Western world were to interpret this culture in the wrong way, it would be quite difficult to communicate. Bearing in mind the cultural differences, many expats will have encountered conversational awkwardness with Chinese employees or colleagues. So, I begin my discussion with the Chinese style of “Han Xuan,” small talk.

To start with, let’s imagine the following scenario: You come out of your apartment and meet an old lady from the neighborhood who asks you “Ni chi le ma?” (Have you eaten?). Expats are normally confused as to why Chinese people always ask them whether they have eaten – anytime or anywhere. There is similar confusion about small talk when expats try to build up a relationship with Chinese people. To help expats understand Chinese colleagues better, I would like to give a few practical tips about starting and following up small talk.

Let’s begin with some daily small talk topics. A very popular topic among the Chinese is food. Many of my Chinese colleagues like talking with me about Chinese cuisine. Don’t ever take the question “Ni chi le ma?” at face value – it is a way of saying “hi” and beginning a conversation. If you simply answer “yes” or “no” and end the conversation, you will probably end up an “outsider” among Chinese in any situation. It is always nice to talk about a new restaurant or delicious dishes you have recently tried. At the very least, you could ask for recommendations of restaurants nearby. This will start an enthusiastic conversation. Maybe you can invite a beautiful girl/cool guy to join you for lunch tomorrow!

Ninety-nine percent of well-educated Chinese know that the weather is common small talk among the British. However, I think less than five percent of British people know that the Chinese also like starting a conversation this way. I have seen Chinese people in the elevator greeting each other and then commenting on how cold, hot or smoggy it is. To get involved in or start this kind of small talk is not difficult for expats.

Each week, there are two popular topics: weekend activities and weekend plans. I guess it’s not difficult to judge which one is for Monday and which for Friday. If you meet a colleague in the elevator on Monday morning and have to go all the way up to the 35th floor, this topic might just help you get out of an awkward silence. You should also be aware that Chinese weekends are never full of parties and drinks, so don’t try to show how different or special you are in front of your Chinese friends. This could widen the relationship-building gap.

Another frequent topic is festivals and holidays. Many Chinese take annual leave before or after Chinese festivals to travel. So, if you are on the way to a meeting with a Chinese client, a casual chat about holiday plans is probably a good introduction. It is the same as Western businessmen who always meet for a coffee before a formal meeting.

Above are the basic small talk topics for those who are relatively new to China. For those who have spent over a year in the country, and want to take your relationship with China to the next level, it will be no surprise to discover that small talk can help with this. However, to get to know your Chinese colleagues even better, you need to download several social media apps – and quick!

During the lunch break at my company, I often see employees scrolling away on their touch-screen smartphones. I quickly found out that without Chinese social media, one hardly knows what is going on in the social world. My employees helped me to set up Weibo and WeChat on my phone. These are similar to Facebook and WhatsApp. By “catching up” with Chinese colleagues on social media, you can easily find out if they are married with children, dating, or where they go at weekends. That’s probably the best way to know what is going on among your Chinese colleagues. Then, you can start a specific topic when you engage with them in small talk. For example, you might ask, “How was the beef you tried at the weekend?” taking the more conventional enquiry a step further. Taking a deeper interest in your colleagues’ lives will speed up the development of your relationship.

Small talk plays a vital role in opening up personal and business relationships. While it is impossible to eliminate cultural differences between the West and China, expats should try their best simply to do in China as the Chinese do.

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Education Today – University Graduates’ Job Market in China

Monday, 24 November 2014 09:22
Robert-Parkinson  

What are some of the qualities of a desirable candidate? What interview tips that might come to handy to job seekers? Robert Parkinson, CEO & Founder of RMG Selection, was interviewed in China Radio International Education Today on Nov.21st. Robert says that what most companies are looking for are candidates with positive work ethics and hard-working attitude. Most Chinese young people are hoping for highly-paid jobs in their 20s, but Robert promises that if people work hard in their 20s, good pay-back will come in their 30s or 40s.

As for the difference between Chinese and western companies, Robert notes that Chinese companies desire well-experienced candidates with expertise in certain areas, whereas western companies prefer those who are mature and can rise up to challenges. As for the interview tips, Robert suggests that interviewees spend at least 2 hours on background check of a company instead of a quick Baidu search. What’s more, formal dressing is a must and questions of salary and working hours should be avoided until the final discussion with the HR department.

Listen to the original show

How much is an MBA Worth asks Robert Parkinson, CEO of RMG International Business Consulting (Beijing) Co., Ltd

Tuesday, 15 October 2013 05:49

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‘The ticket to executive positions with a six digit salary’ has long been the tag on the MBA degree. MBA degrees contain a kind of magic that inspires a soaring expectation from the candidates. According to Poets and Quants collection of salary expectation of MBA candidates cross different countries, the US MBAs expect a 140 per cent raise for their MBA degree, a 148 per cent salary increase is expected from UK MBAs and a whopping 245 per cent salary raise is expected from Chinese MBA candidates. However, according to the talent flow survey conducted by RMG Selection in China, the average salary raise from job-hopping is 20 to 30 per cent, regardless the position level or the qualification of the job seekers. As unrealistic these expectations are, these rate rises do not come from nowhere.

The great story and the not so great reality

For years there has been a love story between the Wall Street Firms and the top MBA programmes graduates, making the MBA the ticket to investment banking and other top finance sectors. MBA candidates are immersed in misleading reports and stories that make them believe in the magic of MBA degree automatically getting them leadership positions.

However, even the love affair between Wall Street and Harvard MBAs didn’t survive the big financial meltdown of 2008. According to Poets and Quants, only 27 per cent of Harvard MBAs have been recruited into financial sectors this year, down from 35 per cent last year and 39 per cent in 2011. Also Bloomberg reported a continuous two year decline of MBA recruitment in all business schools with a recruitment rate of 70 per cent, down from 75 per cent last year. The hard reality also plays out for Chinese MBAs. Because of the bad employment conditions of China this year, 25 per cent of MBAs postponed their graduation – as reported by Hexun news. If that wasn’t bad enough, the private sector in China claimed that they were not recruiting MBAs because of the high hiring cost.

Facing the not so great reality, it is important for MBA candidates to sort their priorities of what is important in a job instead of relying on the authority of the degree or those outdated stories. Candidates also need to remember that the cost of gaining an MBA exceeds the amount required for fees. Actual cost is significantly higher since it includes cost of living expenses, foregone salary and other opportunity costs such as a perspective promotion. And even having paid that cost a candidate’s return on investment is far from certain time-wise. According to the China Talent Flow Survey of 2013 by RMG Selection, the response rate of online resume application of MBAs does not show any radical difference from that of experienced bachelors over a six month period. The brand equity added simply from the privilege of an MBA degree is therefore not as dramatic as candidates imagine. Put simply, MBAs are not rewarded more money because of their degree.

Recruiters: the Checklist for hiring an MBA

Facing such high salary anticipations of MBA talents, it is very important that recruiting companies make meticulous hiring decisions between an MBA and an experienced professional and have a clear and specific recruitment need. The following are a checklist recommended to HR facing MBA recruitment:

1: Does this position really need MBA credential?

An MBA is not the must for every higher position. Most consultancies prefer their candidates to have an MBA because the jobs require critical management and leadership skill. Also the networks created from the MBA programs could benefit the company in the terms of Business Development. Also for above director level position, an MBA candidate is recommended because the executive management plays a crucial role for these positions. On the other hand for more technical and specialized positions, such as a Head Engineer or the R&D manager, it is the expertise in the specific field that is most valuable. The MBA credential does not differentiate one candidate from another.

2: What type of MBA program is candidate enrolled in?

Most hiring managers or HRs focuses on the school where the MBA degree is issued. Recruiters are likely to neglect the type of MBA program the candidate participates. Most candidates will not list the type of MBA program they are enrolled in on the resume unless it is a full time MBA program. Therefore, additional questions need to be asked even if the candidates graduated with a Harvard MBA.

Typically, there are three types of MBAs:

• The two year full time MBA

• Part time MBA

• Online MBA

Most universities have the first two programs but some community college or specialised MBA education institution offers the MBA courses online. The MBA experience varies through different type of programs candidates are enrolled in. The full time MBA engage candidates to study, practice and networking with their classmates and annulus. Due to less time commitment, the part time MBA may not guarantee the engagement in the course learning but the daily work practice is also likely to lift the practical benefits that candidates get from the courses. It is also worth mentioning that there are different variations in MBA programs, such as International MBA, Overseas MBA and EMBA, which all have different focuses in terms of function, industry and courses.

3: Can the MBA education add practical value to the candidate and the company?

MBA degree on the resume should only boost their chances to get interviewed but not their chances to get hired. One of the most valued benefits from MBA education is the range and quality of network MBAs are likely to have after your graduation, especially if they are graduating from one of the top programs. However, the networks will lose its value when the candidate does not have enough networking and relationship management skills. It is important to learn about how the candidates practice what they have learned from the courses or cases into real business practices before you made the decisions to pass all the other candidates.

4: Can you afford an MBA?

From a financial perspective, though MBAs expectation to have a more than 140 per cent salary raise is not realistic, recruiters do need to understand and manage MBA graduates’ expectations. It is crucial for recruiters to set up clear and firm offer ceiling, the highest or the most costly offer package that the company can afford, during the salary negotiation because it is very likely for recruiters to end up with a higher planned salary for an MBA than a normal experienced professional.

From a management perspective, although recruiters are most likely to hire an MBA for a managerial position, the team dynamic should also be taken into consideration. There is a risk to hire a manager rather than internal promotion due to the possible disruption of the team effectiveness. If the MBA is not the right leader for the team, there are possibilities to lose one of the former employee or the MBA talent after all and affect the efficiency of the whole department.

5: Make your retention plan effective.

No company wants a quick turnover of their management team. Therefore, if you have MBA candidates entered your final round of interviews, it is important to make the retention plan before you make the actual hiring decisions because it is very likely that you are going to employ an MBA. Besides the salary raise and a good title, MBA candidates also have high expectation of their career development. A detailed career development plan not only increase the chance of the candidates accept the offer but also controls your internal position turnover and human resource planning, especially when you have decided to hire an MBA.

Also, after you have hired an MBA manager, certain support is needed in order to make the transition. For instance, it is recommended to arrange a senior manager to mentor the MBA to fit in the team dynamic and coordinate the subordinates as well.

 Read the original version at: http://www.theglobalrecruiter.com/news/how-much-is-an-mba-worth-asks-robert-parkinson-ceo-of-rmg-international-business-consulting-beijing-co-ltd/4616

Family First

Monday, 16 September 2013 05:50
family first   By Ruben van den Boer My decision to come to China was a pretty simple one: curiosity. I am originally from Holland, but have always been fascinated with China—this mysterious and rising oriental superpower. I bought books and movies on the country, wishing to satisfy my questions. On the contrary, it only inspired more. With China’s economy booming, many amazing career opportunities are currently open to foreigners like me. It was a very natural decision for me to come to explore the possibilities in China. Beijing brims with opportunities and ancient Chinese culture, which is the reason I have made it my home. As a headhunter here, I am surprised by the level of professionalism within the local industry, even though it is relatively new. I have discovered that when considering changing jobs or taking up new employment, families have a huge impact on the decision-making process. Considering my own background, most Europeans make self-development their first priority opposed to family life. Decision-making is thus very self-oriented and independent. As an example, I only considered my interest in China before moving a world away from my parents. From a cultural perspective, the Chinese moral code of family and filial responsibility,xiao, is greatly influential. Local people feel responsible for taking care of their families and even in-laws. Although they are willing to relocate, it should be within a 1-hour flight so they can make it back in case of emergencies. Also, I have come across cases where Chinese candidates would struggle to change jobs because it could affect their families. For instance, one candidate who has seven years experience in marketing always wanted to work as a brand manager. Fortunately, I had just the right opportunity for him with a company in Ningbo, where both he and his family reside. Even though initial interviews went well, during the final round of discussions, he told me that he couldn’t accept the offer because he was supposed to get married this year and prepare to have a baby. His family was not happy about his decision to change jobs since it would be challenging. Therefore, he turned the opportunity down, which I found extremely shocking. I have encountered another similar situation. I arranged interviews for a logistics manager candidate. I wanted to prepare him a little two days before. However, he requested the interview be moved because it fell on the 60th birthday of his mother. When I communicated this to the client company, they responded by saying it was totally acceptable and that they respected the candidate’s schedule. Family is a very basic, but crucial factor for Chinese candidates choosing a job. On the other hand, Western values have infiltrated younger generations, alongside the effects of a fast changing local society, with the youth more independent. I believe that there will be a new balance between family and personal life, with Chinese characteristics. The author is Ruben van den Boer, a Dutch who has been living in Beijing for 4 years.  Read the original version at: http://www.bjreview.com.cn/eye/txt/2013-08/12/content_560157.htm  

Top Ten stressful Jobs in China – RMG on Financial World

Tuesday, 30 October 2012 06:41

日前中信证券（600030）传出：一位负责法务的员工因脑溢血不治去世，年仅34岁。职场精英英年早逝使人不禁联想到近来在媒体上频频爆出的过劳死新闻，一个个鲜活的生命在高压工作下走向了亚健康，更甚者则是使人扼腕的死亡。职场人工作压力大，熬夜加班是常有的事，工作时间过长、劳动强度加重、心理压力过大而导致精疲力尽，引起身体潜藏的疾病急速恶化，为“过劳死”埋下伏笔。

据报道：日本每年约有1万人因过劳而猝死。根据世界卫生组织调查统计，在美国、英国、日本、澳大利亚等地都有过劳死流行率记载；而“过劳死”一词是近15年来才被医学界正式命名。“过劳死”是指在非生理的劳动过程中，劳动者的正常工作规律和生活规律遭到破坏，体内疲劳蓄积并向过劳状态转移，使血压升高、动脉硬化加剧，进而出现致命的状态。而近年来在中国，“过劳死”已经威胁到一线职工并向白领阶层蔓延。事实上，过劳死在我们身边也越来越多。据统计，在30岁至50岁英年早逝的人群中；95.7%的人死于因过度疲劳引起的致命疾病。

过劳死频发的职业也有迹可循，这些高压职业中日复一日的紧绷生活摧毁了他们的健康，使职场人疲于应对。罗迈国际为您总结了十大高压职业，你的职业在其中么？

1.公司高管：

他们不仅要为一整个企业的运营负责，而且在股东和董事会的命令下工作，必须保持利润。这份工作必须懂得足够多的商业知识，并且了解市场和行业发展趋势。此外，他们还得做出各种决策，雇佣谁，炒了谁，在哪里开张，在哪里关张。在经济环境好的时候，企业高管们日子还好过些，一旦遇到的经济危机，他们就得为企业各项的指标衰退而买单。事实上，他们也无法掌握自己的命运。

2005年网易公司沉痛对外宣布公司代理首席执行官孙德棣于9月18日辞世。根据网易在纳斯达克的资料显示，孙德棣死时年仅37岁。此外还有同仁堂（600085）少掌门张生瑜 ，38岁突发心脏病逝世； 大中电器总经理胡凯，52岁心脏病突发；爱立信中国总裁杨迈，54岁，跑步机上突发心梗辞世。名单上的每一位，都是成功的社会精英，拥有无可限量的美好前景，但都因为劳累，绷断了生命之弦，在人生的黄金年华便早早逝去，不由人不扼腕长叹。

2.财务/会计：

面对的工作事无巨细，包括报销、票据截止的汇总，以及账务盘点、做报表、制定财务规划等，劳动强度大且要求严苛，一丁点儿的失误都可能造成巨大损失。而且财务人员面对的都是数字、报表，本来就容易造成心理饱和、疲惫。另外，涉及到资金流动，财务部与其他部门的沟通压力也很大。

2011年4月普华永道会计师事务所审计部门一名入职仅半年的员工由于过度劳累引发急性脑膜炎，不治身亡。这名员工为交大毕业的硕士研究生，2010年刚入职，在审计一组工作。她曾患病毒性感冒，但由于工作较忙，并没有好好休息，等持续高烧时才去医院就诊，最终诱发急性脑膜炎，不幸去世。

3.销售人员：

不稳定的工资，结果的巨大压力，以及冗长的工作时间都使其成为一个高压的职业。业绩考评加剧了竞争，对客户和人脉也有很高的要求。此外，应酬多，对身体也是不小的压力。

2010年9月上海市一企业销售部经理38岁的刘先生突然胸腔剧烈绞痛，被紧急送进新桥医院全军心血管病研究所。但是经过一个小时的抢救，依然没能挽回他的生命。据了解，刘先生是销售部的一个片区业务主管，工作能力和业绩突出，并被提拔为副经理。由于肩上的担子重了，加班赶任务几乎天天都有，没有黄金周、没有双休日，生活完全紊乱，随时处于焦虑与疲惫之中，不胜酒力的他还要经常应酬。在3天3夜的紧急加班后，刘先生心脏猝死。

4.理财顾问：

一般从业半年到1年的基金/保险顾问，可能因人脉耗尽面临淘汰。从业3年以上的人员则面临升职压力。因为要想晋升，就要保持业绩的持续增长。最后是来自大客户的压力，他们会对理财顾问的服务进行评估。因此他们需要为别人的财务负责，而他们对市场无能为力。当顾客赔钱时，他们会感到愧疚，可能经常会有人对他们大呼小叫。

5.建筑师：

建筑设计师在旁人看或许是种浪漫职业，实质压力大，工作繁重，不容差错，是个严肃职业。建筑设计师职责包含很广：建筑造型，内部功能分区，建筑材料，色彩，结构，协调水暖电，建筑周边的空间安排，景观设置。需要广阔的知识面以及丰富的实践经验，以及不断的更新进步。而在每一个项目之中，都需要付出无数心血，熬夜加班在所难免。

曾任北京市建筑设计研究院副总建筑师、体育建筑工作室主任的王兵先生于2011年6月23日清晨因病去世，享年47岁。1987年毕业于清华大学建筑系。从2000年到北京奥运会举行，他曾在北京成功的申办和举办奥运会过程中做出了突出的贡献。但其实一直在巨大的压力下苦苦支撑，奥运开幕的当天他就住进了医院，最终早早离开了人世。

6.医务人员：

医生可能被要求在非常不方便的时候工作，很多手术要数小时才能完成。手术要求极度的精确和对细节的关注，还要快速做出可能关乎病人生死的决定。而且，提高的医疗差错的保险成本也是很多医生压力大的原因之一。医患关系紧张，也是医护人员面临的一大问题。另外，医生的工作时间很紧张。如果做到了主治医师，不仅要管多个床位、还要上门诊、急诊，有的还要担任科研、教学方面的任务；获得课题、晋升职称等都是压力的来源。

2010年12月24日，台大医院证实精神内科主治医生陈至全日前被发现卧倒家中，疑似过劳死，引起了网友的争相关注。早在10月底，台大医院也曾传出医生曾胜弘晕倒在办公室走廊，甚至一度停止心跳的消息，这些不禁让人质疑，医生这个曾令人羡慕不已的高薪职业，何时变成了令人同情的高危险人群。台大医院相继爆出医生疑似过劳的新闻，让众人看到这个职业光鲜背后的无奈，有台媒爆料，医生早上7点就得参加科里的 “晨会”，9点开始看诊，名医可能要看到晚上都看不完，而外科医生则常常是要彻夜开刀，疲惫不堪。

7.人力资源主管：

人力资源部要做所有员工的绩效评估、奖金分配、调薪计划以及员工满意度调查等工作，对于员工激励以及培养员工工作热情有着非常大的意义，对脑力以及体力都提出了很高的要求。

另外人力资源主管身负招聘任务以及人事权，也容易带来人际关系上的紧张，对于沟通能力要求颇高。在公司裁人时，或是员工流失的情况中，则会夹在老板和员工之间，左右为难。

8. IT程序员：

一方面，程序员的工作强度之大，是一般人难以承受的 。程序员的生活普遍没有规律，特别是在关键的开发期间，每人从早上9点工作到晚上12点，有的甚至吃住在工作室。如此，一段有限的时间方能完成整个项目。

另一方面，软件开发中所用到的技术，大多更新换代非常频繁。这么快的更新速度，要求程序员必须有良好的创新能力和学习能力。很多程序员在30岁以后将不具备这种能力，只有面临淘汰。何况IT行业人才辈出，长江后浪推前浪，无疑将加速这种”优胜劣汰”的机制。因此，IT程序员除了工作上的加班时间，还必须拿出许多精力私下充电学习。

“百度地图”一名技术研发人员，在上岗仅有四个月后，因心脏衰竭而亡。据其生前发表的微博发现，死者工作繁忙，曾48小时不休不眠，一众网友直指其是“过劳死”。此外，还有一度在网上传得沸沸扬扬的华为员工过劳死事件，足见IT行业在高压力的职业中首当其冲。

9.记者/编辑：

从“无冕之王”到“新闻民工”，记者这行业也在剥掉“神秘的面纱”。在国际上，记者甚至已经被列入了高危险行业。另外，新闻求新求快，高强度工作同时考验记者及编辑的脑力与体力。尤其是无处不在的竞争，更是时时让新闻从业者绷紧了神经。

此外记者也是在前线工作的人群之一，因为工作的原因他们必须经常进入边远的、危险的地方。许多人可能会一天工作24个小时，当新闻来的时候，摄影记者必须在尽可能短的时间内出发并且做好长时间战斗的准备。

原《时尚》资深编辑、媒体知名人士原小娟就因胃癌永远离开了这个世界，据悉从2005年年底她开始承担大量工作，她在博客里也写到“工作量基本是一个普通编辑的三倍，这还不包括辅导新编辑做稿子，一半的时间厚厚一本杂志有三分之一的稿子都是我一个人做的”。而她将自己的病因归结为睡眠严重不足、饮食极不规律、精神压力太大。无疑是新闻从业者高压工作的真实写照。

10.行政人员：

行政工作事无巨细，考核评比烦不胜扰，又对协调和工作能力要求高。常常在老板既要节约成本又要做出好效果的要求下，绞尽脑汁做方案。这是一个竞争激烈的领域，必须高效完成各方面的琐碎工作。每个细节都马虎不得，各个方面都必须照顾到。高级行政管理人员还需要在其他领域有优秀的表现，而且每天还要做出很多关乎公司和职员未来的决定，压力非常之大。

一串串令人触目惊心的事实，以及令人悲痛的逝者，都不断提醒着职场人警惕亚健康和过劳死。有专家指出：管理好自己的身体健康也是一门智慧，并且是伴随人一生的长期工程。悲剧的发生不只因为难以承受的巨大的工作压力和负荷，更重要的是人们透支了自己的健康，忽视了身体发出的危险信号。这种“前三十年用身体换金钱，后三十年用金钱买健康”的观念实为祸及自身的导火索，最终导致陷入病痛的折磨。而在被透支的生命面前，成就和金钱都显得苍白无力。往往在健康受损之时，人们才会反思身体是本钱。关怀自己，适时停下忙碌的脚步，才能走得更远。

无论做怎样的工作，职场压力都是客观存在的，关键在于如何应对。面对hold不住的高压职业，试着调节自身，找到工作和生活的平衡。工作不是生活的唯一追求，更不应成为生命的负累。无论付出多少努力，追根究底都是为了更好地生活。对于职场人而言，平衡压力，更要平衡内心，“压力山大”，也别奴役自己的幸福生活。（作者系罗迈国际CEO 潘瑞宝）

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