谁说团队建设不可以欢乐多多？！罗迈国际大家庭南山滑雪之行，某些同志说滑雪如冲浪一般 （大神级别），某些同志们摔得五花八门呀 （哎 可怜屌丝级别）！看RMGer们大展风采咯！
Work should be fun! We had team-building in Nan Shan recently! Some RMGers are really good at skiing, others just enjoy falling again and again! Check it out here!
Watch more at: http://v.youku.com/v_show/id_XNzAyMzIzNTQ0.html
Beijing has made it into the top 10 of the world’s most global cities for the first time, ranking eighth in the A.T. Kearney Global Cities Index.
The index, introduced in 2008 by the global consulting firm, includes 84 cities.
Beijing scored an overall 3.5 in five categories, including business activity, human capital, information exchange, cultural experience and political engagement. It stood out from other Chinese cities in terms of the number of Fortune 500 companies, international schools, broadband subscribers and museums.
New York, London and Paris have held fast to their positions as first through third since 2012.
“The increasing global importance of Chinese companies has helped catapult Beijing to fourth place on the business activity dimension. This, together with some improvement in scores for human capital and cultural exchange, has been more than enough to offset declining relative performance in information exchange and international political engagement,” A.T. Kearney experts explained.
Johnson Chng, managing director of A.T. Kearney Greater China, said, “Clearly Beijing went up in the ranking due to its rising importance as a business center in addition to being the political center of China.”
However, he added, the air pollution issue is now a growing concern for many Beijing residents that, if not addressed soon, will cause an outflow of talent.
“In fact, many of my friends and business associates have moved out of Beijing in the last six months, and many are indeed contemplating the idea, too, for the sake of their family,” he said.
In a recent survey conducted by MRIC Group, an international executive recruitment firm, 47.3 percent of the 269 respondents in Beijing said they would like to relocate this year because of air quality concerns. The most-preferred destinations are North America, Shanghai, Europe, Hong Kong, Singapore and New Zealand.
As human capital is weighing ever more among the five categories, some companies have to improve the working environment to retain talent regarding the air quality in Beijing.
“Companies should prepare air purifiers especially when the buildings don’t have such machines,” said Robert Parkinson, founder and managing director of the international recruitment group RMG Selection.
Shanghai, ranking 18th in the index, was the only city on the Chinese mainland that came close to Beijing. In fact, it scored higher than Beijing in human capital, given its larger foreign-born population. Shanghai also performed well in business activity.
Beijing lags behind Shanghai in human capital because of the capital city’s “size of the foreign-born population, scores of universities in the global 500, number of inhabitants with tertiary degrees, international student population and number of international schools,” explained Chng from A.T. Kearney.
On the other hand, Shanghai ranked lower due to a less-ideal score in political engagement. Specifically, Shanghai is home to a smaller number of international organizations, embassies and consulates, think tanks, political conferences and local institutions with international reach.
The Shanghai Pilot Free Trade Zone will certainly help the city’s globalization in the long term. However, the impact and the speed of that depends on policy implementation as there are still lots of details to be sorted out in terms of how exactly Shanghai FTZ will work, Chng said.
“In the short term, I do not see any material change as most companies are simply trying to take advantage of the FTZ to help with the existing business rather than attracting significant new business,” said Chng.
Other Chinese cities in the list saw their rankings drop.
Guangzhou dropped from its rank of 60 to 66 this year due to a significant decrease in political engagement. Shenzhen dropped from 65 to 73 due to a decline in its human capital score.
Read the original article on China Daily: http://www.chinadaily.com.cn/business/2014-04/15/content_17434408.htm
Mainland China is still a candidate-led job market in which finance professionals are frequently enticed to change companies. But job searching in the PRC is by no means straightforward, especially if you’re more used to how things work in mature markets.
Having spent nine years recruiting in China, I’d like to share some home truths that candidates need to know.
A great many jobs go unadvertised in China, and this is particularly true for the type of high-end roles that non-local candidates are typically suitable for. This might be for reasons of confidentiality (if someone is being replaced, for example), or perhaps cost (the concept of paying for a recruitment service is still anathema to many employers China). Whatever the reasons, as a candidate, establishing a focused, wide-ranging network of business contacts and using this network to uncover “hidden” vacancies is even more vital in China than it is elsewhere.
Despite all these unadvertised jobs, recruiters remain important in China. According to a cross-sector survey produced by my company in December, more than 55% of new appointments in China were secured using the services of a recruitment businesses. There are literally thousands of such firms in China, and as a finance professional it pays to be targeted when choosing who to speak to. In China, make sure your communications with a recruiter aren’t only online. Make verbal contact from the outset, meet them in person and stick to one person at each firm. We often receive the same email sent 50 different times to 50 different colleagues at our firm. As well as being mildly amusing, this smacks of randomness and desperation: not how you want to appear.
Keep in mind that although (in an unregulated environment like China) there are many people who profess to be headhunters or ‘search consultants’, the truth is that many of these individuals in fact know the square-root of zilch about securing senior finance and corporate finance appointments.
So choose wisely: realise that the recruitment market is different from more developed markets: while there are far more recruitment firms operating per job vacancy in China, the overall quality and specialisation of these recruiters is low. Many have just a short tenure in the industry. However, among this sea of pretenders there are some accomplished recruiters in China, often with backgrounds in banking and finance, so do not give up hope if the first person you speak to is a lemon!
It is also wise to treat the good recruiters with respect. In China consultants don’t need to (and won’t) put up with pompous or arrogant candidates. It is perhaps an inconvenient truth in China that recruiters tend to ‘do business with’ people they like and get on well with; and nowhere is this sentiment truer than in the hiring of mid/senior finance and banking executives.
‘Less is more’ is the order of the day when it comes to CVs in China. I received a seven-page resume from a senior banker recently. It was packed full of extraneous information when, given his seniority, one, maximum two, pages would have sufficed. A characteristic of Chinese recruiting is that people (both line and HR managers) tend to zero in on matching very specific levels of experience. For example, we recently had a client decline a candidate who was well suited for the job simply because she had not taken or passed her last accountancy exam. The client felt it imperative to hire a qualified accountant, despite the fact that the qualification was actually quite unnecessary for the job. This contrasts with the West, where hiring authorities tend to be more interested in ‘who the person is’ – their values, beliefs and motivations.
The other common mistake that candidates tend to make in China is to misunderstand the importance and power that HR professionals wield within financial services organisations. Having spent half my career in Asia and half in Europe and the US, I can clearly see that the role of an HR person in the latter is more advisor, and in the former more “controller”. I know of examples of relatively junior HR people knocking great candidates out of the race simply because the candidates didn’t take the HR interview seriously enough.
Robert Parkinson is the founder and CEO of RMG Selection in Beijing
Read the orginial link at: http://news.efinancialcareers.com/us-en/165809/the-candidates-in-asia-who-spam-50-identical-emails-to-50-recruiters-at-the-same-firm/
The government’s anti-corruption drive has partly resulted in a decline in the number of people willing to work for the civil service
Dai Qiming’s memories of his first day as a civil servant are as fresh as those of the day he left the service.
Dai gazed across at a vast space in Xintiandi, Shanghai’s most cosmopolitan district, where he spent seven years overseeing expat communities, and the rows of 40-story commercial towers that radiate in every direction.
The area is proud of its record as a heavy taxpayer. It houses the headquarters of about 50 multinational corporations and is home to flagship stores for top-end luxury brands, including Vera Wang and Harry Winston.
“I thought I’d become glamorous along with the area. I didn’t. I must give up now,” says Dai, whose “dream job” failed to withstand the seven-year itch.
The anti-corruption and austerity campaign initiated by the new Party leadership has swept through the 7.6 million workers in China’s public sector and eradicated the “gifting rituals” that were once a common practice for people intent on wooing civil servants.
The growing vitality of the private sector and the government’s endorsement of market forces have also dissuaded an increasing number of people from becoming civil servants, a position that was considered a “golden rice bowl” – a guarantee of lifelong employment – for years, if not decades.
So far this year, in some coastal regions, such as Zhejiang province, the number of applicants for civil servant posts has fallen by 25 percent compared with last year.
Austerity campaign
The government’s anti-corruption, pro-austerity campaign has been a major factor in a decline in the growth of the country’s luxury goods market, which fell to just 2 percent in 2013, compared with a staggering 30 percent in 2011, according to a December study by the consultancy Bain & Co.
The number of officials receiving gifts has also declined markedly since the first half of last year.
A random survey of 100 civil servants from eastern, western and central China, conducted by Beijing News in January, showed that 80 percent of respondents received no gifts last year, a stark contrast to the old days when officials regularly received prepaid shopping cards, wine or cigarettes.
“Some companies used to give high-end bags or watches to my supervisors. I received some shopping cards. Nowadays, no one dares to accept gifts because they don’t want to risk losing their jobs. If that’s the case, what’s left for me?” Dai asks.
The well-documented end of the lavish lifestyles enjoyed by top government officials and the focus on rooting out corruption among both “flies and tigers”, a synonym for low and high-ranking officials, has resulted in fewer people wanting to work for the state, according to Robert Parkinson, founder and managing director of the international recruitment group RMG Selection.
Dai says the austerity drive was the straw that broke the camel’s back, and he spent two years mulling “a change of life”. Dai graduated with honors from the Public Administration Department of Fudan University in Shanghai, but because he doesn’t come from a well-to-do family, he was in dire need of the stability offered by a government post.
“I chose to work at the sub-district level because it was the ‘most practical’ choice. Put simply, it’s about power and money,” he says.
The desire to land a civil service post has long been representative of employment priorities among the country’s brightest and best. Public posts are the perfect fit and encapsulate the aspirations of many Chinese: a decent income, high social status and a promising future.
Life was pretty good in 2008, Dai says. His annual post-tax net income was 180,000 yuan ($29,000, 21,150 euros), with about 20 percent coming from various subsidies, shopping coupons and discount cards converted into cash.
Work was laid-back and featured a typical troika of endless cups of tea, a selection of free newspapers and a cellphone. He was comfortable dealing with foreign businesspeople, who were friendly, courteous and, most importantly, fully conversant with the “hidden rules” of business.
“When they needed to fill out paperwork for work visas or business licenses, they never arrived empty-handed. During holidays such as Lunar New Year, my ‘gray’ income could reach five figures,” Dai says.
Salary stagnation
But the perks once associated with being a civil servant have dwindled. As part of the new anti-corruption measures, lower-ranking civil servants will no longer be allocated official cars for personal use, and a wave of anti-graft campaigns have increased scrutiny of government officials.
Dai also saw his salary stagnate. With no gray income, his earnings in 2013 fell by 30,000 yuan compared with five years earlier.
For others, though, the reduction in earnings is not the only thing prompting them to leave jobs that were once the envy of their peers.
A former diplomat, who declined to be named, says his salary was “highly disproportionate” to the extremely long hours he worked.
“My monthly salary at the Ministry of Foreign Affairs was a little more than 3,000 yuan in 2007, but during the peak seasons, I could work as many as 60 hours a week,” he says. His work situation and a growing disillusion with “diplomatic rhetoric” led him to resign in 2012, after spending four years as an attache in Kuala Lumpur.
He is now hoping to gain expertise in business management, which he regards as a “more useful tool” for planning his career. “I sensed it was insufficient to only master politics. I have an urge to learn more about the economy and the market,” he says.
He joined a state-owned enterprise to “get a sense of what the real business world is like”, and plans to move overseas to study his chosen subjects.
Liu Hong, a researcher at the University of Shanghai for Science and Technology, who is conducting a key national project into the development of civil servants and their work, says the crackdown on corruption might help filter out those who regard government posts as “lucrative and easy”.
“The campaign will cool people’s unreal expectations about the job and reinforce what it should be. Eventually, only those who demonstrate a strong public service ethos will remain in their posts,” she says.
According to Parkinson of RMG, more people are becoming frustrated with the slow pace of work, the relatively low wages and the dull existence of civil service workers.
“As more and more young Chinese are exposed to the outside world and their families’ views become less important to them, or rather they become increasingly confident challenging those views, they become aware that there are far more lucrative and interesting positions in commerce and industry – sectors with a high demand for well-educated, intelligent and, most importantly, ‘thinking’ graduates,” he says.
Dai notices that the tide had turned when people expressed a willingness to trade a public service desk job for the vitality of the private sector. For example, the dominant topic on his Alma Mater’s online chat room has changed from “Civil servant exam preparation” to “Ten tips on how to quit a public post”.
According to a survey conducted by Henan Business Daily in February, more than 60 percent of civil servants in Henan provincial government departments and public institutions have considered quitting.
Lack of candidates
In Zhejiang, the country’s most affluent province, about 230,000 people signed up for the entry exam to become provincial civil servants this year, a decline of 25 percent from 2013, according to official data.
Wu Song, the mayor of Baoshan, a city in Yunnan province, expects the number of aspiring civil servants to decline in the coming years.
“Traditionally, the Chinese believe that a good scholar is the perfect person to become an official. But things have changed. I think college graduates will have a wider range of career options, such as business, agriculture or science, rather than simply becoming civil servants,” he says.
The central government’s reduction of administrative power and its endorsement of market economics have also provided young people with an incentive for change.
Premier Li Keqiang has repeatedly encouraged college graduates to start their own businesses and has promised a package of policies to support young entrepreneurs.
Li Kai, who will graduate from East China Normal University this year, regards becoming a civil servant as a “job option” rather than a “dream offer”. After spending time as an intern at a local government agency, Li realized he was more interested in the business and corporate world. He has received five job offers from multinational corporations. His classmates have all taken the civil service entry exam.
“The ‘civil servant heat’ is fueled by the perceived social status, strong job security and employee benefits. But people should ask themselves whether the job fits their personality and plays to their strengths,” he says.
Simon Lance, China regional director of the recruitment agency Hays, has also noticed a movement to the private sector from China’s civil service.
“The reasons most regularly cited by candidates who wish to pursue careers in the private sector are related to management style, career progression and professional development,” Lance says, adding that many private businesses are investing heavily in training and development programs.
But gaining a well-paid job is not as easy as one might imagine. Dai says he lacks the skills employers are seeking, especially for positions with competitive salaries. “They are either seeking people with certificates in public accounts and financial analysis, or those who have passed the national judicial examination. I have none of those skills. I’m only good at administrative work,” he says.
Lyu Chenyan, who recently resigned from the Shanghai Municipal Bureau of Local Taxation after seven years, says she could not stand the “bureaucracy and hierarchy”. Except for few positions dealing with government affairs, she says her competitive edge is near zero compared with new graduates. Instead, she has decided to study international development at Columbia University in New York.
“During those seven years, I eventually realized that I was not suited to the humdrum, predictable life of the civil service, but if I were to switch jobs right now, I would feel inferior to my peers,” she says.
Contact the writers through [email protected]
Shi Jing and Hu Yongqi contributed to this story.、
Read the original link at:http://africa.chinadaily.com.cn/weekly/2014-03/14/content_17347015.htm
节后跳槽一直是各行各业求职者心照不宣的事情，此时的猎头们也会比其他月份要忙得多。在中国生活工作了近十年的时间，我发现其实无论是企业还是个人，在这个人才流动高峰期招聘和求职都不易。二月初，中国LED行业的业内人士宣布了“高端人才用工荒”新闻，我确实有些惊讶。第一次听到“用工荒”这个名词，还是在2012年做第一期《罗迈国际中国人才流动调查报告》（TFS）的时候。通常北上广节后的“用工荒”体现在第三产业服务行业和传统制造业的流水线上，因此听到LED行业高端人才竟稀缺到用“荒”来形容，我认为惊讶之余，我们也要反思这其中的问题。
我相信为了解决节后招聘难题，各大企业都会拿出最佳招聘方案。有些企业开出优厚物质待遇，购买补充商业保险，还有一些企业提供食宿补助，保证愉悦的工作环境，为员工购置娱乐设施。尽管企业使尽浑身解数，其中不乏引人注目的条件，但招聘情况仍不容乐观。此时如果HR们认为是求职者们的挑剔增加了招聘难度，那我要反过来质问你们，你们是否真的了解求职者的需求？你们考虑过员工工作时的幸福感吗？如果企业开出的优厚条件并非求职者们真正所需，那么再优厚的条件也不能让你的员工幸福地工作！就在几天前，我的朋友和我分享了一个术语Gross Personal Happiness （个人幸福指数）。第一次接触这个陌生而又新鲜的词汇，我感到个人幸福指数和员工有着必然的联系。根据《罗迈国际中国人才流动调查报告2013》（TFS2），薪资和升职对于35-40岁这个年龄段的求职者来说已经到达了顶峰（见图1），这就意味着金钱的对于他们的诱惑力在逐渐下降。因此对于中高端岗位的招聘，我认为重点一定要放在提升员工个人幸福指数上。
提升员工幸福感可以从很多方面入手，主要是按照物质，精神，以及二者结合三种方式来分的。HR们如果很困惑到底什么可以提升员工的幸福感，不妨让我们先从物质方面入手吧！提到待遇，各位HR经理人都会想到什么呢？高薪，各种奖金，节日福利，年度体检，员工生日福利，员工周年纪念日，恐怕很多HR都会就此打住了。恰恰问题就出在大家对于物质待遇的理解，员工的就餐和娱乐休闲算不算物质待遇呢？在员工幸福感上，IT行业大亨华为是一个很好的范例。根据媒体估算，2011年华为员工平均年薪近28万元，不仅在中基层薪资上出手阔绰，在公司环境上也是毫不含糊，高端的餐吧咖啡吧，各种各样的娱乐设施，在这样高端的环境里工作，员工想不幸福也难呀！当然，不同风格和规模的企业也会有不同的设置。如果是中小型公司，不如好好改善一下公司的厨房或水台的物资供应，添购冰箱，微波炉，过滤器，开水壶，咖啡机，空气净化器等。让员工专心于工作，不抱怨公司的环境就是提升员工幸福感的第一步！
其次，我想谈一谈企业，员工以及员工家属之间的三角关系。企业HR通常会围绕员工的方方面面考虑员工福利问题，大部分HR都是通过改善公司内部因素以提高员工的幸福指数。但员工在公司的幸福感不一定都与公司或者工作相关，员工家属作为一个外部因素也与员工幸福指数有着很大关联。在影响员工个人幸福感的因素中，员工家属虽然不是列在第一位，但是它的地位也是举足轻重的。罗迈国际医药行业顾问曹旭提到，现在很多药企为了鼓励员工努力工作，让员工深度融入公司文化中，将家庭计划也纳入了员工福利。一些企业的家庭计划是与旅游相关的，希望员工在繁忙工作的同时，也能在假期和自己的家人共享欢乐时光。还有不少外资药企从子女福利出发，提升员工幸福感。除了员工子女医药费报销外，还为员工提供哺乳期营养品。为子女提供儿童兴趣班，为那些忙于工作没有时间照料孩子的员工提供了便利。此外，从女性员工情感角度出发，子女福利更是绑定企业和员工的良好纽带。稳定员工与家属关系既能让员工体会到企业的亲情关怀，又能激发员工的积极性让企业得到更强的凝聚力。
一提到培训员工，很多HR都会想到入职，晋升，出国等培训项目，但是把培训和员工个人幸福指数联系在一起，恐怕没有多少HR会往这方面想。但是很多行业和职能岗位都需要长久的培训计划。以我的公司为例，在过去几年中，想加入罗迈国际的求职者都会问我关于培训的问题。求职者不了解行业，希望通过公司提供的培训，尽快进入角色是可以理解的。这里我要强调一下能为员工带来幸福感的培训并不是入职培训，而是技能专业培训和实践。
谈到培训我常常会想起十年前，那时我还在猎头生涯的开端，工作了五年我第一次得到了公司对于所有猎头的一次正规培训。那次培训对我来说意义非凡，很多工作中不明朗的问题，都变得非常清晰，之后我的成单率也开始飙升。现在想起来我很感谢当时公司的那次培训经历。因此，在我开创自己的事业时，我也将技能培训纳入了罗迈的培训体系，并为每一次培训录制了视频，为后期加入的新人的提供学习渠道。培训每周都会进行一到两次，每次都会有一个主题，形式为讲座研讨，员工问答互动，经验分享会，或视频教程观看与讨论。通过实时为员工解决工作中的问题，提高员工的基本技能，才是保证员工幸福感的基础。综合来看，技能和专业培训对于销售，营销，管理以及项目类的中高端人才都非常有帮助。改善了工作方法，工作质量直线上升，我找不到任何理由员工会不幸福。
最后我想谈谈如何从心理层面提高员工幸福指数。员工的幸福感源于自己的努力能够得到公司以及管理层的认可。这些认可不一定都是物质上的奖励，精神鼓励也会给员工带来非常积极的心理暗示。诸如许多公司都有评月度最佳员工，季度最佳销售，年度优秀员工等奖项，为何不在物质奖励之外，在公司的里附上一个光荣榜，将月度季度年度优秀员工的照片贴在光荣榜上，或者管理层通过发邮件鼓励优秀员工的贡献，公示公司对于优秀员工的高度认可。同事和管理层对于员工工作的认可和宣扬是对员工最好的精神鼓励，心情好的员工幸福指数自然会随之上升。当然，我也读到过关于吐槽年终奖的趣闻，最不受欢迎的年终奖就是老板的表扬。其实莞尔一笑以后，也会细想其中的道理。努力工作一年，所有的员工都会在物质上有所有期待，年终口头表扬似乎显得确实不合时宜。但是，这并不意味着口头或者邮件表扬对于提高员工幸福感是没有任何意义的，从心理上鼓励员工并非小事。
随着中国中国经济形势的不断缓和，相信马年的经济情况会延续2013年的上升趋势继续升温。高薪已经不能在影响员工幸福感因素中一手遮天了，物质条件越来越好，企业要想让员工真正的幸福，必须在抓住个人物质奖励的同时，了解员工的心理需求，从而给员工真正有价值的有帮助的鼓励！想要解决中高端人才“用工荒”的问题，不妨先从提升员工个人幸福指数开始。以往HR经理人们也会有很多想法，但是三思而不行是没有任何意义的。让员工体验幸福，开心工作是每一个招聘工作者的重要职责。
Read the original version at:http://www.ceconline.com/hr/ma/8800069684/e8e0c21101/