Tag Archives: TFS2

45%国企员工有跳槽意愿

Tuesday, 14 January 2014 06:29

Beijing Evening Post directly published the news of RMG China Talent Flow Survey 2013. The biggest change in the job market last year was that around 45% employees from state owned enterprises were willing to change jobs. Besides, the retirement delay policy might increase the job changing rate of people who are over 46 years old!

本报讯（记者张品秋）人力资源咨询机构罗迈国际最新公布的调查，去年我国人才市场最大的变化是国企员工的人才流动率和有意向换工作的人数大幅提高，高达45%的国企员工去年想跳槽。报告还发现，延迟退休政策让46岁以上想换工作的人数增加。

工作轻松，待遇优厚，曾是国企吸引人才的最主要因素。但是在某国有重要骨干企业总部工作了5年的小王却过得并不开心。“研究生一毕业听家人的话乖乖进了国企。来了才发现，这里研究生、博士生一抓一大把，我根本轮不上培训机会。现在每天的生活节奏基本就是中午休息两个半小时，下午坐着刷屏等到下班，然后月底拿那一点可怜的工资。几年下来，真是温水煮青蛙，感觉整个人都快废掉了。”小王本科学的英语，研究生读的法律，但为了进这家能给他解决户口的国企，他应聘的岗位与这两个专业完全没有关系。他感叹道：“现在国企的日子并不像外面想象得那么好。如果改革再深入下去，我肯定要考虑换工作。”

2013年初，国企改革的话题就在人们的议论中崭露头角。罗迈国际发布的《中国人才流动调查报告TFS2》显示，在过去12个月中，国有企业的人才流动率达到30.61%，相比去年上升了5个百分点。此外，在谈及2013年的经济形势是否影响了大家换工作的意向时，国有企业员工以45%的比例位居有意向换工作的榜首。招聘专家认为，导致国企员工换工作意愿增加的主要因素包括企业制度约束、领导方式以及职业成长度受限等。

按年龄段划分，46岁以上的被调查者以36.89%的比例遥遥领先于其他年龄段。报告分析，考虑到职场竞争和担忧问题，许多职场人都会为以后的发展做两手准备。 J229

According to the TFS2 (China Talent Flow Survey 2013) carried out by RMG selection, the most interesting phenomenon in the job market are the talent flow rate and sharp rise of the number of people who are willing to change their jobs in State Owned Enterprises (SOEs). The willingness to change jobs in SOE employees has reached 45%. It is also discovered that the retirement delaying policy has led to the increase of job-changing rate among people who are over 46. Easy and rewarding work has always been the main factor to attract talented people in SOEs. However, Mr. Wang who has been working for 5 years in an SOE said that he was not happy at all “Choosing to work in the SOE as a graduate I find out that there are a large number of post-graduates and doctorate students. I could never get proper training because they always enjoy the benefit first. My everyday routine is to have a two and a half hour rest in the noon and surf the web till the boss calls it a day. The salary at the end of the month is also pathetic. To be honest, after years of work I totally lost my ambition.” said Wang, Wang majored in English in undergraduate and he got a master degree in law. In order to solve his problems in Hukou, he applied for the position which had nothing to do with his majors. “Life in SOEs is not as amazing as imagined by outsiders. If the revolution continues I will certainly consider changing my job.” said Wang.

In early 2013, the topic of revolution in SOEs became heated. TFS2 released by RMG Selection shows that in the past 12 months talent flow rate in SOE already reached 30.61% .There is a 5%rise compared to the result of the previous TFS report. Furthermore, whether the economic situation in 2013 has influence over people’s mind in job-changing decisions, 45% SOE employees express their willingness in changing jobs. Recruiting expert believes that people’s demands for job changing derive from the confinement of the industry policy, style of the leadership and career development limits.

In terms of age groups, people over 46 years old accounts for 36.89%, which is quite high compare to other age groups job changing willingness. TFS2 shows that many employees will hedge their bets in their future development considering competition and problems in career.

Read the original version at: http://bjwb.bjd.com.cn/html/2014-01/13/content_142354.htm

RMG China Talent-Flow Survey 2 Released (English Version)

Monday, 23 December 2013 09:53

The year 2013 started relatively sluggishly in many recruiting sectors compared with the beginning of 2012, and this sluggishness continued for the first and second quarters with many local and international companies exercising caution with respect to new hiring and replacement recruitment.

However it is worth noting that the first edition of RMG’s talent flow survey (TFS1) reported a number of very interesting findings and developments in the job market, which included:

Going West – more companies are exploring expansion opportunities away from the East-Coast metropolises and ‘mega-cities’ of Central China. Blue-collar workers who would once be regarded as unskilled are now skilled, and demand better wages and living conditions and, crucially, jobs nearer their home-towns and families.
The second finding from TFS1 was the lack of consistency between industry sectors. Some sectors started the year sluggishly, whereas some bucked the trend with an optimistic hiring outlook.
There were many other interesting findings in TFS1. Key points concerned how, why, and when people would look for a new job. TFS1 contained some important data on this subject which has been followed up and expanded upon in TFS2.

So now to the new Edition: RMG China Talent Flow-Survey Edition 2. This time RMG Selection is invited to cooperate with University of Nottingham, and receive near 4000 respondents in two months. On one side, with the technological change and world economy impact, we can see that some famous enterprises plan to downsizing. On the other side, the survey also observes new industry hotspots and regional hotspots. For instance, the real estate, agriculture/ forestry and fishing industries still advances triumphantly under the adjustment force. In addition, for the regional hotspots, Chengdu is becoming as the southwest business development core, and Xuzhou relight again as the old industry area. Graduates have experienced “the hardest graduation season”, and the senior talents are always as the hot cakes. This is our employment market, and it is our talent market. In addition to more useful data on employee motivation, movement and engagement with headhunters we have identified some interesting trends in ‘hot’ industries and cities. Media and Real-Estate, for example, are still some of the most buoyant industry sectors hiring. This is interesting, particularly in terms of real-estate after years of talk about inflation caused by local government loans and a resulting real-estate bubble. We also discovered that of those surveyed in Chengdu over 70% had changed jobs, for example.

In addition to the findings of the TFS2, RMG sees a much more solid hiring market in the Third and Fourth quarters: Many more positions that have been on hold are now being filled and this expansion has been particularly apparent at a senior level. Clearly as the UK and Europe stabilize and as the US manages to keep dodging the cliff appetite for risk is rising.

Please feel free to ask for a free report copy via [email protected] or fill in the form below.

[contact-form subject=’Please sent me the free copy of TFS2′][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Company’ type=’text’ required=’1’/][contact-field label=’Comment’ type=’textarea’/][/contact-form]

RMG China Talent-Flow Survey 2 Released (Chinese version)

Monday, 23 December 2013 09:50

与2012年初相比，今年年初许多行业招聘工作的预热过程都呈现出相对缓慢的趋势。由于诸多本土企业和国际公司对于开放新职位和招聘替换职位时非常谨慎，这种缓慢的趋势也贯穿了2013年的第一和第二季度。尽管如此，我们还是在罗迈国际商务咨询公司进行的第一期《中国人才流动调查报告》（TFS1）中提及了一些有趣的中国人才市场的现象和动态。RMG中国人才流动调查（China Talent-flow Survey）即是一项旨在挖掘中国变化经济背景下的人才发展与流向及其原因的调查，并根据中国国情，将地域、企业类型、工作经验、教育程度和性别等因素涵盖在内。第一期调查我们共获得1000余人参，上百家媒体报道，诸如中国日报、第一财经周刊等知名媒体皆引用相关数据及结论，并且尤其受到人力资源业内人士的高度评价。以下几点为主要发现： “人才西行”。越来越多的公司发现发展商机与中国东海岸的那些大城市甚至是巨型城市已经渐行渐远了。曾经被贴上“无技能”标签的蓝领阶级现今都具备了某种技术或技能，他们对于薪金待遇和生活水平的要求在逐渐上升，而且不想远离家乡对他们来说也变得至关重要。第一期报告中的另一个的发现是去年各个行业招聘情况呈现出参差不齐的状况。年初，一些行业的招聘情况进展得非常缓慢，相比之下，某些行业的招聘需求显得非常乐观。在报告中有趣的发现确实太多了，主要的部分涉及到人们如何找新工作，为什么换工作，以及什么时机换工作。关于跳槽这个主旋律，第一期《中国人才流动调查报告》中收集了很多重要的数据。在第二期报告中，我们又继续收集了相关数据，并进行了更加详细的分析与扩展。本期即为第二期调查，并应邀与英国诺丁汉大学合作，经过2个余月共收集到近4000回复。一方面，受科技变迁和世界经济影响，今年我们看到了一批老牌名企的裁员计划，同时，我们的调查也发现了新的行业热点及地域热点。比如强力调整下仍高歌猛进的房地产业、异军突起的农林渔牧行业，比如渐渐成为西南发展核心的成都、散发新活力的老工业区徐州。大学生们经历了“最艰辛的毕业季”，而高端人才却也一直炙手可热。这就是我们的就业市场，这就是我们的人才市场。关于第二期《中国人才流动调查报告》，我们不仅深入分析了关于人才跳槽动机，人才流动和猎头人才关系，本次调查还发现了一些流行行业和城市的变化趋势。例如，媒体和地产行业仍处在一些招聘活动最活跃行业的行列中。这其实是一个很有趣的问题，尤其是考虑到我们已经谈论了多年的由于政府借贷及地产行业泡沫所引起的房价价格虚高问题。同时，我们还发现来自成都的70%调查参与者都经历了跳槽。除了本期报告中的这些主要发现，罗迈国际也看到了第三和第四季度招聘市场的稳固。许多之前空缺的职位现在都找到了合适的人选任职，这在一些高端职位上尤为明显。这当然与英国和欧洲的稳定状况以及美国对风险容量上升的控制有明确关系。 索取第二期《中国人才流动调查报告》（TFS2），请发送邮件至 [email protected] 或填写以下表格 [contact-form to=’[email protected] ‘ subject=’Please sent me the download link of TFS2′][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Company’ type=’name’ required=’1’/][contact-field label=’Comment’ type=’textarea’/][/contact-form]