Tag Archives: Work in China

Can You Talk between the Lines?

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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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HR in Crisis – RMG CEO Robert Parkinson on CHO in September, 2012

      好像已经很久都没有听到“ 经济不危机”的消息了,越来越多的消息都指向目前经济愈加下滑的现状。从年初就不断传出各种裁员的消息,据彭博社数据,仅今年1∽2月10日间的40天内,全球跨国企业宣布的裁员总数已达到94369人,远高于去年同期的26561人,涉及金融、IT日化、食品等多个行业。

        与往年不同的是,中国一向以“裁员豁免区”的地位也在动摇:本月,摩托罗拉宣布全球裁员4000人,全球仅保留3个研发中心,即位于旧金山、芝加哥和北京的3个。也就是说,位于中国南京的拥有500员工的摩托罗拉研发中心面临裁员,其他多个城市也传出该公司的裁员消息,中国的很多本土企业也未能幸免,李宁、凡客等知名企业都在其列。2012年,中国的HR很忙。

        每当经济不景气,HR部门几乎都是最先忙起来的一部分,因为销售的降低,成本控制压力自然上升,而看看支出列表,人力成本不是最大的也是前两位之一,有的行业甚至达到45%以上,而且人力成本降低起来最为迅速,所以人力资源部门必须马上行动起来!但是,请稍等一下——纵观近代史发展长河,经济都是以周期性来发展的,马克思就指出:资本主义的生产要经过一定的周期性循环,要经过消沉、逐渐活跃、繁荣、生产过剩、危机和停滞阶段。二战后全球已经暴发了7~8次经济危机,所以当我们的企业面对危机时,除了应对低谷,也要考虑后面几个经济环境的变换,以采取合适的战略和措施。

        面对危机,首先要认识到“危机”中确有“危情”。商场如战场,稍有不慎便全盘皆输,所以进行人力成本的控制也是必然之举。然而,很多企业对HR在危机中作用几乎仅限为“裁员者”的定位,我必须得说“控制人力成本”并不等于“裁员”。罗迈国际RMG)在给客户的各种建议中就有诸多办法可以在不裁员的情况下节约相当的成本。

    ● 重组工作时间。 对于裁员危机来看,一个特殊时期的工作时间设定也许就足以帮助公司渡过难关。比如就有公司将既定的8小时/天变换到4、5、6、7小时轮班。或者是将每周工作5天换为每周工作4天。当然,类似这种时间重组形式有很多种。

   ● 通过培训调整工作时间。此种情况下工作时间的缩短不是强制员工休假,而是鼓励大家利用休息的时间开展深造培训。

   ● 节省开支。冻结工资和停止一切形象宣传相关的开销可以是一个解决方案。需要提示的是,对重要人才公司还是要特别关注以免他们为了更高的工资而离开。

   ● 人力资源租赁/人力资源招聘公司。不同于前一点的是,这种情况下,公司解雇多余的员工,然后通过外面的人力中介再聘请他们。在公司不想让他的员工每天的生产力变化多样的情况下,这是一个解决办法,因为人力中介帮忙承担了风险。

   ● 远程办公。远程办公是人力资源外包的一种,一些隐藏的缺点导致它并没有很广泛的被运用,由于缺乏基础设施建设,面对人力资源管理和公司重组工作会显得毫无准备,面临危机时,这种特殊管理模式也需要更多的时间和金钱。

  ● 休息一年。公司担保让员工待业一年,减轻财政负担,或者让部分员工提前退休。

        当然,每个组织中都会存在这样一些人,他们生产力低下,难于溶于组织文化又缺乏上进的积极性,在危情面前把他们从组织中剥离也确实是HR们的责任。需要注意的是,缩小人力规模是一个痛苦而艰难的过程,这个过程不仅仅是对被裁者而言的,对于那些被保留下来的高价值的员工,他们的情绪、积极性以及整个组织的凝聚力都会受到负面影响。

         要保证组织生产力、凝聚力和声誉受到的影响最小,人力部门肩负重任,时机和过程控制是重中之重。减轻给员工带来的痛苦最简单的方法便是,留住他直到他找到新的工作;同时,也要承认并肯定他们在公司中创造的价值和对公司的重要性,给他们开始新工作的信心。从成本角度考虑,可以实施非全日制雇佣,让离职者可以边工作边找工作,这样的做法也是支持离职员工个人经济和心理上的平缓过渡,也降低了成本。裁员本身是公司结构再调整的过程,鼓励员工加入到一个新的集体中,继续发挥自身的能力。对于“幸存者”而言,他们是公司剩下的主力,必须要给大家建立参与公司重组和胜任新职能的信心。这不应该是以“递给员工的一份信”的形式,而是要当面公布裁员的公平性。从技术层面来看,裁员本身就是一个严格监管的法律程序,从董事会谈判,主动报名,到失业办公室发出的通知,支付遣散费到最终离开。这些不应该是太机械的按流程行事,必须人性化的对待每一个员工的离开,因为它也属于该公司对外形象的宣告。

         从以上危情处理行动可以看出,人力部门确实在公司抵抗经济危机的过程中一马当先,鉴于经济循环发展的规律,从危机中寻找机会也是各个公司的必答题。对于人力部门,最大的机会恐怕就是“真正成为企业的战略伙伴”的机会了。

        多年以来,人力资源部门一直致力于摆脱“支持部门”的角色,但仿佛可以大展身手的时机总是没有,经济危机正是这样一个HR们可以使用他们对雇员的知识、视角以及独特的素质去把握企业战略方向的时刻。

        人力部门之所以独特,主要是因为他们涉及的管理涉及企业的方方面面,从战略角度帮助公司也要把经营管理的各个方面都划分进去。根据我经营一家跨国企业10年并经营我现在的公司RMG的经验,通常要通过3个不同时期的划分来进行改善以抵抗危机并保持健康的增长潜力,等待经济回暖。

        短期目标旨在减少内部和外部成本,时间跨度是3个月。通过识别个人成本节约潜力,分析和优化培训与发展的成本和分析和优化人力资源服务供应商的成本来实现。

        中期目标旨在使过程以及基础设施合理化,优化内部资源。时间跨度是6个月。主要包括:

      1.人力资源部门的过程和组织优化:重点利用人力资源部门内部的各个职位,提高每个过程的效率,改善和优化每个人力资源过程的绩效考核指标以及适用于人力资源部门员工的激励制度的原则。

      2.人力资源信息系统优化。

      3.全面薪酬和员工绩效管理系统的优化。

      4.提高销售团队的效率:通过优化整个销售网络的销售过程和组织结构,提高销售人员的报酬,优化培训和发展系统的激励机制来提高销售团队的效率。

      5.再就业辅导:如果裁员是不可避免的, 那么再就业辅导就可以从一定程度上帮助员工摆脱困境。这样做也可以提升公司的正面形象,也帮助其他员工坚定信心。

   长期目标旨在提高效率和更新公司制度,时间跨度大约一年。主要包括:

       1.主要劳动力的管理与激励:通过发觉在各个组织层面有潜力的员工,能力以及价值都无可替代的员工,总结他们突出和留在公司的原因,重新审视这些员工的激励机制。

      2.人力资源策略——人力资源战略需要与企业战略保持一致:建立新的人力资源战略以适应其他经理的管理。分析人力资源的过程,建议重新设计以使人力资源活动更加有效,为项目节省更多时间。

     3.领导力发展——为公司的发展制定预算。重新审视公司的培训和发展制度,重点发展那些对公司有用的人才。引进区别发展制度,通过师徒制,培训制对选出来的对公司长期发展有利的员工进行培训发展。

    4.人才管理和劳动力计划——保证公司的重要员工留在公司,公司的的人口统计情况如何?公司的优秀员工近期是否有退休的?能够考虑到员工的可能离开的情况以及他们被替代的情况。在公司内部寻找接任者,或者提前在人才市场寻找。同时,也要要花时间在哪些刚进公司的员工身上,来帮助公司摆脱经济危机。

   5.企业文化——通过加强内部交流来明确企业文化是什么,定期举行会议来让员工了解公司近期的发展,建立强有力的企业文化,并以此作为员工和公司紧密联系的纽带。

        抵抗经济危机,是一场降低损失并增加价值的战役,人力资源部门通过测评、分析与沟通和执行可以从战略角度极大的帮助企业,这对企业和HR部门都是一个挑战与机遇并存的时刻。在危情中寻找机会,在机会将临时警惕风险,保持这样的心态,人力资源部门在企业战略决策中的地位将会得以稳固长存。

Read the whole article: http://cho.zhaopin.com/articles/4020_1.html

RMG Video – The Happiest Job in China

The happiest job in China

 

Happy Staff & Happy Client is our goal. Work Hard & Play Hard is our work-style!  Are you an energetic, quality-driven person? If you like an international working environment in China, if you like all kinds of parties and events, if you like beauties and “handsomes” as your colleagues, and if you enjoy an efficient job full of happiness, we all welcome you!!! Come to China to become a “recruiting specialist”!

Watch the video on Youku: http://v.youku.com/v_show/id_XNDU4ODMzNDUy.html Watch the video on Youtube: http://www.youtube.com/watch?v=UgYnXiB4N6Q  

RMG Video – 5 Minutes with RMG – Qualified Candidate for RMG

5 Minutes with RMG – Qualified Candidate for RMG

Do you want to work in a relaxed and joyful working environment? Do you prefer to work far away from intrigue? Would you like to work with awesome boys and girls? If yes, RMG will be your first choice. This video is from Mr. Robert Parkinson, CEO & Founder of RMG Selection, he will tell you what kind of candidates we need at RMG. Are you the person we are eager to hire?

Watch the video on Youku: http://v.youku.com/v_show/id_XNDY1MTc5MzA4.html

Watch the video on Youtube: http://www.youtube.com/watch?v=KB9GbeRNl3c&feature=youtu.be

 

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