Recruiting in China

The Beijing municipal government has recently published the 2008 Enterprise Salary Guidance, which mandates that the average level of pay raises be kept at 11.5 percent.

The new guidance also sets the minimum pay raise level at an unprecedented 3.5 percent. Previously, it was maintained at a negative or zero percent.

An article in the China Youth Daily cites some experts who said the new guidance could help people combat continuous price increases if the new minimum pay raise level was fully implemented.

Although the Chinese government has made big efforts to bring down prices, the country's consumer price index kept rising over the first five months of this year.

Considering the continually rising prices of energy and food, the article says improving people's purchasing power could be the best way for them to maintain their livelihoods.

But the paper also says the new Guidance may not have much of an impact, because it is only a guiding policy, not an enforceable edict.

While the law guarantees only the standard minimum wage, enterprises ultimately decide whether or not to raise salaries for their employees.

The article suggests employees make concerted efforts to acquire equality in salary negotiations.

The Beijing government announced Friday a plan to raise the minimum salary by 10 percent, as well as to increase subsidies paid to families living below the poverty line to combat the jump in utility costs.

From July 1, the minimum salary for city employees will rise from 730 yuan ($106) to 800 yuan, or 4.6 yuan per hour.

The monthly allowance for families living under the poverty line will climb 60 yuan to 390 yuan, the sharpest increase in the past nine years.

Also increasing is the city's employment insurance, job-related injury insurance and pension.

The move aimed to offset price increases in rice, vegetable oil and pork, an unnamed Beijing Municipal Civil Affairs Bureau official was quoted by Beijing News.

Although China's consumer price index (CPI), a main gauge of inflation, eased to 7.7 percent in May with the falling food prices, about 45 percent of people polled in a central bank survey conducted nationwide in June still thought prices were "unacceptably high."

Hankou Bank, which was launched yesterday after the restructuring of city lender Wuhan Commercial Bank, said it plans to introduce foreign strategic investors and go public.

The bank aims to attract one to two foreign lenders as strategic investors to get more capital and improve its equity structure, it said. Sources from the bank said it is in talks with several foreign banking groups.

Hankou Bank plans to achieve a stock listing within the next three to five years, sources told China Daily, without elaborating.

The erstwhile Wuhan Commercial Bank, which had 88 branches in this capital city of Hubei province, had total assets of almost 37 billion yuan ($5.38 billion) and a registered capital of 568.4 million yuan by the end of last year. Its capital adequacy ratio stood at 12.17 percent at that time.

Hankou Bank said it will expand its businesses into other regions in a drive to become a national lender.

The bank has obtained the go-ahead from the China Banking Regulatory Commission to open a branch in Ezhou, a smaller city in Hubei, in the second half of this year. It also aims to set up outlets in other provinces next year.

Many other city commercial banks, such as those in Beijing, Nanjing, Ningbo, Tianjin, Dalian, Chengdu and Chongqing, have been renamed and are expanding their businesses into other regions as part of China's banking reforms. Three lenders in Beijing, Nanjing and Ningbo have gone public.

The launch of Hankou Bank is also part of efforts of Wuhan, the biggest city in Central China, to become a regional financial center.

According to a plan unveiled by the Wuhan government in March, assets of rural credit cooperatives in Wuhan and eight other cities in Hubei will be integrated to form a new bank, named Wuhan Rural Commercial Bank.

Local authorities will also encourage private investors to run small and medium-sized shareholding banks.

There are five foreign banking groups and 19 domestic lenders with branches in Wuhan.

IBM (IBM) China has made a response to the labor dispute in China, saying that it continued to provide economic and medical assistance to the employee after his submission of an application for resignation, but it has not made any comment on the judgment made by Shanghai Pudong New Zone Labor Arbitration Commission which asked it to fulfill the labor contract with the Chinese employee and pay him CNY57332 in compensation.

IBM Shanghai's public relations department has sent a statement to Sina.com in which they say that they provided economic and medical assistance to the employee with depression after he filed a resignation application, and they won't make any comment in detail as the case is still being decided.

Previously, Chinese media quoted the employee who said he would insist IBM carry out the arbitration result and would ask to go back to work in the company though he had not been contacted by the company following SPNZLAC's judgment.

According to Sina.com, the unnamed employee signed a five-year labor contract with IBM in 2006 after his graduation from a famous university in Hubei Province and began to work as an R&D engineer for IBM Shanghai. However, because of the heavy work pressure at IBM, the employee soon was diagnosed with depression. After that, he submitted a resignation application to IBM to give him time to cure his illness, but IBM proposed he change the resignation into an extended sick leave. When the employee's health returned and he asked to go back to IBM with the doctor's suggestion of working while receiving therapy, his request was turned down by IBM. After a number of fruitless negotiations with IBM's top management on resuming his duties, his health became worse. He even once attempted suicide after a meeting with the company's top management.

On February 27, 2008, IBM Shanghai issued a notice to the employee, saying that the company would terminate the labor contract with him because he had broken the company's disciplines and seriously affected the company's normal work order. Believing that IBM China was discriminating against him for his depression, the employee has now sued, asking for IBM to continue fulfilling the labor contract with him, compensate him for past salary and pay him emotional compensation.

The opening of direct air links across the Taiwan Strait may reshape human resource maps in Taiwan and China, an online employment service provider predicted Sunday. If direct cross-strait air links are launched, beginning with weekend charter flights, the number of Taiwanese working in China on a divided-time basis or Taiwanese engineers working in China on weekends and holidays would grow dramatically, a 104 JOB BANK official predicted.

* More people in Taiwan are now thinking about working in China because of unfavorable trends in Taiwan's job market and the soon-to-be-opened direct weekend charters, said Huang Chih-yao, a 104 Job Bank executive in charge of "headhunting for China."

* According to a survey conducted by 104 Job Bank in May, the number of Taiwanese workers seeking job opportunities in China averaged 20,000 per day by the end of May, the highest number since early 2006.

How much is too much?

If you talk to a Ping An Insurance shareholder, you are likely to be told the 66 million yuan ($9.45 million) pay package for its chairman Ma Mingzhe is way too much. An executive headhunter might have a completely different take, pointing out that top execs of 500 of the largest US companies averaged $12.8 million last year. As China gets increasingly integrated into the global economy, the headhunter will reason, such apparently exorbitant salaries for top management are only natural.

This year saw a flurry of angry postings on Chinese websites by shareholders incensed at what they felt were obscenely high salaries for those running their companies. Not just Ma, the pre-tax package of three Ping An executives was over 45 million yuan each while that for another five was over 10 million yuan.

Shareholders of five domestic banks fumed at the pay disclosures that showed Shenzhen Development Bank Chairman Frank Newman's pre-tax income rose to 22.9 million yuan in 2007 from 9.95 million yuan the previous year. That of China Minsheng Banking Corp President Dong Wenbiao surged to 17.5 million yuan compared with 4.5 million in 2006.

The annual reports of all 14 Shanghai-listed banks have also shown substantial raises for top managers. Employees complain the fruits of the 71.8 percent average profit rise in these banks last year were mostly devoured by the top bosses. While the banks' average pay has spiraled, they say it's mainly because top executives' salaries have risen steeply, with no dramatic advances in salaries of the rank and file.

In the case of Ping An, particularly, what rankled with shareholders was that executive pay skyrocketed even as the company's shares plummeted. Ping An shares fell from a peak of nearly 150 yuan in October to around 50 yuan in April. In a Sina.com survey, 93 percent of the respondents thus understandably said they did not approve of the company's executive pay practices.

The controversy also comes amid widespread concern about rising income disparity in China. But executive pay is hardly an issue restricted to a socialist state used to egalitarian wages trying to come to grips with the rewards of individualism that capitalism institutes. The United States, the high priest of modern-day capitalism, has been similarly tormented by the vagaries of executive pay.

Individual shareholders and institutional investors alike have been campaigning this year for a "say on pay" at nearly 100 of the top US companies including Citigroup, Coca-Cola, Exxon Mobil, General Electric and Wal-Mart. The demand: a provision to allow shareholders to vote on top executives' pay.

Across the Atlantic, where many countries have already institutionalized shareholders' say on pay, a chunk of GlaxoSmithKline, Shell and HSBC investors refused to vote for the pay proposal for top bosses.

Both in the US and Europe, the issue has transcended the business sphere to become a hot-button political issue. EU finance ministers recently called excessive executive pay a "social scourge", blaming it for unwarranted risk-taking causing the financial turmoil. In the US, presidential candidate Barack Obama has been railing against corporate fat cats and backing the demand for shareholder say in executive pay.

In Searching for a Corporate Savior: The Irrational Quest for Charismatic CEOs, Harvard professor Rakesh Khurana explains how the opacity of the process of hiring external CEOs and the misplaced priorities thereof - such as picking someone with "star power" rather than one with real knowledge of the industry - leads to excessive CEO compensation. As China sets about aligning its business practices with the industrialized West, it would do well to avoid such pitfalls.

But excessive restrictions on executive pay might at the same time weigh down the country in the quest for global talents, thus undermining its competitiveness. Institutional checks and balances like encouraging shareholder activism are a much safer bet. Moderation in policy must never be lost sight of in the pursuit of moderation in pay.