Category: Recruiting & HR Tips and Practices

08/30/13

Permalink 01:48:06 pm, by dacare, 581 words, 348 views   English (US)
Categories: Recruiting & HR Tips and Practices, Comp, Salary & Benefit

Reality check at China’s Huawei boosts wages

BEIJING (Caixin Online) — Competition for fresh-faced university graduates is heating up in China’s telecom sector now that electronics equipment giant Huawei Technologies Co. has significantly hiked salaries for certain white collar employees.

The pay decision is also a signal that the world’s largest manufacturer of telecom gear remains committed to an ongoing expansion that encompasses new arenas, such as consumer smartphones.

First-year worker and junior executive paychecks were pushed up by as much as 35% in August following a July 29 announcement by the Shenzhen-based company.

Just a week earlier, Huawei’s biggest domestic rival, ZTE Communications HK:763 -0.13% CN:000063 -2.18% ZTCOY -0.27% , unveiled a new equity incentive plan designed to retain key white collar workers. The company said it would distribute about 103 million company shares as bonus compensation for 1,531 select employees.

Huawei’s pay hikes not only upstaged ZTE’s highly touted incentives program but also brought its salary scale a notch closer to levels offered in the country by foreign competitors including telecom multinationals Ericsson, Nokia NOK +0.25% FI:NOK1V +1.08% , Siemens XE:SIE +0.26% SI +0.12% and Samsung KR:005930 +0.97% SSNLF +2.50%

Probationary salaries for 2014 college graduates hired by Huawei will rise to more than 9,000 yuan ($1,470) per month from 6,500 yuan USDCNY -0.01% . Master’s degree graduates will be offered more than 10,000 yuan a month to start, up from 8,000 yuan, the company said.

Altogether, Huawei said it would boost the companywide payroll by more than 1 billion yuan. Performance-related pay hikes will range from 25% to 30%, depending on the type of work.

Management thus hopes to attract and retain employees in a competitive labor environment where Nokia, Siemens and other foreign companies generally offer new bachelor’s degree graduates at their China divisions between 8,000 and 10,000 yuan per month, said Wei Xiaokang, a headhunter for Beijing-based Offercome, which focuses on matching jobs and job seekers in the Internet industry.

“Huawei’s workplace environment is more intense than that of Ericsson and other multinational companies,” Wei said. “But the pay is lower.”

Huawei has also been fishing for talent in ZTE. Indeed, according to a ZTE source, the Huawei pay increases “drove ZTE (management) crazy” because in the first half of 2013 “a number of people” left ZTE for jobs at Huawei.

ZTE employs an estimated 50,000 to 60,000 people, one-third as many as Huawei.

“Raising junior executive salaries on such a large scale, as Huawei has done, undoubtedly marks a significant change in remuneration policy,” said Wei.

And it’s a surprising change for the company’s labor policy considering the weak business atmosphere in the telecom industry, where of late many companies have been downsizing, trimming costs and reducing product lineups.

Financial strength

Huawei was apparently in a better position to raise wages than its rivals thanks to high revenue growth during the first half of 2013, says Deutsche Telekom International Consulting’s director in China, Fang Honggang.

Privately held Huawei, which releases only sales revenue and net profit margin figures in its financial statements, reported “relatively optimistic… accounts receivable, bad debt treatment and possible risks,” Fang said.

Huawei reported sales of 113.8 billion yuan for the first six months of the year, up 10.8% over the same period of 2012. Moreover, company management forecast a 2013 net profit margin of 7% to 8%.

A Renmin University professor who also serves as a Huawei corporate management adviser, Wu Chunbo, said the company’s first half 2013 net profit was 14.3 billion yuan.

With the company on a sound financial footing, management was well prepared to turn attention to making junior executive salaries more competitive, a Huawei representative said.

Sponsor Link: The leading executive search firm in China

03/27/13

Permalink 01:45:39 pm, by dacare, 382 words, 237 views   English (US)
Categories: News of China, Recruiting & HR Tips and Practices

Sales and marketing jobs in demand

The Chinese central government's call to boost domestic consumption has helped to make sales and marketing positions hot in the job market, according to Kelly Services' Salary Guide Greater China 2013 report released in late February.

Although tense competition in the Chinese market has restricted growth of many organizations, the report found that workers who remain in sales and marketing positions can expect to receive a 5 to 10 percent salary increase in 2013. Those changing jobs can expect to receive a 20 to 30 percent salary increase.

In the retail sector, sales, marketing, merchandising, store management, and operations positions remain in demand, although some headcounts were frozen in the first quarter of this year.

The human resources sector is equally promising. Top HR candidates with proven experience across all disciplines are in demand. Candidates who change positions can expect to receive a 20 to 30 percent increase in salary while the average increase for candidates remaining with their firms is over 10 percent.

Meanwhile, positive growth trends of the US automotive industry will be a boon for the Chinese market, which is expected to grow at a steady 8 to 10 percent clip this year. Top candidates will be needed in the industry in R&D positions, which are important for localizing manufacturing and product development.

While some information technology companies' hiring plans will be frozen in 2013 due to the economic downturn, the Chinese IT industry is nevertheless expected to face a shortage of 2 to 5 million workers in the next 10 years. Positions pertaining to the 3G platform, cellphone operating systems and e-commerce are expected to remain in high demand.

"We are happy to report that in spite of some concerns, we are not seeing any significant slowdown in the China labor market," said Nick Lesser, general manager of Professional & Technical Division at Kelly Services, China Operations.

"In fact, we are finding that in addition to steady demand for resources in tier-one cities such as Beijing, Shanghai and Guangzhou, clients are expressing increased interest in expanding their operations all around China," Lesser said.

"The salary ranges in our guide are based on actual transactions between employers and employees, and represent an accurate reflection of the marketplace," he said. "Market-driven salaries are of course crucial, but only by creating a meaningful employer-of-choice culture is it possible to attract and retain talented staff."

Sponsor Link: The leading executive search firm in China

12/25/12

Permalink 10:49:22 am, by dacare, 107 words, 323 views   English (US)
Categories: Recruiting & HR Tips and Practices, Candidates, Labor and Worker, HR News Express

Recruitment kicks off for Disney Shanghai theme park

Walt Disney Co started a recruitment campaign in China on Tuesday for its new theme park in Shanghai.

A total of 39 positions are being offered on the company's website to support the resort project in Shanghai's Pudong district.

Positions include assistant contract manager, IT infrastructure manager, and employees responsible for administrative management matters, purchasing, and engineering projects.

The resort, which is expected to open in 2015, will have a theme park, two hotels, various dining and entertainment venues, recreational facilities, a lake and transportation hubs.

The total investment is expected to reach 24.5 billion yuan ($3.84 billion) for the theme park and 4.5 billion yuan for the hotels and other facilities.

Sponsor Link: The leading executive search firm in China

12/24/12

Permalink 04:24:05 pm, by dacare, 351 words, 414 views   English (US)
Categories: Opinion and View, Recruiting & HR Tips and Practices, HR News Express

Work is slow for online recruiters

ChinaHR was up for sale by its largest shareholder Monster Worldwide Inc. (NYSE: MWW) in early November. But so far no company is willing to take over ChinaHR.

According to the company’s third quarter financial report, Monster’s operating revenue in the third quarter has significantly decreased by 10.5 percent and the company suffered a net loss of $194.2 million, of which ChinaHR contributes $233 million - partially offset by Monster’s other more lucrative holdings.

In fact, ChinaHR is not the only online recruitment company trapped in a slump in China. Data from iResearch reveals that three Chinese online recruitment giants – 51job.com, zhaopin.com and ChinaHR.com, all suffered from decreasing visitors for the first time since 2011.

The mostly homogenous services provided by online recruitment companies are losing power to attract clients with the growth of social networking websites.

According to the Global Employees Index published by Kelly Services, 80 percent of Chinese employees visit social networking websites everyday, 21 percent of which are using these networks to look for jobs.

At present, the platform gathering the most global professional talent is the business networking website LinkedIn, founded at the end of 2002 and publicly listed in 2011. Now it hosts 187 million registered users and 109 million unique visitors per month.

The LinkedIn pattern was copied by large numbers of Chinese professional networking websites after its successful IPO, including wealink.com, tianji.com, dajie.com and wolonge.com.

“Among so many professional networking websites, it’s difficult to judge who will win the appreciation of most users at the moment,” said one analyst.

It was reported that the registered users on professional networking websites have exceeded 70 million and is expected to reach 100 million in three months.

The number of Chinese professionals is huge and is rapidly growing with the development of economy. However, the vertical social service platforms targeting professionals are still in the initial stages, said Han Hui, CEO wolonge.com.

Traditional online recruitment cannot solve the information gap between recruiting companies and job seekers, while professional networking websites can provide a platform for them to know each other more and to respect each other

Sponsor Link: The leading executive search firm in China

12/14/12

Permalink 09:25:16 am, by dacare, 476 words, 321 views   English (US)
Categories: Announcements, Recruiting & HR Tips and Practices

Measures boosting workforce expertise

A raft of favorable measures, including expanding recruitment programs, are leading to more foreign experts and expertise, a senior official said at a forum on Monday.

State-owned enterprises directly under the central government have hired more than 1,600 overseas employees, said Huang Shuhe, deputy director of the State Council's State-owned Assets Supervision and Administration Commission.

"International experts have helped these enterprises produce many of the world's leading technologies and products with their own intellectual property rights, and that has laid a foundation that will carry the enterprises forward," he said.

A number of recruitment programs are in operation.

The Recruitment Program of Global Experts is one and through it a research and development group, involved with 15 State-owned enterprises in Beijing, hired 136 high-level experts.

China started the program in 2008, in a bid to attract 2,000 overseas professionals to key projects across a range of sectors from engineering to finance.

Another recruitment program, which started last year, aims to introduce up to 1,000 foreign professionals over 10 years to help spur innovation, promote scientific research and corporate management.

The project has just brought in 94 recruits, according to Zhang Jianguo, director of the State Administration of Foreign Experts Affairs.

Professionals recruited by both programs will be entitled to subsidies, research allowances, favorable salaries, residency permits, medical care and insurance policies.

Professor Robert Gilbert, 66, was one of the new recruits.

Gilbert, an Australian who studies nutrition and food science, started work in China in October. He plans to build his own laboratory at Huazhong University of Science and Technology and Wuhan University.

China's emergence as a major global economy has made many foreign professionals shift their focus from traditional talent absorbers, such as the United States, he said.

"I enjoy being in China. It's very comfortable working and living here and I will probably prolong my stay in China when my contract ends in four years," he said.

Although China has been trying hard to attract international professionals, the country is still at the preliminary stage of attracting global talent, according to Wang Huiyao, director of the Center for China and Globalization in Beijing.

Only about 600,000 foreign professionals have work permits in China, while the US annually grants more than 100,000 green cards for foreign talent and nearly 90,000 talent visas, he said.

"We should do more to get global talent, for example by introducing more favorable and convenient visa and residence policies," he said.

Wu Jiang, director of the Chinese Academy of Personnel Science, said the country should optimize its structure of recruitment.

"For example, China only has 10 percent of its foreign experts working in the economic field. It's too low," he said. "We know what kind of talent we need most only after we get a better understanding of the country's talent and industrial structure."

The government should also provide better public services and make its legal environment for talent introduction better, Wu suggested.

Sponsor Link: The leading executive search firm in China

12/13/12

Permalink 09:59:35 am, by dacare, 1409 words, 413 views   English (US)
Categories: Recruiting & HR Tips and Practices, Technical, IT Recruiting

Eyeing up jobs with Chinese companies

More foreigners are employed by or showed a stronger interest in working for China-based companies against a backdrop of the rise of the country's economy and the global expansion of many Chinese firms.

Huawei Technologies Co, the world's second largest telecoms equipment maker by revenue, surprised people last year by inviting John Suffolk, former UK government chief information officer, to act as its global cyber security officer.

Suffolk is one of the most influential foreigners to work with a Chinese company. He works at Huawei's headquarters in Shenzhen, a coastal city in South China's Guangdong province, and reports directly to Huawei's chief executive officer, Ren Zhengfei.

After Suffolk joined Huawei, Omar Khan, former chief product and technology officer of Samsung Mobile, was appointed co-chief executive officer of Beijing-based NetQin Mobile Inc, a mobile security software provider.

Khan was dubbed "the Godfather of Galaxy" after launching perhaps one of the best series of smartphones the Android mobile system has seen yet - the Samsung Galaxy S line.

The trend of more talented foreigners joining Chinese companies is just beginning, analysts said. Yang Haifeng, a telecoms expert who is also chief editor of Communications World Weekly, said the vigorous Chinese economy, coupled with overseas expansion of many Chinese businesses, would create many opportunities for skilled people worldwide.

"Chinese companies can provide them (expatriates) with promising prospects, good experience and, of course, generous salaries," said Yang.

Duncan Clark, chairman of BDA China, a consultancy company that follows China's IT industry, said some companies in China are beginning to "transcend their Chinese-ness".

"In companies, I think we are almost beyond the 'them and us' of foreigners and Chinese. Once a company is founded by entrepreneurs, it doesn't really matter where the founders are from. We are entering the age of the 'multinational startup'," Clark said in an email sent to China Daily.

This new breed of company is far more attractive to expatriates to work for than the traditional Chinese company, he added.

ZTE Corp, the world's fifth telecoms equipment vendor, earns more than half of its revenue from overseas markets. In some developed countries, such as in the United States, about half of ZTE's management team are expatriates, according to Dai Shu, director of corporate branding and communications at ZTE.

Dai said ZTE provides an equal playing field when it comes to promoting talented people. "Sometimes, foreigners have more advantages than Chinese staff because we measure performance largely by the results they deliver," Dai said, pointing out that foreigners usually produce good results because they are culturally more close to clients.

In addition to talented foreigners, Chinese companies are also very interested in taking people who have experience in foreign companies. Lenovo Group, China's largest PC maker, hired more than 40 laid-off employees from its mobile product rival Motorola Mobility Holdings Inc in October.
Chen Wenhui vice-president of Lenovo and general manager of phone research and development, said once Lenovo heard the news, it went to Nanjing Motorola's R&D center immediately.

Former Motorola talent would improve Lenovo's overseas market research ability because Motorola had many long-serving staff with good overseas experience, Chen said.

When the search giant Google Inc said it was shutting down its search service Google.cn on the Chinese mainland in 2010, its Chinese competitors also seized the opportunity to hire the US company's best staff.

A number of Google's senior executives left the company amid rising speculation that Google may further withdraw from the Chinese mainland with its decision to redirect its mainland traffic to Hong Kong.

These included Zhu Huican, the inventor of Google's image search service, who went to Tencent Holdings Ltd as the chief architect of the company's search service, but later he left again, and Wang Jin, who has been working at Baidu Inc as vice-president of technology after he left Google as former deputy director of its engineering and research institute.

For Tencent Holdings Ltd, the biggest Internet company in China by sales, talent is talent, whether it is Chinese or foreign.

"Bringing in foreign talent is quite normal here," said Chen Shuanghua, assistant general manager of Tencent's human resources department, adding that it is not the nationality but ability that matters.

Quite a few of Tencent's employees used to work at major IT companies, including Microsoft Corp, Google Inc and Oracle Corp, he said.

Tencent hired Steve Gray, former executive producer at Electronic Arts Inc. Gray, who led the project for the Lord of the Rings franchise, used to be invited to give lectures at Tencent. After Gray and Tencent knew each other better, he was offered a job at Tencent in 2009 as an executive in charge of game production. Tencent is the biggest online game operator in China.

It's not just research and development that benefits from foreign talent. So does global business expansion. Chen said Tencent's WeChat, a hit messaging application on mobile devices, owes part of its success to the overseas marketing teams that hire local foreigners.

As part of its recruitment efforts, Tencent has taken a team to the top US universities, such as Harvard and Massachusetts Institute of Technology, every year since 2008 to recruit those with a masters in business administration. Chen said each time Tencent recruits about 10 people, most of whom will be deployed in the strategy and investment divisions.

By the end of this year, the company will have added 5,000 more people, boosting its total payroll to more than 20,000 employees, Chen said. About half of them are fresh graduates from Chinese universities, while the rest are experienced professionals.

Looking forward

Chinese companies are going to seek more international talented people as they embrace the global market. An increasing number of foreigners are considering working for Chinese companies because they believe the experience will add depth to their resumes, analysts said.

About 80 percent of the international talent in Chinese companies work in sales and marketing departments and are not based in China, according to Steve Shen, manager of information technology at Shanghai-based head-hunting company Robert Walters Talent Consulting Ltd.

Chinese companies need local talent to run their businesses in Europe and the United States because Chinese employees are not familiar with marketing procedures in the West and find it hard to explore the local markets.

Slowing economic growth in the West is also providing an opportunity for Chinese companies to lure talented foreigners and more candidates are expressing an interest in job offers from China, a country with three decades of constant economic growth, said Shen from Robert Walters.

The steady economic growth has also put Chinese enterprises in a good position to attract experienced people in the research and development sector.

Although only one in five of foreigners working for Chinese enterprises are R&D specialists, the amount is set to surge in the coming years because Chinese companies are planning to localize product designing and manufacturing in target markets, said Shen.

"China has a lack of experienced and skilled researchers and developers. International candidates with work experience are highly competitive in this area," added Shen.

In addition, as an increasing number of Chinese companies transform from outsourcing manufacturers into retailers directly targeting local customers, they need to build a local team strong enough to power the strategic shift. Locals are often the most suitable candidates.

However, ambitious overseas expansion plans pose a series of challenges to the Chinese headquarters. One of the most stubborn ones is how to manage enlarged overseas branches.

"The cultural difference is a big problem for most of the expatriates working in China and for Chinese companies and it may affect foreigners' careers in China," said Shen.

Chinese enterprises will also need to figure out how much administrative powers should be delegated to overseas directors and how to effectively manage the overseas offices.

Another reason that Chinese offers have become popular among overseas job seekers is because the experience will make their future job hunting easier. Foreign companies are more willing to give jobs to those who have worked in China or for Chinese companies because the second largest economy is appealing to many foreign enterprises as a place to do business.

More overseas workers value the experience of working in China more than their pay, according to Shen.

"A China element in a candidate's resume will award them extra points when looking for jobs with international corporations," said Shen. "We are definitely going to see more foreigners working for Chinese employers as the nation's economy continues to grow."

Sponsor Link: The leading executive search firm in China

:: Next Page >>

China Job Links:

China Recruitment Agency
Leading executive search firm in China
1000+ executive search cases

China Payroll & Benefits Services
Payroll & Benefits local Chinese hire
Setup your operation fast and cheap
China Job Openings - LinkedIn
Join #1 LinkedIn China Career Group
Find more Chinese jobs and talent

WeChat: China_Jobs
Scan our qrcode
WeChat: China_Jobs
 
feedsky
my yahoo
google reader
my yahoo
bloglines
哪吒

Misc

XML Feeds

What is RSS?

Who's Online?

  • Guest Users: 5

powered by b2evolution free blog software