www射-国产免费一级-欧美福利-亚洲成人福利-成人一区在线观看-亚州成人

US EUROPE AFRICA ASIA 中文
Business / Companies

Human resources managers face colossal task

(China Daily) Updated: 2013-01-18 14:14

Human Resources | ED Zhang

Pressure is piling up for human resources managers.

As the whole country is talking about the change of the economic growth model - from an old model that relied primarily on cheap labor to a new one based on quality manufacturing, diversified services and domestic consumption - who are the people who will make the change happen?

Where will we find those would-be innovators at the national level, industry level, as well as corporate level?

Human resources managers face colossal task

A booth at a large-scale job fair in Shenyang, Liaoning on Jan 12. The event was joined by 168 enterprises providing some 3,000 vacancies. [Photo / Xinhua]

There is quite a gap between demand and supply in the talent market. And it's not hard to understand why, said Xu Jing, principal of Heidrick & Struggles, the global executive search firm headquartered in Chicago.

"It takes time to build a large pool of talent. It's not like pushing a button. It takes a very long time for a society to develop an adequate stock of knowledge and experience for the expected innovation," she said in an interview with China Daily.

By contrast, China's reform and opening-up policy was launched no more than 30 years ago. "How much managerial expertise could the country have accumulated in just over two decades?"

There was always some unsatisfied demand for managerial talent - even during the high-growth years under the old economic model. Between now and then, the only difference is that the shortage of talent got worse.

"In the past, there were still a few. Now there seems to be none, as some companies say," Xu said.

And the shortage comes at a time when an increasing number of Chinese companies are trying to expand investment and operations overseas. What can the corporate leaders do?

Xu believes that first, of course, they have to "import talent" - or look for skilled employees outside the company, and even outside the country.

Then, they have to change their way of managing people, and adopt an "open attitude", which means working with teams comprising people from different backgrounds.

The companies that have done M&A deals abroad should take a good look at their experience and learn their lessons.

Also, they have to invest seriously in training programs designed for their future echelon of C-level executives, by using internal and high-quality external resources, including top-level business schools.

And they also have to know where to find the right talent.

"The fact is," Xu said, "there are people out there who can help - so long as you know where they are and in what ways their expertise can be best utilized."

Previous Page 1 2 Next Page

Hot Topics

Editor's Picks
...
主站蜘蛛池模板: 影音先锋色先锋女同另类 | 久久99国产亚洲精品 | 福利视频专区 | 日韩精品免费一区二区三区 | 国产成人精品区在线观看 | 国产成人av性色在线影院 | 成年免费在线观看 | 亚洲国产欧美在线人成aaa | 国产日韩视频在线观看 | 欧美黑人巨大最猛性xxxxx | 男女扒开双腿猛进入免费网站 | 日韩欧美色综合 | 久久毛片免费看一区二区三区 | 日韩日韩日韩手机看片自拍 | 国产成人精品三级在线 | 亚洲va精品中文字幕动漫 | 99re7在线精品免费视频 | 手机在线视频一区 | 精品国产理论在线观看不卡 | 99久久精品国产亚洲 | 国产免费高清 | 污美女网站www在线观看 | 国产在线观看xxxx免费 | 天天爱天天做天天爽天天躁 | 久草免费在线视频观看 | 9999毛片免费看 | 欧美国产合集在线视频 | 91九色国产porny | 亚洲成人免费视频在线 | 成年男女免费视频网站播放 | 久久精品久久精品久久 | 国产精品资源手机在线播放 | 亚洲黄色免费网址 | 大陆老太xxxxxxxxhd | 国产一久久香蕉国产线看观看 | 成人免费在线观看视频 | 视频一区视频二区在线观看 | 在线播放精品一区二区啪视频 | 久草热久草在线 | 色综合精品 | 特黄女一级毛片 |