David García HR Managemente, labour, Market & expatation in china

In China what most caught my attention the HRM are:

The orderly processes that are followed in the HRM in the Chinese companies, perform a job analysis, planning the real needs.

Once the need is seen, the profile of the candidate is sought, the selection process is done and the chosen one is oriented to the company’s policy (salary, salaries, training and development)

 

 

In the HRM environment we highlight the regulation based on China’s contract law.

Those  Chinese workers are the most stressed of all ASIA (surveys of workers from 2009 to 2013), while unions have a high growth

High turnover of workers in the company and Country with more efficiency in the return of the investment (ROI)

 

The labor market within china, we emphasize that there is a significant shortage of people with managerial and executive talents, there are 7 million graduates in China looking for a job of White collar colleges

Starting in 2015, the total employment area began a sharp decline, due to the policy of having only one child.

Finally, I would like to highlight that Multinationals in China, once they are introduced, they need a more flexible HRM policy.
They make the mistake of falling into the believe that applying HRM policies and practices is the best
The critical differences are found meanly in the methods of performance evolution, lines of authority and information management.

 

David García Campos   MBA full Time Sevilla.


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