Talent Retention in China: HR and General Management Aspects (Part III)

人才保留 [réncáibǎoliú] Talent Retention

This blog entry is a follow-up entry to Talent Retention in China:Some Suggestions for the Western Executive and Talent Retention in China:The Socio-Cultural Aspects.

Multinational Corporation (MNC) in China face employee expectations in the HR and General Management that are different from their home country. By integrating some of the more common Chinese HR and . . . → Read More: Talent Retention in China: HR and General Management Aspects (Part III)

Talent Retention in China: The Socio-Cultural Aspects (Part II)

人才保留 [réncáibǎoliú] Talent Retention

This blog entry is a follow-up entry to Talent Retention in China: Some Suggestions for the Western Executive and covers the socio-cultural aspects that Western executives in China should be aware of order to enhance employee retainment and commitment in their organisation.

In China, as anywhere, people want to be treated well by their employer and . . . → Read More: Talent Retention in China: The Socio-Cultural Aspects (Part II)

Talent Retention in China: Suggestions for the Western Executive (Part I)

人才保留 [réncáibǎoliú] Talent Retention

With the labour shortage and ever increasing labour costs in China, what can Multinational Corporations (MNCs) consider beyond offering attractive salaries that might threatens their competitiveness?

The trick to improve talent retention is to build a committed as opposed to a satisfied (or worse) workforce and I believe there are certain aspects where Western . . . → Read More: Talent Retention in China: Suggestions for the Western Executive (Part I)

International HR: An essay on expatriate selection

工商管理碩士 [gōngshāngguǎnlǐshuòshì] MBA David Petersson 潘德伟

This is an essay I wrote for the subject International and Comparative Human Resource Management at La Trobe. The topic for the essay is:

It is argued that technical ability, cross cultural suitability, family requirements (including those of dual career couples) and host country language skills are critical criteria that must be considered in the . . . → Read More: International HR: An essay on expatriate selection

Developing People And High Performance Organisations: Individual Essay

工商管理碩士 [gōngshāngguǎnlǐshuòshì] MBA David Petersson 潘德伟

This posting is an Individual Essay that I wrote in the subject Developing People And High Performance Organisations at La Trobe’s Graduate School of Management (GSM) in October 2010.

The question was  “Discuss the ways in which a strategic approach to HRD can play a strategic role within an organisation” which proved to be a huge . . . → Read More: Developing People And High Performance Organisations: Individual Essay

How to Get the Best Value from Your China Business Consultant

Consultant 顾问 [gùwèn] David Petersson 潘德伟

If you have attended a China related seminar, conference or even trade-show then you have probably been approached, surrounded or bombarded by consultants of all colours, language and education background – all claiming to have the best solution for you ranging from China entry, licences, registration, sourcing and negotiations to business plan and market research. . . . → Read More: How to Get the Best Value from Your China Business Consultant

The Essentials of Company Set-up in China

Company Incorporation 组成公司 [zǔchénggōngsī] David Petersson 潘德伟

Successfully setting up a company in China requires knowledge and planning in a number of areas. These will be different depending on if you wish to source products or services from China or plan to market and sell your own products and services on the Chinese market.

Here are the essentials:

1. There are a . . . → Read More: The Essentials of Company Set-up in China