Archives November 2006

Manpower Looks To China, India, Europe For Growth

BY MARILYN ALVA

INVESTOR’S BUSINESS DAILY

Since it went to France nearly 50 years ago, it has been hard to keep temporary staffing firm Manpower (MAN) home in Milwaukee.

Besides Paris and other French locales, it has gone to Germany, the Netherlands, Belgium, Italy, Mexico, Argentina, Japan, India, China and scores of other foreign countries for a total of 4,400 offices in 72 nations.

In and around Paris alone, Manpower runs 220 offices. Today, France accounts for almost 36% of overall revenue. While France is Manpower’s biggest single market, Europe is its top region.

“We have a long history of being truly global,” said Chief Executive Jeffrey Joerres.

Geographic diversification is one of Manpower’s key strengths, analysts say.

The staffing industry is notoriously cyclical, depending much on economic winds. So if one country or region slumps, Manpower is apt to see another region offset it.

That is now the case with Europe, where robust revenue growth on the Continent offset the past quarter’s anemic 2% growth in the U.S., where the economy is slowing. The economy is still growing in Europe, and Manpower’s revenue there grew about 19% over last year excluding France. French revenue rose 12%.

“You’ve got a secular growth story in Europe that you don’t have here,” said analyst Jeffrey Silber of BMO Capital Markets.

Manpower has long been known as a staffing firm for employers looking for short-term workers, especially in light industrial and clerical jobs.

Though Manpower has been moving up the job ladder to more skilled personnel and permanent placements, temporary staffing is still its core strength, accounting for about 70% of the company’s gross profit.

The temp market is still far from saturated. Temp workers make up only 2% of the working population in the U.S. In Europe the percentage is higher ¡ª double in some countries ¡ª and apt to get higher still. That’s due largely to Europe’s restrictive pro-labor laws, which make it more difficult or costly for employers to downsize.

Cautious Employers

“You’re in an environment where companies have to be cautious and thoughtful before they take someone on,” CEO Joerres said. They increasingly are looking to flexible temporary workers to fill holes.

In the large and fragmented U.S. temporary staffing market, Manpower’s biggest rivals are Troy, Mich.-based Kelly Services (KELYA) and Switzerland-based Adecco International, (ADO) which has struggled recently and has new management. Adecco is Manpower’s top rival in Europe.

Manpower employs 1,500 permanent recruiters in Europe alone. “This is a market we really want to go after and go after hard,” Joerres said.

Italy didn’t allow companies to use temporary workers until 1997. That same year, Manpower moved in. It counts 450 offices in Italy and expects revenue there, which is growing 25% annually, to reach $1 billion this year.

All of Manpower’s offices are staffed mostly with locals who understand local job markets and labor laws. “It’s by design and strategy. We have one expat in all of Europe,” Joerres said.

Though its presence in India and China is relatively small, those are two of Manpower’s most promising emerging markets. In both countries, Manpower focuses more on management and professional positions than entry-level jobs.

Joerres says Manpower is the largest recruitment firm in India. The firm works for Indian and U.S.-based companies, including some of the top back-office and software outsourcers. It has about 10,000 people on temporary assignments in India on a given day. That’s still well below France’s 175,000.

“Manpower is in the investment mode in those countries, building out operations with the idea that five to 10 years from now they’ll bear fruit the same way Italy is bearing fruit,” said analyst Mark Marcon of Robert W. Baird.

Many of Manpower’s largest overseas clients are U.S.-based multinationals such as Honeywell, (HON) IBM, (IBM) Hewlett-Packard, (HPQ) Motorola (MOT) and Abbott Labs. (ABT)

Over the last few years Manpower has expanded into specialty and permanent job placements and career counseling. The firm’s Jefferson Wells division, which focuses on high-end accountants, and career and outplacement unit Right Management are still small, however. Sales slowed in both divisions in the last quarter, partly because of the loss of two large accounts for non-recurring work tied to Hurricane Katrina and Sarbanes-Oxley.

Nevertheless, Silber credits Joerres, who became CEO in 1999, for spearheading acquisitions that moved the company into higher margin businesses.

Stock Buybacks

Under Joerres, shareholder-friendly policies such as stock buybacks and rewards for achieving higher returns on invested capital were implemented.

Investment in new technology enables the firm to increase revenue without corresponding growth in expenses. Productivity has increased in branch offices. The firm also has been able to raise prices without much customer resistance.

Even though the U.S. business grew only 2% in the third quarter, U.S. operating profits jumped 26.7%.

Earnings in the quarter soared 33% from last year to $1.16 a share on revenue of $4.6 billion, which was up 12% from the year earlier period. Analysts estimate earnings will rise 27% for the full year to $3.71 a share and grow an additional 16% next year.

Growth often slows when a company gets big, according to the law of large numbers. That’s not been the case with Manpower, which has shown 20% to 30% earnings growth over the past few years and an average 13% top-line growth.

“We are a very large company that still keeps an entrepreneurial and growth attitude,” Joerres said. “We’re 60 years old and the core part of our business ¡ª temporary staffing ¡ª is still fast-growing.”

Recruitment firms boost investment in China

Recruitment companies have increased their investments in China, according to a new study by the1, merger and acquisition (M&A) specialists for the human capital sector. The study identified a cumulative total of 156 investments in China by 106 foreign recruitment or human-capital groups over a 20-year period.

China as a whole – including deals made in Hong Kong – has seen a steady rise in the number of investments over the years. It saw a 70% boost in investments, from 40 transactions in the 1995-99

period to 68 in the post-2000 period.

However, the growth was faster (132%) for investments in mainland China (58 post-2000 versus 25 in the prior period), the first empirical evidence that foreign human-capital companies have stepped up their investment on the mainland.

“China is the human-capital sector’s number [one] opportunity long-term,” said Mark Dixon, a director of the1. “With a population of 1.3 billion, you don’t have to be a rocket scientist to do the math. It’s a numbers game, with some very big numbers.”

Explaining this shift in investor attitude, Dixon said, “People have been aware of the potential of the Chinese job market but most viewed ‘M&A for people businesses’ as too theoretical – the country, the culture and the prospect of profits all being too far off.
“But now we now seem to have passed a tipping point. Although the Chinese recruitment industry is nascent and impeded by red tape, profits are already being made. This has negated the old excuse in the industry that China should be left as a challenge for the next generation.”

Commenting on the maturity of the investment flow, Dixon said, “We haven’t entered a land-grab phase yet. In coming years, investors will move on from toe-hold investments to building national brands and large office networks across China. We’ll see them pour in real capital.

“Larger recruitment groups are starting to feel pressure from clients, institutional investors and boardrooms,” he said. “The result is clear. The attitude to China is moving from opportunity to obligation. Obsession may not be far away.”

Hong Kong
Hong Kong, which saw most of the early investment, has been receiving less attention. It attracted 10 transactions post-2000, compared with the 58 on the mainland during the same period. Hong Kong now is viewed more as a market in its own right rather than as the gateway to China. Companies wanting to capitalize on “the China opportunity” are discovering they need to be in China proper.

Cumulatively, Hong Kong has received 51 deals, compared with 105 on the mainland. Before Britain handed Hong Kong back to China in July 1997, the small territory attracted more human-capital-sector investments (53%) than the entire mainland. It is no longer where the action is. After the handover, a period that coincided with an investment flow into China from many countries and industries, the balance has switched – mainland China has attracted 82% of all deals.

This move inland is even seen among the pre-handover investors in Hong Kong themselves, who made 35 deals. Some 77% of these groups have subsequently expanded into mainland China.

Commenting on this trend, Dixon said, “Hong Kong used to be King Kong – the 800-pound gorilla on the Chinese human-capital stage, a sort of bouncer standing outside the stage door of China. Kong has now gone, at least in that capacity.”

Legal structures used
A range of different legal structures is being used by investors to operate in China, some on a solo basis and some with partners.

More than half (55%) of the investments involve the foreign company setting up a new subsidiary in China. This compares with 28% of investments in the form of representative offices. Just 17% are new joint ventures with a local partner or the partial acquisition of an existing local company (which results in effect in a joint venture after the transaction).

Regulations have allowed 100% foreign ownership of some categories of human-capital investment, notably human-resources consulting, rather than headhunting or recruitment, which have found it difficult to get licenses at any level of ownership.

Since October 2000, rules have been loosened, allowing 49% foreign participation of all categories. Joint ventures are thus becoming more popular. Just 17% of the total investment count for all periods, joint ventures accounted for 35% of investments since 2002 compared with a negligible 9% prior.

China to become world¡¯s 2nd largest market for capital management

Chinanews, Shanghai, Nov. 9 – In a recent report released by Mercer Oliver Wyman, the company predicts that over the next nine years, financial assets will increase sixfold in China and by 2015, the newly increased financial assets owned by Chinese individuals will account for 10% of the total newly increased financial assets in the world, making China the world¡¯s second largest financial management market next to the United States.

The report analyzes that Chinese people have a high tendency to save money. In China, the deposit rate exceeds 20%, nearly ten times that of the United States. The high deposit rate coupled with Chinese robust economy will make the total financial assets expand rapidly in China. Related information shows that at present, Chinese people¡¯s total financial assets reach nearly 3 trillion US dollars (excluding real estate properties). Since most Chinese people like to buy things in cash, the scale of financial assets managed by financial institutions is still relatively small at present.

Based on experiences learned from other developing countries, Mercer Oliver Wyman predicts that as the per capita GDP rises, the proportion of cash in Chinese people¡¯s assets composition will become smaller in future. As a result, the financial assets management market will boom. In addition, changes of policies in regulating the floating assets in China are also likely to change the developmental mode of the assets management market in China fundamentally.

Looking from global range and the situation of the Asian-Pacific region, the report envisions a prospective market for Chinese financial management in future. It says that by 2015, the capital asset in the investment management sector will increase from 300 billion US dollars at present to 2 trillion US dollars by then and the investment products will include funds, pensions and insurance

Legal Manager

Company introduction:
The company is the top 5 consultant company and more than 50% top 500 companies are their clients. Provides deep expertise to manage and operate business functions and support client teams. Work in a wide range of functional areas including human resources, marketing and communications, finance, quality control, legal, IT, facilities and services.

Job Description
The Legal and Commercial business practice provides and manages all legal advice and support to XXX (instead of company’s name). Legal and Commercial aims to give objective, focused, practical advice and solutions based on an understanding of the law and XXX’s business, which is essential in a competitive marketplace. The Legal and Commercial teams work closely with each engagement to find ways to maximize revenue and manage risk and to ensure that XXX complies with its contractual obligations.
The Field Operations and Contract Management teams work closely with XXX’s operating and capability groups to obtain good commercial arrangements, review and counsel new offerings, support XXX’s alliances and Business Process Outsourcing businesses, develop package knowledge and ensure contract agreements are upheld.

Key responsibilities may include:
• Representing company’s interests and interfacing directly with client counsel and negotiating teams
• Drafting, reviewing and negotiating a broad range of contracts for medium to complex engagements
• Strategizing with company executives prior to client negotiations
• Helping develop, and understand, risk mitigation strategies for contractual risks
• Structuring client transactions to be most advantageous from a legal and business perspective
• Counseling, advising, and consulting company executives based on accurate interpretation of contract documents and the facts of a business opportunity
• Developing internal guidelines, toolkits, and packaged knowledge on various legal and business issues
• Overseeing, counseling, guiding, training and supporting junior transactional lawyers if required
• Managing external legal support, if required
• Staying abreast of legal developments affecting the company, its clients, and industries and synthesizing the information to incorporate it into company’s transactional practices
• Educating company executives in regard to legal and risk management issues
• Developing subject matter expertise in one of more areas that benefit Legal and Commercial and/or our business (e.g., corporation law, competition law, employment law, data privacy, and service line expertise)
• Supporting, promoting and implementing initiatives as part of Legal & Commercial executive team
• Escalating variances from contracting policy or unusual risks
External Relationships:
Client Counsel, Client Executives, Outside Counsel
• 5+ years transactional experience in relevant areas in roles with increasing responsibility, preferably in a law firm or in a fast-paced corporate/legal transaction group, ideally for an IT services vendor
• Sound knowledge of Chinese Law and a desirable LLM in a US or UK university
• Good business acumen
• Prior experience working in a fast-paced legal or corporate environment
• Ability to meet travel requirements, when applicable
• Good understanding of Finance and Accounting principles
• Capable of delivering good work product with supervision
• Committed with XXX¡¯s and L&C success

Professional Skill Requirements
• In-depth experience negotiating and resolving Intellectual Property and other complex commercial contractual issues
• Proven ability to efficiently manage a large volume of transactions
• Ability to be flexible and work in a problem-solving environment
• Excellent communication (written and oral) and interpersonal skills
• Strong organizational, multi-tasking, time-management and analytical skills
• Excellent negotiation, influence and collaboration skills
• Fluent in English

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_eo066sh@dacare.com’

The Leading Job Search Engine in Asia, Recruit.net, Announces a Partnership with JOBcentral and DirectEmployers Association USA

HONG KONG, Nov. 9 /Xinhua-PRNewswire/ — Recruit.net, the leading
vertical job search engine in Asia, today announced that it will be working
with the U.S.-based DirectEmployers Association to bring almost two million
job listings in Asia indexed by Recruit.net to the job listing site
JOBcentral.com. Using one simple search a user looking for job
opportunities on the JobCentral site will now also be able to find
additional job opportunities in China, Hong Kong, Japan, Australia,
Singapore and India provided by Recruit.net.
“This is a great first step in our cooperation with the DirectEmployers
Association and is a win-win for all parties. Jobcentral users get access
to millions of new jobs in Asia and Recruit.net integrates with the
National Labor Exchange and their network of over 200 leading US
Corporations” said Maneck Mohan, founder of Recruit.net.
Bill Warren, executive director of DirectEmployers Association states,
“We are excited about the opportunity to work with Recruit.net which has
quickly become the leading vertical search engine for jobs throughout Asia.
Our member companies, all leading U.S. corporations including many with
operations in Asia, have been extremely impressed with Recruit.net’s
vision, development and rapid expansion in the Asian market.”
About DirectEmployers Association
DirectEmployers Association is a nonprofit organization formed by human
resource executives from leading U.S. corporations to meet the latest
challenges in corporate recruiting. The Association created and maintains
JobCentral.com ( http://www.JobCentral.com ), the Internet’s only cooperative,
employer-owned search engine dedicated exclusively to employment.
About Recruit.net
Recruit.net http://www.recruit.net is a Hong Kong-based tri-lingual (English,
Chinese & Japanese) vertical job search engine focused on jobs in Mainland
China, Hong Kong, Japan, Australia, Singapore and India. The search engine
indexes millions of job listings around Asia from multiple sources
including job recruitment sites, newspapers, companies and executive search
firms and enables job seekers to instantly search multiple web sites via
one simple search free of charge. Recruit.net provides a range of features
to its users including powerful search functionality, the ability to upload
resumes and to receive job alerts via email or RSS feed.

Finance & Controlling Manager

Company introduction:
A German company mainly engaged in the development, manufacturing and distribution of automotive products. Their current customers are major car manufacturers. The Company relies its orientation on “Innovation, Excellence and Harmony”, in order to be a liable, capable and proactive partner to our customers and their employees. The company adopts a state-of-the-art pattern of management, combining the both management strategies of Germany and China. With the rapid development in the near future, they are looking for those talents who are eager to develop their career in a global and high speed company.

Responsibilities:
1£®Perfect the accounting system and financial regulation of company;Formulating and continued improving the procedure of financial department;Laying down the concept of the property insurance of company;operating a standard cost accounting system for all product lines;
2. Laying down the concept of the property insurance of company, Taking care of the seal of the legal representative of company; Checking and approve the payment in cash and remittance ;
3£®Checking and approve the monthly VAT report, monthly reports of the foreign invested enterprise and reports on the monthly industrial output value to the industry urban garden; Cooperate to ensure the audit of customers and revenuer;
4. Control of the working capital and Financing according to the decision of board; Checking and analyze the financial monthly reports according to Chinese Accounting System;
5£®In charge of stock check, ensure finance account, cards, goods match, strengthen analysis and controlling and ensure the quantity, price, stock, logistic correct & logical;
6. Formulating the 5 years Business Plan of company, Forecast of the current year and Plan-Is analysis;
7. Perfect the budget und cost control system for the cost center of company; Operating a standard cost accounting system for all product lines;
8£®Managing relationship with Tax Bureau, Foreign Currency Control Dept., Banks and any related Government Dept.

Requirements:
1£®University degree in accounting or business administration subject;
2£®Middle accountant ceitificate at least,
3£®At least in 5 years related experiences of working in foreign invested Production manufacture enterprise, controlling leader, strong leader function£¨must£©;
4£®Familiar with the Chinese and international Accounting £¨IFRS£©, strong analytical skills, financial and tax policy;Sound knowledge about financial software; ERP software knowledge desired, good presentation skills;
5£®English well in writing and Verbal must, German optional
6£®Honest, active, diligent, cause-effect sensibility, good team cooperation and communication skills,
7£®35-45 years old.

* Please send us your complete resume (both in Chinese or in English) to: ‘topjob_fi120sh@dacare.com’

HCP Manager

Company:
Top Foreign Pharmaceutical Company

It is a leading healthcare company with a uniquely broad spectrum of innovative solutions. For more than 100 years, it has been active in the discovery, development, manufacture and marketing of novel healthcare solutions. The products and services address prevention, diagnosis and treatment of diseases, thus enhancing well-being and quality of life.

Responsibilities
To implement HCP marketing activities according to plan with the aim to achieve business objectives. To achieve overall sales targets, build relationships, establish network and corporate reputation.

Key Responsibilities:
Budgets the HCP market plan for the region and national in relation to department and client goals. Develops and implement produce marketing and sales budget for your product line in relation to the territory produce sales targets.
1.Works together with BM and your product territory sales representative to set product sales targets of your product lines in relation to department and client goals
2.Suggest region product pricing policy in relation to department and client goals for your product lines
3.Monitor the marketing and sales plans in line with sales targets and marketing budgets
4.According to the department development strategy investigate new product and new market heat point for the regions in your product relative field

Sales, marketing support and client relationship:
1.Identifies the needs of technical and sales skill training for the product sales
2.Provides technical support and product knowledge training to sales person who need more skills to do their jobs
3.Coordinate with the clients to set up the regular product training for the sales persons
4.Maintain the high level of client relations by providing regular marketing information which the client demanded
5.Develops and maintains relations with counterparts at upper levels of Chinese organizations(Academy Organization, Academy Journal Poblisher,MOH,public relationship and Advertise Organization,etc)
6.Creates a systematic approach in your region academic to meetings
7.Responsible for the DEMO unit in a normal working situation and under a good tracking system after any demonstration or exhibition
8.Responsible for the tender preparation, collect necessary technical information from the manufacturer. According to the endures situation to prepare the tender documents, tender bond and other materials
9.Ensure that the contract accounting form is filled out correctly and according to company policy

Team Building and Coordination
1.Develops team spirit and cohesiveness within the marketing and sales group
2.Coordinates with the logistic team to maintain systems of contract processing, execution and follow up to keep a high level of efficiency internally and high level of customer satisfaction
3.Works closely with CS department
4.Recommendation for hiring/firing/promoting for product sales. Sets goals, reviews performance and recommendation for hiring/promoting product manager and supervises the clinical application team

Qualifications:
1.Bachelor or master degree or up in Clinical Medicine or relative major, endocrine preferred
2.5-year marketing working experience of medical field, very reach faculty of independently management in professional market, especially for education and product. High ability of communication and expression. Spirit of enterprising and team-building
3.High ability of English speaking and writing is required. Medicine or sales management background
4.Ability to operate a computer and use database, word processing, spreadsheet, graphing and other software as specific to the company
5.Exercise good verbal and written communication skills
6.Initiative, follow-up, detail-focus and result-oriented
7.Good interpersonal skills, team player, well-organized and quality service organization
8.Ability to maintain confidentiality at all times and high employee ship

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_mkt149sh@dacare.com’

As barriers fall in auto business, China jumps in

Wednesday, November 08, 2006

By Gordon Fairclough, The Wall Street Journal

NINGBO, China — The first cars to roll off the line at Geely Group’s sprawling plant here six years ago were crudely built hatchbacks, powered by Toyota Motor Corp.-designed engines. Annual production was less than 5,000.

Today, Geely makes 180,000 cars a year, with models including sedans and a sports car. It has engineered its own six-cylinder engines and is selling cars not just in China, but in Latin America, the Middle East and Russia as well. Geely even signed a joint-venture deal recently to build London’s iconic black taxicabs for sale in England.

“How to make cars is no longer a big secret,” says Li Shufu, Geely’s chairman. “The technologies are widely used and shared.”

Major changes in how the world’s biggest auto makers operate — outsourcing everything from design to component manufacturing — are making it easier for China to join the ranks of globally competitive car producers in far less time than it took Japan and South Korea.

The result: In many ways, cars are becoming a commodity. And the manufacturing of vehicles is starting to shift to China, in much the same way that production of garments, televisions and computers did. The development is likely to pose a serious challenge to established car companies around the world.

“China is coming,” says Michael Laske, head of Austrian engine-technology firm AVL List GmbH’s China operations. “It’s inevitable. The business is different today.”

China is already the world’s second-largest vehicle market, and it is growing fast. China’s government is working to promote the growth of domestic auto manufacturers, including Mr. Li’s Geely, whose cars will be on display this month at the Beijing Auto Show.

Plenty of obstacles remain to China’s becoming a true world player. China’s domestic brands still often fall short of the quality and reliability standards expected in Western markets. And many in the industry say Chinese car companies don’t yet have the skill and experience needed to run a global business that can distribute, market and repair vehicles in countries around the world.

“It’s easy to build a car,” says Ford Motor Co. Chairman Bill Ford Jr. “It’s harder to build a brand.”

Geely’s Mr. Li, a 43-year-old engineer, wants to be China’s Henry Ford, making affordable autos for the Chinese masses and exporting them around the world. The son of poor farmers, he has created an empire of auto plants in four cities, and expects to make two million cars annually by 2015.

Mr. Li also has built a university — with a library modeled on the U.S. Capitol — and a chain of technical schools that teach young Chinese how to make cars.

Geely buys fuel-injection systems from Robert Bosch GmbH of Germany. Interior parts come from a Chinese company that also supplies Volkswagen AG and General Motors Corp. Its steel plate comes from the same mill that sells to Ford, GM and Volkswagen. Dies and other manufacturing equipment come from a Taiwanese company.

Plenty of Advantages

Chinese auto companies already have plenty of other advantages. Many of them have learned a lot from joint ventures with the world’s biggest car manufacturers — from GM and Toyota to DaimlerChrysler AG and Volkswagen.

As big international manufacturers have moved to China, many of their main suppliers have followed them, and are now working for Chinese manufacturers too. The big car makers have also cultivated a host of suppliers and helped them get up to speed, something which has big spillover effects for local assemblers.

Upheaval in the global auto industry is also helping China. Chinese companies have managed to buy designs and equipment and hire talented executives from struggling competitors.

Shanghai Automotive Industry Corp., which has long-running joint ventures with GM and Volkswagen, bought blueprints for sedans from now-defunct MG Rover Group Ltd. of Britain and hired many of the company’s engineers. It launched the first of its own Rover-based vehicles last month and plans to begin selling the cars abroad next year.

Western companies looking to cut costs are also looking to China. DaimlerChrysler is in talks with Chinese state-owned Chery Automobile Co. about a joint venture to produce compact cars under Chrysler’s Dodge brand name for sale globally. The negotiations are at an advanced stage, people familiar with the situation say. Fiat SpA of Italy recently announced plans to buy engines from Chery to power some of its cars.

U.S. private-equity investors are also betting on Chinese car makers. Capital Corp. of America has a deal with Hebei Zhongxing Automobile Co. to sell its pickup trucks and sport-utility vehicles in North America. A Capital Corp. unit, China America Cooperative Automotive Inc., or Chamco, is helping Hebei Zhongxing meet U.S. safety and environmental standards.

“We’re outsourcing the manufacturing of cars,” says Bill Pollack, executive vice president of Parsippany, N.J.-based Chamco. Building cars in China will help Chamco “have a significantly different cost structure from what’s in place today” in the U.S., he says. Chamco pickups will be priced starting at $13,250 and will arrive in the U.S. by late 2007 or early 2008, Mr. Pollack says.

A Chamco ad recruiting dealers that appeared in a recent issue of trade magazine Automotive News compares the arrival of the Chinese autos to the Japanese. “If you didn’t move fast enough to get a Toyota or Honda dealership, here is the next opportunity of a lifetime,” the ad says.

It will likely be years before Chinese cars arrive en masse in the U.S. market, but the country’s car makers already are exporting to price-conscious customers in the developing world — an area vital to the prospects of U.S. and European firms.

Mr. Li says the Chinese are determined to make a big splash. “Autos stand for a country’s image, its power and its economy.”

Woven into the carpet on the floor of Mr. Li’s meeting room is a poem he wrote last year. It exhorts Geely’s employees to be diligent. “The freezing wind is gone, Spring comes,” the poem says. “We bury our heads to work.” The poem ends by promising that, “After ten years’ endeavor, Chinese cars will become powerful.”

Mr. Li was born on a farm in rural China in 1963 and grew up amid the upheaval of the Cultural Revolution. He alternated years in school with work in the fields, depending on the state of his family’s precarious finances. When he finished middle school at age 17 in 1980, he used his graduation gift of 100 yuan, worth about $12 today, to buy a camera.

The camera launched his career as an entrepreneur. He used it to take pictures of villagers for a fee. In time, he opened a studio and raised enough money to go into a totally new line of business: stripping precious metals out of discarded appliances and machinery. That led to an enterprise making refrigerator parts.

Then, in June 1989, the Chinese military cracked down on pro-democracy protesters in Tiananmen Square. “We felt very insecure,” Mr. Li says now. It wasn’t clear whether the government’s market-friendly policies were going to be rolled back, he says. “For the sake of safety, I gave up everything.”

He turned over his factory and his savings to the local government. Mr. Li finally went back into business a few years later. He started a company making building supplies. In the early 1990s, he decided his real ambition was to build cars. “Chinese people were starting to have money. Families would be able to afford cars,” he says.

But the Chinese government — which at the time barred private companies from the auto business — wouldn’t give him a license. So Mr. Li made motorcycles. But he also built a pilot automobile plant, and he and his engineers began experimenting with car production.

Mr. Li and his cohorts bought a series of cars then available in China and started dissecting them to learn how they were built. Then they started trying to assemble their own. They finished the first prototypes for their own cars in 1998, based — loosely, Geely says — on competitors’ models. Geely finally got government approval to sell cars in 2001.

Some plants made cars based on a Toyota model that was being produced by a state-owned company and sold under the name Xiali, according to industry analysts. Toyota sued Geely in 2002 for trademark infringement and unfair competition, saying that the company implied in ads that some of the parts were made by Toyota.

The court ruled in favor of Geely in 2003. A Geely spokesman, Zhang Xiaodong, says the early Geely Haoqing model was developed by “learning and imitating” the design of the Xiali.

Critics of Geely say that another of the company’s early models bore a striking resemblance to a small car made by PSA Peugeot Citroen. Mr. Zhang, the Geely spokesman, denies that the company copied a PSA Peugeot Citroen car. But he says that Geely did buy parts from suppliers that made components for both the Xiali and PSA Peugeot Citroen vehicles. Many suppliers were based in the same province, Zhejiang, where Mr. Li was born and where some of Geely’s factories are located.

As Geely’s engineers became more sophisticated, they started work on a series of other models. The company contracted with local and foreign design firms, and Mr. Li began to hire engineers from other companies.

In 2005, Geely launched the CK-1, a compact sedan designed by the former design arm of Daewoo Motor Corp. of South Korea. It has since sold nearly 100,000 of the cars. Two more models, including a midsize sedan, have been introduced this year, and others are being developed to launch in 2007.

The company now makes its own engines and transmissions, examples of which sit on plinths in the lobby of Geely’s headquarters in Hangzhou, about 110 miles south of Shanghai. Interiors are fancier, too. Some have leather seats and DVD players. On a dais sits a Jinggang sedan, dubbed the “King Kong.” “Some people say the rear end looks like a Cadillac,” one employee, taking a visitor on a tour, says with pride.

Shim Bong Sup, a veteran engineer with Daewoo, joined Geely in 2004, charged with improving its engineering and vehicle-development skills. His main focus has been to force engineers and designers to focus first and foremost on improving quality.

When Mr. Shim first arrived at Geely, he says the company was having serious problems with its interiors, which were too easily deformed in high temperatures because parts weren’t made to exacting-enough specifications. That problem and others have been resolved, he says.

“In design and development, there is still room for improvement,” says Mr. Shim. But he adds that manufacturing is improving quickly.

At the Geely factory in Ningbo, car bodies move along the assembly line in yellow cages suspended from a cableway in the ceiling. Robots do the most critical work: welding chassis and bodies. But workers do much more of the assembly by hand than in Western auto factories.

Assembly-line workers in Geely’s plants tend to be in their early to mid-20s. And they are paid an average of about $150 a month — roughly 80 cents an hour. To insure quality, workers use small stamps to imprint their names in a book attached to each car as it passes their station on the line.

“First it was Japan, then Korea. Now it’s our turn. We’re ready,” says Liu Lei, 24, dressed in Geely’s blue factory uniform. “We are learning from our mistakes. We have a lot of confidence.”

Geely has exported more than 20,000 cars to 42 countries, mostly in the developing world. “This is our first step. We want to sell the cars, test them out and get some experience,” says Jie Zhao, head of international operations.

Soon, the company plans to start selling in richer Asian countries and in Eastern Europe. “In the last step, we will go into Western European countries, as well as the U.S.,” Mr. Jie says. Mr. Jie refuses to give a timeline for exports to America, saying it is hard to predict how quickly the company will be able to get ready.

In an effort to gain experience for entering the U.S. market, Geely started selling some cars in Puerto Rico this year. The company said it couldn’t provide sales figures.

For Mr. Li, China’s emergence as an automotive powerhouse is an unavoidable result of the flow of economic history. “Globalization is changing the world distribution of industries. Industry here is developing from the simple to the sophisticated,” says Mr. Li. “China will become a base for car production.”

Ford Motor’s Mr. Ford agrees that auto business and other manufacturing industries in the U.S. are going to be affected by the growing sophistication of Chinese companies. Ford, along with Japanese partner Mazda Motor Corp. and ChangAn Automobile Group of China, has one assembly plant operating in Chongqing and is finishing construction on two additional factories — one for cars, the other for engines, in Nanjing. This is happening as Ford is cutting thousands of jobs in the U.S.

“Americans don’t get it. They don’t understand what’s going to happen,” Mr. Ford says.

Chief Financial Officer

Company Introduction:
World famous energy service company , new established JV in HK, in charge of Asia Pacific area business, operation centre in SH.

Duties and responsibilities:
1.Establish and direct finance & accounting function
2.Ensure financial accounting controls are designed and operating effectively
3.Provide financial assistance to the marketing, operations and other departments
4.Create and monitor the annual budget and rolling 12-month forecast
5.Perform near-term cash flow forecasts as requested
6.Monitor the Finance Department’s actual to budget performance
7.Coordinate financing initiatives if necessary
8.Coordinate monthly, quarterly and annual reporting requirements for the Shareholders
9.Prepare timely and accurate financial reports and present findings and recommendations to top management
10.Establish and manage treasury & cash management activities
11.Oversee the JV Company’s capital structure-determining best mix of debt, equity and internal financing
12.Prepare financial and economic outlook (monthly) and plan (annual)
13.Prepare ad hoc financial reports and models as required e.g. analysis of new-builds, acquisition opportunities
14.Direct and develop tax compliance & planning
15.Assist in developing Board and other presentations
16.Liaise with auditors, legal and financial advisors on regulatory and legal matters

Qualifications and experience:
1.Fluent in English and working knowledge in Mandarin preferred
2.Significant knowledge of PRC, Hong Kong, and S.E.A. generally accepted accounting principles
3.Familiarity with US generally accepted accounting principles
4.Accounting/Finance degree and post-graduate professional qualification (Chartered Accountant, Certified Public Accountant or equivalent)
5.Experience with US corporation preferred
6.8 years or more work experience
7.Experience with Big 4 accounting firm desirable

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_eo065sh@dacare.com’

More ‘Boomerangs’ Return To Their Former Employers

If you’re looking for a new job, don’t rule out companies where you worked before. They might be more interested than you would think.

Former employees, once spurned as damaged goods or disloyal, are increasingly getting a warm reception — or even a recruiting call — from many companies. The attitude shift is prompted by an unemployment rate that’s been below 5% all year, a shortage of skilled workers and the need to control labor costs in the face of globalization.

Managers have come to appreciate that returning employees generally require less training and are likely to get up to speed more quickly than a fresh hire. So-called boomerangs already know a company’s systems, policies and culture.

The odds of a good fit between the worker and job are also enhanced because current managers or other employees can usually vouch for the person’s past performance. “When you know a person and you know the caliber of their ethics, their personality and attitude, it’s invaluable,” says Daniel Solomons, chief executive at Hyrian, a Los Angeles recruiting firm.

‘Not Mount Everest’

The bottom line for job seekers: If you pine for a former employer, you can do something about it — and you don’t have to return with your tail between your legs. “This isn’t Mount Everest,” says Philadelphia career coach Julie Cohen. “This is feasible.”

Ms. Cohen says one benefit of being a boomerang is that you already have contacts within the company. Use them. Former co-workers can advise you of jobs before they’re available to the public — and give you the lowdown on the responsibilities and the people involved.

Sacramento career coach and author Kathy Sanborn advises people to make contact a few months before they’re ready to send in a resume. Ms. Sanborn suggests emailing an article that could help the boss address a business concern. A friendly call or even a lunch invitation to an acquaintance who’s in a position to lobby for you is also appropriate.

If it’s been a while since you were in touch, that first call or visit is an ideal time to catch up on what’s happening at the company and to relate a few experiences that show how you’ve developed. During the second contact, a couple of months later, you can fish for job openings or suggest you’d be interested in returning to the firm.

My, How I’ve Grown

When you’re ready to apply, the experts suggest clearly explaining how you’re more valuable than you were when you jumped ship.

Matthew Whipple left accounting giant Ernst & Young in 1998 and returned this year. In the interim, he went to work for a smaller accounting firm that had a contract with the United Nations; he got promoted and moved to Geneva, Switzerland, for part of the term. He was called upon to manage large projects and work with government officials, and he learned new accounting skills.

Back at Ernst & Young, “I can draw on all those experiences now,” he says.

Mr. Whipple had stayed in touch with his colleagues and participated in Ernst & Young’s alumni program. The company has 32,000 registered alumni in the U.S. who participate in volunteer events, workshops and networking sessions. This year, 26% of the people Ernst & Young hired to be managers or above were boomerangs.

Back After a Break

Boomerangs don’t always return from working somewhere else. Some had opted out of the work force because of illness or to manage family responsibilities.

Workers who are ready to return after an extended absence may find that old bosses are among the most receptive to their resumes, because the past relationship compensates for uncertainty about employment gaps.

Many of the usual guidelines for re-entering the work force still apply: You should consider refreshing your skills with a class or two and should join a professional association to build new contacts and learn the latest in industry news and terminology. But re-entering as a boomerang can make the transition easier.

Brad Sugars, who regularly hires boomerangs for his consulting firm, Action International, based in Las Vegas, says people shouldn’t hesitate to sell the boss on the quirky skills they learned while outside the work force.

Mr. Sugars personally spent three years at home with his kids. When he returned, he found he had more patience and understanding than ever before — two qualities that can help immensely on the job.

If an employer is inclined to hire you back, but seems skeptical about your ability to pick up where you left off, consider starting at a lower level, with the understanding that you’ll return to your old job or level if you pass a six-month or one-year review.

Negotiate that “onboarding” program the same way you negotiate salary and benefits, says Eva Har-Even, a coach with executive consulting firm WJM Associates, in New York.

Be Realistic — and Cordial

But Ms. Har-Even also advises clients to avoid the temptation to idealize the past. Make an effort to recall the negatives as well as the positives of your time at that employer. And do some research to ensure the company and the work environment are still as good as you remember.

The more time has passed, the more things might have changed. “You can’t step into the same river twice,” Ms. Har-Even says.

The increasingly warm welcome for boomerangs also holds a message for anyone getting ready to quit a job: Even if you don’t think you would want to return, maintain your relationships and be courteous when you leave.

“It’s kind of like a date,” says Mr. Sugars of Action International. “The kiss goodnight is important.”

Email your comments to cjeditor@dowjones.com.