Archives January 2007

GM/Chief Representative

Company Introduction:
Our client is a full service international trading and solutions company of choice, providing to clients on a worldwide basis. The company has been exporting US consumer and food service products to markets all over the world since nearly 50 years ago, whose business from export service, import service and globe trading service.

Job Description:
The jobholder should with strong leadership abilities within the supermarket or related industry to handle all aspects and development of China Office both Export and Import.

Import to China:
1.US supermarket sales;
2.US and Global manufacturers;
3.Current developments within the supermarket industry in China;
4.Skilled in marketing, sales, pricing, merchandising, and logistics;
5.Build consistent source of supply.

Export from China:
1.Experience with manufacturing sector in China;
2.Strong denotation skills;
3.Ability to develop and broaden sourcing partners.

Qualifications:
1.Have experienced in managing 60+ employee;
2.+4 years general management experience in senior management level, such as GM, President, Chief Rep.;
3.Previous Sales or Marketing management in FMCG is prefer;
4.Fluent in Mandarin and English;
5.Be will travel to the US to meeting sourcing partners/manufacturers;
6.MBA preferred;
7.Not only maintain but to expand distribution channels;
8.Be cost/expense conscious.

Hiring Authority:
* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_eo072sh@dacare.com’
* In the email subject MUST you plus the position name £¨in either En or Ch £©

17 firms are targeted in fund misuse probe

CHINA’S securities watchdog has begun an investigation into 17 mainland-listed companies that allegedly misappropriated 9.2 billion yuan (US$1.15 billion) in corporate funds and failed to return the money, officials said yesterday.

China’s Securities Regulatory Commission had given the firms until the end of 2006 to make good on their debts.

The targeted companies include the Sanjiu Medical & Pharmaceutical Co, China Textile Machinery Co and Hebei Baoshuo Co.

Executives who misappropriated funds in these companies for their own benefit will be prosecuted, a CSRC spokesman said.

Officials working for at least nine of the 17 companies face criminal investigation, the commission said, without identifying the firms.

In all, 36 companies failed to meet the deadline to repay a total 14.6 billion yuan in misappropriated funds. But the other 19 companies have developed plans to recover the money and won’t face further sanctions.

Last year, 402 companies listed on the Shanghai and Shenzhen stock exchanges recovered 33.57 billion yuan that had been misappropriated by their controlling shareholders, authorities said.

The recovery campaign was aimed at improving the quality of the country’s 1,400 listed companies and safeguarding the interests of shareholders.

The misappropriation of large sums by controlling shareholders has long been a major problem afflicting China’s stock markets, officials acknowledged.

“It is a huge obstacle to the sound development of a listed company,” a commission spokesperson said.

As a result, some companies that should have enjoyed good earnings were hampered by cash-flow problems after their funds were siphoned off, the watchdog said.

On October 19, 2005, the State Council approved guidelines drafted by the regulatory commission that required controlling shareholders to return all the money they had misappropriated by the end of 2006.

In October last year, the commission also reiterated that corporate executives who misused funds must make a choice between returning the money or facing legal action.

In a related move, China’s prosecutors on Saturday vowed to intensify their crackdown on corruption, dereliction of duty and major economic crimes, Xinhua news agency reported.

“The prosecutorial organs are improving their efficiency in dealing with major corruption cases and have punished a large number of government officials,” said Jia Chunwang, procurator-general of the Supreme People’s Procuratorate.

In the last two months of the year, China’s prosecutors investigated 32,369 cases involving 38,457 officials who were accused of taking bribes or dereliction of duty. More than 17,440 cases involved large amounts of money, and 2,632 officials above the county-chief level were prosecuted or otherwise punished.

China’s growth presents opportunity for Latin America

China’s economic growth presents an opportunity for Latin America, said a report of UN Economic Commission for Latin America and Caribbean (ECLAC) on Wednesday.

The report said China became the fourth-largest economy in the world in 2005, replacing Britain and that China’s share of the world trade volume has jumped from 1 percent to 6 percent in less than 20 years.

China has been the primary target of anti-dumping cases in recent years, the report pointed out, adding that many emerging economies harbored bias against China over its strong competitive edge from low labor costs, with some even blaming China for their poor exporting performance.

However, the report said China’s enormous domestic market presents an opportunity to many countries, adding that Latin American countries will continue to benefit from China’s economic growth and its ever-expanding domestic demand. Brazil’s exports to China has quadrupled over the past four years, it added.

Meanwhile, the ECLAC stressed that there is no direct trade competition between China and Latin America in the U.S. market.

China’s trade increase has little impact on Paraguay, Venezuela, Bolivia and Panama and China is a net importer of raw materials while Latin America is rich in natural resources.

Therefore, the report said China’s economic growth and its integration in world trade would “obviously” benefit Latin America, the report added.

Find work for workers

More emphasis should be attached to the establishment of a long-term employment assistance mechanism, according to a commentary in Workers’ Daily. An excerpt follows:

Employment is the base of people’s livelihood. It is gratifying to see that Northeast China’s Liaoning Province recently carried out an employment relief act to help completely unemployed families.

In early 2005, the Liaoning government decided that there should be at least one person employed for every urban family in need of work. A total of 175,000 people from 143,000 families had new jobs by the end of that year. Another 34,000 families benefited from this project in the first 10 months of 2006. Now a balance has been sustained and the number of “zero-employment families” is zero. A long-term employment relief mechanism has been established. A report in People’s Daily points out that the local government has done a good down-to-earth job.

Various activities have aimed to help ordinary people nationwide in recent years, including many long-term relief mechanisms. Liaoning’s “zero-employment family” relief work is a typical example.

As the reform of enterprises deepens and labor relations adjust, some urban families are facing difficulties. Employment and re-employment have become the biggest issue for them. This is especially true as some laborers age, have no skills, or are in poor health. In some families both husband and wife have lost their jobs. Under such circumstances, it is extremely important to help them to get a job.

When completing the social security system including pension insurance, unemployment insurance and minimum-standard living insurance, governments at all levels should not forget building a long-term mechanism to promote employment. A job is always better than one-time financial relief. It would solve the problem at the root and show the government’s responsibility to concentrate on employment, activate all resources, carry out favorable policies and enable laborers to support themselves legally.

China:70% target for unions in foreign companies

The All-China Federation of Trade Unions has set an ambitious target of having trade unions set up in more than 70 per cent of foreign-funded enterprises this year.

Wang Ying, an official with the federation’s Grass-Root Organization and Capacity Building Department, said more than 60 per cent of foreign-funded firms had set up trade unions by the end of last year, a sharp increase from 2005.

The establishment of unions in Wal-Mart has given a big impetus to many other foreign enterprises, Wang said.

Employees in some multinationals such as Carrefour, McDonald’s, Motorola and Nescafe soon followed suit.

Between July and September, all the 64 Wal-Mart stores in 30 cities established trade unions with the help of the federation, recruiting more than 6,000 members.

It is for the first time the US retail giant allowed its staff to form unions anywhere in the world.

“China’s Law of Trade Union gives workers the rights to set up or join trade unions,” Wang said. “Foreign enterprises must abide by China’s laws if they do business in China.”

According to the law, which was promulgated in 1992, trade unions are formed by employees on a voluntary basis. No organization or individual shall obstruct or restrict them from joining unions.

Wang admitted the federation has met with resistance from some companies, which subtly obstruct workers from setting up unions.

“Many of the foreign enterprises do not fully understand the role of China’s trade unions,” Wang said.

They not only safeguard the legitimate rights and interests of workers but also contribute to the enterprises’ development and fulfil their production tasks, he pointed out.

“Trade unions can play a good role in building and ensuring harmony in enterprises,” Wang said, saying some companies which were long opposed to unions have now changed their attitude.

Wang said unions in foreign enterprises have performed their duties.

For example, the Wal-Mart unions in Fuzhou, capital of Fujian Province, succeeded in persuading the management to raise part-time workers’ wages to 6 yuan (75 cents) per hour, above the lowest wage standard, 5.5 yuan (69 cents).

The stores also agreed to abolish the probation period for part-time workers.

The Wal-Mart union in Shenyang, capital of Liaoning Province, successfully negotiated the right one day off a week.

Dong Yuguo, a spokesman for Wal-Mart (China), said: “The management and the trade union have been getting along with each other very well,” Dong said.

“Our task is to raise workers’ awareness and let them know that joining trade unions is the best way to safeguard their legitimate rights and interests,” Wang said.

At the end of 2005, China had 1.174 million grass-root trade unions, with 151 million members.

Foreign investment meets city’s target for 2006

FOREIGN investment is expected to continue to pour into Shanghai at a healthy pace after contracted funding paced by the service industry met forecasts in 2006.

The city approved 4,061 foreign-invested projects with contract value totaling US$14.6 billion last year, a 5.4 percent increase over 2005, the Shanghai Foreign Economic Relations and Trade Commission reported yesterday.

Among the new projects, 2,962 deals worth US$9.8 billion were in the service industry, the city’s trade and investment authority said.

“Contracted foreign investment in the service industry jumped 33.5 percent in 2006,” said the commission’s Chen Zhangyuan.

The service sector contributed 67 percent of contracted foreign investment to the city’s total last year.

Shanghai’s foreign direct investment – the amount actually received – exceeded US$7 billion in 2006, compared with US$6.9 billion a year ago, the authority said.

“The retail sector, which featured a batch of world-famous brands landing in the city, some service outsourcing projects and rapidly expanding overseas financial service projects fueled the growth in the service sector,” Chen said. “In addition, investments in energy, environmental protection, information technology and petrochemicals were very active in the past year.”

Shanghai is no longer posting double-digit growth in attracting foreign funds as it focuses on attracting high-value-added investment projects that help optimize the city’s industrial mix.

Shanghai is now home to 154 multinational regional headquarters and 196 research and development centers.

China, Japan Inc. Recruiting Koreans

Previously employed by a major Korean consumer electronics company to supervise one of its production facilities, A is working for a Chinese electronics manufacturer (referred to as B) as an executive. After recruiting A, B copied the manufacturing system and even operational processes and organization of A¡¯s past employer. At the request of his current employer to ¡°bring talented workers from Korea at every opportunity,¡± A has recruited seven Koreans.

A¡¯s case reflects the ¡°talent war¡± waged between Korea, China and Japan. Given the cultural similarity among the three, it is relatively easier for them to capitalize on one another¡¯s talent pool.

Unfortunately, Korea is losing that ¡°war.¡± While China and Japan have rolled up their sleeves to attract as many talented workers as possible, Korea is losing a significant number of workers to non-Korean employers overseas due to job shortages. Moreover, Korean companies are not making enough systematic efforts to retain workers.

China is eying Korea¡¯s high-tech workforce who they think will boost its industrial growth. Grappling with an aging population, Japan is looking for workers who will help relieve itself of the burden of workforce shortages.

Outflow of Korea¡¯s Skilled Workers ¨C

The Korea Institute of Science and Technology Evaluation and Planning (KISTEP) estimates that about 9,000 skilled workers were employed out of Korea last year and that 3,000 to 4,000 of them went to China.

The number of job seekers who found work in China through the Chinese online placement agency China Tong more than doubled from 1,094 in 2001 to 2,232 this year. One third of them are estimated to have been hired by Chinese companies.

Japan is luring more Korean workers to enhance its IT competitiveness and resolve its workforce shortages problem caused by aging. Indeed, the Japanese government and businesses are making hard efforts to recruit Korean and Chinese IT workers under the second-phase ¡°e-Japan¡± project whose main objective is Japan¡¯s comeback as an IT powerhouse. Headhunters in Japan are so eager to find Korean IT workers who are willing to come to Japan that some call the whole situation an ¡°IT Korean wave.¡±

Potentially A Hard Blow Against Korea¡¯s Competitiveness ¨C

Compared to the two neighbors, Korea¡¯s record of attracting talented foreign workers is far below expectations. According to the Ministry of Information and Communication, non-national IT experts working in Korea are just 1,122, whom include only 87 Chinese and 41 Japanese. The combined number of non-national high-quality workers in Korea (excluding those at language institutes) stands at about 2,000.

The Koreans who chose China or Japan did so because companies in the two countries came up with more attractive employment offers, including better living conditions.

Korean programmers working in Japan say, ¡°I don¡¯t want to go back home because I feel mistreated there.¡± An employee of a Korean company in Beijing says, ¡°Recently, Korean companies reduce their staff in China to cut costs. So more Koreans in China are quitting to remain in China.¡±

Firms face cuts in business in china

FORTY Chinese mainland-listed companies may have their daily trading limits halved starting on Monday as they failed to meet a deadline to convert non-tradable shares, industry sources said yesterday.

Eighteen Shanghai-traded and 22 Shenzhen-listed companies will be subject to a trading ceiling of five percent per day, down from 10 percent currently, people familiar with the matter said.

The two mainland bourses over the weekend approved the latest batch of 32 companies to join in the shareholding reform, which was initiated in May 2005 to make all stocks at mainland-listed firms tradable.

Under regulatory arrangement, controlling stake holders must compensate minority investors with shares, cash or warrants in exchange for the right to float their previously locked ownership.

So far, about 97 percent of 1,300-odd mainland-listed companies have participated in the share overhaul, which regulators had hoped to finish by the end of last year.

Authorities have said companies escaping the stock conversion won’t be allowed to raise additional funds or conduct any new businesses in the capital markets.

Sources said yesterday there’s still a possibility for some of these 40 firms to be exempted from lower trading limits if they can rush to gain the regulatory nod for the share conversion by Monday.

But they also noted companies would face a 10 percent trading limit if they missed the stockholding reform deadline.

The Shanghai and Shenzhen bourses said in late December that firms which don’t join the reform face being eliminated from major benchmark indexes.

The offending companies will also be subject to a different price-bidding system from other listed firms, the two bourses said, without specifying.

Facility & EHS Manager

Company:
A top semiconductor manufacturing company, USA

Responsibilities
Facility:
1.Manage the budget and cost of the section to ensure cost effectiveness in all its operations.
2.To provide support to operation group in term of work scheduling, training, troubleshooting.
3.Train, develop and retain staff.
4.Ensure utility supplies (including Water, power, gas, vacuum and etc.) stable and no interruption.
5.Serve on Emergency Response Team (if applicable);
6.Set up, operate and maintain facility tools and equipment;
7.Test, inspect, troubleshoot, calibrate and repair Facility systems;
8.Finish hookup work on time and meet production line requirement
9.Help Dept. manager to setup Facility procedure.
10.Identify&record any problem relating to the product, process and quality system.
11.Perform other duties as required by supervisor.
12.Guide and supervise all facility equipment and landscape maintenance , Guide and supervise site housekeeping
13.Participate or lend in plant wide cross-functional activities.

EHS:
14.To manage site EHS operations.
15.To be responsible for overseeing section budget, goals and performance.
16.To be responsible for all projects assigned to the Section.
17.To develop and implement site EHS programs, practices and procedures
18.To participate in the development and implementation of corporate-wide EHS policies and standards.
19.To lead site in compliance with laws and regulations associated with site EHS issues.
20.To work on related projects and/or assignments as needed.
21.To ensure EHS participation in problem identification and resolution as appropriate.
22.To involve appropriate groups and individuals in identification and resolution as appropriate.
23.To resolve professional and technical service provider problems.

Qualifications
1.A related Bachelor’s degree or equivalent combination of training and experience, plus 7 years of related experience; or a Master’s degree or equivalent combination of training and experience plus 4 years of related experience.
2.Majoring in engineering is preferred
3.Professional certification in health, safety or industrial hygiene preferred.
4. Facility work experience is must, new building set-up experience is preferred, EHS management experience is nice to have.
Need be mature enough to lead a team and involve in global project.

* Please send us your complete resume (both in Chinese or in English) to: ‘topjob_hr079sh@dacare.com’

EHS Manager

Company
A European leading furniture Company

Responsibilities:
1.Establish and Implement EHS Policies, Procedures and Programs to Ensure Compliance with both customer and the Chinese EHS Requirements. Provide EHS Counsel, Direction and Support to Site Management. Lead EHS Issue Resolution Efforts and Achieve timely Results.
2.Develop and implement EHS policies and management system in the company;
3.Assess EHS risks related to the site operation and provide recommendation to manage the risks;
4.Provide technical support to activities related to EHS,
5.Advise the management on EHS performance and improvement areas;
6.Participate and provide data to EHS audit as defined by the audit process.
7.Responsible for the company emergency response plan and update;
8.Prepare monthly EHS report;
9.Manage all aspects of EHS incidents from reporting, investigation, root cause analysis, recommendation of change and implementation of change;
10.Coordinate site Industrial Hygiene monitoring and health surveillance program.
11.Manages and trains all employees to improve overall EHS sense.
12.Develop a safety culture / attitude amongst all employees in line with Group EHS standards and policy.
13.Establish strategic working relationship with local authorities so as to get their support in obtaining related approvals and permits for health, safety, fire fighting and environmental protection matters.

Requirement:
1.Degree in Environment, Health and Safety (EHS) Engineering or related field and EHS certification from recognized organization or institution
2.Minimum five years working experience in manufacturing industry, with minimum three years experience in EHS implementation and management
3.Demonstrated Ability to Align EHS Issues with Key Business Drives.
4.Familiar with Quality and EHS management system;
5.Good knowledge of and experience with EHS laws and regulations.
6.Interface effectively with all Levels within Company.
7.Strong Interpersonal skills / Observation ability / Analytic capability;
8.Good English skill both in written and spoken.
9.Good computer skills, MS Office proficiency required;

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr078sh@dacare.com’