Archives 2007

Competition is the Driving Force of China’s Resurgence

The weather is scorching hot in Beijing these days. The mercury has soared to a 30-year high. The Chinese call the heat at this time of year the “college admissions heat wave,” kind of like our own “college admissions cold snap.” (The SAT in South Korea is held in winter.) The Gaokao, the Chinese version of the SAT, is conducted at the beginning of summer every year, and ten million students, the largest number ever, took this year’s Gaokao last Thursday and Friday. Before their scores are released on June 25, they still have to take a physical strength test. It feels as if the already hot summer has become all the hotter because of the Gaokao.
Chinese colleges recruit their freshmen based solely on Gaokao scores, without consulting school records. Chinese parents pay extreme attention to their children’s education, starting from elementary school, to make sure they get into the top schools. A college professor in Beijing said that some families pack and move every few years to the most prestigious school districts so their kids can go to the best schools. Before the Gaokao, families go to hotels to snap up “college admissions specialty,” a special food prepared with rare ingredients that are supposed to enhance brain activity. Some parents stock up on wonder “study drugs” from special pharmacies, while others head to Buddhist temples to pray for 100 days. One temple even sells incense bundles specially made to bring good luck for admissions for 99,999 yuan (US$1= CNY7.66).

This year marks the 30th anniversary of the revival of the Gaokao, which was suspended for 11 years during the Cultural Revolution (1966-1976). Mao Zedong abolished the exam as a bourgeois breeder of elitism. During the Cultural Revolution, only party loyalists and workers and peasants — people with the “proper background” — were admitted to colleges.

But in 1977, Deng Xiaoping, who had resumed power, revived the Gaokao and removed the barriers of class background and party fealty from the college admissions system. These days the revival of the Gaokao is seen as a turning point in the history of modern China, one of the steps on the path to becoming the competitive nation it is today. The Nanfang Daily, one of the three biggest newspapers in Guangdong, wrote, “China’s history has changed thanks to Deng’s courage and foresight.”

In 1977, the first year the Gaokao was revived, 5.7 million students took the test; only two percent were admitted to colleges and universities. Among them were a brickyard worker who was more than 30 years old and housewives with two or three children. These were young people who had prepared for their future despite the hardships of life on farms or in factories during the dismal Cultural Revolution days. The competition was just as fierce the following year. The students, many of whom were older, had studied harder than any other generation. These people have since become the backbone of today’s newly-emergent China.

Among them are Li Keqiang, secretary of the Communist Party of China’s Liaoning Provincial Committee who is believed to be the likely successor to President Hu Jintao, and Bo Xilai, the minister of commerce of the world’s third-largest trading power. Also from this generation are world-renowned film directors Zhang Yimou and Chen Kaige, both of whom have brought Chinese film-making to the international level. Many famous scholars hail from this generation, including Wang Jisi, dean of the School of International Studies at Peking University and a foreign affairs advisor to Hu, and Yi Zhongtian, a professor at Xiamen University who has created a boom in classic Chinese literature with the publication of his book “Pinsanguo.” Chinese websites distribute e-books that teach about the school days and study methods of the famous students of those two special years, 1977 and 1978. The media is encouraging the younger generation to learn about their seniors’ enthusiasm for education and teaching them that competition is good.

China’s current resurgence is the outcome of all this competition. Meanwhile, South Korean politicians are attempting to replace academic competition with a standardized and equalized education system, with the idea that competition is bad. They should look to China to understand the mistakes they are making.

Hurray! CFO Departs Position

Chinese mobile value-added services firm Hurray! (HRAY) announced that its co-founder Jesse Liu will resign from his position as CFO on June 30.

Liu held that position for six years, but after his resignation, he will remain a board member and continue to assist the company in its strategic transformation towards becoming a leading entertainment content provider and distributor in China. Sean Wang, currently president and chief operating officer of the company, will also assume the role of acting CFO of the company.

“As a co-founder, Jesse has been instrumental in developing and executing our initial strategy, raising private finance culminating in our successful IPO on Nasdaq, and more recently working on our transformation strategies. We appreciate his invaluable contribution since inception and look forward to benefiting from his continued support as a member of the board,” remarked QD Wang, chairman and CEO of the company.

IT industry to create four million jobs in china

China IT services outsourcing industry could generate $56 billion in revenues and create four million jobs by 2015, a white paper released by Electronic Data Systems (EDS) has claimed.

IT outsourcing service providers in China could earn as much as $18 billion by 2010 and $56 billion by 2015, the report said, adding that the world’s second-largest IT service provider had also reached a strategic cooperation agreement to develop the IT outsourcing industry in China yesterday.

Regional Consultant – Leading American consulting company

Company: Leading American consulting company in leadership skill training.

Location:Shanghai: 2 Beijing:2

Responsibility:
1. Deliver/implement client projects requiring in depth knowledge in company¡¯s core HR technologies (e.g., selection/assessment, learning and development, organization development, and executive assessment, coaching and development).
2. Provide support to BD when requiring in-depth expertise on above HR technologies
3. Provide input on company¡¯s product innovations.
4. Design, develop, and deliver business solutions.
5. Provide integrated consulting to assist client in evaluating/implementing company¡¯s solutions.
6. Assist in controlling cost and managing project profitability.
7. Customer Relationship:
8. Develop long-term business relationships with clients.

Qualifications
1. Master degree (Industrial/Organization Psychology or HRM related is preferred)
2. Bachelor degree in psychology
3. Minimum 5 years of experience in related field
4. Experience in assessment technology solutions (work analysis, selection, testing, simulations, and assessment centers)
5. Computer proficiency.
6. Effective interpersonal skills
7. Ability to work independently and as part of a team
8. Extremely high work standards
9. Strong internal and external client service orientation.
10. Good business acumen.

Salary: to be negotiated

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_oth042sh#dacare.com'(Please replace “#” with “@”)

Business Development Manager – Leading American consulting company

Company: Leading American consulting company in leadership skill training.

Location: Shanghai 2, Beijing 2
Responsibility:
Business Development:
1. To bring in a pre-determined amount of project revenue each year
2. To formulate strategies to acquire new client and penetrate existing client
3. To build strategic relationship with client to achieve realization for clients
4. To understand prospects and client business challenges in the area of people performance.
5. To creatively propose and sell solutions to the prospects and clients.
6. Active involvement in complex/integrated solution sales through consultative selling skills.
7. To provide accurate project specification to consultants delivering the project
8. To manage client¡¯ expectation & follow-up to ensure quality delivery
Relevant Qualifications
Mandatory
1. BA/BS degree,
2. 5 years of relevant experience.
3. Successful experience in sales of conceptual integrated solutions, which solve business issues in HR and organization behaviors.
4. Experience in understanding, communicating, and applying the role of Human Resource in addressing key business issues for clients and prospect
5. Knowledge/application of company¡¯s programs

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_eo108sh#dacare.com'(Please replace “#” with “@”)

China Employment Contract Law Forum 2007

Promulgated 12 years ago, the PRC Labor Law remains the fundamental piece of legislation governing employment relationships in China. Soon that will change. The draft PRC Employment Contract Law, expected to be promulgated in mid-2007, will effect wide-ranging changes to the regulatory environment for labor relations nationwide.

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Sponsor Link: DaCare Legal Search (China)
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We take pleasure in announcing that TransAsia Lawyers will soon be hosting the China Employment Contract Law Forum 2007 with the official endorsement and support of the PRC Ministry of Labor and Social Security (MOLSS). Senior officials from the National People’s Congress, State Council, the MOLSS and the local labor bureaus of major cities will support and speak at the event. The forum will focus on the legal interpretation of the new PRC Employment Contract Law.

The Forum is scheduled for 23 – 24 July 2007 at the China World Hotel in Beijing* and will focus on the significant, wide-reaching legal interpretation of the new employment contract law. Several influential government agencies will be involved in the Forum: senior officials from the National People’s Congress, State Council, MOLSS and All China Federation of Trade Unions will attend and speak. A number of leading multi-nationals will also participate.

Recommended attendance for:

CEOs
HR Directors and Consultants
Lawyers and In-house Counsel
Business Advisors
Academics

The forum will be the first time that senior PRC officials and legislators will appear on the same platform to discuss the new law. It will therefore provide a unique opportunity for attendees to hear authoritative interpretation of the law and to share their own thoughts directly with key individuals involved in the regulation of employment law in China.

To date, we have confirmed the following keynote speakers:

* Mr Zhang Shicheng, Deputy Director of the Legislative Committee, National People’s Congress;
* Mr Li Jian, Director-General, Labor and Social Security Department, State Council;
* Mr Yan Baoqing, Director-General, Legal Affairs Department, MOLSS;
* Mr Qiu Xiaoping, Director-General, Wages Department, MOLSS;
* Mr Rui Lixin, Deputy Director-General, Legal Affairs Department, MOLSS; and

For an outline of the above speakers’ topics, please click here.

* Mr Zhang Shouqi, Deputy Director-General, State Administration for Social Security;
* Mr Xu Shuli, Director, Wage Department, Beijing Labor Bureau;
* Mr Li Yanjun, Director, Employment Contract Relationships Department, Tianjin Labor Bureau;
* Mr Zhu Deliang, Director, Labor Disputes Department, Guangdong Provincial Labor and Social Security Administration; and
* Ms Isabelle Wan, Senior Partner, TransAsia Lawyers.

Additional distinguished speakers, including senior judges, local labor bureau officials, HR directors, and legal counsel from well-known multinationals, will participate as panelists.

We will continue to update this page with further details regarding the speakers and program of the Forum.

http://www.transasialawyers.com/pp.php?id=laborforum2007

China Power Shortage

Hiring, retention and motivation are huge issues for HR departments in China but it seems that even the best collective efforts of Recruiters and Line Managers would be insufficient to overcome the current shortage of electric power.

Reports from various parts of China indicate that companies, both local and international, are being held back by a shortage of power in their area. If this lines up exactly with the skills shortage, such the the supply of labour is reduced by the skills shortages to the level of supplied power, then that its all to the good.

But such conjecture belongs in the world of idle fantasy. You cannot achieve balance with two negatives. If only things were so easy.

The reality is that some parts of China, especially in the South, are only able to receive electric power 3-4 hours per day. So no matter how few less hires the company makes they cannot make up for the fact that they have to hire the wrong people. They should be hiring part-time people when in fact they are still hiring full-time people. The hiring market in China is so strong it is very hard to get people to do part-time work. Electic power shortages are unpredictable and this makes workforce planning that bit more difficult.

A variety of different culprits have been identified. These have been variously; the white hot rate of economic (not new), delays in new plant opening (plannable), government efforts to close down old, polluting power plants (delayable) and a lack of fuel (bizarre).

(It¡¯s worth noting that it is currently ¡®Huang Meitian¡¯ in China, despite reports that it will start next Sunday, and the power situation can only get worse. Humidity rates are already above 80% and air-conditioning is prefererable 24 hours per day. Soon air-cons all over China will be left on permanently.)
Time to Re-Think?

The worst case scenario is that international companies begin to re-think their investments in China. Fortunately, and strange as this word may sound, the power shortage has been going on for many years. CEOs of multinational companies have already factored it into their investment plans. No one expects China to have the kind of electric power transmission system that exists in Germany or Australia.

But at the same time there are many other countries bidding for any given MNC¡¯s investment. FDI is fickle and can go into reverse very quickly if sentiment changes. India looms large on China¡¯s competitive world map.

Since around the year 2000 companies have shifted to a very ¡®lean¡¯ approach to their business, such that a delay in one part of the supply chain ripples quickly through to the other parts. A ripple from the Workshop of the World could mean a red tide for other places.

That¡¯s a risk most CEOs won¡¯t take.

Temporary Staffing in China – DaCare Staffing

Temp Staffing China Logo DaCare Staffing is a leader in delivering temporary staffing solutions as well as innovative workforce technology solutions in a variety of industries in China, providing pre-screened, qualified and trained personnel to our customers through our quality service.

DaCare Staffing is part of the DaCare Group recruitment and staffing for China and Asia. Our Intelligent Staffing brand continues to serve both clients and job candidates through diverse branches across the country.

ShangHai, BeiJing, SuZhou, ShenZhen, GhuangZhou, etc

Contact:

Phone1: +86 21 5238 9083
Phone2: +86 21 5238 9081
Address: Suite 9D, No. 121-123 JiangSu Road ZhongXi Mansion
Shanghai 200050, China
Email: info[at]dacare-staffing.com

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Hotel General Manager

Company introduction: Our client is a hotel management company based in Singapore. They manage properties in different classes across key cities in Asia Pacific countries, including Singapore, China, Indonesia and Australia. Over time, they intend to further expand in the Asia Pacific region to provide their loyal guests with a wider selection of the impeccable services. In China, they committed themselves to a new business hotel chain and set up two brands. They plan to set up more than 15 hotel chains in East-China, is now looking for a Hotel General Manager responsible for the East-China market operation, including overall operation and management team recruitment.

Job Description:
Report To: Group President
Location: Shanghai
1.Day-to-day management of restaurant, bar and gourmet retail shop and maintaining and growing a strong and healthy working environment;
2.Build up the management team, be responsible for market operation, including overall operation and management team recruitment;
3.In Charge of finance control in the overall operation.

Job Requirements:
1.Hospitality qualification or university graduates preferred, experience with cost controlling is preferable;
2.At least 3 years working experience as a hotel General Manager;
3.Experienced in international chain hotel, preferably 3-4 star hotel etc;
4.Integrity, honesty, and yet able to network and have good connections;
5.Provide overall direction, coordination, and ongoing evaluation of operations;
6.Track record of improving market share and guest satisfaction;
7.Use a “hands-on” approach to management;
8.Fluency in English spoken and written preferred;
9.Pre-opening experience preferred.

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_eo107sh#dacare.com'(Please replace “#” with “@”)

Third Draft of Chinese Labor Contract Law Released

China’s draft Labor Contract Law, scheduled for final passage in June 2007, saw a number of revisions during the National People’s Congress (NPC) third deliberation on April 24.

A translation of the third draft is provided for members’ information, courtesy of Baker & McKenzie. Please click here to view the file. (147kb pdf). AmCham Shanghai is currently reviewing the document.