Archives 2007

China to spend US$4.3b in US shopping spree

CHINA is on another shopping spree in the United States that appears to be as much about salesmanship as the country’s rapidly growing purchasing power.

Hoping to ease tensions raised by the massive trade imbalance dividing two of the world’s economic powers, China has periodically come to the United States on “buying missions” to demonstrate the country’s willingness to import more goods and services.

China kicked off its latest campaign on Wednesday in San Francisco with a commitment to buy US$4.3 billion in US technology.

In two weeks, government leaders will begin talks in Washington on the US’ US$232 billion trade deficit with China and other issues.

Chinese President Hu Jintao and his US counterpart George W. Bush yesterday exchanged views in a telephone conversation on the upcoming second round of strategic economic dialogue between the two countries.

Hu appreciated the US government’s active attitude toward the development of China-US economic and trade cooperation.

Hu said he believes that with concerted efforts by both sides, positive achievements will be scored in this round of dialogue, which will contribute to giving fresh impetus to China-US economic and trade cooperation.

Bush hopes that great achievements will be made in this round of dialogue.

At a posh hotel in San Francisco, a broad cross-section of business and government leaders from China and the United States celebrated 27 contracts signed on Wednesday.

The deals primarily involved computer software, semiconductor and telecommunications companies. The list of US beneficiaries included high-tech bellwethers Microsoft Corp, Oracle Corp, Cisco Systems Inc and Hewlett Packard Co.

California Lieutenant Governor John Garamendi hailed the agreements as an “important step in furthering the deep relationship between this state, this country and China.”

To underscore China’s resolve to explore more US investments, executives from more than 200 Chinese companies are meeting with their US counterparts in 24 cities scattered across 23 states, said Ma Xiuhong, vice commerce minister.

She met with Governor Arnold Schwarzenegger at the state Capitol on Wednesday, and the governor later said California had nearly doubled sales to China. California exports to China totaled nearly US$10 billion in 2006, Schwarzenegger said.

Assistant Mgr ¨C Vender Development

Company introduction: Our client is a TS 16949:2002 certified organization with engineering competency at their crux.
Three decades of hardcore expertise forms their backbone in designing and manufacturing of high technology precision engineering components viz. Compressor Valves, Disc/ Belleville Springs and Precision Auto Components. There has been a growth of 50% in three of the four product lines mentioned above.
The company also designs and manufactures mass finishing systems for a wide variety of finishing applications on the automotive and general engineering horizons.
They are working towards Business Excellence while catering to the needs of some of the most advanced countries in niche segments. As first foot forward for the same, strategic initiatives like domestic and international acquisitions and world-class plants in India and China are being implemented for Precision Metal Components in automotive and compressor applications.
They have carved their name deep onto the international scene over the last five years, with clientele spanning across continents from Japan to Europe to America. Additionally, the equity funding by India Value Fund (formerly GW Capital), an US based private equity fund, has put the company in a unique position to aggressively invest in marketing, R&D and operations to become a leading player in Precision Metal Components business.

Job Description:
Report To: GM
Location: Shanghai Feng Xian District
1.Sound network of Vendors in Shanghai particularly in Blanking, Heat Treatment, Casting and Machining.
2.Technical Process knowledge of Precision Sheet Metal operations
3.Experience in Sourcing and Cost Reduction
4.Systems knowledge in ISO 9001 / TS 16949

Job Requirements:
1.Bachelor in Mechanical Engineering with experience in Sourcing and Vendor Development.
2.Minimum 3 to 5 years in relevant function
3.Good skills of Negotiation Skills, Execution Skills and System Orientation
4.Decision Making skills, Analytical Skills and Proactive Approach
5.A good team player, responsible, open mind and self-motivated
6.Good command of English both in oral and writing

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_mn152sh#dacare.com'(Please replace “#” with “@”)

Ways to Recruit Online

There are three major avenues in online recruiting.

You can advertise your job openings in the online equivalent of classified want ads and wait for jobseekers to contact you.
And you can browse online resume sites for likely candidates and contact them yourself.
You can also get professional assistance from recruiters and employment agencies who advertise their services online.

We’ll be covering each of these hiring opportunities in this Buyer’s Guide. An article from the AllBusiness.com Business Advice section, “Recruiting in the Internet Age,” gives you a quick overview of these main recruiting avenues ¨C print ads, the Internet, recruiting firms, and referrals.

A famous Investment Bank Seeking a Associate Controllers in Risk & Product Control, Urgent!

Company Introduction: A TOP FOUR International INVESTMENT BANK

Location: Beijing, China
Job responsibilities:
•Assist Chief Risk Officer in all aspects of risk monitoring and controlling for Beijing Dept.
• Daily monitoring of risk management system’s alerts, and follow up on issues with Operations, Compliance, Sales and Traders
• Daily monitoring of proprietary positions against various risks measures and limits
• Participate in all new projects/business and help consider risk angles
• Confidently interact with regulators and auditors
• Intelligently review trading businesses, to highlight and report unusual activity
• Prepare daily P&Ls for trading desks, including a review of inventory valuation, and limits
• Stay informed of developments and issues in the trading area
• Month end procedures including prepare accounts and post to firm’s ledger
• Liaise with various departments
• Work closely with other areas within Controllers, both in China, Hong Kong, and globally, as well as with other divisions

Qualifications:
•Fluent Chinese and good English speaking/writing skills (risk management system is in Chinese, and interacting with regulators will be in Chinese)
• Excellent communication skills, both written and oral
• Have a good understanding of securities business, products, operational flow, and associated risks
• Team player
• Strong character, able to work under pressure, and relatively independently
• Self confidence to interact with demanding internal clients
• Computer literate and highly numerate
• Ideally have 4 years+ experience in Big 4 accounting and/or the financial industry
• Previous experience in Risk Control functions in PRC, Operations and/or Product Control are a plus

Education: Banchelor or above
Salary Range: Negotiable, based on experience and capabilities

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_fi147bj#dacare.com'(Please replace “#” with “@”)

A Famous Investment Bank Seeking a Analyst for China Operation, Urget!

Company Introduction: A TOP FOUR International INVESTMENT BANK

Location: Beijing, China
[pagebreak]Job responsibilities:
1.Day-to-day cash management
2.Funds reconciliations to maintain the integrity between internal records versus external records
3.Issues analysis and resolution through working with banks, controllers, trade processing team and IT
4.Ensure all treasury-related processes adhere to GS internal policy as well as external rules and regulation
5.Work with Corporate Treasury and other relevant departments to explore funding opportunities
Qualifications:
1.Knowledge in Initial Public Offering process
2.Organized, ability to set priorities as well as multi-tasking
3.Good attention to details / ability to work under pressure and to meet deadlines
4.Good communication skills (verbal and written) for both English and Chinese (Putonghua)
5.Good interpersonal skills with good analytical abilities
6.Client-service oriented; ability to clarify and understand internal client needs, efficiently and effectively respond to business queries
7.Prior experience in Operations or Initial Public Offering process: 1-2 years preferred
Education: Bachelors Degree required
Salary Range: Negotiable, based on experience and capabilities

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_fi146bj#dacare.com'(Please replace “#” with “@”)

Red Cross hotline used to recruit volunteers

THE Shanghai Red Cross Association yesterday launched a service hotline (6323-7380) to recruit volunteers to serve in the city’s 10 Red Cross institutes as part of its celebrations for the 60th Red Cross Day today.

The association stipulates that volunteers must be available to offer their services at least once a month and work for more than two hours every time. They are also required to keep up their service for at least a year.

Foreign volunteers are also welcomed to the join the activity but so far a foreign language hotline service is not available.

The association will interview candidates and provide free training to those who pass the interview. Volunteers will get a certificate from the administration.

The administration unveiled 10 Red Cross service centers yesterday, including one at Fudan University’s Children’s Hospital and at Nanhui Central Hospital.

60-Second Guide to Employee Recruiting

A small business owner was looking for a few good employees for his alarm company. In the past, he advertised in the classifieds. Then, it dawned on him that the kind of employee he wanted probably wasn’t sitting at home reading the “help wanted” ads. His best workers had always come to him with personal recommendations. That’s when the first brainstorm hit. He chose a select group of customers and sent them a letter asking their help with his recruitment drive. He got his referrals and the unexpected benefit of engendering goodwill with his customers, who were flattered to learn he thought so highly of their opinion.

In just 60-seconds, you will learn how to recruit and hire good employees.

0:60 Take Recruiting & Hiring Seriously
The lesson here is to treat your employee recruitment efforts as seriously ¡ª and creatively ¡ª as you would any other business-related endeavor. A new employee is a major investment. There¡¯s the cost of training and the cost you want to avoid ¡ª the mistake of hiring the wrong person.

0:46 Use Your Network to Find Good Employees
When you set out on your candidate search, do as the small business owner did and solicit referrals from customers. Ask acquaintances, colleagues, and current employees as well. Other avenues include college placement offices, trade and professional associations, and employment agencies.

0:38: Set up an Interview Schedule
When you begin receiving resumes, you’ll want to contact the best candidates and set up an interview schedule. Prepare a list of questions to ask each candidate. By asking everyone the same interview questions in the same way, you will be able to more fairly compare their responses.

0:20 Pay Attention to Your Initial Impression
Check the candidate’s references, but be warned that you may not get an accurate picture. Sometimes people will give positive references because they fear legal action. It’s better to rely on insights you glean from the interview and by paying attention to your own gut feeling. Ask candidates you are impressed with to come back for a second interview.

0:11 Be Clear About Responsibilities
During the hiring process, be clear about the new employees’ role within the company. Set expectations by defining job responsibilities before hiring the candidate. A job description clarifies everyone’s duties and heads off confusion about who is responsible for what tasks.

0:03 Make the New Hire Feel Comfortable
Put your best employee in charge of training the new hire, and consider starting off with a three- or six-month trial period. If you approach your employee recruitment efforts with the same creativity and drive you do other business projects, chances are you won’t have a thing to worry about.

Technical Manager

Company introduction:
Client Company is the region’s powerhouse of aluminum extrusion, offering comprehensive solutions in design and engineering, extrusion, surface finishes, fabrication and delivery. The Company is one of the largest private aluminum businesses in Asia, serving the infrastructure, transportation, industrial and home improvement sectors. In 2000, the Group formed a strategic alliance with the second largest extruder in the US, this strategic alliance results in the world’s second largest combined capacity.
The Group has made further advances into new aluminum product areas, including flat rolled products with a planned production capacity of 400,000 metric tons. The production capacity will be located in the newly built avant-garde platform, an aluminum city in the neighboring city Zhaoqing, Guangdong.

Location:Zhaoqing, Guangdong

Requirements:
1 Metal material, non-ferrous metallurgy-related professionals, undergraduate or higher. A MBA degree enthusiast preferred.
2. Age over 40 years old, the young and vibrant learning ability, understand the ISO.
3. Aluminum industry in a more than three years of technology management, production management, production planning experience, quality management and to solve practical problems.
4. Proficiency in English can read technical information and to a certain extent the ability to speak English.
5. A foreign background.

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_oth039gd#dacare.com'(Please replace “#” with “@”)

Leadership – 12 Ways To Tell Your People They’re Important

There’s an old saying¡± ¡°Your actions shout so loud I can’t hear what you’re saying.¡±

Many managers feel constrained by the rules and regulations of their organizations. They feel that their hands are tied when it comes to rewarding their people ¨C that their actions are controlled by others, and there is little of any real value they can do to motivate their people. Leaders understand that recognition and reward applied on a one on one level is essential to success.

They understand the greatest sense of accomplishment and importance often comes from non ¨C monetary actions and rewards, and from positive recognition from the person who is the boss.

What are the ways to make your people know they are important?

Way #1 ¨C You have to believe the work performed by your people is important. This may sound pretty basic, but if you do not really believe that, there is simply no way you can convince your people that what they do is important.. How often have your heard ¨C or been guilty of saying ¨C or thinking ¨C ¡°Oh, she¡¯s just the receptionist¡± or, ¡°He’s just the janitor¡± or ¡°They’re just trainees¡± or ¡°They’re just a staff weenie¡±?

Way #2 ¨C Expect the best from everyone, and settle for nothing less. Nothing makes people feel more important than high expectations for their performance. Just make sure they share in setting the expectations.

Way #3 ¨C Create goals that are shared and that show the tie in of individual work with the success of the organization.

Way #4 ¨C Select the best ¨C in every opening you have. Use every tool you can to ensure that you have made a good decision on who you select.. Your people watch carefully to see who you pick ¨C involve them in the selection process. If your actions communicate that you are not careful about who you select, your people will see that as a direct reflection on themselves.

Way #5 ¨C Make sure you are your people¡¯s institutional champion! What’s that mean? When their pay is wrong, you act to get it right. When their reviews are scheduled, you act to ensure they are done accurately and on time. When their raises are due, you make sure they are handled properly and on time. Jealously guard your relationship as the go to person for your people ¨C the institutional support people can help, but you are the person you want your people to seek out.

Way #6¨C Be absolutely intolerant of unsafe, disruptive or other negative behaviors. Act on them quickly and decisively, and never let your people see you knowingly ignore a bad situation. It will not go away, regardless how much ¡°wish’in and hop’in and pray’in¡± you might do.

Way #7 ¨C Remember that trust and respect are not the same thing as being liked. It is nice to be liked, it is absolutely essential that your people trust and respect you. As a comedian said: ¡°If you want to be liked, get a dog.¡±

Way #8 – Cultivate a climate of civility for your people. In your relationships with your people, ensure your actions and theirs reflect a fundamental respect for each other, and for all the others they come in contact with.

Way #9 ¨CGet everyone of your people some form of self development activity on a regular basis. It may be a seminar, it may be tuition refund, it may be a book, it may be a CD set, it may be a Community College course ¨C it does not have to be expensive and time consuming, but the act of creating added value through the investment of personal effort supported by organizational resources is a powerful way to say you care.

Way #10 ¨C Respect your people’s time ¨C it’s their most valuable asset. Start meetings on time, end them on time, keep meeting commitments. Do what you have to do to ensure your people have access to as much of their work time as possible.

Way #11¨C Keep the rules and policies to an absolute minimum. If you have a workable set of cultural and organizational ¡°Way¡¯s Of Doing Things¡± you have the basis for treating your people with individual regard. If you have managers that are not comfortable doing that, either they change or get different managers

Way #12¨C Celebrate all the successes ¨C create the opportunity for group recognition to happen all over the place ¨C if Safety is an issue, create a Safety Award process that celebrates progress.Make the events frequent, and the rewards modest ¨C but do it all the time. Frequency of awards and the opportunity for celebration are as important, actually more important, than the annual lunch or dinner or whatever. Make it fun. Make it part of your enterprise.

Did you notice one thing about all 12 Ways? Not one of them deals with lots of money, or more capital, or new policies or procedures. All do require beliefs and behaviors ¨C and they are the most challenging, most high leverage efforts we can make to improve our organizations. It’s always tempting to do a feel good seminar, or buy something ¨C or take some action that shows just how committed we are. But the truth is that the way to greater success is through a focused, day to day effort to improve the level of commitment of the people in an organization, and that takes hard work and the acceptance of change. If you can see Ways that can help you organization or your work group or yourself in this article, take them and run with them ¨C they are the basis for successful managers becoming successful leaders.

Asia Pacific Marketing Director

Our client provides leading Product Lifecycle Management (PLM), content management and dynamic publishing software solutions to thousands of companies worldwide. Customers include many of the world’s most innovative companies in manufacturing, publishing, services, government and life sciences industries. As a leading supplier of PLM and EAM solutions for companies of all sizes, our client enables manufacturing, services, publishing, and government organizations to optimize the development of physical and information products.

Location: Shanghai
Summary:
1.This position requires a passion for enterprise level, high tech, business-to-business, international marketing.
2.A major function of this role is to bring together the corporate and regional business and marketing objectives.
3.The position can be located in the United States (Boston), Japan (Tokyo), or China (Shanghai). Extensive travel is required; roughly 1/3 of your time in each location. There are four direct reports and their teams, responsible for regional marketing in Japan, Greater China, Korea and India.
4.The AP marketing organization is responsible for development of brand communication plans that will affect the uptake and retention of software and services, plus the delivery to audiences that include the press, public bodies, local communities, & customers, prospects, and employees.
5.The position also includes planning and execution of programs and campaigns in a timely and cost effective way that projects the brand position, generates response and creates demand.
6.The candidate is expected to be able to work on unusually complex problems and provides solutions that are highly creative requiring state of the art technical knowledge.
7.The candidate will often be viewed as the in-house expert on specific systems, processes, and/or technologies. They will be expected to use independent judgments to accomplish objectives. Plus they will need to contribute to, and often lead the development of organization¡¯s goals and objectives.
8.It is a plus if the candidate has some enterprise level sales experience and extensive technology marketing experience, including an active understanding of roles such as marketing strategy, market research, direct marketing, public relations, lead generation marketing, event marketing, web marketing, reference marketing, marketing communications, and localization.
9.It is also a plus if the candidate has studied engineering and/or marketing and speaks one of the local languages.
10.In this position you will be coaching others between 70%-80% of time.

Requirements:
1.Degree: Bachelors Required and Masters Preferred.
2.Marketing or Related Experience (including management experience required below): 12-15 years.
3.Marketing Management Experience: 3-7 Years.

– Span of control: is one or more departments; 5-25 direct and indirect employees; typically manages managers.
– Report Types: Associate to Manager, Reports Relationships: VP or SVP.
– Liaison within the company: Interacts primarily with Specialist through EVP level internal and external to their department and internal and external to their organization; typically acts as department(s) leader.
– Liaison with customers: Interacts primarily with customers at the Junior and Senior Engineer, IT Specialists, Managers, Directors, VP¡¯s and CXO¡¯s (principal, manager, fellow, director, and VP levels.)
– Problem Complexity: Is often viewed as the in-house expert on specific systems, processes, and/or technologies. Uses independent judgments to accomplish objectives.
– Strategy and Goal Impact: Contributes to and often leads the development of departmental and organizational goals and objectives (metrics and plans).
– Liability Potential: Significant liability potential in case of inaccuracy. Failure to achieve results or erroneous decisions or recommendations would normally result in failure to reach goals crucial to significant organizational objectives and would profoundly affect the short term productivity/image of the organization.
– Global Responsibility: Responsibility within one country or limited geography;
– Cost responsibility; 500K or greater.
– Performance and Role Expectations: Star performance in 3 roles from professional track, Solid to High in 5-6 additional roles from Professional track. Star in two manager/leader related role;
– Time Management: General management / Coaching others: between 50% of time, Program development 25%, Marketing Delivery 25%.
– Travel Requirements: Frequent

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_mkt186sh#dacare.com'(Please replace “#” with “@”)