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China more and more attractive to foreign experts

When she returned to China after more than a decade away, Dutchwoman Murielle Van de Pol was amazed at the huge changes that had taken place in the country.

She studied at Peking University 12 years ago, and now is back to attend the 2006 Conference on the Exchange of International Professionals which ended here on Thursday.

The changes are so massive that China looks like a completely different country, she told Xinhua excitedly.

Representing the Netherlands Senior Experts (PUM) in China, she hopes to introduce more Dutch experts to China during the conference.

Like Murielle, many foreigners living in China are experiencing the rapid changes taking place in this ancient civilization. The dynamism and energy of China make it an attractive destination for foreign experts.

Piet Hein de Wit, PUM coordinator, comes to China four to five times a year. He said he likes working in China and the people here are very hospitable.

According to Piet, PUM has signed 80 projects agreements with Chinese organizations this year and over the last 12 years about 4,000 Dutch experts have been introduced to China to work on about 1,000 projects.

During the early years of China’s reform and opening up in the late 1970s, China only introduced about 1,000 foreign experts and professionals each year. The number has grown to 200,000-400,000 in recent years.

Last year China introduced 340,000 foreign experts and professionals, according to statistics from China’s State Administration of Foreign Experts Affairs (SAFEA).

SAFEA spokesman Liu Yongzhi said China’s rapid economic growth was the key factor in attracting more international talent, and the numbers of foreign professionals introduced to China is not likely to decrease over the next five years.

Pay levels in some companies and universities are now similar or even better than in developed countries, and this is another drawcard, Liu said.

About 700 foreign delegations from 30 countries, including Russia, the United States, Japan and France, attended the conference and 2068 letters of intent were signed.

Source: Xinhua

Infosys to Expand China Operations

A number of Indian outsourcing companies have set up operations in China to tap the local market for IT services and to support the operations of some of their multinational clients in the country. Infosys, India’s second-largest outsourcer, plans to increase its staff in China to 6,000 over the next five years.

India-based software outsourcing company Infosys plans to increase its investment in two new centers in China to a total of US$65 million over five years, after which it will be able to house a total of 6,000 engineers at its three centers in that country.

The centers will produce work in the areas of software development, IT services and business process outsourcing, and will also have training and research facilities.

Tapping Into China

A number of Indian outsourcing companies have set up operations in China to tap the local market for IT services and to support the operations of some of their multinational clients in the country.

Infosys plans to double the number of its workers in China to 1,000 this year. Bigger rival Tata Consultancy Services plans to increase the number of employees in China to 5,000 by 2010, from about 400 now.

“China is a domestic market for us because many of our multinational clients are expanding in China,” Chief Executive Officer Nandan Nilekani said in an interview in Singapore.

It is a “potential source of resources for our global clients and a potential base for serving the region because of the” Chinese script, he said.

China’s exports have soared as foreign companies, including many of Infosys’ clients, have set up factories in the country to benefit from low labor costs.

Expansion in Line With Strategy

Expansion in China may also help Infosys boost business in Japan, the world’s second-largest economy.

India’s second-largest outsourcer, Infosys plans to increase its staff in China to 6,000 over the next five years.

“The expansion is in line with our strategy to tap local talent as well as to expand our global delivery model to other locations,” said Bani Paintal Dhawan, a spokesperson for the company.

As of June 30, Infosys had 39,806 employees altogether, most of whom were located in India.

The company is setting up a center in Hanghzhou, China, at the Hanghzhou Hi-Tech Development Industry Zone, the company said in a statement.

The company said on Wednesday that it would set up a new center in Shanghai with seating capacity for 1,000 engineers over the next two years. That facility will be in addition to a facility the company already has at the Shanghai Pudong Software Park that employs about 250 people, according to Dhawan.

Low-Risk Delivery Model

The initial investment in the new Shanghai facility will be $10 million over the next two years, while the initial investment in Hanghzhou will be $15 million, according to the company.

Infosys provides consulting and IT services to clients globally — as partners to conceptualize and realize technology driven business transformation initiatives. With over 58,000 employees worldwide, it uses a low-risk global delivery model to accelerate schedules with a high degree of time and cost predictability.

Heidrick & Struggles Adds New Partner to Singapore Office

CHICAGO, Sept. 1 /PRNewswire-FirstCall/ — Heidrick & Struggles International, Inc. (Nasdaq: HSII), the world’s premier executive search and leadership consulting firm, today announced that Karen Choy-Xavier has joined the firm’s Singapore office as a Partner in the Industrial and Technology practices. Choy-Xavier will focus on building relationships with Southeast Asia-based businesses and on the placement of chief information officers with companies operating throughout the region.

“With the hiring of Karen, we have doubled our consultant teams in Singapore to six in the past eight months,” said Charles Moore, Managing Partner, Singapore. “With her extensive background in executive search, Karen is a significant hire for Heidrick & Struggles in Asia, particularly given our growing market share in the region.”

Choy-Xavier has 18 years of experience in executive search. Her depth of focus with companies based in Singapore and across Asia Pacific is highly regarded, particularly in the technology, industrial and consumer spaces. Prior to joining Heidrick & Struggles, Choy-Xavier spent 10 years with Spencer Stuart as a Partner. Her network of contacts and relationships in Asia Pacific has served her well, exemplified by her numerous senior-level placements within both locally based and Fortune 500 companies.

Choy-Xavier’s formative years were spent in sales and marketing for technology pioneers Wang and Digital Equipment. She holds bachelor’s degrees in computer science and psychology from McMaster University in Hamilton, Ontario, Canada, and speaks fluent Mandarin, Cantonese, Malay and English.

About Heidrick & Struggles International, Inc.

Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, our leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit http://www.heidrick.com . SOURCE Heidrick & Struggles International, Inc. Local, Jennifer Tow of Manifesto Ltd, +1-852-2526-1972, jennifer@manifesto.com.hk , or Corporate, Christina Stratinsky of Heidrick & Struggles International, +1-312-496-1646, cstratinsky@heidrick.com

Few Asia boards plan CEO succession: survey

Only one-third of company directors in Asia outside Japan have taken formal steps to ensure an orderly succession when a chief executive leaves, a recruitment firm’s study said Monday.
The findings are a stark contrast to some Western countries where up to 80 percent of directors have steps in place to see that when one chief executive departs, a replacement is ready to assume the post.

Among the markets surveyed were China, Hong Kong, Thailand, Malaysia, Singapore, Australia and New Zealand.

The board of directors study was produced by Korn/Ferry International. It looked at boardroom practices of major companies, covering 1,200 directors from 15 economies. Compared to Asia’s 34 percent of directors who had taken formal steps to ensure orderly succession, the Americas, including the United States, Brazil and Colombia, emerged with 76 percent, according to results published in The Straits Times.

Eighty percent of companies in Australia and New Zealand have a process for management succession.

“Boards in the Asia-Pacific are beginning to take a more calculated approach to board governance, adopting more Western practices to improve the performance of their boards,” Marta Grutka, regional director of marketing at Korn/Ferry, was quoted as saying.

Noting that much of Asia has handled management changes through family ties, she said that the process is changing.

China’s Online Recruitment Market Reached RMB 160.9 Million in 2006 Q2

Analysts International, which provides business information about Technology, Media and Telecom (TMT) industries in China, says that China’s online recruiting market reached RMB 160.9 Million in 2006 .

As the overall online recruiting market keeps on increasing, online recruiting service vendors turn to focus more on the applications of mobile Internet, and come to provide SMS services one after another. The rapid growth of employees brought great development potential for the online recruitment, and overseas investments come to pay attention to the online recruiting market. Analysts International thinks that vendors who have the capability to provide personalised services will become the first ones to charge the users for the services. And meanwhile, more online recruiting websites will put more focus on the exploration on the regional market.

According to Analysts International’s research, the China’s online recruiting market reached RMB 160.9 Million in 2006Q2 with a growth of 8.44% over last quarter. Among which, online recruiting revenue from recruiting web sites whose services are targeted at national scope took 76.4% of the overall market size, and revenue from recruiting web sites with service targeted at provincial scope took 19.3%.

Figure: China’s Online Recruiting Market of 2006 Q2

Analysts International thinks that combination of online services and offline promotion is a major profit model of online recruiting. “As the rising of the online recruiting industry, online recruiting gradually transfer to industry segmentation, industry-based professional services become popular among users. Advantage becomes more obvious for those online recruiting service providers who focus on industry services,” says Huang Yongtao, analyst from Analysts International, “If we look from the aspect of industry competition, we can find that more communities and search engine portals start their business expansion to online recruiting in hopes of making good use of their advantage of accumulations on interpersonal relationships to achieve business value in HR field.”

purchaser (urgent needs)

Company introduction:
One purchasing group (WOFE) urgent needs purchasing guys focus on following productions

To our purchasing dep. of construction and building material we have a need of very qualified assistant purchases.
We have a need to find staff several persons that have great knowledge of below items. I person per product group and in some cases 2.
1.Natural stone
2.Flooring (Bamboo, Laminate, Parquet, plastic, linoleum etc.)
3.Steel products (Reinforecmentbars, rods, steel sheet piles, steel piles, mesh, steel structures etc.)
4.Escalators & Elevators
5.HVS material (Heating, Ventilation & sanitary material)
6.PVC Pipes Civil engineering
7.Electrical components (cables, switches etc.)
8.Ventilation components
9.Kitchen (fixtures, cabinets etc)
1)The candidate shall speak and write fluent English and Mandarin, Cantonese and Swedish is +
2)shall have been working in a western company before,
3)have good great knowledge of export duties like; customs, payment and delivery terms, strong negotiating skills, self going.
4)Great knowledge of MS Office etc.
5)Great knowledge in strategic and operational sourcing, Quality control, handling shipping details, market analyes/reasearch, produce and negotiate contracts and be able to report weekly of there work situation.
6)shall have at least a Bachelor degree, proffered in Supply Chain management or engineering.
7)shall have been working as a merchandiser, assistant purchaser, purchaser or equal. With 3 years working experience or above.

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_mkt142sh@dacare.com’

Contract Manager

Company introduction:
Our Enterprise workforce provides deep expertise to manage and operate business functions and support client teams. They work in a wide range of functional areas including human resources, marketing and communications, finance, quality control, legal, IT, facilities and services.

Key Responsibilities:
1.Responds to complex inquiries regarding contract obligations and revisions
2.Identifies risks and issues, suggests alternatives that lead to the best solution
3.Reviews and manages contractual obligations of the parties and provides continual review to ensure that all terms and conditions are met
4.Prepares and disseminates information regarding contract status, compliance, modifications, etc.
5.Manages daily workload of assigned Contract Management personnel and project or business personnel assisting with the contract management function
6.Acts as the primary contact between the project team and/or business unit and Legal & Commercial, ensuring that all legal and contractual matters are addressed efficiently and promptly
7.Acts as liaison between Company and clients/vendors
8.Responsible for assigned Contract Management, project or business personnel adhering to company policies and procedures
9.Responsible for informing the project team of the requirements of the contract and monitoring compliance
10.Develops and integrates contract management tools, templates, methods and processes for the engagement
11.May provide training to Contract Management personnel.

Qualifications:
To qualify, candidates must have:
1.University/College Degree (Bachelors or equivalent) in a relevant field is preferred
2.Advanced degrees desirable
3.In the United States, Certified Professional Contracts Manager (CPCM) status and National Contract Management Association (NCMA) membership are advantageous
4.Work Experience: Minimum of 4 years of applicable industry experience
5.Work Requirements: Travel within geography
6.Comprehensive knowledge of general corporate business practices, government and commercial contracting regulations and principles, subcontracting practices, and accounting and finance principles
7.Able to resolve contracts and pricing issues
8.Able to advise and interact with all levels of management
9.Able to demonstrate excellent analytical and mathematical skills
10.Excellent oral and written communication and negotiation skills
11.Demonstrated proficiency in using spreadsheets and Microsoft Word

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr074sh@dacare.com’

Executive Assistant-Analyst

Company introduction:
Our Enterprise workforce provides deep expertise to manage and operate business functions and support client teams. They work in a wide range of functional areas including human resources, marketing and communications, finance, quality control, legal, IT, facilities and services.

There are many roles in Facilities & Services ranging from on-site facilities management, executive support services, office services, real estate and travel to workplace research and development, including: Archives & Records Management, Business Travel Group, Corporate Housing, Corporate Real Estate, Executive Support Services, Office Services, and Safety & Security. With such a wide range of roles, Facilities & Services is a very diverse team of professionals, with a wide range of backgrounds and experience. What they have in common is the ability to communicate well with people at all levels and an enthusiasm for solving problems.
An Executive Assistant provides an advanced level of executive support to various executives with complex organizational responsibilities, typically working in a team environment. The Executive Assistant serves as the primary support and acts as a liaison between executives and their organizations. In some cases, the Executive Assistant may act as an executive’s representative, as appropriate.

As an Executive Assistant, specific responsibilities may include:
1.Preparing non-routine correspondence according to company guidelines for signature by executives, (i.e. brand compliance, proof reading materials for consistency, grammar, and spelling)
2.Compiling, processing and analyzing data based on research objectives and preparing reports
3.Arranging and coordinating meetings/conferences in liaison with the Meeting and Events Planning team
4.Anticipating travel needs of executives and independently coordinating complex travel arrangements
5.Preparing draft proposals and presentations with direction from executives
6.Assisting with miscellaneous complex administrative tasks (i.e. locating and completing standard company forms, providing invoicing and accounts reconciliation support, maintaining voicemail/email distribution lists)
7.Managing complex calendar / diary activity, including coordination of appointments for executives
8.Providing telephone support and acting as executives’ representative to independently handle calls as appropriate

Qualifications:
To qualify, candidates must have:
1.3 – 4 years relevant experience of Executive Support
2.bachelor degree and above
3.English level: CET 6 or TEM 8
4.Proven ability to work independently and as a team member
5.Ability to work creatively and analytically and maintain confidentiality
6.Excellent communication (written and oral) and interpersonal skills
7.Excellent customer service skills
8.Must display professionalism and confidence

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr073sh@dacare.com’

Staffing Manager

Company Introduction:
A Top semiconductor Company

Description of duties:
1.Responsible for Human Resources planning, recruitment & selection.
2.Work with management on Staffing strategies and responsible for the implementation.
3.Work closely with Staffing COE in sister plants to strategies, benchmark best practices and adopt best fit practice for implementation in Suzhou.
4.Work closely with local and Corporate Finance department on budget.
5.Collaboration with college/universities for training programs and talent recruitment.
6.Liaise with Corporate HR on Staffing issues.
7.Regular review of current practices and methodologies to improve the system and enhance the efficiency and effectiveness of the Staffing.
8.Work with IT department to automate business process to provide better service to the customers.

Requirement:
1.Multinational Company Working Experience, at least 5 years in a management role
2.Good interpersonal and communication skill in both English and Chinese
3.Able to work efficiently with senior business leader
4.Dynamic and resourceful
5.Customer focus
6.Experience of interviewing & hiring.
7.Thorough knowledge of company’s HR policies,including rules and regulations of company & local labor law & related regulations is preferred.
8.Thorough knowledge of recruiting system & process is preferred.

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr072sh@dacare.com’

L&D Manager

Company Introduction:
A Top semiconductor Company

Description of Duties:
1.Responsible for Learning & OD in China
2.Collaborate with COE L&D Manager to provide on-site learning & development offerings & services.
3.Establish network of contacts among L&D practitioners in China to share knowledge and benchmark good practices.
4.Liaise with external consultants on special development initiatives for China and follow thru with appropriate implementation plan after management buy off
5.Work closely with COE Learning Manager to strategize, benchmark best practices and adopt best fit for implementation in China.
6.Work closely with local and Corporate Finance department on budget.
7.Regular review and update of HRD status to management.
8.Collaboration with college/universities for training programs and talent recruitment.
9.Regular review of current practices and methodologies to improve the system and enhance the efficiency and effectiveness of the L&D/Staffing.
10.Work with IT department to automate business process to provide better service to the customers.
11.Formulate and establish talent development plan for specific levels of employees.
12.Align learning & development processes to comply with policy.
13.Work with all parties on any special/adhoc projects as and when the need arises
14.Initiates action to prevent the occurrence of any non-conformity relating to the area of responsibility, process and quality system.

Requirement:
1.Multinational Company Working Experience, at least 5 years in a management role
2.Leadership competency (setting direction, creating a positive environment, getting business result and building for the future).
3.Analytical skill.
4.Creative thinking.
5.Good interpersonal and communication skill in both English and Chinese
6.Good presentation skill.
7.Able to plan learning & development related programs/activities in support of business/operational needs of the company.
8. Sound knowledge in human resource development strategies and tools is preferred.

* Please send us your complete resume (both in Chinese and in English) to: ‘topjob_hr071sh@dacare.com’