Satisfying your organisation's burning ambitions

There will be thousands of people involved in next month's Olympics in Beijing. While the vast majority of them will have a strong overriding objective in mind, these objectives will all differ tremendously. For instance, the organisers will be hoping for a smoothly organised event that will showcase China to the world. On the sports field, a select few of the athletes involved will have their eyes fixed firmly on a gold medal. Some may be striving to reach the podium or just to make it to the final stages of their event. And, others will simply be trying to stay in the competition as long as they can. No matter exactly what their objective is, for everyone involved in this prestigious event, their Olympic fortnight will be dominated and defined by striving to reach their goals.

Setting examples of sustainable growth for China

By the time you read this article the Beijing Olympics will be just days away. I am sure many of you will be tremendously excited to see the world's top athletes competing right here in China on the ultimate stage. Thanks to their exploits on the sports field, many of these performers will leave us all with lasting memories. The organisers also hope that a successful event will boost China's image on the world scene. However, Beijing 2008 will leave China with another far more ‘concrete' legacy, although that is certainly not the most apt word. Many of the venues created for the Olympics point China in a new architectural direction and offer fantastic examples of ‘green building' and sustainable development.

Linking strategy to talent in your organisation

In my first article for Network HR, I laid out the initial, broad themes of Strategic Talent Management. This time around, I want to sharpen our focus and look at some key areas in greater detail. Let's begin with two fundamental questions. First, what is business strategy? Second, how can we forge strong links between strategy and the people who execute it?

Clear the way for your perfect workforce

In the last issue of Network HR, Allan Nee of Baode Law in Tianjin wrote a detailed and insightful article about China's new Labor Laws. Allan offered a myriad of fantastic advice, from hiring strategies to termination procedures. However, there was one factor he mentioned that really captured my attention - transparency. Allan discussed transparency when implementing new policies and guidelines, but I want to focus on transparency and how it can relate to recruitment. More specifically, how Human Resources can create transparency by involving your existing staff in the recruitment process.