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.
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?
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.
The HR climate is changing, evolving, and growing increasingly
competitive. For HR professionals, this means that responsibilities are
changing, and changing fast. Suddenly, the domain of your department extends
beyond administrative functions like tracking payroll and annual leave. Today,
HR professionals need to align top talent with their organisation’s business
objectives. This may sound relatively simple, but the problem that many of us
typically face is that, unfortunately, people leave. All too often, the reason
that people leave – whether they are poached by a rival organisation or simply
decide to look elsewhere – is that they are not engaged in their work.
A single droplet of sweat trickled down my neck as the glowing amber sun beat down on us. I glanced out of the corner of my eye and saw our competitors lined up alongside us. It was the moment we had been preparing for over the last 5 years. Our goal was crystal clear - I had visualised this very occasion countless times. I thought about exactly what my role was as I shifted my hands around on the oar handle. The air was thick with nervous anticipation as we readied ourselves for six minutes of gruelling physical exertion, each of us distinctly aware of our goal. Then, almost without warning, the quiet Saturday afternoon air was interrupted with the explosive ‘crack' of the starting gun.
In the last issue of Network HR, Allan Nee of Baode Law in Tianjin wrote a detailed and insightful article about the ways in which your organisation needs to adapt to China's new Labour Laws. Allan offered a myriad of fantastic advice. However, there was one factor he mentioned that really captured my attention - transparency.Read More
Benefits
The Power of Acknowledgement
he seeds of this article were sewn as I put together the last edition of Network HR. First, as I edited the Training & Development section, I read the following prophetic words from Jennifer Peterson, "If you want your customers to feel cared for, you must care for the employees that serve them." This started me musing about the way organisations across China treat employees.Read More
Training
Synchronicity for Success
A single droplet of sweat trickled down my neck as the glowing amber sun beat down on us. I glanced out of the corner of my eye and saw our competitors lined up alongside us. It was the moment we had been preparing for over the last 5 years. Our goal was crystal clear and I had visualised this very occasion countless times.Read More
Recuitment
War, what is it good for?
I believe I can bring the War for Talent to a peaceful end. I came to this realisation two
months ago after I was invited to present at the ‘Corporate Travel and Technology
World' conference in Shanghai. The topic, "Selecting Potential Leaders and Turning a Company from Good to Great", was
provided some months earlier, giving me time to source opinions from
around China. Read More