The European Chamber is pleased to welcome you to the HR Working Group meeting on March 16 in Chengdu. It's well kown that every spring is the fastigium of job-hopping, which is a challenge and also opportunity for HR managers. Some HR managers are obsessed with problems like deficient talent database, inaccurate self-assessment of position applicants and insufficient preparing work, and how to judge the credibility and stability of applicants, etc. Have you met with the same difficulties? What problems have you encountered during recruitment and how did you sovle them? Welcome to join our topic discussion and share your experience on this.
Kickoff speaker:
Ms. Val Li, Chairman of HR Working Group of Chengdu European Chamber and HR Director of Alcatel (Chengdu) Communication System Co., Ltd. will show you some related market data.
Please bring your name card with you for there will be special lucky draws, with presents including5 free quotas for a training course about " Market-oriented Salary" and a freequota for an Internet Recruitment Fair onwww.chinahr.com in March.
Registration:
To register for this event please fax your response to the European Chamber at 028 8666 5844 or email to chengdu@euccc.com.cn by Thursday, March 15th 2007, noontime. Persons without prior enrolment will only be allowed participation if space permits. For any further inquiry, please contact Ms Chen at 028 8671 0577.
Event review
How to attract and select talents has become a big subject for almost every company. Focused on this topic, Chengdu European Chamber held its HR Working Group meeting again in Alliance Francaise de Chengdu on March 16th. It's well known that every spring is the fastigium of job-hopping, which is a challenge and also opportunity for HR managers. Some HR managers are obsessed with problems like deficient talent database, inaccurate self-assessment of position applicants and insufficient preparing work, and how to judge the credibility and stability of applicants, etc.
As kickoff speaker, Ms. Val Li, Chairman of HR Working Group of Chengdu European Chamber and HR Director of Alcatel (Chengdu) Communication System Co., Ltd., showed some related market data.
Among the problems mentioned by the recruiting specialists, examples of two companies could be representative.
One is a consulting company whose business is mainly through internet. That is to say, Internet maintenance is important but technology requirement is not that high. And the salary pay is not competitive. Therefore it's hard to recruit IT talent matching with their need, because many IT talents always want to find a company or position in which he can learn much and develop quickly.
Solution Proposal: to recruit some comparatively old people or those with lower qualifications or degrees.
The other one is a leading company in its own field in China. It began to train its own staff since its establishment several years ago, but with the development of this industry, its experienced staffs have continuously left for higher salary or position in other new-born competitors. So how to retain its own talents is a big headache.
Solution Proposal: To make some long-term retention incentives such as free-tax housing loan plan or supplemental pension plan.
To reinforce talent development ability and make successor plan.
In addition, the HR professionals also mentioned that among the attracting reasons for the applicants, good employer brand, high retention of high-level of the company and the ability to train talents and to make career plan for its employees are also crucial.