Page 6 - THE SOUTH CHINA BUSINESS JOURNAL
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PTH
Recruiting in China After
COVID-19: HR Planning and
Talent Acquisition for SMEs
By Ellen Yin, Dezan Shira & Associates
COVID-19 is now under control in China.
COVID-19 has caused great disruptions to Daily life and economic activities are gradually
China’s economic activities. Industries, such returning to normal. To restore the economy,
as catering, tourism, film and television, and the Chinese government has issued a series of
retail, have been hit badly due to the pandemic preferential policies that will be effective until
outbreak. Many enterprises, especially small- the end of 2020, including tax and fee cuts and
and medium-sized enterprises (SMEs), have had social insurance exemptions. It is a rational
to suspend new hiring or even downsize staff to it cinhocliucedefosrHfornegigKnocnogm(paawneiells-etostdaoblbisuhseindess in
inCtehrinnaat,iuonadlefrinthaencuiarlrceennt tceir)cuamndstSahnecnesz.hen
OcutnlaMboary c1o4s, t2s0a2n0d, tshuervPiveeopfilnea’sncBiaanl kdioffficulties. (an emerging global financial powerhouse
ThCathsianiad,,anloowngiswailtsho tahgrreeeaot tthimerecteonrtercaolnustider
the firm’s human resources (HR) planning and hoMmoeretovtehre, iSthweonuzlhdebneSmtoucckhEexacshiearnfgoeraSnMdEs to
solmoceatoef ttahregewteodrldta’slelnetasdwinigthfilnotweecrheamnpdloyment
hreocrriutiietms, eunntvaerirleadngneemwengut.iHdeelrieneiss wtohysu. pport tecohsntos luongdyecroCmOpVaInDie-s1)9..
the financial reform and opening-up of the
GuFainrsgtdlyo,nSgM-HEosncganKeovnaglu-MataecaanodGardejautsetrthBeaiyr HIonwCehveinr,ai,nthteegreraatrioensthruacstluornagl pbreoebnleamsstiicnklianbgor
Arebaus(i“nGeBssAd”)e.velopment plan, dissolve unnecessary posiunptpalsy t–hheirgehgqiounaluitsyetsatlehnretsewditfhfehreignht skills are
cudrirfefinccuiletsto(tohbetaHinondgueKtoontgheDfoiellracre, cMomacpaenteitsieon.
business units, and set up new lines of business PaBtyaccao,navnedntCiohnin, CesheinYeuseane)mapnldoyiesegsocvheoronseedto quit
ThtehOatpmine¬eitotnhse Cneown¬mcearrnk¬etinngeeFdi¬s.nan¬cial unjodbesr bthefroereedthisetiCnhctinaedsme LinuinstarraNtievwe sYyesatermansd. look
Pofolircynmewakjoebrsoaprpeonrtouwniatdiedsraefstseirntghethhiso.liday.
Sup¬port for the Es¬tab¬lish¬ment of the The latest guidelines are some of the most
GuAalntgh-oduognhgt-hHeoCnOg VKIoDn-g1-9MpaacnaodeGmreicathearsBtaayken a
Aretoall(“otnhemgaunidyeilnindeuss”t)ritersa,nssocmribeeinadsuesrtireiseos,f such imHpoowrteavnetr,rethfoerCmOsVtaIDrg-e1t9inogutbhreeGakBrAi,ghsitnce
26 ansehweamltehacsaurree,sea-icmomedmaetrlcibe,eoranlliiznine gedCuhciantai’osn, eabrelyfo2r0e19th, eanhdolliadyayoutneaxbpleucetperdilnytdfiosrtuthrbeed the
conotnrloinlseomnefdoirceiingen, etexlcehcaonmgme auntidngfo, raenigdngaming, sterustcatbulriaslhterdanrhsfyotrhmma.tAiolnotoof fapnedodpeleepfoeurnd it
curhraevnecysereenmeixttpalnocseiv, etogrboowotsht .cOrovsesr-ablol,rdCeOrVID-19 codoipffeicruatltiotno gweitththinemthseelrveegsiosuniatlafbilneajnocbisalafter
capwiitlallhfalovwesaipnrtohfeouGnBdAi.mpact on future intdhuesftersyt.ival. Some companies laid off their
economic activities. To stay agile, enterprises employees due to the pandemic. Given this
Unsdheorustldansdeiinzeg nthewe rmenaerwkeetdofpopcourstounnitthiees to Wseitduiastciounss, istoims ae goofotdhetikmeey fpoorlcicoimespianntrieosdtuocehdire
GraecahteirevBeabyuAsrienaess transformation and stabilize byouthtsetadnodcuinmgetnalte,natnsd. implications for
businesses.
their core business. For example, in the early
Thdeagyusidofeltihneesinwfeilclteionucsouoruatgberemako,reChcrinoesss-e Recruitment is a fundamental and important
boerdleecrtrbiuc-svineehsisclaecmtivaikteiersBbYeDtwleaeunncHhoendgthKeong, 26pmaret aosfuHreRs mtoafnaacgielimtaetnetfiannadnfcoiarlthcoeobpuesrinateisosn
Mawcoaorl,da’sndlamrgaeisntlmaneddiCchalinmaatsokoppltainmtitzoe mtheeet the
allohcuagteiodnemofafnindaonfcmialarsekssoautrhceosmine athnedraebgriooand, . growth of the company. The first issue a foreign-
Thinevgeustieddinegndteorcpurmiseen(FtIlEa)ysmoauyteansceoruinesteorfa2ft6er
and to improve its individual efficiency and meenatseurriensg, Cthhaint aries hgiuridnegdsubiytafbivle lpoocalilceymgpolaolysees
quCaloitmypoavreerdtwimiteh. large companies, SMEs antdo suppoorrtteitds buystihneesosvdeervaerclohpinmgeonbt.jective of
deepening the financial cooperation between
can be more flexible in achieving business
Astararnessfuolrtm, naetwiono.pTphoertyucnaintieresonrogwaneizxeisttheir HR HRonecgrKuiotmnge,nMt iascaano,imanpdorntiannet cmiteiaens sinfotrhe Pearl
forstbruuscitnuerseseasndopsetararttirnegcriunittihnegitnasluenratsncmeo, re Ricvoemr Dpaenltiaesrteogioobnt.ain talents. If companies cannot
secquuriictkielys,taonpdrewpeaarleththmemansaeglveems efonrt pseoctetonrtsia. l
Adcdhiatinogneasl.lyG,ibvuensintheesisrelsiminitfeindtreecsho,ubrlcoecsk, cshuacihn, find suitable employees over a long period,
bigendtaittaie,samndusatrtbifeicaidaal pintatebllleigteonscuerv(AivIe) awnidll satlasyo Otnhaeimr aabcirliot-yletoveolp, ethraetedoncourmaelnlyt winitlrl obdeuacffeescted,
benreelfeivt.aTnht eingtohveemrnamrkeentt. is keen to promote mreeassuulrtiensgtoinptrhoemwoatsetethoef toimffsehaonrde musoenoefyR. MB
in Hong Kong and Macao, while strengthening
the use of new technology and business models
to Sfaecciolintdatlye,tShMe gErsoswhtohuoldf demeveerlgoipnmg ienddiuumstr-iaens.d thNealetuardainllyg,rroelceruoiftHmoengt sKeorvnegsaansdthMe afocauondaastion
Alrloeandgy-t,etrhme GhuremaatenrrBeasyouArrceeap(lGanBnAi)ngissotrnaetegies for HR management. If the recruitment work
of tCohpinreap’samreowstelilmfopronrteawntchfianlalenncgiaelshinubths e–post-
COVID-19 era.
3 AMCHAM SOUTH CHINA
Recruiting in China After
COVID-19: HR Planning and
Talent Acquisition for SMEs
By Ellen Yin, Dezan Shira & Associates
COVID-19 is now under control in China.
COVID-19 has caused great disruptions to Daily life and economic activities are gradually
China’s economic activities. Industries, such returning to normal. To restore the economy,
as catering, tourism, film and television, and the Chinese government has issued a series of
retail, have been hit badly due to the pandemic preferential policies that will be effective until
outbreak. Many enterprises, especially small- the end of 2020, including tax and fee cuts and
and medium-sized enterprises (SMEs), have had social insurance exemptions. It is a rational
to suspend new hiring or even downsize staff to it cinhocliucedefosrHfornegigKnocnogm(paawneiells-etostdaoblbisuhseindess in
inCtehrinnaat,iuonadlefrinthaencuiarlrceennt tceir)cuamndstSahnecnesz.hen
OcutnlaMboary c1o4s, t2s0a2n0d, tshuervPiveeopfilnea’sncBiaanl kdioffficulties. (an emerging global financial powerhouse
ThCathsianiad,,anloowngiswailtsho tahgrreeeaot tthimerecteonrtercaolnustider
the firm’s human resources (HR) planning and hoMmoeretovtehre, iSthweonuzlhdebneSmtoucckhEexacshiearnfgoeraSnMdEs to
solmoceatoef ttahregewteodrldta’slelnetasdwinigthfilnotweecrheamnpdloyment
hreocrriutiietms, eunntvaerirleadngneemwengut.iHdeelrieneiss wtohysu. pport tecohsntos luongdyecroCmOpVaInDie-s1)9..
the financial reform and opening-up of the
GuFainrsgtdlyo,nSgM-HEosncganKeovnaglu-MataecaanodGardejautsetrthBeaiyr HIonwCehveinr,ai,nthteegreraatrioensthruacstluornagl pbreoebnleamsstiicnklianbgor
Arebaus(i“nGeBssAd”)e.velopment plan, dissolve unnecessary posiunptpalsy t–hheirgehgqiounaluitsyetsatlehnretsewditfhfehreignht skills are
cudrirfefinccuiletsto(tohbetaHinondgueKtoontgheDfoiellracre, cMomacpaenteitsieon.
business units, and set up new lines of business PaBtyaccao,navnedntCiohnin, CesheinYeuseane)mapnldoyiesegsocvheoronseedto quit
ThtehOatpmine¬eitotnhse Cneown¬mcearrnk¬etinngeeFdi¬s.nan¬cial unjodbesr bthefroereedthisetiCnhctinaedsme LinuinstarraNtievwe sYyesatermansd. look
Pofolircynmewakjoebrsoaprpeonrtouwniatdiedsraefstseirntghethhiso.liday.
Sup¬port for the Es¬tab¬lish¬ment of the The latest guidelines are some of the most
GuAalntgh-oduognhgt-hHeoCnOg VKIoDn-g1-9MpaacnaodeGmreicathearsBtaayken a
Aretoall(“otnhemgaunidyeilnindeuss”t)ritersa,nssocmribeeinadsuesrtireiseos,f such imHpoowrteavnetr,rethfoerCmOsVtaIDrg-e1t9inogutbhreeGakBrAi,ghsitnce
26 ansehweamltehacsaurree,sea-icmomedmaetrlcibe,eoranlliiznine gedCuhciantai’osn, eabrelyfo2r0e19th, eanhdolliadyayoutneaxbpleucetperdilnytdfiosrtuthrbeed the
conotnrloinlseomnefdoirceiingen, etexlcehcaonmgme auntidngfo, raenigdngaming, sterustcatbulriaslhterdanrhsfyotrhmma.tAiolnotoof fapnedodpeleepfoeurnd it
curhraevnecysereenmeixttpalnocseiv, etogrboowotsht .cOrovsesr-ablol,rdCeOrVID-19 codoipffeicruatltiotno gweitththinemthseelrveegsiosuniatlafbilneajnocbisalafter
capwiitlallhfalovwesaipnrtohfeouGnBdAi.mpact on future intdhuesftersyt.ival. Some companies laid off their
economic activities. To stay agile, enterprises employees due to the pandemic. Given this
Unsdheorustldansdeiinzeg nthewe rmenaerwkeetdofpopcourstounnitthiees to Wseitduiastciounss, istoims ae goofotdhetikmeey fpoorlcicoimespianntrieosdtuocehdire
GraecahteirevBeabyuAsrienaess transformation and stabilize byouthtsetadnodcuinmgetnalte,natnsd. implications for
businesses.
their core business. For example, in the early
Thdeagyusidofeltihneesinwfeilclteionucsouoruatgberemako,reChcrinoesss-e Recruitment is a fundamental and important
boerdleecrtrbiuc-svineehsisclaecmtivaikteiersBbYeDtwleaeunncHhoendgthKeong, 26pmaret aosfuHreRs mtoafnaacgielimtaetnetfiannadnfcoiarlthcoeobpuesrinateisosn
Mawcoaorl,da’sndlamrgaeisntlmaneddiCchalinmaatsokoppltainmtitzoe mtheeet the
allohcuagteiodnemofafnindaonfcmialarsekssoautrhceosmine athnedraebgriooand, . growth of the company. The first issue a foreign-
Thinevgeustieddinegndteorcpurmiseen(FtIlEa)ysmoauyteansceoruinesteorfa2ft6er
and to improve its individual efficiency and meenatseurriensg, Cthhaint aries hgiuridnegdsubiytafbivle lpoocalilceymgpolaolysees
quCaloitmypoavreerdtwimiteh. large companies, SMEs antdo suppoorrtteitds buystihneesosvdeervaerclohpinmgeonbt.jective of
deepening the financial cooperation between
can be more flexible in achieving business
Astararnessfuolrtm, naetwiono.pTphoertyucnaintieresonrogwaneizxeisttheir HR HRonecgrKuiotmnge,nMt iascaano,imanpdorntiannet cmiteiaens sinfotrhe Pearl
forstbruuscitnuerseseasndopsetararttirnegcriunittihnegitnasluenratsncmeo, re Ricvoemr Dpaenltiaesrteogioobnt.ain talents. If companies cannot
secquuriictkielys,taonpdrewpeaarleththmemansaeglveems efonrt pseoctetonrtsia. l
Adcdhiatinogneasl.lyG,ibvuensintheesisrelsiminitfeindtreecsho,ubrlcoecsk, cshuacihn, find suitable employees over a long period,
bigendtaittaie,samndusatrtbifeicaidaal pintatebllleigteonscuerv(AivIe) awnidll satlasyo Otnhaeimr aabcirliot-yletoveolp, ethraetedoncourmaelnlyt winitlrl obdeuacffeescted,
benreelfeivt.aTnht eingtohveemrnamrkeentt. is keen to promote mreeassuulrtiensgtoinptrhoemwoatsetethoef toimffsehaonrde musoenoefyR. MB
in Hong Kong and Macao, while strengthening
the use of new technology and business models
to Sfaecciolintdatlye,tShMe gErsoswhtohuoldf demeveerlgoipnmg ienddiuumstr-iaens.d thNealetuardainllyg,rroelceruoiftHmoengt sKeorvnegsaansdthMe afocauondaastion
Alrloeandgy-t,etrhme GhuremaatenrrBeasyouArrceeap(lGanBnAi)ngissotrnaetegies for HR management. If the recruitment work
of tCohpinreap’samreowstelilmfopronrteawntchfianlalenncgiaelshinubths e–post-
COVID-19 era.
3 AMCHAM SOUTH CHINA
