Page 7 - THE SOUTH CHINA BUSINESS JOURNAL
P. 7
not efficiently executed, it will affect all but companies don’t, such as candidates’
other aspects of HR management, such as personality, actual capability and knowledge,
employee training, compensation and benefits, motivation for applying to new jobs, individual
performance evaluation, labor relationship, etc. qualities etc. For foreign SMEs that have just
In case an unqualified staff is employed, it will entered the China market, they will not be
cost much more time and money in conducting familiar with the local talent market and will
training sessions to ensure the employee fits in lack effective talent assessment tools and
the teamf.inTahnecrieaflohreu,brse.cruitment can determine means of selection – this will put the firm at a
the success or failure of HR investment. disadvantageous position.
At a more micro-level, the guiding document c3o. nItsiids edoTrifhifnfgeigocpuotrhlditnesf,icorpirpeeaSmolMppglEloeoas,ylateoornfdabttrhtcareanaprdceittghtaiaaolslnewnni’itsttshbtoeineenathsee the flow
Generalliyn,twroedduivciedsenreecwrupiitlmotenptroingtroaimntsetrhnaatl will test region.
recruitmnenewt arnedfoerxmtermnaelarseucrreusi,tmsuecnht a–sinCtheirnneasle bank
recruitmaecnctoinucnltudreefsoprmosst rtootaatllioonw, pthroempootoiloinn,g of well recUongndiezretdhienntehwe ldyormeleesatsicedtagleunidt emlianrekse,tt.he financial
reassignmmeunltti,palnedciunrtreernncailersefienrroenre, wahcceoreuanst.
external recruitment is to locate external talents mpp4dw.reeiuolrsSllfccMtocreiaripeEpmudliiphbfstesnniioienweotnsldvrhroaknoieauedtenti.srm,hsieltcmnTlltwrmsaibrtghahtayiftieelliigol,celnslrniurwyrnahrmotjieeonswhftascrycabcnsitaaerck-ihadsnuiaahbevnrtlniltsoeroetdasautmruildoemltdcurygrieethehnfsovhnuafraiiciresdtrrcrreepre.eeeydwrer.sslteenooapu,amrctxrliptaenkfarrppoysao,ttlorsiysnalooeertssayinstshnae,w,pfeceoaowtrmetshfnirolhoelwrdmitienatcorissusistohnth,pclreearigcnonrttsadisdor-oninlseg,
through Mcaomspt unsostealbelcyt,iotnh,ewdeobcsuitmese,natndlojookbsfaaitrsc.ommon
RirtdmheoeqenpcurreoiuesrrcieeitriaTomgsdmnunhthhiochcedttiilor.emsnguemtBrthbdrecediaopinssrlndooeototagaemtswspen.tcsarnid-hwindonbcaacvaeiorleenaildrlnssenitdssstnaciertfgnaenarooinddrdnrtuedurgmktrgasesnitwntaouchrosnronmiewaeuuracksmkilfltteeaieictdanycohrorgtsnsatniuezthstwnraefeiwghoentecrreihglestnale,igovstieipfotcunyhraanonsondwloeglyl,
recurring hurdles for businesses like cross- qualifieTdorgeectrhueitre, rt.he new measures are well-placed to
An SMEbwoirtdhear sfmoraelilgnnuemxcbheranogf ee,mfoprloeyigenescaunrdrency cash
simple oprgoaonliinzagt,ioinntestrrnuacttiuorneawlizilaltriaorneloyfnReMedBt,oand the aSTMoprmEosfeeecscattashllntiulehoosoenwTtuiaerotlrtskihsrno,yeeutoscerGurgcBucBreaihaAtytlmharateseeorincterrrhtatuie.savielatSemrlanvoneitctnaheFtcervqnareuennweicsddeiiostsllicr,o-oklninkBteoaowy nArceitayand
employ acrlaorsgse-bnourmdebreerxocfheamnpgelooyfeefisn. aTnhceiraelfoprreo,ducts. gpDcprtheaoroecenooozrvddSlau,iinMdiedgtemomaSEpatFBpsothhmorlpu’eesdaaeiirsnlsronnbome.icagtrniysiIooirtega&neetnioibxnriornsenwjakpAsuebsbdeeteeiscsrhncturdswstatiaeiopsgientivitgiocohlnibendoleoinsacaleptnbniiusetthtsdped,e,iesitieoonDsarapaebnn.dr.isrSesdlttD-iobpiAsusinptfSthryeynafthAceoptrihasiarthtulatemcieyaseaelllancdipirajsoznreuttineawrnddisitdigncmgtocgittrdtthpmobaphacnuoutloriebsoetenoimnteenlwgvrdntntytiee,hetteaaitsoeifaonn,iltGldtteofhBvreAoefrrmpuaaligsatieitntosh’nse.
most SMEs do not have a local professional HR possesses the effective talent assessment tools to
team to sFuuprpthoertr tihnetergercartuiiotnmweniltlwinocrrke.aTsheeoreppaorertunities help SMEs obtain the most qualified candidates.
some conincetrhnesGwBhAen they hire new employees:
1. ForeigTnh-ienvGersetaetderSMBaEysAarreeaniostafnamamilibairtiwouitshnational
the localpllaabnoraimmaerdkeatt,isnutcehgraastitnhge tthaleentwt pooSoplecial
situationA, dthmeisnaislatrraytrivaengRee,gtihoenesmofpHlooymngenKtong and
cost, etc.MTahcuaso,,ittoisgevtehryerhwaridthfothrethneimnetcoitcioems aecross the
out withPaeraeral sRoinvaebr lDeeHltRa,snoalumtieolny.GUulatinmgaztheolyu,, Huizhou,
the recruDitomnegngtubanec,oSmheenszmhoenre, Jdiiafnfigcmultenan, Zdhtuhheai,
recruitmZehnot ncygcslheagne,tFsopsrhoalonn, gaendd. Zhaoqing.
2. InformThateioGnBaAsyremgmioentreyncisocmopmamssoesnaintotthael population
recruitmoefn7t1pmroilclieosns.pNeoorpmleaallnydthhearseaanreectownoomy worth
kinds ofarnecersutiitmmaetnedt iUnfSo$r1m.6attriiollnio.nO–nem, aisktinheg it the
informatwioonrldco’sm13ptahn-liaersgaenstdicf aitnwdiedraeteassbtaontdh-alone
know weelcl,oinnocmluidcinengtcitoym. pany information,
job description, and salary range. The other,
is the information candidates know well
SOUTH CHINA BUSINESS JOURNAL 4
other aspects of HR management, such as personality, actual capability and knowledge,
employee training, compensation and benefits, motivation for applying to new jobs, individual
performance evaluation, labor relationship, etc. qualities etc. For foreign SMEs that have just
In case an unqualified staff is employed, it will entered the China market, they will not be
cost much more time and money in conducting familiar with the local talent market and will
training sessions to ensure the employee fits in lack effective talent assessment tools and
the teamf.inTahnecrieaflohreu,brse.cruitment can determine means of selection – this will put the firm at a
the success or failure of HR investment. disadvantageous position.
At a more micro-level, the guiding document c3o. nItsiids edoTrifhifnfgeigocpuotrhlditnesf,icorpirpeeaSmolMppglEloeoas,ylateoornfdabttrhtcareanaprdceittghtaiaaolslnewnni’itsttshbtoeineenathsee the flow
Generalliyn,twroedduivciedsenreecwrupiitlmotenptroingtroaimntsetrhnaatl will test region.
recruitmnenewt arnedfoerxmtermnaelarseucrreusi,tmsuecnht a–sinCtheirnneasle bank
recruitmaecnctoinucnltudreefsoprmosst rtootaatllioonw, pthroempootoiloinn,g of well recUongndiezretdhienntehwe ldyormeleesatsicedtagleunidt emlianrekse,tt.he financial
reassignmmeunltti,palnedciunrtreernncailersefienrroenre, wahcceoreuanst.
external recruitment is to locate external talents mpp4dw.reeiuolrsSllfccMtocreiaripeEpmudliiphbfstesnniioienweotnsldvrhroaknoieauedtenti.srm,hsieltcmnTlltwrmsaibrtghahtayiftieelliigol,celnslrniurwyrnahrmotjieeonswhftascrycabcnsitaaerck-ihadsnuiaahbevnrtlniltsoeroetdasautmruildoemltdcurygrieethehnfsovhnuafraiiciresdtrrcrreepre.eeeydwrer.sslteenooapu,amrctxrliptaenkfarrppoysao,ttlorsiysnalooeertssayinstshnae,w,pfeceoaowtrmetshfnirolhoelwrdmitienatcorissusistohnth,pclreearigcnonrttsadisdor-oninlseg,
through Mcaomspt unsostealbelcyt,iotnh,ewdeobcsuitmese,natndlojookbsfaaitrsc.ommon
RirtdmheoeqenpcurreoiuesrrcieeitriaTomgsdmnunhthhiochcedttiilor.emsnguemtBrthbdrecediaopinssrlndooeototagaemtswspen.tcsarnid-hwindonbcaacvaeiorleenaildrlnssenitdssstnaciertfgnaenarooinddrdnrtuedurgmktrgasesnitwntaouchrosnronmiewaeuuracksmkilfltteeaieictdanycohrorgtsnsatniuezthstwnraefeiwghoentecrreihglestnale,igovstieipfotcunyhraanonsondwloeglyl,
recurring hurdles for businesses like cross- qualifieTdorgeectrhueitre, rt.he new measures are well-placed to
An SMEbwoirtdhear sfmoraelilgnnuemxcbheranogf ee,mfoprloeyigenescaunrdrency cash
simple oprgoaonliinzagt,ioinntestrrnuacttiuorneawlizilaltriaorneloyfnReMedBt,oand the aSTMoprmEosfeeecscattashllntiulehoosoenwTtuiaerotlrtskihsrno,yeeutoscerGurgcBucBreaihaAtytlmharateseeorincterrrhtatuie.savielatSemrlanvoneitctnaheFtcervqnareuennweicsddeiiostsllicr,o-oklninkBteoaowy nArceitayand
employ acrlaorsgse-bnourmdebreerxocfheamnpgelooyfeefisn. aTnhceiraelfoprreo,ducts. gpDcprtheaoroecenooozrvddSlau,iinMdiedgtemomaSEpatFBpsothhmorlpu’eesdaaeiirsnlsronnbome.icagtrniysiIooirtega&neetnioibxnriornsenwjakpAsuebsbdeeteeiscsrhncturdswstatiaeiopsgientivitgiocohlnibendoleoinsacaleptnbniiusetthtsdped,e,iesitieoonDsarapaebnn.dr.isrSesdlttD-iobpiAsusinptfSthryeynafthAceoptrihasiarthtulatemcieyaseaelllancdipirajsoznreuttineawrnddisitdigncmgtocgittrdtthpmobaphacnuoutloriebsoetenoimnteenlwgvrdntntytiee,hetteaaitsoeifaonn,iltGldtteofhBvreAoefrrmpuaaligsatieitntosh’nse.
most SMEs do not have a local professional HR possesses the effective talent assessment tools to
team to sFuuprpthoertr tihnetergercartuiiotnmweniltlwinocrrke.aTsheeoreppaorertunities help SMEs obtain the most qualified candidates.
some conincetrhnesGwBhAen they hire new employees:
1. ForeigTnh-ienvGersetaetderSMBaEysAarreeaniostafnamamilibairtiwouitshnational
the localpllaabnoraimmaerdkeatt,isnutcehgraastitnhge tthaleentwt pooSoplecial
situationA, dthmeisnaislatrraytrivaengRee,gtihoenesmofpHlooymngenKtong and
cost, etc.MTahcuaso,,ittoisgevtehryerhwaridthfothrethneimnetcoitcioems aecross the
out withPaeraeral sRoinvaebr lDeeHltRa,snoalumtieolny.GUulatinmgaztheolyu,, Huizhou,
the recruDitomnegngtubanec,oSmheenszmhoenre, Jdiiafnfigcmultenan, Zdhtuhheai,
recruitmZehnot ncygcslheagne,tFsopsrhoalonn, gaendd. Zhaoqing.
2. InformThateioGnBaAsyremgmioentreyncisocmopmamssoesnaintotthael population
recruitmoefn7t1pmroilclieosns.pNeoorpmleaallnydthhearseaanreectownoomy worth
kinds ofarnecersutiitmmaetnedt iUnfSo$r1m.6attriiollnio.nO–nem, aisktinheg it the
informatwioonrldco’sm13ptahn-liaersgaenstdicf aitnwdiedraeteassbtaontdh-alone
know weelcl,oinnocmluidcinengtcitoym. pany information,
job description, and salary range. The other,
is the information candidates know well
SOUTH CHINA BUSINESS JOURNAL 4
