1.Rising of Domestic Enterprises
Most employees leaving multinationals are trying to find better opportunities for their personal career development in local companies. Those who work at the company’s headquarters would take work concerning the development strategies of the company, which is different from their marketing execution in certain regions in foreign-funded companies and will give them more sense of achievements. A great many of Chinese companies have begun to seek for high-level talents with global vision after years’ development, which will open a door for those experienced HR leaders to make big difference in 2016.
2.Local companies need HR talents more
More Chinese local companies have gradually realized the importance of HR departments. Robust growth has enabled local companies to provide more competitive salaries for HR talents, including large numbers of RSU or IPO and could attract more well-trained HR experts from transnational companies.
3.Globalization of Talent Management System
With the ongoing evolution of globalization, HR will become a global business function. When expanding new business in new areas, companies need to dispatch talents to the area for their business development in different regions, and effective global HR technology could help to promote the global business development of the company and also effectively control the HR management cost.
4.Enhanced flexibility in labor market
Chinese decision-makers are now reconsidering some skill assessment in a bid to reduce limits on talent flow between different industries and systems. Such potential policy changes will help employers make better use of the transferable skills of their employers and advance the job market development in China, thus making it more vibrant, fair and competitive.
5.New challenges on management for new-generation employees
Large numbers of young people born after the 1990s have started to work. Under the influence of the times, family wealth and the “421” family structure, money is no more the problem to them. Their presence has posed new challenges, which requires enterprises to make corresponding adjustments. First, remove rules of authority and truly respect talents; second, focus on the significance of work and the creation of an interesting organization atmosphere. Third, build up sense of professional glory.
6.Enterprises more rely on “talent outsourcing”
As more regulations on labor dispatching have been enacted, more enterprises have turned to talent outsourcing to avoid labor dispute and legal risks. Based on the business development demands of customers and the requirements of employers, enterprises could entrust HR companies to directly arrange personnel to support their business development according to the required number of personnel and service quality. The enterprise does not need to sign any labor contract with the personnel, which could minimize the risk and cost of manpower and material resources and accomplish optimal allocation of internal human resources of the company.
