China has a serious shortage of bilingual competence of senior management personnel, for Europe and the United States to recruit

China is currently in the phase of rapid economic growth, which it can speak Chinese on the senior manager of extremely high demand. Although China to enter the labor market each year of university graduates to nearly 300 million people, but found that multinational companies in China, it is necessary to find enough qualified local management personnel, or rather difficult. The amount of spending in this year of up to 1.3 trillion U.S. dollars of the market, able to attract top talent companies will undoubtedly have a tremendous competitive advantage. As for the high-quality personnel, especially experienced managers compete for the same intense. According to senior managers MRIGroup headhunting company data, enterprises in China in the next five years, the needs of senior managers of about 70,000 National People's Congress, but to find suitable candidates is not easy. "If we can find the number of talented people, half of which had been very lucky," MRI China, responsible person braye Audi Erica (Erica Briody) said. Since last year, PricewaterhouseCoopers has been in the United States, Britain and Australia to find the campus of the University is willing to staff working in China. In order to keep pace with the rapid growth in China's footsteps, the current PricewaterhouseCoopers new recruits each year 3,000 people. At the same time, PricewaterhouseCoopers will also be targeting selected personnel in the Chinese students studying abroad, but as Mr. Guan has a background in Chinese foreign professional managers is their first choice. "China's economic growth means that growth in demand for qualified personnel. We are ready to recruit talent for the future of the channel," PricewaterhouseCoopers in New York's human resources director Angela Jiang (Angela Jiang) said she was responsible for Price Waterhouse Coopers & Lybrand's China branch in the United States looking for talent. For enterprises in China, especially multinational corporations in China, the recruitment of qualified Chinese would say the manager is very important, because multinational companies in China China hopes to seize this important high-growth economies rare business opportunities. "Multinational companies in China hope to achieve the structure of the expansion," explained Brian Audi said, "If they fail to recruit the necessary talent, business expansion will be constrained, and this will eventually lead to a decline in competitiveness." China graduates lack of professional ability surviving McKinsey & Company in 2005, a report shows that multinational companies to apply for positions in all of China's graduates have the skills shortage of qualified one-tenth, while the lower English proficiency of graduates of China's major shortcomings in vocational skills. Asian Development Bank in its 2008 annual "Asian Development Outlook," the report said China's current human resources in vocational skills deficiencies phenomenon is worsening because of the number is not a shortage of talent, but most of China's graduates do not have the business needs passing skills. The report said that in 2005, the Chinese university graduates about 310 million people, almost equivalent to the United States was three times over the same period of graduates, of which about 600,000 people are engineering graduates, which is equivalent to nearly 10 times the United States. However, analysts said such a large number of graduates in only a very small part of it can be as qualified staff have been recruited into the enterprise, this may be because Chinese students are more proficient in theory, but often lack the ability to solve practical problems. "When the market for talent vocational skills to meet increased demand, China's education system has not kept up with this change, this is the talent vocational skills crisis", the Asian Development Bank, wrote in the report. Human resources consulting firm Hewitt Associates (Hewitt Associates) Stella Hou, general manager of Hong Kong (Stella Hou) that China's emphasis on rote learning-style education system is not conducive to the cultivation of professional managers. "Our education system can not provide a large number of soft skills training," said Stella Hou, "A lot of Western companies have to promote freedom and speak their minds, and this is what many Chinese employees lack. And India in this regard the performance of employees much better. " However, the human resources consulting firm Mercer (Mercer) Asia head of Rafah Chan斯里坎特(Rajan Srikanth) said that enterprises should change the management style more adapted to local culture. In his view, to seek entry into the Chinese market should be more corporate style of management to try and Asia closer to the "collective leadership" model. He said that multinational companies in China should recognize that China graduates to pass more internal training programs in order to learn from those who may not be able to directly learn the Chinese University of "soft skills." And this is the Coca-Cola in China by foreign enterprises such as trying to work - to develop an international perspective of the professional managers. "Although China has 1.3 billion people, but has the ability in the international enterprise management inaugural talent gap is still great," Coca-Cola China Company, vice president of human resources Jonathan Taylor (Jonathan Taylor) frankly Road. Soft drink industry giant Coca-Cola China's Management Trainee to training centers around the world to receive training, and now there are six employees from mainland China in the United States in its Atlanta headquarters and in 12-18 months to serve as China branch leadership positions. Taylor said that if not enough training of local management talent in China, Coca-Cola will have to airborne more foreign manager to China in order to allow the quantity and quality of talent to keep up with the Chinese company's business high-speed development. "In our pool of entrepreneurial talents and enterprises to ensure that international talent is very important because our customers are indeed very internationalization and diversification," Taylor said, "However, if multinational companies in China in order to succeed, it must be training and to stay live local talent. " Cultural and linguistic differences PwC said that in China's own management talent to grow up before the employment of overseas Chinese enterprises as a professional manager is a good choice. "Maybe they (overseas Chinese) have never been to China, but they from their parents to understand the Chinese culture, so they will be easier to adapt to China's environment," PricewaterhouseCoopers in New York's human resources director Angela Jiang said, "They better language skills, but also can contribute to the training of local staff in China." Previously, the growth of Chinese in the United States to China may work and shied away from life, but now they have been very anxious to join the China's economic restructuring in recent years. Jiang said: "Originally, we only expect them to work in China 2-3 years, but we found that they tend to stay longer." Have been in China for four years, Mr. Guan said that in China to manage their own team, he's understanding of Chinese culture and his English skills as valuable. "Here I have a double cultural background. I understand the cultural differences between East and West, and the Chinese people do not normally speak out everything," he said, "Americans feel that challenge their boss, so that the boss is no big deal to explain something, and I must earnestly consult the Chinese employees inner thoughts, and encouraging them to speak their minds. Many overseas managers acclimatized in China because of these people do not understand the Chinese culture, do not understand the hearts of Chinese people do not want to reveal the characteristics of the idea. "( Source: http://www.guangzhoujob.com/news.asp?id=2642)