A snapshot of an "at-the-table" session between Global HR leaders on the worldwide competition for talent and the challenges of developing global leaders. Exclusive conference coverage of Worldwide ERC's third annual Global Workforce Summit in Amsterdam.

Global business forces in Asia

Reluctance to relocate and dual career issues remain a challenge.

The biggest HR headache of the future, says P O Mak, HR leader, GE Money Asia, will be a scramble for talent as companies compete with multinationals and locals for the best people.
 
China as a strongly emerging market will need a lot of talent over the next ten years, he says. Demand is fierce, and the shortage of skilled labour, coupled with rising living standards have driven costs up.

"Assignments don't hold the same allure as in days gone by," said Mak, who believes that fewer people are feeling excited by international assignments due to events such as the SARS outbreak, natural disasters and pollution.

Global mindset, leadership skills in demand

"We need to attract people back," said Mak, who stresses that the high costs involved when selecting a national, even someone with international experience, can make companies choose for an expat, especially if the expat has better experience and managerial skills.

"After 25 years of open-door policy, the market is becoming sophisticated in many sectors," said Mak. "When companies hire senior people, the idea is to bring some one in with a global mindset, with considerable managerial experience and leadership skills.

"In the past people had the misconception that unless you understand relationships [in China] you are not effective. At the end of the day you need someone solid who can get things done," he said. "Coming from China is a plus, not a must."

On top of this are the new labour laws to be implemented in China within the next 12 months. Amongst the things affected by the new legislation are terms of contract. "You will need to stick to terms of contract, making it difficult to fire people.

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