China

Russell Reynolds Associates: Six Dilemmas Facing Multinational Companies in China

When it comes to hiring senior executives in China many MNCs struggle to appoint the best candidate. The growing trend within multinational companies is to appoint local talent, but experienced local talent is hard to find at senior levels. At the same time, expatriates who have strong leadership experience lack market knowledge.

 

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Russell Reynolds Associates: How to Develop China’s Next Generation of Strategic Regional Leaders

A study from Russell Reynolds Associates on the candidate pool in the China market indicates customer services and functional roles are filled by Chinese locals, positions such as general management, strategic planning and marketing still are predominantly filled by Westerners. In the past the main reason behind the localization was cost savings, while nowadays, the salary gap between locals and Westerners has diminished.

 

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Russell Reynolds Associates: Sea Turtles Who Swim Out Again

Ben Zhai, managing director of Russell Reynolds Associates, was quoted in the Financial Times. In the article, he discusses trends within the Chinese business sector. He notes how western multinationals have begun localizing management, but few have localized decision-making.

 

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Spencer Stuart: Talent Considerations for Internationalizing Chinese Enterprises

The Asia Pacific region has become a producer of top talent, which has significantly increased the size and diversity of the talent pool. Not only is the region producers of top talent, many Western executives are drawn to the region because they view it as critical to their career advancement. Spencer Stuart finds that while companies have more options, the diverse talent pool makes it more challenging to evaluate candidates who would be the best fit.

 

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Spencer Stuart: The CFO in China: Balancing Speed with Precision

A report from Spencer Stuart finds that all the growth in China has been a challenge for chief financial officers, who have the reasonability of evaluating business opportunities.  The challenge for the CFO arises especially when deciding which opportunity to pursue when it comes to the digital experience. Consumers have high expectations with respect to accessibility and speed. This requires companies to reach consumers through various channels because if one company fails to respond to consumer demand another company will step in and seize the opportunity.

 

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Spencer Stuart: Working for Chinese Enterprises: A Trend for Top Talent?

Multinational corporations during the 1990s and 2000s were the choice for much of Chinese management talent due to the higher compensation, training opportunities and performance oriented culture. Spencer Stuart reports that trend has lost popularity. Overwhelmingly more Chinese executives are leaving multinational companies to join Chinese enterprises.

 

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Russell Reynolds Associates: Guidelines for Senior Executives Transitioning to Chinese Companies

Russell Reynolds Associates outlines the steps that executives must take to navigate a successful transition from multinational companies to Chinese companies. Often leaders at Chinese companies view senior executive talent with international experience valuable to navigate the challenges of conducting businesses globally. And Chinese executives with experience in multinational organizations view domestic companies as promising avenues for career development. Despite the fact these viewpoints seem to align, Russell Reynolds finds that only 50% of executives recruited by Chinese companies from MNCs are able to transition successfully.

 

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How is executive search growing in China?

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Russell Reynolds Associates: Human Resource Leaders in China

A report from Russell Reynolds Associates finds that to be successful the chief resource officer needs to understand the business model and product relations to the company’s culture. The role of the CHRO has to help global headquarters understand what is happening on the local level and at the same time they need to empower local decision making.

 

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Spencer Stuart: Recruiting the First-Time Director in Greater China

Spencer Stuart finds that more boards are taking on first-time directors in the quest for new skills and more diverse leadership. There is a range of rationale behind the new trends, for example, to correct gender imbalance, create a generational shift, add consumer behavior or social media experts, or hire someone with experience in a particular region.

 

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