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Humble Opinions about Paradox of Talent Management for MNCs in China
Date:2011-02-13Author:张臻 (Kevin Cheung)Category:Talent Management Source:HASA Keyword:Talent Management 人才管理
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跨国企业在华人才管理策略悖论刍议
Are we ready for the new round of competition?

Preface
China is an emerging and booming market with huge potentials. The other implication is it is changing fast.
In the past several years, China experienced the pains of global financial crisis. In 2009, the pessimistic export brought -44.8% impact to GDP growth. The majority of the total GDP was contributed by FAI (fixed assets investment), which accounts for 92.3%. The domestic consumption takes 52.5% with notable increment from less than 45.7% in the previous year, while this index in most developed countries is close to 70%. As a negative impact of the financial crisis, the economic growth driven by exports no longer plays the key role in economic development. China is seeking for new growth opportunities.
Earlier, a Booz Allen survey revealed that above 1/3 MNC suffered from their strategic failure in China markets since the actual performance was far below the forecasted targets.
A recent event was that Unilever has established its 6th global R&D center in Shanghai for the purpose of satisfying Chinese life style. That might be an indication that some MNCs’ business strategy for China markets are switching from "a production base" to "a market". In 2010, the total FDI (Foreign Direct Invest) into China reached 105.7 Billion USD, elevated by 17.4% compared with

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