Expatriate staff of Chinese Enterprises: earning money and earning experience

Chinese enterprises: enable employees to develop CountryMarket goes to battle"

Wang Liwei

High-standard salary and benefits, rapid growth of experience, and possible job improvement ...... Chinese enterprises entering overseas markets are setting the above attractive conditions to encourage Chinese employees to access the markets of developing countries.Work.

Pioneers such as Huawei and ZTE have found a set of "best practices" suitable for Chinese enterprises. Later, they are continuing to explore the path in a fearless spirit.

How Should employees go to the market in developing countries and conduct selection, incentives, and effective local management? These questions are coming soon.

　　Selection of young employees

After two years of marriage, qi hua decided to give up his job opportunities in Africa. "It's only one year. It's unfair to her that everything in the family falls on her wife ."

Some young colleagues in qi hua, who have no family members, are not under any psychological pressure to stay. They quickly made a decision to work overseas for a year and soon completed the visa.

6 months, one year, two years, three years ...... Job opportunities for developing countries in different time periods are facing Chinese staff. Along with their locationCompanyOverseas expansion, especially the expansion to the market of developing countries, they have to choose one of the two answers after leaving their hometown.

More single employees chose the former. To some extent, this is consistent with the viewpoint in an earlier article by The Economist. The article points out that multinational companies tend to assign employees aged 30 or over to work abroad. The reason is that the former has no burden on children, while the latter has basically completed the task of educating and raising children, and its spouse is even willing to walk together.

In China, employees of about 30 years old are mostly sent to developing countries. They have little family burden, not long Graduation time, high work enthusiasm, and strong ability to acquire new knowledge and integrate with local culture.

　　Making money? Earning experience?

Four years ago, Miao Ke, who had worked for five years, was transferred to Latin America by the company. After one and a half years in Mexico, Venezuela, and Brazil, Miao ke returned to China.

"Overseas experiences can broaden people's horizons and lay a good foundation for personal career development ." Miao ke analyzed his main purpose at that time.

As a matter of fact, the practical experience of overseas staff pioneers such as Huawei also shows that most employees are more interested in improving their personal business capabilities through overseas experience and experience accumulation.

It turns out that Miao Ke is facing all-round challenges overseas. "The demographic, language, and culture have undergone tremendous changes, these challenges will make you think about more problems."

Zhao hongkui, a father just now, is preparing to go to Algeria. He has a similar idea with Miao KE: "We are so young, we need to seize these opportunities to help career development ."

As for making money, it does not seem to be the main or important purpose of Mike and Zhao hongkui. Zhao hongkui's wife chose to give up working full-time to take care of his family for him to work abroad with peace of mind, which almost offset his overseas subsidy.

However, Miao ke admitted that working in developing countries is indeed attractive to young employees who have just graduated. Both making money and earning experience are two birds in one hand.

Xu yiqiang, director of the Xinke air conditioning brand, confirmed Miao Ke's opinion that the employees sent by Xinke to overseas, taking technical positions as an example, the annual salary is 6 to 6 more than that in China ~ Seven times, the upgrade from 20 thousand Yuan to 20 thousand US dollars provided an opportunity for employees to earn the first barrel of gold within two years. The promotion of treatment has become one of the main factors that motivate employees to actively participate in overseas work.

Shao Dan, head of cartus China, suggested that enterprises should pay more attention to the needs of employees such as Miao KE and Zhao hongkui to combine overseas work experience and promotion, effectively help employees plan their careers.

Another unexpected additional value is that overseas work experiences eliminate the inertia brought by long-term work in China. "It has brought an impact to thoughts ." Miao Ke said that, especially for employees who have a work experience and have a strong adaptability in the domestic work environment, the overseas experience has greatly changed them, "This allows companies or organizations to flow."

　　The company's "Cutting needle"

However, employees cannot do all their work on their own. A private company is expanding its market in developing countries recently. Wang Jun, an expatriate employee, has completed most of his preparations. The company has not arranged any training activities, he can only search for some materials online and print them out for backup. "I didn't even get a notification, including what kind of salary and benefits the company wants to provide to you and the specific time of assignment ."

Wang Jun's friend even suggested that he give up the opportunity. "The company does not pay enough attention to its employees and may face more problems overseas ."

In a research report by an expatriate employee of the human resources consulting company, there is an analysis on the assignment failure, which is pointed out by the United States, the failure of expatriates and their families to adapt to the new environment becomes the main cause of failure.

This allows the company to move the focus of many assignments to the forefront, and the company is more willing to spend time and energy in selecting and training employees.

According to the US research, many multinational companies provide services to help expatriates and their families adapt to new work locations.SolutionAbout 72% of survey participants provide language tuition, and 60% of survey participants provide cross-cultural training.

In September middle April, shinco announced a recruitment notice, in which hundreds of applications were received within one month to recruit employees working in Nigeria.

In fact, in the recruitment notice, the new division has set a threshold, including three years of factory work experience, job counterpart, good character, enthusiasm and so on.

According to the set requirements, the first batch will be filtered out 2 times the final number of people, into the second batch of selection.

Before the second batch of selections, all the details will be explained one by one at a forum. For example, the main task of work, local customs and food culture, treatment, and the time period of local work.

Then, the employee gets a chance to take the business test. The pass person takes 30 ~ Comprehensive 60-day training, including oral, life knowledge and even psychological counseling.

The third round of assessment will determine the final personnel. "In order to give employees enough choices, we reserve 1 ~ for each selection ~ Two places to avoid vacancies because employees give up their job opportunities abroad ." Xu yiqiang said.

　　Practical solutions

According to a US health survey, 60%Investigation CompanyProvides practical support for overseas staff. In addition to the aforementioned language learning and cross-cultural learning, it also includes assistance with assignments, visas, access to the country where the job is located, and consulting with tax consultants, and accommodation during the transitional period.

Some large transfer consulting companies have undertaken the above work, making the entire process smoother. Shao Dan said that even small companies looking for a house can also mobilize consulting companies.

"From selecting employees, to training employees, to assigning employees, you must take into account the various challenges that may arise in the middle and prepare in advance ." Shao Dan suggested that the company should form a set of standard procedures and uniformly publish a policy for expatriate staff to achieve orderly management.

Compensation and benefits are essential to ensure the enthusiasm and Stability of employees working overseas. Most enterprises that send employees to developing countries will provide overseas dispatch allowances for employees, these include overseas service allowance, hardship allowance, resettlement and migration allowance, home allowance, and return vacation allowance.

It should be pointed out that, according to the strategic objectives of the regional market at different stages, the incentives for overseas employees are different. In the market at the import stage, enterprises mainly focus on enhanced incentives, for the mature market, the cost is mainly controlled, supplemented by floating incentives. Specifically, the harder the market is, the more likely it will be to receive a ten-dollar subsidy per day. In the more mature markets such as Europe, employees will receive a daily subsidy to maintain the basic expenditure of the day.

To prevent possible local diseases for employees, Chinese companies will also help them complete the injection of various vaccines and the yellow vaccine injection record of miake before dispatch of employees, it clearly records the vaccine he injected at that time. In fact, most of the employees who sent the site escaped the threat of high-risk local diseases.

Additional commercial insurance helps employees and their families to prevent risks. Huawei purchases commercial personal accident insurance for overseas employees, and purchases insurance for overseas employees based on the situation in different countries, such as war insurance and medical insurance.

According to the actual situation in the local area, many companies adopt the practice of uniformly providing residences or even providing meals to prevent possible risks. The above-mentioned shinco company even recruited a chef from China to overseas, and air the chefs from China, such as chilies, shianxiang, and Longkou fans, said Xu yiqiang, this has also become an important measure to stabilize the "military mind" of overseas employees.

Shao Dan pointed out that many companies will distribute the security code for local work and life to employees, which can systematically help employees obtainSecurity Guide. Miao Ke was impressed by the humanized details in the company's security code. The Code clearly tells employees that in case of robbery, they cannot resist and ensure the safety of their lives, if the loss is caused by robbery due to work reasons, the company will be responsible for reimbursement of relevant expenses.

In addition, training local employees is a good strategy to recruit and train local employees so that they can enter the Chinese headquarters to receive work tasks and training, and then return to their respective countries for work, the long-term strategic significance for the company in the local market is significant. However, the overall compensation and welfare design poses a challenge to the company. Experts suggest that competitive standards should be developed based on the local salary and welfare level, especially the salary and welfare level of the industry, retain employees.