Where do good employees go: high-end it white-collar shortage than the Spring Festival nanny shortage

The Vice president of Greater China and the Director of human resources, he made a great many changes in the past. For example, IBM now allows employees to work at any place they wish to work-home, travel to and from airports, such as reducing night-time benefits (they don't like overtime) and shelving pension schemes (which they are not interested in), replacing them with more diversified options, and even seriously organizing a practical technical exchange during working hours To explore ways to help reduce haze in China. IBM has expanded dozens of local offices in China over the past three years, with 70% of its employees working less than 10 and 50% less than two years in the workforce. They hate being controlled, seeking communication, feedback and flexibility, and they want to manage their own lives. Hess said he also learned that employees in Beijing and Shanghai are more flexible and career-oriented, while Chengdu white-collar workers are more concerned about security and basic welfare, and other places are different. He then had to try to meet these different needs, a huge project that made him feel "very anxious". Competition has become more intense in high-end positions. McKinsey predicts that China will need 75,000 business leaders with international business experience in the future, but the market can only supply 3000-5000 people. In the past year alone, Chinese cities that have openly recruited global jobs include Shenzhen, Tianjin, Changsha, Wuhan, Jinan, Changzhou, Kunming, Yiwu and so on, as well as many urban district-level units, the number of recruitment from dozens of to tens of thousands, and even Jiangxi and Xinjiang, to a province of power to this drum and shout. As an old car man, as well as the Department of the North Automobile Group and the Ministry of Human Resources, the plateau feels that this will be the normal time of Chinese enterprises and places in the future. Beijing Hyundai has set up a research institute in the region as an automobile expert unwilling to leave Detroit and Turin. In recruiting overseas executives, the plateau will even help them solve Beijing's air pollution and even their children's schooling problems. Even so, there are still people left. But the plateau sees this as necessary: "Many of China's big companies face globalisation and must compete with other employers around the world for high-end talent." The German Weiland (Rainer Wieland) was puzzled by the world. He knows a lot of Chinese young people like Zhang: they work overtime, almost no life, eager to compete, but whenever there is any trouble, they do not hesitate to choose a job-hopping. They were in a hurry to "succeed". Weiland, who is responsible for employee training in Beijing, has worked in the company for 32 years and never wanted to change jobs. He said that many of the Chinese blue-collar workers he had trained, as well as the young Germans, were also like him: contented with daily work, married and having children, traveling once a year and then getting a promotion after 5-10 years. China's white-collar youth is a completely different group, says Lai. He could not understand it, but it was acceptable. He said his past factory in the valley, surrounded, only 6000 people in town. But now he lives with 20 million people in Beijing. He's used to running in the haze of Beijing. "I want to change back in the Mercedes and we walk out that littleRavine, it was already beginning to happen. "Is this the best of times or the worst?" "I can't give the right answer to the question," Weiland said. "Job-hopping or entrepreneurship in Guosheng's view, due to the decoupling of education and employment, China's low-end white-collar jobs, especially those in the non-key schools, are actually facing a severe oversupply situation. Such a problem is not unique to China. But what is the cause of the situation? Among the many anxious peers, canon (China) Senior general manager of Human Resources Morikawa may be an exception. He said that a new generation of young Chinese white-collar "rebellious adolescence" problem, rarely occurred in canon, he does not believe that the issue of canon. Morikawa's answer to the question boils down to Canon's culture. That is, "spontaneous, autonomous, conscious", this is the Canon's first president Royal hand-Wash Yi determined corporate culture-"Joy is also good sadness, together", and focus on strength (not pay attention to education), health and family. "We do not deliberately emphasize recruiting staff from prestigious universities," he said. Canon's relationship with its employees is more like the love of a husband and wife, while the other is the same. "Morikawa that this allows canon to avoid a lot of this trouble," we met some challenges, but we still maintain our culture. "The Japanese are not the only maverick. As the engine of Europe's economy, the world's biggest exporter (before being replaced by China), Germany's Germanic-German-style education-employment system is becoming a model for being chased. In this vocational training system, only a small number of working-class children are able to enter the university, while 70% of the rest become lower-paid three-year apprentices, and the apprentice expires with a formal, widely accepted certificate from the employer. The apprentice holds this into the employment system, which does not attach importance to educational differences, and eventually becomes a white-collar worker. But it may be too late to learn this. In a book called Global auctions-what education we need to adapt to the future, Philipp Brown, a professor at Cardiff University in the UK, points out that, with limited rationing, "good work" has long been a game of "good employees" and "winners take All". This leads directly to polarization and the disappearance of the middle class. In just 10 years the number of people who have received a college education in the world has increased by one-fold, which is more radical in China. An obvious example is that the U.S. doctor's surplus has lasted for nearly half a century, and since the 1970, most of the American people with college degrees have not seen income growth. Philip uncovered a fact that most people were unaware of, that is, many working-class people assume that, at the cost of acquiring a high degree, the company will eagerly scramble to acquire their "brain", but the reality is that the company does not really need so much "brain"-"learning is to make money" concept, no longer applicable. He blamed the new liberalism that followed the Second World War, by limiting the role of the state to "educating people to create jobs" rather than following the conclusions of Keynes in the general theory of employment, interest and money, a recession-mired economy cannot return to full employment prosperity. The same Keddy 21The conclusion of Century capital is similar, that is, "education is useless", if we do not take the means, the world will return to the original state of "spelling father" capitalism. However, the successive economic crises in recent years, is not the result of Keynesian? In this opinions, and the educational structure cannot change dramatically in the short term, perhaps you have only two choices. Either get a higher degree to save yourself, or quit the idea of working. Feng Airong found another path for himself. She has returned to the IT industry as a regular member of the production chain. But she also found that, at one point, the problem of "good employees", which once bothered her, did not exist in some way. The answer comes from a failed job seeker. He came from second-tier schools in second-tier cities, and the examiner picked him up from a resume with a list of prestigious qualifications, simply asking a few questions and sending him home. He stood in Beijing dim haze Weather in a quandary, to Feng Airong said, how to do, I want to go home. Feng asked him a few questions and found that his foundation did not look so much like a diploma. And his expected salary is only 1/2 of what he paid his employees. But if the cost of living in Beijing is included, there is no guarantee of basic living conditions. And he knows it all. Feng Airong Ask, then why don't you consider to go home? ' I can't get a job back, there's no need for my company, and I can pay a lower salary than that, ' he said. So, Feng Airong said to him, you leave your phone to me, three months later, I will be in your hometown in the city waiting for you to work. Now Feng Airong has resigned from the company and is preparing to move the company to a third-tier city in the southwest. She already has 3 of the right employees, none of them from prestigious universities, and the salary is not high, but the level is not as low as expected. Mr Fung also plans to look for employees in India, Malaysia or Vietnam to use the Internet for telecommuting. Feng said it was a challenge for her, but she had to learn to adapt to the change. (Intern reporter Huangxian also contributed to this article.) Should be asked by the interviewer, the text of Feng Airong, Zhang, Zhu Jia as a pseudonym. Chart Data Source _ Zhaopin)