As a human
resources manager, when is the last
time you talked to the leader
of your company's sales
department?
Chong Ng, Greater
China managing director of talent
recruitment solutions provider FutureStep, is
often disappointed with the answer he
receives.
One of the techniques
his company uses is to set up
a one-day workshop and make sure
all the client company's business
leaders - all its China-based CEOs,
board of directors and senior HR
leaders - are in the
workshop.
Ng then asks them
about their business strategy for the
year, and the talents they need
to implement it. His team will
make sure they work together to
come up with strategy for the
year ahead.
"You'll be
surprised how often this does not
happen (in their own boardroom)," Ng
said.
"Most often, a sales
manager picks up the phone, calls
the HR manager and says, 'I
want to fill the position immediately,
or we want to find a sales
manager immediately'."
FutureStep
calls this a "reactive" recruitment
approach, one that leads to employers
failing in the increasingly competitive
talent market.
"China's talent
market, especially in the high end,
is becoming more and more
competitive," Ng said. "Employees now
have a lot of options. They can
work for big US multinationals, big
European multinationals or big Chinese
companies. How can your company stand
out in the market?"
According
to Ng, to be strategic, employers
have to have a very good
workforce plan. Every business plan -
from opening a research and
development center to increasing sales
by 20 percent - should be followed by
a workforce plan. As business plans
change, the workforce plan should also
be flexible and change accordingly.
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（Editor：WangXin、Gao
Yinan）
