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Asia and China HR Practices and the Impact of Intercultural Factors
 

Asia and China HR Practices and the Impact of Intercultural Factors

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Chinese and Asian HR practices: The Impact of Intercultural Factors on High-Performance Teams & Employee Engagement

Chinese and Asian HR practices: The Impact of Intercultural Factors on High-Performance Teams & Employee Engagement

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  • 2006 - 11.1 2007 - 11.4 2008 - 9.6 2009 - 8.7 2007 10.70% 2008 11.90% 2009 9.00% 2010 9.10% 2011 10.30% 3.6 m Sq Miles vs. 3.8 m Sq Miles 9.6 and 9.8 Sq KM The validity of China's claim on  Aksai Chin  and  Trans-Karakoram Tract .
  • Beijing Chengdu Chongqing Foshan Guangzhou Hangzhou Najing Shenyang Shenzhen Tianjin Wuhan Xi’an
  • 2006 - 11.1 2007 - 11.4 2008 - 9.6 2009 - 8.7 2007 10.70% 2008 11.90% 2009 9.00% 2010 9.10% 2011 10.30% 3.6 m Sq Miles vs. 3.8 m Sq Miles 9.6 and 9.8 Sq KM The validity of China's claim on  Aksai Chin  and  Trans-Karakoram Tract .
  • People-orientation vs. Rules/Laws (relationships, hierarchy, and authority) Indirect vs. Direct Communication Style Group Orientation vs. Individualism Traditional/Transactional HR vs. HR Business Partner Initiative, Innovation, and Risk taking
  • People-orientation vs. Rules/Laws (relationships, hierarchy, and authority) Indirect vs. Direct Communication Style Group Orientation vs. Individualism Traditional/Transactional HR vs. HR Business Partner Initiative, Innovation, and Risk taking

Asia and China HR Practices and the Impact of Intercultural Factors Asia and China HR Practices and the Impact of Intercultural Factors Presentation Transcript

  • Chinese and Asian HR practices: The Impact of Intercultural Factors on High-Performance Teams & Employee Engagement  February 21, 2012
  • Agenda
    • Asia & China
    • HR: US  Asia
    • Intercultural Factors
    • High Performing Teams
    • Employee Engagement
    • 8 years in Asia: China, India, Indonesia, Japan, and the Philippines
    • Global professional services organizations
      • Marsh Inc. [Risk and Insurance Services] 25,000 employees
      • ReSource Pro [Business Process Outsourcing] 1,000 employees, doubled in size over the past two years
      • Accenture [Consulting, Technology, and Outsourcing] 175,000 employees
      • Toppan Moore Systems [Software Development/Implementation] 350 employees
    • "100 Best HR Management Companies in China" by 51job.com for 2009, 2010, and 2011
    • “ Best Training Program in China” by 51job.com for 2010
    Brief Background
  • Asian Economies and Populations
    • China (#2; 1.3 b*)
    • India (#3;1.2 b)
    • Indonesia (#15; 248 m)
    • Japan (#4; 127 m)
    • Philippines (#32; 103 m)
    • Singapore (#39; 5 m)
    • South Korea (#12; 49 m)
    • Taiwan (#19; 23 m)
    • Thailand (#24; 67 m)
    • Vietnam (#42; 92 m)
    Source: The World Factbook, Central Intelligence Agency
    • 15 cities in East Asia will join the Top 50 GDP Cities by 2025.
    Top 50 Cities by GDP in 2025 Source: McKinsey Global Institute Dropout – included in 2007, but not in 2025 Top 50 city in both 2007 and 2025 Newcomer – absent in 2007 but included in 2025
  • GDP Growth Rates (2007 – 2012) Sources: www.TradingEconomics.com & The World Bank Group 10 8 2 0 6 - 4 - 2 - 6 4 14 12
  • Difficulty Filling Jobs in Asia In contrast to the job market trends in the US and the Global Average, difficulties in filling positions in Asia has increased significantly. Source: Manpower Talent Shortage Survey, 2010 14% 31% 41% Note – Asia average includes: Australia, China, Hong Kong, India, Japan, New Zealand, Singapore, Taiwan US Global Average Asia
  • Expectations - Length of Employment Sources: SHRM, Corporate Executive Board Latin America Europe US/Canada China
  • HR Team Attributes
    • Small Teams
    • Transactional
    • Limited technology
    • Core tasks & compliance
    • Paper-based requirements
    • Outsourced activities
    Diagram: Accenture HR Services
  • High Performing Team? Employee Engagement? Company Logo The management team needed to select the gift for one of the traditional Chinese holidays….. Moon Cakes Coffee/Tea Cup
  • Cultural Dimension Models 5 Dimensions (Hofstede) LMR (Lewis) 7 Dimensions (Trompenaar)
  • Key Cultural Dimensions
    • Authority - T he way in which people view authority varies across cultures
      • Autocracy - Respect for those in a higher position and obey authority
      • Meritocracy - Respect for individuality; can challenge those in a higher position
    • Collectivity - The role of the individual versus the group
      • Collectivist - Teaming is valued over individual contribution
      • Individualist - Your interests typically prevail over those of the group
    • Communication – How and the way specific information is conveyed
      • Direct - Require the facts only
      • Indirect - Value being polite through quick passive words and tones
    • Time – How initiatives/projects are scheduled, organized and planned
      • Circular – People and completion of transactions are more important
      • Linear - Events are limited, scheduled sequentially, and prioritized
    • Uncertainty – Comfort with the unknown or undefined
      • Defined - Strict structure, predictability, and clarity; risk is avoided
      • Flexible - Enjoy modifiable structure, uncertainty and risk
  • Employee Engagement
    • Career opportunities
    • Promotion
    • Salary increases
    • Titles
    • Training
    • Personal Life
    • Connection / Integration between personal and professional opportunity
    • Value of holidays, tradition, and routine
    • Greater connectivity – virtual, in person, cross office, between levels
  • High Performing Teams
    • Standard team activities
      • Meetings
      • Punctuality and deadlines
      • Project management
      • Feedback
      • Brainstorming
      • “ Urgent”
    • Achieving the team’s potential
      • Communication
      • Facilitation
      • Role clarity and expectations
      • Team activities and interaction
  • Chinese and Asian HR practices: The Impact of Intercultural Factors on High-Performance Teams & Employee Engagement  February 21, 2012