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Risk Research Report on Human Resources in Exclusively Foreign-owned Enterprises
Overview
Focusing
on Exclusively Foreign-owned Enterprises, the report summarizes
potential or present risks in HR Research in the business
operation. By analyzing its root causes, it offers tailored risk
Research plans and solutions in the light of actuality and
characteristics of this type of enterprises
The
report is mainly designed for the reference of senior managerial
personnel in Exclusively Foreign-owned Enterprises and investors
intending to set up such enterprises, and specifically summarizes
the typical risks in HR Research in Exclusively Foreign-owned
Enterprises. In allusion to the outstanding problems like cultural
conflicts, localization barrier of western Research theories,
information asymmetry, poor credit standing of employees, etc., it
provides the corresponding risk projects by illustrating the
problems with examples as well as analyzing the further risk
sources. The report also absorbs the real typical examples and
links the advanced Research theories to the actuality, business
environment and culture in
Content
Preface
The
report introduces the basic status of exclusively foreign-owned
enterprises in Mainland
Chapter One: Manifestations and Causes of HR Risks in Exclusively Foreign-owned Enterprises
Part
One: Manifestations of HR Risks I.
Risks
in Recruitment »
Credit
Standing of Job Applicant »
Localization
Barrier of Western Recruitment Method in »
Talent
Shortage in Certain Industry and Field II.
Risks
in Post-employment »
Culture
Conflict between Senior Executive, Root Managerial
Personnel and Employees »
Usurping
on the Company Property via Loophole of Company
Regulations »
Power
Abusing for Personal Gain »
In-group
Phenomenon of Chinese Employees »
Foreign
Staff Figure for Extra Compensation by Information
Asymmetry »
Emotion
Problem of Foreign Staff »
Passive
Risks Caused by Quality and Work Habit of Employees
III.
Risks
in Ex-employment »
Labor
Disputes Arising from Labor Contract and Improper Demission
Procedure » Job-hopping of Core Employees Violates Competition Rules
Part
Two: Causes Analysis I.
Imbalance
in Development of Personnel Recruiting Market II.
Unsoundness
of Personal Credit Research System III.
Incoordination
of Foreign
Chinese Culture IV. Incompetence of Training Mechanism
Chapter
Two: Countermeasures for Risks on Human Resources in Exclusively Foreign-owned Enterprises
Part
One: Risk Prevention Measures in Recruitment I.
Localization
of Recruitment System of Foreign II.
Background
Verification on Job Applicants III.
Skills
in Formulating and Signing Labor Contract IV.
Risk
Prevention in Probation Period V.
Adjustment
in Proportion of Foreign and Chinese Employees
Part
Two: Risk Control and Monitoring System in Post-employees I.
Improve
Foreign Senior Executives’ Knowledge of Chinese Culture II.
Enhance
the Coordination Function of Middle and Roots Managerial Personnel III.
Strengthen
the Implementing of Company Regulations, Stuff Handbook,
and Responsibility Description IV.
Establish
Information Platform and Information Monitoring System V.
Performance
Evaluation and Morality Risk Testing on Key Staff VI.
Function
of Post Transfer and its Application VII.
Continuity
of Training Mechanism and Talent Preservation Plans VIII.
Localization
of Foreign
Part
Three: Employee Demission Risks and Countermeasures I.
Solutions
to Labor-capital Disputes II. Ex-employee Information Research System
Part
Four: Outsourcing of Human Recourses
Chapter
Three: Development Trend of HR Risk in Exclusively Foreign-owned Enterprises
Electronic Edition: USD 1,500
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