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The Made in China 2025 programme has spurred the semiconductor industry to expand aggressively in the market—with local companies luring top talent away from MNCs. How are they doing this?
Radford, part of Aon, conducted surveys of technology companies in the US and China to assess the hot skills companies are most interested in acquiring, and in some cases, willing to pay hefty compensation premiums for. What to the results show?
In a first-of-its-kind ranking, Aon and FORTUNE China selected outstanding boards of directors from China’s 500 largest listed companies using a comprehensive methodology based on data sourced from annual reports, websites of exchanges and companies, and company announcements.
In past years, China’s economy was designed for rapid growth. Now, the emphasis is on building quality talent and sustainable businesses. To successfully navigate this transformation, HR and rewards managers should pay attention to four big developments.
The technology sector in China is maturing rapidly and differentiation in compensation practices is on the rise across China. How can tech employers set pay levels that make them attractive to the best talent?
Several of our leading workforce indicators point to a potential slowdown in the competition for talent in China; yet, the real story is probably far more interesting and complex. How?
China's economic slowdown hasn’t dampened growth of its technology sector. Salary increases and voluntary turnover are high, while hiring remains strong. What are tech companies doing about this 'new normal' in China? More importantly, what must they do? Read on to find out.
Globalisation and an increasingly competitive environment have caused China’s State Owned Enterprises (SOEs) to start transforming their HR functions. However the special status that these SOEs enjoy in the Chinese society and decades-old HR practices have made this an uphill task. Here are some HR interventions which they should be looking at immediately to transform their businesses.
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