Chinese companies are energetically wooing[vt.爭求] execs away from multinationals[跨國企業(yè)]
中國企業(yè)正積極從跨國公司挖掘高級主管。
By just about any measure, Aaron Tong was a success. He was pulling down[掙錢] $100,000-plus as a senior manager of Motorola Inc.'s cellular division in Beijing and had worked in Singapore and the U.S. But two years ago, when TV-and-phone-maker TCL Corp. asked if Tong might accept a position as vice-president, he jumped at the chance. Although the modest salary hike and stock options[股權(quán) were welcome, that wasn't what really attracted[v.吸引] him. "They were offering me a more challenging job," says Tong, 42. At "a Chinese company, you can do a lot more important things than with a multinational."
按照任何標準衡量，亞倫-童(Aaron Tong)都是一個成功的人物。他曾經(jīng)擔任摩托羅拉手機部門中國區(qū)高級經(jīng)理，年薪高達10多萬美元，此外他還在新加坡和美國工作過一段時間。但在兩年前，當電視和手機制造商TCL詢問亞倫-童是否愿意接受副總裁一職時，他毫不猶豫選擇了跳槽。TCL為亞倫-童提供的薪酬和股權(quán)的確誘人，但這并不是他加盟TCL的主要原因。時年42歲的他說：“TCL給了我一個極具挑戰(zhàn)性的工作，同跨國公司相比，在中國企業(yè)我可以做更多的事情?！?BR> Tong isn't the only Chinese manager being poached from[從某人/某處挖走人員或竊取思想] the global giants[在此代指跨國公司]. Tang Jun, president of NASDAQ-listed online gaming company Shanda Interactive Entertainment, served as president of Microsoft Corp.'s Chinese operations. Jean Cai, head of corporate communications at Lenovo, is a veteran of Ogilvy & Mather Worldwide and General Electric Co. Telecom equipment maker Huawei has hired people away from Motorola and Nokia, while Haier, China Netcom, and Brilliance China Automotive Holdings have lured[吸引,引誘] staffers from consultants McKinsey, A.T. Kearney, and Boston Consulting Group. "We spend a lot of time advising multinationals on how to hold on to their best people," says Bill Henderson, managing partner for China at headhunters Egon Zehnder International.
亞倫-童并不是一位由跨國公司跳槽到中國企業(yè)的中國經(jīng)理人。例如，盛大總裁唐駿曾擔任微軟大中華區(qū)總裁；聯(lián)想企業(yè)通信部門主管吉恩-蔡(Jean Cai)曾在奧美全球公司和通用電氣任職多年；電信設(shè)備廠商華為曾經(jīng)從摩托羅拉和諾基亞招聘多位員工；海爾、中國網(wǎng)通以及華晨汽車則從麥肯錫、科爾尼以及波士頓咨詢集團挖來數(shù)名職員。Egon Zehnder國際公司合伙人比爾-亨德森(Bill Henderson)表示：“我們經(jīng)常建議跨國公司如何留住它們的人才?！?BR> This migration is a big change from five years ago, when no self-respecting[adj.有自尊心的] white-collar worker in China would have dreamed of quitting a foreign company to join a local outfit[口語:集體,組織]. These days the turbo-charged growth, global aspirations[渴望,報負,志氣], and deep pockets of China's ambitious private companies are looking better all the time. In 2000 locals made up just 20% to 30% of the managers recruited[v.招募] in China by headhunter Heidrick & Struggles. Today that figure[數(shù)字] is 60% to 70%. Local companies are "cherry-picking the best talent," says Steve Mullinjer, managing partner for China at Heidrick. He should know. One of his top consultants recently jumped ship to work as chief financial officer for a Heidrick client.
五年前，幾乎沒有任何一位白領(lǐng)員工愿意離開國外企業(yè)加盟一家本土公司，而現(xiàn)在形勢發(fā)生了很大的變化。2000年，在獵頭公司Heidrick & Struggles經(jīng)手的中國經(jīng)理人中只有20%到30%被本土公司招聘，而目前這一比例高達60%到70%。Heidrick & Struggles公司合伙人史蒂夫-穆林杰(Steve Mullinjer)表示，中國本土企業(yè)已經(jīng)有能力招聘到秀的人才。他應(yīng)該知道，他公司的一位高級顧問最近跳槽到Heidrick的一客戶公司擔任財務(wù)主管。
Managers say working for local companies lets them take on more responsibility and make a greater contribution. That's what made Wu Xianyong, a 34-year-old native of the southern province of Yunnan, quit flogging Crest toothpaste and Pringles potato chips for Procter & Gamble Co.. In 2004, after nearly nine years at P&G, he jumped at the chance to serve as vice-president for marketing at Li-Ning, China's top athletic-shoe maker and sports apparel[衣服,服裝] marketer. He has since taken on oversight of international business as well. "Li-Ning can provide me with a much better platform to play on," says Wu, who also snagged a 50% raise plus generous stock options. "I'm not just managing a brand. I do sports marketing, events, and PR, and I manage research." In fact, Li-Ning is chock-full[adj.充滿] of multinational alums: The vice-president for sales formerly worked at Avon Products Inc., the vice-president for footwear came from Nike Inc., and the chief financial officer left news wire Reuters Group PLC..
中國經(jīng)理人普遍認為，為本土企業(yè)工作意味著他們將承擔更重要的責任，并做出更大的貢獻，也許這正是34歲的伍賢勇離開寶潔加盟李寧公司的最主要原因。2004年，伍賢勇離開了工作了9年之久的寶潔，加盟李寧公司擔任主管營銷的副總裁，此外他還負責李寧公司的國際業(yè)務(wù)。伍賢勇表示：“李寧公司可以為我提供更好的工作平臺。我并不僅僅負責管理一個品牌，我還負責體育營銷、比賽、公關(guān)乃至研發(fā)。事實上，李寧公司擁有一支完全國際化的團隊，其主管銷售的副總裁來自于雅芳，主管鞋類的副總裁來自于耐克，首席財務(wù)長則來自于路透集團。
Much of the shift[改變,轉(zhuǎn)變] stems from[來自于,源自于] global aspirations. By hiring execs with experience at multinationals, the Chinese figure, they'll have a leg up when they go abroad. For instance Gome, China's No. 2 retailer[零售商], has ambitious plans to expand. So in January it recruited Weng Xiangwei, a 37-year-old former vice-president in Morgan Stanley's mergers-and-acquisitions team, as its strategy chief and financial guru[受尊敬、有影響力的教師或權(quán)威]. "When a company grows to a certain size, it needs to think about more than just where to open its next store," says Weng, a Shanghai native with a PhD in biophysics from the University of California at Berkeley.
企業(yè)的國際化是促成這一轉(zhuǎn)變的最主要原因，聘請具有跨國企業(yè)工作經(jīng)驗的高級主管有助于中國企業(yè)進軍國際市場。例如，為了更好的完成擴張計劃，中國第二大零售商國美電器今年1月聘請前摩根斯坦利合并與收購團隊副總裁翁賢偉(音譯)擔任首席戰(zhàn)略長兼財務(wù)指導(dǎo)。翁賢偉表示：“當一家公司發(fā)展到一定規(guī)模時，應(yīng)當考慮的并不僅僅是在哪里開設(shè)下一家分店。”翁賢偉是上海人，并擁有加利福尼亞大學(xué)伯克利分校生物物理學(xué)博士學(xué)位
Some managers take a pay cut when they jump ship -- although stock options often fill in the gap. That trend will accelerate as more private Chinese companies list on overseas stock markets[海外股市]. Deng Kangming, for example, saw his salary drop by 20% when he left his job as head of human resources at Microsoft in Beijing for a similar job at Net auctioneer Alibaba Technology, but he was granted[v.給予] a generous dollop[一團,一塊] of options. Two years ago, 27-year-old Zhou Donglei took a 35% cut when she left Japan's Softbank Infrastructure Fund in Beijing to run business development and investor relations at Shanda. "What drew me was the opportunity, definitely not the salary," says Zhou.
很多中國經(jīng)理人在跳槽到本土公司后薪酬都有所減少，但他們獲得的股權(quán)足以彌補經(jīng)濟上的損失。隨著越來越多中國私營公司計劃赴海外上市，這一趨勢將得到延續(xù)。例如，鄧康明離開微軟加盟阿里巴巴后薪酬減少了20%，但他獲得了為數(shù)不少的阿里巴巴股權(quán)；周東蕾兩年前離開日本軟銀基礎(chǔ)基金加盟盛大后薪酬減少了35%，她說：“盛大吸引我的并不是薪酬，而是發(fā)展機會?！?BR> Yet salary can play a role in many searches, especially for sought-after talents such as finance. One veteran[有經(jīng)驗的人] of the Bank of China saw his pay jump in just six months from $70,000 to $180,000 after a bidding war broke out for his talents among a foreign bank and two Chinese companies, according to Heidrick & Struggles: The manager ended up[以……結(jié)果而告終] as CFO for a local valve[閥門,活門] 1 maker.
當然，要吸引人才加盟，薪酬也是一個非常重要的因素，這一點在人才緊缺的財經(jīng)領(lǐng)域尤為明顯。例如，據(jù)Heidrick & Struggles公司稱，一家國外銀行和兩家本土企業(yè)為招聘一位中國銀行的資深人士展開激烈爭奪，從而這位資深人士的薪酬在6個月內(nèi)由7萬美元增至18萬美元。目前，這位資深人士在一家本土閥門廠商擔任首席財務(wù)長。
China's state-owned[adj.國有的] giants are also likely to pay a premium to[重視做某事] woo talent[人才]. For instance, Ping An Insurance Group, China's second-largest life insurer[承保人，保險公司], has hired managers away from Canadian Imperial Bank of Commerce and American International Group -- often upping their pay by as much as 50%. Ping An just hired a manager with five years of experience at an international bank for $65,000 per year -- a huge sum in China, and 40% more than he was making at his old job.
為吸引更多人才加盟，中國國有企業(yè)也不惜付出重金。例如，中國第二大人壽保險公司平安保險從加拿大帝國商業(yè)銀行和美國國際集團聘請了多位經(jīng)理人，平安保險為這些管理人支付的薪酬比原來普遍高出了50%。不久前，平安保險剛剛聘請了一位在一家國際銀行有五年工作經(jīng)驗的經(jīng)理人，年薪高達6.5萬美元，比他此前的薪酬高出了40%。
Most telling of all, Chinese companies are even starting to look overseas for talent. Michael Zhang, a 37-year-old native of Sichuan province, worked for four years at medical device maker[醫(yī)療設(shè)備制造商] Guidant Corp. Before being recruited as CEO of Microport Medical Co., which makes stents used in unblocking arteries[動脈]. He, in turn, hired 33-year-old Zhao Ruilin, who had joined rival device-maker Medtronic Inc. in Minneapolis after earning a PhD from a Harvard University/Massachusetts Institute of Technology joint program in health sciences and technology, as well as an MBA from the Wharton School. Zhao now serves as Microport's vice-president for business development and strategic planning. He earns just $60,000 -- a bit more than half what he made at Medtronic, though he also gets free housing. Still, he says, the greater responsibilities he has, coupled with[伴隨著] Microport's hyper growth -- sales this year are expected to triple, to $30 million -- make up for the pay cut. "Working for this company is so much fun," Zhao says. "Now I'm interacting with bankers, private equity shops, lawyers, and accountants."
此之外，中國企業(yè)還瞄準海外尋找人才。例如，微創(chuàng)醫(yī)療器械(上海)有限公司的CEO邁克爾-張(Michael Zhang)以及主管業(yè)務(wù)開發(fā)和戰(zhàn)略規(guī)劃的副總裁趙瑞林(音譯)都來自于海外。其中，邁克爾-張在為Guidant公司工作的四年時間里，他雇傭了趙瑞林。然而，趙瑞林在獲賓西法尼亞州大學(xué)wharton學(xué)校的工商管理碩士和哈佛大學(xué)麻省理工學(xué)院博士學(xué)位后加盟了Medtronic公司。現(xiàn)在趙瑞林是Microport公司主管業(yè)務(wù)開發(fā)和戰(zhàn)略規(guī)劃的副總裁，目前的年薪為6萬美元，僅僅相當于他在Medtronic公司薪酬的一半。但他表示：“伴隨著微創(chuàng)的快速發(fā)展，我承擔著更大的責任，本年度銷售額有望翻三翻，將達到3千萬，這會彌補減少的薪酬，為這家公司工作非常有趣?！爆F(xiàn)在我和銀行家，私營業(yè)主，律師和會計師都有業(yè)務(wù)往來。
The drive for talent by China's best companies feeds into the boom[繁榮，高潮] for middle and upper managers at both multinationals and local firms. One recruiter estimates managing directors at Chinese state-owned companies can earn up to $300,000 a year plus a car and housing, while middle managers with the right skills pull down $70,000 or more. Annual raises of about 13% to 14% are necessary to hold on to employees, while poachers offer pay jumps of 20% to 30%, according to Hong Kong recruiting firm Bo Le Associates. "For mid-level management, the market is really hot," says Bo Le managing director Louisa Wong Rousseau.
中國企業(yè)尋求人才的內(nèi)驅(qū)力發(fā)展成為跨國企業(yè)和本土企業(yè)尋求中高級管理人才的高潮。一招聘者估計在國有企業(yè)里，總經(jīng)理年薪將達到三十萬元，并且有房有車，然而具有同等能力的中層管理人員只有七萬元或多一點。據(jù)香港伯樂管理有限公司統(tǒng)計，為留住人才，員工工資每年增長13%至14%是必要的，然而，為吸引人才，一些單位會以漲20%至30%。伯樂公司總經(jīng)理Louisa Wong Rousseau.女士說，現(xiàn)在中層管理人才市場也非常熱門。
And don't expect things to cool off anytime soon. China will need 75,000 globally capable execs in the next five years but has fewer than 5,000 today, estimates McKinsey. As long as multinationals in China train locals to run their operations, there's likely to be no shortage of mainland rivals eager to snatch them away.
著中國經(jīng)濟的高速增長，這一趨勢并不會停止。麥肯錫預(yù)測，未來五年內(nèi)中國將需要7.5萬名合格的高管，而目前卻不足5000名。因此，只要跨國公司還在中國培養(yǎng)本土管理人才，中國本土競爭者對于人才的爭奪就不會停止。
中國企業(yè)正積極從跨國公司挖掘高級主管。
By just about any measure, Aaron Tong was a success. He was pulling down[掙錢] $100,000-plus as a senior manager of Motorola Inc.'s cellular division in Beijing and had worked in Singapore and the U.S. But two years ago, when TV-and-phone-maker TCL Corp. asked if Tong might accept a position as vice-president, he jumped at the chance. Although the modest salary hike and stock options[股權(quán) were welcome, that wasn't what really attracted[v.吸引] him. "They were offering me a more challenging job," says Tong, 42. At "a Chinese company, you can do a lot more important things than with a multinational."
按照任何標準衡量，亞倫-童(Aaron Tong)都是一個成功的人物。他曾經(jīng)擔任摩托羅拉手機部門中國區(qū)高級經(jīng)理，年薪高達10多萬美元，此外他還在新加坡和美國工作過一段時間。但在兩年前，當電視和手機制造商TCL詢問亞倫-童是否愿意接受副總裁一職時，他毫不猶豫選擇了跳槽。TCL為亞倫-童提供的薪酬和股權(quán)的確誘人，但這并不是他加盟TCL的主要原因。時年42歲的他說：“TCL給了我一個極具挑戰(zhàn)性的工作，同跨國公司相比，在中國企業(yè)我可以做更多的事情?！?BR> Tong isn't the only Chinese manager being poached from[從某人/某處挖走人員或竊取思想] the global giants[在此代指跨國公司]. Tang Jun, president of NASDAQ-listed online gaming company Shanda Interactive Entertainment, served as president of Microsoft Corp.'s Chinese operations. Jean Cai, head of corporate communications at Lenovo, is a veteran of Ogilvy & Mather Worldwide and General Electric Co. Telecom equipment maker Huawei has hired people away from Motorola and Nokia, while Haier, China Netcom, and Brilliance China Automotive Holdings have lured[吸引,引誘] staffers from consultants McKinsey, A.T. Kearney, and Boston Consulting Group. "We spend a lot of time advising multinationals on how to hold on to their best people," says Bill Henderson, managing partner for China at headhunters Egon Zehnder International.
亞倫-童并不是一位由跨國公司跳槽到中國企業(yè)的中國經(jīng)理人。例如，盛大總裁唐駿曾擔任微軟大中華區(qū)總裁；聯(lián)想企業(yè)通信部門主管吉恩-蔡(Jean Cai)曾在奧美全球公司和通用電氣任職多年；電信設(shè)備廠商華為曾經(jīng)從摩托羅拉和諾基亞招聘多位員工；海爾、中國網(wǎng)通以及華晨汽車則從麥肯錫、科爾尼以及波士頓咨詢集團挖來數(shù)名職員。Egon Zehnder國際公司合伙人比爾-亨德森(Bill Henderson)表示：“我們經(jīng)常建議跨國公司如何留住它們的人才?！?BR> This migration is a big change from five years ago, when no self-respecting[adj.有自尊心的] white-collar worker in China would have dreamed of quitting a foreign company to join a local outfit[口語:集體,組織]. These days the turbo-charged growth, global aspirations[渴望,報負,志氣], and deep pockets of China's ambitious private companies are looking better all the time. In 2000 locals made up just 20% to 30% of the managers recruited[v.招募] in China by headhunter Heidrick & Struggles. Today that figure[數(shù)字] is 60% to 70%. Local companies are "cherry-picking the best talent," says Steve Mullinjer, managing partner for China at Heidrick. He should know. One of his top consultants recently jumped ship to work as chief financial officer for a Heidrick client.
五年前，幾乎沒有任何一位白領(lǐng)員工愿意離開國外企業(yè)加盟一家本土公司，而現(xiàn)在形勢發(fā)生了很大的變化。2000年，在獵頭公司Heidrick & Struggles經(jīng)手的中國經(jīng)理人中只有20%到30%被本土公司招聘，而目前這一比例高達60%到70%。Heidrick & Struggles公司合伙人史蒂夫-穆林杰(Steve Mullinjer)表示，中國本土企業(yè)已經(jīng)有能力招聘到秀的人才。他應(yīng)該知道，他公司的一位高級顧問最近跳槽到Heidrick的一客戶公司擔任財務(wù)主管。
Managers say working for local companies lets them take on more responsibility and make a greater contribution. That's what made Wu Xianyong, a 34-year-old native of the southern province of Yunnan, quit flogging Crest toothpaste and Pringles potato chips for Procter & Gamble Co.. In 2004, after nearly nine years at P&G, he jumped at the chance to serve as vice-president for marketing at Li-Ning, China's top athletic-shoe maker and sports apparel[衣服,服裝] marketer. He has since taken on oversight of international business as well. "Li-Ning can provide me with a much better platform to play on," says Wu, who also snagged a 50% raise plus generous stock options. "I'm not just managing a brand. I do sports marketing, events, and PR, and I manage research." In fact, Li-Ning is chock-full[adj.充滿] of multinational alums: The vice-president for sales formerly worked at Avon Products Inc., the vice-president for footwear came from Nike Inc., and the chief financial officer left news wire Reuters Group PLC..
中國經(jīng)理人普遍認為，為本土企業(yè)工作意味著他們將承擔更重要的責任，并做出更大的貢獻，也許這正是34歲的伍賢勇離開寶潔加盟李寧公司的最主要原因。2004年，伍賢勇離開了工作了9年之久的寶潔，加盟李寧公司擔任主管營銷的副總裁，此外他還負責李寧公司的國際業(yè)務(wù)。伍賢勇表示：“李寧公司可以為我提供更好的工作平臺。我并不僅僅負責管理一個品牌，我還負責體育營銷、比賽、公關(guān)乃至研發(fā)。事實上，李寧公司擁有一支完全國際化的團隊，其主管銷售的副總裁來自于雅芳，主管鞋類的副總裁來自于耐克，首席財務(wù)長則來自于路透集團。
Much of the shift[改變,轉(zhuǎn)變] stems from[來自于,源自于] global aspirations. By hiring execs with experience at multinationals, the Chinese figure, they'll have a leg up when they go abroad. For instance Gome, China's No. 2 retailer[零售商], has ambitious plans to expand. So in January it recruited Weng Xiangwei, a 37-year-old former vice-president in Morgan Stanley's mergers-and-acquisitions team, as its strategy chief and financial guru[受尊敬、有影響力的教師或權(quán)威]. "When a company grows to a certain size, it needs to think about more than just where to open its next store," says Weng, a Shanghai native with a PhD in biophysics from the University of California at Berkeley.
企業(yè)的國際化是促成這一轉(zhuǎn)變的最主要原因，聘請具有跨國企業(yè)工作經(jīng)驗的高級主管有助于中國企業(yè)進軍國際市場。例如，為了更好的完成擴張計劃，中國第二大零售商國美電器今年1月聘請前摩根斯坦利合并與收購團隊副總裁翁賢偉(音譯)擔任首席戰(zhàn)略長兼財務(wù)指導(dǎo)。翁賢偉表示：“當一家公司發(fā)展到一定規(guī)模時，應(yīng)當考慮的并不僅僅是在哪里開設(shè)下一家分店。”翁賢偉是上海人，并擁有加利福尼亞大學(xué)伯克利分校生物物理學(xué)博士學(xué)位
Some managers take a pay cut when they jump ship -- although stock options often fill in the gap. That trend will accelerate as more private Chinese companies list on overseas stock markets[海外股市]. Deng Kangming, for example, saw his salary drop by 20% when he left his job as head of human resources at Microsoft in Beijing for a similar job at Net auctioneer Alibaba Technology, but he was granted[v.給予] a generous dollop[一團,一塊] of options. Two years ago, 27-year-old Zhou Donglei took a 35% cut when she left Japan's Softbank Infrastructure Fund in Beijing to run business development and investor relations at Shanda. "What drew me was the opportunity, definitely not the salary," says Zhou.
很多中國經(jīng)理人在跳槽到本土公司后薪酬都有所減少，但他們獲得的股權(quán)足以彌補經(jīng)濟上的損失。隨著越來越多中國私營公司計劃赴海外上市，這一趨勢將得到延續(xù)。例如，鄧康明離開微軟加盟阿里巴巴后薪酬減少了20%，但他獲得了為數(shù)不少的阿里巴巴股權(quán)；周東蕾兩年前離開日本軟銀基礎(chǔ)基金加盟盛大后薪酬減少了35%，她說：“盛大吸引我的并不是薪酬，而是發(fā)展機會?！?BR> Yet salary can play a role in many searches, especially for sought-after talents such as finance. One veteran[有經(jīng)驗的人] of the Bank of China saw his pay jump in just six months from $70,000 to $180,000 after a bidding war broke out for his talents among a foreign bank and two Chinese companies, according to Heidrick & Struggles: The manager ended up[以……結(jié)果而告終] as CFO for a local valve[閥門,活門] 1 maker.
當然，要吸引人才加盟，薪酬也是一個非常重要的因素，這一點在人才緊缺的財經(jīng)領(lǐng)域尤為明顯。例如，據(jù)Heidrick & Struggles公司稱，一家國外銀行和兩家本土企業(yè)為招聘一位中國銀行的資深人士展開激烈爭奪，從而這位資深人士的薪酬在6個月內(nèi)由7萬美元增至18萬美元。目前，這位資深人士在一家本土閥門廠商擔任首席財務(wù)長。
China's state-owned[adj.國有的] giants are also likely to pay a premium to[重視做某事] woo talent[人才]. For instance, Ping An Insurance Group, China's second-largest life insurer[承保人，保險公司], has hired managers away from Canadian Imperial Bank of Commerce and American International Group -- often upping their pay by as much as 50%. Ping An just hired a manager with five years of experience at an international bank for $65,000 per year -- a huge sum in China, and 40% more than he was making at his old job.
為吸引更多人才加盟，中國國有企業(yè)也不惜付出重金。例如，中國第二大人壽保險公司平安保險從加拿大帝國商業(yè)銀行和美國國際集團聘請了多位經(jīng)理人，平安保險為這些管理人支付的薪酬比原來普遍高出了50%。不久前，平安保險剛剛聘請了一位在一家國際銀行有五年工作經(jīng)驗的經(jīng)理人，年薪高達6.5萬美元，比他此前的薪酬高出了40%。
Most telling of all, Chinese companies are even starting to look overseas for talent. Michael Zhang, a 37-year-old native of Sichuan province, worked for four years at medical device maker[醫(yī)療設(shè)備制造商] Guidant Corp. Before being recruited as CEO of Microport Medical Co., which makes stents used in unblocking arteries[動脈]. He, in turn, hired 33-year-old Zhao Ruilin, who had joined rival device-maker Medtronic Inc. in Minneapolis after earning a PhD from a Harvard University/Massachusetts Institute of Technology joint program in health sciences and technology, as well as an MBA from the Wharton School. Zhao now serves as Microport's vice-president for business development and strategic planning. He earns just $60,000 -- a bit more than half what he made at Medtronic, though he also gets free housing. Still, he says, the greater responsibilities he has, coupled with[伴隨著] Microport's hyper growth -- sales this year are expected to triple, to $30 million -- make up for the pay cut. "Working for this company is so much fun," Zhao says. "Now I'm interacting with bankers, private equity shops, lawyers, and accountants."
此之外，中國企業(yè)還瞄準海外尋找人才。例如，微創(chuàng)醫(yī)療器械(上海)有限公司的CEO邁克爾-張(Michael Zhang)以及主管業(yè)務(wù)開發(fā)和戰(zhàn)略規(guī)劃的副總裁趙瑞林(音譯)都來自于海外。其中，邁克爾-張在為Guidant公司工作的四年時間里，他雇傭了趙瑞林。然而，趙瑞林在獲賓西法尼亞州大學(xué)wharton學(xué)校的工商管理碩士和哈佛大學(xué)麻省理工學(xué)院博士學(xué)位后加盟了Medtronic公司。現(xiàn)在趙瑞林是Microport公司主管業(yè)務(wù)開發(fā)和戰(zhàn)略規(guī)劃的副總裁，目前的年薪為6萬美元，僅僅相當于他在Medtronic公司薪酬的一半。但他表示：“伴隨著微創(chuàng)的快速發(fā)展，我承擔著更大的責任，本年度銷售額有望翻三翻，將達到3千萬，這會彌補減少的薪酬，為這家公司工作非常有趣?！爆F(xiàn)在我和銀行家，私營業(yè)主，律師和會計師都有業(yè)務(wù)往來。
The drive for talent by China's best companies feeds into the boom[繁榮，高潮] for middle and upper managers at both multinationals and local firms. One recruiter estimates managing directors at Chinese state-owned companies can earn up to $300,000 a year plus a car and housing, while middle managers with the right skills pull down $70,000 or more. Annual raises of about 13% to 14% are necessary to hold on to employees, while poachers offer pay jumps of 20% to 30%, according to Hong Kong recruiting firm Bo Le Associates. "For mid-level management, the market is really hot," says Bo Le managing director Louisa Wong Rousseau.
中國企業(yè)尋求人才的內(nèi)驅(qū)力發(fā)展成為跨國企業(yè)和本土企業(yè)尋求中高級管理人才的高潮。一招聘者估計在國有企業(yè)里，總經(jīng)理年薪將達到三十萬元，并且有房有車，然而具有同等能力的中層管理人員只有七萬元或多一點。據(jù)香港伯樂管理有限公司統(tǒng)計，為留住人才，員工工資每年增長13%至14%是必要的，然而，為吸引人才，一些單位會以漲20%至30%。伯樂公司總經(jīng)理Louisa Wong Rousseau.女士說，現(xiàn)在中層管理人才市場也非常熱門。
And don't expect things to cool off anytime soon. China will need 75,000 globally capable execs in the next five years but has fewer than 5,000 today, estimates McKinsey. As long as multinationals in China train locals to run their operations, there's likely to be no shortage of mainland rivals eager to snatch them away.
著中國經(jīng)濟的高速增長，這一趨勢并不會停止。麥肯錫預(yù)測，未來五年內(nèi)中國將需要7.5萬名合格的高管，而目前卻不足5000名。因此，只要跨國公司還在中國培養(yǎng)本土管理人才，中國本土競爭者對于人才的爭奪就不會停止。