bridging china's talent gap

Download Bridging China's Talent Gap

Post on 12-Nov-2014




1 download

Embed Size (px)


Executiveaction seriesNo. 221 January 2007

Labor and Global Competitiveness

Bridging Chinas Talent Gapby Judith Banister and David Learmond

Finding talented managers in China is difficult. Although the number of young people earning undergraduate and graduate degrees is increasing rapidly, these newcomers to the workforce often lack the practical experience and softer creative and leadership skills required in the business world. Making the talent search more difficult is the fact that the more experienced managers are in short supply and command high salaries. For multinationals, it is now a challenge not only to recruit the best people, but also to develop and retain them.hinas rapid economic growththe fastest in the world for the past quarter centuryis fueling extensive foreign investment, with many companies setting up branch offices, regional headquarters, and factories in the country. One effect of this economic transformation is that demand for highly talented employees in China, especially people with local and international managerial skills, now exceeds supply, which is driving up compensation packages to global levels in some cases.


Young Adult Population ShrinkingThe shift in Chinas demographic trends from high birth and death rates to low birth and death rates is changing the countrys population age structure, reducing the number of children (since the 1982 population census) both in absolute terms and as a proportion of the population, and the number of people in their 20s (since 1990) and 30s (since 2000). At the same time, the number of older people of working age is rising, as is the number of elderly people.1

Editors note: This report is based on presentations and discussions by Judith Banister and David Learmond that took place during the webcast Competing for Talent in China, organized by The Conference Board on September 13, 2006. The presenters have first-hand experience living and working in China. The views expressed here involving Unilever are Davids personal observations.


China National Bureau of Statistics, Population Censuses of 1982, 1990, and 2000; 1% Population Sample Survey of 2005.

Chinas population, including the labor force, is aging rapidly, but the expanding number of people aged 40 and over is not well educated and does not constitute an adequate pool of talent for companies. Of Chinas employed population aged 40-44, only 2.6 percent have a university or higher degree, and the proportion is only one percent of those in their late 40s and their 50s.2 Conversely, the number of people in their 20s and 30s is shrinking over time, but this is the part of the population where the talents are located in China today. Fortunately, Chinas steep fertility decline has been accompanied by a sharp rise in the quality of children in terms of improved health, chances of survival, and levels of educational attainment. These young people are often hungry for responsibility, position, and the trappings of success in order to support not only themselves, but also their aging and large extended families. A lot of young Chinese managers bear this burden and will readily move between employers in order to get a bigger salary, more status, and more opportunities. This is one of the reasons why staff turnover rates are often very high in China.

found that employees in Chinas leading cities received annual wage increases of 6 to 8 percent between 2002 and 2005, while for managers and supervisors (who are harder to replace) the increase was slightly higher at 7 to 10 percent per year.4 Hewitt Associates reported that during 1999 through 2005, average salary increases were 8 percent in Chinas first-tier cities such as Beijing and Shanghai and 10 percent in the second-tier cities.5

Salaries all over the mapSalaries in China vary greatly. New MBA graduates from China's top business schools typically receive an annual starting base salary of RMB 115,000-200,000 (US$14,000-25,000) per year, though some earn much more.6 Those with bachelors degrees working for multinational firms in Chinas cities earn annual salaries of RMB 55,000-85,000 (US$6,750-10,500), those with masters degrees RMB 78,000-90,000 (US$9,750-11,250), and Ph.D.s RMB 85,000-120,000 (US$10,500-15,000).7 However, total labor compensation per employee (including social insurance payments) in the cities can be from 1.3 times to twice the salary, so the total annual labor compensation starts at about US$13,650-50,000 per highly educated employee. As of 2003, senior executives at foreign firms in Chinas leading coastal cities received an average annual salary of RMB 645,000 (US$77,700), mid-level executives earned RMB 297,000 (US$35,780), and the typical professional employee received RMB 100,000 (US$12,000), according to a survey by Hewitt Associate Consulting Corporation.8 Today, at senior management levels, some Chinese employees command a base salary of US$100,000-150,000 per year.

Wages in China Rising RapidlyWages in China are still low by international standards, partly due to the huge surplus labor force, but they are rising rapidly, aided by increases in productivity in all sectors of China's economy. But Chinas top talents arent the only ones receiving substantial wage increases. Over the past five years, the real wages (after adjusting for inflation) of the 29 million urban manufacturing workers in China have increased by 9 to 14 percent a year.3 Another study by the consulting firm Watson Wyatt4

Jim Leininger, The HR Challenge in China: Keys to Fostering Employee Commitment, Watson Wyatt Worldwide, 2005., March-April 2006, pp. 26-28.

5 2 China National Bureau of Statistics, China Labor Statistical Yearbook 2006, p. 65. Erin Lett and Judith Banister, Labor Compensation Costs of Manufacturing Employees in China: An update to 2003-2004, Monthly Labor Review, Nov. 2006, pp. 40-45. fls/#publications 6


7 8


executive action

bridging chinas talent gap

the conference board

However, the large group of new graduates from less prestigious universities in China, whose education may not prepare them for work in multinational companies, command far lower salaries than those who can work for foreign companies. These graduates with weak training and poor foreign language skills are not in high demand by global companies because they lack the basic skills required. University graduates with a bachelors degree working for domestic Chinese companies have been stuck at a very low starting base wage during 2003-2006, according to numerous sources; the recent glut of such job candidates has kept their entry wage from rising. For example, Beijing University conducted a seven-province survey which showed that the average starting wage in 2004 for university graduates was only RMB 1,500 per month or RMB 18,000 (US$2,175) per year.9

Pay premiums for expatriate managers?Until recently, ethnic Chinese managers from Taiwan, Hong Kong, and Singapore, who are highly desired in China for their international experience, have commanded pay premiums. Now, a debate is underway among multinationals and leading domestic companies about how much premium they want to pay for expatriates, regardless of their country of origin. Theres a transition toward localization. Given the complexity and fragmentation of Chinas remuneration and benefits market, multinationals should consider giving local HR managers in China more freedom to decide on appropriate compensation packages for expatriates, returnees, and ethnic Chinese managers according to the market.

Employment of Chinas University Graduates by Economic Sector, 2004University graduates are spread throughout Chinas economy, according to the 2004 Economic Census of the non-agricultural economy of China: Sector Science and technology R&D Education IT Culture and sports Finance Retail and wholesale Construction Manufacturing No. of Employees (million) 3.3 15.2 2.4 1.5 3.7 13.8 27.9 83.9 University Graduates* (percent) 32% 28 28 20 19 8 4 3

*University graduates as a percent of total employees in each economic sector.

Source: China National Bureau of Statistics. China Economic Census Yearbook 2004, vol. 1, pp. 45-46, Table1-13.


Beijing University survey.

executive action

bridging chinas talent gap

the conference board


At the same time, multinationals also appear to be reconsidering the extent of the premiums they pay to local talent, partly because they find it relatively easy to attract people, particularly for lower-level positions. Being multinationals, younger workers view them as opportunities for learning and development, as well as increasing their worth in the market. Even if it is only a junior position, having the experience of working at a multinational company can be very good for the next job.

A 2005 report by McKinsey Global Institute, The Emerging Global Labor Market, found that global managers consider only 3 percent of graduates in China with a general degree to be employable.12 (A general degree is any degree that is not related to business or economics or specific skills like engineering or ITsuch as liberal arts or languages). One of the main problems with Chinas educational system is that it relies too heavily on memorization. But companies also need people with creative writing and speaking skills, teamwork skills, practical skills, and leadership ability, which are not taught well in the great majority of Chinas universities and graduate programs.