Human Resources in China Challenges and Opportunities Jü rgen Czajor, Daimler Greater China

Transcription

1 Human Resources in China Challenges and Opportunities Jü rgen Czajor, Daimler Greater China

2 Juergen Czajor Human Resources Daimler Introduction Czajor Management Development Head of HR MB Japan Since 2008 Global Assignment Management Asia - Head of HR Daimler Northeast Asia - Human Resources Joint Ventures China HR Consultant in 2 Daimler Plants HR Policy HR Services, Corporate Organization Daimler Corporate University 2

3 The economic growth China s economic growth has been driven by the twin forces of liberalization Source: Booz & Company 3

4 ... and value chain integration The economic growth Source: Booz & Company 4

5 and there is potential for further growth. The economic growth A country s threshold of mobility lies near US$ GDP per capita, where automobile ownership accelerates China is at the early taking-off stage of the S-curve Quelle: Booz & Company

6 Challenge 1: War for Talents The automotive labor market is becoming even more competitive due to the value chain integration Supply Urgent talent needs at all levels and almost all functions. CV s of applicants hardly touch the table The educational system doesn t provide students ready for the automotive industry on university level and on vocational training level International Talent is even too limited for the sheer size of the market Flexibility and Retention Mobility : Chinese Top Candidates are not open to move to outlying locations The Glass Ceiling Image is still with international companies Chinese Competitors like Geely and Volvo., offer better packages with higher participation, no glass ceiling 6

7 Generation Y needs to find the balance between Status Orientation and Loyalty G e n e r a t i o n Y 68% of the industry workforce in China belongs to Generation Y 139 Challenge 1: War for Talents Age Distribution Daimler China My future husband should own an apartment in Sanlitun and drive a Mercedes * highly theoretical educated* enyoy their work* very status oriented* confident * pragmatic* tolerant * fast* global * The Generation born after 1990 shows more loyalty to the brand of their sport shoes as to their future employer 7

8 Challenge 1: War for Talents Chinas economic growth is extremely fast since the last 20 years and comparable is the development of compensation. Motivation of people is more driven by personal success than successful work. Expectation Management is becoming the challenge of the next year to retain young talent. Year Growth of GDP compared to previous year ,8% (gross domestic product) ,2% ,2% ,0% ,1% ,9% ,0% ,3% ,8% ,6% ,4% ,3% ,1% ,0% ,1% ,3% ,7% ,2% ,6% ,2% ,4% ,3% ,7% ,6%* Source: IWF / * Estimation

9 Challenge 2: Internal Development Programs Targeting to build up R&D functions and to localize expert and leadership functions the talent shortage even becomes more sincere Chinese students are very young, most often do not have work experience /internships and show little motivation to become acquainted with details In China Vocational Training is academic and graduates cannot enjoy social status The recruiting and development of talented employees is key for sustainable and profitable growth and international success

10 Challenge 2: Internal Development Programs Sino-German Automotive Vocational Education Project 中德职业教育汽车机电合作项目

11 Exchange Programs to accelerate development International Functional Expert as a Buddy Project work with international colleagues Challenge 2: Internal Development Programs Qualification in Home Qualification Abroad Off-the-Job training 1 day 3 months 1 day 1 week 2 months 3 months 1 week Local Kick-Off Day On-the-job Training in Targetfunction survival package & Preparation for staying abroad 1. International Training Modul Optional: weekly languaged trainings (English or German) 1. Qualification Abroad technical qualification at various plants & specific technical trainings On-the job Training in Target function 2. International Training Modul 2 months 2. Qualification Abroad technical qualification at various plants & specific technical trainings Graduation Final presentation

12 Challenge 3) The Chinese Educational System The Educational system is behind the speed of economy 12

13 GRADUAT E STUDIES HIGHER EDUCATION UPPER SECOND ARY COMPULSORY EDUCATION 6 AGE Senior high school University y Primary school Junior high school (middle school) Vocational school Junior college (college) Technical secondary school Challenge 3) The Chinese Educational System New educational initiatives need close cooperation with the Chinese educational institutions Engineer Technician Vocational worker Mid- to long-term strategy for developing high level engineers Cultivating grey collar workers New avenue for profit Well established with roughly in Beijing & Fuzhou Bring up to scale College degree 21~22 Bachelor ( zhuanke 专 s 科 ) 23~24 Master s 24~25 PhD. New initiatives will cover every rung of the career ladder specific to auto industry in China

14 Challenge 3) The Chinese Educational System Example: Company University Cooperation for a new Bachelor Program scheme

15 China will become old before it will be rich Challenge 4: Demography Aging Population 1950 the expectancy of live was 42, in 2012 it was 75 years 1980 the average age of a Chinese was 22 in 2050 it will be 46 years Currently there are 5 persons between 15 and 59 caring for one senior citizen (>60,) in 2050 it 1,6 have to care for one retired person The population of working age already reaches it s maximum, in 2015 the number wil than go down by 3 million persons every year In several other countries, the EU, Japan, South Korea, Singapore the relations are even worth but in China the aging of population is faster and at an early stage of the economic development Challenges for HR Recruiting for skilled blue collar worker: The automotive industry will need big numbers of skilled workers especially for aftersales. The attractiveness of vocational training and the career opportunities for this target group needs to be strengthened Education and Development: While still the educational system doesn t provide sufficient young professionals we better already care for training for the aging personnel Healthcare and Pension: For Executives already today Premium Healthcare and an attractive Company Pension are Lighthouse Benefit 15

16 People Development is behind the speed of economy The development of society s values and the people s individual behavior did not follow the speed of the economy; The soul needs some rest to catch up Challenge 5: Values and Behavior

17 Challenge 5: Values and Behavior A contemporary society needs appropriate Behavior

18 Patience and Cooperation are necessary for healthy personal development Challenge 5: Values and Behavior Daimler R&D China Average Age 32 Average years of Service 3 Practice makes Perfect Daimler R&D Germany Average Age 44 Average years of Service 18