Chinese companies are energetically wooing[vt.爭(zhēng)求] execs away from multinationals[跨國(guó)企業(yè)]
中國(guó)企業(yè)正積極從跨國(guó)公司挖掘高級(jí)主管。
By just about any measure, Aaron Tong was a success. He was pulling down[掙錢(qián)] $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(biāo)準(zhǔn)衡量，亞倫-童(Aaron Tong)都是一個(gè)成功的人物。他曾經(jīng)擔(dān)任摩托羅拉手機(jī)部門(mén)中國(guó)區(qū)高級(jí)經(jīng)理，年薪高達(dá)10多萬(wàn)美元，此外他還在新加坡和美國(guó)工作過(guò)一段時(shí)間。但在兩年前，當(dāng)電視和手機(jī)制造商TCL詢(xún)問(wèn)亞倫-童是否愿意接受副總裁一職時(shí)，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(shí)年42歲的他說(shuō)：“TCL給了我一個(gè)極具挑戰(zhàn)性的工作，同跨國(guó)公司相比，在中國(guó)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(guó)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(guó)公司跳槽到中國(guó)企業(yè)的中國(guó)經(jīng)理人。例如，盛大總裁唐駿曾擔(dān)任微軟大中華區(qū)總裁；聯(lián)想企業(yè)通信部門(mén)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(guó)網(wǎng)通以及華晨汽車(chē)則從麥肯錫、科爾尼以及波士頓咨詢(xún)集團(tuán)挖來(lái)數(shù)名職員。Egon Zehnder國(guó)際公司合伙人比爾-亨德森(Bill Henderson)表示：“我們經(jīng)常建議跨國(guó)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(yǔ):集體,組織]. These days the turbo-charged growth, global aspirations[渴望,報(bào)負(fù),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(méi)有任何一位白領(lǐng)員工愿意離開(kāi)國(guó)外企業(yè)加盟一家本土公司，而現(xiàn)在形勢(shì)發(fā)生了很大的變化。2000年，在獵頭公司Heidrick & Struggles經(jīng)手的中國(guó)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(dá)60%到70%。Heidrick & Struggles公司合伙人史蒂夫-穆林杰(Steve Mullinjer)表示，中國(guó)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(jí)顧問(wèn)最近跳槽到Heidrick的一客戶(hù)公司擔(dān)任財(cái)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(mǎn)] 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(guó)經(jīng)理人普遍認(rèn)為，為本土企業(yè)工作意味著他們將承擔(dān)更重要的責(zé)任，并做出更大的貢獻(xiàn)，也許這正是34歲的伍賢勇離開(kāi)寶潔加盟李寧公司的最主要原因。2004年，伍賢勇離開(kāi)了工作了9年之久的寶潔，加盟李寧公司擔(dān)任主管營(yíng)銷(xiāo)的副總裁，此外他還負(fù)責(zé)李寧公司的國(guó)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(tái)。我并不僅僅負(fù)責(zé)管理一個(gè)品牌，我還負(fù)責(zé)體育營(yíng)銷(xiāo)、比賽、公關(guān)乃至研發(fā)。事實(shí)上，李寧公司擁有一支完全國(guó)際化的團(tuán)隊(duì)，其主管銷(xiāo)售的副總裁來(lái)自于雅芳，主管鞋類(lèi)的副總裁來(lái)自于耐克，首席財(cái)務(wù)長(zhǎng)則來(lái)自于路透集團(tuán)。
Much of the shift[改變,轉(zhuǎn)變] stems from[來(lái)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(guó)際化是促成這一轉(zhuǎn)變的最主要原因，聘請(qǐng)具有跨國(guó)企業(yè)工作經(jīng)驗(yàn)的高級(jí)主管有助于中國(guó)企業(yè)進(jìn)軍國(guó)際市場(chǎng)。例如，為了更好的完成擴(kuò)張計(jì)劃，中國(guó)第二大零售商國(guó)美電器今年1月聘請(qǐng)前摩根斯坦利合并與收購(gòu)團(tuán)隊(duì)副總裁翁賢偉(音譯)擔(dān)任首席戰(zhàn)略長(zhǎng)兼財(cái)務(wù)指導(dǎo)。翁賢偉表示：“當(dāng)一家公司發(fā)展到一定規(guī)模時(shí)，應(yīng)當(dāng)考慮的并不僅僅是在哪里開(kāi)設(shè)下一家分店?！蔽藤t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(tuán),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(guó)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(bǔ)經(jīng)濟(jì)上的損失。隨著越來(lái)越多中國(guó)私營(yíng)公司計(jì)劃赴海外上市，這一趨勢(shì)將得到延續(xù)。例如，鄧康明離開(kāi)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(kāi)日本軟銀基礎(chǔ)基金加盟盛大后薪酬減少了35%，她說(shuō)：“盛大吸引我的并不是薪酬，而是發(fā)展機(jī)會(huì)?！?BR> Yet salary can play a role in many searches, especially for sought-after talents such as finance. One veteran[有經(jīng)驗(yàn)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(mén),活門(mén)] 1 maker.
當(dāng)然，要吸引人才加盟，薪酬也是一個(gè)非常重要的因素，這一點(diǎn)在人才緊缺的財(cái)經(jīng)領(lǐng)域尤為明顯。例如，據(jù)Heidrick & Struggles公司稱(chēng)，一家國(guó)外銀行和兩家本土企業(yè)為招聘一位中國(guó)銀行的資深人士展開(kāi)激烈爭(zhēng)奪，從而這位資深人士的薪酬在6個(gè)月內(nèi)由7萬(wàn)美元增至18萬(wàn)美元。目前，這位資深人士在一家本土閥門(mén)廠商擔(dān)任首席財(cái)務(wù)長(zhǎng)。
China's state-owned[adj.國(guó)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(xiǎn)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(guó)國(guó)有企業(yè)也不惜付出重金。例如，中國(guó)第二大人壽保險(xiǎn)公司平安保險(xiǎn)從加拿大帝國(guó)商業(yè)銀行和美國(guó)國(guó)際集團(tuán)聘請(qǐng)了多位經(jīng)理人，平安保險(xiǎn)為這些管理人支付的薪酬比原來(lái)普遍高出了50%。不久前，平安保險(xiǎn)剛剛聘請(qǐng)了一位在一家國(guó)際銀行有五年工作經(jīng)驗(yàn)的經(jīng)理人，年薪高達(dá)6.5萬(wàn)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(dòng)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(guó)企業(yè)還瞄準(zhǔn)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(kāi)發(fā)和戰(zhàn)略規(guī)劃的副總裁趙瑞林(音譯)都來(lái)自于海外。其中，邁克爾-張?jiān)跒镚uidant公司工作的四年時(shí)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?，F(xiàn)在趙瑞林是Microport公司主管業(yè)務(wù)開(kāi)發(fā)和戰(zhàn)略規(guī)劃的副總裁，目前的年薪為6萬(wàn)美元，僅僅相當(dāng)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(dān)著更大的責(zé)任，本年度銷(xiāo)售額有望翻三翻，將達(dá)到3千萬(wàn)，這會(huì)彌補(bǔ)減少的薪酬，為這家公司工作非常有趣。”現(xiàn)在我和銀行家，私營(yíng)業(yè)主，律師和會(huì)計(jì)師都有業(yè)務(wù)往來(lái)。
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(guó)企業(yè)尋求人才的內(nèi)驅(qū)力發(fā)展成為跨國(guó)企業(yè)和本土企業(yè)尋求中高級(jí)管理人才的高潮。一招聘者估計(jì)在國(guó)有企業(yè)里，總經(jīng)理年薪將達(dá)到三十萬(wàn)元，并且有房有車(chē)，然而具有同等能力的中層管理人員只有七萬(wàn)元或多一點(diǎn)。據(jù)香港伯樂(lè)管理有限公司統(tǒng)計(jì)，為留住人才，員工工資每年增長(zhǎng)13%至14%是必要的，然而，為吸引人才，一些單位會(huì)以漲20%至30%。伯樂(lè)公司總經(jīng)理Louisa Wong Rousseau.女士說(shuō)，現(xiàn)在中層管理人才市場(chǎng)也非常熱門(mén)。
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(guó)經(jīng)濟(jì)的高速增長(zhǎng)，這一趨勢(shì)并不會(huì)停止。麥肯錫預(yù)測(cè)，未來(lái)五年內(nèi)中國(guó)將需要7.5萬(wàn)名合格的高管，而目前卻不足5000名。因此，只要跨國(guó)公司還在中國(guó)培養(yǎng)本土管理人才，中國(guó)本土競(jìng)爭(zhēng)者對(duì)于人才的爭(zhēng)奪就不會(huì)停止。
中國(guó)企業(yè)正積極從跨國(guó)公司挖掘高級(jí)主管。
By just about any measure, Aaron Tong was a success. He was pulling down[掙錢(qián)] $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(biāo)準(zhǔn)衡量，亞倫-童(Aaron Tong)都是一個(gè)成功的人物。他曾經(jīng)擔(dān)任摩托羅拉手機(jī)部門(mén)中國(guó)區(qū)高級(jí)經(jīng)理，年薪高達(dá)10多萬(wàn)美元，此外他還在新加坡和美國(guó)工作過(guò)一段時(shí)間。但在兩年前，當(dāng)電視和手機(jī)制造商TCL詢(xún)問(wèn)亞倫-童是否愿意接受副總裁一職時(shí)，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(shí)年42歲的他說(shuō)：“TCL給了我一個(gè)極具挑戰(zhàn)性的工作，同跨國(guó)公司相比，在中國(guó)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(guó)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(guó)公司跳槽到中國(guó)企業(yè)的中國(guó)經(jīng)理人。例如，盛大總裁唐駿曾擔(dān)任微軟大中華區(qū)總裁；聯(lián)想企業(yè)通信部門(mén)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(guó)網(wǎng)通以及華晨汽車(chē)則從麥肯錫、科爾尼以及波士頓咨詢(xún)集團(tuán)挖來(lái)數(shù)名職員。Egon Zehnder國(guó)際公司合伙人比爾-亨德森(Bill Henderson)表示：“我們經(jīng)常建議跨國(guó)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(yǔ):集體,組織]. These days the turbo-charged growth, global aspirations[渴望,報(bào)負(fù),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(méi)有任何一位白領(lǐng)員工愿意離開(kāi)國(guó)外企業(yè)加盟一家本土公司，而現(xiàn)在形勢(shì)發(fā)生了很大的變化。2000年，在獵頭公司Heidrick & Struggles經(jīng)手的中國(guó)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(dá)60%到70%。Heidrick & Struggles公司合伙人史蒂夫-穆林杰(Steve Mullinjer)表示，中國(guó)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(jí)顧問(wèn)最近跳槽到Heidrick的一客戶(hù)公司擔(dān)任財(cái)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(mǎn)] 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(guó)經(jīng)理人普遍認(rèn)為，為本土企業(yè)工作意味著他們將承擔(dān)更重要的責(zé)任，并做出更大的貢獻(xiàn)，也許這正是34歲的伍賢勇離開(kāi)寶潔加盟李寧公司的最主要原因。2004年，伍賢勇離開(kāi)了工作了9年之久的寶潔，加盟李寧公司擔(dān)任主管營(yíng)銷(xiāo)的副總裁，此外他還負(fù)責(zé)李寧公司的國(guó)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(tái)。我并不僅僅負(fù)責(zé)管理一個(gè)品牌，我還負(fù)責(zé)體育營(yíng)銷(xiāo)、比賽、公關(guān)乃至研發(fā)。事實(shí)上，李寧公司擁有一支完全國(guó)際化的團(tuán)隊(duì)，其主管銷(xiāo)售的副總裁來(lái)自于雅芳，主管鞋類(lèi)的副總裁來(lái)自于耐克，首席財(cái)務(wù)長(zhǎng)則來(lái)自于路透集團(tuán)。
Much of the shift[改變,轉(zhuǎn)變] stems from[來(lái)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(guó)際化是促成這一轉(zhuǎn)變的最主要原因，聘請(qǐng)具有跨國(guó)企業(yè)工作經(jīng)驗(yàn)的高級(jí)主管有助于中國(guó)企業(yè)進(jìn)軍國(guó)際市場(chǎng)。例如，為了更好的完成擴(kuò)張計(jì)劃，中國(guó)第二大零售商國(guó)美電器今年1月聘請(qǐng)前摩根斯坦利合并與收購(gòu)團(tuán)隊(duì)副總裁翁賢偉(音譯)擔(dān)任首席戰(zhàn)略長(zhǎng)兼財(cái)務(wù)指導(dǎo)。翁賢偉表示：“當(dāng)一家公司發(fā)展到一定規(guī)模時(shí)，應(yīng)當(dāng)考慮的并不僅僅是在哪里開(kāi)設(shè)下一家分店?！蔽藤t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(tuán),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(guó)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(bǔ)經(jīng)濟(jì)上的損失。隨著越來(lái)越多中國(guó)私營(yíng)公司計(jì)劃赴海外上市，這一趨勢(shì)將得到延續(xù)。例如，鄧康明離開(kāi)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(kāi)日本軟銀基礎(chǔ)基金加盟盛大后薪酬減少了35%，她說(shuō)：“盛大吸引我的并不是薪酬，而是發(fā)展機(jī)會(huì)?！?BR> Yet salary can play a role in many searches, especially for sought-after talents such as finance. One veteran[有經(jīng)驗(yàn)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(mén),活門(mén)] 1 maker.
當(dāng)然，要吸引人才加盟，薪酬也是一個(gè)非常重要的因素，這一點(diǎn)在人才緊缺的財(cái)經(jīng)領(lǐng)域尤為明顯。例如，據(jù)Heidrick & Struggles公司稱(chēng)，一家國(guó)外銀行和兩家本土企業(yè)為招聘一位中國(guó)銀行的資深人士展開(kāi)激烈爭(zhēng)奪，從而這位資深人士的薪酬在6個(gè)月內(nèi)由7萬(wàn)美元增至18萬(wàn)美元。目前，這位資深人士在一家本土閥門(mén)廠商擔(dān)任首席財(cái)務(wù)長(zhǎng)。
China's state-owned[adj.國(guó)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(xiǎn)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(guó)國(guó)有企業(yè)也不惜付出重金。例如，中國(guó)第二大人壽保險(xiǎn)公司平安保險(xiǎn)從加拿大帝國(guó)商業(yè)銀行和美國(guó)國(guó)際集團(tuán)聘請(qǐng)了多位經(jīng)理人，平安保險(xiǎn)為這些管理人支付的薪酬比原來(lái)普遍高出了50%。不久前，平安保險(xiǎn)剛剛聘請(qǐng)了一位在一家國(guó)際銀行有五年工作經(jīng)驗(yàn)的經(jīng)理人，年薪高達(dá)6.5萬(wàn)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(dòng)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(guó)企業(yè)還瞄準(zhǔn)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(kāi)發(fā)和戰(zhàn)略規(guī)劃的副總裁趙瑞林(音譯)都來(lái)自于海外。其中，邁克爾-張?jiān)跒镚uidant公司工作的四年時(shí)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?，F(xiàn)在趙瑞林是Microport公司主管業(yè)務(wù)開(kāi)發(fā)和戰(zhàn)略規(guī)劃的副總裁，目前的年薪為6萬(wàn)美元，僅僅相當(dāng)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(dān)著更大的責(zé)任，本年度銷(xiāo)售額有望翻三翻，將達(dá)到3千萬(wàn)，這會(huì)彌補(bǔ)減少的薪酬，為這家公司工作非常有趣。”現(xiàn)在我和銀行家，私營(yíng)業(yè)主，律師和會(huì)計(jì)師都有業(yè)務(wù)往來(lái)。
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(guó)企業(yè)尋求人才的內(nèi)驅(qū)力發(fā)展成為跨國(guó)企業(yè)和本土企業(yè)尋求中高級(jí)管理人才的高潮。一招聘者估計(jì)在國(guó)有企業(yè)里，總經(jīng)理年薪將達(dá)到三十萬(wàn)元，并且有房有車(chē)，然而具有同等能力的中層管理人員只有七萬(wàn)元或多一點(diǎn)。據(jù)香港伯樂(lè)管理有限公司統(tǒng)計(jì)，為留住人才，員工工資每年增長(zhǎng)13%至14%是必要的，然而，為吸引人才，一些單位會(huì)以漲20%至30%。伯樂(lè)公司總經(jīng)理Louisa Wong Rousseau.女士說(shuō)，現(xiàn)在中層管理人才市場(chǎng)也非常熱門(mén)。
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(guó)經(jīng)濟(jì)的高速增長(zhǎng)，這一趨勢(shì)并不會(huì)停止。麥肯錫預(yù)測(cè)，未來(lái)五年內(nèi)中國(guó)將需要7.5萬(wàn)名合格的高管，而目前卻不足5000名。因此，只要跨國(guó)公司還在中國(guó)培養(yǎng)本土管理人才，中國(guó)本土競(jìng)爭(zhēng)者對(duì)于人才的爭(zhēng)奪就不會(huì)停止。