人力资源知识_中国企业人力资源行情研究报告2

CAE 2003HRSurveyFindings Contents ResearchBackgroundResearchObjectivesResearchMethodologySampleClassificationBackgroundInformationExecutiveSummaryResearchFindingsConclusionDetailedFindings ResearchBackground HumanResourcesistheessenceofahealthycompany Recruitingtherightpersonforthejobiscrucialtoacompany sperformance invigoratingitandmaximizingefficiency Shanghai China smostprosperouscity attractsmoreandmoreforeigncompaniestoitssoil giantcorporationsandsmallstart upsalike TheydemandprofessionalHRagenciestohelprecruitidealpersonnelandbuildanHRsystem Withaimtounderstandthecurrentneedsandattitudesofforeigncompanies jointventures JVs towardsHRservicesinShanghai inMay2003CBCMarketingResearchundertookacomprehensivestudyofhundredsofforeigncompaniesfromavarietyofsectors TheresearchresultsintendtoguideHRservicecompaniestobetterunderstandingtheirclients needs ResearchObjectives Thisstudycoversthefollowingtopics AwarenessofHRagencies HRagencies headhuntersamongforeigncompanies JVsinShanghaiRateofturnoverinvariousmajordepartmentsAttitudestowardscurrentHRagencies headhuntersSatisfactionlevelsregardingcurrentHRagencies headhuntersCurrentclientretentionandnewclientpotentialforHRagencies headhuntersforC levelrecruiting ResearchMethodology ComputerAidedTelephoneInterviews CATI CitycoverageShanghaiSamplesizeatotalofn 261CATIsurveyswereconductedTargetrespondentsHumanResourcesManagersintheShanghaibranchesofforeigncompanies JVs SampleClassification CompanyownershipJV JointVentureFOP ForeignwhollyownedprivateFOL ForeignwhollyownedlimitedIndustries allCompanyScale Small Medium Large basedonthenumberofemployeesinChina Small Below50employeesMedium 51 300employeesLarge Over300employeesRespondenttypeC level CEO COO CFO CTO CIO etc M Level MiddlemanageriallevelOthertermsDK don tknowAidedresponse apromptedresponse testspassiverecognitiononlyUnaidedresponse anunpromptedresponse testsactiverecognition RespondentCompanies I n 261 Base Allrespondents MorethanhalfofinterviewedcompanieswereFOLs andnearly1 3wereJVs Theyencompassednineindustries TheLightIndustryandConsulting Servicessectorscomposedmorethanhalfofallcompletes Ownership Industry RespondentCompanies II n 261 Base Allrespondents 63 ofrespondentcompaniesemployedover2000staffworldwide 1 3ofthesecompaniesemployedover500inChinaalone EmployeeCountsWorldwide EmployeeCountsinChina ExecutiveSummary AwarenessofCurrentHRAgencies HRAgencies Headhunters NosingleHRagencyorheadhunterdominatestheShanghaimarket LocalHRagencieshavegreaterawarenessthanlocalheadhunters Nearly80HRagencies headhunterswerementionedunprompted 51jobhadthegreatestawareness followedbyZhaopinandFESCO ThreelocalShanghaiagencieshadunaidedawarenessesofaround4 51jobandZhaopinalsoledinaidedawareness awareness 90 ManpowerandStaffServicereceivedrelativelyhigherawarenessamongforeignHRagencies headhunters Largecompanieshadsignificantlyhigherawarenessof 上海经营者人才服务 ShanghaiExecutiveSearchConsulting 科锐咨询 Chinacareer andManpower RateofTurnoverbyPositionandDepartment Technicalstaffhaveahigherrateofturnoverthandepartmentmanagers Onaverage 3 6newdepartmentmanagersarehiredpercompanyperyear Theaveragefortechnicalstaff 13 7positions DepartmentturnoversmixedFinance Administrationdepartmentshadthelowestturnover whileSales Marketingdepartmentshadthehighest JVshadsignificantlylowerratesthanFOPandFOLcompanies However FOPnon Finance AdministrationdepartmentsratesweresignificantlyhigherthanthoseofJVs FOLs Morethan1 3ofHRmanagerswereunclearontheturnoverrateinProduction Engineering andCustomerServicedepartments RecruitmentMethodsEvaluation I Respondentsevaluated4channels recruitmentwebsites recruitmentnewspapers staff friendrecommendations andtheHRservicemarket Theywerebasicallysatisfiedwiththeperformanceofall Staff friendrecommendationsandrecruitingnewspaperswereperceivedasslightlybetterthantheothertwochannels HRmanagersusedifferentrecruitmentmethods channelstorecruitattheC M andTechnicalstafflevels HeadhuntersareusedmorethananyotherHRservicechanneltorecruitC levels However overonethirdofrespondentswerenotinvolvedinC levelrecruitment Only8 ofsmallrespondentcompaniesoftenseekHRagencies headhuntershelprecruitingC levelpersonnel RecruitmentMethodsEvaluation II Postingsonrecruitmentwebsitesandnewspapersare2majorwaystoattractM levelcandidates 29 and21 respectively About1 5ofcompaniesalsorecruitM levelcandidateswiththehelpofHRagencies headhunters 14 ofM levelrecruitscomefrominternalpromotions Technicalstaffarelargelyrecruitedthroughrecruitmentwebsitesandnewspapers 39 and27 ofallchannels respectively Implications HRagenciesandHRagencies headhuntersshouldtakeadvantageofthepotentialmarketinhuntingC levelandM levelpersonnelinmediumandlargeforeigncompanies UsageHabits Attitudes CurrentHRAgencies Headhunters I CIICandFESCOarebothmajormarketplayersintheC andM levelrecruitingmarkets Nevertheless plentyofsmallHRagencies headhuntersalsocompete 39 ofcompaniesuseservicesprovidedbyCIICtorecruitC levels and19 useFESCO NooneHRagency headhunterhasastrongshareofthismarket With67 ofthetotalShanghaimarketshare CIICandFESCOdominatethecity sM levelrecruitingservicemarket SatisfactionlevelsregardingC levelandM levelrecruitingserviceswereaboutthesame MostHRmanagerswere somewhatsatisfied withtheperformanceofcurrentHRagency headhunterpartners UsageHabits Attitudes CurrentHRAgencies Headhunters II WordofmouthamongHRmanagersiscrucialforthesuccessofHRagencies headhunters Friends referrals 46 serveasthemajorchannelforHRmanagerstochoosetheirHRagencies headhunters Businessvisits 37 toHRmanagersalsoinfluencedselectionoftheHRagency headhunter ValuedHRagency headhunterservices ServiceEfficiency isperceivedasthemostimportantquality and OtherValue addedService theleast CommunicationSkills arealsoimportant ConsultingExperience and BrandName arenotasimportant Headhuntersneedtoprovidemorethanjustrecruitmentservices HRmanagersshowedinterestinReferenceCheckingandFollow Upservices CurrentClientRetentionandNewClientPotentialforC levelHeadhunters Theheadhuntermarketisdynamic characterizedbyacombinationoflowcurrentuserloyaltyandhighpotentialfornewfutureclientcooperation About1 3ofcurrentclientsplantochangeheadhuntersinthenearfuture 41 ofcompaniesinterviewedplantobeginusingaheadhunter HRmanagerspreferJVorlocalheadhuntersforC levelrecruiting Nearly2 5ofHRmanagerswouldconsiderJVheadhuntersinthefuture Incombinationwithlocalheadhunters these local entitieshold56 ofthemarketshare Only8 ofHRmanagerswouldchooseforeign whollyownedheadhunters DetailedFindings PartI Awareness UnaidedAwarenessofHRAgencies HRAgencies Headhunters Totaln 261 Base Allrespondents Withoutprompt 42 ofHRmanagerscannotrecallanyHRagencies headhunters Amongthosementioned 51Jobreceivedthemostmentions UnaidedAwareness 51Job前程无忧Zhaopin招聘网FESCO外企服务CAE中消研 HRmarket 人才交流中心S E S C 上海经营者人才服务ShanghaiShen Cai上海申才择业Manpower万宝华Others 3 Don tknow AidedAwarenessofHRAgencies HRAgencies Headhunters Totaln 261 Base Allrespondents Withprompt 51JobandZhaopinhadveryhighawarenessamongrespondents About wereawareofManpowerandStaffService whichhadhigherawarenesslevelsthanotherHRagencies headhunters TotalAwareness Unaided AidedAwareness 51Job前程无忧Zhaopin招聘网S E S C 上海经营者人才服务ShanghaiShen Cai上海申才择业JingYing精英企业管理咨询Chinacae中消研Manpower万宝华StaffService仕达富MRIConferry光辉国际浩竹猎头 PartII RetentionRate NumbersofNewRecruits last12months Totaln 261 Base Allrespondents Onaverage threetimesmoretechnicalstaffthandepartmentmanagerswererecruitedinthepastyear DepartmentManagers 1 3 2 3 6 5 6 6 None TechnicalStaff 1 10 5 10 50 25 50 50 None Averagenumber 3 613 7 TurnoverRatesofVariousDepartments I ManyHRmanagersdidnotknowtheturnoverratesoftheirProduction Engineering andCustomerServiceDepartments TurnoverratesinFinance Administrationdepartmentsarelow Totaln 261 Sales Marketing Engineer ing CustomerService Finance Administration Production Averageturnoverlevelrating 2 492 252 252 222 08 TurnoverRatesofVariousDepartments II Totaln 261 Base Allrespondents AverageScore 5pointscale 1 lowestrateofturnover 5 highest Generally theretentionrateindifferentdepartmentsisneitherhighnorlow fromtheperspectiveoftheirHRmanagers TheturnoverrateinJointVenturesislowest whileitishigherinForeignOwnedPrivatecompanies JV 2 242 081 982 061 88FOP 2 623 343 173 332 15FOL 2 612 282 312 252 19 PartIII RecruitmentMethods RecruitmentMethodsforC levelManagerialStaff Totaln 261 Base Allrespondents AboutonefifthofrespondentcompaniesuseheadhuntersmostoftentorecruitC levelstaff whileonly8 ofsmallcompaniesoftencooperatewithheadhunters MorethanonethirdofHRmanagersdefertoheadquartersintherecruitmentofC levelstaff 88 aredirectlymanagedbyheadquarters HeadhuntersinUse Totaln 55 Base Allthosewhouseheadhunters Therearefourmajortypesofagencies headhuntersonthemarket Foreignagencies headhuntersoccupythelargestmarketshare with54percent JVagencies headhuntersandlocalagencies headhuntershaveequalshares RecruitmentMethodsforMiddle levelManagerialStaff Totaln 261 Base Allrespondents UnlikeforC levels almostallHRmanagersunderstandMiddle levelrecruitment Manyadvertiseonwebsitesandinnewspapers Inaddition nearlyone fifthcooperatewithHRagencies headhunters RecruitmentMethodsforTechnicalStaff Totaln 261 Base Allrespondents Advertisingonwebsitesandnewspaperarethemajorwaystorecruittechnicalstaff Only9 ofrespondentsuseHRagencies headhunters RecruitmentMethods Summary n 261 Thechartclearlyshowsthedistinctionsamongrecruitmentmethodsfordifferentkindsofpersonnel HRagencies headhuntersRecruitmentwebsitesRecruitmentnewspapersStaff friendrecomm ChosenbyheadquartersInternalPromotionHRMarketDK C levelM levelTechnicalstaff Base Allrespondents n 261 n 261 SatisfactionregardingtheRecruitmentChannelsExcludingHRagencies headhunters Totaln 261 Base Allrespondents AverageScore 5pointscale 1 VeryDissatisfied 5 VerySatisfied HRmanagersarebasicallysatisfiedwiththerecruitmentchannelstheyuse Staff friendrecommendations and Recruitmentnewspapers areasperceivedbetterthantheothertwo PartIV SearchServicesUsageHabits CurrentCooperationswithHRAgencies Headhunters n 54 Base Allthosewhouseheadhuntertorecruitspecificpersonnel MorecompanieschoseCIICandFESCO CIICandFESCOarethekeymarketplayersforbothC levelandM levelrecruiting Nevertheless plentyofsmallHRagencies headhunterscompeteinthemarket CIICFESCOConferryOther 2 DK C levelM level n 48 Note BaseforTechnicalStafftoosmallforinclusion CIICFESCOConferryZhaopin培英 PeiYing 斯科 SiKe Other 2 DK CurrentHRAgency HeadhunterPartnersSatisfaction SatisfactionlevelsofC levelandM levelrecruitingservicesarealmostthesame MostHRManagersaresomewhatsatisfiedwiththeperformanceofcurrentpartnerHRagencies headhunters AverageRating 3 93 9 n 54 C levelM level n 48 Base Allthosewhouseheadhunterstorecruitspecificpersonnel ChannelsUsedtoFindCurrentHRPartners n 70 Base Allthosewhocurrentlyuseaheadhunter Friends referralsmostimpactHRmanagers selectionoftheirHRagencies headhunters BusinessvisitsfromHRagencies headhuntersalsoinfluenceselection Friend sReferral BusinessVisit Website Email Advertisement Paper PersonalRelationship RankingofImportantHeadhunterAttributes ServiceEfficiencyisperceivedasmostimportant andOtherValue addedServicetheleast Co