Tag Archives: RMG

Dealing with Stress in the Year of the Monkey

CRI It could be that the economy is booming and there’s pressure to drive a better car, live in a better house and wear more expensive clothes. It could also be the case that the economy is tanking and there is pressure to stay put and maintain a quality of life. There is even a possibility your family is encouraging you to “take it easy” and “have a rest”, even though this may not be practical. It is hard to dispute that in modern China, competition and pressure abound. In this edition of career builder, we address a number of issues surrounding:
  1. Pressure, what is reasonable, and when does it become stress?
  2. Should we take drastic action to deal with pressure and stress?
  3. Is pressure and stress part of the normal pattern of working life?
  4. What can we do to relieve stress?
  5. What are the benefits or relieving stress?

Read more ...

Sensible exit management gives edge over rivals


As a provider of human resources consulting services, I have been helping solve related issuesfor thousands of HR professionals and employers in the past 15 years.

Unexpectedly, the most nerve-wracking issue is neither about recruitment nor managingemployees’ productivity which we often mention. It is about how to have a professional employeeexit management to maximize the benefit a company could get from its former employees andminimize the potential damage they might cause.

The importance of employee exit management has often been ignored by many enterprises asthey mistakenly take the completion of its employee’s termination procedure as the end point oftheir relationship.

In fact, your employees’ leaving does not mean they could not have any more influence on yourcompany; the potential effects they could cause to you are enormous, in terms of cost saving,company brand building, profit recreating, etc.

Many employers withhold documents, charge penalties, block work-related information, revokesocial insurance, and so on, all to set numerous barriers to an employee’s exit process, designedto either retain or retaliate against the exiting employee.

Yet, sharp-sighted employers, by comparison, would always choose to make their employee exitprocess as humane as possible since they are able to foresee the negative impact an angryemployee could have on other staff internally as well as the damage it might do to a company’sreputation externally.

An example could be the damage caused to Asus by WeiqiXie’s resignation, when he sent an e-mail to the entire manufacturing department and disclosed the nonfeasance of Asus’s high-levelpersonnel that dramatically ruined Asus’s brand image.

Being defensive about employee’s separation application does no good to your company asemployee turnover is inevitable. The smart choice to make would be setting a sincere exitinterview to dig out the weaknesses of your company and make sure that you treat your leavingemployees in the normal way, until their offboarding procedure finishes.

Having a humane leaving procedure is only the first stage of employee exit management.Keeping an intimate relationship with former employees after their departure is even morecrucial.

McKinsey & Company is famous for its well-known “McKinsey Alumni”, which is a rosterrecording the details of all employees who had left.

Another example is Bain & Company’s exit staff management story. Bain & Co not only has adatabase recording the information of over 2000 former employees but a supervisor in the HRdepartment to track its old employees’ career development and update the databaseaccordingly.

Last but not least, whether your company has a friendly rehiring policy and an open mind to bringpeople back－that is another indicator of your performance on employee exit management.

According to research into the Fortune 500 companies, those who are re-employed are 40-50percent more efficient at work compared with their first-time-hired peers. The Fortune 500companies are able to save $12 million in annual costs on average by bringing formeremployees back.

To read the original article, please click: http://www.chinadaily.com.cn/business/2015-12/14/content_22707046.htm 

9个建议帮助公司人建立职场个人品牌 9 Career Tips for your Personal Brand Building

personal brand

“我在知乎上有20万粉丝。”作为一家创业公司的 CFO，吴桐在和投资人见面时常常拿这个作为话题，而 对方往往会对他这个“新身份”感到好奇，也因此对吴桐 和他的公司表现出更多兴趣。

在加入这个创业公司之前，这位上海财经大学的毕 业生先后做过4份和财务相关的工作，也参与了不少审计、尽职调查、财务分析、融资上市等工作。2012年，他 开始玩知乎，回答了比如“阿里巴巴为什么不在中国内 地上市”“哪些原因让人离开四大”等热门话题。“因 为之前那几段多样化的工作经历，让我在回答财务问题 的时候，不光站在会计的角度，也站在经营的角度去谈 自己的观点。”

半年之后，吴桐收获了第一批粉丝，其中不乏创业 者和金融从业者。这让他意识到，原本作为兴趣的分享 行为正在帮助自己建立起一个个人品牌。

什么是个人品牌？拿最近很红的电视剧《琅琊榜》 的故事就能解释。主角梅长苏因心思缜密、擅长谋略在 琅琊榜上位居榜首，太子和誉王听到了关于他的传闻， 为了增加自己最终获得皇位的可能，在还未与梅长苏见 面的情况下，就争相将其纳入麾下。你可以这么理解， 梅长苏用12年的时间在江湖上建立了自己的个人品牌。 放到现在这个社交化的现代职场来看，公司人建 立个人品牌的意识也正变得越来越强烈。“中国的老一辈，比如四五十岁左右的人，他们的概念主要还停留在‘我是集体的一部分’。而如今从年轻人身上可以看到 的是，每个人都认为自己是不一样的，且都希望自己很 重要。”Ruben van den Boer是人力资源咨询服务公司罗 迈国际（RMG Selection）的高级顾问，在他看来，个人品 牌在国外已经比较普遍，某一些专精尖人才愿意且有 意识地展示自己，形成个人风格和知名度。而在中国， 一个很明显的特点是，年轻一代的公司人希望把自己的 所知所得展现出来，并渴望获得认可。

促使这种意愿变得强烈的另一个原因是，如今建立个人品牌的途径变得便捷了许多。信息传播渠道的发 展让吴桐这样乐于分享的人不再需要向行业期刊或媒 体投稿，取而代之的，是博客、微博、微信，以及各类信 息交流网站，这些互联网渠道都加速了信息传播的速度 和广度，让公司人可以随时分享自己的观点，也利于受 众聚集。

这种现象带来的问题是，越来越多的信息在平台上共享，能不能吸引别人的关注，主要取决于你的内 容。“大量信息集中式地生产，让人们觉得自己不是缺 少信息，而是需要有人来告诉他们哪些信息更有价值， 这个时候，个人品牌能起到一些作用。”海底捞首席品 牌官陈祺告诉《第一财经周刊》。

除了让自己变成各类社交媒体上的知名帐号，线 下参加行业论坛、研讨活动等也是打造个人品牌的一 种方式。在这个社交时代，人们已经不仅仅满足于线上 交流，尤其是出于拓宽人脉的目的，更多人愿意在线下 面对面地交流和探讨，因此，如果你有心关注自己的行 业，就会知道各种大小规模的活动正在你的身边发生，

参与这些活动，有机会的情况下适当地发表一些自己的观点和看法，个人品牌也会因此建立起来。 这样做的好处首先在于，随着个人品牌知名度的提升，你的有效人脉会越积越多。特斯拉的HR钱前就在 “在行”上认识了不少创业者，而这些有想法的创业者 有可能成为钱前未来面试的候选人。吴桐通过知乎结 识了一批数据统计类人才及金融界的同行，他所在的公 司目前正在和知乎上他的一位关注者合作共享一个数 据统计模型。

建立个人品牌也会促使你不断提升自己。钱前的经 验是，如果你把一个很专业化的东西与人分享，或许还 会牵涉到一些跨行业的知识，就像如今餐饮O2O不仅 要懂餐饮还要懂物流，当她遇到这样的咨询者时，她就 需要提前做很多功课，了解对方的行业，才能帮助对方 选择人才、使用人才。

如今，个人品牌正在成为公司人越来越重要的职 场竞争力，它会给你带来更多的发展机会。钱皓原先在 咨询公司工作，因为对互联网风投产生了兴趣，便开始 浏览这方面的信息，同时在微博上做笔记、分享观点。 3年的坚持，让他在微博上有了23万粉丝，也使他完成了 从咨询到创投圈的转型。“应聘之前老板就看了我的微 博、微信账号，这些对我的求职自然是有利的。”如今 钱皓是晨兴资本的投资经理，他会经常利用自己的个人 账号帮晨兴做一些信息分享。

越来越多的例子向我们证明，经营好自己的职业 形象、建立自己的个人品牌已经成为增加公司人职业竞 争力的重要加分项，别人在提到你时会给你贴上哪些 标签也决定了你在人才市场的价值是多少。


1   专业性更强的职能更容易做好个人品牌

行业间的差别是不大的，无论你身处热门行业还 是冷门行业，只要 你的观点独特、理 解深刻、有创造 力，能给别人带来有效信息，就有可能成为别人认可的 “行家”。吴桐甚至认为，在一些冷门领域里，有质量 的观点更容易让公司人建立自己的品牌号召力。

Ruben van den Boer认为，比起行业差异，职业间的 差异或许更值得探讨。相较而言，面向市场、客户这样对个人能力和经验要求更高的职能更容易建立职业品 牌，比如营销、销售、市场等岗位，另一方面，技术为主 的职能也容易让公司人成为icon，当然前提是你要够专 业，且能提供新视角。

2  除了专业和职业，还有其他因素

在建立个人品牌时，你的专业和职业固然重要，并 且可能占了非常主要的因素，但 从另一个角度来说，你的兴趣和知识面、审美和趣味、是否有创造力、做 事风格等等都可能成为你个人品牌的一部分。

3  最好从中层开始

建立个人品牌这件事是有风险的，对于刚入行的职 场新人来说，贸然在公共平台或场合发表自己的观点 并不一定是件好事，反倒可能给人留下不成熟的印象。 “对于入门级职场人，还是应该先积累3至5年，有了一 定经验和成就之后，个人品牌才更有说服力。”Boer给 出这样的建议。

发展到公司中层之后，因为工作内容涉及到组织运 行、公司策略、人员管理，这使得公司人的视野会更广 阔，对于行业内的积累也已丰富，并开始接触到很多跨 行业的知识，这些经验和眼界更能使公司人得到其他 人的信服和认可。

大量信息集中式地生产，让人们觉得自己 不是缺少信息，而是需要有人来告诉他们 哪些信息更有价值。这时，个人品牌能起 到一些作用。

4  而职场新人可以先在公司内建立自己的个人品牌

如果你能像前文提到的几位公司人一样，凭借自己 的专业知识储备在行业中建立口碑固然好，若你还未能 具备这样的能力，其实在自己的工作环境中也可以打造 个人品牌，一些外企把这称为credit，它取决于你的做事 态度、个性、能力、创造力等。它可能最后体现在：当你 的同事想到你时，他们的印象是“这人做事靠谱”还是 “他做事马虎且没有创造力”……

5  把内容放在效率更高的平台

钱皓从2012年开始在微博上分享内容，但到了2013 年，他开始把重心转移到微信上，这比很多同行都早了 一步。“因为我发现人们迁移社交平台背后的核心其实 就是获取信息的效率，哪个平台获取信息效率更高，大 家就往哪里迁移。”正是看准了这点，钱皓预感到微信 或许能取代微博解决信息爆炸后的效率问题。“好的内 容加上好的渠道，才能更有影响力。”

6  哪些内容是值得分享的？

对于公司人来说，经营个人品牌就和做产品经理 一样，要清楚自己的受众是谁？你要向他们传达哪些信 息？如何体现你的差异化？“如果你希望这个领域有更 多人了解你，就多看看这个领域的人都在关心些什么； 如果你希望推动自己有更好的职业发展，就需要多推 一些对所在行业的深度思考。”钱皓的头两份工作是在 咨询行业的两家大公司，之后他去了腾讯做QQ团购的产品经理，“当时我找到了自己的定位差，因为做咨询 的人没时间打理个人品牌，而和互联网行业的人相比， 我的抽象思考能力可能更强一些，因此我会用咨询公司 的分析方法来分析互联网行业中的问题。”

吴桐一开始预期的受众就是一群没有财务基础的 人，因此他在社交平台上写内容前会更多考虑这些用户 的感受。“我会尽量写得清楚易懂，如果遇到很难理解 的事，会举一些大家好懂的例子。”

7  别占用了你的工作时间

在行业中建立个人品牌多是利用工作之余的时间 和精力来完成，如果因此占用了平时正常的工作时间， 显然不妥。Ruben van den Boer经常会帮企业寻找他们 需要的人才，“企业并不希望看到你花太多时间在社交 网络上更新内容，或是在一些职业平台上更新你的个人 简历。”换句话说，这样做会让你的雇主感觉你是企业 里的不稳定因子。

8  如果还在职场，要知道哪些不能说

公司人在做一些案例分析时，难免会提到自己现在 或曾经的工作经历，这时，请捂好你的雇主、前雇主，包 括合作伙伴的商业机密，不仅如此，薪酬福利、独家技 术、内幕信息、规章制度条例等信息也不适合拿出来放 到公共场合说。

9  职业品牌对发展有利，但也不是万能药

个人品牌会是公司人职业发展上的一个加分项， “我会判断这样的候选人会具备额外资源，这个资源 可能是有效的。”作为HR，钱前认为建立自己的个人品 牌会对公司人工作有所帮助，但也不是决定性因素。

Ruben van den Boer说他在帮助企业招人时，更看 重候选人真正的经验，比如具体做过什么项目，获得了 哪些工作成就。而这个人在行业内是否有知名度，只能 作为一个锦上添花的参考项。


  1. 积累行业相关的人脉 了解或关注你个人品牌的人， 往往是对你所在的行业感兴 趣，或是本身就是你的同行。
  1. 提升能力和经验 与同行多交流能让你接触到 很多自身工作中无法碰到的 案例，这些案例有时可以打开 你的视野，帮助公司人积累不 少实践经验。
  1. 带来更多的发展机会 建立个人品牌，换句话说就是 在行业里建立信任度，若别人 提到你时，想到的是专业、创 造力、踏实等关键词，那么谁 不愿意和这样的人合作呢？
  1. 综合能力的提升

建立个人品牌对公司人的信 息收集能力、写作能力、快速 学习能力都有很高的要求，有 时还需要有演讲能力。

Career Builder – Impacts of Economic Slowdown on Recruitment Market





  • Nothing beats experience.



Career Builder-Graduates’ Employment

graduates employment

Whilst most of the enterprises have finished their campus recruitment, the graduate employment has become one of the most popular topics in the current recruitment market. With the release of Recruitment Insider Q2 Report, RMG has specifically focused on the Problems of Graduates’ Employment.

  1. When it comes to the starting salary level of new graduates, how big of a difference does their education level make?
  • The survey result from RMG’s latest Recruitment Insider Q2 Report suggests that the starting salaries for new graduates have remained in accordance with their education level. 47.4% of bachelor graduates could only get monthly incomes from 3k-5k, while only 22.2%/17.5% of master/PhD graduates were getting this amount of commencing salary.
  • In the 2015 China campus recruitment, most of the graduates with PhD degree could get a starting salary level from 8k-10k, and 40%-50% of Master graduates can get a salary from 5k – 8k. Not surprisingly, it is true that the higher education background you get, the better chance you will get a higher starting salary.

  1. So does it means the individuals with higher education level could always get better jobs for granted?
  • According to our survey result, the top 2 aspects of candidates valued by employers are Professional Knowledge/Skill (64%) and Communication Skill (48%). These are the two factors that really differentiate you from other candidates when you are applying your first job as a new graduate.
  • People do business with people they like, this will always remain unchanged. It’s fair and reasonable for people to have expectations about their starting income that will match their education level. However, since the increasing amount of majors we have today as well as the declining difficulty of getting high levels of education, there is a trend for employers to emphasize more on job seekers’ skill and working competency and less about the education background.
  • There is a limited amount of job categories which are truly requiring a really solid education background. Frequently, people with higher education backgrounds often end up in an awkward position because of their over qualification for most of the job opportunities.

  1. What should the graduates with relatively lower education level do to acquire better career development in China job market?
  • Make your campus life count. A diploma from higher education might be a guarantee for specific knowledge in a major, but it is also significant how the students spend their time during the study. This actually makes huge difference! Use your spare times on gaining relevant experience that could be helpful for your later career, such as taking internships, managing a project or getting a higher academic performance. Those are the experiences you MUST have to justify your ability and future behavior with authentic facts.
  • Work HARD to gain your own future. Companies in China are likely to pay new graduates a relatively lower starting salary, yet you are often given the opportunity to demonstrate what you are capable of and whether you deserve a more important role. Go prove it if you think you are qualified for a better career development. In return, those young professions who have proven themselves will also end up with much higher salary raises.
  • Always be confident. An attitude that is neither too humble nor too pushy is also essential or job interviews.

  1. What other suggestions would you give to the new Chinese graduates for their career development?
  • Lower your expectations. No one could get a dream job without any relevant working experience. As a rookie, you need to go through the necessary dark days to steel yourself to get to the light at the end of the tunnel.
  • Be Prepared! Doing your research to your interview company and the job you are applying for. It is important to find if there is truly a fit between you and the company you intend to apply.
  • Persistency is always a key element for everyone’s success. I had 10 interviews until I got my first internship, and I am convinced it isn’t unusual for any of the young graduate to spend a long time before getting their first desirable job.
  • Give up the idea of pursuing a higher degree of learning if you are doing that for the sake of a better starting income. But do not hesitate to keep on studying if you are pursuing better education background for the aim of learning more in your field.
Listen to the original radio, please go to:  http://english.cri.cn/7146/2015/08/26/3481s893287.htm