导读：近日，世界ERC组织研讨会（WORLDWIDE ERC）在中国上海龙之梦万丽酒店成功举办，本次研讨会议题 “大师系列：聚焦大中国区人才转移趋势”。
近日，世界ERC组织研讨会（WORLDWIDE ERC）在中国上海龙之梦万丽酒店成功举办，本次研讨会议题 “大师系列：聚焦大中国区人才转移趋势”。围绕跨国企业进驻在中国、香港和台湾区域，人才交流的难点问题，通过人才引进流程、相关政策变化、收入变化、住房安置和安全因素等话题展开研究分享，并围绕人才流动系列案例进行圆桌论坛互动环节。
HR Trends, Challenges and Solutions of Moving People in Asia
HR Trend of Moving People in Asia
Impact of Cross-border Investment on Talents Migration
Asian countries have seen a rapid growth of mutual investment in recent years.
Unlike bilateral trade, the flow of capital and industries are driving the moving of people within the region at an unprecedented pace. As Asia rises as a center for cross-border investment and industry integration, the migration of people is set to become a dominant trend in the upcoming years.
Changes of Talents Moving Destinations and Talents Moving Frequency between Emerging Asian Countries and Developed Economies.
Emerging Asian economies, notably China, India and Indonesia, will develop into regional hubs for moving talents both in and out. While developed economies, such as Japan, South Korea and Singapore, are expected to see flat or even contracting flow of people on relative terms.
How Does Talents Movement Affect Different Asian Countries?
---Considering Management Improvement, Science & Technology Communication and Talents Competition.
Looking forward, the talents in the developed Asian economies will be drawn to emerging economies, seeking more opportunities and greater growth potential. This immigration trend will level up the overall management and technical know-hows in Asia. However, in the meantime, the less developed economies will continue to face competition from acquiring high-end professionals from developed and emerging economies.
In regard to China, we have long observed the incoming of Taiwanese, Singaporean and Malaysian professionals. As Chinese internet companies expand to India, a small number of Chinese professionals are also moving to India very recently. Besides, a large number of construction practioners are pouring into the world where infrastructures are less developed, Asian countries included.
At the same time, in India and Philippines, tech and management professionals have long outflowed to developed countries. But in recent years, we have also observed the inception of Indian professionals in the pharmaceutical and software industries immigrating to mainland China.
The Influence of “One Belt One Road” Initiative on HR Movement in Asia
The continuous implementation of China’s ‘One Belt, One Road’ initiative will draw more and more Asian countries to a China-centered cross-border investment heatwave, accompanied with trade and moving of people on a vast scale.
In this process of Chinese industries expanding outwards, we will see Chinese management and engineering flowing to Asian countries along the route and beyond. Also, this initiative will draw Asian professionals to China for training and various skills-enhancing programs, promoting better mutual communication and collaboration.
China Becomes The Center of Asian HR Movement and Exchanges
China has become a popular destination for the moving of international professionals in Asia, not only judged by its scale, but also by its complex nature.
To name a few, expats moving to China have seen a diverse portfolio that includes management of multinational corporations, foreign teachers, international students, mid-level managers, skilled workers, as well as top tech professionals.
Many MNCs pivot to China’s vast domestic market by relocating its Asian-Pacific headquarters to megacities like Beijing and Shanghai, and with this their staffs.
In addition, China continuously to attract oversea Chinese students back home for employment or entrepreneurship. This trend has been under current for more than a decade and will be more prominent in the years to come.
A recent 2016 survey done by PwC indicates that, with the evolving dynamics of the Chinese economy and labor market, more Chinese are prone to return China after studying or working aboard. As for the employers, 61% correspondents predict to hire more oversea Chinese in the next two years. Oversea Chinese are favored for their linguistic capabilities (65%), the transfer of knowledge and capabilities (62%), and familiarity with the Chinese culture (59%). As for their salary, 32% correspondents say it will be on par with locals, but 23% correspondents are willing to pay them as an expatriate. The survey also reveals that oversea employees are mostly appointed to mid (77%) or senior (39%) management positions
Summary of Part I
In summary, the moving of people in Asia is getting more dynamic, diverse and complex, for the abovementioned reasons. Also, Asian countries, especially southern Asia and ASEAN countries are undergoing profound changes:
The transfer of industries in Asia, the implementation of ‘One Belt, One Road’ Initiative, and the revival of Asian infrastructures, are driving the moving of people from different backgrounds, professionals and seniorities in the region. The flow of people is set to be two-way or even multi-directional in the future.
If we solely consider the scale and complexity of Chinese people moving during the Spring Festival, we can grab a good picture of the moving of people between China and South Asia and ASEAN countries.
Last but not least, on a micro level, we will also see populous Asian countries such as India and Indonesia with unbalanced economic development to undergo large-scale, and active moving of people within their vast borders.
Challenges, Opportunities and Solutions
Differences of Law and Regulations: Asian countries share different law and standards on their entry of foreign professionals, payroll, social welfare, labor rights, and taxation of individual income, etc. Currently, Asian countries are in lack of bilateral or multilateral agreements on those key issues, which might be attributed to the different states of development of Asian countries.
Culture Differences: as Asian countries share different history, religious and culture backgrounds, the active moving of people will inevitably result in some conflicts.
Languages and Communication Obstacles: Language barriers pose a great challenge for Japanese, South Koreans, as well as Chinese professionals in integrating with rest of Asia. Generally, the linguistic capabilities of professionals in mainland China constrains the move of people in the outbound investment wave.
Gaps of Payroll and Benefits: The payroll and employee benefits in Asian countries can differ greatly. And payroll systems like two-tier payroll system or payroll localization merit further consideration.
Case Study: The recent push for payroll localization has confronted difficulties. From the 2016 PwC survey, 49% correspondents claimed that they have localized the payroll for some positions. But a stunning 73% correspondents admitted that less than 10% of expatriates welcome this payroll adjustment. Notably, 38% correspondents agree that China is where most difficulties are presented for payroll localization, with India following behind (16%). Similar results were also concluded in another PwC done in Singapore.
Stringent HR Budget for Cross-Border HR Movement: While MNCs from developed Asian economies such as Japan and Singapore tend to allocate abundant budget for corporate immigration and so forth, MNCs from emerging economies, especially China, are often in great shortage of such funds.
For example, some newly rising private Chinese companies or even public listed companies exhibit a lack of vision, planning and strategy for acquiring, training, and relocating qualified expatriates. Even worse, though some companies are willing to pay generously to expatriates, they are reluctant to invest on relocating-related programs, such as children education, additional infrastructures and benefits.
HR Supply Chain Management and Outsourcing Capabilities: The immigration of expatriates involves the transfer of payroll and benefits, relocation, taxation, visa and education of their children, this complex subject goes beyond a seemingly straightforward dispatch process.
Investing in an unfamiliar country poses great challenges on the management expertise of MNCs. The Human Resources of a MNC need to develop capabilities to manage oversea employees. Besides, as oversea relocation involves third-party agencies, they need to carefully solicit and collaborate with the right third-party outsourcing agency. The question is: are those MNCs readily prepared?
Summary of Part II
The move of goods, technology and capital goes along with the moving of people. And the moving of people is of inherent complex nature, and requires exhaustive efforts and work.
Humans have desires and needs. Each has his own narrative of history, education, culture, family, customs and habits. These factors will play out differently in the moving of people across Asia, a continent of great number of nations, religions and ethnics.
I believe those are the issues lingering in the minds of our guests and HR professionals. My brief speech only elaborated on the tip of some profound topics. I pointed out the problems, challenges and opportunities that we are facing. However, I do not have reassuring solutions to those problems and challenges. Hereby I’d like to extend my thoughts and discuss with you on those interesting topics.