世界ERC组织研讨会成功举办，盈科外服总裁叶小培受邀发表英文演讲

       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。

本次世界ERC组织研讨会成功邀请到了盈科外服总裁叶小培先生，发表英文演讲。

HR Trends, Challenges and Solutions of Moving People in Asia

亚洲人才转移的趋势、挑战和解决方案

Rafael Ye

亚洲人才转移的趋势

HR Trend of Moving People in Asia

1、跨境投资对人才流动的影响：亚洲国家之间的跨境投资与日激增，而且规模空前；与跨境贸易不同，跨国投资和产业转移成为人才流动的根本性因素。跨国贸易和跨国投资对人才流动的效果很不一样；

亚洲正在成为最重要的跨国投资与产业转移的大熔炉，这势必也起人才大流动！

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. 

2、亚洲不同发展阶段国家的人才流动的目的地和活跃度变化：中国、印度、印尼这样的大型经济体，会逐渐成为跨国人才流动的目的国和外派国；而像日本、韩国、新加坡这些较为发达经济体，跨国人才流动性继续趋于稳定甚至不活跃；

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. 

3、人才流动对亚洲国家的影响：亚洲更加发达的经济体的人才将向发展更快速、机会更多的发展中经济体转移，推动整体的亚洲地区的管理和技术水平的提升。同时，一些经济较落后的经济体仍然面临的发达国家及新兴国家在高端人才领域的竞争压力。

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.

（1）比如台湾人才转移向中国大陆；

新加坡马来西亚人才转移向中国大陆；比如中国大陆互联网企业在印度，导致中国的一些互联网人才也向印度转移，虽然规模还很小；中国的大量的中高低工程建设人才涌向全世界各个基础设施相对落后的国家，包括亚洲。

（2）同时，像印度、菲律宾这些国家，高端科技和管理人才仍然在外流，以前流向发达国家，现在也出现了很多印度高端医药人才、软件人才流向中国的情况。

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.

4、一带一路战略对亚洲人才流动的影响：中国的“一带一路”战略，如果继续深化实施，会把越来越多的亚洲国家卷入以中国为中心的跨国投资、贸易和人员转移洪流中。

（1）一方面，随着产业转移，中国大量的管理人员、工程师和技术人员输出到亚洲其他国家。

（2）另一方面，一带一路战略，也促使更多的沿线国家，特别是亚洲国家人员，到中国参加各种培训和教育，促进整体人员的培训交流水平的提升。

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.

5、中国已经成为亚洲人才流动和交流的中心。这不仅仅指的是往中国的跨国人才更多，而是表现为更加频繁、多元和复杂。比如：

（1）到中国来的人才更多元-跨国企业高层、外教、留学生-普通管理和普通技术人员；甚至高端科技人员；

（2）很多企业的亚太总部、区域中心正在迁往中国，主要是上海北京这些大城市（未来也可能是新德里或者孟买），更好适应中国巨大的市场和产业中心---而伴随着区域总部的转移，人员会受到深刻影响； 

（3）更多的中国海归回国创业或者就业-这已经持续了超过10年，在未来将更加明显，中国海归的机会和挑战并存。

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.

案例：根据普华永道在2016年所做的调查，根据随着中国市场和人才需求的迅猛发展，越来越多的中国人选择了在海外留学或工作后回到中国。调查报告的61%的受访者预计在今后两年内将聘用更多海外华人。“语言能力”（65%）、“能力和知识的转移”（62%）、“熟悉中国文化”（59%）是“海归”越来越受欢迎的三个最主要的理由。而至于他们的薪资待遇问题，32%的受访者表示将依照本地的水平，但有23%的受访者愿给予海归外派人员的待遇。调查结果还显示，海归雇员通常担任中层管理（77%）或者高层管理（39%）职务。

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

总体而言，亚洲的跨国人员流动更加频繁、更加复杂、更加深入。情况类似与上述第5点。因为更多的亚洲-特别是南亚、东盟国家，正在发生深刻变化。 

整体亚洲产业转移、一带一路的推进、亚洲基础设施的重建，多重因素叠加，导致亚洲人员转移更加频繁、转移的人员的水平更加参差不齐，转移更倾向双向甚至多向。

我们只要考虑下中国的春运，你就可以想象，中国的国内迁移是多么复杂和规模巨大（事实上春运也在体现不同的特征）。以后的亚洲国家，特别是中国与南亚、东南亚国家间的人员流动规模和复杂程度，可能会超乎想象。

伴随着跨国转移，更多的国家内部人员的转移趋势会更加明显，比如像印度、印尼这样人口众多、幅员广阔、但是内部经济发展不平衡的国家，国家间的人员流动势必规模更大、更加频繁。

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. 

挑战、机会和解决方案

Challenges, Opportunities and Solutions

1、法律制度差异问题：各国在人才准入、薪酬体系、福利制度、劳工保护、个税征收、存在巨大差异，各国目前严重缺乏在人才流动方面的双边和多边协议，严重缺乏统筹和共同规划。这或许和目前亚洲国家的发展水平决定的，同时也是亚洲国家国情差异巨大决定的。

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. 

2、文化差异问题：巨大的国家历史文化差异，加上频繁的人员流动，势必产生更多的文化冲突。

Culture Differences: as Asian countries share different history, religious and culture backgrounds, the active moving of people will inevitably result in some conflicts. 

3、语言沟通问题：这对于很多国家，以前的日本、韩国，以及现在的中国人，都是巨大的挑战。总体来说，中国大陆高中低各类人才的语言水平都是跨国转移和人才交流的巨大障碍。

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.

4、薪酬福利问题：各国薪酬体系完全不同，工资标准、福利制度完全不同；薪酬二元制度、薪酬本地化，都是需要讨论的问题。

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. 

案例：推动薪酬本地化有困难：根据普华永道在2016年所做的调查，在亚洲国家，49%的受访者说他们已经将一些职位的薪酬本地化。但是，其中73%的受访者承认，不到10%的外籍员工接受了本地化的待遇。38%的受访者认为中国是在亚洲区推动薪酬本地化最困难的地方。印度（16%）位居次席。这和普华永道在新加坡的调查一致。那里的24%的受访者认为，中国是亚洲薪酬本地化最困难的国家，其次是印度（18%）。

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. 

5、企业预算问题：亚洲的新兴跨国公司在人员迁移方面普遍存在预算问题。在亚洲发达国家，比如日本和新加坡，在跨国人才管理方面的预算方面都比较充足；但是，新兴国家，特别是中国，在人员跨境人才管理方面，明显存在没有预算，或者预算不足问题。

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.

比如，中国大量新崛起的大型民营企业、上市公司，在跨国人才储备、培训、安置方面，完全缺乏概念，没有战略规划、缺少计划性和前瞻性；更糟糕的是，有的企业愿意支付较高的跨国人才工资，但在人员安置、子女教育费用、配套设施和福利方面，缺乏准备和必要的预算。

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. 

6、供应链管理和外包能力问题：跨国人才转移是涉及跨境人员的薪酬福利、人员安置、税收缴纳、签证手续、子女教育等一系列问题，并不是简单的人员外派问题。

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. 

在不熟悉的国度进行投资，对跨国公司提出了很高的管理和经验要求：首先：对跨国公司的人力资源部门的工作人员的专业化水平提出更高要求，要求他们必须具备很强的跨境HR管理能力。其次，跨境安置势必要使用第三方专业机构，这对跨国公司HR部门、以及第三方专业机构工作人员的跨境HR供应链管理和外包能力提出很高的要求。问题是：他们准备好了吗？

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

货物、技术、资本的流动，伴随这是人员的流动；而相对来说，人员的流动更加复杂、更加麻烦。因为人员流动需要配套的东西特别多，有时候特别麻烦、特别脆弱。

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.

人要吃喝拉撒，人有七情六欲；人有历史、教育、文化、家庭、风俗、习惯，各种各样的因素的影响。这在亚洲国家人员流动中的影响会更加明显：因为亚洲太大、太多国家、太多民族。

    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. 

我相信这也是在座我们每个人，每位HR专业人士需要、且正在考虑的问题。我的演讲，说了一些泛泛的趋势，提出了一些我们面临的问题、挑战和机会，但是并没有确切的解决方案，只是希望抛砖引玉，和各位共同商讨，谢谢大家！

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.