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    Matthew Haynes Final Edit v2

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    pipebond7
    The document discusses building a powerful supply chain organization. It provides a timeline of China's economic development from 2003-2017. It then discusses key aspects of building an organization for loyalty, including attraction, culture, and retention & development. For attraction, it recommends using social media, traditional media, flexible job titles, and emphasizing growth. For culture, it suggests demonstrating respect, getting to know employees, and empowering them. For retention, it notes the need to address the "glass ceiling" for locals and provide clear career paths. The presentation concludes by thanking the audience.

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    Matthew Haynes Final Edit v2

    Uploaded by

    pipebond7
    7 views12 pages
    The document discusses building a powerful supply chain organization. It provides a timeline of China's economic development from 2003-2017. It then discusses key aspects of building an organization for loyalty, including attraction, culture, and retention & development. For attraction, it recommends using social media, traditional media, flexible job titles, and emphasizing growth. For culture, it suggests demonstrating respect, getting to know employees, and empowering them. For retention, it notes the need to address the "glass ceiling" for locals and provide clear career paths. The presentation concludes by thanking the audience.

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    The document discusses building a powerful supply chain organization. It provides a timeline of China's economic development from 2003-2017. It then discusses key aspects of building an organization for loyalty, including attraction, culture, and retention & development. For attraction, it recommends using social media, traditional media, flexible job titles, and emphasizing growth. For culture, it suggests demonstrating respect, getting to know employees, and empowering them. For retention, it notes the need to address the "glass ceiling" for locals and provide clear career paths. The presentation concludes by thanking the audience.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pdf or txt
    7 views12 pages

    Matthew Haynes Final Edit v2

    Uploaded by

    pipebond7
    The document discusses building a powerful supply chain organization. It provides a timeline of China's economic development from 2003-2017. It then discusses key aspects of building an organization for loyalty, including attraction, culture, and retention & development. For attraction, it recommends using social media, traditional media, flexible job titles, and emphasizing growth. For culture, it suggests demonstrating respect, getting to know employees, and empowering them. For retention, it notes the need to address the "glass ceiling" for locals and provide clear career paths. The presentation concludes by thanking the audience.

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    of 12

    THE DIGITAL HEADHUNTING COMPANY

    Building a powerful supply chain organisation

    Matthew Haynes
    • Associate Director
    • Morgan Philips

    Wilson Chong
    • Chief Consultant
    • Very Luck KK Japan Ltd

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Timeline
    2003

    • PRC Government ran a global advertising campaign asking for any Mainland
    Chinese Graduates to return to PRC and help to rebuild the Country

    2005

    • Biggest overall demand was for multi lingual abilities / multi cultural experience.

    2013

    • Overall multilingual & multicultural experience is a lot more common by now,

    2017

    • Increasing opportunity and money sees most companies experience a significant


    upturn in talent turnover.

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Building an organisation for loyalty

    Attraction

    = Loyalty

    Development
    Culture
    & Retention

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Attraction

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Attraction

    Social Media /
    Traditional Job Title
    Growth
    Media Flexibility

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Culture

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Culture

    Demonstrating Finding ways of Empowering


    respect and value “getting to know employees to
    for employees your people” guide the
    across the board inside and outside team/organization
    of work culture in a
    positive manner

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Retention & Development

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Retention & Development

    Continuous hiring of expatriates into the senior


    roles over locals indicates there is a “glass
    ceiling” to locals

    Clear & non ambiguous career paths

    Empowering and trusting people to make


    decisions at a local level

    WWW.MORGANPHILIPSGREATERCHINA.COM
    Other ways to build for loyalty?

    Company People

    Role
    WWW.MORGANPHILIPSGREATERCHINA.COM
    Thank You

    WWW.MORGANPHILIPSGREATERCHINA.COM

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