SWANN and HR 中文
While Swann’s business is built on its core business of executive search, it has developed a rare capability to advise on the broader HR and Organisational Development issues confronting its clients. Especially from the perspective of clients in Swann’s key Practices, it is most valuable to have a HR partner who appreciates the vagaries of their particular industry sector.
Globally Swann has delivered HR/OD projects that include
- Strategic Planning including environmental and organisational analysis, community consultation and mediation
- Organisational change and development aligned to core values and behaviours
- Leadership Team Development
- Performance Development
- Strategic influence; negotiation; conflict resolution; mediation
- Frontline Management
- Industrial Relations
- HR Systems, Policies and Procedures
- Attraction and retention of key executives through effective succession planning.
In China, Swann’s broader HR capability includes
- Quarterly Surveys of the HR scene in the China Mining Industry
- Including Salary Surveys, Hiring Intention
- Capability to conduct client specific analysis
- Broader HR/OD support in China, drawing on local and offshore HR professionals
- Strategic Planning, Change Management, Systems, Succession and Retention strategies
China Mining Survey - June 2006
This first HR survey conducted by Swann’s Global Research Team in China, took a broad look at the international mining community in China. It assesses the scope of the industry here, the composition of the workforce, be it ex pats, locals or returnees. It also takes a look at what occupations make up the industry and draws some conclusions about the international mining participation in China.
China Mining Survey - November 2006
It was ambitious to look at the salaries paid across an industry sector in China. Especially as there are three apparently different labour markets within the sector in China – local, ex pat and returnee. This survey concentrated on the key roles of geologist and management because of the predominant exploration nature of the international mining sector in China. In his report from the studies done by Swann’s Global Research Team in China, Peter Arkell breaks these different groupings into layers according to their experience and makes some observations about the compensation rates paid and the wide variations from company to company.
China Mining Journal article - January 2007
The title of this article by Peter Arkell in the January ’07 edition of the Mining Journal China was “Who, Where and How Much”. It takes apart the talent pool in China and puts some different spins on how to best find the right person. Not content to merely box people as locals, many of these have had invaluable and lengthy experience with international firms, while never leaving China. He splits the local professionals into “Chinese–Locals” and “MNC-Locals”. On the other hand there are foreign professional in China who have decided to make their home here in China. They no longer cost the company the full suite of benefits, yet give an international face to the company. Arkell calls these “Lo Pats”. He also questions whether ex pats need necessarily always come from the European, North American, African or Australian origins. There can be internationally experienced professionals from the most unexpected countries. Then Returnees can also be further defined. Many of these have returned home for good, while others see themselves as no different as the international ex pat. Therefore, there are “Ex-Returnees” and “Lo-Returnees”.
The HR Surveys of the China Mining Industry are conducted in conjunction with the CIMG and provide detailed understanding of this industry as it effects the foreign mining community.
Click below to visit Swann China specialist Practices
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