Recruiting and managing talent are still the biggest operational challenges for companies in China and they have been a barrier to how far their international scope can reach. The HR market, however, is gradually maturing by realising that sharing best practices is essential if it desires international success and so financial growth. The 10th Conference on International Exchange of Professionals in China co-hosted by Lumesse and the European Chamber of Commerce was held in Shenzhen to allow local HR executives to hear from industry leaders and share experiences with one another on how best to ensure their talent is sufficient for their needs.
The conference attracted 3,000 local and overseas organisations from over 70 countries and regions. It was undoubtedly one of the largest high-end professional exchanges to have occurred in Asia. It shows that China no longer wants to lag behind on HR development and it wants to address the talent shortage crisis.
Francis Chan, Country Manager—Hong Kong, Lumesse noted, “Although China’s HR market is gradually maturing; its talent management knowledge is still insufficient compared with that of the rest of Asia.” The turnout proved that Chinese business executives are in agreement with Chan’s comment and that to move forward businesses now must step up a level and take HR development seriously.
The joint exhibition provided networking opportunities between Chinese business executive delegates and it was an opportunity for them to gain a better understanding of best practices of talent management such as running performance management, learning management, and career and succession management via an automated, integrated and borderless platform. Delegates had the chance to speak to consultants about the latest strategies, specific best practices, and leading-edge products and services to improve and instigate changes in clients’ business.
Erik Schmit, Managing Director—APAC, Lumesse said, “The conference has given us an opportunity to establish business networks with local talents to speed up business development processes.”
Gradual development is better than no development at all but the steps now being taken show that Chinese businesses realise they could be more mature in their approach to talent management and that by gaining expertise in this field via learning from leaders as well as each other will allow them to achieve their potential.
Paul Arkwright
Publisher
