HOW CAN CHINA WIN THE GLOBAL WAR FOR TALENT

6 4) Be inclusive. 6 5) Avoid tribal hiring 7 Talent recruitment Strategies 7 1) Using social media to tell about the company 7 2) Supplement Annual Performance Reviews 8 3) Communicate Value and Meaning 8 Motivation of employees 10 a) Content Theory 11 b) Process Theory 11 Leadership styles within the companies 12 1) Autocratic leadership style. 12 2) Participative leadership style 13 3) Laissez-faire 13 Organizational behaviour 13 Conclusion 14 References 15 HOW CAN CHINA WIN THE GLOBAL WAR FOR TALENT? China being the second world largest economy by normal Gross national product (GDP) is a socialist mart economy. In the last decades, the Chinese economy has experienced astonishing growth due to the economic reforms developed in the year 1978 which catapulted China to the second position largest economy in the world. China is the world largest manufacturing economy and the exporters of goods (Zhu, J et al, 2018).

China being an industrious country there is a very low employment rate and a growing economy. This means that the companies which offer the best value and best salaries will attract not only those who are out of work but the best who are seeking greener pastures (Kane, G. C et al, 2018) Due to this shortage in the talent companies are prioritizing talent strategies in the areas of recruiting, retaining, and developing key employees in the companies. In order to win this global war for talent China must implement some factors and strategies that help stand out from the crowd of employers in the market: Strategies for win the war for talent 1) Cough out cash. Everyone in the world is working too hard to earn good amount of money and no one want or desires to be underpaid in any circumstance.

• Get the message out to targeted prospects: Post and source, of course, but also use social media. • Manage leads (applicants) Qualify them and score them against the likelihood that they will be converted to a hire. b) Becoming a pro to sell the company. Companies need to improve on the selling the companies profile. This help to answer the so many questions on the job seekers mind. 3) Create a culture of innovations. Everyone over the world is looking for all the opportunities to make a meaningful contribution to help their companies to succeed. eliminating the traditional hierarchy structure from the firm in China might be extreme, having more of an open-door policy that welcomes new ideas in the firms and opening up collaborative projects to a variety of team members is a good start for the firms in China.

Innovation some time fail and the employees must feel comfortable even when they fail and take it as a learning point. Employees will never like a condition where they are working with fail to fail, the performance of everyone working under fear is very low.  (Al-Asfour, A. 2018) Talent recruitment Strategies The world in the present age population is the millennial generation who are aged between the age of 18 and 35 years approximated at 74. 5 million individuals. This means that the millennials are becoming the key drivers of the productivity of the workforce. Large and small business is coming up with different ways to recruit the best individual from this large number of the millennial group. Using social media platforms like Instagram, Twitter, Snapchat and Facebook Live the companies can easily provide live commentary for these events.

Real-time video via Facebook Live and interaction via Twitter chats are adequate examples of ways to regularly engage with a live audience of potential candidates who are in different geographical locations. 2) Supplement Annual Performance Reviews Annual reviews aren't appealing to the millennial generation that prefers immediate constructive criticism and praise. Most of the companies have eliminated this and also experienced-based performance management and have moved to the real-time feedback as a way of mentorship and coaching of the workers. China is a country that requirer the best talent in it work-force must implement this kind of Realtime feedback so as to attract and also retain the talent they need in their industrial sector. Get the employees contribution to the rules or changes that need to be done.

Encouraging the employees to set goals and let them make their own choices as often as possible. b) Make expectations and goals of the company clear.  The companies should ensure that they have good job descriptions so as the employees can know what is required of them at their levels of work. If there are changes that need to be made, there should be a direct and clear communication with the employees. Sometimes it is simply solved by recruiting better talent to substitute the low performers of conducting pieces of training among the low performers. Motivation of employees The motivation of the employees is very key to the productivity of the employees within an organization which also is reflected as a success in the entire organization.

Motivation can be classified in two: The intrinsic motivation which comes from within an individual and originate from educational level and the personal feelings of an individual, and the extrinsic motivation which comes from the work done outside the individual for example the motivation in the working place (Govindarajulu, N. & Daily, B. F. Leadership styles within the companies The leadership skills within a company is greatly a motivation factor of attracting talent from different places. In China company, management should work out to adapt to the best quality and the best leadership quality that will help in the attraction of the best talent. Employees consider the leadership quality of the leaders and are much motivated when the leaders actively participate in guiding and counseling of the employees.

The selection of the leadership styles is dependent on the personal traits of an individual (Anderson, M. H. This style encourages innovations and creativity and is characterized by a high productivity within the company. Though employees are encouraged to give their ideal, individual ideals some time may be overridden. 2) Participative leadership style. Leaders with this style involve the subordinate in the leadership activities and in the decision making but refrain the final authority. 3) Laissez-faire. • Organizational behavior is a key contributor to the success of a company or organization employees must understand and be ready to conform to the organizational behaviors of the organization they are working for. Conclusion China is the world largest manufacturing economy and the exporters of goods the manufacturing industrial sectors contribute 40% of China's GDP.

This has created a very demand of best talent to maintain and improve the industrial sectors. Setting up the best employee’s motivation strategies can be the great talent attraction in China. Attracting talent and maintaining the talent is the most important thing in the companies. Tan, Z. , Tan, Q. , & Rong, M. Analysis on the financing status of PV industry in China and the ways of improvement.  Renewable and Sustainable Energy Reviews, 93, 409-420. Winning the digital war for talent.  MIT Sloan Management Review, 58(2), 17. Miano, J.  The bottom of the pay scale: Wages for H-1B computer programmers. Center for Immigration Studies. , Kee, K. , & Robertson, B. W. Positive impacts of social media at work: Job satisfaction, job calling, and Facebook use among co-workers.