2019 Morgan Philips Talent Survey Dear business associate, Thank you for taking part in Morgan Philips Group's 2019 Greater China Talent Report online survey. Your participation will take less than 10 minutes and ensures that you receive a complimentary e-copy of the published report. Our survey is now in its 9th edition with thousands of respondents annually from Greater China and compiles valuable information on workforce trends. This year we aim to explore Talents Motivation and Sales Effectiveness in a VUCA (Volatility, Uncertainty, Complexity and Ambiguity) environment. All information you share is strictly confidential. Only aggregated and anonymous statistics will be published. Many thanks for sharing your valuable insights. Click to participate in the survey>>> https://www.surveymonkey.com/r/MPG19TR
As China macroeconomics is going to a steady growth via adjusting its supply side, we can expect that this economic change is making some impacts on individual and business sides. For impacts on the business side, we recently found some companies are scaling down their business scopes and operations in China, especially for the foreign ones in China market. For sure they would make some critical changes for their next shows with their scaling down of businesses in order to seize market shares in China market, including outplacing the current management team with fixed mindset and hiring the new one with growth mindset and willingness to drive changes. This is the starting point to have right people with right mindset and willingness to drive and champion changes. However; we also found that these newly onboard managers with the eagerness to make changes always fail on the implementation of changes especially... Read more
The HR Vendors of the Year awards recognize every year the best HR solutions providers in Asia. 博禹 Morgan Philips Group is proud to announce that, again this year, we have been recognized 3 times by a jury of senior HR leaders from some of Asia’s largest employers. Well done team ! Thank you for your relentless and professional commitment. And thank you to our clients and business associates for their continuous support.
I am always asked by my clients what the differences are between a leader and a manager in my past 16 years as a consultant. To be honest, the differences between a leader and a manager are cliche to some extent and had been repeated hundreds of thousands of times in any media and channel. However; with the newly onboard managers from the younger generations and millennials in the job market, the importance of repeating and highlighting the differences between a leader and a manager is still there. In this way, I worked with my colleague, Tony Chen, Principal Consultant at Morgan Philips Talent Consulting China, to interview with 11 clients and talk with them what the crucial differences are for being a real leader in the past 2 months. Here are the three critical ones from our interview results. 1. Short term vs Long term: The first distinguishing difference... Read more
Recently everyone is talking about the future of work or new world of work which could be caused by the new technologies, such as artificial intelligence (AI), or the new business model, such as outsourcing of non-core business activities. As a professional human resources consultant, I also frequently discuss this scenario with my clients, especially with those who are working in human resources departments and find that indeed there are some traditional and typical HR functions which are or would be replaced by external vendors providing more cost-effective services and would be disappeared from the HR departments. In the typical set up of HR department, there are so called 3-pillars organization which includes HR business partners, HR center of expertise/excellence (COE), and HR shared services. For the HR business partners team, it acts like the bridge between HR and the business unit or department which he/she works for. Once there... Read more
At executive level, quality advice on job interviews can be hard to come by. Executive-level candidates are often left to their own devices when it comes to finding a new role. Luckily, our 4-point plan should help you navigate the process… 1.Do your research • Review their financial statements. If the most up-to-date set isn't available on their site, you can access it via Companies House. • Compare the company's performance with their competitors. Where do they position themselves against them? • Use Glassdoor, LinkedIn and other social media accounts to a build a view of both the company and the industry. • Perform some basic analysis: what strikes you as unusual, negative and positive? • Give thought to the micro and macro challenges the business may face, and prepare a SWOT analysis. 2.Prepare for the ‘Tell me about yourself’ question It’s a common introduction to interviews, and yet one... Read more
At executive level, quality advice on job interviews can be hard to come by. Executive-level candidates are often left to their own devices when it comes to finding a new role. Luckily, our 4-point plan should help you navigate the process… 1. Do your research • Review their financial statements. If the most up-to-date set isn't available on their site, you can access it via Companies House. • Compare the company's performance with their competitors. Where do they position themselves against them? • Use Glassdoor, LinkedIn and other social media accounts to a build a view of both the company and the industry. • Perform some basic analysis: what strikes you as unusual, negative and positive? • Give thought to the micro and macro challenges the business may face, and prepare a SWOT analysis. 2. Prepare for the ‘Tell me about yourself’ question It’s a common introduction to interviews, and... Read more
I always remember the first question that my clients would ask me while we met up was how they could hire the right and fit people from the external market to take job openings and help them implement and fulfill strategies. For me, I usually did not directly respond to them what the right tools and ways were to help them hire the correct people. In contract; I preferred asking them what the tools or systems were used in their recruiting processes to find the right external candidates. My clients always replied to me that interview was the best solution to screen and find the right one. I would say their answer was partially right but partially wrong. By interviews, they could get the subjective information and data from the candidates who shared their past experiences to prove their capabilities on taking the positions successfully which the clients were hiring... Read more