代写留学生作业-代写Report-代写企业研究报告，The Hudson Report
Introduction
The Hudson Report is a quarterly survey of forward-looking employer hiring expectations. The Report in Asia covers Japan,Hong Kong, Shanghai and Singapore and now combines the
expectations of over 2,500 key employment decision-makers inthese four markets.
Participants in this survey are primarily executives at multinationalfirms and were personally surveyed by Hudson
consultants familiar with them and their industry sectors.The Hudson Report receives extensive media coverage andacknowledgment from politicians, commentators, and businessleaders. In the years since its first release in Australia in 1995,
The Hudson Report has established a reputation as a keybusiness and economic indicator, based on the premise that theexpectation to increase or decrease net staffing levels is a keyindicator of employers' optimism about their markets. In total,The Hudson Report now combines the expectations of almost
6,000 key employment decision-makers in Asia Pacific from allmajor industries across a range of organisational sizes.The Hudson Report | China | April - June 2005 2
Key Findings
“China is currently the most buoyant employment market of all thosesurveyed in Asia, with 59% of executives planning to increaseheadcount. The consequence of this is that 41% of employees surveyedare working more that 50 hours per week and almost a third arereporting that they are experiencing burnout”
Gary Lazzarotto, CEO, Asia, HudsonEmployers in China continue to forecaststrong job growth in China. 604 executives ina range of industry sectors were surveyed andtheir hiring expectations for Quarter 2 2005
(Q2) show a high level of confidence. 59%plan to increase headcount, up from 57% in
Q1. This forecast is higher than in any othermarket surveyed in Asia.
• The proportion of companiesexpecting to hire more staff has risensignificantly from 50% in Q2 2004 to
59% now;
• The Media/PR/ Advertising,
Healthcare & Pharmaceutical and
Consumer sectors have the highest
expectations of increased
employment;
• In terms of job categories, thegreatest demand is for Sales,
Marketing/PR and Engineering/
Operations/Technical staff;
• Top HR priorities are generallyconsistent between the sectorssurveyed, with staff development andretention seen as the most important;
• Most staff are working longer hours
than two years ago, with 41%working more than 50 hours per
week;
• The Media/PR/Advertising sector has
the longest hours, while the largest
increase in working time is in
Banking;
• 30% of companies report an increase
in employee burnout, with
Manufacturing seeing the biggest
rise;
• There is a growing awareness of the
need for effective a work-life balance
and 47% of companies have
introduced a policy to achieve this.
The Hudson Report | China | April - June 2005 3
Permanent employment expectations
Job Prospects Still Getting
Stronger
Companies in all sectors continue to forecast
strong employment growth. 59% plan to
increase headcount, up from 57% in Q1. This
level of optimism is higher than any other
market surveyed in Asia.
Media/PR/Advertising
This sector is very bullish, with 76% planning
to hire more staff. A number of major brands
are expanding their marketing operations in
China, resulting in higher promotional spend
and strong demand for advertising staff.
Healthcare & Pharmaceutical
Healthcare has the highest rise in
expectations, which have almost doubled from
33% in Q1 to 64%. There is a major sales and
marketing drive in this sector.
IT & Telecommunications
Headcount is also growing in the IT&T sector,
with 61% of executives expecting to increase
employment, up from 53% in Q1. Many
international companies are opening technical
centers in China, boosting the number of IT jobs.
Consumer
60% of companies in the Consumer sector are
planning to increase headcount, as China’s
booming economy continues to fuel demand for
consumer goods and services.
Banking & Professional Services
The Banking sector is increasingly confident,
with 56% of respondents saying they will hire
more staff. Banks need to recruit middle
management staff as the industry opens up to
meet WTO requirements.
Manufacturing
Consumer confidence and buoyant demand
are driving the strong job growth in
Manufacturing. 56% of companies plan to
increase headcount. Key areas include supply
chain management and logistics.
The Hudson Report | China | April - June 2005 4
Permanent employment expectations over time
Companies’ expectations for permanent
employment continue to move in a very
positive direction and demonstrate a high level
of confidence in the economy. The 59% of
executives who plan to increase headcount in
Q2 is a substantial increase from just 50% a
year earlier.
This confidence is apparent across all the
sectors surveyed but the expectations for
permanent employment growth are particularly
marked in some sectors.
The largest increase is in the Healthcare &
Pharmaceutical sector, where the number of
respondents forecasting headcount growth
has more than doubled since Q4 2004, from
33% to 64%. The IT&T sector is also showing
much higher than average growth in
employment expectations.
The Hudson Report | China | April - June 2005 5
Sales Staff Still In Demand
The positive outlook for employment in China
means a high level of demand for staff in most
of the twelve job categories surveyed.
However, there are big variations in demand
between the categories.
Again, employers face the keenest competition
in recruiting Sales professionals. 28% of all
new hires are expected to be in this area.
Demand for Marketing/PR specialists has
risen to 17% of new jobs. This is because
many companies are working on brand
strategies and market development.
The third area with high projected headcount
growth is Engineering/Operations/Technical,
also with 17% of new hires. Demand is being
Permanent employment expectations by job roles
Permanent employment expectations by job roles
(continued)
driven by the continuing trend for companies
to base their regional R&D and manufacturing
centres in China.
The Hudson Report | China | April - June 2005 6
Staff Retention Is Top Priority
The different sectors’ HR priorities are
generally consistent. Staff development and
retention is the most important, with 31% of
respondents seeing this as their top priority.
This approach appears realistic in the light of
increased hiring in recent quarters. Companies
have put considerable effort into attracting the
staff they need to cope with growing demand,
and now they are determined to develop and
keep them.
Two sectors see recruitment as the highest
priority, Media/PR/Advertising and IT&T. The
former is particularly concerned with
recruitment, with 38% of executives saying it
is their highest HR priority. As the PR and
Advertising industry expands rapidly, there is a
Each quarter, apart from asking about hiring expectations, we select a survey topic that indicates how
businesses expect to cope with their environment. This quarter we asked four questions about Human
Resources priorities and related issues, to assess how companies and their staff are handling increased
workloads.
Key HR Priorities
Key HR Priorities (continued)
Working Hours
growing shortage of professionals in this area.
Identifying and developing local talent is fast
becoming key.
The Banking sector prioritises on enhancing
performance and productivity. 26% of
respondents say it is their most important HR
target, more than in any other sector. As China
modernises its banking industry, the limited
pool of specialist staff is encouraging
employers to increase productivity as well as
recruitment.
The Hudson Report | China | January - March 2005 7
Chinese executives are responding to a
booming economy by working longer. Across
the sectors, 41% of respondents state that
they work more than 50 hours each week. 7%
work more than 60 hours.
The longest working hours are reported by the
Media/PR/Advertising sector, where 63% of
staff are working more than 50 hours a week.
This is consistent with the growing demand for
branding and publicity services in China.
代写留学生作业The Healthcare & Pharmaceutical sector also
has a high proportion of staff working over 50
hours – 55%. This is an increasingly
competitive industry.
Working Hours (continued)
The Hudson Report | China | April - June 2005 8
Long hours have traditionally been the norm
for certain staff in Banking. 8% work more
than 60 hours a week.
Longer Hours In All Sectors
Across all sectors just over one-third of
respondents say that their working hours are
about the same as two years ago. But 58%
are working longer hours.
The biggest increase is in Banking, where
70% of staff are working longer hours. This is
partly due to the work required to meet WTO
standards for the banking sector.
Longer working hours are reported by 59%
of executives in the Manufacturing sector,
where there is pressure to meet the rising
consumer demand generated by the
economic boom.
IT & T staff are also putting in more hours as
the IT market becomes more competitive.
Employee Burnout
Across the board, nearly one-third of companies report
a rise in the incidence of burnout among employees.
The biggest increase is in the Manufacturing
sector, where 35% reported higher burnout
levels. This appears to be consistent with the
increased workload caused by high levels of
consumer demand for manufactured goods.
The Hudson Report | China | April - June 2005 9
The same is true in the Consumer sector, with
31% of companies seeing an increase.
Burnout is also high in Media/PR/ Advertising,
despite the fact that this sector has the most
companies planning to recruit more staff. The
strong demand for advertising professionals is
a key factor.
The employers surveyed seek to combat
burnout by introducing measures to help staff
work more effectively. The measures selected
by most employers are assisting employees to
develop additional skills and better support
networks, at 21% and 20% of the total
response respectively.
Within the various sectors there are different
approaches to this issue. The Healthcare &
Pharmaceutical and Media/PR/Advertising
sectors see increased recruitment as the best
way of avoiding burnout.
Manufacturing companies are likely to encourage
employees to reduce their working hours, while
IT&T employers see a review of delivery
expectations as an appropriate response.
Work-Life Balance
Work-Life Balance Awareness
Increasing
There appear to be a growing awareness
among companies of the need to help
employees to balance their work and family
life. 47% of companies say that they have a
work-life balance policy.
The Banking & Professional Services sector
has the highest proportion of employers with
such a policy. This is a high pressure industry
where many employees work long hours and
there is a need to redress the balance.
55% of Healthcare & Pharmaceutical
companies have a work-life policy. This sector
is becoming more competitive and companies
are trying to attract high quality staff.
Educational allowances are the most widely
offered of the benefits, accounting for 25% of
the total. They are seen as particularly
important in the Manufacturing and Healthcare
& Pharmaceutical sectors.
The Hudson Report | China | April - June 2005 10
Work-Life Balance (continued)
The Hudson Report | China | April - June 2005 11
The next most popular benefits are flexible
working hours and sabbatical leave, both at
20% of the total.
Media/PR/Advertising firms see flexible
working hours as a useful way of helping staff
who work long hours. This benefit accounts for
46% of the total.