US Funded Environmentally Friendly Training Programme Launched

The US based Institute for Sustainable Communities (ISC) has chosen Guangdong as its first 'environment partner' in the Chinese mainland according to Xinhua.  The organisation plans to train 1,800 Chinese managers on environment, health and safety control in Guangdong every year.  

The result: to make Chinese businesses become more observant of environmental protection laws and rules.  Click here to see how ISC transformed an industrial city in Russia. Let's hope they can do the same thing on a much larger scale in Guangdong.

It's great to see foreign organisations providing training with a focus on environmental awareness and sustainability.  We all know that pushing environmental issues in China is sometimes not an easy task.

Does anyone know of any similar organisations in China providing this type of training?

Training in China Since the Downturn

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Has the Training Industry Really Changed Track?

Interesting article by Paul Bacon over at eChinaCities titled 'Training Changes Track'.  His thesis is essentially that companies seeking training will focus more on the specific outcomes of corporate training as opposed to simply using it as a basic staff retention tool. 

Bacon claims that companies no longer need to use training as a staff retention tool as employees have a much stronger focus on keeping their jobs and maintaining their current salaries:

"...The crisis is likely to make HR departments wake up and focus on training that will provide clear, measurable, performance-based results. The focus will shift from ‘softer’ goals (recruitment, retention, employee morale) to ‘harder’ goals (employee performance, profit margins, KPIs)...."

At Yaxley Education, our focus has always been to design tailored courses that meet the specific goals of companies.  I think HR departments in most large foreign enterprises here have always seen 'measurable, performance-based results' as an essential component when selecting training.  

I personally think most Bacon's statements are also really only relevant to foreign companies.  From our experience, large Chinese companies (particularly SOE's) continue to use training as a basic staff retention and employee morale tool.  This is how they relate to training and I don't think this will change any time soon.  Any thoughts on this article?

Battle in the Training Industry

It seems a disagreement has sprung up in the training industry in China between two foreign-owned training providers.

ClarkMorgan claims another foreign operated training firm stole their training materials. Managing Director, Morry Morgan, posted the following comment on the China HR Professional's forum on LinkedIn:

"I would like to hear from others in the training market who have had their IPR stolen by unscrupulous competitors. My company was recently the victim of name disclosed, who even went so far as to post their material on a 3rd party website (http://tinyurl.com/dcxw86) in plain view of my company (and our lawyers). 

I've uploaded a comparison at http://www.slideshare.net/morryone/tw-allison-copyright-infringement"

Morgan has also posted further details on the main page of his website.

Protecting the intellectual property rights of training materials is difficult anywhere- but even more difficult in China.  It's a known fact that protecting one's IP rights is not an easy task here.

I think it's important to remember that the training materials are just one part of the training equation. Good materials must be accompanied by outstanding delivery, comprehensive testing and a responsible trainer in order to be effective. In China, we can only do so much to protect what we have put hours of our time into developing but at the end of the day good customer service, experienced trainers and a satisfied client-base cannot be stolen. 

Thoughts?

Another Visa Shake-Up?

It seems the training industry in China may be in for yet another shake-up.  

Reports are arising that F visas have become increasingly difficult to get a hold of in the last few weeks due to the upcoming celebrations of the founding of the PRC.  A recent article published by AP states that Chinese visas regulations were tightened just three days ago due to swine flu- particularly for American citizens.

The training industry saw a massive shake-up last year in the lead up to the Olympics. The restrictions on visas saw the closure of many English language training organisations and agencies which relied on cheap foreign labour and F visas.  

Although it is technically illegal to work on F visas, hundreds (if not thousands) of schools encourage foreign teachers to work on them.  Although the government has every entitlement to a crackdown, many of the smaller, Chinese-owned training organisations are fearing a second crackdown and the impact it will have on their businesses. Watch this space.

Cross Cultural Controversy

Interesting post over at ChinaSuccessStories by Greg Bissky that seems to gave sparked some debate between the expats and the locals.  Greg's thesis is that China has changed but the Chinese people haven't.

Two readers, both local Chinese, have commented on the article claiming the author fails to recognise that China has its own culture that should be respected.  Michelle, one angry reader, writes: I feel your comment “how Chinese communicate, solve problems and build business relationships is changing, but slowly” sums up your attitude- and it is extremely offensive. It is this elitist attitude that gives westerners a bad name. 

A few foreign readers have fired back claiming the two Chinese readers do not understand the article.  The final line in the article states "Westerners need to look at business through Chinese glasses".

Did Bissky's article overstep the line?  Or was he just calling for more efficient and understanding communication?  I think we'll go for the latter, but please feel free to comment.

By the way, Greg has a great video on his website on cultural communication. Definitely worth a look.

IP Firms + Downturn = Training

Interesting piece of news posted on Australian legal site 'Practice Source'.  According to the article, Chinese intellectual property firms have begun investing more into training as the downturn begins to effect the industry.

"The slowdown in growth in patent filings in China has provided many IP firms with an ideal opportunity to improve their employees' skills.  In recent months, many firms in mainland China have increased their budgets to develop, nurture and retain their employees in an industry that continues to starve of talent".

It's great to see so many different industries continuing to invest in training despite having more challenging times upon us.

This Week in the News

Time has come for close communication (South China Morning Post)
"Despite all the talk about companies being transparent, many employees still feel that their organisations fall short of the mark when it comes to effective communication. There may be e-mails flying between departments and meetings to fill up the week, but one of the most common complaints from employees is that the management team doesn't provide enough timely information about fundamental issues."

The global management challenge: China versus the world (Institute of Leadership & Management)

"The global balance of economic power is shifting. Chinese managers are setting the management agenda for China and are poised to do so for the rest of the world, and managers in Europe and North America would do well to pay attention, according to a report commissioned by The Institute of Leadership and Management."

10 ways to develop staff on a budget (Personnel Today)
"Number crunching training budgets: Training budgets under increasing pressure, but staff development should not be allowed to grind to a halt as a result. There is a wealth of low-cost and even free sources of learning on offer, as Alex Blyth reports."

2009 Training Forecast

Excelliance, a Shenzhen based corporate training consultancy, has released this THIS forecast for the training industry in 2009.

One of the key highlights from the report are the trends for the year.  Most of which I agree with: 

• Training projects will be much more results oriented and focused on specific work‐related demands
• Demand for tailor‐made training services will continue to increase
• Training buyers and providers will need to work closer together and improve communication and training/course management
• Poor quality training providers will get squeezed hardest, some even going out of business
• New ‘quick solution’ training programs may be offered in the market (ie: hardware intensive training such as self‐study programs, internet study, etc..)
• Training professionals, both buyers and providers, will need to invest more time into upgrading their knowledge and skills

What do you think?

This week's 'Worth-a-Read'

My favorite part yet of Alan Hupert's brilliant series of articles 'Survival is Not Enough'.  Some brilliant ideas on how to survive and adapt one's behavior in the economic downturn.

Call center training in China continues to boom

China's call centre industry has become one of the largest in the world.  Although the industry is valued at just over US$37 billion and still maintaining an annual growth rate of over 10%, it is one 'starving of talent'.  From our observations, call centers are continuing to invest huge amounts in training to develop talented call centre workers to serve a rapidly growing industry.

A major Shanghai newspaper recently released a report entitled 'Shanghai's call centers are staving for talent'.  It seems that despite worsening economic conditions, call centers continue to have difficulty recruiting qualified talents and still have difficulties with staff retention.

In Beijing, we have seen a dramatic increase in the number of call centers requiring both English and soft-skills training.  It is clear that call centers in China have long underinvested in training and perhaps, as some centers slow down, centers are finally allocating some time and resources to properly train their staff.  

What do you think?

This Week in the News

World Bank warns China can't make up for collapse in Western demand (The Telegraph)
"China’s deep coffers and its determination to invest in longer term stimulus projects such skills training, healthcare and product innovation care would help to rebalance China’s domestic economy in the medium to long term."

China/Australia engineering training partnership (Manufacturers' Monthly)

World Bank outlook further dims China's sun (Forbes)

"The World Bank welcomed China’s "visible hand" to stimulate consumption and improve people’s livelihoods by expanding the government’s role and spending on health, education and social protection measures."

Overseas education sector remains strong (Julia Gillard, Australian Education Minister)

"The campaign ‘Study in Australia 2010’ will see $3.5 million will be redirected to specific measures in existing major source countries such as China, India, South Korea, Indonesia, Malaysia and Thailand over the next nine months."

A downturn in China? Here's the good news.

There is no doubt that nearly everyone is taking a hit from the global financial crisis. Companies are reducing costs and headcounts at varying degrees and job hunters are becoming increasingly desperate for work. But every cloud has a silver lining, as they say, and this downturn is no exception. As China’s premier Wen Jiabao mentioned earlier this month, a wealth of opportunities will be created for those who stress innovation and adapt to the drastic changes in world economic conditions.

For employers, difficult times are an ideal opportunity to create greater loyalty between your company and your staff. For employees, on the other hand, an economic downturn can give you an opportunity to shine in your current role, develop your existing skills and prove your value to your company.  

Managing this change, however, can be a challenge for even the most seasoned of managers particularly in a time when many people, especially younger employees, have no concept of how to manage change as more difficult economic times set in.

Top Tips for Managing a Downturn

1. Communicate with your staff
One of the most common mistakes many managers make with their staff during difficult times is slowing or stopping the flow of communication. It’s true that no one wants to be told the ‘bad news’, but from your employees’ perspective bad news may be better than uncertainty or office gossip. Ensuring your employees are aware of changes that may affect them will foster trust between you and your staff.

2. Look after your ‘good eggs’
Even in a tough economy, high-potential employees will always have other opportunities. It is easy to lose sight of the needs of your valuable employees as you focus your time and energy on staff who are losing their jobs. Remember that your people are everything and good people are even more essential in difficult times as the market becomes more competitive. Use these times as an opportunity to allow the high-potential employees in your company to contribute new ideas and improve their skills.

3. Make your workplace fun
Let’s face it, there’s a lot of negativity out there right now. Unfortunately, this negativity breeds more negativity. It is essential that in difficult times you continue to make your workplace an engaging place to work. Organise some staff events, invest in a team-building activity, or talk to your staff to find out cost-effective ways to keep your office dynamic and interesting. Creating a positive atmosphere in the office is essential in maintaining productivity and staff retention.

4. Encourage ideas and input
Your employees will have an insight into how your company operates. Encourage them to contribute ideas in order to cut costs, improve productivity or increase market competitiveness. Their ideas may surprise you.

5. Reward your performers
Don’t stop rewarding the employees who continue to perform well in difficult times- they need this reinforcement to stay motivated. Recognition does not necessarily mean cash bonuses or formal programmes. Managers can use simple recognition techniques to reinforce good behaviour.

6. Help your staff improve their skills
It is expected that many people will see difficult economic conditions as a good opportunity to undertake further study and improve their skills. Talk to your employees and give them the opportunity to undertake part-time study if conditions permit.

James Hudson is a corporate trainer at Yaxley Education. Based in Beijing, Yaxley Education specialises in soft-skills and English language training. For more information visit http://www.yaxley.cn