Mercer's first four years in China were very difficult.
First of all, it is very difficult to recruit new employees during the establishment and development of the company. Adopt the training mode of recruiting MBA from several major business schools and hiring excellent human resource consulting managers.
Secondly, in business, many enterprises simply don't know what the concept of human resource management is, and think that foreign human resource management is unacceptable. It adopts a circuitous strategy of breaking through from point to surface and covering from point to surface. Providing small-scale services to customers, taking the IT industry as a breakthrough, finally expanding the market coverage and promoting the growth of consultants' experience and ability.
Finally, in terms of business types, at first, it can only provide some services such as human resources consulting, and later, with the approval of the National Bureau of Statistics, it can conduct enterprise salary and welfare surveys. The goal is to provide employee welfare services for enterprises in China, including designing welfare programs for enterprises and choosing satisfactory insurance companies. However, since the welfare in China has always been managed by the government, foreign companies are forbidden to set foot in the welfare industry and charge agency fees in the name of China intermediary companies.
Mercer's cooperative enterprises in China are mainly divided into three categories:
The first category is well-known multinational companies such as Coca-Cola, IBM, Intel and Microsoft.
The second category is domestic private enterprises, such as UFIDA software (related, market);
The third category and the most important customer base in the future are large state-owned enterprises or listed companies. These enterprises are growing rapidly in China and have the ability to hire consulting companies, such as Shanghai-Nanjing Expressway, Jiaotong University Only, China Telecom, Sinopec and CNOOC.
In terms of service layout, Mercer China has formed three parts: salary and welfare data, management consultation and training. Mercer has the largest data on labor productivity, management status, salary and welfare index in China, and provides highly targeted consulting services, covering strategic and organizational management, responsibilities and evaluation of posts and departments, and salary incentive scheme design. Human resource management training has always been welcomed by domestic enterprises.