multinational companies in china are bracing for a renewed talent war, with job-hopping and poaching expected to increase along with economic recovery.
　　中国的跨国公司正迎来新一轮人才争夺战。随着经济复苏，预计员工跳槽和企业挖人现象会增多。

　　during the global downturn, foreign companies in china had little difficulty retaining staff, but conditions are changing as the country helps lead the world out of recession.
　　在全球经济低迷期间，在华外资企业很容易留住员工，但随着中国引领全球走出衰退，情况正逐渐发生改变。

　　carl redondo, general manager for asia-pacific at hewitt associates, a human resource consultancy, said: “the war for talent is back on and bigger.”
　　人力资源咨询公司翰威特(hewitt associates)亚太区总经理卡尔•雷东多(carl redondo)表示：“人才争夺战再次打响，而且规模更大。”

　　hewitt estimates that the average voluntary employee turnover rate for foreign companies in china will this year return to pre-crisis levels of more than 15 per cent. last year, the rate fell to 14.2 per cent from 17.4 per cent in 2008.
　　翰威特估计，在华外企今年的平均员工自愿流动率将超过15%，恢复至危机前水平。去年，流动率从2008年的17.4%降至14.2%。

　　while the talent shortage is expected to be most acute for highly skilled professionals in sectors such as chemicals, pharmaceuticals and financial services, chinese export-related companies face a severe shortage of factory workers.
　　尽管预计最紧缺的人才应该是化工、制药及金融服务等行业的高技能专业人士，但中国出口相关企业也面临着严重的劳工短缺。

　　analysts say an ageing population, declining birth rates, diminishing company loyalty and growing investment in china are contributing to a tighter labour market. there is some evidence that local companies are increasingly poaching trained staff from multinationals, such as basf, the world's largest chemicals group by revenues.
　　分析人士表示，人口老龄化、出生率下降、企业忠诚度降低以及对华投资增长等因素，都导致了劳动力市场吃紧。一些迹象表明，越来越多的本土公司正从巴斯夫(basf)等跨国公司挖取训练有素的员工。按营收计算，巴斯夫是全球最大的化工集团。

　　peter johann, head of human resources in asia for basf, said the loss of each employee was a “disaster”. “more and more local companies come up and see our skilled, well trained workers as a nice pool,” said mr johann.
　　巴斯夫亚洲区人力资源部门主管彼得•约翰(peter johann)表示，失去任何一名员工都是一场“灾难”。“越来越多的本土公司都开始觊觎我们，把我们受过良好培训的高技能员工视为一个理想的人才池，”他表示。

　　colin tan, china country director at akzo nobel, the dutch chemicals producer, expects the “war for talent” to intensify this year. “job- hopping may increase but we hope our senior managers will stay,” said mr tan.
　　荷兰化工生产商阿克苏诺贝尔公司(akzo nobel)中国区人力资源主管colin tan预计，今年的“人才争夺战”将会加剧。“跳槽现象可能会增多，但我们希望我们的高级经理能留下来，”他表示。

　　labour market experts say financial firms are concerned that a long-term talent shortage could hurt business plans, particularly as the local market becomes increasingly appealing. banks are also concerned about attracting talent as big local institutions begin to look and feel much more like foreign rivals.
　　劳动力市场专家表示，金融公司担心，长期人才短缺可能给商业计划造成不良影响，尤其是在中国本土市场的吸引力变得越来越大时。随着大型本土银行开始向外国竞争对手看齐，各银行也开始担心自己对人才的吸引力。

　　hsbc, for example, plans to keep expanding in china in 2010 after adding 19 outlets last year. goldman sachs anticipates “significant growth” in china but said the “key to that growth is hiring good people”.
　　例如，在去年新增了19家分支机构后，汇丰(hsbc)计划在2010年保持扩张势头。高盛(goldman sachs)则预计中国业务将出现“大幅增长”，但表示“实现这种增长的关键是招募到合适的人才”。

　　jill malila of mercer, a human resource consultancy, said that wages at multinationals in china were already climbing. she forecast that they would rise an average of 7.2 per cent this year, an increased pace from 6.9 per cent last year.
　　人力资源顾问公司美世(mercer)的吉尔•玛丽拉(jill malila)表示，在华跨国公司的工资水平已有所提升。她预计，今年的平均工资增幅将为7.2%，高于去年的6.9%。

　　some employers that froze salaries in 2009 might have to play catch up in the pay race just to remain competitive and retain staff.
　　一些雇主表示，2009年被冻结的薪水可能只有在这场薪酬大战中迎头赶上，才能保持竞争性，并留住员工。

　　ms malila said: “as the war for talent heats up, employers shouldn't be surprised if the cost for talent increases . . . 50 per cent to 70 per cent at some professional levels.”
　　玛丽拉表示：“随着人才战升温，如果某些专业职业层面的……人才成本增加50%至70%，雇主不应感到惊讶。”

　　garry wang, head of m&a advisory services at mercer, who also chairs the human resources forum at the european chamber of commerce in china, noted that for new china market entrants, it was much easier to poach than to develop internal talent.
　　美世并购咨询总监王翔弘(garry wang)指出，对于新进入中国市场的公司而言，挖人的难度要远低于从内部培养人才。他同时担任中国欧盟商会(euccc)人力资源论坛(human resources forum)主席。

　　even google, the online search company, has become the target of aggressive poaching by local technology companies after it threatened to leave china.
　　就连在线搜索公司谷歌(google)在威胁撤出中国后，也成为一些本土科技公司积极挖人的目标。

　　foreign companies are also having to take into account the fact that young chinese workers, like their american counterparts, tend to shift jobs relatively frequently.
　　外企还必须考虑到这样一个事实：与美国员工一样，年轻的中国员工习惯于相对频繁地跳槽。

　　while foreign companies are taking steps to protect their talent by focusing on salaries, career development and job satisfaction, mr redondo warned that there were limits. “there is only so long that you can throw money at people,” he said.
　　尽管外企正采取措施，通过专注于薪酬、职业发展及工作满足感等问题，保护人才，但雷东多警告称，这方面存在局限性。“你做不到无限制地朝人砸钱，”他表示。