The Extraordinary Night Awards Gala” hosted by Liepin.com and China Business Network (CBN) ended perfectly in Shanghai on December 17th.
As an industry leader focused on mid-senior level talents recruiting, ZWHR Consulting has won the award of ” Extraordinary HUNTER ” of 2020 for its professional service and excellent user experience, and it is also the fourth time that ZWHR Consulting has won this award. Frank Yu, Chairman of ZWHR Consulting, represented the company together with Chris Chen (Partner, Financial Practice Leader), Steven Gu (Real Estate Practice Director).
The conference announced the list of award-winning companies that Liepin ” Extraordinary Employer ” and ” Extraordinary HUNTER ” in 2020. ZWHR Consulting stood up from thousands of headhunters and became a 2020 Extraordinary HUNTER. The 2020 award aims to find headhunting companies that actively make unremitting efforts for the recruitment industry, embrace industry changes, and create extraordinary value. The hunting companies selected cover well-known international companies, powerful local companies, and new prominent companies.
Phase one consisted of a fierce online popularity competition, and phase two coming down to a rigorous selection based on several factors including: Candidates comprehensive evaluation index, consultant evaluation index based on big data statistics and ecological contribution index to headhunting industry, finally Top 10 Head-hunters were selected.
It is testimony to the great work and dedication by the team, as this award cements our position as the market leader. As one of the oldest and largest executive recruitment firms in China, We insist on the highest standards at all times. We keep a pulse on market and talents trends, standing on the leading edge of the industry, to help enterprises and talents create a better future.
“When the effective leader is finished with his work, the people say it happened naturally.” – Lao Tzu
Leaders want their teams to not only learn about the resources available to them, (technology, human capital – connections and networks, legislations, internal and external policies) but significantly, how to harness and use resources around them for the advancement and achievement of organisational goals. The ability to inspire teams should be one that comes naturally to a leader and if not, must be learned. Leadership must be inspirational, provoking learning because not only does the team learn, but the organisation progresses in ways that puts it a step ahead of the competition.
It is well to foster a knowledge based organisation, however, in a constantly changing environment, leaders must ensure that learning is targeted and relevant to stated objectives and helps the organisation along in its developmental or growth phases. It is important to note that an organisation’s future success depends on identifying and developing the next generation of its leaders. Managers are not only leading their units and departments, but are also nurturing the future leadership of the organisation.
Stages of Organisational Development and Control System
Considering the organisational growth above, it is important for organisations to target individuals for leadership positions who are not only academically qualified, but have proven track record of leadership in the current and developmental projections of the organisation.
Is a delegator most relevant at the initial phase? This for most start-ups is one of experiments, trials, iterations and creativity. A hands-on approach is vital in this phase, not only because of the need for the business idea and project to take root, but the need to safeguard initial investments is crucial at this stage. This is the phase that requires a nurturing of the business idea by the creator. Delegation may not be the core need of leadership at this phase.
As the organisation develops, number of employees grows, markets and customer base expand, the leadership needs change and it is the responsibility of management to ensure that line managers, middle management and executives are able to lead and steer the organisation in tandem with its phase and prevailing external socio-economic circumstances as well as internal organisational culture.
Ideas and propositions are not only products in today’s economy, but they are the bedrock upon which goods and services are created, leaders are not just saddled with the ultimate goal of testing and learning about them, they have the vital responsibility of deciding how the organisation is going to make progress in terms of creating a value proposition and business model that works and is geared toward achieving set goals.
Management must determine the specific leadership skills and behaviours needed to effectively implement and achieve the company’s strategy. Be it in the planning and execution of a merger, penetrating new global markets, increasing sales operations, introducing and implementing the use of technology in public services or delayering the corporate structure, the importance of time spent thinking through skills requirements to successfully execute identified initiative cannot be overemphasised.
The growing role of technologies such as the Internet of Things, blockchain, artificial intelligence and machine learning algorithms are bringing decision-makers to cross-roads. This is true for both private and public sectors. To effectively respond to the demands of the 21st century, leaders in governments especially need to be agile and adaptable to seize the opportunities provided by digital transformation. They have to possess the ability to quickly choose between the different alternatives available, most times with inadequate information and high degrees of uncertainty, combined with public structures that are often bureaucratic, risk-adverse and hierarchical.
Identifying and employing top executives and leaders who recognise the significant and often dynamic role of technology and globalisation in today’s socio-economic environment is key to achieving organisational goals. A major requirement for the success of implementing any strategic objective in all sectors is the ability of leaders to inspire and encourage learning.
Responding to questions on leadership and how we target potential candidates for top management positions both in the public and private sectors, Duncan Gruselle who leads the Health Care and Public-Sector practice group at InterSearch Ireland responded that:
“targeting a global talent pool of relevant candidates is a scratch at the surface of identifying what clients need in their leaders. The ability to filter and target individuals who fit the organisational ambitions of our clients and who through their track records have shown that they can move the organisation along in its strategic journey is key to identifying desirable leadership for our clients. Determining best fit requires much more than having the qualifications, but showing an ability to align oneself with what the client organisation represents”.
Learning is key to knowledge and knowledge in this instance provides future leaders the opportunity to identify organisations and cultures that they aim to lead. Aspiring to lead must not be considered in isolation- identifying who (team/organisation), where(time/sector/location), what(objectives/goals) and how(style/culture) must form the basis upon which leadership aspirations is planned.
“A leader’s role is to raise people’s aspirations for what they can become and to release their energies so they will try to get there.” – David R. Gergen.
“The Extraordinary Night” organized by Liepin and Guangdong Radio and Television station was held in Guangzhou Stadium on December 13th.
The conference announced the list of award-winning companies that Liepin ” Extraordinary Employer ” and ” Extraordinary HUNTER ” in 2019，and invited distinguished guests to share their research on the human resources industry trend. Thousands of guests from various industries gathered to witness the birth of the awards and share a feast of ideas.
On November 24, by RECC (China) recruitment alliance sponsored, “The 2020 China headhunting industry awards ‘evolution’ – Shanghai” had a successful ending. As a leader in the headhunting industry, ZWHR Consulting has been actively delivering positive brand affection in the past year, leading and driving more brands forward with years of accumulation. After winning the Best Employer Brand Award of RECC in 2017 and 2018, ZWHR Consulting won the Most Influential Agency Award again.
LinkedIn Spotlight aims to celebrate the most viewed and active professionals in China as well as members that share inspiring perspectives and engaging stories. Based on their own experience and knowledge in their respective fields, they share industry insights and provide experience.
We can place cookies on your device when you use this website. In order to place any cookies on your device other than cookies that are strictly necessary, we need your prior consent. Detailed information on the cookies we use and their purposes can be found in our cookie statement. However, we already clarify that on this website we make use of the categories of cookies set out below.
If you agree to the use of all categories of cookies set out below, click on ‘Accept all cookies’. If you have certain preferences, click on ‘Cookie and Privacy Settings’ to enable and disable cookies per category. If you don’t want us to use any cookies that are not strictly necessary, click on ‘Decline’.
These cookies are strictly necessary for the proper functioning of this website, for purely technical reasons or to provide you with a service that you explicitly requested. Since these cookies are necessary for the proper functioning of this website, you cannot refuse their use.
Preserves user session state across page requests.
These cookies collect information about how visitors use this website, for instance which pages they view most often. We use this information for analytical purposes, to improve our website and to help us investigating problems raised by visitors.