Elites in first-tier Cities rapid flowing

　　Recently, Peng Feng Group, the mainstream auto dealer in Shenzhen, has announced high salary incentives to encourage the previous qualified personnel to come back. When just authorized, a new 4S shop for German luxury cars began to consider hunting the marketing executive and technical of director of another shop selling the same brand since the two can bring client list and maintenance reputation respectively.

　　According to SOHU Li Chao’s blog, these two actual examples that the major car dealer in Shenzhen are urgently recruit skilled and elites are just an epitome of talent gap aroused by the rapid expansion of business scale.

　　In Shenzhen talents are always flowing frequently, especially auto salesmen. In recent years, in Shenzhen intensity of 4S shop has been largely increased. Toyota 4S shops of FAW-Toyota and Guangzhou-Toyota have reached 23 while Honda 4S shops of Guangzhou Honda and Dongfeng Honda have totaled about 13. The independent brands are catching up more aggressively. Only the 4S shops of the BYD in Shenzhen this year will total 20 this year and 40 in 2011. All this makes experienced salesmen become the rage among the 4S shops.

　　What is more serious, as a immigrant city, when the development of first-class Shenzhen auto market is approaching a limit while the second and third tier inland cities are developing strongly and expanding their network rapidly, the top sales and technicians that firstly received systematic training of 4S shops when Shenzhen was undergoing rapid growth has chosen to go back to their hometown such as Hunan, Sichuan, Shanxi and Henan to serve as managers or technical directors or even shareholders of 4S shops rather than common employees with a highest income level of 5,000-6,000 Yuan in Shenzhen. It is reported that the skilled labor in Shenzhen auto market is flowing to the inland cities at a rate of 15% -20% annually.

　　All this makes the car marketing elite rare birds. One sales director of a 4S shop told the reporter that after personal information and professional resumes was put on the China Business Network, he received 6-7 calls every day that promised him higher wages and positions to ask him to join in.

　　Talent shortage in Shenzhen auto market makes talent retention a necessary management strategy to be considered for the large groups who demand for stability. At present, Shenye Group, who has the powerful stability of employees within the Shenzhen auto industry, is adopting measures such as employee share option schemes, joining the Hong Kong Dah Chong Hong Holdings Ltd as well as progressively implementing IPO. Recently, the related websites and the Shenzhen Association of auto dealers are considering new training school to teach sales experiences and maintenance services cooperatively. All 4S shops can send employees to the receive raining. Of course, these employees will go back their original company. This kind of chain can make the contacts between personnel and business much closer in Shenzhen Auto Market.

　　(Translator: Yalong/Jessie)

　　See original Chinese report Please click:

　　http://lichao.blog.sohu.com/151982096.html