In the current era of globalization, human resource planning stays focused on the chances for concentrating over what all skills are or will be needed in the future context. This may help in providing a wide indication with respect to the numbers needed in the longer run (Hewlett 2009). However, in some of the situations, it is may end up making forecasts on short term basis, when there is a possibility of predicting activity skills and leads requirements with a sensible level of accuracy. These types of predictions will often be on the basis of wide scenarios, instead of specific forecasts on demand and supply.
Considering the above mentioned facts, it can be stated that the focus must be created to determine the duration of initial terms of employment, and doing this is crucial. It can be recommended that the initial term of employment must be for the duration of three years (Lift 2000).
Salary: There is no denial in the fact that people work for earning salary, and this is one thing from which the employers cannot escape. While hiring employees from China, salary should be calculated in terms of working hours (Lift 2000).
One significant issue is that in a number of different parts of China, it is known to be customary for paying the salary on the basis of 13 months, with the payment of final month just before the New Year of China. Even though this can be considered absolutely optimal, but it is significant for stating clearly if or not there is a need for the utilization of this approach (Lift 2000).
Terms of vacation: The basic statutory role over vacation with respect to employees is that in the very first year, no vacations are allowed; in the duration of second to ninth year, vacation of 5 days are allowed; in the duration of ten years to 19 years, vacation of 10 days is allowed, and within 20 years or year to come, vacation of 15 days is allowed (Lift 2000).