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Asked: 2025-05-08T21:39:52+08:00 In:

Can I transfer to different departments or branches within a Chinese company for career growth?

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Can I transfer to different departments or branches within a Chinese company for career growth?
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      In China, employees do have the option to transfer to different departments or branches within a company as a means to foster career growth. However, the actual process and the likelihood of a successful transfer are shaped by various factors, namely company – specific policies, legal regulations, and negotiation skills. Here is a comprehensive look at what one needs to consider:

      1. Legal Framework and Employee Protections

      • Requirement for Mutual Consent: According to China’s Labor Contract Law, any transfer that involves changes to job duties, work location, or salary must be agreed upon in writing by both the employer and the employee. Transfers imposed unilaterally without such consent are generally considered invalid, except when there are legitimate operational reasons, such as organizational restructuring.
      • Situations Allowing Company – Imposed Transfers: Companies can enforce transfers under certain circumstances. They must be able to prove that the transfer is a business necessity, such as during department mergers or when relocating operations. Additionally, the transfer should not have a negative impact on the employee, including reducing their salary or being discriminatory in nature.

      2. Company Policies and Internal Transfer Opportunities

      • Formalized Transfer Systems: Many multinational companies operating in China, such as Goldman Sachs and FrieslandCampina, have established transparent systems to encourage internal transfers. Typically, employees become eligible to apply for open positions only after fulfilling specific tenure requirements, often around three years in their current role.
      • Differences between Company Types: The approach to internal transfers varies significantly between different types of companies. Startups, with their flatter organizational structures, tend to offer more flexibility for employees to transfer internally. In contrast, state – owned enterprises (SOEs) usually need to consult with unions or employee representatives before approving a transfer.

      3. Steps for Employees Seeking a Transfer

      • Open Communication: Employees should take the initiative to discuss their career goals with their managers and the human resources department to identify potential transfer opportunities. Keeping a record of their professional achievements can also strengthen their case for a transfer.
      • Showcasing Relevant Skills: Highlighting cross – functional skills, such as previous project management experience, can effectively demonstrate an employee’s readiness for a new role. Some companies even provide training to help internal candidates acquire the necessary skills for the positions they are interested in.
      • Following the Formal Process: Once an opportunity is identified, employees need to submit a written application. Depending on the company, this may be followed by various assessments. If approved, both parties will sign a revised employment contract to formalize the transfer.

      4. Potential Risks and Challenges

      • Consequences of Refusing a Transfer: Rejecting a legitimate transfer request, one that is based on valid business needs, may result in termination on the grounds of “insubordination”. Employees must carefully evaluate transfer requests considering the company’s justifications.
      • Influence of Cultural Factors: In some Chinese companies, guanxi, or personal relationships, can play a role in the transfer approval process, even when formal policies are in place. This cultural aspect adds an extra layer of complexity to the transfer process.

      5. Examples of Successful Transfers

      • At Goldman Sachs, employees like Abby Wang have successfully completed international transfers, moving between locations such as Singapore, New York, and Shanghai. Their success was largely due to making use of internal job portals and receiving support from their managers.
      In conclusion, while internal transfers within Chinese companies present viable career development opportunities, they are highly dependent on compliance with legal requirements, the company’s culture, and an employee’s negotiation abilities. Before initiating a transfer request, it is essential for employees to thoroughly review their employment contracts and company policies. In case of disputes, seeking advice from labor arbitration authorities is a recommended course of action.