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Collaborating along the Belt and Road Collaborating along the Belt and Road

Opportunities and challenges


The Belt and Road Initiative (BRI or the Initiative) presents a number of opportunities and challenges to consider for local BRI governments, inbound investors and business partners.

The people opportunity

In order to achieve long-term BRI success, it will be important for companies to put the right people and organisational structures in place.

Key people themes

Navigating cultural differences

Foreign players with limited experience in BRI markets will need to focus on understanding business and cultural differences across jurisdictions. Patience, long-term commitment and a willingness to understand local behaviours and expectations will be key.

Skills and labour shortages

BRI markets at the early stage of industrialisation will have limited pools of skilled or experienced unskilled labour that can be relied upon to support BRI activities. As such, training and rapid upskilling, along with labour migration, are expected to be prominent themes in certain markets.

Migration of labour

The movement of labour across borders is expected to be a common theme for BRI projects. Expanding business overseas, engaging with a mobile workforce and encountering new regulatory requirements creates complexity and risk. To be successful, BRI investors need to be mindful of cultural perceptions and expectations of compliance with local employment, immigration and tax regulation.

Organisation and capabilities

Companies should ensure that they are agile enough to respond and adapt to new opportunities along the Belt and Road. This includes ensuring the right capabilities and organisational structures are in place, and managing that transition.

The KPMG people proposition

End-to-end solution

Our experienced Hong Kong People and Change practitioners work to plan and deliver change programmes in support of cultural and organisation transformation objectives. Specifically, we focus on:

  • Cultural transformation: Our proven approach to cultural analysis and change builds on global best practices to reconcile cultural issues associated with operating in new or different cultures, organisational scenarios and cultural transformation to ensure the organisational culture is aligned to, and enables, the business objectives and strategy.
  • Organisation transformation: We define transformation programmes to enable our clients to transition into new markets, locations and/or ways of working. This entails aligning our globally proven approach and capabilities in the areas of change management, organisation design, talent management and workforce transition.

Global expertise with mobility

Whether talent is sourced from international hire, secondment or frequent travel, robust mobility policies enable a business to be compliant with local immigration and tax requirements, while remaining agile and responsiveto the needs of the business. Using Hong Kong as a key regional hub, KPMG enables clients to access its network of global mobility professionals in 140 countries to provide tailored solutions that support international deployment of labour.

Executive recruitment capabilities

KPMG is one of the few large professional service organisations in Hong Kong that has its own recruitment consultancy. With more than 30 years of experience, this business unit offers a wide range of customised services across all aspects of the recruitment process, from advertising to executive search.

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