HR and Homeshoring

"These days the spirit of capitalism is stronger in China than it is in America."

So says Pin Ni in this month's Bloomberg's Markets, who operates Xanxiang America, and is the son-in-law and US representative of Chinese billionaire Lu Guanqiu.

Ni goes on to describe how he and Lu are exporting Chinese style capitalism to the US:

"If salespeople come back with business, they get some of the profits, Ni says; if they don't, they're only reimbursed for 65 percent of their travel expenses.  "It's basic stuff-we share together," he says. "It's show me the money, and if you succee, you are a hero.  If you don't, you share in the costs."

This is the type of attitude that absolutely must become prevalent in the US workplace if homeshoring and other work-at-home alternatives are to become popular.   Unfortunatley, pay-for-performance is the least discussed aspect of home-based employment.  However, it simply won't succeed unless employer can be confident that their home-based employee's incentives are properly aligned with the interests of the firm's shareholders.