Background

As a publicly listed company in the telecommunications industry with products and solutions covering “200+ countries and regions,” 3D Communications achieved RMB 12.489 billion in revenue in 2023, with a year-on-year growth of 21.3%, continuing to lead the global wireless communication solutions sector. With over 30 years of experience in the telecom industry, 3D Communications adheres to the strategic direction of “Rooted in China, Connected Globally.” Its global footprint spans from public network coverage on Kuala Lumpur Metro Lines 1 and 2 to high-performance LTE private network solutions at a major port in Brazil, with overseas business accounting for 33% of its operations.

In this transcontinental digital journey, challenges such as cross-cultural management barriers, local labor compliance issues, and activation of multinational talent effectiveness have become key factors limiting the depth of the company’s global expansion.

Amid this strategic transformation, 3D Communications has established a deep partnership with SailGlobal, the one-stop HR service expert for Chinese enterprises going global. SailGlobal’s Chief Human Resources Officer, Huang Yuanming (former Huawei overseas HR management expert and bestselling author of Overseas Human Resource Management), was invited to conduct the “Practical Training on Selection, Deployment, Management, Development, and Retention of Overseas Local Employees.” Twenty-three core managers from 3D Communications’ Global HR Center, Overseas Regional Business Units, and Strategic Planning Department gathered at the Hangzhou headquarters to explore the upgrade path from “business going global” to “organizational capability going global.”

Strategic Insights: Advancing from “Telecom Infrastructure” to “Talent Infrastructure”

Huang Yuanming, Chief Human Resources Officer of SailGlobal and head of its overseas consulting and training business, integrated benchmark enterprise overseas HR management experience with 3D Communications’ business scenarios. This enabled the company to implement full-lifecycle management of overseas local employees, enhance its overseas talent management capabilities, and strengthen organizational capacity in international markets.

Huang opened the session with the “Evolution Map of Chinese Enterprises Going Global”, systematically outlining three stages of global expansion:

Initial stage – Product export
Mid-stage – Channel export
Current stage – Ecosystem competition centered on brand, supply chain, and R&D

He emphasized that organizational capability is increasingly critical for global competitiveness. To address the core challenges of overseas team building and organizational development, Huang proposed a full-chain solution for overseas talent management—“Select, Deploy, Manage, Develop, Retain, and Circulate”:

Select the right talent to lay a solid foundation for the overseas team.
Deploy talent effectively to maximize team collaboration.
Manage teams scientifically to ensure orderly progress.
Develop employees thoughtfully to support career growth.
Retain key talent to stabilize the overseas workforce.
Circulate talent smoothly to maintain team vitality.

Addressing 3D Communications’ pain points in strategic markets such as Brazil, Singapore, and France, the course offered tailored solutions. Beyond general recommendations on overseas recruitment, remote management, performance management, compensation incentives, cross-cultural communication, and compliance, Huang provided practical, localized management tips for different countries:

Brazil: Employees value interpersonal interaction; performance feedback should be considerate, and goals set flexibly.
Singapore: Employees focus on efficiency and results; assessments must be transparent, fair, and tied to career development.
France: Employees emphasize work-life balance; avoid overly frequent evaluations, and provide autonomy in goal setting and assessment.

Cross-Cultural Management: Breaking Through the Deep Water of Globalization

After years of overseas expansion, 3D Communications has entered the deep waters of globalization, facing complex cross-cultural communication challenges. Huang shared international management experiences from Huawei’s operations in Brazil and Indonesia. Key practices include:

Inviting diverse local participants to management meetings and arranging discussions between headquarters leaders and local staff.
Involving local employees in policy formulation.
Considering local language needs when releasing documents.

He also highlighted the importance of exchange activities, such as sending high-potential overseas employees to China headquarters for training, which strengthens ties with the headquarters and cultivates global perspectives.

Huang concluded, “When 5G base stations land in Rio de Janeiro, our management thinking must achieve ‘localized adaptation.’” He further emphasized the critical importance of local management mindset in global operations.

Practical Empowerment: From Methodology to Tool-Based Value Leap

During group discussions and immersive simulation exercises, Huang Yuanming guided participants through in-depth studies of cross-cultural challenges encountered in actual work. By stimulating thinking and benchmarking against practical cases from leading enterprises, multiple actionable management improvement initiatives were developed."This training achieved a qualitative breakthrough, transforming global management experience from the 'conceptual level' to the 'operational level,'" remarked one 3D Communications executive after the workshop.

Participants highlighted that SailGlobal’s training combines a global perspective with regional and country-specific practical experience, offering effective methodologies and tools for overseas talent management. By addressing real pain points encountered in their work, attendees were able to discuss practical solutions, fostering idea exchange and co-created value. Following the training, 3D Communications plans to translate these outcomes into tangible management actions, further enhancing its global talent management capabilities.

The successful implementation of this training marks another advancement in SailGlobal’s “Global Human Resource Service Ecosystem.” Building on foundational services such as Employer of Record (EOR) and Shared HR, SailGlobal now delivers three-dimensional empowerment through strategic consulting and training, intelligent platform systems, and cross-cultural integration solutions. This enables a one-stop HR service approach—from “strategic insights” to “problem-solving” to “value closure”—helping Chinese enterprises build sustainable global organizational capabilities.

From “Telecom Infrastructure” to “Talent Infrastructure” — SailGlobal Partners with 3D Communications to Solve Overseas HR Management Challenges