Contents
1.0 Introduction ………………………………………………………..1- 2.0 Traditional HRM practices in China…………………………………………………….1-8
- 2.1 Traditional HRM in Chinese State-owned enterprises………………………………1
- 2.2The major changing of Traditional HRM practices in China……………………..3-4
- 2.3The major reasons leads to change their existing HRM practices………………....4-8
- 2.4 Economic reform and its impact on HR practices
- 2.5 FDI---multi-national corporation’s emergence in China
- 2.6 The changes of Laws
- 2.7 The complain of employees and the lack of enthusiastic
- 3.0 The current HRM practices in Chinese enterprises: integration with the West practices……8
- 3.1 The introduction of HRM from western countries………………………………………..8-10
- 3.2 Compared the performance of SOE and MNCs………………………………………….10-14
- 3.2.1 Job analysis:
- 3.2.2 HR planning
- 3.2.3 Recruitment and selection:
- 3.2.4 Performance and appraisal:
- 3.2.5 Compensation and welfare:
- 3.2.6 Training and development
- 3.2.7 Labor relations
- 4.0 Finding and Research -- Are western HRM suitable to China?.............................................14
- 4.1 The conflict with Chinese culture………………………………………………………………..15
- 4.2 The conflict with Chinese laws…………………………………………………………………..16
- 4.3 The differences of labor quality between china and western countries (labor market)………….17
- 5.0 Conclusion and remarks……………………………………………………………………...18
- with APA referencing
Description
Today China is not only the country having largest population but also recent world economy survey from many financial institutions say’s that It is one of the fastest growing economy of the world too. The economic reforms which China has implemented since last 25 years, its fruits have started to come which have in turn lead to a developed economy. So these developments resulted the development in HR sector of china in various industrial enterprises and the future is very bright as it has the largest working man force in the world. It was in late 1970’s when Foreign Direct Investment started to come to china. When FDI comes to a country it not only brings changes or upgradation in product, equipment and technology sector but in human resource management practices and structure too. (Child 1991,p 93-107) .
The main objective behind this research or study is to find the flaws that are existing till today in the SOE’s of china. Even though the economic reforms has gone some 30 years of timing but till today the SOE’s are not able to match with the MNC’s as well as the JV’s that are flourishing in the country. So let’s have a study about the changes that has been taken place in last 17 years in china. The research and studies carried earlier on the transfer of management from the western countries to china is a universal one or culture dependent has not been found out in a concrete manner. The research on this sector can be dated back to 1960’s.So this study has been carried out to find out what are the possible reasons of not fully transfer of western style HRM practices in china. The fact that American management style is not universal and the western style transfer is culture dependent was found out first by Gonzalez and Macmillan in 1961. So after years of study it has been found that the management practices are not universal in approach as there are many countries tey have different cultures and the management practices to be universal has to face the challenges of the cultures. In this study a brief in depth has been provided the possibilities of transfer, the suitability, real ground facts to enhance the further research in this sector so that there will be smooth transfer of HRM practice in China.
