Human Resource in China

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As a Human Resource Manager in L&P household, it is my responsibility to analyze how some Chinese values stand sharp contrast to those of US and the influence of Chinese culture in shaping HRM practices of an US Company operating in China. I will divide this report in two four parts. In the first part of this report, I will identify the cultural difference between China and US. In the second part, I will give a brief discussion on how cultural different affect HRM practices. For the third part of the report, I will illustrate the implication to L&P when formulating HR policies for our China plant. At last, I will give some recommendations to the expatriate HR manager from L&P may use Chinese Culture to his/her advantage when managing human resources in China. It is no doubt that different countries may have different cultures. It is difficult to compare different cultures without having a standardize system. Therefore, I am going to use the Hofstede’s Cultural Dimension Framework to identify the culture different between China and US. There are five cultural dimensions in this system, which is, Power Distance Index, Individualism, Masculinity, Uncertainty Avoidance Index and Long-Term Orientation. Among all the dimensions, the marks of the Uncertainty Avoidance Index (China: 40, US: 46) and Masculinity (China: 66, US: 62) of both countries are nearly the same, which means that both of them have low uncertainty avoidance and belongs to achievement orientation. For the Individualism dimensions, China has a mark of 20, which US has a score of 91, this shows that China is belonging to collectivism and US is belonging to individualism. For the Power Distance Index, China has a mark of 80 but US only has 40. This shows that China has a high power distance and US has a low power distance. At last, China has a score of 118 in Long-term Orientation and US only has 29, which means US has a relatively short-term orientation. After talking about the cultural...
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