International Human Resource Study of China

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The following paper summarizes each of the research articles that was compiled and examined throughout the term. Research on the topics of labor relations, staffing, training, compensation, benefits, and performance management in China is examined. This research findings are then integrated with the information from the global villager’s handout. Missing information that is critical for effective human resource policy and practice development is identified and the importance of this missing information is analyzed. Based on the information, policies and practices for an MNE operating in China are recommended, as well as an explanation of why these policies or practices should be implemented. The article, “The Dynamics and Dilemma of Workplace Trade Union Reform in China: The Case of the Honda Workers’ Strike”, took an in-depth look at the Chinese Honda workers’ strike in Foshan. This case study gathered facts by interviewing 40 Chinese Honda workers. The authors, King-Chi Chan and Sio-leng Hui, explain how the Chinese migrant workers of today’s generation are well-educated and more aware of their rights as workers. This new generation of workers have put pressure on the All-China Federation of Trade Union (ACFTU) to take trade unionism’s promotion and foundation in the workplace more seriously. However, there are barriers to unionism in the Chinese workplace. Such barriers include lack of external support from local trade unions at the district and town level. These trade unions are intended to provide support to workers under China’s Trade Union Law, however they fail to uphold their legal responsibilities. Another barrier to unionism is the party-state’s opposition to independent labor organizing (King-Chin Chan & Sio-leng Hui). This has forced the higher trade union federation to step in and take more control of workplace trade union reform and promote state-led wage bargaining (King-Chin Chan & Sio-leng Hui). The ACFTU is not generally trusted by Chinese workers because workers do not get an opportunity to elect their own trade union officials because they are appointed by the Chinese Communist Party. The ACFTU is a labor organization that is under the control of the CCP. Workers’ view on trade unions is that they typically side with management and the CCP during labor disputes. This make trade unions ineffective in the eyes of the workers. The case study looks at some of the steps the ACFTU has started to take, such as establishing union branches in the private sector, especially in foreign-invested enterprises (FIEs). The ACFTU has increased efforts to unionize FIEs and blacklist those FIEs that do not follow labor laws. In the particular case of the Honda workers’ strike, the ACFTU negotiated with workers such things as wage increase, seniority premiums, better promotion system, and a democratic reform of the enterprise trade unions. The ending agreement entailed a wage increase, but no discussion of trade union reform took place. This strike led to many other strikes throughout China. This forced the ACFTU and the Chinese government to take a hard look on the reform of trade unions in the workplace. The ACFTU started to “advocate the election of trade union committees in accordance with the law and the role of workplace unions to ensure effective implementation of the Labor Code, trade union law and the labor contract in enterprises” (King-Chin Chan & Sio-leng Hui). In the case of the Chinese Honda worker’s, a bottom-up approach was used to pressure the ACFTU for trade union reform. This pressure resulted in reformation and workers being able to elect their own representatives (many of which were strike leaders). As we can see the collectivistic nature of the Chinese workers made it easier for them to stick with each other through the strike until they achieved agreements during negotiations. All of the strikers were acting in the best interest of all Honda workers. This...
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