The Development of Human Resource Management in China
Introduction
HRM is short for Human Resource Management and identified as a new managerial science. HRM is originally invented by western academicians. Its history is not long and it has become more and more popular in the recent years. In Australia, HRM is replacing the old IR system as positive managerial action replaces “ground rules”. (Alexander, Lewer & Gahan, 2008) In China, the business society has been significantly affected by “guanxi”. A mount of “ground rules” were created gradually in China’s business society. It means that after China’s reform and open policy had operated for 30 years, China still has not seriously developed a scientific managerial method for human resource. Thanks to the more and more frequently communication between east and west. There have been many interaction and communication in JV, employees in MNC and business conference between corporations from two different countries. As a result, HRM has been introduced in China. With more and more people choose to work in JV or foreign company, HRM is playing a more and more important role in China’s business philosophy. HR practice had a highly significant impact on China’s business managerial operation. (Irene Hau-Siu Chow,) Line managers have job responsibilities related to human resource. Furthermore, one company need more HR practice in order to make its performance good. More and more HR manager emerging in China is a positive sign for China’s whole managerial science development.
Q1 Outline and discuss the changes the HR function has undergone over the last decade.
Talking about the changes of the HR function over the last decade, it is necessary to refer to the state of HR about ten years ago. In 1990s, HR management was not hot as it is today. However, as a part of management science, there would always be one department about HRM, it might have different names such as personnel department or human capital department. During that period, as a non-sophisticated department, HRM
HRM is short for Human Resource Management and identified as a new managerial science. HRM is originally invented by western academicians. Its history is not long and it has become more and more popular in the recent years. In Australia, HRM is replacing the old IR system as positive managerial action replaces “ground rules”. (Alexander, Lewer & Gahan, 2008) In China, the business society has been significantly affected by “guanxi”. A mount of “ground rules” were created gradually in China’s business society. It means that after China’s reform and open policy had operated for 30 years, China still has not seriously developed a scientific managerial method for human resource. Thanks to the more and more frequently communication between east and west. There have been many interaction and communication in JV, employees in MNC and business conference between corporations from two different countries. As a result, HRM has been introduced in China. With more and more people choose to work in JV or foreign company, HRM is playing a more and more important role in China’s business philosophy. HR practice had a highly significant impact on China’s business managerial operation. (Irene Hau-Siu Chow,) Line managers have job responsibilities related to human resource. Furthermore, one company need more HR practice in order to make its performance good. More and more HR manager emerging in China is a positive sign for China’s whole managerial science development.
Q1 Outline and discuss the changes the HR function has undergone over the last decade.
Talking about the changes of the HR function over the last decade, it is necessary to refer to the state of HR about ten years ago. In 1990s, HR management was not hot as it is today. However, as a part of management science, there would always be one department about HRM, it might have different names such as personnel department or human capital department. During that period, as a non-sophisticated department, HRM
References: Alexander, Lewer & Gahan (2008) “Foundation elements” Irene Hau-Siu Chow (2004) “Business strategy, organizational culture and performance outcomes in China’s technology industry” Irene Hau-Siu Chow (2004) “Human resource management in China’s township and village enterprises: change and development during the economic reform era” Dave Ulrich, Michael R. Losey, Gerry lake (1997) “Tomorrow’s HR manangmanet” Warner, M. (1998), “Human resource management practice in international joint ventures versus state-owned enterprises in China” Julie Davidson (2008) “Barriers to becoming more strategic”