Changes and Development of Human Resource Management Practices in China: Insights for CHROs of Korean Companies Operating in China
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Managing human resources in international context requires knowledge and understanding of the human resource practices of the host country and its cultural context. China has cultural characteristics and experience of contemporary industrialization period, and therefore, learning more about human resource management policies and practices should be helpful for chief human resources officers (CHROs) working in Korean companies operating in China. China is fundamentally different in governance structure and differ in how the human resource practices are used. In this paper, a discussion of the history and state of human resource management practices used in China will be provided along with problems in use of the practices and some changes that occurred after labor reforms. The practices discussed are selection, training, evaluation, compensation, and labor relations. This brief overview can provide a glimpse into how human resource management practices were adopted and adapted for use in organizations under different social and institutional contexts. This paper concludes with implications for companies operating in China and suggestions for future research endeavors.
Abstract
Managing human resources in international context requires knowledge and understanding of the human resource practices of the host country and its cultural context. China has cultural characteristics and experience of contemporary industrialization period, and therefore, learning more about human resource management policies and practices should be helpful for chief human resources officers (CHROs) working in Korean companies operating in China. China is fundamentally different in governance structure and differ in how the human resource practices are used. In this paper, a discussion of the history and state of human resource management practices used in China will be provided along with problems in use of the practices and some changes that occurred after labor reforms. The practices discussed are selection, training, evaluation, compensation, and labor relations. This brief overview can provide a glimpse into how human resource management practices were adopted and adapted for use in organizations under different social and institutional contexts. This paper concludes with implications for companies operating in China and suggestions for future research endeavors.
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