Development Of HRM In China

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Introduction: The development of human resources management becomes vital key to enterprises, because we are in a fast-changing, globally competitive and quality-oriented industrial environment. There is no history time has witnessed such a trend that keen competition in nearly all industries, boosting technological innovation and management method changes. Not surprisingly, the role of HRM is also changing, to fit into the change of structure and culture over the last decade. The pass ten years saw the various stages of HRM has changed, which will be described in the first part in the following content. In contrast to the HRM, stage ten years ago on the planetary scale, SHRM relates the strategic goals and objectives of HRM to achieve higher level performance and investigate futher and deeply to the organization culture (Tan and Torrington, 2004). Compared with western countries, HRM stage in China is felling a little bit behind the average level of international HRM development. The environment and policy of human resource development in China are so complicated, as the reason for remained impact of planned economic form sank deep into the hearts of the people at that ages. Chinese enterprise can be separated into two kinds of organization with special characteristic, will be mentioned in the second part. A human resource is not rooted from China, after all, China cannot apply the HRM model, introduced from western countries directly , in the last part, challenges facing by HR managers in China, are raised out. Question 1: In last period of ten years, the number of manufacturing workforce declined, while new jobs added in services industries, such as fast foods, retailing, consulting, teaching, and legal work, resulted in the transformation of new HRM methods to manage the new types of 'knowledge' workers, and new kind of jobs (Dessler, 2005). In a short word, stage of HR function during last decade is shifting from HRM to SHRM, Dessler, (2005) claimed that its role is shifting from protector and screener to strategic partner and change agent. Many companies refer to HRM as involving‘people practices', indicating HRM is the organizational function and strategic approach that deal with issues related to people. There is a growing number of HRM are viewed as a source of competitive advantage. Perhaps the most striking change in HR's role today is its growing involvement in formulating and implementing the company's strategies, which increasingly raising strengthen of competitiveness in organizational, building up committed work teams, and these functions putting HR in a central role.

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