China, the world biggest construction site as well as biggest growth market, develops rapidly in these twenty years. However, the human resource management (HR) is still remaining in a traditional status. "It's an emerging profession," HR Director for Microsoft's Research and Development unit in China, Danielle Monaghan said. "It's now where HR in the US was 15 years ago." (Patrick & Dave 2008) Many companies in China, no matter domestic privately owned enterprises or multinational corporations, find difficulties and face serial problems in HR issue.
[...] HR also need randomly select few staffs for personal interviewing in order to have a deeply understanding about their feeling while working within the companies and their needs. (Uta & Krishnamurthy 2004) said that it is also important for managers to ask whether a gap exists between statements and reality, the real vision and claims of the vision, and assess how any existing chasms can be bridged. I think this communication can let employees feel they are belong to their companies, we are concern about them. [...]
[...] Whilst they think their companies cannot satisfy them with high pay and compensation, then they will change to another job. It links to the traditional Chinese thinking about (reputation), to have higher pay and higher career position, so they can show off among their friends and families. The last point, organizational culture management, is Western HR techniques which is promoting in China. Culture difference is most important to Human Resource Management. Stated-owned enterprises are similar to their historical background as socialist enterprises especially in the point of view of employee welfare and care. [...]
[...] In contrast, multinationals are more focusing to boost the productivity and company procedures. (Allan & Tony 2009) stated that different cultures will have their own point of view, it may inspire the others and then to merge both ideas together to become a suitable answer. But in China, companies are more impact on the Chinese culture. “Guan “connection” is the best English word to mean, it refers to individual relationship. Chinese believe this is very important and is a critical component to business. [...]
[...] In order to solve these problems, I suggest improving the training and retention methods in China companies and looking forward to the improvement of HR in China advance a stable, healthy and sustainable economy. Reference List Storey, Wright, P & Ulrich, D 2008, The Routledge Companion to Strategic Human Resource Management, Routledge The McKinsey Quarterly 2008, How to address China's growing talent shortage, McKinsey Quarterly in US, viewed 12 November 2009, < http: _shortage_2156>. Vance, C.M & Paik, Y 2006, Managing a Global Workforce : Challenges and Opportunities in International Human Resource Management, M.E. [...]
[...] International experienced HR staffs can also reduce the company's expense in training as they are familiar and experienced with the working situation out of China and their cultural knowledge is also an advantage for them to work with head offices in overseas. Generally people who had international experience will choose to work abroad and in a multinational company, Ames and Andrew (2007) indicated that the salary is higher in foreign invested enterprises than in a state-owned enterprises. But as the numbers of multinationals companies in China is increasing and more graduates graduated from overseas, they have more chances to gain experience and meliorate their language skills. [...]
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