Abstract
The world practice of HR management is characterized by differentiation, which is due to the regularities of functioning of national economic systems and their uniqueness. Technological and structural changes at en-terprises have no less influence on these processes. The focus on the success of the Chinese experience of economic activity stimulates scientific interest in the research of the principles of HR-management of the Ce-lestial Empire in comparison with other countries. The aim of the article is a comparative analysis of HR man-agement models in the Russian Federation and the People’s Republic of China. The reliability and validity of the obtained research results is provided by the theoretical analysis of scientific literature, foreign and Russian experience. The article specifies the general and specific aspects of the Russian and Chinese models of HR management, systematizes the spheres, circumstances and factors that influenced their formation.
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