Abstract
This contribution, as a part of a wider symposium, sets out to ‘make sense’ of Chinese human resource management (HRM) as it has evolved over the past three decades, by discussing seven paradoxes of its emergence over the past decades. The paradox categories discussed include: Western/Eastern; capitalist/socialist; ideological/non-ideological; advanced/transitional; global/glocal; multinational/national; and last, individualistic/collectivistic. The essay concludes that a number of the paradoxes appear to be stronger than others – even if there is more convergence in some categories than in others, due to the ongoing dynamic changes which are occurring in China's economy and society. But it is clear that their characteristics are still in flux, some relatively, some absolutely.
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