Human Resource Management In China Research Articles

HUMAN RESOURCE MANAGEMENT IN CHINA UNDER ECONOMIC GLOBALIZATION

Economic globalization is the development characteristic and advantage of modern economy, especially the in-depth development of knowledge economy and people-oriented era, which has become the decisive factor of the world economy in the 21st century. In this context, competition among countries increasingly revolves around the quantity, quality and development level of human resources. This transformation has brought both opportunities and challenges to human resource management (HRM) in China. Economic globalization has prompted China's human resources management concepts to be re-examined and updated, and the field of human resources management has shown a more diversified pattern. The subjects of human resources management are constantly changing, and it is necessary to adjust the human resource’s structure and improve the overall quality of the workforce. While economic globalization has brought opportunities to China, it has also brought tremendous pressure to China's human resources management. Fierce international competition has posed a severe test to human resources and challenged traditional human resource management methods and structures. This article deeply explores the impact of economic globalization on human resource management in China. It analyzes how China's human resources management responds to the emergence of diverse talent market, the growing demand for cross-cultural skills, the fluidity of global talent flows, the need for technology and digital transformation, and the regulation and compliance faced in operations challenge. Globalized environment. By understanding and responding to these changes, China's human resource management can proactively respond to the changing situation and seize the opportunities brought by economic globalization.

The study of human resource management in Chinese SMEs

With the rapid development of China's economy, small and medium-sized enterprises (SMEs) play an important role in promoting national economic growth, creating job opportunities and promoting technological innovation. However, at present, there are many problems in human resource management in China's SMEs, which limit their development potential and competitiveness, such as the lagging management concept, imperfect training mechanism and high employee turnover rate in human resource management. This paper puts forward the corresponding solutions, such as establishing the people-oriented management concept, increasing the training input, optimizing the salary and welfare system and establishing a good promotion mechanism. At the same time, SMEs should adjust and optimize according to their actual conditions to ensure that these strategies can effectively improve the level of human resource management and provide support for the sustainable development of enterprises.

Research on the Ideological and Political Education in the Curriculum of Human Resource Management in China

Research on the Ideological and Political Education in the Curriculum of Human Resource Management in China

Spiritual Leadership, Autonomous Motivation and Employee Craftsmanship Spirit: The Cross-Level Moderating Effect of Caring Ethical Climate.

PurposeWhether in traditional manufacturing or modern intelligent manufacturing, craftsmen have always been the backbone of China’s manufacturing industry. Cultivating employee craftsmanship spirit has become one of the top tasks of human resource management in China’s manufacturing industry. The question is what kind of leadership style will promote employee craftsmanship spirit and how can it be promoted? To answer this question, based on self-determination theory and social exchange theory, this study focuses on the influence of spiritual leadership on employee craftsmanship spirit, as well as the moderating effect of having a caring ethical climate and the mediating effect of autonomous motivation between spiritual leadership and employee craftsmanship spirit.MethodsThe leaders and employees of 103 work teams from Chinese manufacturing enterprises were investigated, and 434 paired data points were obtained. Data analysis and hypothesis testing were conducted using data analysis software, such as HLM, SPSS, and AMOS.ResultsThe results reveal that spiritual leadership can significantly positively predict employee craftsmanship spirit. Employee autonomous motivation plays a partial mediating role in the positive correlation between spiritual leadership and craftsmanship spirit. Additionally, caring ethical climate positively moderates the correlation between spiritual leadership and the autonomous motivation of employees. The greater the caring ethical climate of teams is, the stronger the positive correlation between spiritual leadership and the autonomous motivation of employees.ConclusionLeadership plays an important role in the process of employees improving their skills, acquiring the status of craftsmen, and developing craftsmanship beliefs. Therefore, it is of great significance to understand how spiritual leadership style can effectively promote craftsmanship spirit among employees for high-quality development of the manufacturing industry. This study reveals the ways that spiritual leadership influences employee craftsmanship spirit from a new perspective and confirms the mediating effect of autonomous motivation as well as the moderating effect of caring ethical climate. The research conclusions can provide practical solutions for cultivating employee craftsmanship spirit.

Research on the Coupling Mechanism of the Trade Union and Human Resource Management in China.

With the reform of trade unions in China, there has been a noticeable interaction in recent years between trade unions and human resource management in the workplace. However, we do not have a proper concept to describe such a phenomenon. Therefore, based on reviewing the current literature involving trade unions and human resource management in China, this study aims to describe the interactive relation between union's practices and enterprises' human resource management by exploring the definition, characteristics, and formation mechanism. This study defines the relationship between the trade unions and human resource management as a coupling relationship where the trade unions and human resource management continually promote and restrain each other as two relatively independent systems in the enterprise. This relationship possesses three dual characteristics, namely reciprocity vs. restraint, integrity vs. independence, and stability vs. dynamism. And there are three sequential stages for trade unions and human resource management to form such a relation, interaction, consensus, and adjustment. This study provides further insight into the relationship between trade unions and human resource management in the workplace and attempts a proximately complete description of the relationship. The study also offers a direction for trade unions and enterprises to establish high-quality cooperation with each other which is mutually beneficial for enterprises' development and employees' wellbeing.

Cultivation of new professional farmers: an experience introduction to rural human resource management in China

Purpose. The purpose of this study is to summarize the experience of China’s rural human resource management through the introduction of the training process of new professional farmers in China, and to provide some experience and reference for developing countries to carry out farmer training and optimize the structure of human resources.
 Results. The study results show that new professional farmer training is an essential experience in China’s rural human resource management. The Chinese government attaches great importance to the whole process of training new professional farmers. In the process of cultivating new-type professional farmers, China has carried out the cultivation work from four aspects, namely, determining the best cultivation target, selecting the appropriate investment entity, constructing a reasonable cultivation model and formulating preferential support policies. It has achieved remarkable results in improving the quality of rural human resources and optimizing the structure of rural human resources.
 Scientific novelty. There is a lot of literature describing the experience of human resource management in rural China. Still, few scholars pay attention to the training process and model of new professional farmers, so the innovation of this study is the novelty of the selected topic.
 Practical value. This research is of great significance for improving the skill level of rural human resources, increasing farmers’ income, consolidating the basic status of agriculture, and promoting rural economic development. In addition, it also has certain literature value for enriching the theory of rural human capital investment.

Current status of human resource management in China and EU

This paper studies the situation of human resource management in the construction industry between China and the European Union. According to the analysis, it shows the importance of human resource management. It summarizes the current situation and existing problems of human resource management in China and the European Union. Corresponding measures are proposed to facilitate the sustainable and healthy development of human resource management.
 Since the establishment of diplomatic relations between China and the EU, bilateral relations have developed smoothly. Later, the two parties established a strategic partnership. Subsequently, trade cooperation in various fields continued to develop. China proposes to implement the "One Belt One Road" initiative, and the European Union actively participates in the "One Belt One Road" framework agreement. The two parties' research on human resource management in the construction industry will be of great significance to promote further in-depth cooperation between the two parties in the field of construction and human resource management, and to expand and create a broader development space.
 Suggested deepen the reform of teaching content and curriculum system in accordance with the modern development of human resources. Emphasized that education investment for developing human resources and improving the quality of workers is not a simple consumption, but a long-term productive investment. emphasis is placed on the personnel appraisal system establishment of its the guarantee for the stability of the management staff.

Analysis on HR management strategy based on principal component and multivariate regression model

Regression analysis is a predictive modeling technology in big data analysis. In the field of statistics, regression analysis is an analytical method to determine the quantitative relationship between two or more variables. As one of the regression analysis methods, the multiple regression model can achieve the purpose of outcome prediction and discriminant analysis in the fields of data mining and economic forecasting. Especially in the case analysis with many influencing factors and complex conditions, the model is established from a linear perspective, and the influence of various factors on the output variables is analyzed through the weights in the obtained results. Combining multivariate analysis with principal component analysis, the main influencing factors can be screened out before correlation analysis, and the linear correlation analysis environment can be filtered to make the linear results more accurate and unsusceptible to extreme samples. This paper collects the data of national enterprise income and its related influencing factors from 2010 to 2020, and establishes a multiple regression model based on principal component analysis to study human resource management in China.

Human resource management in China: what are the key issues confronting organizations and how can research help?

The human resource management (HRM) environment in China has been undergoing significant changes due to institutional, demographic and technological changes and heightened business competition domestically and internationally. At the same time, traditional cultural values remain influential in workplace relationships and affect not only the configuration of HR practices but also the way they are perceived by the workforce. In this opening paper for the special issue on Human Resource Management in China, we highlight a few organizational phenomena and challenges to HRM in China, with implications for future research. We then outline several research directions that will reflect these changes and/or incorporate cultural values. Finally, we introduce five papers included in this special issue as exemplars to encourage more research with a focus on China but with relevance to other parts of the world.

Research status of human resource management in China based on scientific knowledge map

In order to accurately grasp the current research frontier of human resource management, according to certain retrieval conditions, 2724 literatures published from 2011 to 2021 were retrieved from CNKI database as data samples. CiteSpace software was used for visual analysis, CO citation analysis and cluster analysis were carried out on these literature data, and the corresponding knowledge map was drawn. The objective of this paper is to show the hot topics and cutting-edge trends of human resource management research in China and draw the current situation of human resource management research in China, in order to provide reference for future research.

Research status of rural human resource management in China：based on citespace's quantitative analysis

Research status of rural human resource management in China：based on citespace's quantitative analysis

Extending the frontier of research on (strategic) human resource management in China: a review of David Lepak and colleagues’ influence and future research direction

This review study was conducted in memory of Professor David Lepak, the late Editor-in-Chief of The International Journal of Human Resource Management, for his contribution to the development of strategic human resource management (HRM) research and the influence of his work in strategic HRM research in the Chinese context. Drawing on 133 articles from 49 English journals, we show that Lepak and colleagues’ four major theoretical frameworks (universal and contingency perspectives of HRM, HR architecture, employee-oriented perspective of HRM and multiple dimensions of HR systems) have been the most instrumental in guiding strategic HRM research in China. We also assess the extent to which China-based studies have extended the conceptual arguments and analytical frameworks that Lepak and co-authors have put forward. By discussing some of the changes in the way businesses in China have (re)configured their business models, we draw attention to several avenues to make strategic HRM research more reflective of the societal context and relevant to practice.

HRM reforms and job-related well-being of academics

PurposeThe purpose of this paper is to examine the influence of human resource management (HRM) reforms on job-related well-being of academics in Chinese universities. It also tests the mediating effect of work intensification (WI) and affective commitment (AC), and the moderating effect of perceived organizational justice (OJ) on the HRM‒well-being relationship to understand the influence mechanisms and boundary conditions.Design/methodology/approachA questionnaire survey was conducted in 25 Chinese universities, obtaining 638 usable questionnaires. Structural equation modeling (SEM) was used as the analytical technique to examine the model fit and test hypotheses.FindingsThe findings reveal that the relationship of HRM and well-being is neither direct nor unconditional, and a win‒win scenario for both management and employee well-being is possible when organizations pursue HRM innovations.Research limitations/implicationsThe limitations of this study are that data were collected at once and at a defined time, with no time lag being involved. In addition, all variables were self-reported.Practical implicationsCommitment-oriented HRM practices can create a win‒win scenario; when control-oriented HRM practices are necessary, managers should ensure OJ to offset their negative influence on employees.Originality/valueThis study is among the first to examine the impact of HRM on employee well-being in the context of Chinese higher education, contributing to the limited studies on HRM in Chinese public sector and the on-going debate on the nature of HRM in China.

Enlightenment of thematic knowledge Map Analysis of Human Resource Management practice to Engineering Management in China

Human resource is contained in the knowledge and ability of employees and employee relationship in the enterprise, and it is a competitive advantage that competitors can not imitate. Effective human resources management practice can promote organizational innovation. This study uses the knowledge graph research method to analyze the journals of the practice theme of human resource management in China. Taking the periodicals included in the core journals from 1994 to 2018 as the research object, using citespace software to visually analyze the existing literature from the literature author, the key words and so on, by drawing the scientific knowledge graph, the present situation and research hotspots of the practice theme of human resource management in China are identified. And this paper puts forward some suggestions on the optimization of human resource management in engineering management.

Human resource management in China (in the financial sector)

Systematically carried out over the past forty years economic reforms have given impetus to the development of the financial industry in China. Any changes suggest new approaches in the management system. Despite the results obtained there are some problems in the financial industry of China. In modern China there is a synthesis of Western and Eastern management theories, but it is necessary to pay tribute to traditional values, that influence on the thinking of leaders. The problems of human resource management in China in the financial industry have been considered in the article. The areas, where the most revolutionary changes are currently taking place, such as cross-border e-commerce, also have been indicated. In China, the proliferation of the Internet finance industry has been made possible by the surge in e-commerce. The fundamental factor in the psychology of the Chinese is Confucianism, on which they rely in all spheres of life. Despite the fact that in modern China there is a synthesis of the Western and Eastern theories of governance, it is necessary to pay tribute to the traditional values, which influence the thinking of the leaders of Chinese organizations. But new areas of activity require other, more advanced approaches to personnel training. The advantages and disadvantages of human resources management in the banking sector of China have been considered in the article. As a result of the analysis of indicators and problems of personnel management in the financial sphere, the main conclusions and recommendations on the structure of human resource management at this stage of improving society in China have been presented.

Professionalization of Human Resource Management in China: A Comparison Study to Law and Accountancy

This paper aims to explore the development of HR profession in China in a comparative perspective. The author assessed the degree of HR professionalization in China through Fanning’s (2011) nine-characteristic model of HR profession. To better understand the extent of HR professionalization, the case of established professions­­—law and accountancy—are analyzed. Particularly, the professionality continuum in each profession is illustrated. In this paper, research questions concerning whether the HR profession is a semi or full profession, to what degree HR profession stands in the Chinese context, and how HR professionals can become more professionalized are answered.

The emergence of Human Resource Management in China: Convergence, divergence and contextualization

This article aims to use the emergence of Human Resource Management (HRM) in China to shed light on the dynamism of convergence, divergence and contextualization in the broader field. It argues that the ways used to manage people in China have diverged or converged with Western or foreign-developed theories and practices, in different institutional contexts and at different periods of time. Overlapping with this intellectual narrative, it looks at HRM in China in its contemporary historical setting, to show how theories such as the US-inspired Scientific Management and Human Relations and the Soviet model of Personnel Administration have influenced and shaped various ways of managing people. The bibliometric review of the unfolding of HRM in China presented in the article will, we argue, also shed further light on wider issues of convergence/divergence and contextualization.

Professionalization of Human Resource Management in China: The Role of Associations

Professionalization of Human Resource Management in China: The Role of Associations

The evolution of Human Resource Management in China : emancipation and innovation

Les cinq dernières années ont révélé des changements profonds des pratiques du Management des Ressources Humaines (MRH) en Chine. Cet article rend compte de cette évolution en montrant son caractère spécifique et son émancipation des modèles traditionnels de MRH. L’observation des pratiques RH, à partir d’une série de 246 entretiens conduits avec des directeurs des Ressources Humaines (DRH) sur 135 cas d’organisations en Chine de 2005 à 2015, révèle indéniablement un renouveau et un potentiel innovant de ce MRH. L’état de l’art à propos de la contextualisation du MRH mobilise la sociologie néo-institutionnaliste et l’école de la régulation en Economie pour nous permettre de caractériser les niveaux de contrainte – interne et externe, local et international- qui conduisent à des changements des pratiques de MRH. La méthodologie est fondée sur une approche multidimensionnelle et diachronique incluant des visites d’entreprises et l’observation des pratiques. Le MRH en Chine issu à la fois de périodes de divergence et de convergence, en partie influencé par l’extérieur tout en restant cohérent avec des traditions nationales, produit sa propre spécificité.

Human Resource Management in China From the Aspect of Graduate Employment

The thoughts of people-oriented are the characteristics of Chinese traditional human management, which have been influencing human management in China deeply for a long time. After the foundation of the People's Republic of China (1949), personnel department undertook the people management. The enterprise recruitment took the measures of job placement, which took things as the focus and asked people to prepare themselves for things. With China's reform and opening-up in the 1980s, the concept of Human was first brought in by foreign enterprises. As a management skill that gets access to China less than 30 years and faces with the cultural conflict, HRM in China still stays in the exploring stage. Now there exist over-supply and structural shortage existing simultaneously, relationship-orientation and market allocation existing simultaneously, highlighting short-term motivation, neglecting long-term motivation, etc. The development trend of Chinese human resources management is changing from experience administration to scientific administration, from the rule of men to the rule of law, from the centre of material to the centre of man, etc. To improve human resources management, Labor Contract Law, The Settlement of Labor Disputes Law, The Promotion of Employment Law and Social Insurance Law were enacted. Because of the lack of human resource management system building and foundational work, in practice, there is a long way to go for implementing the regulations by the influence of Chinese traditional culture and planned economy.