Human Resource Strategies In China

Explaining the human resource management preferences of employees: a study of Chinese workers

“…For example, there was a great emphasis on recruitmentfrom-within, promotion-from-within, group-based performance appraisal, peer performance appraisal, compensation reflecting internal equality, group-based bonus and allocating training opportunities on group needs. Empirically, many studies have showed a strong group orientation in staffing (Easterby-Smith et al, 1995;Ding et al, 1997;Whiteley, Cheung and Quan, 2000;Zhu and Dowling, 2002;Han and Han, 2009), performance appraisal (Child, 1994;Easterby-Smith et al, 1995;Braun and Warner, 2002), compensation (Ding et al, 1997;Goodall and Warner, 1997;Verburg et al, 1999;Lewis, 2002;Morris and Shen, 2002;Zhao, 2004;Ding et al, 2006;Zou and Lansbury, 2009) and training and development (Braun and Warner, 2002;Lin, 2004). This group orientation has its roots in communist education and the dominant collectivism, which are unlikely to be weakened in the short term.…”

An analysis of job dissatisfaction and turnover to reduce global supply chain risk: Evidence from China

“…Human resources are considered one of the most important competitive advantages of China's labor‐intensive manufacturing industries. However in the past decade, China's increasing labor turnover was viewed as, if not costless, then certainly less expensive than investing in the regularization of staff and other HRM practices (Whiteley et al, 2000). In those SMEs, key HRM practices such as performance evaluation, compensation, promotion and training, and personnel issues are usually handled in a traditional Chinese family business manner by which the boss made all decisions (Zhu and Warner, 2004).…”

Staffing practices in transition: some empirical evidence from China

“…0.1). The non-signi cant difference seems to suggest that social connections (guanxi) may remain an important factor in staf ng, as guanxi is highly regarded and claimed as crucial to getting a job in China (Bian, 1994;Whiteley et al, 2000). A decline in the mean of this item may indicate respondents' resentment towards such a practice.…”