Thirty-two years of development of human resource management in China: Review and prospects

Zhao, Shuang; Du, Juan

doi:10.1016/j.hrmr.2012.02.001

Cited by 57 publications

(37 citation statements)

References 8 publications

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“…However, given the importance of banking and finance for China's economic security, it was one of the last state-owned sectors to be exposed to reforms (Cousin 2011). Changes in HRM began in earnest in the mid-2000s and these included a more instrumental approach to appraisal based on linking pay and promotion to the achievement of 'objective' goals such as profit or efficiency-based targets (Bai and Bennington 2005;Cousin 2011;Zhao and Du 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Nolan

2015

The International Journal of Human Resource Management

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The Chinese cultural factor guanxi has an important influence on the implementation and effectiveness of HRM practices in China (Chen and Chen 2013;Nolan 2011;Rowley and Benson, 2002;Warner 2014). However few studies have investigated how guanxi influences performance appraisal in organizations with different ownership structures. We investigated this issue by studying three banks operating in mainland China: a state-owned commercial bank, a foreign owned bank and a city commercial bank. Both quantitative data (survey of 308 employees) and qualitative data (22 in-depth interviews) was used. Macro-level convergence and micro-level divergence was found among the banks. The reform of the performance appraisal system in the state-owned commercial bank indicated a degree of convergence in the appraisal system towards a form commonly found in western banks, at least on the surface. However there were differences in implementation level in the three banks. The perceived influence of guanxi on performance appraisal was strongest in the state-owned bank and weakest in the western-owned bank. The reasons for this included generational differences in cultural values, the international experience of employees and managers, and the degree of alignment between senior managers and others over the purpose of appraisal.

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Section: Literature Reviewmentioning

confidence: 99%

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Nolan

2015

The International Journal of Human Resource Management

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“…Managing people in workplace is one of managerial tasks (Larsen & Brewster, 2003). Effective human resource management (HRM) leads to continuous organizational competitive advantages (Herington, McPhail & Guilding, 2013;Stavrou-Costea, 2002;Wang & Shyu, 2008;Zhao & Du, 2012).…”

Section: Introductionmentioning

confidence: 99%

A Review of Organizational and Individual Career Management: A Dual Perspective

Wesarat¹,

Sharif²,

Majid³

2014

ijhrs

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This paper views career management as a combination of both organizational career management (OCM) and individual career management (ICM). It highlights the important impact of career management on personal and organizational successes. It also emphasizes on the effective career management which fosters personal career growth and sustains organizational competitive advantages. At the personal level, the notion of career management brings forth the employee's capability to develop a career in the workplace. Likewise, it provides organizations with the ability to proactively respond to the rapidly changing organizational environments. This paper differentiates between OCM and ICM that could lead to a clearer understanding of the two terms. The concept of career management is important to academics and practitioners who are involved in this area.

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“…China is examined as one country with the same societal values, ideological system, institutional changes and one-child policy (e.g. Zhao & Du, 2012). Indeed, recent surveys or overviews of the field, do not even list locality or space as a level or topic of analysis (Cooke, 2009;Poon & Rowley, 2007;Warner, 2009;Zheng & Lamond, 2009;Zhu, Thomson, & De Cieri, 2008).…”

Section: Publishing For the Hrm Fieldmentioning

confidence: 99%

Contextualizing HRM in China: differences within the country

Sheldon

Sanders

2016

The International Journal of Human Resource Management

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Through critical literature review, we introduce the special issue's focus, 'HRM in China: Differences within the country'. Researchers have, in practice, neglected to sufficiently contextualize HRM in China in order to identify, address and explain these differences. This has occurred despite continual calls for better contextualization, a theme common across other, overlapping fields: management in China; organizational behaviour; and HRM in general. A major impediment has been an unwillingness to contextualize beyond the organization or, perhaps the industry. This reflects dominant theoretical preferences in North America that produce literatureled research agendas and 'outside-in' research on China. In effect, academic pressures and the resulting literature also shape research approaches to contextualizing HRM in China. In seeking to promote phenomena-led research with 'inside-out' orientations, we highlight two important contextual conceptions of 'differences': diversity within China, especially where related to space and place; and rising evidence of expressed differences of interests within China's labour markets. The rest of the article provides summary overviews of this special issue's other seven articles, focusing on the phenomena they examine, the contexts they work with, the disciplines they embrace and the research designs/methods they employ. We conclude with suggestions for further research.

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Thirty-two years of development of human resource management in China: Review and prospects

Cited by 57 publications

References 8 publications

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

A Review of Organizational and Individual Career Management: A Dual Perspective

Contextualizing HRM in China: differences within the country

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