[مقالة]
| عنوان : |
The Evolution of Human Resource Management in China:Emancipation and Innovation |
| نوع الوثيقة : |
نص مطبوع |
| مؤلفين : |
Duport,Michelle, مؤلف ; Janicot-Luc, مؤلف |
| تاريخ النشر : |
2016 |
| مقالة في الصفحة: |
P04-P16 |
| اللغة : |
إنكليزي (eng) |
| الكلمة المفتاح : |
China ,HRM ,innovation, internationalisation, MNCs, neo-institutionalism |
| خلاصة : |
The last five years have been marked by profound changes in Human Resource Management (HRM) in China. This article describes its evolution, illustrating its specific nature and its emancipation from traditional HRM models. The observation of HR practices, based on a series of 246 interviews with Human Resource directors (HRD) throughout 135 organisations, in China, from 2005 to 2015, undeniably reveals a renewal and a potential for innovation. The literature on the Chinese HRM system refers to neo-institutional sociology and the Regulation school of thought. This allows us to identify the levels of constraints - internal and external, local and international - that have led to these changes in HRM practices. The methodology is based on a multidimensional, diachronic approach which includes visits to companies and the observation of practices. HRM in China has been modelled by periods of divergence and convergence and also by foreign influence, whilst remaining true to national traditions, thus developing its own highly specific characteristics. |
in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P04-P16
[مقالة] The Evolution of Human Resource Management in China:Emancipation and Innovation [نص مطبوع ] / Duport,Michelle, مؤلف ; Janicot-Luc, مؤلف . - 2016 . - P04-P16. اللغة : إنكليزي ( eng) in Revue de gestion des ressources humaines > 102 (Trimestrielle) . - P04-P16
| الكلمة المفتاح : |
China ,HRM ,innovation, internationalisation, MNCs, neo-institutionalism |
| خلاصة : |
The last five years have been marked by profound changes in Human Resource Management (HRM) in China. This article describes its evolution, illustrating its specific nature and its emancipation from traditional HRM models. The observation of HR practices, based on a series of 246 interviews with Human Resource directors (HRD) throughout 135 organisations, in China, from 2005 to 2015, undeniably reveals a renewal and a potential for innovation. The literature on the Chinese HRM system refers to neo-institutional sociology and the Regulation school of thought. This allows us to identify the levels of constraints - internal and external, local and international - that have led to these changes in HRM practices. The methodology is based on a multidimensional, diachronic approach which includes visits to companies and the observation of practices. HRM in China has been modelled by periods of divergence and convergence and also by foreign influence, whilst remaining true to national traditions, thus developing its own highly specific characteristics. |
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Affiner la rechercheThe Evolution of Human Resource Management in China:Emancipation and Innovation / Duport,Michelle in Revue de gestion des ressources humaines, 102 (Trimestriel)
