The Development of Human Resource Management in China

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

Today, the human resource has developed more than those functions. HRM needs to launch and maintain cordial relations between management and the employees (Bhatt, 2014, para.1). It needs to design a system that not only protects employees’ benefits but also preserve their legal rights. Also, it needs to help workers in managing their career plans by providing them proper and accurate training and guidance (Bhatt, 2014, Objectives of HRM section, para.1). It needs to construct and endorse ground-breaking cultures and beliefs that help in the growth and success of the

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

HRM must be implemented by assessing the training and development requirements of employees. The aspirations and needs of people should be considered while making human resource policies. HRM is actuated half-heartedly. The creation of some training programmes is considered as the implementation of HRM. With this, management’s productivity and profitability approach remains the same in many organisations.

With the rapid development of the global economy in modern security，many proofs by facts, some excellent enterprises close down because of they still operating priority on the expansion and the market, they didn’t pay much attention on how to manage the employees. On nowadays’ enterprise, the first important resource is Human resources, a successful development of an enterprise depends on the quality of personnel, that’s why the Human Resources Management for enterprises plays an absolutely important role. The Human Resource develop to perfect gradually, according to R. Buettner, HRM covers the following core areas: Job analysis and talent management, Workforce planning, Recruitment and selection, Training and development, Performance management, and Labour relationship.

So, Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in world market economies. Whether the perspective is supportive or critical, the idea that a reformulated relationship between management and employees is occurring has taken hold to a considerable degree. There’s no doubt that the world as we know it is rapidly changing. As part of an organization then, HRM must be prepared to deal with the

Over the last centurary, Human Resource Management (HRM), the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization and also performed by line managers (Heathfield), has exploded with interest and its prominence has increased greatly. However when used strategically it is the way it puts the needs of the organisation first and helps it achieve its goals and objectives by guiding it down the correct path. Every organisation has goals and objectives to help it grow and better its organizational performance, which comprises of the actual

After acknowledging the idealised roles of HRM, it is important to understand that what could be the impact of HRM functions on organisational performance. It has been proposed that HR resources efficiently contribute towards profitability of organisation by enhancing or by maintaining company’s competitive advantage (Singh et al., 2012). According to (Wright et al., 2001) and (Beardwell et al., 2004) HRM practices contributes to OP via leveraging the human capital, through discretionary efforts and by behaviors and attitude. According to Ulrich (1993) HRM performs the role of a strategic partner, employee champion, change agent and also administrative expert. In a study which was conducted on 256, mid-to upper level executives of medium to big size organisations, confirmed the presence of three out of Ulrich’s four roles in HR framework (Yusoff, Abdullah, & Baharom, 2010). Studies reveal that HRM performs a strategic role of Knowledge management (KM) which is to develop, share and to apply knowledge in the organisation in order to gain and to maintain a competitive advantage for business (Petersen & Poulfelt, 2002) as viewed in (Edvardsson, 2008). KM is required to develop the employees according to business strategy which is the basic function of HRM. If HRM practices develop knowledge, employee skills and motivation then employees behave in those ways which can be considered supportive for a

In China, human resource management need to have personal characteristics rather than globalization because of the specific national conditions (Warner, 2001; Varma and Budhwar, 2014), which implies that it is meaningful to research and discuss the human resource issues in particular in Chinese companies. To be more specific, after the reform and openness process of China, a large number of industries

The human resource manager, as well as any manager, is expected to play a crucial role in improving the skills of employees and the firm’s profitability. In essence, HRM is now viewed as a “profit center” and not simply a “cost center”.

Human Resource Management (HRM) involves all decisions that directly affect the people who work for the concerned organizations and corporate enterprises. Hence, HRM can be termed as a strategic and coherent approach to an organization’s most prized asset- the people working there, who individually and collectively strive towards achieving the organizational goals. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining & compensating their services in tune with the job and organizational requirements.

“Thirty-two years of development of human resource management in China: Review and prospects” (Shuming Zhao, Juan Du, 2012) is a journal paper that concentrating on the hypothetical advancements and practical applications of HRM, it first audits the move of HRM in China from planned labor force allocation to current HR management in three particular eras since China 's reformation and opening-up. After, it analyzes and discusses the difficulties of human resource management research and its practices from the points of view of internationalization, corporate culture, and hierarchical development in the time of China 's economic transition. Last but not least, it introduces the future prospects and trends of HRM in China. Although this article mainly focuses on the HRM system in the whole Chinese business society, still, most part of the insights can be instructively enlightening for Chinese SOEs.

(HR) is the organization office accused of discovering, screening, enrolling and preparing work candidates, and in addition regulating representative advantage programs. As organizations revamp to increase aggressive edge, HR assumes a key part in helping organizations manage a quick changing condition and the more noteworthy interest for quality

Firstly, to change the positioning of human resource management. HRM needs to be improved from the lower level to the higher level. Before, HRM is to assist other departments in accomplishing certain assigned tasks. Now, it should be a weapon for enterprises to achieve competitive advantages. It is no longer an executor for enterprises’ operation strategies but participates in the decision-making process. At the same time, it can help enterprises reach competitive advantages with various designs and practices of HRM system, during the execution of the strategy.