Comparison Of Public Human Resource Management Between China And United States In Nowadays
Comparison of Public Human Resource Management between China and United States In nowadays,
Emmanuel Muya
27th September 2014
In this day and time, as globalization rises, organizations find themselves with the challenge of having to adapt to the dynamic and ever changing business environment. Human Resource Management is particularly important in the present day than it had been in the past and is a key factor of the overall success of an organization, yet there are currently various models of HRM and there is a big difference on how countries implement them, reflected by the different national cultures and the employment systems without a doubt reflect the wider differences in national culture.
This paper, will present an overview of the models employed in the People's Republic of China (PRC) and the United States Of America (USA) in order to better understand their people-management systems, as well as comparing and contrasting the human resource management (HRM) systems in both countries.
Comparing HRM in China and United States
The selection process in these two countries differs, in that like much of the world, the USA employers tend to rank highly personal interviews. A Ventana Research study shows the extent to which Americans value personal interview. The personal selection procedures followed in the USA is primarily initiated with an evaluation of the individual’s capability and technical prerequisite for the job. Thereafter the potential employees previous work experience in a similar job field is assessed. However, in the Peoples Republic of China, employee’s test scores are given prominence and was one of the top criteria assessed in the selection processes. Additionally, an added feature that is measured in the country is the potential employee’s familiarity with the Chinese culture and environment. Contrastingly, the practice of judging an employee’s familiarity with domestic culture during the selection process is
Emmanuel Muya
27th September 2014
In this day and time, as globalization rises, organizations find themselves with the challenge of having to adapt to the dynamic and ever changing business environment. Human Resource Management is particularly important in the present day than it had been in the past and is a key factor of the overall success of an organization, yet there are currently various models of HRM and there is a big difference on how countries implement them, reflected by the different national cultures and the employment systems without a doubt reflect the wider differences in national culture.
This paper, will present an overview of the models employed in the People's Republic of China (PRC) and the United States Of America (USA) in order to better understand their people-management systems, as well as comparing and contrasting the human resource management (HRM) systems in both countries.
Comparing HRM in China and United States
The selection process in these two countries differs, in that like much of the world, the USA employers tend to rank highly personal interviews. A Ventana Research study shows the extent to which Americans value personal interview. The personal selection procedures followed in the USA is primarily initiated with an evaluation of the individual’s capability and technical prerequisite for the job. Thereafter the potential employees previous work experience in a similar job field is assessed. However, in the Peoples Republic of China, employee’s test scores are given prominence and was one of the top criteria assessed in the selection processes. Additionally, an added feature that is measured in the country is the potential employee’s familiarity with the Chinese culture and environment. Contrastingly, the practice of judging an employee’s familiarity with domestic culture during the selection process is