Today's Hrm Situation in China
Essay on Today’s HRM situation in China This essay is mainly about my understanding of human resource management situation in China nowadays by using the relevant HRM knowledge and issues. At the same time, I select Foxconn, a foreign-funded enterprise whose headquarter is in Shenzhen, Guangdong, as the local organization in China to discuss and analyze the HRM situation from the specified case. The fast development of China couldn’t last without most producing migrant workers’ effort. However, most of them can’t get reasonable benefits and welfare as the local people so that they strikes and riots to show their dissatisfactions. I think it’s worth to discuss this important issue about the HRM of China. And the management of human resource in China should be reformed to break the boundaries between rural and city.
HR management mostly used to be called as personnel management in China. Personnel management is a series of management total concept about personnel-related aspects such as planning, organizing, directing, coordination, information and control. (Web1) Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job in order to accomplish the organization goals. And HRM is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2010) So I think the HRM is a more comprehensive and systematized management for managing people. And there are clear differences in these two management styles. • The traditional personnel management only regard the work (not the human ) as the center of the management. It’s unilateral without holistic and systematic. But the HRM is the opposite management to Personnel Management. Its fundamental starting point for management is focused on people. It emphasize on regulation of a dynamic, psychology, consciousness and enable enterprises
HR management mostly used to be called as personnel management in China. Personnel management is a series of management total concept about personnel-related aspects such as planning, organizing, directing, coordination, information and control. (Web1) Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job in order to accomplish the organization goals. And HRM is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2010) So I think the HRM is a more comprehensive and systematized management for managing people. And there are clear differences in these two management styles. • The traditional personnel management only regard the work (not the human ) as the center of the management. It’s unilateral without holistic and systematic. But the HRM is the opposite management to Personnel Management. Its fundamental starting point for management is focused on people. It emphasize on regulation of a dynamic, psychology, consciousness and enable enterprises