Both China and the Czech Republic have embarked on the transition from centrally planned economy to market-based economy since the early 1990s. Human resource management (HRM) played a very important role in the success of companies’ economic transformation, and its role has been increasing since the period of stabilization and development of the market economy in both countries. Authors from both countries have been cooperating on the mutual comparative study on HRM practices in these two countries since the year 2009 until now and found out certain differences that were partially introduced in the doctoral thesis by Jun Li in 2011 after processing data from the first period of data collection. This paper briefly highlights some of the most obvious differences confirmed by the following mutual research. The areas where the HRM practices of both countries were compared more carefully are recruitment and selection process, training and development, performance appraisal and compensation.
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