CALL FOR PAPERS Special issue on HRM IN CHINA: DIFFERENCES WITHIN THE COUNTRY

摘要

China's rapid modernisation since 1979 has involved the transmission and transfer of ideas and techniques that have enhanced the transition to a market economy. These have included the embedding of particular notions of human resource management (HRM) as the dominant, prescriptive perspective for advanced organisational policies and practices related to the management of employment. In theory and practice then, HRM gradually replaced the formally hegemonic 'personnel management' systems that administered employment relations in the centralised, planned and state-owned Maoist political economy (Ding and Warner 2001).