Human Resource Management in China: Past, Current and Future HR Practices in the Industrial Sector

From: The China Journal | Date: January 1, 2006| Author: Chan, Anita | Copyright information

Human Resource Management in China: Past, Current and Future HR Practices in the Industrial Sector, by Cherrie Jiuhua Zhu. London: Routledge, 2005. xvi + 285pp. £65.00 (hardcover).

This book's value lies in the fact that it is the first to compare systematically the internal organization of Chinese enterprises-covering the state, collective, foreign-funded and private sectors. Specialists in China studies may not be familiar with the management perspective adopted by the author, but t...

Related newspaper, magazine, and journal articles from HighBeam Research

Human Resource Management in China: Past, Current and Future HR Practices in the Industrial Sector
The China Journal ; Human Resource Management in China: Past, Current and Future HR Practices in the Industrial Sector, by Cherrie Jiuhua Zhu. London: Routledge, 2005. xvi + 285pp. 65.00 (hardcover). This book's value lies in the fact that it is the first to compare systematically the internal organization of Chinese
THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER
Personnel Psychology ; Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate
(book review)
Industrial and Labor Relations Review ; Employment Practices and Business Strategy. Edited by Peter Cappelli. New York: Oxford University Press, 1999. vi, 226 pp. ISBN 0-19-512859-1, $29.95 (cloth). In his introduction to this book, Peter Cappelli, noting the existence of good and bad jobs, lays out the basic question facing most human
A study of the formality of human resource management practices in small and medium-size enterprises in Vietnam.
International Small Business Journal ; ... practices (Appold et al., 1996; Riedel and Tran, 1997). Development of the Vietnamese Private ... has increased about 3 times (Riedel and Tran, 1997). In the 3-year period between 2000 ... studies in Vietnamese SMEs (e.g. Riedel and Tran, 1997), none has examined the relationships ...
Measurement error in research on human resources and firm peformance: Additional data and suggestions for future research
Personnel Psychology ; Gerhart and colleagues (2000) and Huselid and Becker (2000) recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from 3 more studies, 1 of large organizations from different industries at the corporate level, 1 from
Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach**
Management Revue ; In 1996, Becker and Gerhart noted that much of the work on human resources (HR) and performance had traditionally been conducted at the individual level of analysis. However, in the 1990s, empirical research on HR and performance increasingly moved to the plant/unit and firm level of analysis with
Yes, Virginia, HR contributes to the bottom line. (human resources) (The Creative HR Spirit Recognized)
HRMagazine ; HR management practices do indeed influence the financial health of an organization. Important research by Dr. Mark Huselid of Rutgers Institute for Management and Labor Relations supports the hypothesis that companies with sophisticated HR practices are more profitable, have higher productivity
Good HR practices also mean profit.(THE BOTTOM LINE)(Brief Article)
Work & Family Newsbrief ; ... they say, with some Most Admired companies plummeting to the bottom of the list when ranked by HR practices alone. But the big news was that those companies with the strongest HR practices tended to also be the most profitable. The top scorer was Kinder Morgan ...
Encouraging retirees to return to the workforce.
Human Resource Planning ; The aging of the workforce will present employers with many challenges, including how to meet their future labor needs. This study identifies the HR practices that are crucial in influencing retired persons' decision to return to the workforce. Respondents identified receiving recognition for their
Supermarket human resource practices and competition from mass merchandisers.(The Economic and Social Impact of Big Box Retailers)
American Journal of Agricultural Economics ; In recent years, much public concern has been raised about whether industrial restructuring has resulted in the creation of more bad jobs in the United States. Critics argue that employers have changed long-standing practices regarding the terms of employment and the way wages are set. The fear is