Global Human Resource Management in China: Challenges and Strategies

This report delves into the challenges faced by Human Resource Managers in China's emerging market, focusing on performance management, career development, training, and compensation strategies. It highlights the impact of cultural differences, varying growth rates, and employee turnover on HRM practices. The report explores how emerging market characteristics, such as skills gaps and labor costs, negatively influence global HRM strategies. It examines the influence of China's culture, including power dynamics and work ethic, on HRM processes. The report also suggests strategies to mitigate these challenges, emphasizing the importance of understanding local culture and values to effectively manage human resources and achieve organizational goals. Finally, it concludes that understanding the local market is crucial for successful global HRM in China.

Global Human
Resources Management
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Global performance, career management, global training and development or global
compensation challenges related to china....................................................................................3
Negative influence of characteristic of EM on the success of global performance, career
management, global training and development or global compensation strategy.......................3
The way EM characteristic influence global performance, career management, global training
and development or global compensation challenges and its process.........................................4
The strategies that could be used to mitigate the challenges.......................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
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INTRODUCTION
Human resource manager is responsible for recruiting, selecting and attracting talented
individuals within firm so that various operation can be easily completed and desired goals can
be achieved. In global environment the Hr manager faces wide range of challenge in managing
performance, career development, global training or deciding compensation so that they are
motivated to give their best for growth of organisation. So, the report has covered key
information pertaining to challenges and strategies that are used by HR manager to effective
complete its task in global environment.
Global performance, career management, global training and development or global
compensation challenges related to china
The human resources management in emerging market that is china is facing issue
pertaining to performance management in terms of environmental variations. Likewise there are
different growth rates, differences in performance and appraisal system that motivate individuals
to enhance their actual performance so that company can gain competitive advantages. Culture
adjustment is another key challenge as employees does not have much ability to adjust itself with
organisation culture that directly impacted on their overall performance. Moreover most of the
company centralised the control of Human resources to headquarters then it face challenges in
providing continuous performance development opportunities to people (Zhu, 2019). The
manager also face difficult pertaining to organising particular training and development program
that could be fruitful in developing skills and capabilities of people living in china as they have
different sought of culture, tradition and belief. That results in ineffective understand and
providing training and development opportunities to grow. In addition to this human resources
are facing challenge in creating learning environment in emerging marketing for career
management of employees. At the same time are unable to set appropriate compensation can be
given to employees so that they are highly motivated to work for benefits of organisation.
Negative influence of characteristic of EM on the success of global performance, career
management, global training and development or global compensation strategy
The negative influence of emerging market on the success of global performance strategy
is that most of the employees in chine does have sufficient skills and capabilities to complete the
task. So, it is difficult to find talented individuals as they does have proper skills and capabilities
which can be enhance in order to improve their overall performances. Likewise about 10% of
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Chinese candidates are only qualified to be part of multinational company to work. Along with it
average turnover rate for private owned company is 19% thus they just like to leave one
company from another. Thus this culture of high employees turnover results negative influence
in global performance and career management for human resources manager. The labour cost in
past years has been find increasing that 12% each year in manufacturing industries. Thus more
demand of compensation and other benefits by employees has resulted negative influence on
deciding or providing better compensation. While there is one of the positive impact of EM
characteristics is that the people of emerging market not much lay emphasis on having leisure
and control their desire for gratification (Haider, Asad and Fatima, 2017). Most of the people of
EM have less skills and capabilities therefore human resources manager in order to train and
developed them need to invested a lot of efforts and capital. So, all these are various
characteristics of EM that negative impact on the successful strategy that are formulated by
human resource manager in context of performance, career management, deciding compensation
and training and development of employees.
The way EM characteristic influence global performance, career management, global
training and development or global compensation challenges and its process
From the above analysis it can be stated that culture of particular country have direct
impact on various activities that are undertaken by human resources manager in order to manage
and handle wide range of people. Likewise, china have culture in which power is unequally
distributed among people. Thus, there are few individuals that are able to provided career
management or growth opportunities so that they can achieve greater success (Warner, 2017).
Despite of low skills, knowledge the employees of EM demand for high wages or compensation
that negatively impact on deciding compensation by HR manager. Due to difference in culture,
belief and perception human resources manage is unable to provide appropriate training and
development.
On the other hand it can be stated that the employees of EM prefer more We as compared
to I that means they like to work collectively. So Hr manager in order to motivate them to
improve performance can make use of better compensation and building social relationship so
that they are influence to work in team for achievements of goals. Furthermore it can be stated
that the china that is emerging market is masculine society that is they are highly competitive,
focused towards growth and achievement (Yadav, R., 2020). So, Hr manager in its process of
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career management can easily provide them opportunities to work hard and determinedly so that
end goals can be achieved. The emergent market have culture that most of the people are
adaptable to situation or tries to think innovative idea to complete task thus HR manager is easily
motivate them to think new idea so that company can grow.
The strategies that could be used to mitigate the challenges
The HR manager in order to avoid all challenges pertaining to performance, training and
development and many more need to devote time and efforts to understand the culture of people,
their values. Through understanding their belief, values it is able to plan strategies that could be
used to motivate them to grow and development this skills or work at particular compensation
(Nixon, 2019).
CONCLUSION
From the above report it can be concluded that HR manager through taking active part in
understanding key challenges that it face and finding alternative solution can manage people
while company is operating in international market. So it can be summarised that culture of
particular market impact on HR strategies and its practices thereby it need to carefully
understand them to complete its task and contribute in achievements of company goals.
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REFERENCES
Books and journals
Haider, S. H., Asad, M. and Fatima, M., 2017. Responsibility of global corporations towards
human resource to attain competitive advantage: A review. Journal of Research in
Administrative Sciences (ISSN: 2664-2433), 6(2). pp.8-11.
Nixon, C., 2019. Global Human Resource Management. Scientific e-Resources.
Warner, M., 2017. Book review: International human resource management and global business.
Yadav, R., 2020. Challenge of International Human Resource Management.
Zhu, J. S., 2019. Chinese multinationals’ approach to international human resource management:
a longitudinal study. The International Journal of Human Resource
Management, 30(14), pp.2166-2185.
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