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NHRD IN CHINA

The problem and the solution


Contents:

• The situated contexts of HRD


in china
• The HRD environment in china
• HRD in china
• Implications for HRD strategy
in china
• Conclusions
The situated contexts of HRD in china

1. Historical
2. China in transition
The situated contexts of HRD in china

1.
Historical

The The
politic econo The social
al mic past
past past

value
cultural
of
dimens
educati
ion
on
The situated contexts of HRD in china

2. China in transition

• Transitions in political structure


• Transitions in economic structure
• Transitions in social structure
( 1 ) Cultural dimension
( 2 ) Emphasis on knowledge and skills
The HRD environment in china

1. Economic growth and


development

• State-owned enterprises
• Collective-owned enterprises
• Multinational corporations
The HRD environment in china

2. Formal education

• Primary and secondary education


• Higher education
The HRD environment in china

3. The development of
employed HR
China’s most abundant resource is
its human resource. This is the most
potential competitive advantage of
China , but many of the human
resources are not used well. If China
wants to develop faster, the human
resources must be used well.
The HRD environment in china

Incentives and Allocation of high-level


HR

1. The categories to strategic human capital

(a) Entrepreneurial, managerial, and


administrative personnel in public and
private establishments, including
educational institutions;
(b) professional personnel such as scientists,
engineers, and architects;
(c) qualified teachers, defined as those who
have had a minimum of 12 years of
education themselves;
The HRD environment in china

• Incentives and Allocation of


high-level HR
1. The categories to strategic
human capital

(d) Sub-professional technical


personnel such as agricultural
assistants, nurses, and
engineering assistants;
(e) Top-ranking political leaders,
judges, and officers of the
police and armed forces.
The HRD environment in china

• Incentives and Allocation of high-


level HR

2. The major problems of HRD

• Those related to a shortage of “high-level”


human resources with critical skills and
competence,
• Those related to redundant or underutilized
human resources
HRD in china

HRD past in china

No HRD organizations or
HRD practices
The reasons:
(a) Training was almost equated to
on-the-job learning
(b) Education levels were low
(c) Development was found mostly
in political programs
HRD in china

The components of HRD now in


china

• It is a top-down approach to achieve


the nation’s goal of economic
growth
• It has strong emphasis on social and
moral implications
• Traditional values of harmony and
balance are still strong
Implications for HRD strategy in china

The four problems :

a. Labor productivity remains low


b. The application of science to
industrial production is low
c. Product quality is low with 10% of
production being rejected
d. Industrial accidents are frequent
with the majority of accidents
resulting from inadequate training
and job skills
Implications for HRD strategy in china

The factors should be


considered

(a): Limited resources resulting


from the undeveloped
economy,
(b): The tradition and culture of
china,
(c): The transitioning nature of
the society.
Conclusions
• As we know that, China has the
largest population in the world,
so the human resource is very
rich in China. But how to
develop, use and manage the
rich human resource? How to put
the right people at the right
place to do the right work? This
is a big problem which the HR
professionals are facing in China.
Conclusions
• Though this article, we learn that because of the
history of China, HRD was developed slowly in
past. Such as highly centralized political and
economic systems, low spend on education and
traditional values of culture had seriously hinder
development of HRD. Before 1980’s, there were so
many obstacles that HRD was developed slowly in
China. From then on, China’s political strategies,
economic strategies and social strategies have
been changed greatly, especially, more and more
Chinese realize the important role of the
education, from the leader of the country to
ordinary people. So more and more money has
been spent on education. And the values of culture
has been changed greatly, too.
Conclusions
• Although the HRD environment in China
has been changed, there are many
problems which the HRD professionals
should consider in the HRD practice like
the limited resources , the traditional
culture and the transitioning nature of the
society and so on.
• In the end, we believe, as long as we use
the right methods, HRD in China will be
developed well, and the rich human
resource will be made good use.
THANK YOU FOR YOUR
ATTENTIONS

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