AI SearchAn analysis of recruitment and selection practices in Chinese enterprises : a case study of Sichuan Snecma Aero-Engine Maintenance Co., Ltd.
Call Number: AIT RSPR no.SM-07-62 Material type:
SeriesSeries: Asian Institute of Technology. Research studies project report ; no. SM-07-62Publication details: Pathum Thani, Thailand : Asian Institute of Technology, 2007Description: 36 leaves : illSubject(s): Online resources: Dissertation note: Research Studies Project Report (M.B.A.) - Asian Institute of Technology, 2007 Summary: Most of Chinese enterprises have been reformed today. The "iron rice bowl" is being slowly phased out even in the state sector and is clearly not in most of the non-state sector, especially in Join ventures (JVs). Instead, a labour-market is slowly emerging with more flexible characteristics, such as labour contracts and reward systems. But under the Chinese political, economy environment, special culture background and traditional thinking, western practices of recruitment and selection are not totally transferable. In the current research, the general HR theories and functions would be compared with Chinese approaches; the major finding being that, although similar language is used to describe HR processes, cultural factors affect the practices differently.
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22-AIT Thesis (Replacement)
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Asian Institute of Technology Library Archives | AIT RSPR no.SM-07-62 (Browse shelf(Opens below)) | Available | 30050120360895 |
A research study submitted in partial fulfilment of the requirements for the degree of Master of Business Administration in International Business
Research Studies Project Report (M.B.A.) - Asian Institute of Technology, 2007
Most of Chinese enterprises have been reformed today. The "iron rice bowl" is being slowly phased out even in the state sector and is clearly not in most of the non-state sector, especially in Join ventures (JVs). Instead, a labour-market is slowly emerging with more flexible characteristics, such as labour contracts and reward systems. But under the Chinese political, economy environment, special culture background and traditional thinking, western practices of recruitment and selection are not totally transferable. In the current research, the general HR theories and functions would be compared with Chinese approaches; the major finding being that, although similar language is used to describe HR processes, cultural factors affect the practices differently.
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