Management Science and Research June 2014, Volume 3, Issue 2, PP.40-44
Research on Chinese Human Resources Management Based upon Economic Transition* Demiao Tang 1. Fudan University, Shanghai, 200433, China 2. Wuhan University of Technology, Hubei, 430070, China 3. Wuxi City College of Vocational Technology, Jiangsu, 214063, China
Abstract Human resources management is the inner driving force of industrial transformation and upgrading. The scientific human resources management could promote the industrial transformation and upgrading. The aim of this research is improving the level of Chinese human resources management, which could promote the industrial transformation and upgrading. The research method is based on the data analysis and the research process has four parts. In the conclusion of this research, the methods of Chinese human resources management would be proposed. The research point of view is novel. Keywords: Industrial Transformation; Human Resources Management; Method
1 INTRODUCTION China is in the middle of industrialization. The evolution route from the early stage to middle and later stage is labor intensive-capital intensive-skill intensive. The base and core in middle stage is manufacturing industry and it is the period of industrial convergence of technology-intensive industry and high and new technology industry. Manufacturing industry is the leading industry of national economy, which is the base and core in industrialization and modernization. Manufacturing industry, especially the equipment manufacturing industry is the main carrier of technological innovation and modernization and the high-involvement in human capital is necessary. Industrial transformation and upgrading is urgent, which is from low added-value model into high added-value model and high energy consumption and high pollution into low energy consumption and little pollution. The structure of growth source should be changed so that the mode of economic growth would be transformed from quantitative into qualitative which is beneficial to the development of economy and society. The crux of industrial transformation and upgrading is technical progress [1]. Digesting the introduced technology then studying, improving and innovating the technology to establish our own technology system. We shall insist the comprehensive, harmonious and sustainable developing view and the new industrialization road. Actually, china has already been in the critical period that only changing the economic development mode could achieve sustainable development. It is a significant choice to improve industrial and economic transformation and the scientific human resources management is important in this progress. Because the three major resources in enterprise are human resources, material resources and information resources. Human resources management could enhance the technology application and self-innovation ability and improve the input connotation of human capital in order to promote the industrial structure transformation to form a new pattern of industrialization with high-tech industries as the leader and manufacturing industries and modern services as basic support
2 DISCUSSED PROBLEMS 2.1 The Requirements of Industrial Transformation to Human Resources Management Human resource management principle The require the decisions on appointment and promotion in the organization Project of Foundation: the National Great Project of Foundation-social science of China. Research on the development theory and policy of modern industry system. No. 11&ZD142. - 40 www.ivypub.org/msr
be made on the basis of fair and open competition to ensure that the most suitable person is selected having regard to the abilities, personal qualities and experience of applicants. This requires that people management is based on the same principles across the organization to ensure that the staff is treated fairly. Which is concerned with achieving a desired result using a specified level of resources? Which is the extent to which government programs and activities achieved their objectives? This is the freedom of the organization to act without fear or favor whilst remaining responsible for the implementation of the policies or programs of the government of the day. This aims to ensure that all staff behaved with integrity and self-discipline. The industrial transformation has an effect on human resources management. The goal of industrial transformation and upgrading is high added-value, low-cost and technical intensive and specialization division cluster development. The majority of labor resources are in the manufacturing industry and the main part of human resources are driven by industrial transformation to transform into new type of composite talent who are concentrated in service industry and high-tech industry. From the view of human resources management innovation, the industrial transformation would lead to human capital upgrading, innovation of human resources management and function transformation of human resources management. As a result, the management system shall be flexible and the scientific incentive system, salary and performance management could be the driving forces of enterprise development and industrial transformation. Accelerating the transformation of economic development mode is driven by the readjustment of industrial structure and industrial transformation and upgrading. Without technical progress, industrial transformation is very hard and the technical progress affects the industrial transformation route and the speed of economic growth [2]. According to the study of economists like Lin Yifu, the informational technological change could improve industrial transformation and the model of economic growth. Meanwhile, human resources management innovation is a guarantee of the adequate supply and quality improvement of technology and human capital, technical progress, management innovation, the quality of the labor force and efficiency improvement, technical innovation and harmonious development of the force of self-innovation and transformation optimizing and the core competence improving.
2.2 The Industrial Human Resources Management is Mainly the Strategic Human Resources Management which Forces on the StrategicTarget of Industrial Transformation Human resource management in system analyzes the human resource management process, some of the specific activities involved in each function include: planning, establishing goals and standards, developing rules and procedures, developing plans and forecasts; organizing giving each subordinate a specific task, establishing departments, communication, coordinating the work of subordinates; staffing, determining what type of people should be hired, recruiting prospective employees, selecting employees, setting performance standards, compensating employees, evaluating performance, counseling employees, raining and developing employees; leading, getting others to get the job done, maintaining morale, motivating subordinates; controlling setting standards such as sales quality standards or production taking corrective action as needed. Human resource management systems are primarily concerned with ways of achieving high performance and creating production systems that deliver on time to agreed quality standards. While the west and many other countries are plagued with the problems of an overpaid, unproductive labor force and the contrary pulls and pressures of various unions, the Japanese exhibit great energy and skill and have adopted a system of quality circle which has increased the competitiveness of their products in the world market. An analysis of the priorities of Japanese’s human resource management can begin with William Ouchy’s "Theory Z�, which encompasses the major postulates of Japanese human resource management and recognizes that the pivotal factor responsible for Japan's outstanding economic and technological progress is a more approach to the organization and administration of human resources. Building intentionally on the nomenclature of Professor Douglas McGregor's ''Theory Y'', Ouchy provides many insights into the central characteristics of the Japanese system of organization and human resource management. Theory Y: employees can view work as big as natural as rest or play and will exercise self-direction and self-control - 41 www.ivypub.org/msr
when committed to objectives. The average worker can learn to accept and seek responsibility, and creativity is not necessarily the exclusive domain of managers. The planning and strategy of human resources management coincided with industrial transformation strategy, which could not only give full play to the management’s advantages but also inject vital force and energy. The core of human resources is people first and the key point is the integrated development of human resources’ potential, using human resources information system to provide decision basis to industrial transformation. The human resources department should participate in the industrial transformation planning and decisions.
3 THE INFLUENCE FACTORS OF SOLUTION ANALYSIS 3.1 Human Resources Management is the Inner Driving Forces of Industrial Transformation The development of human resources, improving the labor productivity and resource utilization rate is important weapon to achieve industrial transformation, which is depending on the personnel quality and the level of selfinnovation. Therefore, the development of human resources shall be taken seriously to improve the capability of selfinnovation then promote the industrial scientific transformation. Human resources management is the inner driving forces of industrial transformation. In the industrial transformation, the shortage of outstanding technology talents and the plodding industrial upgrading and production renewal restrict the establishment of the modern industrial system and the development of new industrialization [3]. They also affect the digestive ability of technical innovation in industrial transformation and increase the path dependence of traditional human resources management. So it is necessary to reform the human resources management to adapt to the requirements of the transformation and the fast transform and the innovation of technology. Maximize the performance management will be important for industrial transformation in the future. Human resources management is a method that deploying human resources planned based on the requirement of industrial development strategy and using modern management methods, through planning the human resource strategy, recruiting employee, training and developing, performing assessment management, salary management, motivating employee, releasing potential abilities, creating value to achieve industrial strategic target.
3.2 Which Could Improve the Productivity and Resource Utilization Rate, Enhance the Competitiveness and Increase the Economic Benefits and Organizational Effectiveness Human resources management should consider not only achievement of the organization goals but also the employee’s development, which means achieving organization goals and realizing individual overall development at the same time. In the innovation development industry, the core is matching rate of industrial structure form. Talents are the motivation and core of industrial transformation and upgrading and the scientific management of human resources is the guarantee.
4 THE METHODS OF HUMAN RESOURCES MANAGEMENT IN THE BACKGROUND OF INDUSTRIAL TRANSFORMATION
4.1 Innovate the Human Resources Management with the Classical Theory Maslow, the humanistic psychologist, said there are five levels of human requirements which are survival, living, social interaction, respectable and the needs for self-actualization. The two-factor theory of Herzberg still gives revelations to human resources management. He said the manager should pay much attention to the factors of job contents and enrich job contents to meet the various requirements of employees. William ouch theory believed that all of the enterprises’ succeed could not be separated with trust, sensitive and close, so the managers could use democratic management based on honesty, openness and communication. For china, during the process of transformation, we could apply these theories, using the people first management method like “crisis type”, “closed type” and “drawer type” to build the top of human resources management.
4.2 Innovate and Optimize System based on Human Resources Management Theory Innovate the concept of human resources in industrial transformation and optimize the system to improve the system - 42 www.ivypub.org/msr
efficacy of management. Using complementary value principle to enhance advantage and avoid disadvantage to form the overall superiority, the enterprise could achieve their goals and get more from less. According to the dynamic adaptive principle, the enterprise shall focus on the changes of variety factors and make adjustments to make people adapt to things. Managers should follow the incentive and fair competition theory to enhance the motivation of positive, initiate and creative and improve the working performance. However, the managers should consider the diversity in incentive method to make it timely, reasonable and moderation. Make the energy quality and energy level could meet the requirement of industrial transformation according to the energy matching principle to achieve the performance targets and the overall goals of human resources management [4].
4.3 Scientific Planning of Human Resources Management The human resources management planning includes confirming the management strategy, forecast human resources, make plan and execute and evaluate the plan. During the practice of demand forecasting of human resources, industrial transformation and upgrading and market requirement are the main factors that could affect human resources demand. There are two kinds of factors, one is external environment and the other is internal environment. According to the macro direction and national or regional industry orientation’s judgment and relevant statistics’ analysis to forecast the two methods of forecast the demand of human resources. The supply of human resources forecasts that the supplying derives from two aspects: one is internal industry human resources supply and the other is external supply. Then make the detailed plan of human resources management based on the situation of human resource supply and demand.
4.4 Scientific Assess and Incentive Could Improve the Industrial Further and Deep Transformation Performance assessment is a method that the managers use a systematic method and theory to evaluate and measure the work behavior and result to ensure the working performance and it is a process of quantitative and qualitative evaluation of the completion of work. The performance assessment penetrates the whole human resources management. During the whole improving process of employee’s performance and industrial transformation performance assessment methods, the incentive salary improvement is directly related to the organization goal’s achievement. So that the performance assessment standards should be reasonable and fair and the incentive plans should be differentiated. Only focusing on the internal goals of industrial transformation and executing the scientific assessment and people first incentive, increasing industrial productivity and the whole productivity of industrial resource could improve the industrial upgrading. Responsibilities of human resource management, in any case, all supervisors spend much of their time on human resource /personnel type tasks. Indeed the direct handing of people always has been an integral part of responsibilities of human resource management. Human resource management is a part of every manager's responsibilities. These human resource responsibilities include placing the right person in the right job and then orienting, training, and compensating the person to improve his or her job performance. The human resource management manager understands his employees, considers them as individuals with basic needs and that motivation is the key to effective leadership and to inducing employees to perform their jobs willingly, enthusiastically, and efficiently. Motivation is a concept pertaining to various desires, needs wishes, and other forces. More often than not, managers usually motivate employees by providing the environment that induces organizational members to contribute for its productivity; they also motivate employees by giving them fringe benefits, good pay, security, and protection.
5 CONCLUSION Human resource management current challenges and reform the human resource management have been aimed at securing increased productivity. However, growth in productivity requires more than cutting costs on bringing in new technology. Productivity gains arise from people through their skills, flexibility, effectiveness, and discretionary efforts. Human resource management is not just a matter of getting people to work more effectively but also to - 43 www.ivypub.org/msr
deliver a better service to the public. Therefore, how manager’s work with people is as important as the task they are doing [5] Human resource management is a dynamic activity, managers’ needs to define human resource development, identify and describe each of the major human resource development functions, identify the major phases of the training and human resource management process [6]. They also need to train a new employee to do his or her job either formally or informally. Complete some types of career planning project or assessment to be defined as a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future human resource management demands. Dealing with global human resource challenges like these isn't easy. The human resource management concepts and techniques employers use to manage the human resource challenges of their international operations. Comparing human resource management practices in a variety of different countries [7]. Research suggested that: the belief that people are the key to get maximum performance from our organizations has led to a growing emphasis on an integrated approach to human resource management, where responsibility for the way people are treated and managed is shared by line managers and is no longer just the responsibility of the corporate support area. Personnel managers, or human resource managers, work in specialized areas providing support services to the organizations. If the penetration and promoting role could be played well in industrial transformation, the industrial transformation and upgrading steps would be much sounder. Recently, the growth rate is dropped off [8]. The primary PMI is 47.8 in September, according to the data published by HSBC in 20th of Sep, which means the growth rate of manufacturing is slow down and it lack of energy. So the manufacturing transformation is necessary and it needs scientific plan. Using the human capital’s inputs and the connotation of human resources management enhance the manufacturing transformation and upgrading [9].
ACKNOWLEDGEMENTS The research work was supported by the National Great Project of Foundation-social science of China. Project of Foundation: Research on the development theory and policy of modern industry system. No 11&ZD142.
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AUTHORS Demiao Tang (1973- ), male, Ph.D-management; senior economist, senior engineer; Fudan university, applied economics (Industrial economics) post-doctoral; Wuhan University of Technology, Ph.D- Industrial economics candidate; Research interests: Industrial economics, management, corporate governance. E-mail: 2503335835@qq.com
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