Suchergebnisse

The approach to managing human resources has changed significantly in China over the last twenty-five years as its transformation from a state planned economy to a market-oriented economy continues. By adopting a broad notion of HRM, while remaining sympathetic to the strong emphasis on relationship management in the Chinese culture, Fang Lee Cooke builds on the foundations of traditional Chinese HRM practice and brings it right up to date, including analysis of currently under-explored issues such as diversity management, talent management, new pay schemes, and performance management. Includi.

An increasing number of professional Chinese have been coming to Britain for further education and employment in the last two decades. However, studies on the employment of Chinese migrants in Britain remain limited, particularly of women professionals from mainland China who enter Britain as the following spouse.This article compares the career experience of the 'trailing' wives of Chinese academic couples before and after their migration. It investigates what barriers migrant Chinese professional women may encounter in Britain; what familial strategy they adopt in advancing the family's economic and social position; how these Chinese women balance their work and family commitment; what support they receive from their husband to rebuild their career; how they adjust to their new life in Britain; and how they renegotiate their new social identity.

Existing studies of maintenance skills mainly follow one of two traditions: that within the framework of the labour process debate and that of the need for (new) maintenance skills for organizational and national competitiveness. This article intends to broaden the framework of analysis concerning maintenance skills which has so far been fragmented and narrowly focused. Drawing on findings from an indepth case study of five manufacturing firms through semi-structured interviews and a questionnaire survey, this article argues that maintenance workers have a more important role to play in technological change than is commonly assumed by their managers and by writers on maintenance work. Instead of being passive recipients of, or a source of resistance to, technological change, they can, and are willing to, facilitate and initiate technological change in their organizations. However, this enabling role is conditioned by organizational factors such as management style, product market, organization of maintenance work, human resource practices, and type of technological/equipment to be maintained. This article concludes that the valuable potential of maintenance employees is rarely appropriated by firms, many of which are enthusiastically seeking additional competitiveness.