MP4008 Human Resource Management Chinese New Year Assignment By: Arif Anwar Human Resource Management Practices in China Review: Why the differences? Will the differences be narrower or wider in the future? The fundamental reasoning behind the differences between the HRM practices in Township and Village Enterprises (TVE) and Sino-Foreign Joint Venture (SFJV) lies in the underlying social culture, political and economic conditions over the years that shape them into what they are today. Before the “Great Leap Forward” and “Culture Revolution”, rewards were given based on ideology and political conformity rather than performance. On top of that, Chinese culture of sticking together through thick and thin is prevalent during the era. These ideologies eventually lead to the precedence of connectivity (_guan__xi_) over qualification. Also, the habit of conforming to a norm also explains the high involvement of the Union in decision-making. In the SFJV, however, Western ideologies of meritocracy and freedom of expression is more prevalent, even in previously colonised Hong Kong, leading to a precedence of qualifications over connections in getting personnel. Also, the Union plays a less significant role in decision-making as freedom of expression, along with market forces (the invisible hand), is highly valued by the western community. However, in today’s age of globalisation, organizations, both big and small, are faced with changing demands, rapid advancing of technologies and highly competitive environment. In order to be sustainable in the long run, organizations have to be highly adaptive, motivated, and place a high importance in performance. Hence, it is logical to think that in the future, the gap in HRM styles is going to be narrower towards the SFJV, especially in the assigning personnel sector where performance will be highly valued in a competitive setting and thus, giving way to meritocracy rather than connections. On top of that, since Foreign...