On The Growing Tendency Of Culture Internationalization In Human Resource Management

The paper is intended to analyze modern human resource management and traditional personnel management in a cultural way and to explore the growing tendency of culture internationalization in this regard.The paper consists of five chapters: Chapter1 mainly explains culture and human resource management definitions, which serve as the basis of the paper. In addition, six major characteristics of culture and three differences between HRM and traditional "HRM" (personnel management) are examined.Chapter2, with the help of comparative studies and typical cases, describes some traditional "HRM" characteristics in the United States, Japan and China respectively. From the discussions, we can find out that there are many similarities in traditional "HRM" between Japan and China, but quite a number of differences among countries such as the United States, Japan and China.Chapter3 is devoted to the discussions of some traditional culture impacts on traditional "HRM". Hofstede's culture values, Kluckhohn and Strodtbeck's time orientation, language, religion and guanxi in China are emphasized in the discussions.Chapter4 is aimed at learning more about HRM from the viewpoint of culture by introducing some common concepts included in HRM with proper cases. All common concepts and cases are selected to demonstrate the core argument of the paper that culture internationalization shows a very strong growing tendency, especially in the field of HRM. Chapter5 is trying to share the writer's opinion of the growing tendency of culture internationalization, especially in HRM. To make the point clear, the writer tries to focus on the discussions on four culture values including individualism, lower power distance, future- orientation and English language. Finally, the paper points out that the significance of being aware of the growing tendency of culture internationalization is to help alleviate the culture conflicts in Chinese enterprises reform and to establish more effective HRM system in China.