The Comparative Study Of Human Resource Management Model Between China And Japan Based On Cultural Difference

In the modern enterprise management, human resources have become very important. With the global economy changing into the era of information and technology, international competitiveness is becoming fierce, human resources is becoming the core competitiveness of enterprises resources.Since World War II, Japanese companies adhere to the management concept of "People-oriented", they take the actual situation, the traditional psychological factors and the so-called Japan's "Community" ideology of Japan fully into account,then combine these factors to the management ideology of Europe and the United States ,which Is prerequisite for efficient , to form a unique human resource management model with Japanese-style. This modle have has become an important guarantee for the Japanese economy to take-off.However, with the development of the times, Japan's socio-cultural, economic conditions have undergone tremendous changes. In particular, since the 90's,20th century, as a result of the rapid development of globalization, Japan's economy plunged into a state of prolonged stagnation, the human resource management modle of Japan has been significantly behind the development of the times,and is unable to adapt to the era of knowledge economy requirements for innovation. Reform of the existing human resource management model of Japanese companies is essential and necessary.The human resources management of our country's is relatively late ,so as the development. generally ,it has not completely walk away from the old tradition of personnel management,and the management concept is seriously behind. Introducing and digesting a set of of developed human resource management concepts, techniques and methods imminent from the developed country is imminent. Under the conditions of market economy, even though the human resource management activities have some similarities, due to the socio-cultural, economic development and other differences, each country's human resources management model has distinctive personality."Stones from other hills, we can learn." As a witness to the economic development of Japan, Japanese companies experienced a return from the downturn to the revitalization of the economy , while China and Japan is in the center of oriental culture background of Confucian culture ,the two countries have a certain geo-affinity and cultural commonalities.Thus, analysing the traditional characteristics of human resources management and its drawbacks which is not meet to economic development , exploring the challenges and the new trends it faces , has great importance,such as establishing the new human resources management model with Chinese characteristics,improving efficiency , enhancing the strength of Chinese enterprises to compete in the world.1.To some extent, the human resource management model of Japan has helped Japan's economy achieve take-off since the post-war, but it also become a yoke for Japanese economic to develop after 90's .Reforming the original model is imperative. As China also belonging to the Eastern Management , the yesterday's development of Japan may be the tomorrow's development of China. So, learning the experience ofJapan has far-reaching significance in cultivating the human resources management model.2.In recent years, the strength of Chinese enterprises has seriously increased, an increasing number of companies go out of the country to face the world competition. For those who rely on technological innovation and market innovation to win the competition, how to retain talent is what the enterprises must consider. Traditional human resource management model can not cope with the intense competition for talent. Therefore, it is necessary for Chinese enterprises to learn and absorb advanced management mode of human resources from foreign countries.3.With the economic era of globalization, Chinese enterprises will face more fierce competition in human resources. Whether we can make effective management to human resources has become the main factors of impacting the core competitiveness of enterprises.The development and management of Chinese enterprises has a late start, and is not suitable in the fierce competition.Therefore, studying excellent human resources management model of Japan, actively drawing on its advanced management ideas and management methods, is helpful to improve core competitiveness of Chinese enterprises.In this paper, the author start from the culture of Sino-Japanese, introduce their characteristics and differences, and from the geographical environment, historical development and analysis of the values to explain the reasons leading to those differences; and then, explore the human resources management development history and characteristics of the two countries ; Next, give an objective evaluation of the advantages and disadvantages of China-Japan Human Resource Management Model , analysing the new environment two countries face, pointing out the differences in patterns, and analysing the differences in cultural dimensions; Finally, according to the revelation of Japanese model , combined with the enterprise's own situation, the author proposed the measures to establish an appropriate human resource management model: First, to cultivate "people-oriented" corporate culture, enhance the cohesive force, and the second, based on business strategy, establish a global human resources management strategy, the third, execute the system innovation, developm sound human resources management system.Generally speaking, through the analysis, the paper reached the following conclusions:1. Human Resources Management model is strongly social, it is deeply influenced by the culture of the host countries , regions, political systems. As a result of the differences in cultural traditions ,Countries often form different human resources management modle. This requires that we not only learn the human resources management theory and methods from other countries, but also base on the country's reality, when learning from and absorbing other people's human resource management theory and management practices, at the same time, we should also do some innovation.2. Human Resources Management is evolving with the development of the times. Whether it can stimulate the creativity of employees in a new environment, in order to create greater value is the sign of advanced mode of human resources management. Therefore, human resource management model should be adjusted based on changes in the external environment3. Thinking globally, it does not exist a "one size fits all" model of human resource management. There is also no need for enterprises to search an advanced, standard model, as long as the model can mobilize the employees creativity, bring more economic benefits, it is the most ideal human resources management. Now, our country is in economic transitional period, we should be careful in the choice of human resources management models, not to indulge in the pursuit of advanced and applied mechanically models, but should be combined with actual conditions, establishing a genuine human resources management. suitable for Chinese enterprises .