The comparison of HRM system between the Taiwan''''s headquarter and Mainland China''''s subsidiary

• Main Authors: Chen Shin Yu, 陳星予
• Other Authors: 沈鵬飛
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/21766829272616162987

碩士 === 實踐大學 === 企業管理研究所 === 91 === Abstract China has been positived to attract foreign capital and explore international trade since 1978 revolution, especially low-price labor and land made China become the capital focus of the world now. Due to the coherence of geography and language, china has become the capital focus of Taiwan industry in recent years, The Chinese people have been separated in different places for decades, so they have different thinking, values, and behaviors which cause the differences in management. This study adopts individual analysis in the human resource management of company A, discussing in the apects of economy, culture and laws. The result of the study is as follow： (1) In human resource management, mostly the right of making decision was given to Taiwan parent company, the China constituent corporation was responsibility to execute, the right to China is not powerful. (2) In human resource planning, according to the practical needs, the demands of labor are mostly planned by human resource management department, then the parent company makes decision. (3) The recruitment of labor is usually through internet, in the other hand, constituent corporations in china recruit labor through the local labor market. Under the principles of labor selection in Chinese constituent corporations, the selection of managers are based on the record of formal schooling, however, operators determined by their personalities and backgrounds. (4) In training labor, both parent company and constituent corporation hold irregular trainings as follows, marketing and production control and so on. (5) In salary system, both parent company and constituent corporation pay monthly, because of the difference of economic environments in Taiwan and China, the salary levels are very discrepancy. (6) In efficiency evaluation, managers arrange operators in order mostly depend on productivities of them, and top 20% operators will be rewarded. (7) Under the communist in China, the production efficiency has been low over the years, so China constituent corporation now focus on promoting production efficiency of operators. (8) When Taiwan industry face different laws in China, obey the laws is the only option, but laws in China are complicated and different between provinces, which affect China constituent corporation greatly. (9) In Cultural differences, though the gap between parent company and constituent corporation is decreasing, but the gap is not vanished；Chinese operator are usually passive, so China constituent corporation use strict controls. Key words： Human resource management、Economic environment、Culture、Law system.