hrm系统动力学在亚洲上下文和研究议程(pdf 21页)(英文

Introduction
The main aims of this article are threefold. First, to analyse the main issues discussed in the existing literature regarding human resource management (HRM) in the Asian context. Second, to present a framework useful for highlighting the main determinants of HRM policies and practices from a cross-national comparative perspective. Third, to highlight the key challenges facing HRM function in the Asian context which sets the agenda for future research.
There is the need to examine HRM systems of Asian countries (i.e., primarily the important emerging markets which are based in the south and east of the continent). For example, at present the South-East Asian region produces more goods and services than either North America or the European Union and this trend is expected to accelerate in the years to come. Moreover, many of the important emerging economies are located in Asia (see Economist, 2003). Further, they attract enormous amount of foreign direct investment (FDI). It is also predicted that most new members of the newly affluent nations would come from Asia in the 21st century (see Tan, 2002). Despite all this, most Asian emerging markets have a long way to go before they acquire the status of developed nations. Nevertheless, it is important to examine the role of HRM function in the region as it plays a significant role in the economic development of nations (see Debrah et al., 2000; Tayeb, 1995). Also, there is a need to highlight the context specific nature of HRM, so that relevant policies and practices can be developed.
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