Srovnávací studie řízení lidských zdrojů v čínských a českých firmách (pro posílení jejich potenciální spolupráce)

Abstract

Since the early 1990s, both China and the Czech Republic embarked on the transition from central planned economy to market-based economy. HRM had played a very important role in the economic transformation, and its role increased in the subsequent period, i.e. the period of stabilization and development of the market economy in both countries. However, the contemporary nature of human resource management in these societies is not well-documented, in particularly, there is no research on the comparative HRM between Czech Republic and China. This study adopts comparative HRM approach to study the HRM practice in these two countries, which is expected to fill the blank in this academic research field on one hand, and to enrich the knowledge on HRM practices in Czech and China firms for practitioners on the other hand. Therefore this study is of both theoretical and practical value. This thesis aims to compare the context of HRM in Czech Republic and China; to compare the specific practices in China and Czech firms and find out the major difference between them; to explain these differences based on the understanding how the multi-level contextual factors influence managing Human resource. To achieve the goals as mentioned above, a large amount of work is devoted to data collection and data analysis. The methodology in this study is designed as a integrated system, which is composed of questionnaire, survey, data processing, a group of interrelated statistical analysis methods such as description analysis, variance analysis, hierachical and K-means cluster analysis, and visualization process. Through step-by-step analysis, the difference of HRM practices between Czech and China firms and potential correlations between variables are found out. These findings will be studied furthermore within the context of HRM in the Czech Republic and China.