Applicability of contemporary western Human Resource Development concepts in the People's Republic of China

Inhaltsverzeichnis (Table of Contents)

• INTRODUCTION
  • Context and Purpose of the Research
  • Structure of the Paper
• REVIEW OF THE LITERATURE
  • The Strategic Human Resource Development Proposition
  • The Shift from Training to Learning
    • Coaching
    • Action Learning
  • The Chinese Culture of Learning
  • Conclusions from the Literature Review
• RESEARCH DESIGN AND METHODOLOGY
  • Refratechnik - The Unit of Analysis
  • Research Approach and Strategy
  • Data Analysis, Sampling and other Quality Aspects
  • The Primary Data Gathering Instrument
  • Ethical Considerations
• PRESENTATION AND DISCUSSION OF FINDINGS
  • Response Rate and Profile of Survey Participants
  • Cultural Conservatism in Training Situations
  • Attitudes towards Contemporary Western HRD Concepts
  • Expected Trainer / Trainee Role Allocation
  • Self-Assessed Learning Style Disposition
  • Self-Assessed Training Needs
  • Final Discussion and Recommendations
• CONCLUSION

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This dissertation investigates the applicability of contemporary western human resource development (HRD) concepts in China, specifically focusing on the attitudes and expectations of Chinese employees working at a multinational corporation. The research aims to assess whether there is a conflict between traditional Chinese learning practices, often rooted in Confucianism, and the more learner-centered approach prevalent in western HRD. The research explores the potential challenges and opportunities for implementing these concepts in a Chinese context.

• Cultural influence on learning and training in China.
• Comparison of Western HRD concepts and traditional Chinese learning practices.
• Attitudes and expectations of Chinese employees towards contemporary HRD approaches.
• Potential for conflict and compatibility between western and Chinese training methods.
• Recommendations for implementing learner-centered HRD interventions in a Chinese environment.

Zusammenfassung der Kapitel (Chapter Summaries)

The introduction provides context and purpose of the research, highlighting the rapid economic growth in China and the challenges of integrating western management concepts. Chapter 3 reviews relevant literature on strategic HRD, the shift from traditional training to learning, and the cultural influence of Confucianism on Chinese learning practices. The research design and methodology are described in Chapter 4, outlining the chosen unit of analysis, research approach, data gathering instruments, and ethical considerations. Chapter 5 presents and discusses the findings, examining cultural conservatism in training situations, attitudes towards contemporary HRD concepts, expected trainer-trainee roles, and self-assessed learning styles and needs. The chapter concludes with a discussion and recommendations for successful HRD implementation in China.

Schlüsselwörter (Keywords)

This research focuses on the key concepts of human resource development (HRD), cross-cultural management, Confucianism, learner-centered training, and the applicability of western HRD concepts in a Chinese context. The study examines the attitudes and expectations of Chinese employees towards contemporary HRD interventions and explores the potential for conflict and compatibility between traditional Chinese learning practices and modern HRD approaches.