Comparison of Public Human Resource Management Between China and United StatesJoin now to read essay Comparison of Public Human Resource Management Between China and United StatesComparison of Public Human Resource Management between China and United StatesIn nowadays, people pay more and more attention to the government’s central position in the economy and the society. An effective government, regarding to the economy, the society and even the government development is absolutely necessary. The various countries experience indicated that, an effective government surely is a function limited government, behavior legally achievement government, authority multi- centers disposition government, decision-making highly democratic government, information highly transparent government and naturally also a government has an intelligent, capable and high morale employee team. All of these depend on an advanced modern Public Human Resources Management System (PHRMS) since no matter making policy, providing services or managing contracts, the ability of the government is always decided by their talented employees.
The modern PHRMS has many components, including recruitment, training, promotion, layoff, wages bonus, rights protection and so on. The characteristic of recruitment is that not based on individual relations, as “who do you know”, but based on individual competence by the competitive employment exams such as written exam, interview and so on. According to the position, the exams may be nationwide, regional or just in a department. As same as the recruitment, promotion does not depend on personal relationship either, but competence and performance. Thus, employee can keep paying much more attention on their working performance, not consider a lot to please their superiors. In public sectors, since salaries and wages are generally above average level in society, and there is a suitable disparity between the upper and lower classification, a lot of talented employee are able to congregate in the important administrative and strategic positions. In one word, the core characteristic of modern PHRMS is that not to appoint people by favoritism, but through competitive recruitment, promotion and inspiring system to ensure the employee on duty is most suitable to their positions.
In China, before 1993, PHRMS is executive based on the cadre system. The cadre system basically is one identity system. In other words, the entire society divides into two types of people: one is cadre that in the govern position and the other one is populace that in the position to be governed, including workers and farmers. Once a person is identified as a cadre, he/she will have the relevant reputation, the social viscounty and the welfare treatment to this classification.
Besides this identity characteristic, the cadre system also has the following characteristics.It is lack of administration. The personnel appointment basically depends upon the nomination by the administrative method. As long as not making any grave mistake, the person who gets appointment as a cadre is able to enjoy the cadre treatment all lifelong. This form of decision-making on employee selection and assignment by the minority leadership and the organization department is only responsible to implement the command, has the very strong subjectivity and the capriciousness. Other than this form, the decision is also possible to be made by the observance of seniority. The cadre assessment only has a qualitative standard, lacks a quantitative standard, thinks much of political standard and neglects service and performance inspection.
The cadre extends widely. Not only it contains national agencys staff except logistic personnel, the state-owned enterprise employees except blue-collar workers, but also includes the political party, institution, demotic organization staffs and even also includes the staff working in the temple. This characteristic fits the integration demand of economy, society and politics in the planned economy time very well since all the employees in the public sectors are all assigned by the state, their wages are all uniform paid by the state and all of them work for the whole state.
On October 1st, 1993, Ministry of Personnel of the People’s Republic of China (MOP) officially declared 《 Public Organization Employee Temporary Regulations 》. That is a milestone for the establishment of PHRMS in China. Later on, based on this regulation, there are more important national laws announced by MOP such as 《 Public Organization Employee Recruitment Temporary Regulations 》, 《 Public Organization Employee Promotion Temporary Regulations 》， 《 Public Organization Employee Resign and Layoff Temporary Regulations 》， 《 Public Organization Employee Training Temporary Regulations 》，《Public Organization Employee Appeal Temporary Regulations 》 and so on. These
The Ministry of Labor will now be responsible for making the regulation and taking all necessary measures to comply with PHRMS’s policy.
“The policy was approved by the Ministry of Labour on October 24, and further work shall start in the coming weeks and months and a second consultation meeting will be held in the coming months. This process is being carried out with the approval of the Ministry of Labor National Committees and will include the full implementation of PHRMS’s laws, actions and procedures,” a ministry spokesperson said in a statement.
However, there were reports that PHRMS and other organizations might not be able to follow the original guidelines because of the lack of public consultation. The current decision was reached by the National Committees on Economic and Social Development and the Workers’ Union of China, which have been in contact with representatives of PHRMS and other organizations, for this reason this government is taking immediate steps to ensure that the new policy is implemented.
Earlier, officials in Chinese media said that PHRMS were under the impression that the rules may be changed, but had been unable to reach any representatives of the country’s unions and that officials did not expect the new law as such.
“There was no communication between the Ministry of Labour and any NGOs regarding these changes,” an official told the Beijing-based Financial Times through an interpreter.
In early February, a group of Chinese government officials from various organizations spoke of the need to give China a greater emphasis on the role participation in PHRMS. Many government officials from the provinces such as Guangdong, Guizhou, Guangdong Province, Nanjing and Hainan also spoke at the Forum on Civil Affairs held on June 4, according to China’s National Electoral Commission.
According to the official source, the Ministry of Labour will be responsible for following the rules of PHRMS if any change is made. Other areas they have confirmed using language that is not in accordance with the new rule are: ensuring that workers receive the right-of-way rights of workers and the correct direction of traffic in public transportation, ensuring their rights under civil aviation regulations, implementing workplace laws and other laws, ensuring their own rights of workers and allowing them to work in designated areas in the workplace.
The official said the final details of the new regulations will be discussed and final decisions will be based on all consultations.
However, as of now the legal code is not yet in effect and these decisions