Like most of the research agendas of IHRM researchers the writers have tried to tried to present human resource management in the context of organizations and their environment as well as with in the context of changing economic and business conditions.
Before going further it would be useful to briefly discuss what HRM or IHRM is all about and why are its policies a matter of immense academic debate. Human Resource Management is an intensely a strategic initiative for the creation of the best possible work environment for a company's employees and is strongly focused on the personality, skills and development of the company in order to help contribute to the growth culture and thus a bright future of the company.
The aim is to determine the best ways to compensate employees and keep them motivated, and employ measures like rewarding them for regularly exceeding goals and making productive contributions towards company growth. Human Resource Development (HRD), initiatives are responsible for improving employee activities through supplemental training, career development, and organizational assistance.
Effective HRM will seek to ensure a safe work environment for everyone.(that is to protect employees' physical safety by caring for the work environment and preventing injury or illness).HRM will also focus on employee rights based on the legal framework of the jurisdiction on matters pertaining to employees' rights and responsibilities as well as measures concerning strict anti-discrimination and sexual harassment policies.
In the article at hand the writers try to cover the dynamics of both the local and global business context in which the firm operates should be given serious consideration.(i.e. the external social, political, cultural and economic environment; the industry, the firm, the sub-unit, the group, and the individual.) The researcher follows the case studies/practices of four Chinese case studies and examines how they contribute to Westernized, localized or hybrid HR practices. This article was chosen for the critique over three others because of its comparative comprehensiveness with regard to Sino HRM practices. The author felt that when choosing this article what was impressive was the its well-defined conceptual framework, detailed data collection and description of subjects, researcher subjectivity, and a thread of transparency that ties all of the sections of issues with each other. Yet the critique will expose areas where the study might not be as robust as it could be. The conceptual framework provides a thorough history of the conception of HRM practices.
However there were quite a few things about the article which were to need more thoroughness. For example it was felt that the summary/abstract insufficient and I felt that it does not address the competing points of view of other