Comparative Study On The Practice Of Human Resource Management Between Chinese And Japanese Companies Under Institutionalism

With economic globalization, the rapid development of national economy, national companies are aware of the importance of human resource management, human resource management practices will directly affect the quality of human resources, staff attitude, the degree of potential employees, and employee development the relationship between enterprises. In recent years, researchers focus on human resource management has been strengthened and also recognized the importance of human resource management. For businesses, build an effective human resource management practices to enhance the system has become the key competitiveness of enterprises. The ultimate goal of human resource management is to promote enterprise development, increase business performance, this is only the human resources in order to achieve competitive advantage to the business purpose. Thus, countries are beginning to in-depth study of human resource management.In this paper, in order to make Chinese enterprise human resource management practices in the selection system for the purpose of Perspective, view references, while the depth of all relevant documents to read and summarized, through the system to define, analyze institutional factors on human resource the impact of management practices on the personality traits of Japanese human resource management practices for the specific description and analysis. While China’s system of human resource management practices as well as Japan’s system of human resources management practices as a starting point, human resource management practices in the two countries, according to the actual date of the status quo analysis. Based on this topic is institutionalism, and the system of doctrine and human resources combined with the human resource development of Chinese enterprises and the Japanese practice of long-term and mature human resource management practices compared with each other, the final choice of the most suitable for Chinese enterprise human resource management system. Japan’s human resource management practices, although currently there is a big challenge and change, but for our country’s human resources management system, it still has major implications.