Comparison Of Human Resource Management Practices Between China And Pakistan

A most frequent question in contemporary is how to deal with Human Resource Management(HRM)in the wake of globalization and an evolving knowledge economy.Many research studies have been conducted to examine the extent to which HRM practices converge and diverge in different socio-cultural contexts.National institutions and local cultures are cited as the major stumbling blocks for HRM convergence.However,it is also true that regional clusters have many things in common(cultural similarity,level of economic development,and geographical proximity etc)make conditions that ultimately lead to isomorphism in HRM.The study in question attempts to look at the extent of convergence and divergence of HR Management and to explore the current status of HRM and its practices in China and Pakistan while more specifically the objectives of the study are to identify the perception towards the HRM practices and key challenges faced by HRM in China and Pakistan.China and Pakistan have started on the transition from centrally planned economy to the market-based economy since the early 1990s.HR Management played a very important role in the success of company's economic transformation and its role has been increasing since the period of stabilization and development of the market economy in both countries.This study highlights some of the most obvious differences confirmed by the following research.The areas where the Human Resource Management practices of Bank of China(BOC)and Muslim Commercial Bank(MCB)were compared more carefully those are recruitment and selection process,training and development process,compensation and benefits process,employee relations and performance appraisal process.After comparing these HRM practices of both organizations' we have found that there are several differences in both organizations.China and Chinese organizations'have more efficient and effective system of HRM than Pakistan its organizations so that Pakistani organizations should take more efficient and effective steps and learn more about new and latest techniques about HRM and its practices to compete in the global market.