Compared human resources management models: China and France
- The national context
- The labor market
- Cultural context
- Employee rights and representation
- The trade union
- The first step of ACFTU
- Rights and representation for the French employee
- People's Republic of China: Common points with the French Republic
This report is an analysis by comparison of two countries through their management of their Human Resources. Those two subjects of this essay are France and China. This choice is not just a coincidence but the result of my home country (France) and China where I have been for an internship two years ago, and still have contacts. Those two different countries are interesting to analyze with a human resources view. What is more the actual context of the global economy is really interesting so do the management in both countries. Since the beginning of business the human resources management had been a clue. From the older ways to the brand new ones, each country has its special management style and its cultural background defining its decisions and strategies in business. Above all with the comparison of two countries which are so different and so distant concerning its culture and its social codes? What about their human resources management?
The second part of this essay is focused on the status of employees because those two countries are known to be very different in this part of management. So in this report the comparison of France and China will be firstly pointed to the national context of both countries, with data, information and cultural view; then it deals with the rights of employees and their representation in the labor market.
[...] According to them, France is not a country where the trade unionism could be ?negotiated?: indeed the settlement of a common agreement is more likely to be negotiated by the union steward instead of him and the manager or the employer. The feeling which comes out of French labor world is that the strikers have a certain power for non essentials agreements not like relocation. But this ?strike culture?, as said in several international newspapers, could also have a severe and negative aspect on the company which means on the employees and their status. [...]
[...] Part 2 : Employee rights and representation France detains one of the world's most known systems of representation and rights of employee. Indeed it is considered as one of the most employee favorable law system in the world. This system is directed by the labor code (code du travail) which differs concerning each group of jobs. Those groups are defined by category and each one has a collective labor agreement where the overall relationship between employer and employee is dealt. [...]
[...] The similitudes between China and France are just limited to the analysis done in the previous part. Indeed the existence of a trade unionism in China reflects a certain common point with France; But the Chinese one is more a facade of the actual government influence than a real entire Unionism made for the workers. For the French employee rights and representation the statement is more rich. Indeed the well-known country of the welfare-state has a entire system ruling the employment world. [...]