Abstract:
The central theme of this article is to illustrate the similarity and difference
of people-management system among the key economies in East Asia. The article not
only identifies what elements do exist in East Asian people-management system, but
also examines other new elements being adopted into the existing system with the
influences from the U.S. and Europe. The authors analyze the information on the
changes of people-management system, factors causing the changes and time. The
common phenomenon is that when there is a crisis, then that may provide some
opportunities for drastic changes. The authors conclude the article by pointing out that
HRM is in a reforming process towards hybrid people-management system in East
Asia. However, this reforming process is not one-way only. A triangle-influence
between East Asia, Europe and the U.S. is the reality. In addition, multi-factor are
shaping the outcome of reforming people-management system in East Asia, identified
as foreign influence, the State’s influence, the stage of social and economic
development, and national and organizational historical path. Other economies, no
matter in East Asia or other part of the worlds, may draw some lessons from this
study.
