A Hybridism Paradigm of Chinese HRM models in Transitional Economy: Hopping around Efficiency, Innovation and Legitimacy

 

 

Time：June.12 (Thursday) 10am -12noon

Location: Zhifuxuan, National School of Development, Peking U.

Speaker:Yu Zhou, Associate Professor of Human Resource Strategy, School of Business, Renmin University of China

 

 

Abstract：

By embedding the theoretical conceptions from the western LR (industrial relations)/HR(human resources) literature into the economic and social context of China, this presentation is to figure out a hybridism perspective constructed for interpreting the pluralistic structures and differential effectiveness of employment practices and HRM models in Chinese workplaces. Rather than presenting a single research, prof. Zhou is to introduce a bundle of coherent researches for exploring some potential questions and discussions in human resources field.

 

 

Introduction of presenter:

Yu Zhou is an associate professor of human resource strategy at the School of Business, Renmin University of China. He received his doctoral degree in human resource management from Renmin University, and his doctoral research was carried out in a joint-PhD program at Rutgers University. Currently he is also affiliated as a post-doc fellow (Wertheim Research Fellow) with Labor and Work life Program in Harvard Law School, Harvard University.
 

Professor Zhou's research centers on the economic and social effectiveness of people management practices, with comprehensive perspectives of linking up macro labor institutions, organizational HR practices and individual behaviors. To be specific, his research interests include strategic human resource systems, HR configurations in Chinese context and globally, linkage of work practices and creativity/innovation, industrial/organizational democracy, legitimacy of HR/IR practices, work-life balance and employee well being. He has published many scientific papers in international journals as Human Resource Management,Human Resource Management Review, International Journal of Human Resource Management, Chinese Management Studies, International Journal of Manpower andOrganizational Psychology Review and so on. He also published more than 20 papers in Chinese academic journals and 8 books (7 in Chinese and 1 in English). In 2008 and 2009 His papers continuously won the best paper awards in Academy of Management annual conference.

 

He gives a series of courses on strategic HRM, leadership and managerial communication, organizational behaviors, innovation and change, entrepreneurship, stimulation of general management, etc., covering the education programs fully ranged over EMBA, MBA, EE and PhD, graduate, and undergraduate. Several times he won the best teaching awards in both executive and academic programs.

Besides his academic activities, he has advised for numerous Chinese leading firms to advance their strategic HR practices. The “Alliance of Chinese HR Theories and Practices” initially found by him has included more than 1,000 HR executives and become one of the most influential platforms to bridging the dialogue and collaboration between HR executives and researchers in China
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