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Industrial Relations versus Human Resource Management in the PRC: Collective Bargaining ‘with Chinese Characteristics’

  • Sek Hong Ng
  • Malcolm Warner
Chapter
Part of the Studies on the Chinese Economy book series (STCE)

Abstract

Since the economic reforms initiated by Deng Xiaoping since 1978, China has been gradually introducing greater flexibility into its factormarkets. Previously, under the pre-reform employment system, for example, workers were assigned to enterprises by state labour bureaus. Now, a nascent labour market is evolving (Ng, 1995; Warner, 1995; Ng and Warner, 1998). China’s industrial relations were once only weakly comparable to those in other countries, such as in Western economies or those in Asia. Today, its labour-management relations and management of human resources are increasingly subject to outside influences (see Warner, 2000, in press).

Keywords

Trade Union Human Resource Management Collective Bargaining Industrial Relation Collective Agreement 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Malcolm Warner and Sek Hong Ng 2000

Authors and Affiliations

  • Sek Hong Ng
  • Malcolm Warner

There are no affiliations available

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