Training and development
There is a shortage of skilled employees in China. Usually many companies provide extensive training to socialize new employees into the firm’s values and ways. In U.S. the system of hiring and recruitment of qualified personnel is more developed. Concerning the career planning the Hong Kong Chinese employees expect their superiors to take care about future career promotion while the U.S. employees take the responsibility themselves for their growing.
Monitoring and assessment of employee performance
Personal comments in Chinese stuff relationships is very important. When the behavior-based feedback for U.S. employees is the norm (for instance “here you did right and that is wrong”), the Chinese employees could lose face in front of his or her colleagues. Hierarchical nature of Chinese society still prevails where “superiors speak and inferiors listen” (Gao, Ting-Toomey & Gudykunst, 1996) in comparison with participative approach in U.S. The Chinese system of appraising of employees is very common with US system; it uses mostly performance-based pay plans. But the percentage of wages into China’s version of Social Security is relatively higher than to American Social Security.
Staffing through an internal labor market
As for stuff relationships the Chinese employees accept their colleagues more as family members while U.S. stuff relationships are more business oriented. Recruiting in China is similar with U.S system of hiring but there are core differences. American employers usually recruit entry-level management talent using colleges and universities. In China there is an old labor allocation system and many schools are converted into “student’s employment centers”. Another challenge for effective China labor market is personnel file system. 
It includes the information about the person’s education and work experience as well as comments from former employers. Chinese employee cannot sign the contract with the new employer without providing the personnel file which recording should be paid annually. Non-payment, changing the residence complicate the process. More over the new employer should confirm that the candidate’s previous employment has ended before signing a new employment contract or beginning to work or receiving any compensation…
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