중국의 노동환경 변화와 진출기업의 인적자원관리 전략

Chinese economy has achieved a remarkable growth by reformation and opening policy since 1978. But after global financial crisis in 2008, Chinese government has changed the economic policies from low wage-based exporting and quantitative development for enterprises to expending domestic demands and high wage-based qualitative development for workers. In recent changing labor situations in China such as workforce shortage, ongoing wage raising, protective legislation for workers and rigorous government's enforcement, and strengthening roles of union are seriously affecting to Korean local firms. The purpose of this paper is to analyze the responding types, problems and to find the HRM strategies for Korean labor-intensive small companies. I have found several responding types from field cases as like low- cost type, localization type, transfer and exit type and passive law compliance type in the changing environments. The problems of Korean local firms are structural limitations of low-labor cost strategies, serious shortage of skilled and professional workforce and high turnover, lack of leadership of local managers and misunderstanding the local work cultures, reactive attitudes in changing law and government policies etc. Finally I suggested several HRM strategies in labor flexibility, managerial, legal and corporate social responsibility perspectives.