Management development in China: a policy analysis

Abstract

This study analyzes the current structure of Chinese management development (MD) policy. It identifies three critical challenges facing Chinese managers and reviews related MD policies. It considers the evolution of major MD-related policies in the context of broader social, economic and institutional changes in China. Five principal findings inform the conclusion that with the experience accumulated in three decades of reform practices, MD policy in China should no longer be based on the principle of 'groping for stones to cross the river'. Rather, there should be established an accountability and evaluation mechanism for a well-defined MD policy implementation process. This should accelerate the management learning process in China and overcome the country's shortage of management skills.

Dilemma of Natural Resource Abundance: A Case Study of Kuwait

“…Another empirical analysis by Sun et al (2018) of provincial panel data from China identified a crowding-out effect of natural resource dependence on human capital accumulation in the western and central regions of China. The same results were achieved by Douangngeune et al (2005) in Japan, South Korea, and Thailand; by Birdsall et al (2001) in South Korea and Brazil; and by Wang et al (2009) in China. Although the implications of vast natural resource endowments have been examined through their effects on primary outcomes, such as human capital, in many different countries, it is clear that the literature lacks studies in the Gulf region.…”

Development Economics: A Foundation for HRD Policy Studies in Developing Countries

“…Given the complexities of economic systems, policies on HRD and related areas are often embedded in the overall economic development policies. This situation was found in a recent study on Chinese management development policies (Wang, Rothwell & Sun, 2008). It is necessary for HRD researchers to have a basic understanding of major theories and models of development economics underlying current development policies, especially the ones related to HRD, while taking a systemic approach to policy analysis and implementation.…”

“…HRD scholars and practitioners may need to consider different strategies for research and practice to prepare workforce skills and competencies in the two different labor markets. In addition, research on approaches to bridge the dual labor markets may include (a) developing skills that may create rural entrepreneurs and niche industries; (b) preparing the rural workforce to be absorbed into the modern sector-necessary skills to achieve this transition may include not only basic literacy training but also skills necessary for the tasks required in these sectors, such as service skills; (c) studies on existing modern sector's HRD-related policy issues such as policies in management development and learning participation presented by Wang and Wang (2006), and Wang, Rothwell, and Sun (2008); and (d) evaluate policies, implementation processes, and outcomes of development policies.…”

The “Science of HRD Research”

“…Through analyzing citation network, keywords co-occurrences, and related patterns around research topics, we may identify existing HRD knowledge structure and evolving fronts. A recent study offers a relevant example on management learning and education (MLE) scholarship, a shared research area with HRD (Wang, Rothwell, & Sun, 2009). In exploring the legitimacy of MLE scholarship, Rynes and Brown (2011) examined four MLE journals’ contribution to the current state of MLE research with multiple indicators of scholarly legitimacy.…”