What's the difference between China's human resources development and management and western developed countries?

The first is the difference in thought.

Secondly, the differences in management, especially in personnel recruitment?

At present, most enterprises in our country lack human resources development planning combined with enterprise development strategy, so the number of new employees is relatively random, and the recruitment method is relatively simple. Some of them are slightly complicated and simply copy the western model, without developing and forming a recruitment mode with China characteristics. ?

At the same time, the recruitment configuration is out of touch with the needs of enterprises. In the process of employee recruitment, the phenomenon of attaching importance to academic qualifications and neglecting ability still exists. At the same time, the use of human resources is also lack of planning. Due to the lack of job analysis in enterprises, recruiters often cannot meet the actual employment needs of enterprises, which will inevitably lead to the waste of human resources. ?

? The local human resource allocation ability is weak, and its functions are mostly personnel deployment, promotion and training. Without the unified planning of personnel work according to the needs of enterprise development strategy, it is difficult to form an optimal allocation mechanism for reasonable flow, and there is still a phenomenon of setting posts for people and artificially placing them in enterprise human resource management. ?

? Enterprises in western developed countries have relatively perfect enterprise human resources development plans, and the recruited professionals are closely integrated with the enterprise development strategy. At the same time, the employment of senior managers is often entrusted to management companies and headhunting companies, which makes it easy to introduce advanced management experience and models into enterprises. ?