ABSTRACT
This chapter examines and compares the Human Resource Management (HRM) practices under the socialist market economies in China and Vietnam respectively in order to ascertain similarities and differences in HRM between these two economies. In contrast to rapid economic restructuring in Russia following the collapse of the Soviet system, the Chinese economic reform has been a gradual process. Much of the Chinese economic reform and development can be attributed to the rapid development of non-state-owned enterprises (SOEs), including privately owned enterprises (POEs), township village enterprises (TVEs), joint ventures (JVs), and foreign investment enterprises (FIEs). By the mid-1980s, the Vietnamese economy was only sustainable thanks to significant assistance from the Eastern bloc. Chinese enterprises now use multiple channels to recruit employees, including individual recommendations, job fairs organized by local labor authorities or employment centers, media advertising, recruitment agencies, and employment services at universities. Performance management (PM) has not been fully recognized by Vietnamese enterprises as a critical managerial tool.
