ABSTRACT
At the beginning of this chapter, we have referred to Budhwar and Debrah (2001) who suggest a way forward to research international HRM. There, the factors that affect HRM practices in any country or culture are categorized into national factors, organizational strategies and policies, and other contingent variables. As we trace the historical development of HRM in Hong Kong, three such contingent variables stand out to be influential in shaping the present state of HRM practices in the workplace: the legal and institutional factors, the China factor, and globalization.
