ABSTRACT
Various theories explaining the purpose and meaning of strategic human resource management (SHRM) were assessed to check their applicability and relevance to the China context. How SHRM and labor relations were measured was also recorded. Indeed, the application of the Resource-based view in the SHRM research was criticized, especially by J. Barney himself for its lack of actual and direct tests of the theory developed in his 1991 article. However, the empirical studies tended to evaluate the contextual factors as general backgrounds for discussing SHRM issues in China. Searching for alternative theories to explain SHRM within the changing context of China in transition will be a new trend for research in the field of SHRM in China. The contextual factors are very important to understand the evolution and development of SHRM in China. For China to realize the dream of building a harmonized society, individual rights and contributions are vitally important and must be fully acknowledged.
