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ina over the last few decades (Warner and Joynt 2002). The management thought of China and Western generate in different culture, therefore both ideas have their own charm of the unique. Western management thoughts came from the ancient Greek culture, and then evolved into a certain form of scientific management theory under the condition of modern capitalism.  Chinese management thoughts originated from Chinese traditional civilization, mainly influenced by Confucianism, Taoism and Buddhism ideas (Yau, 2000). While China is the home to the world’s oldest and most continuous culture, it has also been subject to massive institutional changes since the nationwide establishment of the communist regime in 1949 (Child and Warner, ). Thus, it is regret that the classical Chinese value system was not inherited and efforts are now being made to rebuild it. Other Chinese-dominated societies, such as Taiwan, Hong Kong and Singapore, have also shown inevitable changes in the value systems during the process of rapid social and economic change (Shivery and Shively, 1972). On the contrary, Western management thoughts created huge economic efficiency in the industrial revolution. It set off a climax of learn Western management thoughts, while ignored Chinese own management thoughts. So it is necessary to discuss the similarities and differences between China and Western management thoughts, thus extracts piths from others. A HR scholar Yeung (2005) had an opportunity to work with Chinese CEOs in a HR management seminar, after that he indicated that: “these CEOs appreciate the importance of people and organizations in strategic implementation and they are paying a lot of attention to these issues, but they have to address these issues based on their intuition and personal judgments. HR professionals have little to contribute to the whole process.” This shows that HR professionals in China could and should play a much more proactive and strategic role in local Chinese firms. The theory of HRM have introduced into China for only around 20 years, so HR professional is shortage in China. In most Chinese firms HR professionals are still not credible enough to play the role of business partner. HRM have a wide development space in recent China. It saving time by taking a shortcut to use the develop experience of other developed countries for reference. But because the difference national conditions blind imitation do harm rather than good. Therefore, this article is intended to summarize the trends of modern human resource management around the world. Discuss the impact of cultural differences on human resource management. With the actual situation in China, this article will analyze the different cultural background of China and Western, and then reveal the link between culture and human resource management model. Accordingly, propose some suggestions on human resource management for Chinese local companies and multinational companies which conform to the situation in China. 

Bibliography

Ancona, D. et al. (1999). Managing for the Future: Organizational Behavior & Processes, U.S.: Thomson Learning

Armstrong, Michael (2006). A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page
Brendan, S. (2002). "Hofstede's Model of National Cultural Differences and Their Consequences: A Triumph of Faith - A Failure of Analysis". Human Relations 55 (1)
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