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distinct challenges. Therefore, MNE's hoping to compete in China need to raise talent to the top of their agenda in order to create a sustainable source of competitive advantage.

Essentially, the two of the major HRM issues occurring currently in China include culture integration issues and the problem of skilled labour shortages in contrast to rising labour demands. Ultimately, it can be said that the political and economical changes that have occurred in China's past has led to these significant issues and for the modern day HRM manager of an MNE in China, it is imperative not to not assume that home-country HRM practices can be applied to Chinese enterprises and ensure that the global implications of what they can learn in the Chinese context are applied. In a dynamic and ever-changing environment such as China's, MNE's must thoroughly analyse this environment in which they are in and look to set long term goals and address each issue through the amalgamation of Western HRM practices and Chinese HRM practices.

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