Sustainable HRM in East and Southeast Asia

This chapter’s objective and contribution is to describe and analyze HRM systems in East and Southeast Asia, paying particular attention to the conditions that would permit the evolution of the current systems on a sustainable basis. First of all, we describe the current context in terms of the philosophy, architecture, policies and practices underlying the HRM systems. Their forces and weaknesses are analyzed in general term and in the key countries of the region. Then, are explored the possibility of development of sustainable HRM policies and practices taken into account the specific characteristics of the socio-cultural, political and economic environment. In this period of transition the characteristics of the systems that are observed in all key countries attempt to integrate sets of new concepts, practices and expectations developed in the region but also in the other parts of the world. They consider the concept of sustainability in a broader perspective, for example in incorporating the social and ecological dimensions. As a result it could be argued that they are more efficient and effective than before in some respects. However, the transformation is still incomplete and uncertain. The serious problems, notably of inclusiveness of important categories of human resources that are still observed put in question their sustainability in a long-term perspective if they are not tackled earnestly in the years to come.