References
[1]. Balkin, D. B., & Werner, S. (2022). Theorizing the relationship between discretionary employee benefits and individual performance. Human Resource Management Review, 100901.
[2]. Zhang Y. (2016). Analysis of the design and research of the remuneration management system. Modern SOE Research, 2, 73–74. https://kns.cnki.net/KCMS/detail/detail.aspx?dbcode=CJFD&dbname=CJFDLAST2016&filename=XDGQ201602059&v=
[3]. Froese, F. J., Shen, J., Sekiguchi, T., & Davies, S. (2020). Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals. Human Resource Management Research and Practice in Asia: Past, Present and Future, 30(4), 100776.
[4]. International Monetary Fund. (2023). Population and unemployment rate of China. IMF.
[5]. National Health Commission of People’s Republic of China. (2022, December 26). Notice on the issuance of a general programme for the implementation of ‘Category B’ management of COVID-19 infection.
[6]. Career International. (2020). Career International 2020 Talent Market Insight and Salary Guide.
[7]. National Bureau of Statistics. (2023). Average monetary wages and wage index of employed persons in urban units.
[8]. Hong, P. (2017). The Literature Review on Compensation System Design. Modern Economy, 08(09), 1119–1128. https://doi.org/10.4236/me.2017.89077
Cite this article
Fang,H. (2023). Analysis of the Compensation and Benefit Management System of Chinese Enterprises Before and After COVID-19—Taking Huawei as an Example. Advances in Economics, Management and Political Sciences,20,294-299.
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The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.
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References
[1]. Balkin, D. B., & Werner, S. (2022). Theorizing the relationship between discretionary employee benefits and individual performance. Human Resource Management Review, 100901.
[2]. Zhang Y. (2016). Analysis of the design and research of the remuneration management system. Modern SOE Research, 2, 73–74. https://kns.cnki.net/KCMS/detail/detail.aspx?dbcode=CJFD&dbname=CJFDLAST2016&filename=XDGQ201602059&v=
[3]. Froese, F. J., Shen, J., Sekiguchi, T., & Davies, S. (2020). Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals. Human Resource Management Research and Practice in Asia: Past, Present and Future, 30(4), 100776.
[4]. International Monetary Fund. (2023). Population and unemployment rate of China. IMF.
[5]. National Health Commission of People’s Republic of China. (2022, December 26). Notice on the issuance of a general programme for the implementation of ‘Category B’ management of COVID-19 infection.
[6]. Career International. (2020). Career International 2020 Talent Market Insight and Salary Guide.
[7]. National Bureau of Statistics. (2023). Average monetary wages and wage index of employed persons in urban units.
[8]. Hong, P. (2017). The Literature Review on Compensation System Design. Modern Economy, 08(09), 1119–1128. https://doi.org/10.4236/me.2017.89077