Human Resource Development in Asia from the Viewpoint of Organizational Strategy

Abstract

Human resource development depends on what kind of business and with whom they try to manage. The effective human resource development in Asian comparies also differs depending on the selection of business domain, scale of business and the style of partnership with foreign companies.

With an understanding that communicational function will be more important in future under uncertain and variable business circumstances, the communication context side of human resource development is studied in this paper.

Contrasting with the III type context of main American companies, and II type context of main Japanese companies, the effective contextual types in Asian companies are supposed to be diverse depending on the above mentioned elements. It is suggested that as the leading companies among them will have contextual complex organization consisting of II and III type contexts, the development of dual communication contextual ability of management class members who are expected to be cross-cultural agents might be essential in the future.