The professionalization of human resource management inHong Kong and the United Kingdom

This data collection consists of 2 SPSS data files: (1) Survey (Complete) of CIPD members (August 2013) and (2) Survey (Complete) of HK IHRM members (Sept 2013) as well as
interview transcriptions with (1) national and sectoral level informants
(2) case study and (3) individual informants.

The empirical research was conducted in four distinct stages using mixed methodology: (10 Comparative documentary analysis of policy statements, professional standards and ethical codes of the IHRM and CIPD; (2) Elite interviews with senior representatives of the CIPD and IHRM ascertaining the role that the professional bodies play in shaping the field of HRM, how the new standards came into being, the role of ethics codes and future prospects; (3) Two paired electronic questionnaire surveys of HR practitioners to gauge (a) the levels and range of activities HR practitioners are involved with and (b) attitudes and interactions with others to assess their level of influence; and (4) Case study interviews examining the explanations behind participants’ activities, experiences of HR practice.
<p>An investigation into the the capabilities, activities and organisational status of HR practitioners in the UK and Hong Kong. The aim is to identify the attributes that could be considered professional. The study consists of interviews with national-level stakeholders representing those who may interact with HR practitioners, two paired questionnaire surveys of members of the professional HR bodies in each country/economy and a series of organisational case studies in each country/economy.</p>