Zhao Shuming

Dr. Shuming Zhao received his B.A. degree in English Language and Literature from Nanjing University in 1977; commenced his studies in the United States on March 1, 1981; and received his M.A degree from the Claremont Graduate University in California in 1983. In 1987, he returned to Claremont Graduate University to study in the Ph.D. program and received his doctoral degree in Higher Education Administration and Human Resource Management in 1990. Dr. Zhao conducted research as a post-doctoral fellow of international human resource management at the College of Business Administration, Florida Atlantic University from 1990 to 1991. In August 1991, Dr. Zhao declined offers from several universities in the United States and came back to his motherland and Alma Mater, starting his career as an educator and researcher at Nanjing University.

Human resource management (HRM) is Dr. Zhao’s major field of study. Emerging as an academic discipline in the United States in the early 1980s, Dr. Zhao played a key role in promoting HRM to the forefront of management sciences in China. In the early 1990s, many people in China, whether from government or industry, often mistook “human resource management” as “personnel management”, and very few researchers had ever heard of the term of “human resource management”. Dr. Zhao recognized the urgent need to systematically study the theories and methods of human resource management in Western countries and with the publication of his book on International Business: Human Resource Management in 1992 (now 5th edition) to introduce the latest research findings and development trends in HRM to China. The book was characterized by its clear conceptualization, rich bibliography, comprehensive theoretical framework, and creative viewpoints to inform HRM practice and theory in China. Until today, it is still a must-have reference book for human resource management researchers in China. Nanjing University and the State Education Commission voted it as the best textbook.

Dr. Zhao’s other major field of study is multinational corporation (MNC) management. In the early 1990s, research in this field was not developed in China. Dr. Zhao explored MNC management in depth when he was a post-doctoral fellow in the United States. Returning to China in 1991, Dr. Zhao sensed the effect of a unified European market on the Chinese Economy, writing a paper entitled “European Unified Market and Chinese Multinational Business Management”. The paper analyzed the issues of the European unified market and identified important policy implications for Chinese government and Chinese enterprises. The paper was awarded the first prize by the Chinese Central Decision-Making Center. With the mission to facilitate the development of multinational corporations in China, Dr. Zhao organized the first International Symposium on Multinational Business in Nanjing in 1992. Since then, another eight symposia on multinational business have been held, the most recent ninth international symposium on multinational business management（2017）main theme was “Entrepreneurship, Organizational Change and Employment Relations Management”. The symposium attracted over 350 participants from all over the world, including Noble Laureate in Economics and CEOs from multinational firms, with a broad and long- lasting impact in both academia and industry. Dr. Zhao is planning to hold the tenth international conference on “Global Investment, New Technologies and Innovative Human Resource management” to be in Nanjing in June 2020.

Both human resource management and multinational corporation management are relatively new and at the forefront of management sciences. For researchers, the most difficult task is to establish theoretical frameworks. Since 1993, Dr. Zhao has focused his research efforts on developing and testing theoretical models and frameworks. After two years of extensive research, he completed his book Human Resource Management for Chinese Enterprises in 1995. Acclaimed by his peers as a groundbreaking achievement, the book examined human resource policies at the macro-level as well as human resource activities at the micro-level. Compared to human resource management, multinational corporation management is more complicated; it involves every aspect of business administration. In Human Resource Management for Chinese Enterprises, Dr. Zhao adopted an innovative approach. He led a group of scholars and entrepreneurs, conducted comprehensive studies and published a series of books, covering not only theory, but also the management practices of multinational corporations. Dr. Zhao laid out the theoretical framework for the whole series of eight books. He also tackled three difficult issues on human resource management, cross cultural management and risk management and wrote three books on the subjects. This series have been used as textbooks for training and as reference books for researchers.

Since 1995, Professor Zhao has devoted his energy to the study of Human Resource Management Model of Chinese Enterprises and Cross-Cultural Management of Multinational Corporations. The former is an urgent task in the implementation of scientific management in the state-owned enterprises; the latter is a main issue in the success of Chinese and developing country multinational corporation management. Dr. Zhao applied for and secured funding for two major research projects on multinational corporation management and HRM: Research on Human Resources Development and Management in the Process of the Internationalizing China's Enterprises, funded by the National Natural Science Foundation of China; and Utilization and Development of Human Resource Management in the Chinese Large and Medium State-owned Corporation, funded by the former State Education Commission. He developed a scientific method called “human resource index analysis” for his research to ensure the quality of his research results. With his doctoral students, Dr. Zhao conducted field studies in over one hundred companies all over China. Through the investigation, he found that the human resource management is crucial for the revival of state-owned companies. It is imperative for the leaders of these companies to recognize the importance of human capital and adjust existing human resource policies in order to reach the potential of the firms’ human capital. The experts who attended the project review meeting pointed out that a study on such a large scale was unprecedented in China and its findings had significant policy implications. The research findings were later published in his book Human Resource Management and Development in Enterprises: An International Comparison (Beijing: People’s Press, 1999). In the meantime, Professor Zhao conducted research on cross-cultural management, publishing in 1995 a book entitled East-West Cultures and Business Management. In 1996, he presented his paper Challenges for Foreign Corporations in China: Cultural Differences and Cross-Cultural Management in the Second International symposium on Multinational Business Management in Nanjing in 1999. Some foreign experts confirmed that Dr. Zhao’s research level was comparable with their Western peers.

At the end of 1990s, HRM had taken a great leap forward among Chinese scholars compared with the early 1990s. With much more research from different angles on the management of HR conducted in the academic field and enterprisers’ transformation in the understanding of HR, HRM has achieved much progress. However, from the beginning of the early 1990s, research in developed countries innovated in the strategic HR---to enhance the flexibility and innovation of an enterprise by maintaining a dynamic and balanced harmony within the enterprise between its management of HR, developing policy along with strategy and its external environment, marketing strategy as well as organizing structure. Interestingly, these trends did not arouse enough interest from the Chinese academic circle, nor triggered any specific research on strategic management of HR in China. Professor Zhao, however, took up strategic HR research, with a major project on the management strategies in Chinese enterprises under the support of National Natural Science Foundation. Up to now, there has been no systematic theory nor effective methodology worked out at the international level and it is quite difficult to have an accurate understanding of strategic HR because of the presence of so many context-specific dynamic and interrelated connections of the exterior environment, marketing strategy and organizing structure to the management of HR. What is more, Chinese enterprises were just undergoing reform, which makes the standard study and research difficult. Despite all the challenges, Prof. Zhao who has been always engaging in pioneering and innovative work, made his initiative and published his major findings in Research on Human Resource Management Strategy of Chinese Enterprise Groups (Nanjing University Press, 2003)

Since early 1998, “knowledge economy” has been deeply rooted among the Chinese people and become a frequently used term. In fact, knowledge economy is at the research frontier in both China and the U.S. As a pioneering international scholar, Prof. Zhao noted this fresh subject and has worked on it by using the time during his lecture tour to the United States every year. His study avoided the traditional pattern of thought, innovating that knowledge economy is an innovative economy by nature in which intellectuals play a critical role in the survival and competition of an organization. Therefore, it will be a pressing task for enterprisers today to develop and manage intellectuals properly. Prof. Zhao published his article entitled “Management of HR in Knowledge-based Enterprise” in “Xinhua Daily” in September. 1998. It clarified the particularity of the management and development of HR in knowledge-based enterprise, which serves as a guideline in the transformation of enterprisers’ notion about HR management. Prof. Zhao has also made great achievements in the systematic research of knowledge economy and knowledge-based enterprises, which are manifested in the book Knowledge–based Enterprises and Knowledge Management co-authored with Dr. Qunhong Shen in 2000. Prof. Zhao focused working on the shift of high-tech talents in China so as to make his study more practically instructive for the Chinese enterprises. He conducted a research project on “Research on the Tendency of Talent Flow in China’s High-tech Firms and Related Policies” funded by China Ministry of Science and Technology. He tried to figure out the core elements that lead to the flow of high-tech talents and presented scientific policy proposals for the reference of related offices. This project received comprehensive recognition.

Simultaneously, Prof. Zhao continued to direct his attention to problems that arose in multinational operation. Since 1998, his emphasis has been transferred from cross-cultural management in multinational corporations to the globalization of enterprises. Since the middle of 1990s, Dr. Zhao recognized that there has been an increasingly s tendency of economic globalization. Countries interact and inter-restrict each other; so much that multinational operation is no longer the business of only multinational corporations, but a matter to be considered by every corporation. Even business operated in a particular region felt the intense competition from their global counterparts. This tendency will completely change the thinking patterns in management. To help the Chinese firms understand this change, Prof. Zhao published a paper entitled: “The Strategy of Common Management Economy and Multinational Corporation Competition” in both English and Chinese in World Economy and World Economy and China. In December 1999, he organized and chaired the third international symposium on multinational business management and decided on “global corporations” as the theme for the conference. Over 200 scholars from home and abroad presented their research and exchanged opinions from different perspectives on the management of global firms. Prof. Zhao submitted the paper entitled “problems and challenges to be faced in the management of HR in global enterprises in the 21st century” in which he made a systematic retrospect and pioneering research on the management of HR in the global enterprises.

After competing with others, he successfully awarded RMB 600,000 yuan (Project No.: 7993300) from the National Natural Science Foundation of China to do research on the theory and management countermeasures for the development of HR in enterprises for three years in 2000-2002. He made national extensive survey studies and investigations with his team, including post-doctor fellows and doctor students. We may find his findings, conclusions and proposals in his monograph Research on Human Resource Management (Beijing: China Renmin University Press, 2001) and the 60-plus papers and articles published in the top journals. This research outcome was honored the Prize of 13th Chinese National Books’ Award and the first prize of the Award of outstanding achievement in philosophy & social sciences in Jiangsu Province in 2003. In 2006, it obtained the 1st prize of “the outstanding achievement” of the humanities and social sciences research of Chinese universities” awarded by the Ministry of Education, which is one of the two awards in the management sciences in China, as well as the only one 1st prize ever awarded in Jiangsu province.

Dr. Zhao’s other research projects include: “Qualification evaluation system of Enterprise managers” (RMB 140,000, January 2004-December 2006, Project No.: 70372036) and “A Study of HR Managers’ Competencies” (RMB 180,000 yuan, January 2006-December 2008, Project No.: 70572048) funded by National Natural Science Foundation of China; research project on “Professionalization, Marketization and Internationalization of Managers” funded by the Ministry of Education (RMB 50,000 yuan, 2004-2006, Project No.: 03JB630014). His book on A Study of Professional Competence of Chinese Managers (Beijing University Press) based on these studies, which was published in 2008.

In 2008, Dr. Zhao was awarded a key research grant of one million yuan (RMB) from the National Natural Science Foundation of China. The title of this key research project (Grant No.: 70732002) is “Critical Issues on Human Resource Management in Chinese Enterprises in Transition Economy” with the grant period running January 1, 2008 to December 31, 2011. Based on the research, two books are published: 1. Zhao Shuming and Liu Hong, Research on Enterprise Human Resource Management: New Development, Complexity and Performance Management; Nanjing University Press, 2014; 2. Zhao Shuming, Yang Dongtao, and Peng Jisheng, Research on Enterprise Human Resource Management: Corporate Culture, Innovation and Internationalization, Nanjing University Press, 2014.

Currently, HRM theories and methods learned and applied by Chinese enterprises are mostly from the developed Western capitalist countries. Both theorists and practitioners are interested in knowing the applicability of Western HRM theories to Chinese enterprises. In the process of China’s economic transition, the functions and means of HRM, the social, cultural and technological contexts and enterprise institutions for HRM, have all evolved. Based on the needs of transition economy and recognizing the Chinese characteristics, enterprises must identify and resolve realistic HRM issues. Dr. Zhao’s research on Chinese management models was supported by the Key NSFC grant, aiming to: 1. analyze the compatibility between HRM in Chinese enterprises and economic transition, to point out the requirements of economic transition on enterprise HRM, so as to guide the creation of “localized” HRM theories and methods; and 2. evaluate the impact of three specific trends on HRM practices. These three trends were (1) changes in Chinese corporate cultures, (2) independent-innovation in Chinese enterprises, and (3) globalization. This research is of both theoretically and practically significant for establishing HRM theories and methods that match the features and trends of China’s economic transition.

Dr. Zhao has completed the National Natural Science Foundation research project on “A study of Mechanism and Countermeasures of Labor Conflict Under the transitional economy in China” (RMB470, 000 yuan，January 2012-December 2015, Project No.: 71172063) in early 2016. Dr Zhao has also completed the National Natural Science Foundation key research project on “A Study of Employment Relationship Approaches and Human Resource Management Innovation in Chinese Enterprise”(RMB2,250,000 yuan, January 2014-December 2018, Project No.: 71332002) in early 2019. He and his team have conducted survey studies at more than 100 companies in North, South, East and West China and some interviews and case studies. Since 2014, Dr. Zhao Shuming and his research team have published 26 SSCI papers in English and 96 CSSCI papers in Chinese and presented 23 conference papers. 20 master thesis and Ph.D. dissertation have been written based on this project.

Dr. Shuming Zhao is now conducting the key research project study supported by the National Natural Science Foundation. This key research project is on “A Study of Innovation-oriented Human Resource Management Models in Chinese Enterprises”, January 2019-December 2023, with the grant of RMB2,400,000 yuan (Project No.: 71832007)

Those who are ambitious are always busy and those who keep making innovations are always painstaking. Anyone who knows Prof. Zhao knows he is always a busy man. He always says, “I am a workaholic man” and he said that as a human being, life could be meaningful only if you could make contribution to the society.”

Academic Areas

• Human Resource Management and
• International Business/Multinational Corporations (MNC) Management

Education Background

• Post-doctoral Fellow
  College of Business, Florida Atlantic University, USA
  1990-1991
• Ph.D.
  Higher Education Administration and Human Resource Management, The Claremont Graduate University, California, USA
  May 12, 1990 (1987-1990)
• M.A.
  Linguistics and Education, The Claremont Graduate University, Claremont, California, USA
  May 14, 1983 (1982-1983)
• Visiting Scholar
  American Language and Culture, Pomona College, USA
  March 1, 1981-July 30, 1982
• Undergraduate
  English Language and Literature, Nanjing University, PRC
  1977（1974-1977）

Academic And Professional Positions

1. Nanjing University Senior Professor, Honorary Dean and Ph.D. Advisor, School of Business, Nanjing University, and Dean of Xingzhi College, Nanjing University, China
2. Director, Institute of Human Resource Management Strategy, Nanjing University
3. Third President of International Association for Chinese Management Research (IACMR)
4. Founding Co-editor, International Journal of Cross-cultural Management, UK
5. Editorial Board Member, International Journal of Human Resource Management, UK
6. Editorial Board Member, Asia Pacific Business Review, UK
7. Editorial Board Member, Management and Organization Review, USA
8. Editorial Board, Advances in Competitiveness Research, USA
9. Editorial Board Member, Asia Pacific Journal of Human Resources, Australia
10. Editorial Board Member, Evidence-based HRM (EBHRM), UK
11. Vice President, China Academy of Management
12. Honorary President, Hunan Provincial Human Resource Management Association
13. Distinguished Visiting Professor, University of Missouri-St. Louis, USA
14. Visiting Professor, Peter Drucker Graduate School of Management, Claremont Graduate University, USA
15. Lifelong Honorary President, Jiangsu Provincial Human Resources Association
16. Vice President, Jiangsu Provincial Professional Managers Association
17. Vice Chairman, Steering Committee of National Business Degree Programs of the Ministry of Education, China
18. Committee Member, China National Business Graduate Programs (MBA Education) Supervisory Committee
19. Advisory Committee Member and Review Committee Member, National Natural Science Foundation of China for Management Sciences
20. Review Committee Member, National Social Sciences Research Project Review Committee
21. Independent Director, Scully Loyalty, Ltd. （NYSE: SRL）
22. Independent Director, Daqo New Energy Co. Ltd. (NYSE: DQ）

Working Experience

• August 2020-Present, Dean of Xingzhi College, Nanjing University, China
• January 2020-Present, Honorary Professor of Endicott College, Woosong University, South Korea
• October 2017-Present, Honorary Professor of SolBridge International School of Business and Endicott International School, Woosong University, South Korea
• July 2017-Present, Senior Professor of Nanjing University Humanities and Social Sciences, China
• April 2017-Present, Visiting Professor, Kogod School of Business, American University, USA
• July 2015-Present, Visiting Professor, Peter Drucker Graduate School of Management, Claremont Graduate University, USA
• October 2014-August 2016, Distinguished Visiting Professor, Katz Graduate School of Business, University of Pittsburgh, USA
• June 2014-Present, Distinguished Visiting Professor, University of Missouri-St. Louis, USA
• February 2010-2012(Every February), Visiting Professor, Faculty of Business and Law, University of Newcastle, Australia, teaching “Global HRM” to MBA students
• August 2010, Visiting Professor, School of Business, Robert Morris University, USA, teaching “Global HRM” to HR graduate students
• August 2009, Visiting Professor, School of Business, Appalachian State University, USA
• Summers 2006-2014 (Every Summer), Visiting Professor, College of Business, University of Missouri-St. Louis, USA, teaching “Global HRM” to MBA students
• November 2005-August 2011, Visiting Professor, Faculty of Business and Law, Auckland University of Technology
• June 2003-August 2003, Visiting Professor, School of Business, University of Missouri-St. Louis, USA
• August 2002-July 2006, Dean of Graduate Studies, Macau University of Science and Technology, Macao, China (Part-time)
• February 2001, Visiting Professor, Claremont Graduate University, USA
• Every March & Summer 1998-2002, Clinical Professor, Marshall School of Business, University of Southern California, USA
• November 1997-July 2011, Dean, School of Business, Nanjing University
• Summer 1997, Visiting Professor, School of Business, Bond University, Australia
• Summer 1996, Visiting Professor, Marshall School of Business, University of Southern California
• August 1995 - August 1996, Acting Dean, School of Business, Nanjing University
• Summer 1995, Visiting Professor, School of Business Administration, the University of Missouri - St. Louis, USA
• January 1995-Present, Ph.D. Advisor, School of Business, Nanjing University
• Summer 1994, Visiting Professor, College of Business, Economics & Management, the University of Southern Maine, Portland, USA
• Summer 1993, Visiting Professor, Faculty of Administrative Studies, York University and Faculty of Management, the University of Toronto, Canada
• March 1993, Professor & Associate Dean, School of Business, and Assistant to the President, Nanjing University
• Summer 1992, Visiting Professor, Pacific Asian Management Institute, College of Business, the University of Hawaii at Manoa, USA
• October 1991, Associate Dean & Associate Professor, School of Business, Nanjing University, PRC
• Summer 1991, Visiting Professor, Meinders School of Business, Oklahoma City University, Oklahoma, USA
• 1987-1991, Assistant to the President of Nanjing University for International Exchange Programs in the United States
• Summer 1990, Visiting Professor, Whitworth College, Spokane, Washington, USA
• 1988-1990, Assistant to the Student Deans' Committee of six Claremont Colleges, California, USA
• 1983-1987, Associate Director, Director, Executive Director, Office of International Exchange Programs, and Lecturer, Dept. of Foreign Languages and Literature, Nanjing University, China
• 1981-1982, Intern/Assistant to the President, Pomona College, Claremont, California, USA
• 1977-1981, Associate, Office of Foreign Affairs, Nanjing University and Teaching Assistant, Dept. of Foreign Languages and Literature, Nanjing University, China
• 1970-1974, Manager for Farm Production, Qiwan Brigade (a population of 1,500 people), Haian City, Jiangsu Province, PRC