The information technologies("IT") have been imposing
increasingly greater challenges upon the law, lawyers and their
clients worldwide. Among others, the digitalized human
resource("HR") management is prone to many more legal
pitfalls and uncertainties than ever before. In particular, many of
my multi-national company("MNC") clients have come to me
for advice on the legal issues and risks they encountered from the
use of OA in the course of HR management. As a matter of fact, all
MNCs here in China have applied the so-called OA systems in their
daily HR management and business operations, with an effort to
improve efficiency. In that scenario, I am going to draw on my
professional experiences as a former trial judge and a current
practitioner of law, to examine the legal features of the OA,
analyze the legal challenges it poses on employment-related dispute
resolution, and explore the precautions for employers to adopt
against such challenges under China law.
