This chapter reviews key characteristics and developments of human resource management (HRM) in Asian countries against the backdrop of their rich historical features and the rapidly changing landscape on many fronts. It takes stock of what has been researched in the HRM field and the theoretical perspectives underpinning it. There is a growing trend for positivist HRM studies of hypothesized organizational conditions and individual behaviors, at the expense of in-depth qualitative studies of the motivations, actions, and interactions of social groups, and outcomes in specific organizational settings. It is clear that Asian countries are advancing at a rapid pace in their economic development, powered by growing technological competences. However, each nation-state is confronted with a different set of HRM challenges, ranging from skills shortage to workforce aging, informalization of employment, changing expectations, behavior of the workforce, and so forth. We argue that the understanding of people management in workplaces must take into account a range of institutional, cultural, organizational, and individual factors. We also argue that HRM research needs to be engaged with real and live issues that are confronting employing organizations and individuals, with the aim of adding social value and extending our intellectual horizon.