跨國(guó)企業(yè)人力資源管理現(xiàn)狀及對(duì)策初探-國(guó)際人力資源-全文預(yù)覽
【正文】 力資源本土化程度很高嗎?二、公司實(shí)證研究不夠跨國(guó)公司生意在不斷調(diào)整和發(fā)生變化，這些在華跨國(guó)公司這么多年來，其人力資源的政策不斷在發(fā)生著變化，對(duì)公司的業(yè)績(jī)、員工滿意度等有什么影響。對(duì)于這個(gè)實(shí)證性問題，以往的大多數(shù)研究都沒能確定出其影響因素?？鐕?guó)企業(yè)需要招聘、選擇、培訓(xùn)和補(bǔ)償員工以使他們能夠在國(guó)外的分支機(jī)構(gòu)中為本組織工作；同時(shí)，還可能需要從國(guó)外招聘員工來本國(guó)工作。由于人力資源在與外部環(huán)境的互為作用，勞動(dòng)者自我豐富、自我更新和自我發(fā)展，成為保證企業(yè)目標(biāo)得以實(shí)現(xiàn)的最重要也是最有價(jià)值的資源的特征。這是因?yàn)榭鐕?guó)公司中的員工來自兩個(gè)甚至更多的國(guó)家，會(huì)涉及到員工文化差異的問題。國(guó)內(nèi)學(xué)者趙曙明(2001)認(rèn)為，區(qū)分國(guó)際人力資源管理與國(guó)內(nèi)人力資源管理的關(guān)鍵之處在于前者在若干不同國(guó)家經(jīng)營(yíng)并招募不同國(guó)籍的員工。普拉哈拉德和多茨(2001)認(rèn)為跨國(guó)人力資源管理主要是從跨國(guó)公司的全球戰(zhàn)略角度來探討人力資源政策的有效組合。關(guān)鍵詞: 跨國(guó)公司，跨文化人力資源管理，文化差異ABSTRACTAfter joining the WTO the international business activity will get rapid development. There are many nations and cultur crosses along internationalization. Human resource management owns its specialties beside straditional management charaeters. Therefore how to deal with human resource management of the cross culture business enterprise and how to educate to train across culture talented person and how to select appoint excellent people from many angles, many levels, is a tough challenge to our country’s transnational corporations. After reading a large number of materials concerning transculture management taking multinational corporations as example studies cross culture human resource management.The thesis introduces the basically definitions and theory of the transculture human resource design of the system of transculture human resource management of the cross culture business enterprise is not for a enterprise that has a specific culture environment，it exceeds the specific culture and makes a frame of the trans culture human resource management macroscopically. Our country’s transnational corporations should concret application before using it in specific culture environment. However the basically principle and frame that Provided in this thesis is suitable in any conerete culture environment. It is worth of referencing by our country’s transnational corporations. KEY WORDS: Transnational Corporations ,Transculture Humanresource management，The Diference In The Culture目 錄摘 要 2ABSTRACT 3目 錄 4第一部分 跨國(guó)企業(yè)人力資源管理概述 5第一節(jié) 跨國(guó)企業(yè)的概念 5第二節(jié) 跨國(guó)企業(yè)人力資源管理的概念 5第三節(jié) 不同視角下的人力資源管理 5一、人力資源管理的文化差異 5二、人力資源的環(huán)境差異 6三、人力資源的制度差異 6第二部分 跨國(guó)企業(yè)人力資源管理現(xiàn)狀及存在的問題分析 7第一節(jié) 跨國(guó)人力資源管理研究現(xiàn)狀 7一、跨國(guó)本地化程度不高 7二、公司實(shí)證研究不夠 7第二節(jié) 跨國(guó)人力資源管理的存在問題 8一、系統(tǒng)理念仍需建立 8
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