【正文】 Therefore, enterprises must adopt scientific methods and quality of staff to test these capabilities. Enterprises through the interviews, assessment center and other means, you can send through the external shortterm training of personnel plus a further assessment of the reverse selected approach. In addition, enterprises can set up a special body responsible for overseas operations, for the selection and training of expatriate training, organizational assignment team, coordination of overseas subsidiaries and the headquarters or other departments within the pany39。企業(yè)在經(jīng)過了面談，評鑒中心等手段后，可以通過對外派人員進行短期培訓(xùn)加再評估的“逆選派”方法。但是，這些能力和素質(zhì)往往具有隱藏性，不易被識別和測量。外派人員的選派應(yīng)該建立“三位一體”的選派體系，包括文化適應(yīng)力、專業(yè)知識和技能、個人素質(zhì)三個方面，從而形成一個整體。 on the other hand, detailed information on the pool of staff records Basic information, can reduce the risk of enterprise talent assignment.（4） 構(gòu)建“三位一體”的外派人員選拔體系 企業(yè)外派的成敗直接決定著企業(yè)在東道國的發(fā)展。(3) to strengthen the pool of candidates for expatriate assignments based recruitment needs of multinational enterprises invest considerable human, financial and material support, to repeat the recruitment of personnel increased the cost of enterprise human resource management, and a waste of time for doing business. Expatriate pool of candidates, evaluation and timely records of each officer39。這樣一方面企業(yè)不需要到處尋找，浪費過多的時間和精力，可以節(jié)省招聘成本。s hidden quality is more important article. For candidates to recruit and evaluation should be prehensive and should not include For the skills, expertise, language ability, munication ability, should be examined for the enthusiasm for the assignment, the level of interest to the host culture and family for the degree of support for the assignment.（3） 加強外派候選人人才庫建設(shè) 外派人員的招聘需要跨國企業(yè)投入大量的人力、財力和物力支持,重復(fù)的人員招聘不僅增加了企業(yè)的人力資源管理成本，而且浪費了企業(yè)的經(jīng)營時間。對于候選人的招聘和考評應(yīng)當(dāng)是全方位的，不應(yīng)僅僅包括工作的技能、專業(yè)知識、語言能力、交際的能力，還要考核其對于外派工作的熱情、對東道國文化的興趣程度以及家庭對于外派工作的支持程度。有許多公司在外派人員招聘中，將員工的國內(nèi)表現(xiàn)與海外潛力等同起來，并據(jù)此標(biāo)準(zhǔn)選拔擔(dān)任海外職務(wù)的候選人，而當(dāng)他們真正身處異地時，就發(fā)生了難以適應(yīng)環(huán)境或沒有實現(xiàn)公司期望目標(biāo)等各種問題。只有做好工作分析，確定職位對外派人員的要求標(biāo)準(zhǔn)，才能有效實施外派人員的招聘，達到推動企業(yè)跨國經(jīng)營的目的?？茖W(xué)到位的工作分析能幫助企業(yè)理順管理流程，分清管理職責(zé)，也能幫助企業(yè)確定人員招聘的標(biāo)準(zhǔn)。(5) Family factors and personal preferences: Study the candidates spouses and children of expatriate employment and education。當(dāng)然，影響外派成功還包括組織、海外環(huán)境、以及其他一系列工作，如針對外派人員的培訓(xùn)和開發(fā)，母公司總部的支持和子公司的配合，以及妥善的回國安置計劃等。(3) management / personal characteristics: the factors that can be made with Michael and other multiscale IQ in the IQ of the seven indicators (including social / cultural IQ could be attributed to crosscultural petence) measure, which covers most of personal characteristics factor.（4）人格因素：可用傳統(tǒng)的“大五”人格因素進行測量，但成形的量表不多，并且在實踐中的效果褒貶不一。First, TNCs can different individuals, organizations, environment for eight factors are scoring, It can identify different types of transnational corporations is confronted with different overseas market development phase, Select the most appropriate of the assignment people .根據(jù)上述主要學(xué)者的研究，筆者總結(jié)出以下幾個較為重要的對外派人員選拔的標(biāo)準(zhǔn)，分別為：According to the leading scholars in the study, the author summarizes several of the more important selection criteria for the expatriate staff were:（1）技能因素：主要考察外派人員的硬性技能包括技術(shù)能力、語言能力、國際商務(wù)知識以及在國內(nèi)的業(yè)績或曾經(jīng)的海外業(yè)績(1) skill factors: mainly on the hard skills of expatriates, has been including technical ability, language ability, international business knowledge and performance in the domestic or overseas performance（2）跨文化能力：主要考察對異國文化的容忍度、是否善于移情、管理者本人是否具有種族中心主義、以及是否抱有成見等。在這些因素的基礎(chǔ)上，M i c h a e l Harveya, Milorad M. Novicevicb,Timothy Kiessling給出了一個選拔矩陣。（8）直覺IQ（Intuitive intelligence）：快速洞察如何解決問題的能力，沒有過去的經(jīng)驗或前人的信息也能提出解決方案。（7 ）創(chuàng)新I Q （I n n o v a t i v eintelligence）：思想具有分離性和革新性，能產(chǎn)生新奇的思想和解決問題的方案，具有洞察力并足智多謀，能夠找到獨特的解決方式。（6）網(wǎng)絡(luò)IQ（Network intelligence）：與多個組織單位工作時完成事情的能力，通過有效的認(rèn)可、理解和管理組織間關(guān)系來達成組織目標(biāo)。（5 ）組織IQ （Organizationalintelligence）：對組織的功能運作以及什么時候完成什么目標(biāo)有細(xì)致精確的理解。 Creative Intelligence (Creative intelligence), which issues and environmental development of new innovative solutions capabilities, including innovation IQ, intuitive IQ. These three categories for a total of eight IQ IQ Measure factors, they further analyzed the basis of environment in which the assignment should pay attention to what kind of IQ: (1) cognitive IQ (C ognitiv eintelligence): a traditional measure of inte