【正文】 方面，公司都傾向于遵循母公司的人力資源配置方式。人員配備的民族中心法是指跨國公司所有的關(guān)鍵職位都由母國人員擔(dān)任。在進入一段時間之后，跨國公司往往傾向于雇傭當(dāng)?shù)貑T工。第三，雇傭第三國公民。s nuclear business management aspect is the role of expatriates abroad, not a boot camp to help the host country of production, more importantly, held in the host country and home country for contacts and overall, is the country an important factor in business management. Therefore, an important factor in this selection should be very careful with the science, the source of the beginning of human resources assignment, you should choose the most suitable candidate. The recruitment of expatriates and the recruitment of State panies important to the successful implementation of global strategy. States members of the pany is equipped with three sources:第一， 由總公司派出，稱為海外派遣人員；First, sent by the head office, known as the expatriate。s growth path will be open to the region. External expansion of the non The material, capital, human resources Expatriates, and won the party struggle for the pany39。s home country in the host country as citizens or third country citizens, but also in the parent pany for foreign citizens, which in the host country mainly for the home country citizens. As the assignments became the pany39。外派人員的招聘與招聘，對跨國公司全球戰(zhàn)略的成功實施十分重要。外派人員的招聘與招聘是跨國經(jīng)營管理中的核心環(huán)節(jié)是外派人員在外的作用，不僅僅是引導(dǎo)幫助東道國的經(jīng)營生產(chǎn)，更重要的是維持跨國公司在東道國與母國的聯(lián)系與整體運作，是跨國經(jīng)營管理中的重要因素。外派人員的重要性是在全球化浪潮中的跨國公司，不僅滿足于母國的控制權(quán)，更因為各種戰(zhàn)略因素，將公司的發(fā)展路徑開辟到其他地區(qū)。International Human Resource Management in the category, talent recruitment, recruitment, training, development, pensation, assignment, back office, and labor relations, any part of the internationalization of enterprises have a vital importance of the success or failure. Expatriate director , in addition to the cultural, political, economic, legal articles and home country pletely different environment, fighting alone, be with more than ordinary members of the resistance to stress and intelligent leadership . State enterprises expatriate selection, in addition to the selection, methods of transmission should be special conditions for host countries, such as language, political, social, cultural and pression, respectively, the weighted assessment. With the development of the global economy, China Business enterprise outside the growing demand for school staff, choose the right business expatriates into the country decide the success or failure of key factors. Recruitment Recruitment is the foundation for human resource management is the main way panies recruit talent. To this end, state enterprises of the recruitment of expatriates to the specific needs of start of staterun enterprise for the choice of expatriates provide a useful reference. factors. Recruitment Recruitment is the foundation for human resource management is the main way panies recruit talent. To this end, state enterprises of the recruitment of expatriates to the specific needs of start of staterun enterprise for the choice of expatriates provide a useful reference.外派人員的定義是外派人員(Expatriates)是指由母公司任命的在東道國工作的母國公民或第三國公民，也包括在母公司工作的外國公民，其中以在東道國工作的母國公民為主。招聘招聘是人力資源管理的基礎(chǔ)工作，是企業(yè)招募人才的主要途徑。招聘選擇外派人員的要求Select the requirements of recruiting expatriates 在國際人力資源管理研究范疇中,人才招募、招聘、訓(xùn)練、發(fā)展、薪酬、外派、回任及勞資關(guān)系,除了必須在文化、政治、經(jīng)濟、法律條件與母國截然不同的環(huán)境中獨立作戰(zhàn)外,除傳統(tǒng)的遴選方式外應(yīng)針對駐在國的特殊國情如語言、政治、社會、文化及抗壓性分別加權(quán)評核。伴隨全球經(jīng)濟的發(fā)展，跨國經(jīng)營企業(yè)對外派人員的需求量日漸增加，選擇合適的外派人員已成為決定跨國經(jīng)營成敗的關(guān)鍵影響因素。為此，跨國經(jīng)營企業(yè)外派人員的招聘要從具體需求出發(fā)，以期能為跨國經(jīng)營企業(yè)外派人員的選擇提供有益的參考。由于外派成為了跨國公司人力資源制度的特殊組成部分，因此研究如何選拔恰當(dāng)?shù)耐馀扇藛T成為了跨國公司的一道難題。對外擴張的不僅僅是材料、資金，還有人力資源——外派人員，從而為公司贏得遠(yuǎn)方競爭的戰(zhàn)略優(yōu)勢。因此，對此重要因素的選取應(yīng)十分謹(jǐn)慎與科學(xué)，從外派人力資源的來源開始，就應(yīng)該選擇最合適的人選。跨國公司的員工配備有三個來源：The definition of expatriate expatriates (Expatriates) is appointed by the parent pany39。s human resources system in the country as part of the special, so study how to select the right pany expatriates into the country a difficult problem. The importance of expatriates in the globalization of multinational panies, not satisfied with the home country control, but because of various strategic factors, the pany39。s strategic advantage. Recruitment and the recruitment of expatriates is the country39。第二，雇傭東道國公民；Second, citizens of the host country of employment。在跨國公司進入東道國的早期階段，一般都是從自己國家派出人員去開展經(jīng)營活動，并與當(dāng)?shù)卣M行合作。但也不盡然，因為跨國公司人員的招募還取決于它采取