“走出去”企业的国际人力资源战略选择研究  

Research on the International Human Resources Strategy of Going-abroad Enterprises

作　　者：吴梅 朱晋伟 

机构地区：[1]江南大学商学院,江苏无锡214122

出　　处：《改革与战略》2011年第11期47-49,70,共4页Reformation & Strategy

基　　金：教育部人文社会科学研究规划基金项目<中国对外直接投资企业母公司与子公司关系研究>(09YJA630051)

摘　　要：文章从战略性国际人力资源管理的视角,通过对"走出去"样本企业人力资源配置情况的调查研究,探讨"走出去"企业的国际人力资源战略管理问题。总体上看,中国"走出去"企业大多数采用"遵从母制"的国际人力资源战略。从具体东道国情况看,进入发达国家的企业,在研发管理负责人、供应采购负责人和生产技术负责人方面,会偏向录用东道国员工;进入发展中国家的企业,上述三个主要负责人会更多地任用外派人员,也就是录用母国的员工。Based on strategic international human resource management （SIHRM）, the research focuses on international human resource management issues which reflected by the distribution of the sample companies＇ human resources. Overall, the majority of Chinese enterprises going out apply the ＂Following Home Company＂ international human resources strategy. However, as to the host specific situation, the enterprises access to developed country will tend to hire the staff, that is, head of R＆D management, supply and sourcing, production technology director from the host country; in the contrast, to the developing countries, the three above main person in charge will be mostly from the home country.

关 键 词：“走出去” 国际人力资源战略 遵从母制 当地反应 

分 类 号：F279.23[经济管理—企业管理]