跨国经营企业人力资源本土化的问题与对策  

Problems and countermeasures in the human resources localization of transnational enterprises

作　　者：陈艳红[1] 姜启军[2] 

机构地区：[1]上海海洋大学社会科学部,上海201306 [2]上海海洋大学经济管理学院,上海201306

出　　处：《上海海洋大学学报》2012年第5期923-928,共6页Journal of Shanghai Ocean University

基　　金：教育部人文社会科学研究规划基金(12YJA630043);上海海洋大学重点建设高水平综合教育选修课程项目(A-2600-11-0019)

摘　　要：本土化战略是跨国经营企业在经济全球化浪潮中的生存和发展之道,人力资源本土化是本土化战略中最为关键的一环。跨国经营企业实施人力资源本土化有多种动因:吸引当地人才以降低经营成本;减少文化摩擦以促进文化融合;满足消费需求以拓宽销售渠道;改善与东道国关系以提升企业形象。跨国经营企业在实行人力资源本土化过程中也遇到很多难题:母公司的价值观贯彻问题;本土人员的归属感提升问题;人力资源本土化中的程度把握问题;人才争夺中的东道国支持问题。为了成功地进行跨国经营管理活动,跨国经营企业在推行人力资源本土化战略时,要制定相应的对策:创新继承母公司价值观;稳步推进人力资源本土化进程;联合培养东道国优秀人才;合理制定薪酬制度体系。Localization strategy is the key way for transnational enterprises to survive and develop in the wave of economic globalization.Human resources localization is the hinge of localization strategy.There are many driving forces for transnational enterprises to adopt human resources localization strategy.It can attract local talents to cut down managing cost,reduce culture friction to accelerate culture fusion,meet consumer demands to broaden marketing channels and ameliorate the relation with the country to promote corporate image.During the localization of human resources,transnational enterprises will meet with many difficult problems such as executing the values of parent company,promoting the sense of belonging of the local staffs,holding the level of human resources localization and winning the supports of host governments in talents attraction.Transnational enterprises must innovatively carry on the values of parent company,steadily push the process of human resources localization,jointly cultivate local talents in host countries and reasonably work out emolument systems to assure successful management all over the world.

关 键 词：跨国经营企业 人力资源本土化 问题 对策 

分 类 号：F276.7[经济管理—企业管理]