论文部分内容阅读
随着经济的发展和信息技术的推广,越来越多的企业跨出国门投入到世界市场的竞争中。据统计,跨国经营的企业已占全世界企业总数的60％,而几乎所有的企业,其业务都与其他国家的企业有直接或间接关系,或是与其他国家企业合作,或是与其他国家企业竞争。因此,经济全球化,必然要求跨国企业将自己的资本、技术、管理技巧、市场联系、研究与开发等方面与东道国当地所拥有的人力资源、自然资源乃至市场规模等优势结合起来,利用跨文化优势,展开跨国经营。跨文化(Inter-Cultural)又叫交叉文化(Cross- Culture),是指具有两种不同文化背景的群体之间的交互作用。所谓跨文化人力资源管理,是指以提高劳动生产率、工作生活质量和取得经济效益为目的,而对来自不同文化背景下的人力资源进行获取、保持、评价、发展和调整等一系列管理的过程。
With the economic development and the promotion of information technology, more and more enterprises have gone abroad to compete in the world market. According to statistics, multinational corporations account for 60% of the total number of enterprises in the world. Almost all enterprises have their businesses directly or indirectly related to enterprises in other countries or cooperating with other state enterprises or with other countries Business competition. Therefore, economic globalization inevitably requires that transnational corporations combine their advantages in capital, technology, management skills, market links, research and development with the local human resources, natural resources and even the market size of the host country to take advantage of cross-cultural Advantages, expand multinational operations. Inter-Cultural, also called cross-culture, refers to the interaction between two groups of people with different cultural backgrounds. The so-called cross-cultural human resource management refers to a series of management processes of obtaining, maintaining, evaluating, developing and adjusting human resources from different cultural backgrounds for the purpose of raising labor productivity, working life quality and obtaining economic benefits .