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论文编号：	2731
作者编号：	2120072273
上传时间：	2010/11/26 11:08:09
中文题目：	EPN公司在华子公司外派人员管理过程优化研究
英文题目：	Research on Optimization of Expatriate Process Management of EPN China Subsidiary
指导老师：	杨斌
中文关键字：	外派 外派人员管理过程 外派失败 跨文化
英文关键字：	Expatriate. Expatriation Process Management. Expatriation Failure.
中文摘要：	跨国公司作为全球经济活跃的力量代表，承载着全球经济一体化和信息化。外派人员作为一个独特的员工群体，不仅承载着总部与海外子公司的联系纽带，同时对于子公司的运营状况、盈利能力、客户增长和客户保留起着不可替代的作用,是跨国公司的核心竞争力资源，直接影响着跨国公司海外经营的成功。在全球竞争激烈的环境下，有效的管理好外派人员，确保外派人员成功完成派遣任务将有利于跨国公司的核心资源优势经由外派人员转移给海外子公司以提升子公司在当地市场的核心竞争力，实现跨国公司的战略目标。因此如何管理好外派人员，发挥其最大的威力，使他们的价值最大化，有效解决外派失败的问题，是目前跨国公司外派人员管理最为关注的问题之一。 本文以北欧跨国企业EPN公司在华子公司的外派人员管理为例，基于目前外派人员管理过程中存在的导致外派失败的问题，深入研究了外派人员管理过程的优化对于避免外派失败的作用。这些导致外派失败的问题体现在：外派人员甄选管理过程存在的缺陷造成外派人员的甄选失误；外派人员培训管理过程欠缺全面考虑造成外派人员跨文化培训失效；外派人员绩效管理过程缺乏有效的控制造成外派人员的绩效表现无法达到预期要求。 本文采用了文献研究法、描述性方法、个案研究法，以跨国公司母公司和子公司的关系、外派人员的作用、外派人员的知识转移、跨文化人力资源管理、影响外派失败的因素以及跨国公司外派人员管理过程等理论为依据，从外派人员管理过程控制角度入手，通过探析EPN公司在华子公司外派人员管理过程中存在的问题，找寻导致外派失败的原因。 通过以上研究本文认为在外派人员管理过程中加强对外派人员的甄选管理、培训管理和绩效管理的有效控制有助于避免外派失败。外派人员的甄选过程是外派人员管理过程的第一步，挑选符合标准的合格候选人，有助于从源头上解决外派失败的问题；有效的跨文化培训可以使外派人员更好地理解当地的文化,价值观念和行为标准。了解子公司运行的商业模式、适应差异文化的行为与交流的技巧，从而有助于改善外派人员遭遇跨文化障碍受到的影响，提高外派人员自身的跨文化交际能力；控制好外派人员的绩效管理,通过细化外派人员的绩效考核指标、及时调整外派人员的绩效考核目标、将外派人员的绩效指标与公司发展战略相结合并与薪酬管理直接挂钩，可以确保外派人员的任务成功完成,提升子公司的产业竞争力，使EPN公司的海外经营活动取得显著效果。 本文选择了北欧跨国公司——EPN公司在华子公司, 对其外派人员管理过程的优化进行了深入研究，特别是笔者参与了整个外派人员管理过程的优化，因此本文具有创新的研究价值。同时本文可以为中国走向国际的跨国企业管理海外子公司外派人员、避免外派失败造成的损失提供有价值的经验参考依据。
英文摘要：	As the developing force in flourishing global economy, multinational corporation carry forward integration and informationization of global economy. As a special employee group, expatriates work as the link between the headquarter and the subsidiaries, and also they play an important role in subsidiaries operation, profit contribution, customers development and retention. Expatriates is the core competition resources in multinational corporation, and they directly impact on the success of oversea business operation of multinational corporation. Facing the competitive global market, to manage expatriates effectively and ensure the successful expatriation will transfer the core competent advantage from multinational corporation to its subsidiaries, in purpose of improving the competence of subsidiaries in the local market, which will help multinational corporation to realize the global strategy. Hence, it has drawn multinational corporation much attention on how to manage expatriates effectively, maximum expatriates value and solve the problem of expatriation failure in the research of expatriation management. In this article, the author researched on the expatriation management of EPN China, the Chinese subsidiary of a Nordic multinational corporation. Considering the problems existed in expatriation process management, such like wrong expatriate candidate selection, inefficient cross-cultural training, and uncontrollable expatriate performance management, which has caused expatriation failure currently in EPN china. The author analyzed that the optimization of expatriation process management do help to avoid the expatriation failure in advance. Through literature study, descriptive approach and case study, the author reviewed the latest contribution of research scholars on the theory of relations between the multinational corporation and its subsidiaries, the role of expatriates, expatriate knowledge transferring, cross-cultural human resource management, factors of expatriation failure, and expatriation process management, and researched the problems existing in expatriate process in EPN China which cause expatriation failure at a new angle on controlling of expatriate process management. The research arrived a conclusion that controlling expatriate selection process, expatriate cross-culture training process, and expatriate performance management process could avoid expatriation failure. Firstly, expatriate candidate selection is the first step to avoid expatriation failure in the future, choosing the right candidate is a must. Secondly, the effective cross-cultural training could help expatriate to understand well local culture, value, business model, and improve the communication skills in a cross-cultural working background. Thirdly, the controlling of expatriate performance management, such like specific business target setting and updating due to business strategy change, expatriate compensation and bonus linking with his performance and in accordance with business strategy of EPN China could ensure a successful expatriation and improve the core competence of EPN China. The author researched on the optimization of expatriation process management of EPN China, the Chinese subsidiary of a Nordic multinational corporation. Fortunately the author attended the optimization of the expatriation process, which brought the creative value to the research. Meanwhile, this article could provide experiences to those state-owned Chinese enterprises which would like to operate oversea subsidiaries, and it will help them to manage expatriate effectively and avoid expatriation failure.
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