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论文编号：	91
作者编号：	2120051988
上传时间：	2007/6/21 21:25:35
中文题目：	跨国子公司人力资源管理的影响因
英文题目：	A research on the influence fa
指导老师：	李新建
中文关键字：	跨国公司 人力资源管理 跨国经营
英文关键字：	International Enterprises; Hum
中文摘要：	现代企业的生存与发展受到众多因素的影响和制约。其中最重要也是最根本的因素就是企业的人力资源，他们是企业所有资源中唯一与人产生密切关系的因素。二十世纪八十年代以来，人力资源和人力资源管理日益受到企业的重视，进入九十年代后，无论在理论上还是在实践中，人力资源管理都得到了很大的发展。身处二十一世纪全球化浪潮中的企业，面对知识经济和信息化，其全球经营战略正在对人力资源管理产生着重大的影响。企业在国际化规模上从事人力资源管理显得比以往任何时候都更加迫切。 随着知识经济的到来和经济全球化的迅猛发展，人力资源管理在跨国公司全球化经营与发展过程中，特别是在塑造优秀的企业文化，提高企业的核心竞争力方面，具有重大的理论和现实意义。随着全球经济一体化和国际竞争的加剧，跨国公司的人力资源管理面对着一个复杂的国际政治、经济、文化、社会环境，子公司人力资源管理的国际化与本土化相结合的要求，就成为跨国公司人力资源管理不同于其他管理领域的重要特征。同时对于进行跨国经营的企业来说，子公司人力资源管理模式的选择受到众多因素的影响，各种模式也有不同的适用条件和优缺点。因此，子公司在选择人力资源管理模式时会受到哪些因素的影响，子公司怎样在“遵循母制”与“当地回应”之间进行权衡，选择适合自身和母公司发展的人力资源管理模式，就是本研究所要解决的问题。 本研究从介绍人力资源和人力资源管理的概念与理论入手，分析了知识经济时代人力资源管理的新趋势，继而引出跨国人力资源管理的概念，回顾了跨国人力资源管理的相关理论，比较了跨国人力资源管理与一般人力资源管理的不同点。在第二部分中，本研究分析影响子公司人力资源管理模式选择的不同因素。第三部分，对跨国公司子公司人力资源管理的不同模式进行了比较。最后，在前面分析的基础上，对我国企业进行跨国经营时的人力资源管理提出了一些建议。
英文摘要：	Modern enterprise is affected and restricted by a lot of factors while living and developing. One of them, the most important and essential is the HR. They are the only factor that has close relationship with human being in all resource. Since the 1980s, HR and HRM have attached great importance gradually by most enterprises. After 1990s, HRM has been greatly developed, theoretically and practically. With the challenge of the globalization, the knowledge economy and the information age, the global management stratagem of enterprises explosion the 21st century, should and will have significant influence to the HRM. The urgency of putting HRM under an international background has never been so important to enterprise. With the arrival of the knowledge economy and fast development of the economic globalization, HRM has important academic and realistic meaning in globalization managing and developing of transnational enterprises, especially in molding the outstanding corporate culture and improving the key competence in competition. With global economic integration and rapidly intensifying international competition, the international environment is rife with complications for HR including political, economic, cultural and social influences. It is of practical importance to study the international HRM, with a direct purpose to boost the level of HRM in subsidiary company and to improve the investing environment of international enterprises. To subsidiary company, the choice of models of HRM in it is influenced by many factors. Different models suit different conditions and have different benefits and shortcomings. Thus, it is the very points of this paper which the choice of models of subsidiary company will be influenced by which factors, and that how subsidiary company can weigh the benefits and shortcoming of “Following Home Company” and “Local Reaction” and make right choice. Based on brief introduction to the definition of HR and HRM, this paper first analyzes the new tendency of HRM in the new knowledge economy age, followed by the presenting of the concept and the theory of international HRM. The paper compares the difference between HRM and international HRM. In part II, the paper analyses the different factors that respectively affect international HRM. In the part III, the paper compares different models of HRM. Finally, based on the anterior analysis, this paper proposes several practical ideas to improve the level of HRM when our enterprises are in international Management.
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