企业人力资源的国际化战略

加入WTO，中国的市场准入和开放程度较以前大为提高，跨国公司以更快的速度、更大的规模挺进中国，并且加快在中国实行人力资源的本土化战略，而中国企业则要走向国际化，实行人力资源的国际化管理与开发。国际化既可以指参照国际经营管理标准，到国外市场参与国际竞争，也可以指在国内市场与国外企业竞争。加入WTO，进入中同的跨国公司，在中国奉行员工本土化战略，而中国企业的人力资源战略是加快国际化进程。     

企业人力资源的国际化战略

加入WTO,中国的市场准入和开放程度较以前大为提高,跨国公司以更快的速度、更大的规模挺进中国,并且加快在中国实行人力资源的本土化战略,而中国企业则要走向国际化,实行人力资源的国际化管理与开发。国际化既可以指参照国际经营管理标准,到国外市场参与国际竞争,也可以指在国内市场与国外企业竞争。加入WTO,进入中国的跨国公司,在中国奉行员工本土化战略,而中国企业的人力资源战略是加快国际化进程。 企业国际化本质上是人力资源的国际化加入WTO,使中国卷入世界经济的大潮,大部分中国企业都认识到,只有尽快走向国际化,才能变被动为主动,在与跨国公司的竞争中赢得胜利。然而,企业的国际化并不等于成功化。保持企业持续性竞争力的关键因素不是产品和市场,是人才,人才是国际化导致成功化的基础。达沃斯世界经济论坛年会上提出的国际化的三条标准:有适应国际市场的应变体系;有全     

人力资源战略提升企业竞争优势的理论解析

在全球经济一体化进程持续加快的新时期,全球企业面临的竞争越来越激烈,人力资源作为企业管理的重要组成部分,同样面临着巨大的压力以及挑战,如何优化人力资源战略成为当今企业管理活动中面临的共同话题,也是提升企业竞争优势的关键所在。本文先分析了人力资源管理竞争优势的特征以及关键因素,从企业竞争优势下人力资源战略要点的角度分析了...     

企业国际化进程中人力资源管理的挑战

企业国际化进程中人力资源管理是一个特别值得关注的问题,本文试图从6个方面分析一般企业国际化进程中人力资源管理遇到待拓展,并在认识到不同企业或同一企业在际化进程的不同阶段有不同特点的基础上进行思考,以期应对企业国际化进程中人力资源管理遇到的诸多挑战。     

海尔集团国际化经营战略的对策建议

企业国际化战略是公司在国际化经营过程中的发展规划，将在很大程度上影响企业国际化进程，决定企业国际化的未来发展态势。在企业国际化的进程中，品牌国际化战略至关重要，它体现了一个企业研发、生产、营销等管理职能的协调一致和有机结合，从而从全局的角度获得最优的效果。本文通过分析海尔集团国际化经营战略中存在的问题，提出促进海尔集团国际化经营的思考和建议，希望能对海尔或其他中国企业的国际化之路起参考作用。     

浅谈国际化进程中中小企业人力资源管理问题

中小企业在我国经济中扮演越来越重要的作用,在国际化进程中其人力资源管理遇到各种问题,本文分析我国的中小企业国际化进程中所存在的人力资源管理问题,并针对这些问题提出了相应的政策建议。     

基于系统理论的我国企业国际化战略选择

中国在成为”世界制造基地”的过程中，国内企业也在经济全球化进程中加快了国际化的步伐。所以选择和实施什么样的国际化战略，是当前中国企业要明确的关键问题。文章在对相关企业国际化理论评述的基础上，分析了全球化条件下我国企业国际化的特征及面临的问题，最后基于系统理论提出了相应的企业国际化战略体系。     

略论电网企业的人力资源管理

现今随着电力体制改革的不断深入和社会主义市场经济体制不断完善,投资主体多元化、供求市场多元化、管理国际化、技术进步、竟争加剧以及文化、制度、市场等加速变化,电力企业面临着许多新的机遇和挑战.本文主要对电网企业人力资源发展环境进行深入分析,提出了电网企业的人力资源战略管理架构体系.人力资源战略管理理念、人力资源论文范文人力资源战略规划、人力资源战略管理核心机制和人力资源战略管理平台,并对该体系的实施措施进行了探讨.     

国际化企业跨文化人力资源管理问题研究

国际化企业人力资源管理工作与一般企业人力资源管理不同,文化的差异是影响该工作的主要障碍。为此本文在对企业的国际化进程作必要分析的基础上,根据当前跨文化的人力资源工作中存在的问题提出了跨文化企业加强人力资源管理的效果。     

现代企业人力资源管理对策研究

随着时代的进步,人力资源管理在企业中的地位发生了根本的转变。重视和加强企业人力资源管理,对于促进企业生产经营的发展,提高企业劳动生产率,保证企业获得最大的经济效益有着重要作用。这也使得人力资源管理成为企业能否适应市场并在竞争中取胜的重要因素。在经济全球化、竞争国际化的今天,我国企业要想不断增强自身实力,在国际竞争中获得优势地位,需要在人力资源管理方面进一步创新。本文就我国目前人力资源管理所面临的问题进行分析,并就如何对人力资源管理进行创新提出了建议。     

To be Involved or Not to be Involved? HRM Competences for Internationalization Process in Russian Companies

Abstract

This paper aims to identify the list of human resource management (HRM) competencies that are crucial for a company during the internationalization process. We focus on the Russian context and investigate the level of human resource (HR) managers’ involvement in the implementation of firm’s internationalization strategy, HRM competencies that facilitate internationalization process of Russian companies, and HR manager’s proficiency level, suitable for these competencies. Based on interviews of 125 HR managers from 110 companies, the study proves that communication competence, HR acumen, and relationship management are the most essential competencies that HR managers should possess. This research demonstrates that, in the field of internationalization there is a shift from more universal models to context-related models in terms of competence importance.     

中国跨国公司"全球导向-渐进式"国际经营战略思考——以97家中国跨国公司营销战略的实证资料为依据

本文提出和阐述了中国跨国公司基于全球导向的渐进式国际化战略的思想。依据跨国公司全球营销理论,结合97家走在国际化最前列的中国跨国公司的实证资料数据,针对处于不同国际化阶段的中国企业,提出了新型出口营销战略、新型多国营销战略和全球营销战略,并为中国企业就各阶段战略量身定做出整体规划和具体方案。战略模式的提出贯彻了"全球导向-渐进式"的核心思想,以期对中国跨国公司的国际化战略发展有所启发。     

跨国公司研发国际化对我国技术创新的影响

研发国际化作为跨国公司全球竞争新战略正逐渐显现，这种战略既给东道国带来了良好的机遇，也带来了巨大挑战。本文时跨国公司研发国际化趋势以及跨国公司在华研发现状做出总结，分析了跨国公司国际化特别是在华跨国公司研发本土化对我国技术创新的影响，并提出了相应的政策建议。     

Culture and International business research: A review and research agenda

This study explores the role of culture and international business in internationalization outcomes through a systematic review and analysis of articles published between 2009 and 2019. By mapping the current research domain, this review reflects the avenues for future research in theory development, context, characteristics, and methodology (TCCM) in eight research clusters identified as national culture, external uncertainty avoidance, knowledge transfer & collaboration, HRM & management practices, international diversification research, entrepreneurial mindset, interaction, and firm performance. The clusters were grouped into independent factors and internationalization outcome factors. This framework provided deeper insights into the theoretical implications which will lead to further advancement in these research areas.     

Developing an Integrative International Human Resource Model: The contribution of Chinese Multinational Enterprises

This study develops an integrative international human resource IHRM framework in Chinese MNEs mainly by examining the relationship between the intervening factors and IHRM policies and practices. It confirms that IHRM is associated with a variety of contextual and firm-specific factors, including political, legal, economic, socio-cultural factors, international strategy, organizational structure, organizational culture, stage and mode of internationalization, type and niche of industry, international experience, size of international operation, the reliance on international markets and top management perceptions of home HRM systems. These factors have differentiated impact and are changing over time. It also explores the impact of IHRM policy and practice on each other, arguing that there is interplay between IHRM policies and practices.     

Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model

Formulating and translating corporate social responsibility (CSR) strategy into actual managerial practices and outcome values remain ongoing challenges for many organizations. This paper argues that the human resource management (HRM) function can potentially play an important role in supporting organizations to address this challenge. We argue that HRM could provide an interesting and dynamic support to CSR strategy design as well as implementation and delivery. Drawing on a systematic review of relevant strategic CSR and HRM literatures, this paper highlights the important interfaces between CSR and HRM and develops a conceptual model, the CSR‐HRM co‐creation model, which accounts for the potential HRM roles in CSR and identifies a range of outcome values resulting from a more effective integration of the role of HRM within CSR. The paper concludes with relevant theoretical and managerial recommendations that advance our understanding of the potential interfaces between HRM and CSR and how HRM can support a systematic and progressive CSR agenda.     

城市经济国际化的策略调整与制度完善——以南京为例的分析

南京实施经济国际化战略已经10年,但从外贸依存度、资本国际化、制造业发展水平与状况等方面考察发现,南京的战略实施虽取得良好绩效,却仍处于相对低的水平.我国城市实施经济国际化战略要取得好的绩效:必须调整目标定位,建设科技型创新城市;调整利用外资的功利目的,重视引进世界先进技术;调整政府宏控重点,完善城市经济国际化的政府引领机制;调整市场规制方向,完善市场法规与保障制度.     

Application of human resource management's universal model: An examination of people versus institutions as barriers of internationalization for SMEs in a small developing country

Although the importance of people and institutions has been highlighted in multinational enterprise studies, the association between people, institutions, and the internationalization of small to medium‐sized enterprise (SMEs) is an underexplored issue from the context of a small developing country. We examine theories subsumed under the Universal Model of human resource management (HRM) onto SMEs to study the hypothesized people and institutionally orientated barriers posed to SMEs’ internationalization. Using quantitative analysis, the impacts of the barriers on internationalization are highlighted with particular attention to employer attractiveness. Following extant literature review, this study has used primary data collected through questionnaires from 212 Bangladeshi SMEs. We developed and validated the partial least square‐based structural equation model (PLS‐SEM) to assess the impacts and successfully framed people versus institutional barriers as a second‐order hierarchical reflective model, which has not been done previously. Given their marginal significance over institutions, people‐oriented cultural barriers should be included as an extension of the Universal Model to study SME internationalization.     

企业国际化研究新视角 ——战略控制力

本文针对现有企业国际化理论缺乏战略因素综合考虑的研究现状,从战略控制力的视角对企业国际化问题进行研究,剖析了企业国际化战略控制力的内涵与特征,并提出了国际化战略控制力五要素,指出国际化战略控制力是维持企业国际化持续发展和优胜地位的根源,同时对中国大企业国际化战略控制力的构建问题进行了有益探讨。     

Heuristic decision-making in firm internationalization: The influence of context-specific experience

It is widely understood that the internationalization decisions made by companies are complex and constrained by uncertainty. While prior research has shown that heuristics can facilitate decision-making in complex and uncertain environments, the role of heuristic decision-making in internationalization decisions has not been studied in depth. In order to remedy this lacuna, the article uses a qualitative and inductive approach to track the development of heuristic decision-making processes in two Finnish SMEs as they conduct their first moves towards internationalization, explicating the influence of context-specific experience on developments. The emergent theoretical model indicates that while heuristic decision-making has a positive impact on internationalization strategy development, managers are unable to harness this at the beginning of their first internationalization. Indeed, the positive impact appears only after a certain level of context-specific experience is accumulated and when the stimulus of an unexpected event triggers its transformation into usable heuristics.