| In recent years since China joined the World Trade Organization(WTO), increasing numbers of Multinational Corporation benefited and participated in the rapid growth and development of china.Among the beneficiaries,companies from Philippines have also started investing in china with direct investments of＄1.5 billion from 1995 doubling to＄3 billion in 2008.The area of investments extends from the coastal to mainland regions.Followed by the expansion of corporations is the rise in the culture differences of employees within the companies resulting to serious cultural conflicts.Therefore,cross-cultural human resource management has been a vital subject for Philippine companies in china.This paper discusses the issues of cultural differences and through management phenomenon investigates the cultural differences between these two countries and suggests management strategies to resolve cultural conflicts.The paper discusses the cultural differences of two countries and uses Hofstede's five dimensional cultural differences as the framework to study the internal and external layers of the culture and using survey questionnaires and case analysis as the research design for further research.Firstly,the study defines the basic concepts and reviews related literatures. Secondly,the paper starts to study the society formation,economic institution and history background of these two countries and discusses the internal cultural differences focusing on the work values and needs of employees from two different countries and suggested recommendation.Subsequently,external cultural differences of both countries were compared while focusing on the differences in human resource management.Thirdly,through the further research the study determines the three most important culture conflict issues occur in Philippine Company in China and suggested measures to resolve culture conflicts.Lastly,the study uses SM Prime (China) as the case to discuss how Philippine company in China implements cultural differences of human resource management to promote cultural integration.After the research,the paper tries to solve two problems of Philippine companies in China:1.What are the cultural differences between China and Philippine? The paper find out the differences through internal and external layers of the culture,focusing on the work values,needs of employees of human resource management.2.How to deal with the cultural differences between China and Philippine? There are two different kinds of methods.One is measures of cultural differences of two layers,and the other one is measures of cultural conflicts result from cultural differences. |
