Study On Optimizing Allocation Of Human Resource In Multinational Corporations In China

In the times of economic globalization, multinational corporations already become the leaders of the whole world economic growth and the advance of science and technology.To occupy the host country marketplace,and gain the bigger profit, every multinational corporation in China adopts localization strategy numerously and confusedly.The multinational corporation localization strategy includes producing localization,purchasing localization, camping localization , human resource localization and researching and developing localization.In the system,human resource localization,definitely managerial talents localization is the key,and only which can be regarded as a real localization.This dissertation in the background of economic globalization, based on synthesizes International Human Resource Management Theory and Trans—culture managing theory:compositing the models and case studies:studies the different from multinational corporation in China comprehensively from American,France and Korean on the strategy of human resource management Localization.This dissertation has seven chapters:the first chapter expounds the writing background and the relevance study home and abroad:the second chapter expounds international human resource management theory and trans—culture managing Theory which establish a rationale for managerial talents localization adopted by multinational corporation in China.And the third chapter sums up the situation on the strategy of human resource localization multinational corporation localization in China taking them as the basis of this paper.and analyzes the feature, the overview and the influence on human resource localization,which includes the investment condition of Multinational Corporation,the cause,the problem and influencing factors of managerial talents localization.Then the four chapter conducts empirical analysis. combined with secondary data on the multinational companies in China from the United States , Europe, Japan and South Korea in to research and so on, which establishes the statistical model to the relationship between the degree of human resources localization and cultural differences .With the conclusion of the last chapter , select two typical examples from the researching, and compare the difference on strategy of managerial talents gradual localization ,in order to highlight the importance of cultural conflict to formulate and implement the localization strategy .the six chapter will offer some suggestion respectively to the home enterprises and the multinational corporation in China. The last chapter is to expect and forecast in advance.