Research On Human Resource Management Localization Of German Multinational Corporations In China

With China's accession to the WTO, an increasing number of multinational corpora-tions pay close attention to this emerging market, including German. A large number of German enterprises come to China to establish branch offices, subsidiaries and joint ven-tures.Firstly, the paper introduces the related theory of human resources localization and the investment of German Multinational Corporations in China , and then summarizes the rea-son of human resource localization of German Multinational Corporations, main are as follows: (1) reduce cost; (2) display the business advantage; (3) solve the "cultural con-flict"; (4) improve the image of the multinational enterprise; (5) eliminate host nationalism and protectionist sentiment; (6) improve the enthusiasm of Chinese employees.Because of human resources management has strong cultural characteristics, so any country's management system of human resources or methods can not be directly copied in another country, it needs to be compared ,complemented and localization.In order to study the effect of human resource management localization of German Multinational Corporations in China, this article selects the employee satisfaction which can be directly measured. Based on a large number of documents, an employee satisfaction evaluation index system is designed. This system mainly includes four dimensions: em-ployee satisfaction with human resources acquisition, development motivation and integra-tion. Each dimension contains different indicators. This paper selects the Bosch (China) investment Co., LTD Suzhou branch as research object, in combination with its human re-sources management localization, A Questionnaire is designed to measure Bosch em-ployee's satisfaction with human resources management localization. The questionnaire includes 16 problems, involving recruitment, selection, training, career management, salary and welfare.This paper analyzes the collected questionnaires with SPSS for reliability and validity analysis, factor analysis and regression analysis, the main conclusions are as follows: (1) The employee satisfaction evaluation index system is valid. (2) The employee's satisfac-tion level is between relatively satisfied and unsureness with human resources management localization in Bosch (China) investment Co., LTD Suzhou branch. (3) Employee satisfac-tion levels with human resources acquisition and integration are high, level with motiva-tion is low. (4) The four dimensions of employee's satisfaction influence significantly on overall satisfaction. The human resources acquisition and integration have positive effect and the human resources motivation have negative effect.Based on the conclusions, some suggestion is made as follows: (1) Reduce the salary gap between assignment employee and Chinese employee. (2) Strengthen the localization of recruitment. (3) Improve Chinese staff promotion space. (4) Strengthen the localization of human resources acquisition and integration.A large amount of Chinese enterprise "going out", the author makes some suggestion that Chinese enterprises in foreign countries should implement the localization of human resource acquisition and integration, and be caution about the localization of human re-source motivation.