Research On Optimization Of Starbucks(China)Cross-Cultural Human Resource Management

The booming Chinese economy has attracted many multinational companies to invest in China.This not only provides multinational companies with the opportunity to expand their marketing scale and increase their operating profits,but also promotes the reorganization and allocation of economic resources on a global scale.Increasingly frequent international economic exchanges have brought more and more employees with different cultural backgrounds within the organization,which has brought new problems to the management of human resources.Therefore,cross-cultural management of enterprises,especially in the context of multiculturalism,has become an important part of the company's transnational business strategy.This paper takes Starbucks(China)as the research object,and through research methods such as literature research method,interview method,questionnaire survey method and case analysis method,it focuses on the decision making of Starbucks(China)company in the process of cross-cultural human resource management in China.Management processes,human resources and other issues at the operational management level.On this basis,the company's human resources management optimization plan was designed mainly from the aspects of human resource composition,human resources localization,local staff development,localization of performance appraisal,and localization of employee compensation and incentive mechanism.The main research optimization countermeasures are as follows:Actively adopt cross-cultural integration and localization measures,accelerate the selection and training of local senior management talents;improve system and cultural construction,build a common corporate culture;and innovate human resource management,Develop a promotion plan that is conducive to the development of local employees.