An Analysis Of The Impact Of Cultural Differences On The Human Resource Management Of Sino-German Multinational Companies

Since the 1990 s,economic globalization has become an unstoppable historical trend,and enterprises in various countries have accelerated the pace of establishing multinational corporations in different countries.China has become the world's third-largest FDI,according to the 2016 China Foreign Direct Investment(FDI)Statistics Bulletin.By the end of 2016,8,500 domestic investors had established more than 12,000 outward foreign direct investment enterprises in China,located in 174 countries and regions worldwide.In many MNCs,managers cannot avoid the management problems caused by cultural differences.What are the forms of cultural differences? How is human resources management affected by cultural differences? These issues should be taken into account by researchers and managers of TNCs.To regard cultural differences as the key to the success of multinational corporations in the fierce competition is to foster the renewal of creativity and to find a proper balance between the two cultures.From the perspective of cross-cultural differences,this paper studies the effects of cultural differences on human resource management in multinational corporations from the perspectives of literature research and questionnaire investigation,from the perspectives of individual job preference and individual identification with human resource management practice.This paper will make a systematic analysis of the cultural differences between China and Germany.Statistical description is used to show the impact of cultural differences on human resources management of Sino-German multinational corporations.Finally,some suggestions on human resources management of Sino-German multinational corporations will be put forward.