基于F公司的外资企业人力资源管控失衡研究

发布时间：2018-12-06 06:42

【摘要】：自中国实行改革开放以来，大量外资企业涌入国内，成为中国新时代经济发展中必不可少的一股动力。伴随着外资企业的进入，国外现代化管理方式也被这些企业逐步引进，这些先进的管理方式有别于中国传统企业，更加客观科学，这些管理方式的不断推广促进了中国企业的管理逐步与世界接轨，使企业管理更加规范。这些被引进的诸多先进的管理方法涉及公司内部管理的各个方面，从引进之初开始逐渐与中国国内政治、经济、文化等大环境磨合，并不断根据形势调整变化，直到融合形成有中国特色的先进管理模式。在诸多先进的管理方式中，对于企业内部管理影响较大的就包括人力资源管理。与传统的人事管理思想不同，人力资源管理是把人当作可以为企业创造利益的资源加以开发管理，从思想基础上有别于传统的人事管理。然而，，中国国情复杂，文化悠久，在涉及到人的管理上，很多进入中国企业的外资公司都出现过水土不服的问题，这种源于国情、经济水平、文化等方面的差异直接导致外资企业即使引进科学先进的管理方法也无法达到人力资源管理的预期效果。为了解决这一问题，很多外资企业，包括独资及中外合资的企业，都更多的采取人力资源管理的本地化，即“中国人管中国人”，把人力资源管理放权给中方高管或合资企业的中方管理者。人力资源的管理者与被管理者在思想、文化以至于感情上更加容易沟通，的确在人力资源的管理上具备很多优点，但如果一味将人力资源管理放权，而不进行必要的监管，就会使外资公司的管理出现“失衡”的现象，从而产生各类问题，甚至影响公司的经营发展。本文通过对外资企业人力资源管理现状进行调查分析，挖掘外资企业在人力资源管理上的特点，以及突出存在的人力资源管理失衡现象，研究其对企业管理的影响，并提出相应的解决方案。
[Abstract]:Since the implementation of reform and opening up in China, a large number of foreign-funded enterprises have poured into China, which has become an indispensable driving force in China's economic development in the new era. With the entry of foreign-funded enterprises, foreign modern management methods have also been gradually introduced by these enterprises. These advanced management methods are different from traditional Chinese enterprises and more objective and scientific. The continuous promotion of these management methods has promoted the management of Chinese enterprises to be in line with the world step by step, making the management of enterprises more standardized. These advanced management methods that have been introduced involve various aspects of internal management of the company. From the beginning of the introduction, they gradually came into contact with China's domestic political, economic, cultural and other major environments, and constantly adjusted and changed according to the situation. Until the integration of the formation of an advanced management model with Chinese characteristics. Among many advanced management methods, human resource management is the most important one. Different from the traditional thought of personnel management, human resource management is to develop and manage people as resources that can create benefits for enterprises, which is different from traditional personnel management on the basis of thought. However, China has a complex national situation and a long culture. In terms of human management, many foreign companies that enter Chinese enterprises have experienced problems that are difficult to adapt to. This is due to the national conditions and economic level. The differences in culture and other aspects directly lead to the fact that even the introduction of scientific and advanced management methods can not achieve the desired effect of human resource management. In order to solve this problem, many foreign-funded enterprises, including sole proprietorship and Chinese-foreign joint ventures, have adopted more localization of human resources management, that is, "Chinese governing the Chinese". Delegate human resources management to Chinese executives or joint venture managers. The human resource manager and the person being managed in the thought, the culture and the emotion are easier to communicate, does have many advantages in the human resources management, but if blindly devolves the human resources management authority, does not carry on the necessary supervision, It will make the management of the foreign capital company appear the phenomenon of "imbalance", thus produce all kinds of problems, and even affect the management development of the company. Based on the investigation and analysis of the present situation of human resource management in foreign-funded enterprises, this paper explores the characteristics of human resource management in foreign-funded enterprises, highlights the imbalance phenomenon of human resources management, and studies its influence on enterprise management. And put forward the corresponding solution.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F276.43;F272.92

【相似文献】