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- Interview with human resources management adept Hu eighty-one
Author: Miss Tan, Xu
Chinese enterprises overseas employees to achieve localization, we must ascertain their own , make - Hu eighty-one with regional cooperation organizations such as the European Union, NAFTA, Asia-Pacific organizations, the emergence and development, the boundaries between countries have chance increasingly blurred, the context of economic globalization, increasingly speed up domestic enterprises must go overseas to distend bargains in overseas markets or production, such an unprecedented power and speed changes outside the enterprise context, but also to the tremendous internal oppression on management, human resource managers will undoubtedly become the chief compel to approve this challenge. How to cross-cultural HR personnel? HR concepts which need to become? The use of which strategies? With a number of issues, we interviewed the current well-known human resources management consultancy Baiming Dayton human resources management consulting firm's capital advisor Dr. Hu Bayi.
Human resources: scale up developed local enterprises to approach out into overseas markets, fostering local production bottom, business organizations, globalization will inevitably send about the globalization of human resources management operations in the globalization we also known as
Hu eighty-one: economic globalization to promote the company's universal outlook and international human resources, human resource managers in the The 1st is to change the notion of strategic awareness, which called for the option of universal calculating, global decision-making, global integration of all distributed in different districts, with different ideologies and cultural values ​​of human resources,Nike Shox, via human resources development and utilization of global integration globalization of business enterprises to lay the human resource base. Under the fashionable global economy based on vocation development concept, human resource managers is important to establish the concept of global incentives and global training, enhanced training and development of information sharing skill, shared learning, common motivation, ability to aid the team, principally cultural sensitivity, technical skills and leading of the most important and pressing.
addition, the global human resources management strategy also emphasizes human resource managers to be malleable with the organizational flexibility and the concept of culture, for of the global efficiency of the allocation of human resources depends on global learning of the organizational system and mechanism, and the efficacy on the global economy human resources, the extent to which changes can be flexible to encounter the needs of the system.
Human resources: cross-cultural employment in the face of abroad employees and affairs have advocated cultural inconsistencies, HR managers are often confused on how to achieve localization of overseas employees? Please response for us.
Hu eighty-one: Due to cultural diversity and geographical spread of the implementation of human resources is bound to apparently not suited to localization, but as a key business strategy of localization, it has become a multinational human resources management is all about. Localization of human resources is the core business and the local community to solve the integration problem. Management does not prevaricate in the East, West, who is more advanced, but preferably between the alphabetical integration of Chinese enterprises overseas employees to achieve localization, we must find their own Road
for Chinese enterprises overseas companies, the first subsidiary of the different strategies along to different sources of personnel selection reach. For gains of subsidiaries, especially in a hostile takeover of a subsidiary,Nike Shox Menn, not in array to acquire control of the subsidiary of a large number of personnel deployed parent, especially front-line managers and some of the relations of production and sales of core positions, at a time the top managers from the parent company commander can. If the subsidiary is to take a new approach, a heap of managers,Nike Shox Dreams, managers ought be sent from the parent company; user production line in narrow circumstances, should be more accepted the outlooks of local managers; When products are highly technical expertise should bring more personnel to the local processing of some parent business; whether the product is sold locally, local staff should be nominated for the best.
Second, we must improve the human resources incentive tactics to tackle the problem of brain drain. This first requires the institution of the corporate culture of tolerance, a subsidiary of the host country to enhance the company's employees a sense of believe, prestige, nation markets and multinational enterprises to improve the degree of integration, such as LG Electronics (China) Co., Ltd. changed its appoint to LG Electronics Co., China companies will undoubtedly reflect the cultural tolerance and integration with the Chinese market. At the same time, we may learn IBM, Ericsson, General Motors and other companies set up a
Human resources: staff motivation of HR managers, is a soft job, need to more and more the basis for the implementation of the hardware, the employing company in the process of globalization, how to motivate employees to build can support human resources management platform?
Hu eighty-one: Although staff motivation for HR managers, is a soft job, but employment in the process of globalization, indeed can be modular, programmable, and data to establish support in the form of human resource management to stimulate employees stiff platform. According to my understanding, the modern human resources management system based on its substantial function can be divided into planning, jobs, people, performance and wage 5 modules and each module can be subdivided into an object for its role in a digit of working teams. (See under)

planning HR management system can be said that the premise, and only as a basis for conducting job setting, staff development, performance promotion and award management; making on the basis of HR planning, job system is to be the basic consideration of management module, which specifically includes organizational architecture, division features, job, job level and staffing, given the work; addition to jobs appearance the system, personnel system is also a core portion of HR management,Nike Shox Torch, which includes staff recruitment, nestle, exercise, development and promotion and other aspects of management; In addition, the HR management system, as well as the performance system and reward system, which is the HR management in particular places of concern, chiefly narrated to system performance assessment of staff performance plans, implementation, interviews and promotion, and reward systems will need to address wages, benefits, dividends and other policies to resolve, level design and other related issues.
human resources: to standardize the management of human resources is a current direction of development, we understand your research it also applies to owners of local businesses globalization? For example you talk about your exposure to multinational enterprises in employment, is how to
Hu eighty-one: my research, Through years of employee performance management practices, I think, in the performance appraisal, although must be considered with all aspects, but by the time caught assessment project, project calculation, project meaning, evaluation arrows, the project with the points and weights, the score measurement means, data sources, the assessment phase of 8 ingredients, then grabbed the fussy assessment, and incorporate them into a table, each position corresponds to a table, so that you can either complete and explicit assessment The incumbent of each position. practice is in fact very appropriate for the globalization of local businesses, because they are global HR management, only as distant as feasible quantitative, objective and just assessment and services in order to achieve the public.
For example,Nike Shox Sko Norge, in 1 of Guangdong's a great international electronics companies, HR management consulting, notwithstanding the enterprise has a more complete performance estimation system, but they are in staff performance estimation, on behalf of all the systems cadres are more mutual a form of assessment, sub-character, capacity, performance and attendance targets identified at the higher level managers and the final evaluation, so with a very muscular repressive and subjectivity, its examination results do not allow staff convinced. To this end, I was consulting in its performance management system has been cultivated, the introduction of the consciousness of higher-level managers to determine, so the terminal examination results have been warmhearted recognized along employees, which also played a quite agreeable incentive effects.
HR: pay the most care as the workplace, human resource management is an extremely important part of globalization, employment, wage of employees how to plan cross-border policy?
Hu eighty-one: This problem can be taken to On the one hand to fully and cautiously designed system of employee compensation, focusing on internal pay equity and outer competitiveness, the establishment of compensation levels and management policies and to consider the scope of the salary levels of market positioning and benchmarking data selection. On the other hand, attention to the internal motivation of human resources,Nike Shox R2, the role of localization, lively employees with a convenient aspects of advanced knowledge, and to obtain each employee the chance to showcase individual talent.
the same time, to be advocating the performance-based pay system, full play to their enthusiasm and initiative, so that it can be for enterprises to create more market worth, and this contribution to the enterprise not only to extravaganza pay, but also Nokia to establish a diversity of reference within the incentive plans and mechanisms, with success. Alternatively, you can think the basis for the implementation of welfare procedures to local customs, such for in local festivals or traditional money welfare allow for the chart, such that employees consider aspects.
Human Resources: We understand you are a former well-known foreign DuPont human resources management executives in China, but also has guided hundreds of companies in the domestic human resource management, well versed in domestic and foreign use of personnel. Please speak approximately the globalization of domestic enterprises which absence to be strengthened on the employment aspects of learning? With advanced foreign companies compared to their vantage is what most of the development of domestic firms to learn?
Hu eighty-one: domestic enterprises in globalization naturally there are many appearances of employ have to be reinforced, meantime the perfected exotic companies in the following aspects can provide inspiration because domestic enterprises: A well-designed jobs, so that employees melodrama a tall capability . Design standards of corporate locations are This design situations, even now the workers aptitude apt get over the level of play, yet too apt employees with a definite degree of difficulty due to the achievement of work and produces a sense of achievement. Second, systematic training, to ensure potential employees are highly developed. Corporate Training in size, inputs, equipment, instructors, scientific, practical, access of flexibility, diversity, effectiveness and additional aspects, there are many domestic companies to study and reflection. Third, rigid exam, to subserve the efficacious use of personnel. Human resources management is no a charity, since it is person resources, their development and use of required cost-effective, rigorous and scientific appraisal, input and output of human resources to monitor the situation, is to assure the telling output of the straight human resources initiatives. Fourth, well-designed disburse and benefits system, to addition the stream of company employees, It is estimated that only the stuff price of replacing employees who resign disburse up to 150%, and exist in the minds of employees is even extra impossible to measure mastermind capital, well-designed corporate salaries and benefits system, is to increase the major tread.