文化差异对跨国公司人力资源管理的影响——以日籍在华子公司为例的中期报告.docxVIP

文化差异对跨国公司人力资源管理的影响——以日籍在华子公司为例的中期报告 摘要： 本篇论文将以日籍在华子公司人力资源管理为例，深入分析了跨国公司在人力资源管理中所遇到的文化差异问题，并阐述了这些问题对跨国公司人力资源管理的影响以及解决方法。通过理论分析和案例研究，本文得出了以下结论：文化差异是跨国公司人力资源管理中最主要的问题之一，它可能导致员工的不适应和疏离，进而影响跨国公司的经营业绩。为了解决这个问题，跨国公司应该采取多种措施，比如加强培训，提高员工的文化认识等等。同时，跨国公司也必须意识到文化差异是不可避免的，在人力资源管理方面应该发挥其所长，适应不同文化背景的员工。 关键词：文化差异；跨国公司；人力资源管理；培训；文化认识 Abstract: This paper takes the Japanese subsidiary in China as an example to analyze the cultural differences that multinational corporations encounter in human resource management, and elaborate on the impact of these problems on human resource management of multinational corporations, as well as the corresponding solutions. Through theoretical analysis and case studies, this paper draws the following conclusions: cultural differences are one of the main problems in Human Resource Management of multinational corporations, which may lead to employees discomfort and alienation, which, in turn, affects the operating performance of multinational corporations. To solve this problem, multinational corporations should take various measures, such as strengthening training, raising employees cultural awareness and so on. At the same time, multinational corporations must recognize that cultural differences are inevitable, and play to their strengths in human resource management to adapt to employees from different cultural backgrounds. Keywords: cultural differences；multinational corporations；human resource management；training；cultural awareness