Study On Human Resource Localization For China Enterprises Abroad

The overseas business of Chinese enterprises has accomplished unprecedented growth as exemplified by international project contracting while Chinese government carried forward "going global" strategy in process.Particularly, the implementation of the national strategy "One Belt and One Road" endows a new connotation to the content and features of enterprise internationalization. Chinese enterprises are confronted with various actual challenges, such as the weakening of labor dispatch cost advantages, diversified national cultural differences and institutional distance. How to realize deep exploitation of the human capital and explore the supportive value of human resources strategy is an extremely challenging topic for enterprise internationalization.Human resource localization is the practical choice of Chinese enterprise internationalization in the current stage, but its theoretical connotation behind has seldom been evacuated. The existing generalizations of scattered points did not form a theoretical system, less to say the exploration of key factors influencing the enterprise implementation of the human resources localization management, and the research results of the decision-making mechanism are also in lacking. The essay, on the premise of the status quo, attempts to analyze the main factor on influencing human resource localization effectiveness of overseas business for the Chinese enterprises from both economics and sociological perspectives. The essay comprehensively applies quantitative and qualitative analysis with document research, survey research, interview research and case study, etc the establish and implement the theoretical model of human resource localization decision, hoping it can provide references for the enterprise human resources localization practice.Firstly, the author uses normal analysis to dissect theoretical principle of human resource localization management and further deem embedded theory is the foundation of constructing localization management and constructed a decision-making model for overseas enterprise HR localized management. Secondly, by analyzing HR localized management external elements, we conducted qualitative analysis to HR localized management external influence factors from economic, cultural and political aspects, and we identified 11 external environmental impact sub-factors.Thirdly, by analyzing internal factors, we identified advantage factors, disadvantage factors and important internal impact factors of implementation of State-owned Enterprises localized management, we constructed HR localized management mathematical model of external and internal impact factors, and calculated weighting on every impact factors through linear programming method, evaluated external impact factors by gray evaluation model, then forecasted values of every impact factors by gray model method and neural network method. Finally, the essay, based on analysis of internal and external element of human resource localization management, proposes path selection for the purpose of firming up human resource localization management implementation for the Chinese enterprises.The innovation of essay is illustrated in three aspects:Firstly, for the first time it is illustrated from the perspective of embedded theory on the research of human resource localization management for china overseas enterprises.Secondly, we expanded theoretical connotation of enterprise localization in market development and explicitly clarified the concept of human resource localization. Thirdly, we proposed a human resource localization model with embedded theory based on positivism and provided decision-making reference for Chinese enterprises business operation in overseas market.