Research On Human Resource Management Of Guangzhou Tower Under The Cross-cultural Background

The development of economic globalization means that different activities of the enterprise are growing within different cultural backgrounds. Not only handling with some problems such as profit on investment, organizational structure and mergers acquisitions but also dealing with the most important thing is different contradictions and conflicts which caused by cultural differences under the cross-cultural background. Especially based on the huge background of economic globalization, the circulation of management talents become very vibrant, transnational operation has become overwhelming trend. China’s transnational corporation faces a lot of cultural differences which brings advantages but also takes huge risks when they gradually enter into overseas market. Because China’s transnational corporation grew up very short, lack of experiences, also influenced by traditional culture of China in management mode, China’s transnational corporation have still not built up the real cross-cultural system of International Corporation. In the face of different cultural environments, how to conduct effective cross-cultural human resource management becomes attracted question for transnational corporation. This thesis bases on China’s transnational corporation (Canton Tower), the aim is to understand the situation of current cross-cultural human resource management mode of Multinational Corporations (MNCs) in China.When I wrote the thesis, firstly, I read plenty of books about Cross-cultural Management from domestics and overseas and consulted some cases about China’s Multinational Corporations (MNCs). The thesis based on case analysis to research the types, the distributions and the development trend of cross-cultural human resource management mode of transnational corporations in China, also analyze the factors which influenced the choices of mode. I hope that the research of thesis will be used for references on cross-cultural management for the transnational corporations.I discuss the model of HRM from three sides:the first side is to research the theory of cross-cultural HRM, begin with research of "culture" angle, to the "cultural difference ", and to the "cross-cultural HRM". Then, is to define the meaning of multinational corporations, analyze human resource management model of Canton Tower and conclude, there are three kinds of model applied by MNCs-Canton Tower. They are adaptive model, exploitive model and integrated model. These models have their own advantages and disadvantage with a history background. They did not appear one by one, but mixed together, and took different responsibility and playing different role. Final side, because China’s corporations are lack of experiences in HRM, my analysis concluded that transnational corporations, it is the key to surmount the obstacle of cultural differences and cultural conflicts, and to seek and create a management mode on the integration of two cultures which can be recognized, accepted and exerted the advantages between both cultures.