The Optimization Research On Human Resources Localization Management Of American F Company (Shenzhen)

In the fierce competitive and challenging China market, a part of the Multi-NationalCorporations have obtained huge success relying on the industry monopoly technology,advanced management experience, and changeable sales channels and effective humanresource management, such as Procter&Gamble, Unilever, etc.; at the same time, part ofthem are still struggling in the development, and a small part of the companies finallyhave to withdraw from China market. To sum up, there are a few reasons cause thedevelopment obstacles of transnational enterprises in China:In order to conduct a comprehensive and deep analysis on human resourcesmanagement localization of American F Company (Shenzhen), further dig out theproblems in the localization process of human resources management and provide somesuggestions on strategic optimization design of human resources localizationmanagement in F Company, this paper tries to do conclusion and summarization on therelevant researches from domestic and international scholars about human resourcelocalization and the model of human resources management localization, by relying onthe theoretical basis of contingency management, cross-cultural management andinternational human resource management. Mainly by quantitative analysis,questionnaires from186Chinese employees, and qualitative analytical method, thispaper also does summarization on the problems of human resources localizationmanagement in F Company as the followings:(1) The localization level of companymanagers is relatively low;(2) The company training is too simple and short of thehuman resources development on local employees;(3) The top-down performanceappraisal method cannot reflect opinions from local employees;(4) The compensationmode of basic salary+insurance compensation cannot effectively motivate employees;(5) Local employees have no sense of belonging because of lacking long-term careermanagement.This paper provides executive and strategic optimization design scheme and affordablesuggestions on the localization of human resources management in America F Company from theperspectives on composition of human resources, staff recruitment and selection, employee training,reasonable evaluation on staffs, retain talents, etc.Which aspects should pay attention to the training ofsenior management personnel in China human resources; training should focus on long-termdevelopment of Chinese employees; performance appraisal should pay attention to the reasonableevaluation of Chinese employees, and speed up the construction of the localization performancemanagement system; salary and incentive system should become an effective mechanism to retainlocal employees. This article also provides suggestions on the implementation of security for the Fcompany human resources localization management strategy.