Analysis Of Influencing Factors And Simulation Research On Knowledge Transfer In Cross Cultural Training Of Multinational Corporations

With the continuous expansion of transnational operation and the rapid development of knowledge economy era, it is difficult to meet the needs of multinational corporations. Although the development of Internet technology for cross-cultural training in knowledge transfer has already provided a more effective transfer media, but the effect of knowledge transfer is still not ideal, challenge the effectiveness of cross-cultural training for the multinational companies.From the perspective of knowledge transfer theory, this paper summarize the related theories of expatriates, cross-cultural training theory and knowledge transfer. On this basis, using the method of questionnaire survey on the current situation and influencing factors of knowledge transfer in cross-cultural training. Through factor analysis, 7 factors influencing knowledge transfer in cross cultural training are obtained, including training knowledge credibility, knowledge transfer ability of trainers, knowledge transfer willingness, expatriate knowledge absorptive capacity, expatriate willingness to absorb knowledge, transfer media and organizational incentives. Then points out that there are many problems such as the insufficient participation of subsidiary companies in the cross culture training and the lack of innovation of knowledge transfer model.On the basis of factor analysis, the fourth chapter constructs the multinational transfer process model of cross cultural training in knowledge, and use system dynamics to build and simulate the system model, deeply discussed the effects of reliability of knowledge source,online transfer media and knowledge transfer incentive from the perspective of multinational companies.Finally, based on the results of empirical research and system simulation, five suggestions are put forward from the following two aspects. In the multinational parent company level, we should pay attention to the strategic orientation, knowledge transfer and cross-cultural training in building a scientific and effective knowledge transfer process model as well as the improvement of the incentive mechanism. In the subsidiary level, proposed subsidiaries to put their own knowledge an important role in intercultural training transfer, to ensure the scientificity and reliability of knowledge the source of knowledge transfer. These conclusions will provide a new way for the multinational corporations to transfer their knowledge in cross-cultural training.