Research On Talent Localization In Japanese Enterprises In China

The subject of this paper lies in the talent localization of Japanese enterprises in China.With the China's deepening reform,especially after China's accession to the WTO,more and more multinational enterprises are turning their attention to China,this new and rapidly developing market.Due to their geographical location and historical origins,more and more Japanese enterprises have come to China for investment.Talent strategy is a very important part of the globalization strategy in Japanese enterprises.The process of talent localization of Japanese Enterprises in China has been paid much attention to.First,based on the basic theory about talent localization,this paper states the dialectical relation between culture and management,and cross-cultural management theory;summarizes current research results of talent localization in multinational enterprises.All has built up the research framework of talent localization.Next,the author analyzes the enterprise culture difference between China and Japan based on the Hofstede's five-culture-dimension theory,and expounds the human resource management mode of the traditional Japanese enterprises under the influence of culture.Then it analyses the challenges of talent localization of Japanese enterprises in China,including on the attitude on talent localization for Japanese enterprises,the lower talent localization on middle and senior management roles,the salary system design,the high rate of active turnover and corporate culture conflicts between China and Japan.Subsequently,the author has chosen a Japanese enterprise MUJI,which has succeeded in promoting the talent localization in China,and has analyzed its strategy of talent localization in China,containing the active hiring practice of local talent,a progressive talent training mechanism,and the localization of Japanese talent evaluation system.Through this case study,it can provide reference for other Japanese enterprises in China to promote talent localization.In the last,according to the challenges of talent localization for Japanese enterprises in China,combined with case analysis,the author has also put forward a series of effective suggestions on talent localization,including the promotion of cross cultural fusion,the active hiring practice for local talent,the employee development channel,the improvement on salary mechanism design,the complete employee training system,particularly on cross-cultural adaptability training.To sum up,the implementation of talent localization of Japanese enterprises in China can effectively defuse cultural conflicts,reduce investment costs and promote the realization of business objectives in china.