| The purpose of this paper is to fill the knowledge gap in the area of localization of human resources research in the Kyrgyz Republic by Chinese Multinational Enterprises(MNEs)The study identified possible reasons for low localization of human resources,namely the employment of expatriates and local Kyrgyz professionals in Chinese subsidiaries in the Kyrgyz Republic.Various possible reasons for low localization of human resources were analyzed by comparing 5 cultural dimensions of Hofstede of China and the Kyrgyz Republic.As well as with the historical reasons,then,economic development of the country as one of the factors of low localization of HR.Finally,strategies of the Chinese MNEs as a factor influencing the localization process of HR.It has been conducted the interviews with General Director and with Regional Financial Manager of ZTE Corporation subsidiary in Kyrgyz Republic-ZTE Kyrgyzstan LLC.The results indicated that localization of human resources Kyrgyz Republic is comparably low.This phenomenon has led to a number of consequences that affected local employees.As a matter of fact,the majority of local employees of ZTE Kyrgyzstan are at the junior and middle level in the company's hierarchy.Unfortunately,the practice shows that it is either a very rare or completely impossible opportunity for the local employees to climb the corporate ladder in the Chinese company.The low localization was also overcomplicated by the absence of the law restriction.In fact,there is no restriction in laws and regulations which can defend local employee's position.Moreover,there are no limitations on a number of foreign employees depending on the type and size of foreign investment in the Kyrgyz Republic.Localization of human resources implies the need for specific,culturally sensitive approaches to the development of relations between local and expatriate professionals.The results also show that the transfer of knowledge between foreign and local specialists deserves more attention. |
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