Assignment First

澳洲墨尔本皇家理工大学:公司全球化

笔者认为,由于企业快速全球化,有必要采用对企业绩效有直接或间接影响的人力资源政策。政策的整合需要调整公司的全球化和本地化。为此,作者特别关注中国,并通过采用四家跨国公司研究其全球化对该国调整的影响。笔者发现他的研究成果支持人力资源政策与公司绩效之间存在正向联系的观点。这一发现也与江等人(2012)和Crook等人(2011)的发现一致,他认为人力资源政策与企业绩效之间在具体工作模式上存在着积极联系。作者还发现,人力资源政策的设计必须与业务战略保持一致,这样企业的业绩才能更加针对公司的期望目标。所研究的公司表明他们采用了增强产品和服务改进以获得业务优势。

澳洲墨尔本皇家理工大学:公司全球化
作者的结论是,外国跨国公司正在设法平衡全球标准化和当地适应,这是许多跨国公司的当前目标。被研究的公司正在控制和适应时代和需求的变化,而不是以牺牲其他公司的利益为代价。因此,中国企业对于商业优势的看法与那些宁愿让它沉入中国年轻一代的美国人不同。作者最后提出了通过采取措施改变人力资源政策,提高员工满意度,创造竞争优势,提高工作满意度,从而产生整体满意的员工队伍,从而创造出好的公司。他还建议将人力资源政策不仅纳入职能层面,而且包括战略层面,以实现更好的整合。

澳洲墨尔本皇家理工大学:公司全球化

The author is of the belief that due to the rapid globalisation of companies, it is necessary to adopt human resource policies which can have direct or indirect impact on firm performances. The integration of policies needs to be such that it adjusts the globalisation and localisation of the company. The author, for this, has especifically focussed on China and has taken the research by adopting four multinational companies and study their globalisation effects on the adjustments in the country. The author found out that he research results supported the idea that there is a positive link between HR policies and firm performance. This particular finding also coincides with that of Jiang et.al (2012) and Crook et.al (2011), who says there is a positive link at specific work models between HR policies and firm performance. The author also found out that the HR policies must be so designed that it is aligned with the business strategy so that the firms’ performance can be more directed towards the desired goal of the company. The companies that were studied showed that they adopted to enhance the product and service improvements to gain business advantage.

澳洲墨尔本皇家理工大学:公司全球化
The author concludes that foreign multinational companies are seeking to balance the global standardisation and local adaptation which is the current target of many multinationals. The companies studied were seen to be controlling and adapt to changing times and demands rather than satisfying one at the cost of others. Thus the Chinese companies do have a different outlook for business advantage than the Americans who would rather let it sink in and make in-roads into the Chinese younger generation. The author finally recommends various ways of achieving a business advantage and increase firms’ performance by adopting measures of changing the HR policies which could improve employee satisfaction, generate competitive advantages, and increase job satisfaction leading to an overall satisfied employee workforce which in turn creates a good firm. He also suggests including the HR policies not only at the functional level but also at a strategic level to achieve better integration.