国际人力资源管理教材英文讲义

INTERNATIONALHUMANRESOURSEMANAGEMENTMANAGINGPERPLEINAMULTINATIONALCONTEXTTEACHINGMATERIALSOFENGLISHCHAPTER1INTRODUCTIONLEARNINGOBJECTIVESAFTERCONSIDERINGTHISCHAPTER,THEREADERWILLBEABLETODESCRIBETHEINTERNATIONALIZATIONOFBUSINESSTHEINTERNATIONALIZATIONOFHRMTHETHREEMAJORFORMSOFIHRMDIFFERENCESBETWEENINTERNATIONALANDDOMESTICHRMTHETHEORIESFORHRMBUTITSBIGGESTPOTENTIALTARGETMARKETISSEENASJAPANINANEXPERIMENTALSHOPINTOKYO,THEJAPANESETOOKTOTHISPRODUCT,DESPITETHEIRTRADITIONALAVERSIONTOGREASYFOODSOHARRYRAMSDENSBEGANTOLOOKFORJAPANESEPARTNERTOESTABLISHAJOINTVENTUREINJAPANASFORTHEFUTURE,RICHARDTAYLORSTATESTHEIRINTERNATIONALSTRATEGY“WEWANTHARRYRAMSDENSTOBECOMEAGLOBALBRANDINTHESHORTTERMTHEGREATESTRETURNWILLBEINTHEUKBUTITWOULDBEAMISTAKETOSATURATETHEUKANDTHETURNTOTHERESTOFTHEWORLDWEDPROBABLYCOMEACROPPER失败WHENWEINTERNATIONALIZEDWENEEDEXPERIENCENOW“2THEIMPORTANCEOFSTUDYIHRMACTION12DEMONSTRATETHEISSUEBYACASEINSHANGHAISUPPLEMENTARYMATERIALFROMCHINADAILY,20080102,PAGE5SHANGHAIHEAVENFOREXPATRIATES60,000FOREIGNPROFESSIONALSDRAWNTOOPPORTUNITIESINCITYBYWANGHONGYIANDQIANYANFENGSHANGHAIFOR28YEAROLDSELVAMANIAMKOSALA,WORKINGINSHANGHAIISBOTHAREFRESHINGANDREWARDINGEXPERIENCETHEELECTRONICSENGINEERFROMKUALALUMPUR,MALAYSIA,MOVEDTOTHECITYINNOVEMBER2005WITHHERHUSBAND,APRODUCTMANAGERFORTHEASIAPACIFICREGIONOFROYALPHILIPSELECTRONICSKOSIE,ASSHELIKESTOBECALLED,SAIDTHATWHILESHEWASQUITECONTENTWITHHERLIFEANDWORKBACKHOME,THEOPPORTUNITIESOFFEREDINARAPIDLYDEVELOPINGCHINAWEREJUSTTOOGOODTORESIST“ITHINKIMADETHERIGHTDECISION“KOSIESAID“THECITYPROVIDESGREATOPPORTUNITIESFORFOREIGNERSLIKEUSWHOWANTTOSTARTACAREERHERE“KOSIEWORKSINTHETECHNICALWRITINGDIVISIONATIBMINTHECITYSPUDONGHITECHZONE“IHAVEBEENEVENHAPPIERSINCEMYDAUGHTERWASBORN10MONTHSAGO,“SHESAID“SHESEEMSTOLIKETHECITYASMUCHASWEDO,ANDIHOPETHATGROWINGUPINABILINGUALENVIRONMENTWILLBENEFITHERINTHEFUTURE“INRECENTYEARS,SHANGHAIHASWITNESSEDAHUGERISEINTHENUMBEROFFOREIGNERSMOVINGTOTHECITYTOLIVEACCORDINGTOTHEMUNICIPALLABORANDSOCIALSECURITYBUREAU,THENUMBEROFEXPATRIATEWORKERSLIVINGINTHECITYGREWFROM4,000IN2000TOMORETHAN60,000ATTHEENDOFLASTYEARSUNHANDE,DIRECTOROFTHEBUREAUSLABORANDEMPLOYMENTCENTERFORFOREIGNERS,SAID“THISSHOWSSHANGHAIISBECOMINGMOREANDMOREFOREIGNERFRIENDLYANDANINCREASINGLYPOPULARCHOICEAMONGEXPATSASAPLACETOSTARTANEWCAREER“THELARGESTNUMBERSOFEXPATSHAILFROMJAPAN,THEUNITEDSTATESANDSOUTHKOREA“MOSTOFTHEMHAVEGOODACADEMICQUALIFICATIONS,WITH89PERCENTHOLDINGBACHELORSDEGREESORBETTER,“HESAIDMOSTEXPATSWORKFORFOREIGNFIRMSINMANAGERIALANDTECHNICALPOSITIONSINAREASSUCHASREALESTATE,BANKING,INSURANCEANDCONSULTANCY“MYFRIENDSTHINKSHANGHAIISHEAVENTHISISPARTLYBECAUSEFOREIGNERSAREPAIDMORETHANLOCALPEOPLE,BUTTHECOSTOFLIVINGISLOW,“MARIESANDER,AYOUNGGERMANWOMANWORKINGASANINTERNATACHINESECONSULTANCYFIRMINSHANGHAI,WHOPLANSTOSTAYAFTERGRADUATIONINGERMANY,SAIDSUNSAIDFOREIGNERSLOOKINGTOWORKINSHANGHAICANNOWAPPLYONLINEFORANOFFICIALPERMITANDTHEBUREAUWILLPROCESSTHEIRAPPLICATIONSWITHINFIVEDAYS,FASTERTHANTHENATIONALSTANDARDOF15DAYSPROCEDURESATTHEENTRYEXITADMINISTRATIONHAVEALSOBEENSIMPLIFIEDTOENCOURAGETHEINFLOWOFFOREIGNPROFESSIONALSINSELECTEDFIELDS,SUNTOLDCHINADAILY,20080102,PAGE53THEINTERNATIONALIZATIONOFHUMANRESOURCEMANAGEMENT31DEFINATIONOFIHRMTHEABOVEPARAGRAPHSMAKETHEPOINTTHATBUSINESSISGLOBALALLASPECTSOFTHEENTERPRISEAREAFFECTEDTHISCOURSEISABOUTONESPECIFICFUNCTIONOFBUSINESS,THEINTERNATIONALNATUREANDIMPLICATIONSOFTHEMANAGEMENTFUNCTIONTERMEDHUMANRESOURCEMANAGEMENTHRMTHUSTHEFOCUSOFTHISTEXTISINTERNATIONALHRMIHRMTHEMOREBROADLYDEFINEDFIELDOFIHRM,ISABOUTUNDERSTANDING,RESEARCHING,APPLYINGANDREVISINGALLHUMANRESOURCEACTIVITIESINTHEIRINTERNALANDEXTERNALCONTEXTSASTHEYIMPACTTHEPROCESSOFMANAGINGHUMANRESOURCESINENTERPRISESTHROUGHOUTTHEGLOBALENVIRONMENTTOENHANCETHEEXPERIENCEOFMULTIPLESTAKEHOLDERSINCLUDINGINVESTORS,CUSTOMERS,EMPLOYEES,PARTNERS,SUPPLIERS,ENVIRONMENTANDSOCIETY广义的国际人力资源管理是指理解、研究、应用与改善全球环境下影响企业人力资源管理过程的内、外部情景中所有人力资源活动，以提高投资者、顾客、员工、合作者、供应商、环境与社会等多种利益相关者的体验。ASTHEGLOBALECONOMYEXPANDS,ASMOREPRODUCTSANDSERVICESCOMPETEONAGLOBALBASISANDASMOREANDMOREFIRMSOPERATEOUTSIDETHEIRCOUNTRIESOFORIGIN,THEIMPACTONVARIOUSBUSINESSFUNCTIONSBECOMESMOREPRONOUNCEDPRACTITIONERSINALLBUSINESSFUNCTIONSMUSTDEVELOPTHEKNOWLEDGE,SKILLS,ANDEXPERIENCEINTHEINTERNATIONALARENAWHICHWILLENABLETHEMANDTHEIRFIRMSTOSUCCEEDINTHISNEWENVIRONMENTTHISNEWREALITYISJUSTASTRUEASTHISCOURSEWILLDEMONSTRATEFORTHEHRMFUNCTIONASITISFOROTHERBUSINESSDISCIPLINES,SUCHASFINANCEORMARKETING,WHICHOFTENGETMOREATTENTIONTHEPURPOSEOFTHISCOURSEISTODESCRIBETHEKNOWLEDGE,SKILLS,ANDEXPERIENCESNECESSARYFORTHESUCCESSFULMANAGEMENTOFTHEIHRFUNCTION,AFUNCTIONTHATISINCREASINGLYPERFORMEDBYALLEMPLOYEESINCOMPANIES,INCLUDINGHRPROFESSIONALSINTHEHRDEPARTMENT,MANAGERSANDNONMANAGERS32FORMSOFINTERNATIONALHRMINTHECASEOFHRM,INTERNATIONALIZATIONCANTAKEMANYFORMSFORPRACTICALPURPOSES,HRMANAGERSINMOSTTYPESOFFIRMSCANORWILLCONFRONTATLEASTSOMEASPECTSOFINTERNATIONALIZATIONTHISISTOSAY,THEGLOBALIZATIONANDTECHNOLOGYFACTORSTHATHAVELEDTOTHEREBEING“NOPLACETOHIDE“FORBUSINESS,INGENERAL,HAVEALSOLEDTOTHEREBEINGNOPLACETOHIDEFORTHEHRPROFESSIONALHUMANRESOURCEPROFESSIONALSCANFINDTHEMSELVESINVOLVEDINANDTHEREFOREMUSTUNDERSTANDIHRMISSUESINANYOFTHEFOLLOWINGPOSSIBLESITUATIONSWHICHINCLUDEHRMPOSITIONSINALLTYPESOFFIRMS,NOTJUSTINTERNATIONALHRPOSITIONSWITHINTHETYPESOFFIRMSUSUALLYFOCUSEDON,IE,WORKINGATTHEHEADQUARTERSOFANMNEORINTHEPARENTCOUNTRYOPERATIONSINALLCASES,THEINTERNATIONALASPECTSOFTHESITUATIONINCREASETHEEXPOSUREANDLIABILITIESFORHRMANAGERSANDPLACEONTHEMEVERINCREASINGDEMANDSFORNEW,INTERNATIONALLYFOCUSEDCOMPETENCIESTHISTEXTISDEDICATEDTOHELPINGDEVELOPTHEUNDERSTANDINGANDCOMPETENCIESNECESSARYFORHRMANAGERSTOSUCCEEDPERSONALLYANDPROFESSIONALLYASBUSINESSCONTRIBUTORSINTHEINTERNATIONALARENA321THEOPERATIONOFPARENTCOUNTRYFIRMSOVERSEASTHISSITUATIONINVOLVESWORKINGASAPARENTCOUNTRYHRPROFESSIONALINTHEMAINORREGIONALHEADQUARTERSOFTHETRADITIONALMULTINATIONALENTERPRISEMNEINCREASINGLY,THISCOULDALSOMEANWORKINGASANEXPATRIATEHRMANAGERINAFOREIGNSUBSIDIARYOFANMNETHISISTHEBESTKNOWNOFTHEINTERNATIONALBUSINESSSITUATIONSANDINCLUDES,FOREXAMPLE,APARENTCOUNTRYHRMANAGERWORKINGINTHEHEADQUARTERSORPARENTCOUNTRYOPERATIONSOFFIRMSLIKECOCACOLA,FORD,MOTOROLA,ANDCITIBANKFROMTHEUS,ORSHELL,ERICSSON,ANDUNILEVERFROMEUROPE,ORSONY,ANDACERFROMASIA,ALLFIRMSTHATHAVEEXTENSIVEFOREIGNBUSINESSACTIVITYTYPICALHEADQUARTERSIHRMRESPONSIBILITIESINCLUDESELECTINGANDPREPARINGEMPLOYEESFORANDTRANSFERRINGTHEMBETWEENTHEVARIOUSCOUNTRYLOCATIONSOFTHEFIRM,DETERMININGANDADMINISTERINGCOMPENSATIONANDBENEFITPACKAGESFORTHESEINTERNATIONALASSIGNEES,ANDESTABLISHINGHRMPOLICIESANDPRACTICESFORTHEFIRMSFOREIGNOPERATIONSUSUALLYTHEPARENTFIRMEITHERAPPLIESITSPARENTCOUNTRYHRMPRACTICESDIRECTLYTOITSFOREIGNSUBSIDIARIES,ORITTRIESTOMERGEITSPERSONNELPRACTICESWITHTHOSETHATARECOMMONINTHEHOSTCOUNTRIESINTERMSOFHRMANAGEMENTINTHEFOREIGNSUBSIDIARIESOFMNES,ASAMATTEROFPRACTICEANDPROBABLYNECESSITY,LOCALHRMANAGERSAREALMOSTALWAYSHOSTCOUNTRYNATIONALSHCNSTHATIS,THESEPOSITIONSDONOTTENDTOBEFILLEDWITHHRMANAGERSFROMTHEPARENTFIRMALTHOUGHTHESESUBSIDIARIESAREUSUALLYESTABLISHEDTHROUGHTHEEFFORTSOFPARENTCOUNTRYMANAGERSANDHRMANAGERSTHEUSEOFLOCALHRMANAGERSASPARTOFTHESUBSIDIARYMANAGEMENTTEAMMAKESSENSEBECAUSETHEHOSTCOUNTRYWORKFORCEISNORMALLYHIREDLOCALLYANDWORKRULESANDPRACTICESMUSTFITLOCALLAWSANDCUSTOMSHOSTCOUNTRYNATIONALSAREMORELIKELYTOBEEFFECTIVEINTHESUBSIDIARYHRPOSITIONTHANAREEXPATRIATEHRMANAGERSFROMTHEPARENTFIRM,EVENTHOUGHHRPOLICYISOFTEN“DICTATED“FROMTHEPARENTCOMPANYHEADQUARTERSHOWEVER,HRPOLICYISTYPICALLYTHOUGHNOTALWAYSADAPTEDTOFITLOCALLAWANDCUSTOMTHISCENTRALIZATIONOFHRPOLICYCANCREATEPROBLEMSWITHINTERFACEFORHOSTCOUNTRYSUBSIDIARYMANAGERSINCLUDINGLOCALHRMANAGERSWHOWILLDIFFERINTHEIRORIENTATIONSFROMTHEPARENTCOUNTRYHQHRMANAGERSANADDITIONALCOMPLEXITY,HOWEVER,FORIHRM,INVOLVESTHEINCREASINGLYCOMMONHEADQUARTERSSTRATEGYINGLOBALFIRMSTHATWANTSASMANYMANAGERSASPOSSIBLETOACQUIREINTERNATIONALEXPERIENCETHISOFTENALSOINCLUDESHRMANAGERSSOMNESAREBEGINNINGTOSENDHRMANAGERSONFOREIGNASSIGNMENTSASWELLASOTHERTYPESOFMANAGERSTHERESULTOFTHISISTHATINCREASINGLYITMAYBEPOSSIBLETOFINDHRMANAGERSSERVINGINHRPOSITIONSOUTSIDETHEIRCOUNTRIESOFORIGINWHICHCOULDINVOLVEANHRMANAGEREITHERFROMHEADQUARTERSORFROMAFOREIGNSUBSIDIARYBEINGPOSTEDTOANOTHERCOUNTRYTHATIS,BEINGANEXPATRIATEHRMANAGERONASSIGNMENTTOAFOREIGNSUBSIDIARYORREGIONALOFFICE,INTHECASEOFAPARENTCOUNTRYNATIONALORTOANOTHERSUBSIDIARYORTOHEADQUARTERS,INTHECASEOFAHOSTCOUNTRYNATIONALTHISSITUATION,WORKINGASAPARENTCOUNTRYHRMANAGERFORANMNE,ATHEADQUARTERSORONFOREIGNASSIGNMENT,ISTHEFIRSTANDMOSTCOMMONLYSTUDIEDANDWRITTENABOUTROLEINIHRM322THEOPERATIONOFFOREIGNFIRMSINTHEHOMECOUNTRYTHESECONDPOSSIBILITYFORIHRINVOLVESTHEHRMANAGERWHOWORKSATHOMEINTHEFOREIGNSUBSIDIARYOFAFOREIGNMNEORTHEHCNHRMANAGERMENTIONEDINTHEPREVIOUSPARAGRAPHSINCREASINGLY,THISCOULDALSOINVOLVEWORKINGFORAHOMECOUNTRYFIRMTHATHASBEENPURCHASEDBYAFOREIGNFIRMANDTHUSISNOWAFOREIGNOWNEDFIRMINEITHERCASE,THEHRMANAGERISNOWONTHERECEIVINGENDOFCORPORATEPOLICYASITRELATESTOHRPRACTICESTHISWILLINCLUDEWORKINGWITHAFOREIGNHEADQUARTERSAND,OFTEN,EXPATRIATEMANAGERSSENTFROMTHEFOREIGNNOWPARENTCOMPANYANDTYPICALLYWILLINVOLVEHAVINGTOINTEGRATEINTOTHELOCALOPERATIONSTHEHRMANAGERSHOMECOUNTRYAPHILOSOPHYANDORGANIZATIONALCULTUREANDPRACTICESTHATAREDIFFERENTAND/ORUNFAMILIARTHISSITUATIONINVOLVESHRMANAGEMENTASPRACTICEDBY,FOREXAMPLE,ANAMERICANWORKINGINTHEUSSUBSIDIARYOFAFOREIGNFIRMSUCHASSUMITOMOBANK,SONY,ORVOLKSWAGEN,ORINTHENOWFOREIGNOWNEDPREVIOUSLYUSOWNEDFIRM,SUCHASCOMBUSTIONENGINEERINGNOWASUBSIDIARYOFASEABROWNBOVERI,ABBORHAAGENDAZSICECREAMNOWOWNEDBYGRANDMETOFGREATBRITAIN,ORCHRYSLERGROUPNOWOWNEDBYDAIMLERBENZORITAPPLIESTOTHEGERMANHRMANAGERWORKINGFORFORDMOTORCOMPANYINGERMANYORFORBRAUN,INGERMANYNOWOWNEDBYGILLETTE,ORTHEJAPANESEHRMANAGERWORKINGFORTHEJAPANESESUBSIDIARYOFIBMINJAPANORFORNISSAN,NOWWITHMAJORITYOWNERSHIPBYRENAULTFROMFRANCETHEDIFFERENTCOMMUNICATIONANDBUSINESSPRACTICESTYLES,MOTIVATIONPHILOSOPHIES,ANDORGANIZATIONALSTRUCTURESANDFREQUENTLACKOFUNDERSTANDINGOFTHEHOSTCOUNTRYCULTURES,MARKETS,EMPLOYMENTLAWSANDPRACTICES,ANDLANGUAGE,BYTHEPARENTCOMPANY,CANCAUSEDIFFICULTYFORTHELOCALHRMANAGER,ANDTHUSFORCETHATHOSTCOUNTRYHRMANAGERTOCONFRONTASPECTSOFINTERNATIONALIZATIONTHATAREJUSTASDIFFICULTASTHOSECONFRO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SLYCONSISTENTWITHTHENEEDFORGLOBALCOORDINATIONANDTHETRANSFEROFLEARNINGANDINNOVATIONACROSSUNITSTHROUGHHUMANRESOURCEPOLICIESANDPRACTICES42AMODELFORSIHRMSEECHAPTER3,GOLBALWORKINGFORCEPLANNING5THETHEORIESOFHRMANDIHRMTHEORETICALFRAMEWORKSFORHUMANRESOURCEMANAGEMENTTHEAREAOFHRMTODAYISBEINGSUPPORTED,DEVELOPED,ANDUNDERSTOODUSINGAVARIETYOFTHEORETICALFRAMEWORKSJACKSONANDSCHULER,199551RESOURCEDEPENDENCETHEORYRESOURCEDEPENDENCETHEORYSTEMSFROMTHERELATIONSHIPBETWEENANORGANIZATIONANDITSCONSTITUENCIES顾客,支持者THISTHEORYEMPHASIZESTHENEEDFORRESOURCESASBEINGPRIMARYINTHEDETERMINATIONOFPOLICIESANDPROCEDURESORGANIZATIONSAREVIEWEDASBEINGABLETOSUCCEEDBYGAININGANDRETAININGCONTROLOVERSCARCEVALUABLERESOURCES,SUCHASHUMANRESOURCES52COMPETITIVEADVANTAGETHEORYCOMPETITIVEADVANTAGETHEORYDICTATESTHATACOMPETITIVEADVANTAGEEXISTSIFTHERESOURCEISRARE,INIMITABLE,NONSUBSTITUTABLEANDVALUABLECOMPETITIVEADVANTAGECANBESUSTAINEDTHROUGHCONTINUEDTRAINING,SUPPORTOFORGANIZATIONALCULTURE,SELECTIONPROCESSESANDOTHERTRADITIONALHUMANRESOURCEPRACTICES253INSTITUTIONALISTTHEORYINSTITUTIONALISMSUGGESTSTHATORGANIZATIONSOPERATEINAMANNERCONSISTENTWITHTHERATIONALIZEDMYTHS合理性迷思1THATWILLGARNER获得,得到,收集THEMLEGITIMACY合法性INTHEIREXTERNALENVIRONMENTTHISEXTERNALENVIRONMENTISMADEUPOFABROADVARIETYOFSTAKEHOLDERSTHISADHERENCETORATIONALIZEDMYTHSINANATTEMPTTORETAINLEGITIMACYRESULTSINBOTHSURVIVALANDCONSTRAINTSONORGANIZATIONALACTIONS254AGENCYTHEORYAGENCYTHEORYISPERHAPSONEOFTHEMOSTRELATEDTHEORIESTOHUMANRESOURCEPRACTICESFROMTHELEGALPERSPECTIVE,ANAGENCYRELATIONSHIPEXISTSBETWEENANEMPLOYERANDANEMPLOYEEAGENCYTHEORYPOSITSTHATTHISRELATIONSHIPMAYBESUBJECTTODIFFICULTIESTOTHEEXTENTTHATTHEEMPLOYERANDTHEEMPLOYEEINLEGALESE,THEPRINCIPALANDTHEAGENT,RESPECTIVELYHAVEDIFFERINGGOALS,ANDWHENMONITORINGTHEEMPLOYEESACTIONSISDIFFICULTFORTHEEMPLOYER255GENERALSYSTEMSTHEORYGENERALSYSTEMSTHEORYVIEWSSYSTEMSASMADEUPOFCOMPLEX,INDEPENDENTPARTSINPUTSTOTHISOPENSYSTEMCOMEFROMTHEENVIRONMENT,ARETRANSFORMEDDURINGPROCESSINGTHROUGHTHE1合理性迷思RATIONALIZEDMYTHS以及儀式性的規範意義，使得行這種類型者得以在組織環境中增加其正當性。換句話說，採行科層式的正式結構未必使組織資源的運用更為有效，但是卻可以因其合法性的增進使外界對其認可與支持，是故，即使沒有效率亦不影響組織的運作與生存。SYSTEM,ANDARERETURNEDTOTHEENVIRONMENTUSINGANOPENSYSTEMSMODEL,HRMISSTUDIEDASASUBSYSTEMWITHINTHELARGERSYSTEMOFTHEORGANIZATION256HUMANCAPITALTHEORYHUMANCAPITALTHEORYAPPEARSLARGELYINTHEECONOMICSLITERATUREINREFERENCETO关于PEOPLESPRODUCTIVECAPACITIESTHECRUXOFTHISTHEORYISTHATPEOPLEAREOFVALUETOTHEGRGANIZATIONBECAUSETHEYMAKEITPRODUCTIVEINESSENCE,THEORGANIZATIONHASINVESTEDINPEOPLEJUSTASIFTHEYHADINVESTEDINMACHINERY,VIEWINGTHEMASANADDITIONALTYPEOFCAPITAL257LIFECYCLETHEORYLIFECYCLETHEORYNOTESTHATTHEREARESEVERALSTAGESOFTHELIFEOFANORGANIZATIONTHESESTAGESHAVEBEENDESCRIBEDASSTARTUP,GROWTH,MATURITY,DECLINE,ANDREVIVALASANORGANIZATIONMOVESTHROUGHTHESESTAGES,RESEARCHERSHAVESUGGESTEDTHATHRMPRACTICESTHATFITWITHTHELIFECYCLESTAGEOFTHEORGANIZATIONWILLRESULTINORGANIZATIONALEFFECTIVENESS258ROLEBEHAVIORTHEORYROLEBEHAVIORFOCUSESONTHEINTERDEPENDENTROLEBEHAVIORSASBUILDINGBLOCKSFORTHEORGANIZATIONALSYSTEMACCORDINGTOKATZANDKA