【作者】 郑丽卓；

【导师】 王学成；

【作者基本信息】 天津财经大学 ， 英语语言文学， 2011， 硕士

【摘要】 随着经济全球化和竞争国际化趋势的加剧,高科技企业人力资源配置的理念和方式也发生了相应地变革。本文分析了全球化背景下中国高科技企业发展的趋势。一方面中国高科技企业实行全球化人才战略会促进企业的创新和发展,但也会产生来自不同国家的员工之间文化冲突,导致员工对企业的不信任。而在全球化过程中,中国文化与其他国家文化也进一步交融、碰撞、冲突；在多种文化存在巨大的共同利益的情况下,应正确认识和理解引起员工信任的知觉性因素,发挥人力资源管理作用,正确对待文化差异,促进文化融合;加强跨文化培训,培养跨文化人才;推行人力资源本地化战略;提高管理人员的国际化水平,从而正确了解认知多国文化差异,建立高科技企业信任文化,实现企业和员工共同发展。更多还原

【Abstract】 With the economic trends of globalization and international competition intensifies, human resources philosophy and method of Chinese high-tech enterprises have also undergone a corresponding change. This paper analyzes the context of globalization trends in the development of high-tech enterprises in China, and argue that global talent strategies can promote innovation and enterprise development of Chinese high-tech enterprises. But it also produce cultural conflicts between employees from different countries, and leading mistrust of staff to the enterprise. In the process of globalization, Chinese culture and other country’s culture are in further blending, collision, conflict. When different cultures under common interests, factors influncing employee’s perceptions of trust should be understanded, and human resource management play the role of a correct attitude toward cultural differences and promote cultural integration; strengthen cross-cultural training, intercultural training personnel; implement the localization strategy of human resources; improve the management staff of the international level, to correctly understand the cognitive multi-national cultural differences, build trust in high-tech enterprises culture, and achieve common development.更多还原