跨国公司外派人员的返任职业发展研究

Research on Career Development of Repatriates in Multinational Corporations

外派人员的成功外派经验对跨国公司实施全球发展战略和进行海外扩张至关重要,然而外派人员结束海外外派任务返回母公司后却离职现象严重,究其原因,大部分跨国公司没有为外派人员提供合适的职业指导和职业发展规划,外派人员很难再次融入母公司的文化氛围,出现了逆文化休克现象,导致外派人员的职业发展停滞的"高原"时期。外派人员的大量流失,为跨国公司带来了难以估量的经济损失,跨国公司也面临着人力资源管理的新的挑战。本文通过对职业发展的有关理论进行系统性的概括和提炼,从多维角度,对外派人员的职业发展问题进行系统地理论分析和归纳,结合外派人员的职业发展特点,对影响外派人员职业发展的个人因素、组织因素、环境因素和机遇因素进行分析与研究,提出跨国公司与外派人员双赢的职业发展模式。

Successful work experiences of repatriates in host countries is vital for multinational corporations to match up with the global development strategy and the rapid expansion of international business. However, dimission rate of repatriates is extraordinarily high after they have returned from international assignments. The studies show that this is due to multinational corporations disfaeilitate effective career consultation and development plans for repatriates. It is difficult for expatriates to assimilate back into the euhure of the headquarters environment. As a result, reverse culture shock occurs leading to stagnation of repatriates＇career development. Multinational corporations spend a large number of uncountable costs and face new challenges from human resources management due to the high rate of repatriates＇ dismission. This paper summarizes and extracts systematically of the literatures concerning career development, from the diversity point of view, analyzes and concludes systematically the theories of repatriates＇ career development, with the integration of features to repatriates career development, analyzes and researches factors influencing repatriates career development including personal, organizational, environmental and opportunity factors in order to establish win - win career development model for the multinational corporations and repatriates.