人力资源管理与国际化战略的匹配——以TCL为例

Match Relations between Human Resources Management and International Strategy——A Case of TCL

企业的国际化是一个连续不断的过程,在不同阶段企业所面临的国际环境和管理背景存在差异,这就要求国际人力资源管理必须以战略为导向进行人力资源管理活动内容的界定和调整。本文以TCL国际化进程及在过程中人力资源管理实践为研究对象,对企业国际化战略与人力资源管理的适应及匹配关系展开讨论,得到三个结论:相关多元化是企业国际化经营战略中的重要方式之一,国际化发展阶段与企业战略性人力资源管理体系相互适应与协调,国际化人力资源管理是战略人力资源管理的一部分,并与企业国际化战略布局协同发展。

Internationalization of enterprises is a continuous process. There are some differences in the international environment and management background in different stages of bttsiness internationalization, requiring international strategic human resource management must define and adjust the human resource management activities oriented by the strategy. In this paper, we take TCL internationalization process and human resource management practices in the process as the study to find the relationship between enterprise internationalization strategy and human resource management discussions. We get three conclusions： Related diversification is one of the company＇ s international business strategy an important way, the international development stage enterprise strategic human resource management system adapt to each other and coordinated, international human resource management is a part of strategic human resource management and corporate international joint development of strategic layout.