国际人力资源管理的作用在线视频

同学们好
Hello everyone

我是云南财经大学国际工商学院的潘雪冬老师
I am Pan Xuedong from International Business School of Yunnan University of Finance & Economics

这节课我们学习全球人力资源管理的第一节
Today we are going to study Unit 1

国际人力资源管理的作用
the role of global human resources management of global human resources management

本章探讨跨国公司的另一特定职能
This chapter continues our survey of specific functions of

国际人力资源管理
international businesses by looking at global human resource management

首先
First of all

我们来回顾人力资源管理的定义
let’s review the definition of human resource management

人力资源管理是指
Human resource management (HRM) refers to the activities

组织有效运用其人力资源的活动
an organization carries out to use its human resources effectively

包括制定人力资源战略
These activities include determining the firm’s human resource strategy

人员配置
staffing

业绩评估
performance evaluation

管理发展
management development

薪酬
compensation

劳工关系等
and the labor relations

人力资源管理具有重要的战略意义
Human resource management has an important strategic component

通过影响公司人力资源的个性
Through its influence on the character

发展
development

素质和生产率帮助公司达成其主要战略目标
quality and productivity of the firm’s human resources

削减价值创造的成本
the HRM function can help the firm achieve its primary strategic goals

更好地满足客户需求来增值
of reducing the costs of value creation and adding value by better serving customer

跨国公司开展的人力资源管理就是
Human resource management implemented in international business is

国际人力资源管理
global human resource management

其基本管理职能不变 不同之处是
The basic management function of domestic HRM is the same

在跨国公司中的人力资源管理更为复杂
the difference is that the HRM with in international business is more complex

其中人员配备
It is more complex in an international business，where staffing

管理发展
management development

业绩评估及薪酬因国家之间劳动力市场
performance evaluation and compensation activities are complicated by

业绩评估及薪酬因国家之间劳动力市场

业绩评估及薪酬因国家之间劳动力市场
profound differences between countries and labor markets

文化
culture

法律制度
legal systems

经济制度等不同更加复杂
economic systems and the like

例如
For example

由于不同的管理习惯
compensation practices may vary from country to country

薪酬制度在各国有所不同
depending on prevailing management customs

工会组织可能在一个国家被劳动法禁止
Labor laws may prohibit union organization in one country

但在另一个国家却被强制设立
and mandate it in another

平等就业的法规可能在有的国家严格执行
Equal employment legislation may be strongly pursued in one country

在其他国家则不然
and not in another

跨国公司的人力资源管理部门必须处理一系列的问题
The HRM function of a multinational enterprise must deal with a host of issues

必须知道如何给公司的重要管理职位配备人员
It must decide how to staff key management posts in the company

如何培训经理使他们了解不同国家在商业上的细微差异
How to develop managers so that they are familiar with nuances of doing business in different countries

如何向在不同国家任职的员工支付薪酬
How to compensate people in different nations

以及如何评价不同国家经理的业绩
and how to evaluate the performance of managers based I different countries

处理一系列关于外派经理的问题
and how to evaluate the performance of managers based I different countries

接下来
Next

我们首先来了解国际人力资源管理的战略作用
we are going to learn the strategic role of HRM in an international business

研究表明
Academic research suggests that

公司的高盈利取决于人力资源管理实践与其战略之间的高度融合
a strong fit between human resource practices and strategy is required for high profitability

卓越的表现起决于正确的战略
Superior performance requires not only the right strategy

并且这一战略必须有适宜的组织构架做支撑
but the strategy must also be supported by the right organization architecture

战略通过组织来执行
Strategy is implemented through organization

人是企业组织构架的关键
People are the linchpin of a firm’s organization architecture

通过人员配备
HRM function，through its staffing

培训
training

薪酬以及业绩评估活动
compensation，and performance appraisal activities

人力资源管理职能对企业组织构架中的人员
has a critical impact on the people

文化
culture

奖励和控制体系等因素具有关键影响
incentive, and control system elements of the firm’s organization architecture

因此
Thus

人力资源管理就具有重要的战略作用
HRM has a critically important strategic role

良好的人力资源管理是在全球经济中
superior human resource management can be a sustained source of

维持高生产率和竞争优势的持久源泉
high productivity and competitive advantage in the global economy

事实是
It is fact that

许多跨国公司的人力资源管理职能还有提高其有效性的空间
many international businesses have room for improving the effectiveness of their HRM function

在一项关于326家大型跨国公司竞争力的研究中发现
In one study of competitiveness among 326 large multinationals

在大部分公司中 人力资源管理是最弱的能力之一
it is found that human resource management was one of the weakest capabilities in most firms

同时
at the same time

该研究再次强调
it suggested that

国际人力资源管理实践的有效性可以给公司带来巨大的业绩收益
improving the effectiveness of international HRM practices might have substantial performance benefits

公司的成功要求人力资源管理政策与公司战略相一致
The success of company requires HRM policies to be congruent with the firm’s strategy

例如
For example

跨国战略与本土战略在人员配备
a transnational strategy imposes different requirements for staffing

管理发展
management development

薪酬政策等方面的要求各不相同
and compensation practices from a localization strategy

人力资源对于实施公司战略具有关键作用
HRM has the key role for implementing strategies in international businesses

通过对雇员的甄选
through its employee selection

管理发展
management development

业绩评估和薪酬政策
performance appraisal and compensation policies

帮助公司实现战略目标
to help firms to achieve their strategic goals

这一节的内容就是这些
That’s all for today’s lesson

感谢大家的参与
Thank you for your participation