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Управление эффективностью работы сотрудников в международных компаниях (The application of employee performance management in international companies)дипломная работа (Магистр)
- Научный руководитель: Золотина О.А.
- Автор: Жэнь Дин
- Тип: Магистр
- Организация, в которой проходила защита: МГУ имени М.В. Ломоносова
- Год защиты: 2024
- Аннотация: M12,M14,M16 Аннотация к работе In the context of the 21st century, global integration is developing rapidly, which has resulted in the birth of more and more multinational companies. The multinational operations of enterprises can meet the needs of expanding markets and saving costs. However, companies will encounter a problem when conducting cross-border operations, and that is cultural conflict. Corporate managers need to coordinate the cultural conflict between employees with different cultural backgrounds. Performance management plays an important role in human resource management and affects the formulation and implementation of the entire human resource management system. In multinational enterprises, performance management targets employees of different nationalities and cultural backgrounds. Therefore, how to implement scientific performance management under cross-cultural conditions is particularly important. Starting from Hofstede's dimensional model of cultural differences, the study analyzed the different aspects reflected in the differences between Chinese and Western corporate cultures. Afterwards, a questionnaire survey was conducted to study the correlation between various factors of cross-cultural differences and corporate employee performance management factors, proving that cultural differences have a great impact on the human resources performance management of multinational enterprises. Based on the above conclusions, through practice and application, the performance management status of multinational company A was optimized and designed. Based on the research on the differences between Chinese and Western corporate cultures, a performance management system based on corporate culture was established for company A. According to Research on the correlation between cultural differences and human resources management, and take specific measures to reduce the negative impact of cultural differences on the company's performance management activities. At the same time, company A's strategic goals and performance management are adjusted to match. In the empirical part of the study, specific measures for reorganizing performance management organizations and processes, differentiated performance design, establishing unified assessment standards, and organizational performance interviews and communication were also designed. Finally, the importance of cultural differences factors for performance management, strengthening the correlation between performance management and corporate strategy, and the importance of diversified differentiation and regular organizational performance communication for the implementation of performance management by multinational enterprises are put forward as conclusions. Through the research of this paper, it has certain reference value for studying performance management in multinational enterprises, solving cultural conflicts, and optimizing enterprise performance management systems under cross-cultural backgrounds. Ключевые слова Human resource management, performance management, multinational enterprises.
- Добавил в систему: Золотина Ольга Александровна