本文的主要研宄对象是在海外的东道国员工,不是在中国总部的东道国员工,
由于K集团目前正处在海外发展阶段的初期,在海外主要进行的是销售类和市场
拓展类业务,因此东道国员工结构相对单一,本文主要研究了 K集团销售类岗位
的东道国员工,由于K集团海外规模还比较小,虽然给予了销售岗位东道国员工_
管理者头衔但实际上他们并不需承担太多管理职责,主要还是中方外派人员在进
行管理,因此对所研宄的东道国员工并没有分层次,同时考虑到文化差异对东道
国员工无论什么岗位和什么层次都会遇到,跨文化培训对他们应该是普遍适用的
主要研宄的内容是东道国员工的跨文化培训,不包含业务培训、产品知识培训等
其他内容的培训,主要包括应该对东道国员工培训哪些跨文化的内容和如何进行
培训,目前己有的一些研宄大多是针对外派人员的跨文化培训研宄,或者是外籍
在华公司的研宄,还没有针对海外东道国员工进行的研宄,本文的研究对象和角
度是全新的
本文主要通过文献研究、调研问卷、访谈和实践案例分析的方法进行研宄
在研究伊始通过网络资源和线下资源查阅了大量的资料和文献,研宄了关于跨文
化培训的概念、培训内容、培训形式等相关理论知识,作为本文的理论支撑,同
时制定了海外东道国员工跨文化培训调研问卷,并结合访谈的方式调研采访了在
海外各国的中方外派人员和本地东道国员工,调研和访谈了东道国员工跨文化培山东大学硕士学位论文
训的现状、存在的问题和解决措施等内容,为本文提供了重要的支撑,本文还系
统总结和梳理了自己海外工作的实践经验
本文的主要结论是设计并提出了东道国员工跨文化培训的内容、方法和模式,
总结了东道国员工实施跨文化培训的主要原则,为中国企业走出去在海外进行东
道国员工的跨文化培训提供了可操作的借鉴。本文首次创造性的提出了东道国员
工跨文化培训的三个方面即中国文化、企业文化和组织文化,以及里面应该包括
哪些内容,同时设计出培训顺序、培训时间、培训强度、培训周期以及培训方法,
最终形成东道国员工跨文化培训模型,最后总结出主要实施原则
本文的主要创新点为研宄对象的创新,以东道国员工为研究对象而且是海外
东道国员工,不是在中国的东道国员工,研究内容的创新研究了具体的跨文化培
训内容、培训方法和培训模式不仅仅是停留在理论层面,而是给出了实践操作的
参考方案,研究视角的创新,不是以海外项目本地运作的角度来研究,而是站在
总部的高度面向全球海外机构给出了跨文化一级培训的方向
关键词:东道国员工;文化差异;跨文化培训
2 山东大学硕士学位论文
ABSTRACT
As Chinese enterprises go global and set up overseas institutions,building local
team and management of local staff will be an important part of daily operations and
management. Whether local employees understand corporate culture, whether they can
understand the company^ policies, systems, processes and norms, whether they can
implement them and whether they can provide the most value, directly impact the
success of localization strategies. On the whole, the local staff management, especially
the cross-cultural management is an important part of Chinese enterprises1 overseas
business activities.
The main research object of this paper is the local employees, not foreign
employees in China. The main research contents are the cross-cultural training of the
local staff, what intercultural content should be trained and how to train. Some of the
studies are mostly cross-cultural trmning for expatriates, and no studies have been
conducted on staff overseas. The research object and angle of this paper are all new.
This paper mainly adopts literature research method, sxirvey questionnaires method,
interview method and case study method. At the beginning of the study,a large amount
of data and docximents were consulted through the network resources and offline
resources. The concepts, training contents and training foms of cross-cultural training
were studied as the theoretical support. The overseas cross- cultural training survey
questionnaire, and interviewed the Chinese expatriates and local employees overseas,
and investigated and interviewed the present situation, existing problems and solutions
of cross-cultural training of local employees were studied as the important support. This
paper includes the existing cross-cultural training theory of reference,in-depth summary
and my own overseas work practice.
The main conclusion of this paper is to design and propose a model of
cross-cultural training for local employees, summarize the main principles of
cross-cultural training for local employees, and provide operational reference for
Chinese enterprises to go abroad for cross-cultural training of local employees. For the
first time, this paper proposes that the contents of the cross-cultural training of the local
employees and the content should include the Chinese culture, the corporate culture and山东大学硕士学位论文
the organizational culture,as well as the contents of the culture. Meanwhile,it provides
th
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