Preview

The Management of the Local Talents in China for Mnes

Powerful Essays
Open Document
Open Document
3087 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
The Management of the Local Talents in China for Mnes
The management of the local talents in China for MNEs

Literature Review
With China's accession to WTO, a large number of multinational companies enter into Chinese market. Many strong and powerful multinational corporations have made new strategies to increase investment in China, including expansion, mergers , brand enterprises, enhance the level of branches, develop technology, and so on. But finally, it depends on the talent to achieve these goals. However, Finding and keeping staff is the biggest challenge facing multinational enterprises in China today. MNEs in China face a complex HR challenge: companies are struggling to identify, hire, and retain key staff in an environment of explosive economic growth, escalating wages, and steep learning curves. Retaining employees is a particularly difficult problem when competitors are bidding up wages and sweetening benefits packages in an attempt to attract skilled professionals. So it’s necessary for multinational Corporations to carry out the Strategy of talent management. And a large amount of research is continuously being done on global talent management.
Tarique and Schuler (2010) conducted a study on Framework of global talent management (GTM) in MNEs. They considered that the exogenous drivers are based on coercive isomorphism. These refer to forces or drivers external to the firm that are largely beyond management's control but can create challenges that can affect an organization's IHRM system. These exogenous drivers can include national culture, economic conditions, political system, legal environment, and workforce characteristics ,thus three major drivers emerged in this category: Globalization, Demographics, and the Demand–Supply Gap. And the endogenous drivers are based on mimetic isomorphism and refer to forces or drivers that are internal to the firm including competitive or strategic position, headquarters’ international orientation, organizational structure, and workforce capability, thus

You May Also Find These Documents Helpful

  • Good Essays

    In Romeo and Juliet, Juliet’s repetition shows her uncertainty in choosing to side with Tybalt or Romeo. This is important because it ultimately shows the contradicting obligations she has to Romeo and also her family. Juliet’s contradicting decision is due to Romeo’s banishment and Tybalt’s death and ultimately is over who’s side she should be on. Specifically, in Act III scene ii lines 97-114, Juliet works through this situation by comparing both situations next to each other, which shows a different side to Juliet because she usually does not work through these situations out loud. Juliet compares the situations by using the same words in order to get a better understanding of what they really mean in the different contexts of the situation.…

    • 326 Words
    • 2 Pages
    Good Essays
  • Satisfactory Essays

    There were many similarities and differences in the many different colonies in North America. They all had farming and ranching, with fertile land. They all had basically the same climates in each of these colonies, they had freezing winters and very warm and humid colonies. All of these colonies were by the coast with sandy shores. They all had different founders, in the New England colonies their founder was Thomas Hooker, in the middle colonies their founder was William Penn, and in the southern colonies their founder was George II and James Edward Oglethorpe. They all had different geography, in the New England colonies they had forested hills with sea coasts, in the middle colonies their colonies they had rolling hills with lots of trees,…

    • 175 Words
    • 1 Page
    Satisfactory Essays
  • Good Essays

    In the book Nineteen Eighty-Four George Orwell shows the thesis to be that totalitarianism is destructive. He shows this by the rather unfortunate setting which has been put this way because the lack of concern. The conflict with the characters shows how a place being led by totalitarianism will unravel even what were at some point the closest relationships. Also with the plot development, eventually the government will destroy everything, including your brain throughout threats and torture.…

    • 796 Words
    • 4 Pages
    Good Essays
  • Better Essays

    3. Günter K. Stahl, 2012: Günter K. Stahl, Ingmar Björkman, Elaine Farndale, Shad S. Morris, Jaap Paauwe, Philip Stiles, Jonathan Trevor and Patrick Wright (2012). Six Principles of Effective Global Talent Management. MITSloan Management Review, VOL. 53, NO.2.…

    • 1705 Words
    • 7 Pages
    Better Essays
  • Better Essays

    In order for organizations to meet the growing demands of business sustainability and maintain a competitive advantage over the competition, businesses are encouraged to take a hard look at their talent pool (Urlaub, 2011). This process aims to retain employees and foster their continuing development of skills and competencies to achieve the organization’s immediate performance goals and long-term strategic objectives. This often requires managers to incorporate a wide variety of perspectives in their talent appraisals. The ability for an organization to identify, select, develop, and retain highly valued skill sets can set a company apart. Talent Management Strategy is defined as an organizations commitment to recruit, retain, and develop the most talented and superior employees available in the job market through goal-setting, performance management, assessment, compensation management, learning, career planning and succession planning processes. This paper will discuss a few topics surrounding sustainable talent management which will include; determining which performance management process can be used to measure employee talent, analyze key concepts related to the talent review process, develop appropriate talent management objectives to measure functional expertise, asses key elements of global talent management as they apply to my organization, and recommend a process that optimizes a sustainable talent management process.…

    • 1387 Words
    • 6 Pages
    Better Essays
  • Powerful Essays

    Diversity With Inclusion

    • 2919 Words
    • 12 Pages

    It will be the talented people, so-called human capital, which will become the most valued corporate resource. It will also be the resource in shortest supply. As reported in Fast Company (August 1998), the yearlong study conducted by a team from McKinsey & Company—a study involving 77 companies and almost 6,000 managers and executives—the most important corporate resource over the next 20 years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent increases, the supply of it will decrease. The McKinsey team is blunt about what will result from these trends: its report is titled “The War for Talent.” The search for the best and the brightest will become a constant, costly battle—a fight with no final victory. Not only will companies have to devise more imaginative hiring practices; they will also have to work harder to keep their best people. There is a lot to be learned by studying the talent management practices of highly successful organizations. This is especially true when considering high performing organizations faced with an increasing diverse talent pool. As it turns out, in market economies, talented workers from diverse backgrounds have similar baseline needs…

    • 2919 Words
    • 12 Pages
    Powerful Essays
  • Powerful Essays

    Global Talent Management

    • 9405 Words
    • 38 Pages

    Introduction Up until 2008 firms around the world were confronted with a major threat to doing business: a demand for talented employees that far surpassed the supply. This was especially acute in the developing countries that were benefiting from a strong business cycle based upon tremendous exports to the developed nations, and increased foreign direct investment from firms in developed nations wishing to take advantage of substantially lower wages in developing countries. Forecasts were being made of even greater shortages to come due to forecasts for continued global economic growth virtually everywhere, but especially in the developing nations. Firms worked aggressively to retain their current employees, often providing training and development benefits to make the firm more attractive, and also to develop the talents of these workers. “Talent” became a key word in global business. Firms faced many global talent challenges including having the right number of competent employees at the right place and at the right time. They also faced the challenge of needing to reduce the costs of operations, thus moving…

    • 9405 Words
    • 38 Pages
    Powerful Essays
  • Powerful Essays

    Based on China’s status quo of crisis management, the study collects data and information to analyze the reasons for brain drain which is a major problem of Chinese enterprises. Moreover, differences between the U.S. and China system of human resource management will be discussed to provide suggestions for resolutions for improvement of talent maintenance.…

    • 4109 Words
    • 118 Pages
    Powerful Essays
  • Satisfactory Essays

    hen more than 150 global executives from Fortune 1000 companies were canvassed in Ernst & Young’s 2008 Global HR Risk Survey, the executives were asked, “Which area of human resources risk has the greatest impact on your organization? And in your judgment, which area of HR risk is most likely to occur at your organization?” In both cases, the risk area cited most often, by substantial margins, was talent management—an organization’s capability to recruit, develop, engage, retain and transition its employees. Sixty-five percent of respondents said risk related to talent management has a high or very high impact at their organization. Forty-two percent said such risk has a very high or high likelihood of occurring.…

    • 3283 Words
    • 14 Pages
    Satisfactory Essays
  • Powerful Essays

    Current international human resource management (IHRM) literature focusing on multinational corporations (MNCs) presents evidence of both similarities and differences in the HRM practices adopted in different global locations. However, the drivers behind this duality require more detailed investigation. This paper focuses on exploring why MNCs position themselves within global markets as they do, exploring how extant theory can help explain the drivers behind both global and national HRM practices. Based on a worldwide sample of in-depth interview-based case studies of well-known MNCs, we explore the ways in which different firms react to both institutional and competitive pressures in selecting their approach to HRM. The findings uncover a differentiation between external global competitive isomorphic pressures, external national institutional isomorphic pressures, and internal processes of strategic choice and competitive differentiation. It is suggested that MNCs face all three drivers of HRM simultaneously, leading to different patterns of practice adoption, adaptation and innovation.…

    • 9830 Words
    • 40 Pages
    Powerful Essays
  • Powerful Essays

    References: Aston, C. and Morton, L. (2005) “Managing Talent for competitive advantage”, Strategic HR Review, 4: 5, 28-31.…

    • 7654 Words
    • 25 Pages
    Powerful Essays
  • Satisfactory Essays

    Talent Management

    • 6373 Words
    • 26 Pages

    To begin exploring these issues, we recently surveyed over 400 HR and business executives across a broad range of midsize and large companies in the U.S. and Canada on emerging talent management priorities and strategies. We wanted to understand how organizations are defining talent and talent management, what activities they’re focusing on, how effective they think their processes are, and the degree of alignment between their talent management approach and their overall strategic goals. (See page 15 for more details about this study.) Overall, we found that companies are inching toward a tipping point in how they deal with talent. Both our data and our experience confirm that organizations have awakened to the importance of having skilled and engaged people at all levels delivering results. Companies know that high performers, high potentials and pivotal talent are a critical resource (and source of competitive advantage) to which both business and HR leaders need to pay special attention. And they’ve made efforts over the last decade to bring…

    • 6373 Words
    • 26 Pages
    Satisfactory Essays
  • Powerful Essays

    International H.R.M.

    • 1912 Words
    • 8 Pages

    The advent of the era of liberalization and globalization along with the advancements in information technology (IT) has transferred the world around us. It has brought to centre stage the importance of human resources, more than ever before. The purpose of human resource management (HRM) is to enable appropriate deployment of human resource so that the quality culture can maintain and satisfy the customers not only in national level but to in global level. In a competitive scenario, effective utilization of human resources has become necessary and the primary task of every organization is to identify, recruit and channel competent human resources into their business operations for improving productivity and functional efficiency. Emergency of trade blocks with the formation of different economic and political forums like European Union, North American Free Trade Association, Asia Pacific Economic conference and expanding role of World Trade Organization have now significantly changed the business environment in terms of competition / liberalization and open end marketing opportunity. Business environment become global business environment. Internalization of business now experts influence not only on labour markets and staffing requirements but also on HR practices. Multi domestic operations (MDOs), Joint Ventures (JVs) and strategic Alliance (SA) are common forms of business structures across regions. Changes in organizational structures, relationships with overseas operations, state – of – the art communications technology and global market now demand different HR approaches for managing MNCs. Globalization of business has probably touched the HR managers more severely than any other functional heads. The HR executives needs to give international orientation to what ever he or she does – employee hiring, training and development, performance…

    • 1912 Words
    • 8 Pages
    Powerful Essays
  • Powerful Essays

    In a highly competitive global economy where the other factors of production- capital, technology, raw materials and information, are increasingly able to be duplicated “the calibre of the people in an organisation will be the only source of sustainable competitive advantage available to US companies (J.L Laabs 1996). Therefore attention must be paid to and resources must be ploughed into the management of global talent to take the business forward. To do this attention must be paid to several areas, in particular to maximise long-term retention and use of international cadre through career management so that the company can develop a top management team with global experience and to develop effective global management teams (Deresky 2006).…

    • 3004 Words
    • 12 Pages
    Powerful Essays
  • Powerful Essays

    Talent Management

    • 2240 Words
    • 7 Pages

    3- Global Talent Risk -Seven Responses, by the WEF in collaboration with the Boston Consulting Group…

    • 2240 Words
    • 7 Pages
    Powerful Essays