| Titre : |
What optimization should Chinese companies adopt to develop international talent |
| Type de document : |
Mémoire |
| Auteurs : |
Xiangshu WANG, Auteur |
| Année de publication : |
2022 |
| Importance : |
48 p. |
| Note générale : |
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| Langues : |
Anglais (eng) |
| Mots-clés : |
Management
EMBAUCHE ; INTERNATIONAL ; MANAGEMENT INTERCULTUREL ; MOBILITE INTERNATIONALE
Entreprise
TALENT GROUP
|
| Résumé : |
International talent development is a currently hot topic for Chinese companies. With the
encouragement of policies, Chinese companies headed by large state-owned companies are
accelerating their overseas business expansion. Aon Hewitt found an obvious shortcoming for Chinese companies to deal with the talent challenge after providing some Chinese
companies with global human resources solutions. It takes a long time for companies to expand overseas from implementation to profitability and the development of international
talents is a continuous process.Therefore, this dissertation considers factors such as foreign language ability, overseas experience, cross-cultural training, etc. First put forward the hypothesis, through the approach of questionnaires, regression analysis, etc. The survey participants (N=219) were employees or interns of Chinese companies mainly in first-tier cities in China, to verify each factor impacts on three main research questions of international talent recruitment, training
and improvement, and talent retention. Discover the development trends and deficiencies of international talents in Chinese companies and put forward reasonable optimization suggestions. Results of the analysis show that in the development of international talents, the development of overseas business projects has always played a role in promoting each
link. The advantages of employees' overseas work experience are lack of fully utilized in recruitment, cross-cultural training has a significant effect in talent training, the rigid
working environment is better to be replaced by a flexible multicultural workplace environment to improve the enthusiasm of employees to stay and realize self-value in the
company. Chinese companies have invested a lot in the development of international talents and have taken practical actions, which has obviously improved the opportunities for employees to participate in short-term or long-term expatriate assignments. No matter what international talent development strategy does a company formulates, it should take the
overall strategic goal of the company as the fundamental purpose and continuously make optimization around the overall goal. |
| Programme : |
MSc Human Resources Consulting |
| Permalink : |
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Ajouter le résultat dans votre panier Faire une suggestion Affiner la rechercheHow can companies effectively retain their global talent and reduce repatriation failure ? / 2023
Gestion internationale des ressources humaines / PARIS : DUNOD (2018)
