华东经济管理
華東經濟管理
화동경제관리
East China Economic Management
2011年
6期
115~118
,共null页
跨国公司 外派人员 职业发展
跨國公司 外派人員 職業髮展
과국공사 외파인원 직업발전
multinational corporation; repatriates; career development
外派人员的成功外派经验对跨国公司实施全球发展战略和进行海外扩张至关重要，然而外派人员结束海外外派任务返回母公司后却离职现象严重，究其原因，大部分跨国公司没有为外派人员提供合适的职业指导和职业发展规划，外派人员很难再次融入母公司的文化氛围，出现了逆文化休克现象，导致外派人员的职业发展停滞的“高原”时期。外派人员的大量流失，为跨国公司带来了难以估量的经济损失，跨国公司也面临着人力资源管理的新的挑战。本文通过对职业发展的有关理论进行系统性的概括和提炼，从多维角度，对外派人员的职业发展问题进行系统地理论分析和归纳，结合外派人员的职业发展特点。对影响外派人员职业发展的个人因素、组织因素、环境因素和机遇因素进行分析与研究，提出跨国公司与外派人员双赢的职业发展模式。
外派人員的成功外派經驗對跨國公司實施全毬髮展戰略和進行海外擴張至關重要，然而外派人員結束海外外派任務返迴母公司後卻離職現象嚴重，究其原因，大部分跨國公司沒有為外派人員提供閤適的職業指導和職業髮展規劃，外派人員很難再次融入母公司的文化氛圍，齣現瞭逆文化休剋現象，導緻外派人員的職業髮展停滯的“高原”時期。外派人員的大量流失，為跨國公司帶來瞭難以估量的經濟損失，跨國公司也麵臨著人力資源管理的新的挑戰。本文通過對職業髮展的有關理論進行繫統性的概括和提煉，從多維角度，對外派人員的職業髮展問題進行繫統地理論分析和歸納，結閤外派人員的職業髮展特點。對影響外派人員職業髮展的箇人因素、組織因素、環境因素和機遇因素進行分析與研究，提齣跨國公司與外派人員雙贏的職業髮展模式。
외파인원적성공외파경험대과국공사실시전구발전전략화진행해외확장지관중요，연이외파인원결속해외외파임무반회모공사후각리직현상엄중，구기원인，대부분과국공사몰유위외파인원제공합괄적직업지도화직업발전규화，외파인원흔난재차융입모공사적문화분위，출현료역문화휴극현상，도치외파인원적직업발전정체적“고원”시기。외파인원적대량류실，위과국공사대래료난이고량적경제손실，과국공사야면림착인력자원관리적신적도전。본문통과대직업발전적유관이론진행계통성적개괄화제련，종다유각도，대외파인원적직업발전문제진행계통지이론분석화귀납，결합외파인원적직업발전특점。대영향외파인원직업발전적개인인소、조직인소、배경인소화궤우인소진행분석여연구，제출과국공사여외파인원쌍영적직업발전모식。
Successful work experiences of repatriates in host countries is vital for multinational corporations to match up with the global development strategy and the rapid expansion of international business. However, dimission rate of repatriates is extraordinarily high after they have returned from international assignments. The studies show that this is due to multinational corporations disfaeilitate effective career consultation and development plans for repatriates. It is difficult for expatriates to assimilate back into the euhure of the headquarters environment. As a result, reverse culture shock occurs leading to stagnation of repatriates＇career development. Multinational corporations spend a large number of uncountable costs and face new challenges from human resources management due to the high rate of repatriates＇ dismission. This paper summarizes and extracts systematically of the literatures concerning career development, from the diversity point of view, analyzes and concludes systematically the theories of repatriates＇ career development, with the integration of features to repatriates career development, analyzes and researches factors influencing repatriates career development including personal, organizational, environmental and opportunity factors in order to establish win - win career development model for the multinational corporations and repatriates.
