There are two main purposes for multinational corporations to pursue the world integration of their transnational business. One is to control their diplomatic activities, but to coordinate the activities of their own companies. The global integration of human resource management means that multinational corporations try to control the human resource management policies and practices of their subsidiaries in various countries and ensure the coordination of these policies and practices of their subsidiaries.
For the human resource management methods of multinational corporations, I have the following three suggestions:
1. The integration mechanism based on centralization endows the subsidiaries with decision-making autonomy in human resource management. The headquarters of multinational corporations have a comprehensive understanding of human resource management issues, and hope that the human resource management strategy of subsidiaries is consistent with that of the headquarters. However, according to the local political, cultural, economic, technological, environmental and other factors of the subsidiary, the subsidiary has a certain power to independently formulate management policies.
2. Strengthen the publicity and implementation of the company's characteristic culture among employees and maintain the overall consistency of the culture between the headquarters and subsidiaries. Strengthen the construction of employees' sense of identity and belonging.
3. The head office and its subsidiaries shall maintain consistent working procedures, rules and policies to standardize the organizational processes of the head office and its subsidiaries. It is conducive to the horizontal coordination of the enterprise's global human resources management, and the work is more convenient for the docking and implementation of companies around the world.
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