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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/98009

    Title: A Framework for Human Resource Strategies Applicable in Different International Situations: A Contingent Perspective
    Authors: Chen, Hai Ming;Chang, Che Cheng
    Contributors: 淡江大學管理科學學系
    Keywords: human resource strategy
    Date: 2014-05-17
    Issue Date: 2014-05-18 14:26:18 (UTC+8)
    Publisher: New Taipei City: Tamkang University
    Abstract: Through international operations, firms can also accumulate management knowledge and experience to reduce operating risk and uncertainties, increase profits from an expanded market and deepen their involvement in foreign markets to better react to global competitions, domestic market saturation, and the need for diversification. Thus, internationalization has become the most crucial business strategy adopted by firms around the world to maintain advantages over competitors in an intensified competitive business environment. Enterprise internationalization has been a critical research topic in international business and strategic management. Since 1990, international human resource management has been regarded as the essential factor that affects the operation of international businesses. It even played different roles in the process of internationalization and the effects of human resource management depend on the fit between the human resource strategies and the internationalization developmental process.

    However, the primary challenge in international human resource management is resolving the dilemma between global integration and local responsiveness. To cope with environmental changes, enterprises should have well-designed human resource strategies to gain competitive advantages. From the viewpoint of contingency theory, this paper attempts to develop a human resource strategy framework that derives four types of human resource strategies consisting of undertaking human resource strategy, live-staking human resource strategy, export human resource strategy and grafting human resource strategy to correspond different internationalization situations. Furthermore, this framework corresponds to four multinational enterprises in Taiwan through in-depth interviews. The research result enables human resource strategies that fit with the different internationalization situations more and to improve overseas operational performance and achieve international goals efficiently.
    Relation: Proceedings of the 2014 International Conference in Management Sciences and Decision Making=2014年管理科學與經營決策國際學術研討會論文集
    Appears in Collections:[管理科學學系暨研究所] 會議論文

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