澳洲代写论文

澳洲南十字星大学论文代写:跨国企业

澳洲南十字星大学论文代写:跨国企业

在这项研究中,澳大利亚企业在中国吸引,发展和留住人才面临的问题和挑战。根据这项研究可以说,由于需求旺盛,企业在中国经营所需人才供不应求,存在差距。文章中确定的对中国业务有利的一些因素包括聘请中国公民担任高级职务,因为这些官员的联网使公司受益。为了这个目的,海外华人回国人员,学生或工人可以为此目的就业,但难以保留,因为这些人的心态和价值观与企业的起源国有很大的不同。此外,该公司雇用的母亲国家(PCN)发现在中国环境中难以调整,从而对业务造成巨大的影响。另一个重要的一点是,中国人更加重视薪酬而不是工作文化和非货币利益,而企业的地理位置也影响到了保留(Chen和Francesco,2000)。这就是说,在三级城市,而不是一级城市,更容易保留人,因为那里有很少的选择(Melvin,2001)。因此可以说,中国人的心理学是通过这些跨国企业提供的薪资的中心重点,从跨国企业获得更多的心理。然而,中国人民所做的努力水平却是巨大的,可以说是艰苦的工作。因此,中国员工不能接受这种做法,因此可以考虑增加非货币性福利的价值。文中已经指出,非货币利益是西方管理技术在中国可能不成功的。因此,西方国家和澳大利亚跨国企业的这种差异也导致了非中国企业人才的低保留。

澳洲南十字星大学论文代写:跨国企业

In this study issues and challenges faced by Australian enterprises in attracting, development and retention of talent in China. Based on this study it can be said that there is gap due to huge demand and the supply is low of the talent that the enterprises require for their operation in China. Some of the factors that have been identified in the article that can be quite beneficial for the business in China include employing the Chinese nationals in senior positions as the companies are benefitted by the networking that is done by these officials. For this purpose overseas Chinese returnees, students or the workers can be employed for this purpose but it is difficult to retain them as the mindset and values of these people is quite different from that of the country of origin of the enterprises. Further the Parent Country Nationals (PCN) employed by the company found it difficult to adjust in Chinese environment and thus this resulted in huge impact on the business. Another important point is that the Chinese people put more emphasis on compensation rather than work culture and non monetary benefits, Further the geographical presence of the enterprises also impacted the retention (Chen and Francesco, 2000). This is to say that it is easier to retain people in Tier III cities rather than Tier I cities as there are fewer options that are available there (Melvin, 2001). Thus it can be said that the psychology of the Chinese people is to gain more from the MNEs by having central focus of the salaries offered by these MNEs. However the level of effort that is been put by the Chinese people is huge and thus can be considered to be hard worker. It can thus be considered to add value to the non-monetary benefits although such practices are not acceptable by the Chinese employees. It has been stated in the article that non monetary benefits are the western management techniques which may not be successful in China. Thus such differences in Western countries and also of Australian MNEs also result in low retention of talent by non Chinese enterprises.