文档介绍：对外经济贸易大学
硕士学位论文
在华韩资企业人才本土化研究
姓名:高慧斌
申请学位级别:硕士
专业:工商管理
指导教师:马春光
2010-08
摘要
从 1992 年中韩建交以来,韩资企业大量涌入中国,随着这些企业的快速发展,
原来依靠大量母国派遣人员的做法就变得不经济,另外经营管理不能本地化也成为
制约企业进一步发展的瓶颈。
本文主要以案例的形式对韩资企业在最近十多年的人才本地化过程进行了分析
和研究。并对一些成功的案例进行标杆分析,最终为韩资企业人才本地化提供一些
可借鉴的经验和教训。
论文第一部分主要介绍韩资企业在中国的发展历程及目前经营状况。并着重介
绍了以三星、LG 为代表的一批优秀韩资企业的在华发展经历及企业经营现况。未来
韩资企业在中国仍然有很好的发展前景。
论文第二部分首先介绍了韩资企业特有的文化背景及企业管理架构,同时着重
介绍了韩资企业在华经营过程中人才本地化的经过。由初期的大量派遣母国人员到
试探性地采用本地人才,直到后来的大力推广使用本地管理人才及失败的经过。
论文第三部分以港台日资及欧美企业作为横向比较的对象,通过与标杆企业的
对比分析,得出韩资企业实行人才本地化失败的根本原因。
最后,在分析比较的基础上得出一些在华韩资企业要推行人才本地化的经验和
要吸取的教训,同时给出一些建议。
关键词:韩资企业,人才本地化,研究
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ABSTRACT
Many Korean enterprises ran into China since Sino-Korea established diplomatic
relations in 1992. It es more and more uneconomical of sending many expatriate
employees abroad panies are growing so rapidly. Also it is a bottle-neck for
developing businesses when management is not localized.
In the thesis, I did some research on top management localization of Korean
enterprises in china based on many cases. Also thesis gives some useful experience and
valued suggestion after doing parison with the panies.
The first part of this paper briefly goes though the developing of Korean enterprises
in China and their situations, including some essful enterprises, such as Samsung
electronics China and LG electronics china. Also many economists believe many Korean
enterprises will have a good foreground in China in the future.
The second part introduces some corporate culture and management frame in a
pany, especially the whole process of top management localization in China,
that is: at first, many expatriate employees were sent to China, then trying and testing, at
last trying to localization but failed.
The third part draws a conclusion why the panies are failed in
management localization in China using benchmarking to the essful cases.
At the end, thesis gives some useful experience and valued suggest