How can Chinese Executive Managers Deal with Globalization HRM Depending on Information Technology?

Abstract
After China's WTO entry, it becomes the most important issue for HR managers with multinational corporations, MNC in China that how to facing the worldwide talents competition and keep the health development of enterprise HR. On the other hand, the rapid developing information technology has take thorough changes in the decision method, management method and evaluation method of HR, HR informationalization turn out to be an important HR management tools for multinational corporations (MNC). Considering that, the thesis unfolds aimed at how to carry out globalization HR management under the context of complex and changeable international situation and increasing furious competition.
The thesis is comprised of the following parts:
Part Ⅰ First of all, giving introduction to HR management bottleneck in Chinese multinational corporations (MNC),including problems like development pressure brought for corporations'HRM( Human Resource Management) by multination corporation operation and application of information technology information; international talents "zero-distance" competition rooted from the globalization development of corporations; cross-culture conflicts(that is culture shock) challenges in globalization business for HR managers; how to make the HRM game rule go to international track; then the principle and settlement to globalization HRM with the aid of information technology.
PartⅡ HRM (Human Resource Management) play a role of improving work efficiency and freeing the management staff from busy personnel management and provide them more time to put more energy on the standardization of HR workflow, providing service objects ( managers and stuff) more value-added services, in addition to that, HRM( Human Resource Management) also provide self-service for corporations and staff.
PartⅢ Problems against the implementation of HRM informationalization, for instance, the problems including the cooperation problems among branches of an enterprise in various cities, the personnel preparation is not enough, HRMS should not be Over-depended; factors involved in the consideration of HRM information technology application. It should be a set of high efficiency, multi-functional and easy settlement plans that executive managers conduct globalization HRM( Human Resource Management) with information technology. Consequently, the factors that should be taken into consideration when choosing an information system mainly include: the system must be easy to run, good functions, open, flexible, intellectual and safe.
PartⅣ Conclusion: in the author's opinion, there may be risks to some extents to solve the globalization HRM bottleneck depending on information technology, but it is effective settlement on the whole.