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LIST OF CONTENT
chapter 1 introduction 1
1.1 Aim and objective 2
1.2 Sub objective 3
1.3 Structure of this dissertation 4
1.4 summary 5
chapter 2 Literature Review 5
2.1 Definition of strategy human resource management 5
2.2 Model of international strategy HRM 8
2.3 the strategic role of HR as a business leader of the organization 10
2.4 Strategy human resource management objective development 12
chapter 3 The theoretical framework of the strategic human resource management of MNCs 17
3.1 the definition and concept of strategic human resources management 17
3.2 The theoretical framework of strategic human resource management 19
3.3 the core mission of strategic human resources management 20
3.4 strategic human resource management model and the implementation process 22
chapter 4 the basic method of strategic management of human resources 23
4.1 the design method of strategic human resources management objectives 23
chapter 5 case study: comparison with the human resources management of large multinational companies between China and South Korea 30
The human resources management of large multinational corporations in China and South Korea are subject to the Confucian tradition, values and behavior normal, but there are different between them because their characteristics of social and cultural environment are different. In this chapter, we take Haier Group and LG Group of Korea as example, analysis and compare with similarities and differences of the staff training, performance appraisal, staff promotion to provide the experience for multinational corporations how to effective allocate the human resources in different circumstances(Ak Yeung, 1997). 30
chapter 6 conclusion 47
Questionnaire 48
Reference 49

chapter 1 introduction
Not too long ago, whenever the company needs to fill any vacancies, it would usually get the staff to recommend friends or relatives to fill that vacancy. At that time, that is usually all that they would do. Besides that, it would be record keeping and salary payment and/or recommendation. Then, it was only known as the Personnel Department. With the constant development of the function of the department and the research of many authors, the progression has seen the development to the current situation, now commonly known as the Human Resource Management. With due respect and inference to these numerous literature, it is noted that Human Resource Management has now become a key factor for many an organization’s competitive advantage over the others competitors.
It have been noted that the competitive edge these organization have over their competitors are not only short term, but rather, with proper management of the human resources, it can be very long term.
Where it is now recognized that many organization make or break with proper staffing of their organization, the function of human resources have even evolve further. HR managers now seek proper strategy for the marriage of the function for the long-term competitive development towards the company’s strategy. With China’s Multi-N本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。