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As the process of world economic globalisation has accelerated, the strategy human resources management (HRM) becomes more and more important in multinational organisation. There are also different strategies in human resources management (HRM), companies can apply one of the three different approaches to managing and staffing their subsidiaries (Francesco, Gold, 1998): Ethnocentric, Polycentric and Geocentric or global. Usually, the home country practice prevails with ethnocentric approach to its HRM.
随着世界经济全球化进程的加快，战略人力资源管理（HRM）对于跨国企业来讲越来越重要。人力资源管理（HRM）也有很多不同的战略，公司可以应用以下三种方法管理人员所属子公司（弗朗西斯科，金，1998）：种族中心主义，中心和地心或全球。通常，国内流行的人力资源管理实践与种族中心主义方法。

 
Companies take ethnocentric approach to their HRM, they attempt to impose their home country methods on their subsidiaries, and they use home country employees (home employees) for such key positions as senior managers, high-level professionals, and technical specialists. Taking ethnocentric approach to HRM by the company has some advantages, but also takes some disadvantages to the company. In this essay, some related theories and examples would be given to support my views. And I will give some recommendations to improve HRM of the company.
公司采取的种族中心主义的方法进行人力资源管理，他们试图在他们的子公司实施本国的方法，他们聘任本国员工（员工回家）作为高级经理、高层次人才，技术专家等关键职位。公司采用以种族中心主义的人力资源管理方法有一定的优势，但对于公司也存在一些缺点。在这篇文章中，分析了相关的理论和实例，可以支持我的观点。我会给一些建议，以提高公司的人力资源管理水平。

 
In following paragraphs, first, there is description of some advantages of taking ethnocentric approach to HRM. Then, talk about the disadvantages from five aspects. By compared advantages with disadvantages to prove my opinion.
 
The multinational organisation takes ethnocentric approach to its HRM will help the company to complete the initial establishment and improve the management and vertical development when the company decided to develop its oversea company. Fristly, employees come from home company, who were familiar with the company’s culture and management, who could use as a bridge between parent company and subsidiary company, could ensure the business and management practices transfer and Communicate. In the early stage of the development of overseas business, employees of subsidiaries also lack of understanding on the business and give more hope to the headquarters as the business has just started. In this time, the company takes ethnocentric approach to HRM is conducive to the subsidiary's direct control from parent company (Jin Zhan-min, 2004), such as the Walt Disney Company.
 
Secondly, home employees are all on key positions, such as high-level professionals, senior managers, they would closer control and coordination of international subsidiaries rather than employees from subsidiaries. Such as Corpartion Caterpillar. The company is one of the world's largest construction machinery and mining equipment manufacturers, gas engines and industrial gas turbine manufacturer, manufacturer of diesel engines, which was founded in 1925. Starting from the establishment of companies, Starting from the establishment of the company until the early 80s of the 20th century, the company took the ethnocentrism to the diplomatic personnel management policies in most key posts and got a largely success.
 
Thirdly, home employees all come from home company, this method would gives employees a multinational orientation th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。