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1 Introduction介绍

近年来，在世界经济全球化的背景下，人力资源已成为发生频率最高的词语之一。作为一种看不见的生产力，人力资源已经成为经济竞争的重要组成部分。 现在，随着跨国公司的迅速发展，跨国公司的人力资源管理对其发展和壮大起着举足轻重的作用。然而，由于全球经济一体化的快速发展趋势，人力资源管理面临着各种严峻挑战。因此，人力资源管理的发展和开发必须适应经济一体化发展的新特点和新趋势。In recent years, in the context of the globalization of the world economy, the human resources has become one of the highest frequency of occurrence words. And as an invisible productivity, the human resources has become an important part of economic competition. Now, with the rapid development of the multinational companies, human resources management in multinational corporations has a play role of their development and growth. As a result of the rapid development trend of global economic integration, however, Human Resource Management is facing a variety of serious challenges. Therefore, their development and exploiting must be adapted to the new features and a new trend of the development of economic integration of the human resource management.

2 Theories and Changing of HRM and Organisational Behaviour 2理论和人力资源管理和组织行为的改变

1954、Peter Drucker介绍了在管理实践中的人力资源的概念。他指出，与其他所有资源相比，人力资源与人力资源的区别仅仅在于人，这是一种特殊的资产管理者必须考虑的问题。

In 1954, Peter Drucker introduces the concept of human resources in Management Practices. He pointed out, compared with all other resources, what the human resources difference from them only is the people, which is a special asset managers must consider.

The theory and practice of human resource management in multinationals is from human resources management to strategic human resource management, and then to strategic international human resource management. Whether tangible resources will be lost or intangible ones due to many factors, eventually, they will lead to the loss of competitive advantages of the multinational companies. However, human resource management is different, which is valuable, scarce, imitated difficultly and irreplaceable(Lado and Wilson 1994; Wright et al. 1994). It depends on the experience of a enterprise and is deeply rooted in the corporate culture and social rules, which is a unique process on attracting, training, motivating, evaluating and compensating the human resources in an enterprise. And it is consistent with the corporate strategy so as to lead staffs to higher productivity to form an enterprise unique resources or advantage.

3 The Challenges of HRM Multinational Companies Facing 
3.1 Global economic integration and the cross-culture
3.2 Configuration of human resources
4 Adaptable Strategies with Multinational Companies Human Resources
4.1 Cultural integration 
4.2 Strength foreign training
4.3 The localization of talents strategy 

5 Conlusion总结

With the rapid development of the global economic integration, multinationals also rapidly develop. And the human resources management strategy plays an increasingly important role in the development and expansion of multinational corporations. Consequently, the studies and discussion on human resources management strategy have important theoretical and practical significance, which are not only conducive to the multinationals own development so as to promote the improvement of the level of the world economy but also raising the level of human beings.

Reference
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