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首页> 外文期刊>The international journal of human resource management >Analysis of Korean expatriate congruence with Chinese labor perceptions on training method importance: Implications for global talent management
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Analysis of Korean expatriate congruence with Chinese labor perceptions on training method importance: Implications for global talent management

机译：分析韩国人与中国劳工在培训方法重要性上的一致性：对全球人才管理的启示

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摘要

As Korean multinational firms continue to increase their investment in China in enhancing their productivity through improving talent management and overall global knowledge management efforts, it has become increasingly important to provide effective training for local Chinese workers. Whereas for optimal effectiveness, training should be adapted to the learning approach needs of local recipients, forces within our global context provide convergent and divergent pressures affecting the fit between multinational and host country workforce perceptions on training approach appropriateness. A questionnaire assessing perceptions regarding the importance of various methods for conducting training for Chinese employees in the People's Republic of China (PRC) was completed by 67 Korean expatriates and 202 Chinese host country national employees representing the voice of lower-level Chinese labor (working for both the US and Chinese firms from three major cities in China). Results revealed a significant difference between the Korean expatriates and PRC workers on a majority of the survey measures, particularly those related to training relevance, feedback, supportive climate and transfer of training. However, both Korean expatriates and Chinese employees demonstrated congruence in the two major training dimensions of 'link to career success' and 'learner control'. Implications of these results for Korean and other multinational firms are discussed in the broader context of global talent management and international knowledge management.
机译：随着韩国跨国公司通过改善人才管理和整体全球知识管理工作，继续增加在中国的投资，以提高生产力，为本地中国工人提供有效培训变得越来越重要。为了获得最佳效果，应使培训适应当地接受者的学习方法需求，而在我们全球范围内的力量会产生趋同和分散的压力，从而影响跨国公司和东道国劳动力对培训方法适当性的了解。 67位韩国外籍人士和202位中国东道国本国员工完成了一份问卷调查表，评估了对在中国（PRC）的中国员工进行各种培训的重要性的看法，代表了较低级别的中国劳工的声音（来自中国三个主要城市的美国和中国公司）。结果显示，在大多数调查措施中，尤其是与培训相关性，反馈，支持性气候和培训转移有关的措施，韩国侨民和中国工人之间存在显着差异。但是，韩国侨民和中国雇员在“与职业成功的联系”和“学习者控制”这两个主要的培训方面都表现出了一致性。在全球人才管理和国际知识管理的更广泛背景下，讨论了这些结果对韩国和其他跨国公司的影响。

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