加拿大麦吉尔大学论文代写：人力资源政策
加拿大麦吉尔大学论文代写：人力资源政策
作者是正确的，他建议实施战略性人力资源政策及其后续成果。战略性人力资源政策的实施是非常必要的，因为它关注当地的进展。但是，由于母公司和本地及外国子公司的目标可能不同，因此需要更加仔细地审查国际人力资源政策和战略性人力资源政策。除了外国子公司需要采取的政策可能不会与母公司的人力资源政策相似。例如，由于文化差异和对工作的看法，员工对某一级别的参与度可能会受到外国公司的限制。国际母公司的战略可能需要一套可能无法在中国工作文化中强制实施的工作模式，这可能会对子公司的进展产生阻碍作用。还有人指出，文化差异影响着子公司的进展，并且不会按照父母的期望和预期增长（De Ceiri et.al，2006）。
加拿大麦吉尔大学论文代写：人力资源政策
国际母公司可能想要在某个国家销售某种产品，但该子公司建议中国可能需要本地产品，并采购当地原材料。这可能是非常困难的，或者国际母公司接受并潜入这种投资所需的资金。因此，母公司和外国子公司战略的一致性是两家公司注册进展的重要因素。因此，人力资源政策的应用和预期的后续结果大多容易实施，但母公司的战略目标和扩张战略必须考虑公司业绩的地方效应。通过应用人力资源政策的员工参与度是作者可能提出的建议，但除了人力资源政策之外，其绩效的各种参数也可能在决定公司进展方面发挥作用。
加拿大麦吉尔大学论文代写：人力资源政策
The author is right when he suggest implementing strategic HR policies and the subsequent results it can create. The strategic HR policy implementation is of utmost necessity because it is focussing on local progress. However, combing the international HR policy and strategic HR policy needs to be reviewed more carefully since the goals of both the parent company and the local and foreign subsidiary may be different. Besides the policy required to be adopted by the foreign subsidiary may not be similar to the parent company’s HR policy. For example, the employee engagement to a certain level may be restricted in foreign company because of culture differences and their perception of work. The strategy of the international parent may desire a set rule of working pattern which may not be able to be enforced in the Chinese culture of working, and this may have a stalled effect on the subsidiaries progress. It is also observed that culture differences have been affecting subsidiary progress and it does not grow as desired and anticipated by the parent (De Ceiri et.al, 2006).
加拿大麦吉尔大学论文代写：人力资源政策
The international parent may want to sell a certain product in a country but the subsidiary advises that the China may want a local product with local sourcing of raw materials. This may be very difficult or the international parent to accept and dives the funds required for such an investment. Thus the alignment of strategies of the parent company and the foreign subsidiary is an important element in registering progress for both the firms. Thus the application of the HR policies and the subsequent results expected are mostly easy to implement, but the strategic goals and expansion strategies of the parent company must consider the local effect of the company’s performance. The employee engagement through applying HR policies is a possible advice by the author, but the various parameters of their performance apart from the HR policies may also play a role in deciding the company’s progress.
