Abstract:The problem intended to solve in this paper is what HRM practices and policies Carrefour has taken, taking into account the specific characteristics of the Carrefour, and a number of fine aspects of these investigations can be applied to Chinese enterprises. The approach adopted to work out the problem is to discuss Carrefour’s human resource management and compare Chinese enterprises’ human resource management with Carrefour’s. The results obtained in this research include that the key of human resource management is talents management and Chinese enterprises can learn personnel training from Carrefour. The concrete theory is that international enterprises could avoid culture conflict resulting from cultural differences, reduce negative influence to the least through taking cross-cultural human resource management effectively.
Key words: Carrefour; human resource management; cross-culture
CONTENTS
Abstract
中文摘要
1. Introduction1
2. Literature Review ..2
2.1 Research Situation
2.2 Definition of Cross-culture
2.3 Relations between Cross-culture and Carrefour Enterprise
3. Characteristics of Carrefour’s Human Resource Management.4
3.1 Staffing
3.2 Employee Training
3.3 Performance Appraisal
3.4 Compensation
3.5 Labor Relations
4. Influence of Carrefour’s Human Resource Management on Chinese Enterprises8
4.1 Characteristics of Chinese Enterprises
4.2 Benefits Learning from Carrefour’s Management
5. Conclusion10
Bibliography.11
Acknowledgements..12
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