Bibliographic record
Abstract
Since China become a magnet for foreign direct investment (FDI), more and more TNC (transnational companies) filiales have operated in China and expatriates increasingly, which has driven expatriate management undergone dramatic changes in the past five years. The traditional expatriates management that focus on the developed countries and the individual expatriate has changed greatly. The areas of the expatriate management are now more on the developing country (like China) and the organization level of expatriate management. This paper collects some dates that derived from 11 investigate reports, first indicates the different of expatriates management between developed vs developing countries and concludes 7 changes in the expatriate management in China: 1)the destination of oversea relocating; 2)expatriates long-term/Short-term assignments; 3)expatriate jobs; 4)the sizes of expatriate；5)the relocating model; 6)the cross culture of training; and 7)Expatriate compensation diversifying. Key Words: expatriate management, cross culture management, Human resource, trend Resume: Avec le developpement profond de la mondialisation economique , la connotation de la gestion du personnel envoye a l’etranger dans les societes transnationales a beaucoup evolue depuis ces 5 dernieres annees . Depuis longtemps , la recherche de la gestion du personnel envoye a l’etranger s’est concentree principalement sur le micro-aspect individuel des employes envoyes aux pays developpes , telle que l’adaptabilite interculturelle des individus , alors que l’on s’interesse beaucoup moins a la gestion du personnel envoye dans les pays en voie de developpement , ce qui est insuffisant pour notre connaissance des traits de la gestion et de la tendance du developpement du personnel envoye a l’etranger dans les societes transnationales . Base sur les donnees revelees dans les 11 enquetes et les recherhes representatives sur le personnel envoye a l’etranger a partir de l’an 2000 , ce texte expose pour la premiere fois la question de la difference de la gestion du personnel envoye a l’etranger et fait un bilan bref sur la tendance d’evolution de la gestion du personnel envoye a l’etranger dans les entreprises transnationales qui se siegent en Chine sous sept aspects suivants : 1 , evolution de categorie des pays 2 , evolution quantitative du personnel 3, evolution de poste du personnel envoye a l’etranger 4, evolution de temps 5 , evolution de modele 6 , evolution de formation du personnel envoye a l’etranger 7 , pluralisme du renumeration du travail du personnel envoye a l’etranger . mots-cles: personnel envoye a l’etranger, gestion interculturelle , gestion des ressources humaines , tendance du developpement 摘要：隨著經濟全球化的縱深發展，最近 5年西方跨國公司外派人員管理的內涵已經發生了很大的變化。長期以來,對外派人員管理的研究主要集中在到發達國家工作的外派人員和外派人員個體微觀層面，例如個體跨文化適應性等，而對外派到發展中國家和企業組織層面的外派人員管理則很少涉及 ,這對於人們認識跨國公司外派人員管理特徵和發展趨勢顯然是不夠的。本文以 2000年以來的 11個有代表性的外派人員調查報告和研究所披露的資料為基礎，首次提出了外派人員管理差異性問題，並從 1) 外派國別類型的變化；2) 外派人員數量規模的變化；3）外派人員職務類型的變化； 4）外派時間的變化； 5）派駐模式的變化； 6）外派人員培訓內容的變化； 7）外派人員勞動報酬多元化等七個方面簡要總結了在華跨國公司外派人員管理的變化趨勢。 關鍵詞：外派人員；跨文化管理；人力資源管理；發展趨勢
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.000 | 0.001 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.002 |
| Science and technology studies | 0.002 | 0.001 |
| Scholarly communication | 0.001 | 0.001 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.002 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".