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1、AbstractWiththeacceleratingofglobalization,moreandmoreforeignenterprisesbegintosetfootinChina.AmongallthemultinationalenterprisesthatestablishedtheirofficesinChina,Americanenterprisesareundoubtedlyplayingadominaterole.WiththedevelopmentofmultinationalenterprisesinChina,herecomec
2、ulturalbarriersandconflicts.Becauseoftheconflicts,culturaldifferencesbetweenChinaandU.S.becomeprominent,whichisnotonlyconsideredaninevitableproblemformultinationalenterprisestofaceanddealwith,butalsoahottopicineconomicfield.Thethesisadoptsthehumanresourcesmanagementinmultination
3、alenterpriseastheresearchobjective,andanalyzesthedifferentmanifestationsofcross-culturalhumanresourcemanagementinChineseandAmericanmultinationalenterpriseswiththeaidofHofstede’sculturaldimensiontheory,andthendiscoverstheunderlyingfactorsresultedinthedifferenceincross-culturalHRM
4、fromtheperspectiveofculturaldifferencebetweenChinaandU.S.WithZhengXiaoming’s5Pmodel,theauthorconcretelyanalyzesChineseandAmericanculturaldifferencesmanifestedindifferentperformanceofhumanresourcemanagementinChineseandAmericanmultinationalenterprises.Basedonthesedifferences,theau
5、thorputsforwardrelevantstrategiesinthefurtherdevelopmenthumanresourcesmanagementofChineseandAmericanmultinationalenterprises.Thefirstchaptergivesabriefintroductiontotheconceptofcross-culturalhumanresourcemanagement,appliedtheories,andreviewsdomesticandforeignstudiesonthesubject.
6、Inthesecondchapter,theauthoradoptsHofstede’sculturaldimensiontheorytocarrythroughacomparativestudyontheculturaldifferencesbetweenChinaandU.S.andthenpointsoutthatculturaldifferenceisaninfluentialfactorincross-culturalhumanresourcemanagement.Inthethirdchapter,onthebasisofZhengXiao
7、ming’s5Pmodel,acomparativeanalysisofdifferentHRMperformancesinChineseandAmericanmultinationalenterpriseismade.Thesedifferencesaremainlymanifestedinperception,pick,placement,professionalizationandpreservationofemployees.Thedeeply-rootedculturalfactorsbehindthemareanalyzed.Inthefo
8、urthchapter,strategiestonarrowthegapofculturald
