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1、ABSTRACTInthispaperbyanalyzingJapanesecompaniesinvestinginChinatoenhancecompetitiveness,participatinginthecompetitionoftalents,researchbackgroundandmeaning,tocarryouttherelevantpracticeoflocalizationresearch,finallyputsforwardthedesignofspecificcasesscheme.
2、Thispaperoutlinestherelatedtheoryandcharacteristics,throughtheChineseandJapaneseculturedifferenceanditsanalysis.AcomparativestudyonthemodelofhumanresourcemanagementinChineseandJapaneseEnterprises:Firstofall,thelifetimeemploymentsystem,processsystem,employee
3、growthyearcolumnandusing,communica-tionanddecisionmaking,theadvantagesanddisadvantagesanddevelopmentofthehumanresourcesmanagementmodeofJapaneseenterprisesareanalyzed.Secondly,analysisChinaenterpriseexistinghumanresourcemanagementmodel.Finally,basedonthediff
4、erencesinthemodeofhumanresourcemanagementinJapanfromtheperspectiveofcorporatecultureandtheircausesareanalyzedandcompared.Next,analysisofthelocalizationproblemofJapaneseenterprisehumanresourcemanagement.Firstofall,theanalysisonthepresentsituationofhumanresou
5、rcesmanagementlocalizationofJapanesecompany.Secondly,comparativeresearchandforeigncompaniesinChinalocalizationofhumanresourcemanagementstatus.AnalysisofthecurrentsituationoflocalizationofhumanresourcemanagementinEuropeandAmericaenterprises.Basedonthediffere
6、nceofanalysisfromtheperspectiveofEuropeanandAmericanenterprise'shumanresourcesmanagementlocalization.Then,fromtheaspectsofstaffdevelopment,compensation,perfor-mance,culturalconflict,Japaneseenterprisehumanresourcesmanagementlocalizationproblemanalysis.Final
7、ly,twoaspectsfromlagofhumanresourceslocalizationhazardandtheimportanceofhumanresourceslocalization,analyzesthenecessityofJapaneseenterprisehumanresourcesmanagementlocalization.Finally,accordingtothecurrentsituationandproblemsofJapaneseenterprisehumanresourc
8、eslocalizationinChina,basedonanalysisofthecausesofculturaldifferencesleadtospecificexamplesthedesign.AccordingtotheJapanesecompany(Acompany)ofthepracticeschemeoflocalhumanresourcemanagement,Thedesignsc
