科研之友
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摘要
As Korean multinational firms continue to increase their investment in China in enhancing their productivity through improving talent management and overall global knowledge management efforts, it has become increasingly important to provide effective training for local Chinese workers. Whereas for optimal effectiveness, training should be adapted to the learning approach needs of local recipients, forces within our global context provide convergent and divergent pressures affecting the fit between multinational and host country workforce perceptions on training approach appropriateness. A questionnaire assessing perceptions regarding the importance of various methods for conducting training for Chinese employees in the People's Republic of China (PRC) was completed by 67 Korean expatriates and 202 Chinese host country national employees representing the voice of lower-level Chinese labor (working for both the US and Chinese firms from three major cities in China). Results revealed a significant difference between the Korean expatriates and PRC workers on a majority of the survey measures, particularly those related to training relevance, feedback, supportive climate and transfer of training. However, both Korean expatriates and Chinese employees demonstrated congruence in the two major training dimensions of link to career success' and learner control'. Implications of these results for Korean and other multinational firms are discussed in the broader context of global talent management and international knowledge management.
