Adopting a common corporate language: IHRM implications
Adopting a common corporate language: IHRM implications
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采用共同的企业语言：IHRM 的影响
DOI：
10.1080/095851999340387
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发表时间：
1999
影响因子：
5.6
通讯作者：
L. Welch
中科院分区：
文献类型：
--
作者：
R. Marschan;D. Welch;L. Welch
随着公司的国际化和业务扩展到更多的国家，语言问题不可避免地出现。作为对多种语言运营和协调跨国劳动力的回应，公司可能会采用一种通用语言进行内部沟通。然而，与这种“语言标准化”和更广泛的人力资源考虑相关的挑战在现存文献中受到了有限的学术关注。因此，本文讨论了语言问题对一系列国际人力资源管理活动的影响，包括工作人员选拔、培训和发展以及国际外派。我们还根据人力资源考虑和语言能力强的员工的战略定位来探讨语言政策。从各种公司的例子中获得的见解表明，跨国公司依赖于短期和长期的人力资源响应来处理语言问题。分析还揭示了外籍人士作为语言学习者所发挥的关键作用。
As companies internationalize and expand their operations into more countries, language questions inevitably come to the fore. As a response to operating in many languages and co-ordinating a multinational workforce, companies may adopt a common language for internal communication. However, the challenges associated with such a 'language standardization' and the broader HR considerations have received limited scholarly attention in the extant literature. This article addresses, therefore, the implications of language issues for a range of international HRM activities, including staff selection, training and development, and international assignments. We also explore language policies in the light of HR considerations and the strategic positioning of language-competent staff. The insights gained from various company examples demonstrate that multinationals rely on short-term and long-term HR responses to deal with the language issue. The analysis also reveals the critical role played by expatriates as lang...