摘要
人力资源管理和管理决策是公司管理的核心管理内容。因为公司之间的竞争是人才的竞争，现代公司对人才的竞争归根到底也是人力资源的竞争。管理决策的实质深植于文化中，深受文化价值观的作用。文化价值观的异同作用管理者的价值取向，进而作用人力资源管理和管理决策。
本文旨在从现有的对中美公司人力资源管理和管理决策模式的比较的相关观点和文化价值观维度出发，对中美两国公司管理模式中的人力资源管理和管理决策进行比较略论。本课题基于霍夫斯泰德的文化价值观维度中的个人主义、权势距离和克鲁孔和司楚贝克的中国文化价值观分类中的人际联系价值取向，英语论文网站，并结合现有的文献，讨论中美公司在人力资源管理和管理决策方式的区别，以期对中美合资公司以及其他与其他与中美相关的合资公司和跨国企业的发展提供借鉴。
通过比较略论，受人际联系价值取向和集体主义的作用，中国国有公司的裙带联系在人力资源管理上是一个很明显的特点，薪资模式一般是岗位工资制。受个人主义的作用，在美国，公司员工流动性很大，美国公司可以在一个活跃的人力市场中招聘到所需人才，薪资模式一般是能力工资制。受个人主义和权力距离的作用，英语论文范文，中美管理决策方式存在以下区别：中方管理决策过程缓慢，实施迅速，但是责任不明确，参与度低于美方。美方管理者有着更为明确的责任制且决策更为迅速。
关键词：文化价值观, 人力资源管理，管理决策方式, 中美公司
Abstract
Human resources management and managerial decision-making is the core contents of enterprise management. Because the competition of enterprises is actually the competition of talents. And the competition of modern business enterprises for talents is just the competition of human resource after all. The essence of managerial decision-making lies in culture and is deeply influenced by cultural values. Thus, the differences of cultural values influence the value orientation of managers, and further influence human resource management and managerial decision-making.
Based on the existing literature in human resource management and managerial decision-making, this paper aims to make a comparison of the human resource management and the managerial decision-making style between Chinese and American managers from cultural value dimensions. According to the individualism and power-distance in Hofstede’s (2017) dimensions of culture and the relational orientation in Kluckhohn and Strodbeck’s (1961) classification, there will be the differences of the human resource management and managerial decision-making. This may provide some references for the managerial decision-making of Sino-US joint ventures and also some other joint ventures and multinationals as well.
The findings of the study are: Being influenced by cultural values of collectivism and relational orientation, the nepotism seems to be common in the selection of new employees and the wage system is post-based system in Chinese enterprise. Being influenced by individualism, the employees are highly mobile and the American enterprise can recruit the necessary talent from the active labor market. The wage system in American enterprise is competency-based system. Being influenced by cultural values of Individualism and Power Distance, there are differences of managerial decision-making style between China and America. The Chinese way of decision-making has a slow process and a quick implementation, but the responsibility is not clear. American managers have a more clear responsibility and quick decision-making.
Key words: cultural value, human resource management, managerial decision-making, Chinese and American enterprise
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