INTERNATIONAL ASPECTS OF HUMAN RESOURCE MANAGEMENT OF TNCS IN THE CONDITIONS OF GLOBALIZATION
DOI:
https://doi.org/10.34132/pard2025.30.06Keywords:
globalization, transnational corporations, human resource management, personnel policy, intercultural interaction, European approach, American approach, Chinese approach.Abstract
The article examines the international aspects of human resource management of transnational corporations (TNCs) in the context of globalization of the world economy. The impact of globalization processes on the formation of modern models of personnel management is considered, and the main trends in the development of international HR management are outlined. Particular attention is paid to a comparative analysis of approaches to human resource management in European, American and Chinese corporations. It is determined that European TNCs are characterized by an orientation towards social responsibility of business, a high level of social partnership between the employer and employees, adherence to the principles of equality and inclusiveness, as well as the development of a system of professional education and advanced training. American corporations are characterized by pragmatism and a focus on results: the focus is on individual efficiency, a system of material incentives, talent management and a corporate culture of leadership and innovation. Instead, Chinese TNCs combine collectivist values with a centralized management model, where loyalty to the company, discipline, long-term labor relations and an emphasis on harmony between the employee and the team play a special role. The challenges faced by TNCs in the process of harmonizing local and global approaches to personnel management are analyzed, in particular the issues of cultural adaptation, communication, knowledge transfer and maintaining corporate unity. The role of digitalization and artificial intelligence in the formation of new human capital management strategies at the international level is considered. The results of the study can be used to improve the international personnel policy of TNCs, develop strategies for developing intercultural competence of managers, as well as increase the competitiveness of companies in the global environment.
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