文化冲突是影响华为的关键人力资源方面之一。华为作为一家跨国公司，客观存在着公司内部的文化差异，必然会在企业中引起文化冲突。随着全球一体化进程的加快，华为等跨国企业的人力资源流动速度不断加快，这种文化摩擦将日益加剧，并逐渐体现在跨国公司的内部管理和外部运营中，导致跨国公司丧失市场机会，组织结构效率低下，使全球战略的实施陷入困境。因此，本文将试图通过人力资源管理实践来说明华为如何解决这一问题，并更好地为其更光明的未来发展。华为在成功实现跨国发展的同时，在人力资源管理方面也遇到了很多挑战。华为的跨国管理实践表明，影响跨国管理的一个重要因素是，不同文化背景的人在价值取向和行为上的差异导致了不同的文化冲突。如何实现文化的吸收与融合，成为华为在跨国经营中不断解决的问题。
新西兰人力资源作业代写:华为人力资源
Cultural clash is one of the key human resources aspects that affected Huawei. Huawei as a multinational company, the objective existence of the company’s internal cultural differences, is bound to cause cultural conflicts in the enterprise. As the process of global integration accelerates and the flow of human resources in multinational enterprises like Huawei continues to accelerate, this cultural friction will increase day by day and gradually begin to manifest itself in the internal management and external operation of transnational corporations, resulting in the loss of market opportunities for transnational corporations and the inefficiency of the organizational structure and make the implementation of the global strategy in trouble. Therefore, this essay will attempt to demonstrate how the Huawei can solve this problem and develop better for its brighter future using human resources management practices.While Huawei successfully achieved its trans-national development, Huawei also encountered many challenges in its human resources management. The transnational management practice of Huawei shows that one of the important factors that affect transnational management is that various cultural conflicts arise from the differences in value orientation and behavior among people from different cultural backgrounds. How to realize the absorption and integration of culture has become a problem that Huawei constantly solves in transnational management.
