The Influence of the Cross-Cultural Factor on the Formation of a Human Resource Management System in International Companies

The active transformation of political, economic, social and cultural processes taking place in recent decades requires a significant restructuring of the management communications system, without which the effective functioning of business systems is impossible. This is especially true for international companies, as cross-cultural interactions are a high-risk area.

The complexity of cross-cultural relationships increases many times over when representatives of Western and Eastern cultures interact. This situation requires special attention to the formation of cross-cultural competence of managers working in international companies, which requires an active study of the specifics of cross-cultural factors that arise in the activities of joint corporations among the founders, in the interaction of company management and personnel, in the interaction of multicultural groups working on projects, and especially when negotiating representatives of companies belonging to different cultures. Today, Chinese business is present in 74 out of 85 regions of Russia and is represented in 696 different types of activities [2]. Large Chinese companies in the Russian Federation operate in the field of electronic commerce, production and sale of automotive and household appliances, oil and gas equipment.

Active interaction between Russia and China affects all aspects of the foreign economic activity of enterprises participating in this process. At the same time, a large number of management tasks related to the communications of Russian and Chinese specialists are being solved. In this regard, the influence of the cross-cultural factor on the formation of a human resource management system in Russian-Chinese communicative interactions is of great importance.

The author examines cross-cultural factors in the company. The article contains a description of the practice of national culture in the company.

National culture is a significant factor, it is it that determines the specifics of organizational behavior and development of the company, communication with employees and the style of interaction in the company.

In order to consider the cross-cultural factor in an organization, it is necessary to analyze organizational behavior in terms of cultural influence. Understanding the culture of organizational behavior gives an idea of ​​the right choice in matters of personnel management in the company. In this article, the author makes an attempt to analyze the basic principles of cross-cultural personnel management in international companies.

The article studies various sources of information, analysis of the information obtained, methods of analysis and synthesis, study and generalization, classification.