关于外派员工外文翻译第二次

毕业设计（论文）

译文及原稿

译文题目一在中国的外派人员：改变包装

原稿题目一Expatriates in China: Changing the Package

原稿出处一Hayet Sellami. Expatriates in China: Changing

the Package [J]. China International

Business,2005(6）：20-21

译文题目二Cultural intelligence: individual interactions

across cultures

原稿题目二外派人员文化适应维度：一个回顾

原稿出处二Mark Mendenhall, Gary Oddou.The dimensions of expatriate acculturation: a review [J].The Academy

of Management Review, 1985(10):39-47

在中国的外派人员：改变包装

外派人员需求

跨国公司总是依靠外派的高管来带领他们的部门来组织商务扩张。外国企业从他们的公司总部来选择外派员工是因为他们代表着公司总部和当地市场的一座桥梁。“我被选中成为外派员工是因为我有在海外扩展业务的经验，而且我能快速地适应多样性，”雪拉•莱斯特•史密斯，亚洲地区摩托罗拉正式的副总裁。翰威特分析了2004年的外派员工年薪指出工资很高，包装很吸引人。一个国家层面的管理主管每年会有二十五万美元到三十万美元的工资，然而高层管理会有五十万美元工资甚至更多。“工资也包括了奖金和补偿，例如免费住房和安排孩子上学和工作，”斯特拉•侯说。

据翰威特说，中国的外派员工数量在增长而且也包括了西方的外国人在增加和亚洲的邻国。“现在已经难以定义到底什么是外派人员，因为在中国外派人员有各种类型。我们没有一种能概括所有的类型，”侯说。亚太区域的外派人员人口代表了百分之五十五点六中国的招聘渠道。“中国亚太区总部一直在持续的转移。中国跨国公司数量在增长而且公司把他们的员工送到国外去确认他们的企业发展情况，”侯补充说。

中国人派回从海外学习过的外派人员来填补缺少资历深的人的现象。在中国工作或学习能比在西方国家获得更多的职业提升的机会，返回者也被中国快速的商业增长和生活水平的提高所吸引。在2004年，外国人（从跨国公司的母公司）被他们的公司送到中国的数量下降到百分之四十一点七（从2003年的百分之五十二点九）。相反地，亚太区域（香港，台湾和新加坡）的工人和中国返回者的数量在持续增长。“亚太区域的劳动力对中国文化更加敏感，他们能说中国话和英语而且被大多数员工看作是‘准国际化的’，”王•拉瑞说。“相比他们在母国他们的包装是舒服的，最重要的是他们能发展或者保持自己的职位在他们的本土。”

招聘，保留和安置

人力资源问题被中国的公司高度重视。招聘，保留和安置员工是他们最重要的问题。乔治•戴思旺，中国麦肯锡主管说最关键的是很多公司的高层人员没有关键能力，他们能找到高质量的落脚点，但特别的是组织中有经验的的中层和底层和职员有工作

技能，他们有长期存在的系统性过程是十分重要的。强大的跨国公司需要雇佣外派员工来工作来操作全球化绩效水平，而且慢慢地建立一个有技术的落脚点结构。

但是大多数的公司意识到他们不能如愿地很快地安置他们外派员工到当地的员工中。他们因此定制化他们的外派员工包装和创造混合型的包装来吸引有技术的员工回到他们的公司。“大部分的跨国公司留住他们的外派员工而且管理他们的进程根据更好的选择，准备，和当地继任者的知道，”翰威特说。代理指出有在中国有百分之三十六点九的公司目前有正式的定位计划，有百分之六十一点三的计划或者正在过度在一到三年之内。因为有很多的公司投资了来训练员工的领导力，管理能力和人才发展，当地的技术基础增长的很快，有超过百分之六十九点七的公司在中国有发展计划为外派员工建立当地的继任者。

Expatriates in China：Changing the Package

Expatriate Demand

Multinationals have always relied heavily on expatriate executives to head their departments and organize business expansion. Foreign firms choose expatriates from their company headquarters because they represent a bridge from corporate office to the local market. “I was chosen because I already have the experience in expanding businesses ove rseas and can quickly adapt to diversity,” says Sheila Lester-Smith, former vice-president of Motorola for the Asian Region. Analysis by Hewitt on expatriate annual salaries for 2004 indicates that salaries are high and packages attractive. A country-level managing director receives US$ 250,000 to US$ 300,000 per year, while top executives can expect US$ 500,000 or more. ‘The salary is completed with bonus and compensation such as free housing and schooling for the children and company,” says Stella Hou.

According to Hewitt, the number of expatriates in China is rising and includes both Western foreigners and, increasingly, Asians from neighboring countries. “It is getting difficult to define what ‘expatriate’ actually means, since there are so many diff erent kinds in China. We do not have a one-size-fits-all type,” says Hou. The Asia-Pacific region expatriate population represents fully percent of China’s external recruitment channel. “There is a continuous transfer of Asia-Pacific head-quarters to China. China is a growth in the multinational radar screen and companies are sending their employees there to ensure the development of their firms,” adds Hou.

Chinese returning form study overseas are filling up some of the shortages at the most senior levels. Confident in getting more rapid career advancement in China than in the western countries where they studies or worked, returnees are also attracted by China’s fast business growth and improvement of quality of life. In 2004, the number of foreigners (from multinationals home countries) sent by their companies to China fell to percent (from percent in 2003). Conversely, the number of Asia-Pacific workers (Hong Kong, Taiwan and Singapore) and Chinese returnees continues to increase. “The Asia-Pacific workforce is more sensitive to Chinese culture, can often speak Chinese and English and is seen as ‘quasi-international’ by most employers,” says Larry Wang. “Their package is comfortable compared to the one they can have in their home countries and most importantly they can