国内的看中国人民大学主办中国人民大学书报资料中心编辑的《人力资源管理开发与管理》就可以了。
有很多关于这方面的书 光看书是起不到作用的 一定要从实际经验中总结经验 要多听其他培训老师的讲课 从中学到经验总结成自己的方式 在培训过程中应多引用有关的故事 这是要考平时积累和观察的 最后祝你好运！
去大的书店逛逛吧~人力资源管理实务这本书不错！
经理人
人力资源报
国内的看中国人民大学主办中国人民大学书报资料中心编辑的《人力资源管理开发与管理》就可以了。
《HR经理人》
《人力资源开发》 全国中文核心期刊，A类杂志
国内的看中国人民大学主办中国人民大学书报资料中心编辑的《人力资源管理开发与管理》就可以了。
《HR经理人》
《人力资源管理杂志》18元/期，全年12期，216元；订刊电话：010－88255525；E-mail：hrmchina＠。《人力资源管理》杂志是经国家新闻出版署批准、全国公开发行的经济类期刊（国际刊号：ISSN1673-8209，国内刊号：CN15-1346/F;邮发代号：16-293），是我国为数不多的专门为人力资源部门、企业高中层领导和相关管理专家量身定做的专业期刊。 杂志社工作人员名单社长、主编：闪中明执行主编：陈一明编辑部副主任：杜丽敏编辑记者：白静恩、邓婕、刘喜文、杨娇、阮莹、魏莉办公室：魏莉、闪仁芳培训部：郝强、马志军、周丰外联部：卜凡石、王东波
《中国人力资源开发》《人力资源开发与管理》《人力资源》《中国人才》《人力资源管理》《人才资源开发》东莞智通人才市场《才富》中华英才网《HR经理人》去邮局的话一般都有一本报纸杂志的黄页书籍给你查找的，里面也有关于每种杂志的概述。
《人力资源开发》 全国中文核心期刊，A类杂志
《人力资源管理》
《HR经理人》
国内的看中国人民大学主办中国人民大学书报资料中心编辑的《人力资源管理开发与管理》就可以了。
With the increase in both number and size of multinational companies (MNCs), the role of International Human Resource Management (IHRM) is growing IHRM can be seen the management of human resource around the Because employees are from various cultural backgrounds, IHRM is facing a more complicated condition than domestic HRM such as stronger relationships with employees and their families, different expectations and requirements of employees, management of intercultural work Strategic IHRM is an important element of the corporate strategy of a MNC As a result, a MNC should have a global strategy that acts as a directive to all its subsidiaries operating in not only its own country, but also different parts of the Like normal HR activities, the IHRM activities include human resource planning, performance management, compensation management and training However, in IHRM, those activities maintain a higher level of complexity than domestic HRM As Hill states, “compared with domestic HRM, IHRM encompassed more functions and has more heterogeneous functions…IHRM requires more involvement in employees’ personal In addition, it is influenced by more external sources and involves a greater level of risk than typical domestic HRM”There are three types of approaches, which described how companies deal with the staffing, and management of their overseas subsidiaries, can be a choice for MNC EthnocentricAn ethnocentric staffing policy is one in which most key management positions in both the HQ and subsidiaries are held by Parent-Country Nationals (PCNs) With this policy, the headquarters make all the strategic decisions and the management practices from the home country are transferred to the As a result, the subsidiaries have very little Meanwhile, to ensure these practices can go well, most of important positions in the subsidiaries are from the home Ethnocentric staffing policy is most common type in those organizations with an international PolycentricA polycentric staffing policy requires that foreign subsidiaries are given much more PCNs are rarely transferred to foreign subsidiary Each subsidiary is managed by a local manager, because local managers have more knowledge about the local circumstances and are more familiar with the local business ethics compared with the manager who are from another The local management develops its own management practices which are appropriate for their This approach is most common in those companies with a Multi-domestic Geocentric This is a globally integrated Chen Xiaoping states that, “A geocentric staffing policy relates most closely to the global or transnational The company takes a worldview in terms of its operations and believes that each subsidiary makes a valuable contribution to the overall competence of the ” The ability to do the job takes higher priority than Therefore, with this approach, selection of employees should be based on their work competence rather than 这个是关于跨国公司中国际人力资源策略的一段，是我毕业论文的一部分，写的不好，不过希望对你有帮助。
《人力资源开发》 全国中文核心期刊，A类杂志
经理人
《中国人力资源开发》《人力资源开发与管理》《人力资源》《中国人才》《人力资源管理》《人才资源开发》东莞智通人才市场《才富》中华英才网《HR经理人》去邮局的话一般都有一本报纸杂志的黄页书籍给你查找的，里面也有关于每种杂志的概述。