Driven by the wave of globalization, going global has become an important direction of China's strategic layout. Recently, Zhonghe Cloud Technology and Zhixianghui, a leading research institution in the human resources industry, jointly released the "Research Report on Organization Construction and Talent Training under the Perspective of Globalization" (hereinafter referred to as the Report), inviting senior executives from leading companies such as Lenovo, Goldwind Technology, Jinghua Shunda, Sungrow Power Supply, and Yingde Gas to share the talent, organization, and cultural practices of globalized companies, providing professional support for HR going global. Zhang Yi, co-founder and CGO of Zhonghe Cloud Technology Group, participated in the research and analysis of the report as the chief consultant.

From "experience spillover" to "global native", Chinese enterprises are going global

The report shows that 68.22% of the surveyed companies have already started overseas business, and they are "pragmatic, rational and market-oriented". On the one hand, the willingness of Chinese companies to go overseas continues to increase, and the proportion of companies that have started overseas business has steadily increased; on the other hand, Chinese companies' overseas business has changed from the original "experience advantage spillover" to "globalization native", and more companies in the "start-up" and "development" stages have taken the lead in going overseas, verifying business models in the global market and trying to build a global business giant with Chinese genes. In addition, in terms of regional layout, Asia, especially Southeast Asia, has become the first choice for Chinese companies to go overseas, reflecting the companies' dual consideration of cost advantages and market potential.

Cross-cultural collisions and compliance challenges: the "localization" practices of Chinese companies going overseas

In the face of the ever-changing global market, in terms of organizational structure, overseas companies generally tend to build an agile and flexible organizational system, mainly based on a flat structure and a balanced management mechanism, in order to quickly respond to changes in overseas markets and improve decision-making efficiency. At the same time, cultural exchange has become an important part of corporate organizational construction, showing a phased and gradual characteristic. Data shows that 25.58% of companies face compliance risks brought about by cultural conflicts, 23.26% of companies lack effective cross-cultural management tools, 18.60% of companies have communication difficulties caused by thinking patterns, and the same proportion of companies face conflicts between local culture and corporate culture.

Zhang Yi believes that cultural differences are having a profound impact on the daily management of overseas companies. It is gratifying that the internationalization concept of Chinese companies is undergoing positive changes. Overseas companies tend to use the concept of "integration" rather than "fusion", and emphasize adapting to local culture rather than imposing local culture. Adopting a flexible cultural management approach is both a compromise with reality and a pragmatic choice based on the needs of corporate development. Through interactive cultural construction, not only can we better adapt to the local environment, but also help the headquarters team better understand the needs and characteristics of overseas markets. This two-way interactive process has gradually formed a benign development trend in the cultural construction of Chinese companies overseas.
Based on the deep-seated challenges that Chinese companies encounter in the process of going overseas, such as management tools, compliance, cultural cognition, and communication, HiWork, a global human resources service brand under Zhonghe Yunke, has established a compliance framework from a Chinese perspective, covering employment permits, work visas, dismissal policies, insurance systems, salary regulations, etc., to help managers of overseas companies better balance the needs of localization and standardization, and effectively respond to cultural and regulatory challenges in overseas operations.

From China to the world, HiWork is moving forward side by side with overseas enterprises

Facing the challenges of "people, finance, law, and taxation" encountered by enterprises going overseas, HiWork has created the EOR global nominal employer service solution based on the Group's deep experience in the field of human resources services in China, so that enterprises can easily employ local talents and uniformly manage salaries and benefits without setting up entities in the target countries. As the nominal employer of employees, HiWork handles compliance issues in employment relationships in one stop, helping enterprises quickly build global teams and expand overseas markets. So far, HiWork's global human resources services have covered more than 160 countries and support more than 140 currencies for the payment of labor remuneration.

At the same time, HiWork also actively participates in the experience exchange of Chinese enterprises going overseas, links internal and external expert resources, and provides practical and applicable action guidance solutions for enterprises going overseas. This report also invited senior executives from well-known companies such as Lenovo, Goldwind Technology, Jinghua Shunda, Sungrow Power Supply, and Yingde Gas to share their practices in human resources organization construction for going overseas, and point out the direction for colleagues going overseas.

In the tide of globalization, Chinese companies need to adopt an open mind, innovative thinking and solid practice to continuously explore organizational construction and talent training paths suitable for their own development in order to cope with increasingly fierce international competition. On the road of development, Zhonghe Cloud Technology and its subsidiary HiWork will continue to provide high-quality and efficient digital products and professional global employment solutions, and move forward side by side with more overseas companies to sail towards the stars and sea of globalization.