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

From "experience spillover" to "global native", Chinese companies going overseas has become a trend

The report shows that 68.22% of the surveyed companies have already carried out overseas business, and have shown the characteristics of "pragmatic rationality and market orientation". On the one hand, Chinese enterprises' willingness to go overseas continues to increase, and the proportion of enterprises that have carried out overseas business has steadily increased; on the other hand, Chinese enterprises' going overseas has changed from the original "experience advantage spillover" to "globalization native", and more "start-up" and "development" enterprises 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 enterprises to go overseas, reflecting the dual consideration of cost advantages and market potential.

Cross-cultural collision and compliance challenges, the "localization" practice of Chinese enterprises going overseas

In the face of the ever-changing global market, in terms of organizational structure, overseas enterprises generally tend to build an agile and flexible organizational system, mainly with a flat structure and a balanced management mechanism, to quickly respond to changes in overseas markets and improve decision-making efficiency. At the same time, cultural exchanges have become an important part of corporate organizational construction, showing phased and progressive characteristics. Data shows that 25.58% of enterprises face compliance risks brought by cultural conflicts, 23.26% of enterprises lack effective cross-cultural management tools, 18.60% of enterprises have communication difficulties caused by thinking patterns, and the same proportion of enterprises 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 enterprises. It is gratifying that the internationalization concept of Chinese enterprises is undergoing positive changes. Overseas enterprises 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 method 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 enterprises overseas.

Based on the deep-level challenges encountered by Chinese enterprises 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 and other aspects, helping managers of overseas companies to 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 and overseas companies move forward side by side

Facing the many challenges of "people, finance, law, and tax" encountered by overseas companies, HiWork has created an EOR global nominal employer service solution based on the group's deep experience in the field of domestic human resources services, so that companies can easily hire local talents and uniformly manage salaries and benefits without setting up entities in the target countries for overseas expansion; HiWork, as the nominal employer of employees, handles compliance issues in employment relationships in one stop, helping companies quickly build global teams and expand overseas markets. So far, HiWork's global human resources services have covered 160+ countries and support 140+ currencies for labor remuneration.

At the same time, HiWork has also actively participated in the experience exchange of Chinese companies going overseas, linking internal and external expert resources to provide practical and usable action guidance solutions for overseas companies. 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 resource organization construction for overseas companies, pointing out the direction for colleagues going overseas.

In the tide of globalization, Chinese companies need to continuously explore organizational construction and talent training paths suitable for their own development with an open mind, innovative thinking and solid practice 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.