Manage ＂Globally＂ in an Overseas Market: Case Study of a Japanese Company in Hong Kong

企業在海外市場的「全球化」管理：在港日資企業為個案

朱藝(Yi Zhu)

《華人應用人類學學刊》 1卷2期 (2012/12) Pp. 127-149

https://doi.org/10.6290/CJAA.2012.0102.06

摘要

本論文從人類學的角度去探討在港日資企業是如何實踐其全球化方針。作為本文個案研究的企業被稱為Ichi。該企業不僅能維持高銷售額，同時也能在日本及海外市場迅速擴張，在日本被視為一家「傳奇」企業。該企業強調「全球化」管理的重要性，特別是注重包括中國大陸、香港和台灣在內的大中華地區的發展。至今為止有關該企業成功之路的研究成果為數眾多，但，詳細探討其在海外運營的研究卻是鳳毛麟角。本論文將以該企業在香港的運營為研究對象，因為，香港市場在大中華區內扮演著人才培訓中心的角色。通過在該企業香港店鋪一年的田野調查，筆者發現人才緊缺已經成了香港運營中極為嚴重的問題之一。此問題主要是由於Ichi要求本土員工也要遵守其所謂的「全球化」方針，而不是根據本土情況去適當調整其方針而引起的，因為這些「全球化」方針是該企業根據在日本的市場經驗而制定出來的。具體來說，人力緊缺主要有三個原因：第一，店鋪計算人工預算的程序中本土成分較少；第二，店鋪的人力結構是從日本「進口」的；第三，公司的人力資源方針缺乏較強的競爭力。本文最後列出的三個具體實例將說明，人才緊缺會導致員工在店鋪中的低工作效率，以及雇用低素質員工來應付等結果。

關鍵字

日本企業 ； 人力緊缺 ； 全球化 ； 本土化 ； 組織管理

並列摘要

This paper anthropologically examines the operational problems that a Japanese company, here called Ichi, encountered in the Hong Kong market during its practice of globalization. Ichi was regarded as a ”legend” company since it maintained high total sales along with rapid growth not only in domestic markets but also in overseas. Though there have been a number of publications about Ichi's success, few of them have focused on its overseas operations in detail. While the company stressed the significance of ”globalizing” of the company, it especially focused on the future development in Greater China including mainland China, Hong Kong and Taiwan. This paper chooses the Hong Kong market as a research target, which plays the role of human training center within the area. Based on the data from my one-year field work, I argue that labor insufficiency became one of serious operational problems of Ichi stores in Hong Kong, which was mainly because Ichi expected employees to follow its so-called ”globalized” policies that were actually based on their experiences in Japan rather than to flexibly changing polices according to the local situation. In detail, there were three possible causes of the labor insufficiency, which were the company's less ”localized” formula for calculating the labor budget, the labor structure that was ”imported” from Japan, and less competitive advantage in terms of their human resource policies. The last part of the case study is about several examples from my experience at the store, which are intended to show how labor insufficiency can result in employees' poor job efficiencies and compromises on the recruitment requirements.

並列關鍵字

Japanese company ； labor insufficiency ； globalization ； localization ； organizational management