China's rapid economic development has attracted more and more international and transnational attention. Investment in China has provided multinational companies with broader growth space, sales space and profit space. At the same time, the pressure on human resource management within multinational companies has increased. Therefore, cross-cultural human resource management has become an unavoidable issue for multinational companies. This article mainly adopts a combination of qualitative and quantitative methods and takes Starbucks (China) as a case study to find the source of cultural conflicts and use appropriate management methods to avoid them. By understanding the specific cultural conflicts of Starbucks (China), we hope to establish in many ways The corporate cross-cultural human resource measures system can solve the problems in cross-cultural human resource management, promote the continuous reduction of corporate internal consumption, and effectively promote the improvement of corporate operating efficiency.

Dongpeng Xu. Cross-cultural Human Resource Management Research by the Case of Starbucks (China). Academic Journal of Humanities & Social Sciences (2020) Vol. 3, Issue 9: 132-141. https://doi.org/10.25236/AJHSS.2020.030915.

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