【摘要】 最佳人力资源管理实践是由一系列相互联系和促进的人力资源管理实践构成的整体，与企业特定的战略环境相匹配，能显著提高组织绩效。针对中国水利国际工程企业员工来自不同的国家，人力资源管理实践需要关注国际化管理特征的问题，选取中国水利国际工程企业中的典型案例进行质性研究，在传统最佳人力资源管理实践研究的基础上，结合中国水利国际工程企业的特定国际化管理情境，从战略人力资源管理理论的权变观视角和资源论视角出发，深入探究中国水利国际工程企业在“一带一路”背景下的最佳国际人力资源管理实践。属地化招聘、国际人才队伍选拔的“选人”实践，跨文化培训、国际人才培养的“育人”实践，全面的考核体系、完整公平的晋升路径的“用人”实践，有竞争力的海外薪酬水平、满足员工各层次需要的“留人”实践是最佳国际人力资源管理实践的主要因素，同时，基于AMO模型厘清了各项国际人力资源管理实践对中国水利国际工程企业绩效产生积极影响的作用机制。更多还原

【Abstract】 Best human resource management practice is composed of a series of interrelated and mutually promoting human resource management practices, can significantly improve the performance of an organization by matching with its specific strategic environment. The Chinese international hydraulic engineering enterprises, which involve employees from different countries, need to pay attention to the international management characteristics. Therefore, this paper used single-case qualitative research methods, on the basis of traditional best human resource management practice research, combined with the specific management situation in the process of Chinese water international engineering enterprises, from the perspective of contingency and resource theory of strategic human resource management theory, deeply explores best international human resource management practice of Chinese water international engineering enterprises in the context of ’Belt and Road Initiative’. The main factors of best international humen resource management practice including localized recruitment and international talent team selection, cross-cultural training and international talent cultivation for “profession”, the comprehensive assessment system and a complete and fair promotion path for“ placement ” practice, competitive overseas salary levels,“preservation” practices that meet the needs of employees at all levels. This paper also clarified the mechanism of the impact of various international human resource management practices on Chinese water international engineering enterprises performance based on the AMO model.更多还原