This paper empirically investigates the impact of digital transformation on corporate international strategy. With a dataset of the Chinese stock market from 2014 to 2020, our empirical results reveal that digital transformation has a positive impact on the international strategy of Chinese enterprises. More specifically, firms with digital transformation are more likely to implement international strategy, and firms with a higher degree of digital transformation are associated with a higher level of internationalization. In addition, our empirical results reveal that corporate innovation exhibits the mediation effect. Moreover, our findings show that the impact of digital transformation is more pronounced for private firms and non-high-tech enterprises, and this impact is also moderated by high institutional development in eastern China. Our findings survive numerous robustness checks.

With the increasingly serious situation of population aging in China, the impact of population aging cannot be ignored. This study analyzes the effect of population aging on the attraction of FDI inflows in China through the construction of an empirical model. The results show that there is a significant “inverted-U” relationship between population aging and FDI inflows, and aging negatively affects foreign investment inflows after crossing the aging inflection point. Based on the findings, this study proposes policy recommendations based on the quantity and quality of the labor force, such as improving the policy of gradual delayed retirement, improving the level of human capital, and promoting the regional mobility of the labor force, to provide feasible research ideas to enhance the attractiveness of FDI in regions with different levels of aging.

The “Belt and Road” initiative (BRI) enhances the cooperation between China and countries in Central and Eastern Europe (CEE), and expands the scale of China-invested enterprises in CEE countries continuously. But it also results in the increase in investment risks. Meanwhile, large differences between the international labor market and the domestic employment environment have led to the inadaptability of some enterprises’ overseas employment policies, triggering many labor disputes, and producing adverse effects on their overseas business expansion. To resolve the problems, this paper attempts to study the measures to prevent labor employment risks using fuzzy inference system for China-invested enterprises in CEE. For this, it performs analysis for the scale, structure, labor quality, wages and benefits, and labor law system of labor employment in CEE countries, and proposes to prevent and resolve the labor employment risks by strengthening government labor cooperation, familiarizing with local labor law systems, and respecting local management culture etc.

The elimination of poverty as the primary goal has always been an important content that the governments of all countries pay great attention to. Over the past few decades, China has made remarkable achievements in poverty alleviation. The targets of poverty alleviation in the new era have been fulfilled as scheduled. However, it should not be ignored that with the resolution of absolute poverty in China, poverty control in the new era has become more strategic and long-term. Many problems have become the focus of poverty management in the “post-poverty era”, such as relative poor group replacing absolute poor group as the main body of poverty, preventing the group that has been lifted out of poverty from returning to poverty and preventing the occurrence of new poverty. This paper takes Chongqing southeast “national long-term governance mechanism of the border region information poverty” as the research object, focusing on poverty after the crucial information poverty on “the new absolute poverty and has Chinese out of poverty group”, the influence of the ultimate goal is to block Chinese border region phenomenon caused by poor information, strengthen poverty crucial achievement, realize common prosperity.

Human resource management professionals are an important part of professional and technical personnel, and an important force to promote the high-quality development of social economy. Strengthening human resources management reform of professional title system, implement the central personnel work, such as the embodiment of the important conference spirit, to speed up the human resource service industry plays an important role in promoting the healthy development and the inevitable requirement of unit of choose and employ persons, promote efficiency of management of human resources, enhance human resource management professional sense of belonging. However, a new era of human resources management system of professional title reform faces four big problems: 1) evaluation standard is not scientific, 2) the single evaluation way suits inadequate, 3) the inefficiency of streamlining administration, delegating powers, improving regulation, and 4) strengthening services, weak publicity. So this article suggested from four aspects, to construct scientific and effective reform path of professional title system of human resource management: 1) establish scientific evaluation standards, 2) innovative judging methods, 3) improve the level of review management services, and 4) increase publicity.