The ubiquity of technology and the speed of its standardization process increased rapidly with digitalization as we move into the 21st century. In today's knowledge-based society, the source of core competence has transformed from limited material resources and physical labor to unlimited knowledge and intellectual resources. Based on these environmental changes, all enterprises should strengthen the building of human resources and ensure the maintenance of knowledge and intellectual resources that determine the competitiveness of enterprises and nations. Therefore, Korean enterprises investing in China and Chinese enterprises investing in Korea should recognize the local talent is the core of enterprises-competitiveness. Furthermore, they should prepare an improving plan of management‘localization’based on the establishment of a human recourse management localization strategy to Increase global competitive strength.Amidst the increasing trend of globalisation, the enterprises between China and Korea should establish differentiated talent selection strategies by adapting the development of digitalization and globalization. For instance, China and Korea enterprises should consider the colleges and Universities system changes, applications` psychological changes of the other side, and paying attention to selection criteria and new selection instruments to ensure the realization of successful local talent strategies under different cultures.Therefore, the purpose of this dissertation was to prepare an improving plan on how to enhance the validity, especially the face validity of the two countries` local talent selection instruments and criteria to settle Korean corporations` local human recourse management problems in China and the Chinese corporations` local human recourse management problems in Korean. In order to achieve the purpose, this study had set 3 research projects concretely what follows.First, what about the current different situation of employment psychology of the Chinese and Korean college graduates and what are some differences between them?Second, were there any differences on the cognition levels of appropriateness on selection instruments and criteria between the Chinese and Korean college students?Third, what kind of points which Chinese and Korean enterprises should consider when selecting the local talent in the future?In this dissertation, on the basis of the positive research, there were obvious differences not only between the current employment psychology of the Chinese and Korean college graduates, but also on the cognition levels of appropriateness on selection instruments and criteria between the Chinese and Korean college students. In other words, the Chinese and Korean college students have different opinions on the selection instruments that had been used by the enterprises. In addition, they have diverse views on the selection criteria about bio-data, education-background, social background and personal traits.From the findings above, we can conclude that in order to avoid the errors in local talent selection which might be caused by the cultural difference between China and Korean, the China and Korea enterprises should consider a local talent selection system to adapt to local culture. At the same time the local talent selection system should be based on the talent selection system that is used in its home country. Therefore the transnational enterprise must set a proper global talent selection system that build on the circumstances of globalization. By the socio-cultural respect to establish local talent selection system does not only prevent the exclusiveness between the local people and the transnational enterprise, but also it can reduce the non-validity in the local talent selection. Meanwhile, the local adaptability and reliability can be improved by using the selection instruments and criteria which have high face-validity to select local talent.