The purpose of this volume is to gather the best original thinking in the areas of comparative and international human resource management and to prepare a work that represents the thinking and philosophies of the best authors aroung the world.
The intention is that each chapter will stand as a definitive statement on the field it addresses, summarising the relevant key issues, theories, frameworks and findings, and providing the author with an opportunity to establish their position. Chapters will be solicited from outstanding authors in the fields throughout the world (but primarily from the US, UK, Northern Europe, SE Asia and Australia).
The Handbook will be split into four main sections. The first section covers the field of comparative HRM. It will be structured around a model of comparative HRM developed by Schuler, Begin, Sparrow and Braun. The second theme in this section will outline some of the key ingredients that make HRM distinctive in different parts of the world. The latest thinking on the role of national cutlure, national business systems and country origin will be outlined. These chapters will develop some of the factors identified in Chapter 1. The third theme then applied the framework to a series of regions and countries around the world. This will ensure a complete analysis of the different comparative systems, engage a broader range of national audiences, and enable discussion of HRM in advanced, newly liberalising and developing industrial contexts. The editors have identified the Asia Pacific Rim, Latin America, North America, Europe and Developing Economies as the regions to be covered. Leading national experts within each of these regions will contribute country-specific analyses. Each chapter will follow the structure outlined from Chapter 1. The second section covers the field of international HRM. This moves chapters into the territory of MNCs, expatriates and the international manager. Again, the section begins with an organising model by the authors. A series of strategic IHRM issues are dealt with, including the local-global challenge, the development of regionalisation of HRM co-ordination, and the changing psychological contract for international managers. Specific challenges are covered, including changes to reward systems for international managers, the creation of common values, international trade unionism, and legal issues faced by MNCs.
Section 3 deals with ways in which learning about HRM is tranferred around the world. This focuses on the role of FDI principally through international joint ventures, but also transfer of management competencies and work systems. Important topics to cover include the HRM issues associated with IJVs, transfer of learning in IJVs and through expatriates, problems of control, international resourcing issues and relevant skills and competencies, and the transfer of Japanese work practices. The final section identifies two key research issues: the developmenbt of labour marker indicators and the challenge of measuring culture and isolating its impact on specific HRM policies and practices.
Sprache
Verlagsort
Verlagsgruppe
Zielgruppe
Für höhere Schule und Studium
Für Beruf und Forschung
Maße
Höhe: 246 mm
Breite: 171 mm
ISBN-13
978-0-631-22176-0 (9780631221760)
Copyright in bibliographic data is held by Nielsen Book Services Limited or its licensors: all rights reserved.
Schweitzer Klassifikation
Randall S Schuler is Professor of Management and Organizational Behavior at Rutgers University, New Jersey. He was previously at the Stern School of Business, New York Unviersity. He is one of the best know HRM academics worldwide and has authored a number of successful titles in the area including Human Resource Management: Positioning for 21st Century (with Susan Jackson, West, 1996); International Dimensions of Human Resource Management, 3e (plus Peter Dowling, J Welch, Wadsworth/Thomson, 1994); Cases in Management, Organizational Behavior and Human Resource Management, 5e (plus Paul Buller, Thomson); etc. He is also Advisory Editor on the Balckwell Encyclopedic Dictionary of Organizational Behavior (Nicholson, Blackwell, 1996/8). He is co-editor of our forthcoming reader on Strategic HRM (with Susan Jackson).
He is an active guest lecturer at universities around the world, including LBS, Singapore Institute of Management, Manchester Business School, IMD, University of Zurich, University of New South Wales. He is past editor of the Human Resource Planning Soceity's journal Human Resource Planning.
Paul Sparrow is Professor in International HRM at Sheffield University Management School. He has written a number of books including European Human Resource Management in Transition (plus J M Hiltrop, Prentice Hall, 1994); Human Resource Management: The New Agenda (plus Mick Marchington and Ann McGoldrick, FT/Pitman, 1998), International HRM: A Global Perspective ( (plus J M Hiltrop, FT/Pitman, 1999) and has published many articles concerning the future of work, HR strategy, management competencies, the psychology of strategic management and international HRM. He is editor of the Journal of Occupational and Organizational Psychology.
