Managing human resources in Asia-Pacific
The latest instalment in the Global HRM series, Managing Human Resources in Asia-Pacific (2E) presents the HRM situations in a number of South-East Asian and Pacific Rim countries, highlighting the growth of the personnel and HR function, the dominant HRM system(s) in the area, the influence of diff...
| Otros Autores: | , |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
New York ; Oxfordshire, England :
Routledge
c2014.
New York ; Oxfordshire, England : 2014. |
| Edición: | 2nd ed |
| Colección: | Global HRM
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| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009628712106719 |
Tabla de Contenidos:
- Cover; Half Title; Title Page; Copyright Page; Dedications; Table of Contents; List of Figures; List of Tables; Contributors; Preface; Foreword; 1. Managing Human Resources in Asia-Pacific: An Introduction; The Asia-Pacific Context; Developments in Asia-Pacific HRM; Framework Adopted to Develop Country-Specific Chapters; Plan of the Book; References; 2. Human Resource Management in China; Introduction; Historical Development of Personnel/Human Resource Management; Key Factors and Actors Shaping HRM Policies and Practices; The Role of the State; Trade Unions; Employment Agencies
- HR Consultancy Firms and Outsourcing ProvidersThe Role of Societal Culture; The Influence of Demographics on HRM Outcome; The Role of HRM and the HR Function; Towards a Strategic Approach to HRM; The Role of the HR Function; Key Challenges Facing HRM; Skill Shortages and Talent Retention; Training and Development; Performance Management and Rewards; Professionalising the HR Function; Conclusions; Useful Websites; Acknowledgements; References; 3. Human Resource Management in South Korea; Introduction; Historical Development of HRM; Partnership in HRM; HRM Practices: Key Determinants and Review
- Influences on HRMHistorical and Political Background; Cultural; Economic Environment; Capital - The chaebol; Labour; Globalisation; Review of HRM Practices; Employee Resourcing; Employee Rewards; Employee Development; Employee Relations; Changes Taking Place within the HR Function; Key Challenges Facing HRM; What is Likely to Happen to HR Functions?; Useful Sources; Notes; References; 4. Human Resource Management in Japan; Introduction; Historical Development in Human Resource Development; Stable Corporate Governance and Industrial Relations; Dynamics of the Internal Labor Market
- Broad-based Performance Evaluation and RewardJapanese-style Flexicurity: Balance of Power, Culture and Rationality; Key Factors Determining HRM Practices and Policies; Macroeconomic and Business Changes; Shift Toward Performance-driven HRM; Remaining Importance of the Labor Market Logic; Toward a New Legal Basis of Flexicurity; Keeping and Creating Competitive Advantages in a Globalized World; Changes in Knowledge Management; Evolution of Corporate Culture: Toward a Clash of Values; Relative Decline of the Union Pillar; Key Challenges facing HRM; Adoption of Diversity Management
- Necessary Reconsideration of Career PatternsNew Basis for Management Legitimacy; Coping with an Ageing Society; Integration of the Atypical Workers; Clash of Work Values in a Westernized HRM System; Role and Importance of Business-HR Partnership; Key Changes in the HR Function; A Response to Career Individualization; Needs for More Sophisticated Service-Related Expertise; Changes in the Following Five Years; Responses to the Diversification of Career Patterns; Adaptation of Performance-Based Systems to the Japanese Context; The Need for Cross-Cultural Skills; Talent Management; Conclusion
- Useful Websites
