Drawing on contributions from leading academics in the field, this volume within the Routledge Series in Human Resource Development specifically focuses on Global Human Resource Development (HRD). Specifically, the volume provides an overview of 17 regions, 85 countries and includes one emerging market grouping, CIVETS. This book examines the role of the state in HRD, the relationship between HRD and the level of economic development in the country or region, the influence of foreign direct investment within the country or region, and firm-level HRD practices within countries or regions. Global Human Resource Development analyzes HRD from institutional and cross-cultural perspectives, making it possible, for the first time, to analyze trends across countries and regions and to draw conclusions about the value of institutional and cross-cultural perspectives in the HRD context. There is currently no book on the market that conceptualizes the discipline of global HRD in this way, making this a definitive book on HRD across the globe of particular interest to researchers and reflective practitioners.

The idea of human resource management has become topical and controversial. The term suggests that people in any organization are an asset to be upgraded and fully utilized rather than merely a variable cost to be minimized. This in turn implies that the way in which people are managed is a matter of crucial strategic concern. Increased international competition has produced various initiatives world-wide for new approaches to management, in particular human resource management. This searching set of interpretations, first published in 1983, will be of interest to serious practitioners and students alike.

While communicating is a vital skill for managers at all organizational levels and in all functional areas, human resource managers are expected to be especially adept communicators, given the important interpersonal component of their roles. Practitioners and scholars alike stand to benefit from incorporating an updated and more nuanced view of communication theory and practice into standard human resource management practices. This book compiles readings by thought leaders in human resource management and communication, exploring the intersection of interests, theories, and perspectives from the two fields to highlight new opportunities for research and practice. In addition to covering the foundations of strategic human resource management, the book: offers a critical review of the research literature on topics including recruitment, selection, performance management, compensation, and development uses a communication perspective to analyze the impact of corporate strategy on human resource systems investigates the key human resource management topic of the relationship between a company's human capital and its effectiveness directly discusses the implications of communication literature for human resource management practice Written at the cross-section of two established and critcally linked fields, this book is a must-have for graduate human resource management and organizational communication students, as well as for high-level human resource management practitioners.

This book is not available as a print inspection copy. To download an e-version click here or for more information contact your local sales representative. A comprehensive introduction to HRM for students who are new to the field, but who will be seeking employment in a global market, working with diverse colleagues and across international borders. Broken down into three parts covering Strategic Issues in HRM, HRM in Practice and HRM in Context, and weaving international and cross-cultural perspectives throughout, the text explores the ever-changing world of human resource management. The various theories, practices and debates that populate this field are examined, and the challenges and controversies that arise when theory meets practice are explored. The international dimension in all its aspects including cross-cultural working, diversity, equality and international business have been considered throughout. Practical learning features have been included to help students develop skills they can apply to their course and in graduate employment. In the new edition, the authors have further explored the international context for HRM, not just for multinational corporations but also for small businesses and not-for-profit organizations, with added analysis on the importance of recognizing that effective functioning of organizations is not simply measured by financial performance, but also by taking into account the broader social, economic and political contexts. International case studies covering emerging economies and specific ethical issues are included with each chapter containing two case studies - one short case mid-chapter and a longer end-of-chapter case, each of which has a set of accompanying questions for students to explore individually or in groups to broaden their learning. The book is supported by a SAGE Edge site, featuring a range of tools and resources for lecturers and students, including SAGE journal articles, PowerPoint slides, web and video links, interactive multiple choice questions, chapter specific podcasts and an instructor’s manual. Suitable for undergraduates and post-graduate students looking for a strategic and international perspective of HRM.

A research-focused introductory text written by a stellar contributor line-up including Linda Holbeche, Stephen Taylor and Jim Stewart. The Second Edition integrates an international perspective using examples and case studies from a broad range of regions and industries including Microsoft, Volkswagen and Rolls-Royce. The 2 new chapters on Culture and Globalisation reflect the contemporary workplace, and the future of HR based on Linda Holbeche’s latest research is included in the final chapter. The book is complemented by a companion website featuring a range of tools and resources for lecturers and students, including PowerPoint slides, Testbank, an Instructor’s manual, access to SAGE Journal articles and author podcasts. Suitable for upper undergraduate and Masters level strategic HRM modules or HRM modules that have a strategic angle.

This book is a comprehensive guide to the essential areas of health care human resources management, and is an immediately useful practical handbook for practitioners as well as a textbook for use health care management programs. Written by the authors of Handbook for the New Health Care Manager and Human Resources Management for Public and Nonprofit Organizations, the book covers the context of human resources management in the unique health care business arena from a strategic perspective includes SHRM and human resources planning, organizational culture and assessment, and the legal environment of human resources management. Managing volunteers and job analysis perfor­mance appraisal instruments, training and development programs, and recruitment, targeted selection and hiring techniques are covered. Compensation poli­cies and practices, employer-provided benefits management, implementation of training and organizational development programs, as well as labor-management relations for health care organizations and healthcare human resource information technology are covered, with practical examples and proven strategies amply provided in each chapter.

This analytical volume uses qualitative data, quantitative data, and direct employee experiences to aid understanding of why workplace bullying occurs in universities throughout the US. To address higher education workplace bullying, this text offers data-driven interventions for human resource staff and departments to effectively tackle this destructive phenomenon. Drawing on Hollis’ first-hand research which is supported by findings from a 2019 Human Resources data collection, this text identifies populations which are most vulnerable to discrimination within academia. The data shows how human resource departments, executive leadership, and faculty might proactively intervene to prevent workplace bullying. Divided into two parts, the book offers empirical analysis of structural interventions for human resource efforts to combat workplace bullying in higher education. Second, the book puts forth solutions based on empirical findings for organizations and human resources to combat workplace aggression and civility which hurts higher education. Further, the author examines the specific effect of workplace harassment and cyberbullying on women of color, junior faculty, women, and the LGBTQ community. This text will benefit researchers, doctoral students, and conducting higher education research. Additionally, the book focusses on structural issues which interfere with multicultural education more broadly. Those interested in Human Resource Management, the sociology of education, and gender and sexuality studies and will also enjoy this volume.

This book, Human Resources Management in Education, Developing Countries Perspectives, contains eleven chapters. Human resources in an educational organisation refer to all the human beings working in that organisation, including teachers, students, administrators and all other members of staff working in that organisation. The study of human resources management in education will provide you with a theoretical and practical knowledge about the processes of acquiring employees, establishing good relationships with them, training and developing them, retaining and compensating them for their services are important because effective school leadership and management have become very crucial in recent times in the management of educational organisations. Numerous problems are facing many school systems in developing countries today and human, financial and material resources are scarce, and therefore strategic management of all resources is crucial for achieving the goals of the educational systems and the school organisations.