Compilation of social research articles on the impact of industrialization, social change and cultural change on the work environment in Latin America, with particular reference to management attitudes and employees attitudes - includes papers on minimum standard of living, unemployment, underemployment, social mobility, working conditions, labour relations, recruitment and vocational training, collective bargaining, trade union activities, managerial roles, political aspects, economic implications, etc. References and statistical tables.

Presenting a rigorous analysis of HRM trends and strategies in Latin America for academics and professionals, this text provides a general overview, highlights regional characteristics, analyzes the challenges faced and explores key cultural issues of human resources in Latin America.

In a period of about 20 years, Latin America (LATAM) moved from having highly unstable closed economies ruled by authoritarian regimes, to becoming more democratic, stable and open to investment and trade, attracting by 2020 close to 11% of world total foreign direct investment. In parallel, the region has seen the emergence of large multinational companies (so called multilatinas), which have become true global players. There is still relatively little knowledge about how to manage employees in these countries and there is a need for more research addressing people management problems. In comparison with other world regions, Human Resource Management research on Latin America remains scarce. Focusing on this region, this book seeks to offer a more up to date review of the main developments in HRM and talent management that have recently occurred in Latin America, paying attention to local cultural and institutional factors; illustrate examples of idiosyncratic problems or issues that require approaches to TM that differ significantly from those commonly established in current literature; and describe and reflect on the transfer of Talent Management policies from and to LATAM within the context of local and foreign multinational companies. Talent Management in Latin America updates main HRM topics in Latin America, with a local focus on culture and institutions. It shows the latest state of knowledge on the topic and will be of interest both to researchers, academics, and students in the fields of human resource management, critical management studies, and international business.

Compilation of social research articles on the impact of industrialization, social change and cultural change on the work environment in Latin America, with particular reference to management attitudes and employees attitudes - includes papers on minimum standard of living, unemployment, underemployment, social mobility, working conditions, labour relations, recruitment and vocational training, collective bargaining, trade union activities, managerial roles, political aspects, economic implications, etc. References and statistical tables.

Latin America today presents a dynamic but challenging business landscape. Although foreign investment in the region has risen, Asia’s increasing role in the global economy is a challenge to Latin America’s competitiveness. At the same time, Translatina firms – Latin American trans-national companies – continue to grow in capital and influence. This original collection explores the tensions between the strategic HRM policies demanded by global competition and local approaches rooted in Latin American cultural values. The book uses a selection of real-life case studies, plus quantitative data, to understand the unique challenges of human resource management in Latin America, exploring: the relationship between political, economic and social forces and HR practices lessons from successful HRM practices in the region the role of HRM practices for business strategy in Latin America national development and HRM practices diverse specific social and cultural contexts. Written by regional-based academics with intimate knowledge of the cultural and business landscapes, this is an important reading for students of human resource management, and business and management

Study of labour relations trends in Latin America - examines the role of trade unions, employers organizations and labour administrations, trade unionism, collective bargaining, workers participation, personnel management, tripartite relations, the nature of labour disputes, arbitration and conciliation mechanisms, (ILO mentioned), labour court, duration and number of strikes, etc. References and statistical tables.

Compilation of studies of management and management development and the relationship thereof to economic growth in Latin America, with particular reference to Argentina, Brazil, Chile, Mexico and Peru - covers labour demand of managers and administrators, management attitude and behaviour, educational innovation, training centres, training programmes, the curriculum (incl. In respect of public administration), etc. References.

The aim of this book is to analyze the quality of entrepreneurial management and economic development in the Latin American region from a microeconomic point of view. It seeks to explain the Latin American way of business management as well as envision ways in which Latin American businesses can increase productivity and innovation in order to successfully compete in the global market. Latin America comprises nearly 8.5% of the global population and represents over 8% of the global GDP, yet it is home to only 12 (or less than 2.5%) of the world’s 500 largest companies. In this volume, the author analyzes the unique dynamics of Latin American corporate culture to consider the particular obstacles to more successful performance. Drawing evidence from dozens of companies across the eight largest Latin American economies, he notes that Latin American companies have evolved in the context of a highly aristocratic and oligarchic society, dominated by patriarchal families from the upper classes. Corporate structure, especially in family-owned companies, is based largely on patronage and privilege and often characterized by unnecessary hierarchy, redundant responsibilities and poor communication and information management systems. Operating in relative isolation, with little incentive to invest in innovation to compete against foreign products has reinforced this conservative culture. Taking a fresh perspective that focuses at the firm level, with an emphasis on corporate administration, the author presents a compelling explanation for Latin America’s delay in economic development and offers insights for promoting innovation and entrepreneurship, identifying promising industrial sectors and improving productivity and competitiveness on the global stage.