The HR Operating Guide for Singapore Corporations, is a handy guide for any organization to not only handle its HR function, but embrace its essential nature. The Guide offers readers with standard operating procedures for the HR department, which includes the obvious responsibilities for payroll administration, central provident fund, tax obligations, government paid parenthood leave schemes, and employment of foreign workers. The book includes definitions, steps, real-world examples, current rates and statistics, and guidelines to make each concept practical and implementable.

This comprehensive HR Policy & Procedure Manual for Singapore Corporations provides an easy way to compile, maintain, and update your HR Policies & Procedures Manual. The manual offers readers with step-by-step policies with clear definition, purpose, and procedure so that you can lift and shift it for your organization. Samples are included with each policy that can be replicated for your organization. For example, the guide includes policies and procedures for work hours, work on a rest day, working on a public holiday, overtime, annual leaves, medical leaves, maternity leaves, childcare leave, marriage and paternity leaves, misconduct, retirement & re-employment, and personal data protection.

The importance of people in organizations has been growing in the organizational environment over the last decades. Digital transformation, artificial intelligence, and sustainability have already reinforced the role of people as a differentiating element for the success and survival of organizations. These phenomena alone are already challenging for people. There is a consensus that the world of work as we knew before the pandemic will not return. Human resource management (HRM) practices must prepare organizations for the future of work. The Handbook of Research on Challenges for Human Resource Management in the COVID-19 Era analyzes state-of-the-art HRM in a digital transformation context and investigates the factors that promote more learning and development dynamics in organizational contexts. It also evaluates the impact of HRM policies on individuals, organizations, and societies. Covering topics such as corporate social responsibility, job satisfaction, and electronic performance monitoring, this major reference work is a crucial resource for leaders from public and private companies, human resource professionals, specialists, students and educators of higher education, researchers, and academicians.

The Handbook of Human Resource Management Education, the first handbook written on HRM education in the United States, clears up the confusion about the nature, content, and source of human resource management expertise. Stressing the importance of effective educational requirements to prepare students to work as professionals in the HRM function of organizations, this Handbook takes a giant leap forward in advancing the reputation and esteem of the HRM field. Taking a three-tiered approach, the chapters in this Handbook are written by top HRM educators and include thought-provoking pieces, empirical research results, and suggested teaching methods. A review of the Handbook′s key topics will provide insight into understanding the complex, and sometimes misunderstood, discipline of HRM: · Evolution of HRM and HRM education · HR Master′s programs in industrial relations and industrial/organizational psychology · HR education in business schools · New emphasis on international HRM education · Neglected topics in HRM education · Views of executives and labor leaders about the need for and content of formal HRM education · HR success constraints · HR success factors · The future of HRM education Intended Audience HRM educators and professionals, graduate students, business executives, and anyone interested in effective and efficient management of human resources or in advancing the HRM field will find the Handbook of Human Resource Management Education an invaluable reference tool.

Much of the existing literature within the "varieties of capitalism " (VOC) and "comparative business systems " fields of research is heavily focused on Europe, Japan, and the Anglo-Saxon nations. As a result, the field has yet to produce a detailed empirical picture of the institutional structures of most Asian nations and to explore to what extent existing theory applies to the Asian context. The Oxford Handbook of Asian Business Systems aims to address this imbalance by exploring the shape and consequences of institutional variations across the political economies of different societies within Asia. Drawing on the deep knowledge of 32 leading experts, this book presents an empirical, comparative institutional analysis of 13 major Asian business systems between India and Japan. To aid comparison, each country chapter follows the same consistent outline. Complementing the country chapters are eleven contributions examining major themes across the region in comparative perspective and linking the empirical picture to existing theory on these themes. A further three chapters provide perspectives on the influence of history and institutional change. The concluding chapters spell out the implications of all these chapters for scholars in the field and for business practitioners in Asia. The Handbook is a major reference work for scholars researching the causes of success and failure in international business in Asia.

For advanced students and researchers in the field, this handbook focuses on familiarizing the reader with the fundamentals of applied human resource management whilst contextualizing practice within wider theoretical considerations.

Employee participation encompasses the range of mechanisms used to involve the workforce in decisions at all levels of the organization - whether direct or indirect - conducted with employees or through their representatives. In its various guises, the topic of employee participation has been a recurring theme in industrial relations and human resource management. One of the problems in trying to develop any analysis of participation is that there is potentially limited overlap between these different disciplinary traditions, and scholars from diverse traditions may know relatively little of the research that has been done elsewhere. Accordingly in this book, a number of the more significant disciplinary areas are analysed in greater depth in order to ensure that readers gain a better appreciation of what participation means from these quite different contextual perspectives. Not only is there a range of different traditions contributing to the research and literature on the subject, there is also an extremely diverse sets of practices that congregate under the banner of participation. The handbook discusses various arguments and schools of thought about employee participation, analyzes the range of forms that participation can take in practice, and examines the way in which it meets objectives that are set for it, either by employers, trade unions, individual workers, or, indeed, the state. In doing so, the Handbook brings together leading scholars from around the world who present and discuss fundamental theories and approaches to participation in organization as well as their connection to broader political forces. These selections address the changing contexts of employee participation, different cultural/ institutional models, old/'new' economy models, shifting social and political patterns, and the correspondence between industrial and political democracy and participation.