Globalizing human resource management:
Gespeichert in:
| Beteiligte Personen: | , , |
|---|---|
| Format: | Buch |
| Sprache: | Englisch |
| Veröffentlicht: |
London [u.a.]
Routledge
2004
|
| Ausgabe: | 1. publ. |
| Schriftenreihe: | Routledge global human resource management series
3 |
| Schlagwörter: | |
| Links: | http://www.loc.gov/catdir/toc/ecip048/2003019890.html http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=010557088&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| Beschreibung: | Includes bibliographical references and index. - Hier auch spätere, unveränderte Nachdrucke. |
| Umfang: | XVII, 224 S. graph. Darst. |
| ISBN: | 0415305527 0415305535 |
Internformat
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| 490 | 1 | |a Routledge global human resource management series |v 3 | |
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Datensatz im Suchindex
| DE-BY-TUM_call_number | 0002 WIR 700 2003 A 13709 |
|---|---|
| DE-BY-TUM_katkey | 1471569 |
| DE-BY-TUM_location | 00 |
| DE-BY-TUM_media_number | 040040300152 |
| _version_ | 1821933003101700096 |
| adam_text | Contents
List of illustrations ix
About the authors xi
Foreword xiii
Preface xv
Acknowledgments xix
1 Understanding the impact of globalization on the role of IHR Professionals 1
Introduction 1
IHRM in the literature 2
Research program methodology 8
The main challenges faced by global HRfunctions 11
Structure ofthis book 13
2 Globalization and HRM 15
Introduction 15
Perspectives on globalization 16
The nothing new or realist thesis 18
The IMF/positive perspective 20
Globalization as neo colonialism 23
Globalization as a transformative socialforce 26
Universalist versus contextualparadigms 28
Cultural versus institutional explanations 30
The global convergence thesis 33
Regional and not global convergence? 35
Continued divergence or stasis? 35
Conclusion 37
3 Organizational drivers of globalization 39
Introduction 39
Firms within globalizing Industries 40
Measuring the degree ofinternationalization of firms 41
The notion of organizational capability 42
vi • Contents
Building rapid global presence and capability 45
Partnership arrangements 50
Building Centers ofexcellence within organizations 51
Functional realignment surrounding global HRM 53
Factors driving organizational and international HR strategy 58
Towards a model offactors involved in the globalization ofHRM 59
Conclusion 62
4 The impact of technology on global HRM 65
Introduction 65
Shared Service modeis 66
Global e enablement ofHR processes 69
Implications for global HR 71
Constraints limiting the impact of technology on global HRM 73
Sharing information worldwide 75
Changes in the role ofintermediaries in the HR supply chain brought
about by e enablement ofHR 77
Enterprise modeling techniques 79
Conclusion: optimization or standardization: HR as the gatekeepers of
national culture 81
5 Knowledge management and global expertise networks 85
Introduction 85
Transferring bestpractice globally 86
Knowledge transfer within globalizing organizations: the role ofexpatriates,
Joint ventures and acquisitions 87
Why bother transferringpractices across borders? 89
The complexity of transferring cross border ideas across multiple layers
of management 91
The nature of HRM knowledge to be transferred 92
Lessonsfrom thefield of knowledge management 95
The role of global teams 98
Global knowledge transfer through HR networks 100
Global knowledge management strategies 102
Formalizing global HR centers ofexcellence 105
Conclusion 108
6 Developing global themes: capabilities, employer branding and talent
management 110
Global themes and superordinate themes 110
Integration around core Strategie competencies or capabilities 111
Employer branding 115
Talent management 120
Conclusion 128
Contents • vii
7 Managing international mobility 129
Introduction 129
A process model 130
The boundaryless career 13 5
Strategy definition: targets and objectives definition 136
Operationalizing strategy in international staffing 137
International worker profile definition 13 8
Willingness to move internationally 140
Fostering diversity in the expatriate population 141
Managing the global assignment cycle 144
Conclusion 152
8 Measuring the contribution of the corporate HRfunction 153
Introduction 153
Best practice approaches 15 5
Strategie contingency approaches 156
Configurational approach 15 8
Cultural limits to assumptions about best practice? 160
Studies on the international HRfunction 163
Efficiency: Service level agreements 164
Effectiveness: evaluating high impact projeets 166
Balanced scorecards and HR scorecards 169
Perceptions of effectiveness 170
Measuring the value of international assignments 172
Auditsfor Strategie aspects of global HRM 175
Diagnosing global HR positioning 176
Conclusion 178
9 Developing global HR Professionals 179
Introduction 179
The effects of globalization on HR roles andprofessionalism in HRM 180
Professional Community and sense ofidentity 181
Common Standards and codes ofconduet 182
Body ofknowledge and core competencies 183
Requirement for training and certification 184
Professionalism of global HRM? 185
Roles for global HR Professionals 188
Key competencies for global HR Professionals 191
Conclusion 196
Bibliography 198
Index 221
lllustrations
Figures
1.1 Current themes in international management research 4
3.1 Management strategy 56
3.2 Corporate regional policy battlefields 57
3.3 Model ofprocesses globalizing HRM 60
3.4 The positioning of the global HR function and key power threats/alliances 63
5.1 Model of the role of expatriates in the international diffusion of
HR practices 88
5.2 Model of Strategie international human resource management 90
5.3 Model of Strategie HRchange in MNCs 96
7.1 Predicted changes in different forms of international working 139
7.2 The global assignment cycle 145
7.3 Model of expatriate outcomes 149
7.4 Integrative framework for pre departure preparation 149
8.1 Different cultural pathways across antecedents, preferences for and
outcomes from HRM 162
8.2 The expatriate value added map 173
8.3 Matrix of the direct value added contribution of an international
assignment 174
8.4 Designing audits for Strategie aspects of global HRM 175
9.1 Internationalization of speeifie HR funetions as engaged in by HR
Professionals 186
9.2 Three dimensions to HR Professionals role activities 188
9.3 Ulrich s HR roles in building a competitive organization 189
9.4 Competencies for the global HR function 192
Tables
2.1 Educational competition? 22
3.1 Percentage oforganizations rating element as a key partof the strategy 58
x • Illustrations
3.2 The most important factors for the HR fiinction to be effective at the
global level 59
3.3 Factor analysis of organizational strategy drivers 64
5.1 Global knowledge management classifications 104
7.1 Main organizational reasons for sending expatriates on assignment 138
7.2 Types of international manager selection System 146
8.1 Role behavior model innovation 15 7
8.2 The role behavior model cost reduction 157
8.3 Cultural value orientation influences on rewards behavior 161
9.1 Factor analysis results for role types 197
Boxes
2.1 Definitions of globalization 17
2.2 Where will the Investment go? 23
2.3 Low cost labor shifts in the footwear industry 25
2.4 Global people management concerns 27
2.5 Social Systems of production 32
3.1 What makes a global industry? 41
3.2 Measuring the internationalization of firms 41
3.3 Globalization and resource based theories of the firm 43
3.4 Global start ups as an exception to the rule? 45
3.5 The main integration modes used to coordinate and control
global functions 54
4.1 Impact of shared service modeis on HR functions 68
4.2 TheGulfStreameffect 71
4.3 Data protection legislation: a brake on global service centers 76
4.4 OptimizationofHRprocesses 82
5.1 Surface level agreement 94
5.2 The role of global HRnetworks 100
5.3 Managerial issues with cross border knowledge management Systems 105
5.4 Three different contributions IHR Professionals can make to global
networks 106
5.5 Learning about global expertise networks 108
6.1 Four perspectives on employer branding 116
6.2 Key indicators in talent management 125
7.1 East India companies 136
7.2 Receptive attitudesto international work. The case ofAustralia 140
8.1 What is human capital? 154
8.2 Drivers for change in the employment relationship 156
8.3 Key evaluation questions for the corporate HR function 176
9.1 How is organizational capability evidenced? 190
|
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| id | DE-604.BV017536313 |
| illustrated | Illustrated |
| indexdate | 2024-12-20T11:20:21Z |
| institution | BVB |
| isbn | 0415305527 0415305535 |
| language | English |
| lccn | 2003019890 |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-010557088 |
| oclc_num | 53006872 |
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| publishDate | 2004 |
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| series | Routledge global human resource management series |
| series2 | Routledge global human resource management series |
| spellingShingle | Sparrow, Paul Brewster, Chris 1947- Harris, Hilary Globalizing human resource management Routledge global human resource management series Entreprises multinationales - Personnel - Direction Internationale ondernemingen gtt Internationalisatie gtt Personeelsmanagement gtt Globalisierung Multinationales Unternehmen International business enterprises Personnel management Personalentwicklung (DE-588)4121465-1 gnd Multinationales Unternehmen (DE-588)4075092-9 gnd Globalisierung (DE-588)4557997-0 gnd Humanvermögen (DE-588)4240300-5 gnd Personalpolitik (DE-588)4045269-4 gnd |
| subject_GND | (DE-588)4121465-1 (DE-588)4075092-9 (DE-588)4557997-0 (DE-588)4240300-5 (DE-588)4045269-4 |
| title | Globalizing human resource management |
| title_auth | Globalizing human resource management |
| title_exact_search | Globalizing human resource management |
| title_full | Globalizing human resource management Paul Sparrow, Chris Brewster and Hilary Harris |
| title_fullStr | Globalizing human resource management Paul Sparrow, Chris Brewster and Hilary Harris |
| title_full_unstemmed | Globalizing human resource management Paul Sparrow, Chris Brewster and Hilary Harris |
| title_short | Globalizing human resource management |
| title_sort | globalizing human resource management |
| topic | Entreprises multinationales - Personnel - Direction Internationale ondernemingen gtt Internationalisatie gtt Personeelsmanagement gtt Globalisierung Multinationales Unternehmen International business enterprises Personnel management Personalentwicklung (DE-588)4121465-1 gnd Multinationales Unternehmen (DE-588)4075092-9 gnd Globalisierung (DE-588)4557997-0 gnd Humanvermögen (DE-588)4240300-5 gnd Personalpolitik (DE-588)4045269-4 gnd |
| topic_facet | Entreprises multinationales - Personnel - Direction Internationale ondernemingen Internationalisatie Personeelsmanagement Globalisierung Multinationales Unternehmen International business enterprises Personnel management Personalentwicklung Humanvermögen Personalpolitik |
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Inhaltsverzeichnis
Paper/Kapitel scannen lassen
Paper/Kapitel scannen lassen
Teilbibliothek Stammgelände
| Signatur: |
0002 WIR 700 2003 A 13709 Lageplan |
|---|---|
| Exemplar 1 | Ausleihbar Am Standort |