Suchergebnisse

"Mapped to the CIPD Level 7 module of the same name, International Human Resource Management is a critical textbook for all HR students. Structured around the three core areas of cross-cultural HRM, comparative HRM and international HRM itself, this book provides students with a thorough grounding in the key approaches to international HRM. Packed with global examples and case studies to support learning., this book explores all aspects of international human resource management from global talent strategy, recruitment and knowledge management to the difference in reward systems across cultures and managing expatriate assignments making it essential reading for students on both CIPD and non-CIPD accredited courses.Supported by 'theory and practice' boxes in every chapter and with reflective activities and learning questions throughout, International Human Resource Management ensures that students without real-world business experience fully understand the main concepts and how they apply in the world of work. This edition now includes new coverage of the impact of the gig economy on international HRM, how technology is impacting HRM across countries and new material on workforce diversity. Online resources include an instructor's manual, lecture slides and additional case studies"--

The purpose of this research is to identify specifically, how the use of Human Resource Information Systems (HRIS) contributes to the effectiveness of strategic human resources management and to examine the strategic importance of using HRIS at the workplace. Relevant review of various HRIS literature were undertaken which culminated into the development of a conceptual model and the formulation of hypotheses to test the proposal that there is relationship between independent variables- HRIS- and the dependent variables- Cost and Time Savings (CTS), Decision Making Contribution (DMC), Quality Information Effects (QIE) and Employment Development Commitment (EDC). The research uses data generated from 34 respondents from insurance companies in Ghana: SSNIT, ELAC, Vanguard, and Donewell. Data was analyzed using SPSS software. It has been found that HRIS adoption and use have a strong and positive effect on CTS and DMC. Essentially, organizations that divert concerted efforts towards HRIS adoption and use have a high likelihood of cutting down cost and saving time, and also ensure better contributions to strategic decision making. Further findings suggest that insurance organizations map up a strategic plan before implementation goes underway. Financial and resource appraisal in relation to the ability to start and sustain HRIS use are critical. HRIS enables HR professionals and supervisors to manage complex information entities and to plan HR efficiently also, organisations that intend using HRIS should thoroughly educate its employees- not only HR staff- so that internal awareness can facilitate the acceptance of the system. Key words: human resource information system, strategic human resource management, strategic decision making.

Globalization and international hrm theory -- Drivers of globalization and patterns of response for multinational enterprizes around the world -- Multiple layers of globalization within the MNE -- Global HRM strategies and structures -- Strategic objectives -- Building global capabilities across multinational enterprises -- Developing international management competences -- Global integration mechanisms -- Global talent management -- Managing the international labor force -- Employer branding -- The location of business and HRM : by whom? where? and how? -- The e-enablement of HRM in mnes -- Conclusions and future research directions

Human Resource Management in Government: A South African perspective on theories, politics and Processes 2e explores the many facets of the employment relationship within government institutions. These activities include strategic employment processes, such as talent management, trade union interactions; human resource governance (metrics); and the future of human resource management.

Cases in Human Resource Management provides students with insights into common challenges, dilemmas, and issues human resource managers face in the workplace. Using a wide variety of well-known companies and organizations, author David Kimball engages students with original, real-world cases that illustrate HRM topics and functions in action. Each case is designed to encourage students to find new solutions to human resource issues and to stimulate class discussion. Case questions challenge students to think critically, apply concepts, and develop their HRM skills. The contents are organized using the same topical coverage and structure as most HRM textbooks, making Kimball the ideal companion for any introductory HRM course.

Given the enormous economic and developmental changes being experienced by nations in the Asia-Pacific region, and the related movement of people between and across countries, it is critical that we better understand the HRM policies and practices of these nations. 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 different factors on HRM, an.