32 Asia Pacific Journal of Human Resources 2004 42(1) Human resource management strategies in practice: Case-study findings in multinational firms Irene K.H. Chew* Nanyang Technological University, Singapore Frank M. Horwitz* University of Cape Town, South Africa, and Nanyang Technological University, Singapore Competitive pressures have increased the strategic value of a skilled, motivated and adaptable workforce, and the HRM strategies to support and develop it. A strategic perspective
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f e a t u r e a r t I C Le 647 Interaction Effects of Globalization and Institutional Forces on International HRM Practice: Illuminating the ConvergenceDivergence Debate By Yongsun Paik Irene Hau-Siu Chow Charles M. Vance In the face of globalization, scholars continue to debate about whether a convergence in human resources practices will prevail, or a trend of divergence perspective will persist. Building on institution theory, this article helps to explicate this debate by examining
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International Management: Managing Across Borders and Cultures, Text and Cases, Seventh Edition SEVENTH EDITION FEATURES • Streamlined text in eleven chapters, with particular focus on global strategic positioning, entry strategies and alliances, effective cross-cultural understanding and management, and develop- ing and retaining an effective global management cadre. The seventh edition has been revised to reflect current research, current events and global developments, and includes company
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Management and Organization Review 5:1 75–89 doi: 10.1111/j.1740-8784.2008.00137.x The Future of Chinese Management Research: Rigour and Relevance Redux Mary Ann Von Glinow1 and Mary B. Teagarden2 1 Florida International University, USA, and 2Thunderbird School of Global Management, USA ABSTRACT We use the parable of the blind men and the elephant to suggest that Barney and Zhang (2009) and Whetten (2009) analogously touch on only a part of the Chinese management research puzzle. Their
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Repatriation of Expatriates: Overcoming barriers and understanding issues for the HR Practitioner Christian Bengtsson 2566276 Griffith Business School – Postgraduate Studies International Human Resource Management Att: Dr Alan Burton Jones IHRM Word Count: 2075 Table of Content 1.0 Introduction 3 2.0 Repatriation 4 3.0 Consideration of Issues with Repatriation 5 3.1 Financial 6 3.2 Family Problems 6 3.3 Organizational issues 7 3.4 Future Career Issues 7 4.0 Three
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ASSIGNMENT (25%) – RESEARCH TERM PAPER TOPICS | |Current Strategic Management Issues | |This course assignment is a term paper on current strategic management issues. Possible themes/issues for your research term paper | |include (but are not limited to) the following:
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goods or service (Teare, Boer 1993, 194). As the trade radius become international, globalization gives an increase of labor workforce- in which international division of labor is achieved by the fragmentation of international production chain, as well as the political trend toward a more liberal economic order. Local companies that used to control some percentage in domestic market are now being saturated and limited as international competitions and development of local area are rapidly changing
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of supply chain management. The coordination and, perhaps, integration of the logistics systems of all the organizations in a supply chain are necessary requirements for successful management of the supply chain. (Bowersox etc, 2007) Logistics can be divided into two parts: domestic logistics and international logistics. Difference between Domestic & International Logistics can be said to arise mainly on account of the three major factors : 1) Logistic costs is International Business is much
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International Human Resource Management Managing people in a multinational context International Human Resource Management Managing people in a multinational context Exhibit A Tex-Mark Corporation Pre-departure activities 1. ‘Country briefings’, outsourced to a consulting firm in San Antonio that had experience dealing with the countries in which Tex-Mark operated. Tex-Mark was prepared to pay for four sessions each lasting one hour. 2. ‘Reading Assignments’. Three to four books (depending
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competitive advantage in today’s highly competitive global business environment. As a result, Multinational companies increasingly use expatriates on short-term and long-term international job assignments for a variety of purposes, such as to acquire and transfer knowledge, to manage a foreign subsidiary, to fill a staffing need, to maintain communication, coordination, and control between subsidiaries and corporate headquarters, and to develop global leadership competence. Given this, successful expatriate
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