Human Resource Management

An International Comparison

Rüdiger Pieper

• Publisher: De Gruyter
• Year: 2012
• Print ISBN: 9783110125733
• eBook ISBN: 9783110869101
• Edition: 1
• Topic: Economics
• Subtopic: Economic Theory
• Index: Economics

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Table of contents

• Introduction
• 1. Human Resource Management as a Strategie Factor
• 2. National Human Resource Management Concepts
• 3. No Universal Model of HRM
• 4. Some Remarks on Methodological Problems of Comparative Management Research
• Human Resource Management and Corporate Strategy
• 1. From Personnel Administration to Human Resource Management (HRM)
• 2. Historical Roots of HRM
• 3. Current HRM Concepts
• 4. The Link between HRM and Corporate Strategy
• Part I. Human Resource Management in the Western World
• Human Resource Management in the U.S. – Celebration of its Centenary
• 1. Historical Background
• 2. HRM in the 1990’s
• 3. The Practice of HRM in the 1990’s
• 4. Recent Issues in HRM
• 5. Conclusion
• Human Resource Management in Italy
• 1. The Environment of Human Resource Management in Italy
• 2. Management Research and Theory
• 3. Human Resource Management in Practice
• 4. Prospects
• Human Resource Management in France
• 1. Brief History
• 2. Objective Specific Aspects of the French Scene which Have an Impact on Human Resource Management
• 3. Subjective Characteristics of the French National Culture Having an Impact on Human Resource Management
• 4. Changes in the Field of Human Resource Management
• 5. Conclusions
• Human Resource Management in the Federal Republic of Germany
• 1. Introduction
• 2. Historical Background
• 3. Applied Concepts
• 4. Contingency Factors of HRM
• 5. Summary and Outlook
• Part II. Key Problems of Human Resource Management in Socialist Countries
• Human Resource Management in Yugoslavia: Problems and Perspectives
• 1. Introduction
• 2. Postwar Developments
• 3. The Economic Reform and Changes in Management
• 4. Human Resource Management – From Social to Professional Activity
• Human Resource Management in Czechoslovakia – Management Development as the Key Issue
• 1. Introduction
• 2. Tradition and Current Problems of Human Resource Management in Czechoslovak Companies
• 3. Management Development – Its Tradition and Current Practice in Czechoslovak Organizations
• 4. The Practice of Management Development in Czechoslovakia – Recapitulation and Prospects
• 5. The Major Changes Affecting the Future of Human Resources Development, Human Resource Management and Management Development in Czechoslovakia – Some Enigmas
• Human Resource Management in the German Democratic Republic: Problems of Availability and the use of Manpower Potential in the Sphere of the High Qualification Spectrum in a Retrospective View Hansgünter Meyer
• 1. Introduction
• 2. Labor Availability
• 3. Qualification Structure
• 4. Some Current Problems
• Part III. Human Resource Management in Asian Countries
• Human Resource Management in China: Recent Trends
• 1. Introduction
• 2. The Development of Management Responsibility Systems
• 3. Changes in Personnel, Labor and Wage Systems
• 4. Vocational and Management Training
• 5. Trade Unions and Enterprise Law
• 6. Conclusion
• Human Resource Management in Japan
• 1. Introduction
• 2. The Analytical Method of HRM in International Comparisons
• 3. General Characteristics of the Japanese Employment System – Japanese HRM before the Second World War
• 4. The Management Organization of Japanese Enterprise before and after the Second World War
• 5. Japanese HRM after the Second World War
• 6. The Problems of Japanese HRM at Present
• Part IV. Human Resource Management and Multinational Companies
• Strategic Human Resource Management: A Global Perspective
• 1. Introduction
• 2. A Model
• 3. The Consequences of Culture
• 4. International Human Resource Management
• 5. Implications: Future Trends
• Human Resource Management in Multinational and Internationally Operating Companies
• 1. Some Basic Notions
• 2. Environmental Influences to be Considered in International Business
• 3. Task of Human Resource Management in Internationally Operating
• 4. Requirements of Professional and Personality-bases Qualifications
• 5. Re-Integration Problems
• About the Authors