Author: Min-Hsun Christine Kuo
Publisher:
ISBN:
Category : Human capital
Languages : en
Pages : 312

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Book Description

Author: Noorjehan N. Ganihar
Publisher: Discovery Publishing House
ISBN: 9788183562539
Category : Manpower planning
Languages : en
Pages : 248

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Book Description
Contents: The Problem, Theoretical Background, Review of Related Literature, Research Procedure, Data Analysis and Results, Retrospects and Prospects.

Author: Rob F. Poell
Publisher: Routledge
ISBN: 113672706X
Category : Business & Economics
Languages : en
Pages : 733

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Book Description
The field of Human Resource Development (HRD) has grown in prominence as an independent discipline from its roots in both management and education since the 1980s. There has been continual debate about the boundaries of HRD ever since. Drawing on a wide and respected international contributor base and with a focus on international markets, this book provides a thematic overview of current knowledge in HRD across the globe. The text is separated into nine sections which explore the origins of the field, adjacent and related fields, theoretical approaches, policy perspectives, interventions, core issues and concerns, HRD as a profession, HRD around the world, and emerging topics and future trends. An epilogue rounds off the volume by considering the present and future states of the discipline, and suggesting areas for further research. The Routledge Companion to Human Resource Development is an essential resource for researchers, students and HRD professionals alike.

Author: Zachary Mumbo Mosoti
Publisher:
ISBN:
Category :
Languages : en
Pages : 528

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Book Description

Author: Min-Hsun Christine Kuo
Publisher:
ISBN:
Category :
Languages : en
Pages : 598

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Book Description

Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 644

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Book Description
Abstracts of dissertations available on microfilm or as xerographic reproductions.

Author: Thomas N. Garavan
Publisher: Routledge
ISBN: 1317815890
Category : Business & Economics
Languages : en
Pages : 442

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Book Description
Drawing on contributions from leading academics in the field, this volume within the Routledge Series in Human Resource Development specifically focuses on Global Human Resource Development (HRD). Specifically, the volume provides an overview of 17 regions, 85 countries and includes one emerging market grouping, CIVETS. This book examines the role of the state in HRD, the relationship between HRD and the level of economic development in the country or region, the influence of foreign direct investment within the country or region, and firm-level HRD practices within countries or regions. Global Human Resource Development analyzes HRD from institutional and cross-cultural perspectives, making it possible, for the first time, to analyze trends across countries and regions and to draw conclusions about the value of institutional and cross-cultural perspectives in the HRD context. There is currently no book on the market that conceptualizes the discipline of global HRD in this way, making this a definitive book on HRD across the globe of particular interest to researchers and reflective practitioners.

Author: Chris Brewster
Publisher: Edward Elgar Publishing
ISBN: 0857938711
Category : Business & Economics
Languages : en
Pages : 705

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Book Description
'Global HR practices are of incredible interest to scholars and practitioners. Brewster and Mayrhofer have done a masterful job selecting and organizing 26 incredible chapters on how to conceive, study, and practice HRM in diverse global settings. The compendium is thoughtful and thorough with integrated theoretical perspectives and unique insights on each major global region. It is an invaluable source book for those interested in global HR.' – Dave Ulrich, University of Michigan, US 'As the world becomes "flatter" and more interconnected, questions arise about the future of HRM. Which HRM systems are beginning or will begin to converge globally? Which systems will likely remain constrained by institutions or national culture and why? This book brings together the leading academic authorities and provides the essential starting point to answering these pressing questions.' – Patrick Wright, Cornell University, US This unique and path-breaking Handbook explores the issue of comparative Human Resource Management (HRM) and challenges the notion that there can be a 'one best way' to manage HRM. The Handbook of Research on Comparative Human Resource Management provides a theoretical, practical and regional analysis of comparative HRM. This book, edited by two specialists on comparative HRM and written by leading experts on each topic and from each region, explores the range of different approaches to conceptualising HRM, and highlights HRM policy and practice that occur in the various regions of the world. As such, the volume provides a challenge to the typical assumption that there are consistent problems in managing human resources around the globe that call for standardised solutions. Instead, the contributors emphasise the importance of institutional and cultural factors that make HRM a most context-sensitive management task. Offering a comprehensive view for readers with different interests, this insightful Handbook will prove to be an essential resource for academics, researchers and postgraduate students in international business, business administration, HRM, socio-economics and cross-cultural management. Practitioners interested in the cultural aspects of HRM will also find this Handbook invaluable.

Author: J. Megan Greene
Publisher: Routledge
ISBN: 1134125895
Category : Political Science
Languages : en
Pages : 351

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Book Description
Throughout the twentieth century Taiwan was viewed as a model - whether in terms of a model colony, a model China or a development model. This perception was based on the notion of Taiwan undergoing an economic miracle and political developments. Yet much of Taiwan’s history is unique and may not be readily replicable elsewhere. Written by an impressive line up of contributors from the US, UK, Taiwan, France and Hong Kong, this book analyzes Taiwan’s economic and political achievements, and asks whether it is possible to identify through the experience of a single nation – Taiwan – the makings of a replicable model. This book will appeal to students and scholars of Taiwan, political economy, and Asia-Pacific regional development issues.

Author: Zhengqiang Chen
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 368

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Book Description
The purpose of this study was to determine what categories of training programs have been provided by companies to improve employee job performance (e.g., product quality improvement, increased productivity and services, and increased satisfaction in employees) since Taiwan and China joined the WTO. Additionally, this study sought to determine how the training programs to improve employee job performance at certain companies were implemented. This research examined the relationship between training expenditure (time and fiscal) and HRD managers' perceptions of the effect of training on employee job performance. This study also focused on whether there were significant training time and fiscal expenditure differences between Taiwanese businesses in Taipei and Chinese businesses in Shanghai. Lastly, this research examined whether HRD managers believed that employees with a two-to-five-year technology-based college or university degree required less training than did employees without such education. This study involved 250 HRD managers of Taiwanese and Chinese businesses. This study used descriptive statistical methods to report the frequencies for quantitative variables. Correlational research was used to discover whether there was a relationship between different variables. Based on the analysis and the findings of this study, the training programs of total quality management, customer service skills, and business English were most important to improve employee job performance. Industries should increase the use of outside HRD companies for training programs on site. In addition, Kendall's tau-c analysis showed that time and fiscal expenditure on employee training and the HRD managers' perceptions that employee training had a positive effect on employee job performance after Taiwan and China joined the WTO were significant, but a negative correlation existed. Moreover, Chi-square analysis demonstrated that there was no significant difference in time and expenditure allocation for employee training between Taiwanese and Chinese businesses. Lastly, both Taiwanese and Chinese HRD managers strongly believed that employees with a two-to-five-year technology college or university degree required less training than employees without such education. In conclusion, recommendations were offered for industries and government policy-makers: namely, human resource training and development should be implemented, because it was very important to cultivate e-generation manpower with good information technology, English, and creative skills.