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Managing Human Resources in Asia-Pacific, 2nd Edition

Book Description

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, and the challenges faced by HR functions in these nations. This edition extends its coverage to Cambodia, Fiji, Indonesia, and the Philippines; a new chapter discusses HR research challenges in the region, such as the transferability of western constructs, problems with data collection, and the emergence of MNEs from Asia Pacific.

Table of Contents

  1. Cover
  2. Half Title
  3. Title Page
  4. Copyright Page
  5. Dedications
  6. Table of Contents
  7. List of Figures
  8. List of Tables
  9. Contributors
  10. Preface
  11. Foreword
  12. 1. Managing Human Resources in Asia-Pacific: An Introduction
    1. The Asia-Pacific Context
    2. Developments in Asia-Pacific HRM
    3. Framework Adopted to Develop Country-Specific Chapters
    4. Plan of the Book
    5. References
  13. 2. Human Resource Management in China
    1. Introduction
    2. Historical Development of Personnel/Human Resource Management
    3. Key Factors and Actors Shaping HRM Policies and Practices
      1. The Role of the State
      2. Trade Unions
      3. Employment Agencies
      4. HR Consultancy Firms and Outsourcing Providers
      5. The Role of Societal Culture
      6. The Influence of Demographics on HRM Outcome
    4. The Role of HRM and the HR Function
      1. Towards a Strategic Approach to HRM
      2. The Role of the HR Function
    5. Key Challenges Facing HRM
      1. Skill Shortages and Talent Retention
      2. Training and Development
      3. Performance Management and Rewards
      4. Professionalising the HR Function
    6. Conclusions
    7. Useful Websites
    8. Acknowledgements
    9. References
  14. 3. Human Resource Management in South Korea
    1. Introduction
    2. Historical Development of HRM
    3. Partnership in HRM
    4. HRM Practices: Key Determinants and Review
      1. Influences on HRM
        1. Historical and Political Background
        2. Cultural
        3. Economic Environment
        4. Capital – The chaebol
        5. Labour
        6. Globalisation
      2. Review of HRM Practices
        1. Employee Resourcing
        2. Employee Rewards
        3. Employee Development
        4. Employee Relations
    5. Changes Taking Place within the HR Function
    6. Key Challenges Facing HRM
    7. What is Likely to Happen to HR Functions?
    8. Useful Sources
    9. Notes
    10. References
  15. 4. Human Resource Management in Japan
    1. Introduction
    2. Historical Development in Human Resource Development
      1. Stable Corporate Governance and Industrial Relations
      2. Dynamics of the Internal Labor Market
      3. Broad-based Performance Evaluation and Reward
      4. Japanese-style Flexicurity: Balance of Power, Culture and Rationality
    3. Key Factors Determining HRM Practices and Policies
      1. Macroeconomic and Business Changes
      2. Shift Toward Performance-driven HRM
      3. Remaining Importance of the Labor Market Logic
      4. Toward a New Legal Basis of Flexicurity
      5. Keeping and Creating Competitive Advantages in a Globalized World
      6. Changes in Knowledge Management
      7. Evolution of Corporate Culture: Toward a Clash of Values
      8. Relative Decline of the Union Pillar
    4. Key Challenges facing HRM
      1. Adoption of Diversity Management
      2. Necessary Reconsideration of Career Patterns
      3. New Basis for Management Legitimacy
      4. Coping with an Ageing Society
      5. Integration of the Atypical Workers
      6. Clash of Work Values in a Westernized HRM System
      7. Role and Importance of Business–HR Partnership
    5. Key Changes in the HR Function
      1. A Response to Career Individualization
      2. Needs for More Sophisticated Service-Related Expertise
    6. Changes in the Following Five Years
      1. Responses to the Diversification of Career Patterns
      2. Adaptation of Performance-Based Systems to the Japanese Context
      3. The Need for Cross-Cultural Skills
      4. Talent Management
    7. Conclusion
    8. Useful Websites
    9. References
  16. 5. Human Resource Management in Hong Kong
    1. Introduction
    2. The Development of HRM in Hong Kong
      1. Early Service-Base (1980s)
      2. Full Service-Base (1990s)
      3. Restructuring Phase and a Time of Turbulence (2000s)
    3. Riding the Next Wave (Beyond 2012)
    4. The Role of HRM in Different Business Settings
      1. Small and Medium Enterprises
      2. Multinational Corporations
    5. Contingent Factors Shaping HRM
      1. Legal and Institutional Factors
      2. The China Factor
      3. Globalisation
    6. Future Prospects of HRM in Hong Kong
      1. Closer Economic Ties with China
      2. A Knowledge Workforce for a Knowledge Economy
    7. Useful Websites (as of January 2012)
      1. Government Departments
      2. Non-government Organisations
    8. References
  17. 6. Human Resource Management Practices in Taiwan
    1. Background and Development of HRM
      1. Socio-economic Background of Taiwan
    2. Development Stages of HRM
    3. The Importance and Strategic Role of HRM
    4. Key Factors Determining HRM Practices
      1. Economy
      2. Demography
      3. Culture
      4. Education
      5. Politics and Governmental Policies
    5. A Review of HR Practices
      1. Staffing
      2. Training and Development
      3. Compensation and Benefits
      4. Employee Relations and Communications
    6. Key Changes in the HR Function
      1. Staffing
      2. Employee Development
      3. Compensation and Employee Relations
    7. Key Challenges Facing HRM
      1. Ageing Population
      2. Low Labor Participation Rate
      3. The Gap between School Education and Business Needs
      4. Weaknesses in Human Capital Investment for SMEs
      5. Shortage of Professionals and Talent Recruitment
      6. Shortage of Entry-Level Laborers and Taiwan’s Foreign-Worker Policy
      7. The Inflexibility of Atypical Employment
    8. Future of HRM in Taiwan
      1. Global Talent Development
      2. Balance Between Work and Life
      3. New Dimensions of the Workforce
      4. New Technologies
    9. Useful Websites
    10. References
  18. 7. Human Resource Management in India
    1. Historical Developments in HRM
    2. National Culture and HRM
    3. National Institutions Supporting the HRM Framework
      1. The IR Framework
      2. Unions
      3. The Labour Law Framework
    4. Shifting Agenda in the 21st Century: Possible Directions for HRM in India
    5. The National Level
    6. The Organisational Level
      1. A Strategic Approach to HRM
      2. Structured and Rationalised Internal Labour Markets (ILMs)
    7. Open to Change, Sharing and Learning
      1. Crossvergence of HRM
    8. The Individual Level
    9. Key HRM Challenges
    10. Conclusion
    11. Useful Websites
    12. References
  19. 8. Human Resource Management in Thailand
    1. Development of the HRM Concept in Thailand: A Historical Perspective
    2. HRM as a Business Partner
    3. Key Factors Determining HRM Practices
      1. Economic and Socio-political Developments in Thailand
      2. Management Development and the HRM/IR Interface
      3. Ownership and its Impact on HRM Practices
      4. Cultural Influences on HRM Practices
      5. Technological Innovation Availability
      6. Organizational Restructuring
      7. Development of the IR System
    4. Key Changes in the HR Function
    5. Key Challenges Facing HRM
    6. Future of HRM in Thailand
    7. Conclusion
    8. Epilogue
    9. Useful Websites
    10. References
  20. 9. Human Resource Management in Vietnam
    1. Introduction
    2. Historical Development in HRM
      1. Recruitment and Selection
      2. Performance Management
      3. Rewards
      4. Training and Development
    3. Industrial Relations
    4. The Level of Business-HR Partnership
    5. Key Factors Determining HRM Policies and Practices
      1. The Economy
      2. The Culture
      3. The Role of the Party and the State
      4. The Banking System
      5. The Education and Training system
      6. Business Networks
    6. The Contemporary HRM/IR System in Vietnam
      1. Recruitment and Selection
      2. Performance Management (PM)
      3. Reward System
      4. Training and Development
      5. Industrial Relations
    7. The Transformation of the HRM/IR System in Vietnam
    8. Barriers and Challenges of Implementing Strategic HRM
    9. Future Development of the Vietnamese HRM System
    10. Useful Websites
    11. Note
    12. References
  21. 10. Human Resource Management in Malaysia
    1. Human Resource Management (HRM) in Malaysia
    2. The Role and Importance of HR
    3. Key Factors Determining HRM Practices and Policies
      1. Intensifying Human Capital Development
      2. Brain Drain
      3. Minimum Wage and Retirement Age Issues
      4. Acute Shortage in the Domestic Maid Sector
      5. Management Culture and HRM in Malaysia
      6. Human Resource Development Strategy
    4. The HRM Function
    5. Conclusions
    6. Useful Websites
    7. References
  22. 11. Human Resource Management in Singapore
    1. Introduction
    2. Historical Development and Key Factors Influencing HRM Practices in Singapore
    3. Role and Status of HRM in Singapore Companies
    4. Key Challenges Facing HRM in Singapore
    5. Practices and Challenges in Multinational Corporations and Their Singaporean Subsidiaries
    6. Practices in Local Companies/Government Departments and Corporations
    7. HR in the next Five Years in Singapore
    8. Useful Websites
    9. References
  23. 12. Human Resource Management in Australia
    1. Introduction
    2. Developments in HRM
    3. Key Factors Determining HRM Practices and Policies
      1. The National Context
      2. Economic Factors
      3. The Political Context
      4. The Impact on HRM
      5. Remuneration
    4. Role and Importance of the Business–HR Partnership
    5. Key Changes and Challenges for HRM
      1. Managing the Workforce
      2. Employee Engagement
      3. Work–Life Balance
      4. Cultural Diversity
      5. Gender
    6. Changes Expected in HR Functions in the Next Five Years
    7. References
    8. Websites
  24. 13. Human Resource Management in the Fiji Islands
    1. Introduction
    2. Historical Development of Personnel Management, Industrial Relations, Employment Relations, HRM and SHRM
    3. HRM Partnership
    4. Factors Determining HRM Practices
    5. Key Changes in the HRM Function
      1. Understanding the Individual Needs of the Employees
      2. Ensure EEO for all Groups Irrespective of Gender, Ethnicity and Race
      3. Providing Training and Development for the Employees
      4. Employee Empowerment
      5. Effectively and Efficiently Addressing Employee Grievances
      6. Objective Performance Management System
    6. Key Challenges Facing HRM
      1. Implementing Proper HRM Information Systems in Order to Effectively Manage and Make Informed Decisions
      2. Aligning the HRM Practices with the Goals, Objectives and Mission Statements of the Organisation
      3. Economic, Political and Legal Crisis
      4. Lack of Financial Budget for Training and Development
      5. Lack of Awareness of Employees about their Fundamental Rights at the Workplace
    7. The Future of the HRM Function in the Fiji islands
      1. Increase in Labour Unrest and Employee Grievances
      2. Elimination of SHRM from some Sectors of the Economy
      3. Replacement of Strategic Human Resource Management with Personnel Management
      4. Investment in Cross-Functional and International HRM
      5. Computerisation of HR Functions
      6. Discussion Questions
    8. Conclusion
    9. Useful websites
    10. Note
    11. References
  25. 14. Human Resource Management in New Zealand
    1. Introduction
    2. Historical Development of HRM
      1. Phase I: The Early Years: A ‘Very’ British Heritage
      2. Phase II: The Path to Professionalism
      3. Phase III: Embracing All Things Strategic
    3. The Level of Business–HR Partnership
    4. Key Factors Determining HRM Practices and Policies
      1. Political Factors
      2. Economic Context
      3. Business Environment
      4. Cultural Factors
    5. Review of HRM Practices
      1. Staffing
      2. Human Resource Development
      3. Performance Management
      4. Rewards
    6. Key Challenges Facing HRM and the Future of HRM
      1. Demographic Shifts
      2. Globalisation
      3. Skills Challenges
      4. Changing Nature of Work
    7. Useful Websites
    8. References
  26. 15. Human Resources in Asia-Pacific: Agenda for Future Research and Policy
    1. Introduction
    2. HRM Challenges of the Asia-Pacific Region
      1. Talent Acquisition and Retention
      2. Training and Development
      3. Work–Life Balance
      4. Changing Workforce Demographics
      5. Culture
    3. Conclusion
    4. References
  27. Index