Strategic International Human Resource Management: Choices and Consequences in Multinational People Management

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Kogan Page Publishers, 2006 - Business & Economics - 258 pages

Given the rise of globalization, companies increasingly need to adopt an international human resource management (IHRM) strategy. Strategic International Human Resource Management discusses all the elements that make up the IHRM portfolio. It considers the consequences of international cultures on employee performance and welfare and explores the consequences (such as diversity issues) of the various employee resourcing options, for example: hiring local staff vs. international appointments. It also examines training and development in an international environment and the complexities of multinational reward management practice. Drawing on practical experiences from around the world, this book demonstrates how to design and implement a human resource strategy within the context of an overall business strategy for global expansion. This second edition looks at the trends and managerial priorities that look set to influence decision-making in SIHRM in the coming decade.

Formerly published as Globalization - The People Dimension.


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Human resources management has some implementation view,in other to promote the value of people working in the organization due to lack of reward to those ones that have used one way or the other to put more effort due to the goal of the organization ,in view of management concept it either say that management is act of putting things or gather things together in other to achieve the organization goal or per-determine objective ,the implementation and the intervention of management as skill in very organization should be very effective as a result of high level of unemployment in the country, looking to this strategic of choice of unemployment rate as also affect low level of production in some organization i.e the human resource manager always concerns with the laborers employ feelings and attitude of working mostly sometimes it depends on how the organization deals with their worker or number of worker be employ within the organization can also decrease their level of production,the most aspect of it , our government i.e they have utilized and abused our natural resources ,noting like made in Nigeria goods apart from agricultural and petroleum resources .i even imagine if this can move forward 20 years to this time,so i see human resources strategic as those part of implementation that should be undergone as a training in very organization  



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About the author (2006)

Stephen J. Perkins is a professor at London Metropolitan University and a visiting research fellow at Cass Business School, City University. Dr Perkins has also held a series of senior management posts in industry during privatization and internationalization initiatives and spent a period as a management consultant, building an international profile as an advisor to state-owned and stock market listed companies. His more than 50 publications include Globalization: The People Dimension (Kogan Page). Susan M. Shortland is senior lecturer in HRM, London Metropolitan University.

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