Managing People Globally. An Asian Perspective

460 Pages·2011·2.739 MB·English

by  Chris Rowley and Wes Harry (Auth.)

Managing People Globally
CHANDOS
ASIAN STUDIES SERIES:
CONTEMPORARY ISSUES AND TRENDS
Series Editor: Professor Chris Rowley,
Centre for Research on Asian Management,Cass Business School,
City University,UK; HEAD Foundation,Singapore
(email: [email protected])
Chandos Publishing is pleased to publish this major Series of books entitled Asian Studies: Contemporary Issues and Trends.
The Series Editor is Professor Chris Rowley,Director,Centre for Research on Asian Management,City University,UK and
Director,Research and Publications,HEAD Foundation,Singapore.
Asia has clearly undergone some major transformations in recent years and books in the Series examine this
transformation from a number ofperspectives:economic,management,social,political and cultural.We seek authors from
a broad range of areas and disciplinary interests:covering,for example,business/management,political science,social
science,history,sociology,gender studies,ethnography,economics and international relations,etc.
Importantly, the Series examines both current developments and possible future trends. The Series is aimed at an
international market of academics and professionals working in the area.The books have been specially commissioned
from leading authors.The objective is to provide the reader with an authoritative view ofcurrent thinking.
New authors:we would be delighted to hear from you ifyou have an idea for a book.We are interested in both shorter,
practically orientated publications (45,000+ words) and longer,theoretical monographs (75,000–100,000 words).Our
books can be single,joint or multi-author volumes.If you have an idea for a book,please contact the publishers or
Professor Chris Rowley,the Series Editor.
Dr Glyn Jones Professor Chris Rowley
Chandos Publishing Cass Business School,City University
Email:[email protected] Email:[email protected]
www.chandospublishing.com www.cass.city.ac.uk/faculty/c.rowley
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Publishing is to publish books ofthe highest possible standard:books that are both intellectually stimulating and innovative.
We are delighted and proud to count our authors from such well known international organisations as the Asian Institute
of Technology,Tsinghua University,Kookmin University,Kobe University,Kyoto Sangyo University,London School of
Economics,University of Oxford,Michigan State University,Getty Research Library,University of Texas at Austin,
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Professor Chris Rowley:Dr Rowley,BA,MA (Warwick),DPhil (Nuffield College,Oxford) is Subject Group leader and the
inaugural Professor ofHuman Resource Management at Cass Business School,City University,London,UK,and Director
ofResearch and Publications for the HEAD Foundation,Singapore.He is the founding Director ofthe multi-disciplinary
and internationally networked Centre for Research on Asian Management (http//www.cass.city.ac.uk/cram/index.html) and
Editor ofthe leading journal Asia Pacific Business Review(www.tandf.co.uk/journals/titles/13602381.asp).He is well known and
highly regarded in the area,with visiting appointments at leading Asian universities and top journal Editorial Boards in the
UK,Asia and the US.He has given a range oftalks and lectures to universities,companies and organisations internationally
with research and consultancy experience with unions,business and government,and his previous employment includes varied
work in both the public and private sectors.Professor Rowley researches in a range of areas,including international and
comparative human resource management and Asia Pacific management and business.He has been awarded grants from the
British Academy,an ESRC AIM International Study Fellowship and gained a 5-year RCUK Fellowship in Asian Business and
Management.He acts as a reviewer for many funding bodies,as well as for numerous journals and publishers.Professor
Rowley publishes very widely,including in leading US and UK journals,with over 370 articles,books,chapters and other
contributions.
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Managing People Globally:
An Asian Perspective
C R
HRIS OWLEY
AND
W H
ES ARRY
Oxford Cambridge Philadelphia New Delhi
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First published in 2011
ISBN:
978 1 84334 223 6
© C.Rowley and W.Harry,2011
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For Andrea, ‘Days are never long enough’ – Chris
In memory of Isabella Kennedy McLean – Wes
List of figures and tables
Figures
1.1 Tensions within HRM 17
1.2 The Harvard framework for HRM 18
1.3 The HRM cycle 19
1.4 Organisational ILM 22
1.5 The flexible firm model 24
1.6 The business partner model 28
1.7 Overview and integration of HRM 29
2.1 Model of HRP 41
2.2 A systematic approach to recruitment and selection 57
3.1 The line of sight model 141
4.1 Possible uses of training 170
4.2 Types and evolution of managerial skills and
development requirements 172
4.3 Models and techniques in management development 173
4.4 Levels of maturity in management development provision 176
4.5 The training system 178
4.6 The training cycle 179
4.7 Training evaluation: the whole system 189
5.1 The ER system 249
5.2 Strategic choice in industrial relations 267
5.3 Three levels of strategic decision making 269
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Managing People Globally: An Asian Perspective
5.4 Governmental approaches to employee relations 274
5.5 Employee involvement framework 309
5.6 Dimensions of employee involvement 309
Tables
1.1 PM and HRM compared 18
1.2 Characteristics of ILMs 22
1.3 Advantages and disadvantages of ILMs 23
1.4 Criticisms of the flexible firm model 25
1.5 Types of HR manager 27
2.1 Data for HRP 40
2.2 Problems with labour turnover rates 45
2.3 Methods of job analysis 58
2.4 Categories of personal attributes 61
2.5 Examples of e-recruitment sites 66
2.6 Advantages and disadvantages of internal and external
recruitment 69
2.7 Guide to conducting interviews 82
2.8 Interview structure: a recommended pattern 82
2.9 Use of questions and statements in interviewing 83
2.10 Biases in interviews 85
2.11 Disadvantages of tests 88
3.1 Integration in rewards 117
3.2 Elements of rewards 119
3.3 Issues with job evaluation 133
3.4 Job evaluation using different job factors 134
3.5 Factors to be considered in PRP 140
3.6 Questions and perspectives using the
Balanced Score Card in rewards 142
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List of figures and tables
3.7 Advantages and disadvantages of different reward systems 142
3.8 Variations in use of types of reward (%) 146
4.1 Factors shaping provision and effectiveness 175
4.2 Sources of training needs 180
4.3 Advantages and disadvantages of delivery methods 182
4.4 Advantages and disadvantages of ‘on-the-job’ versus
‘off-the-job’ training 184
4.5 Training assessment – methods and difficulties 186
4.6 Training evaluation 187
4.7 Training evaluation using Hamblin’s levels 187
4.8 Evaluating the impact of training 188
4.9 Implications of different types of training provision 203
4.10 Example of forced distribution 206
4.11 Example of rating scale 206
4.12 Example of BARS performance dimension 207
4.13 Example of BOS performance dimension 209
4.14 Interview structure 211
4.15 Biases in performance appraisals 212
4.16 Problems with performance appraisal methods 212
4.17 Performance appraisals in professions 214
5.1 Reasons for interest in employee involvement 308
5.2 Benefits of and problems with team briefing 312
5.3 Benefits of and problems with suggestion schemes 314
5.4 Benefits of and problems with quality circles 316
5.5 Important elements in the success and failure of
employee involvement 317
6.1 Tensions in perspectives in HRM 327
6.2 Constraints on the development of HRM 330
6.3 Usefulness of comparative views 349
6.4 Reasons for differences in HRM 350
xiii
Managing People Globally: An Asian Perspective
6.5 Discovering HRM in other countries 351
6.6 Impacts on HRM as a function 352
6.7 Decline and continuity of HRM 353
xiv
Acknowledgements
Wes Harry wishes to acknowledge the help, advice and guidance of so
many Asians in building his understanding of their ways of working and
helping non-Asians to have a global instead of a parochial view of
managing people. Wes also wishes to thank Glyn Jones for his support
in the writing process and to Liz McElwain for her patience in copy-
editing the script.
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