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國際人力資源管理(英文版·第7版)(工商管理經典叢書·人力資源管理系列;高等學校經濟管理類雙語教學課程用書) 版權信息
- ISBN：9787300305561
- 條形碼：9787300305561 ; 978-7-300-30556-1
- 裝幀：一般膠版紙
- 冊數：暫無
- 重量：暫無
- 所屬分類：>>
國際人力資源管理(英文版·第7版)(工商管理經典叢書·人力資源管理系列;高等學校經濟管理類雙語教學課程用書) 內容簡介
本書是一本英文影印刪減版圖書，原著是道林教授領銜編著的靠前人力資源管理經典著作。全書全面系統地介紹了跨國公司的人力資源開發與管理，分析了跨國公司人力資源管理的選擇及各種影響因素，構建了靠前化的戰略性人力資源管理體系。
第7版保持了原著簡明扼要、理論聯系實際、以讀者為核心的特點，并緊跟發展動態進行了增補和更新，提供了大量跨文化人力資源管理實例，體現了靠前人力資源管理領域的整體現狀和近期新發展。
本書很好適合“靠前人力資源管理”課程雙語教學，也可供廣大人力資源管理從業者閱讀參考。
國際人力資源管理(英文版·第7版)(工商管理經典叢書·人力資源管理系列;高等學校經濟管理類雙語教學課程用書) 目錄
第 1 章 導 論
第 2 章 國際人力資源管理的文化背景
第 3 章 組織背景
第 4 章 為全球市場尋找人力資源——人員配置、招聘和甄選
第 5 章 國際績效管理
第 6 章 國際培訓、開發、職業生涯與人才
第 7 章 國際薪酬
第 8 章 國際勞動關系與全球制度環境
第 9 章 國際人力資源管理的發展趨勢和未來挑戰
案例 1 Hawthorn Arms的質量合規性
案例 2 戰略預測和人員配置：博世哈薩克斯坦公司的行政和管理規劃
案例 3 本地和國際？管理復雜的就業期望
案例 4 博世公司的外派薪酬：應對現代流動性的挑戰
案例 5 只是又一次遷移到中國？國際委派對委派家庭的影響
案例 6 尋找正確的視角：在當地市場培養當地人才
術語表
第 2 章 國際人力資源管理的文化背景
第 3 章 組織背景
第 4 章 為全球市場尋找人力資源——人員配置、招聘和甄選
第 5 章 國際績效管理
第 6 章 國際培訓、開發、職業生涯與人才
第 7 章 國際薪酬
第 8 章 國際勞動關系與全球制度環境
第 9 章 國際人力資源管理的發展趨勢和未來挑戰
案例 1 Hawthorn Arms的質量合規性
案例 2 戰略預測和人員配置：博世哈薩克斯坦公司的行政和管理規劃
案例 3 本地和國際？管理復雜的就業期望
案例 4 博世公司的外派薪酬：應對現代流動性的挑戰
案例 5 只是又一次遷移到中國？國際委派對委派家庭的影響
案例 6 尋找正確的視角：在當地市場培養當地人才
術語表
展開全部
國際人力資源管理(英文版·第7版)(工商管理經典叢書·人力資源管理系列;高等學校經濟管理類雙語教學課程用書) 節選
PREFACEIn writing the Preface for the 7th Edition of International Human Resource Management two important published documents illustrate the context for HRM in International Business in the first quarter of the 21st Century. One is the Internet document Decent Work and the 2030 Agenda for Sustainable Development published by the International Labour Organization (ILO) which states that “over 600 million new jobs need to be created by 2030, just to keep pace with the growth of the working-age population. That is around 40 million per year. We also need to improve conditions for the 780 million women and men who are working but not earning enough to lift themselves and their families out of US$2-a-day poverty”. In addition, we observe the demographic challenges of low birth rates in many industrialized countries and a lack of qualified talent.A second document is the Special Report on Companies published by The Economist (17 Sept. 2016) titled The rise of the superstars. This report notes that “a small group of giant companies (some old, some new) are once again dominating the global economy” and asks the question “Is that a good or a bad thing?”. There is also a chart which lists the world’s ten largest listed companies by market capitalization in billions of US dollars in 2006 and 2016. The 2016 companies are Apple, Alphabet, Microsoft, Berkshire Hathaway, Exxon Mobil, Amazon, Facebook, Johnson & Johnson, General Electric and China Mobile. Of this list only Microsoft, Exxon Mobil and General Electric were on the 2006 list, indicating the extent of change in what The Economist describes as “a virtually new world”.We also acknowledge the so-called megatrends highlighted by many authors, mainly from consulting firms. An important issue they address is the complex and ongoing effect of demographic shifts on global business practices. In part, many countries are characterized by higher life expectancies and lower birth rates. This is not only a challenge for the social welfare systems1 but also for companies and their human resource management.According to this and other studies other challenges include the rise of the individual, the enabling technology and digitalization, the interconnected global economy, new market and global responsibilities as well as a rise in entrepreneurship2. In preparing the 7th Edition the authors have attempted to pay con- siderable care and attention to this new world of international business.The world of global business is very different than it was in 1990 when the first edition of this text was introduced. Our task remains to capture key human issues, those complexities, challenges, and choices faced by individuals and organizations engaged in global business and exchange. This world remains as compelling and critical as it was some 27 years ago.The more significant changes to the Seventh Edition include the following:?? Several of the IHRM in Action cases embedded throughout the chapters have been significantly updated. These changes will help students grasp the principles and models in the chapter and better apply these ideas to a range of settings or contexts.?? A new case, written particularly for this edition, has been added in the area of career development and repatriation. The nine in-depth cases at the end of the text have been written by the co-authors or solicited from global experts to provide a range of in-depth applications for all of the major functional areas of IHRM. Extensive teaching notes are provided for adopters of the text. Long time users of the text will find a more systematic and extensive set of cases, but hopefully our loyal adopters will still find some of theirfavorite cases remain as well. Our feedback on these end-of-text cases was outstandingly positive in the 6th edition and we feel this new edition builds on that strength.?? As in previous editions, the challenge of this Seventh Edition has been to organize the complexities particular to HRM activities in MNEs in such a way that provides teachers (of both undergraduate and graduate students) real choice as to how they will present the material. We have tried to find a balance that is meaningful and appropriate to the varying cultures represented by potential adopters and readers, and across educational traditions, institutions, and forms, while accurately capturing the compelling realities facing HRM professionals in MNEs. As always, we welcome your comments and suggestions for improve- ment in this task.?? The author team remains an excellent example of collaborative work (across a significant number of time zones) in the 21st century with tri-continental representation from the Asia Pacific, Europe, and North America.
國際人力資源管理(英文版·第7版)(工商管理經典叢書·人力資源管理系列;高等學校經濟管理類雙語教學課程用書) 作者簡介
彼得·道林（Peter J. Dowling） 澳大利亞樂卓博大學人力資源管理教授，澳大利亞與新西蘭國際商務學會主席，澳大利亞人力資源研究院終身會員，澳大利亞與新西蘭管理學會終身會員。曾任國際管理學者協會聯盟（IFSAM）主席，曾執教于澳大利亞的墨爾本大學、莫納什大學、塔斯馬尼亞大學和新西蘭的惠靈頓維多利亞大學，并擔任美國康奈爾大學、密歇根州立大學，德國帕德博恩大學、拜羅伊特大學客座教授。獨立或與他人合作發表70余篇文章。擔任Asia Pacific Journal of Human Resources，International Journal of Human Resource Management，International Studies of Management & Organization, Management International Review等多家雜志編委。瑪麗昂·費斯廷（Marion Festing） 歐洲高等商學院人力資源管理教授、柏林校區校長，曾在法國、澳大利亞、突尼斯、美國等地求學、研究、工作，在Academy of Management Perspectives, Human Resource Management, Human Resource Management Review等雜志發表多篇文章，主要研究領域為國際人力資源管理戰略、全球績效管理、全球職業生涯、全球人才管理、全球獎勵系統、多元化和包容性等。艾倫·恩格爾（Allen D. Engle，Sr.） 東肯塔基大學管理學客座教授、國際商務Harold Glenn Campbell講席教授，美國薪酬協會、人力資源管理協會、管理學會、國際商務協會會員，主要研究領域為薪酬理論和實踐、全球績效管理、領導力和組織變革、工作分析、管理能力和組織設計等。
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