India has been identified as one of the biggest emerging markets in the world. Indian organizations have increasingly begun to understand the importance of human resources and have started to take into account the motivation, commitment and morale of its workforce. Despite great advances in human resource practices in India, the relevant literature on this subject remains scarce.This book seeks to fill the critical gap in the literature by providing a thorough understanding of the changing face of Indian HRM systems. Seeking to provide a comprehensive overview of Indian HRM practices, the book is structured into five parts: Developments in Indian HRM; Determinants of Indian HRM; Sector specific HRM; Emerging themes; and, Future challenges and the way forward. The Changing Face of People Management in India is written exclusively by Indian natives in order to minimise the Western bias and to provide a realistic picture of HRM practices in India. This book is a key resource for anyone studying or working in HRM or international business or with an interest in the unique Indian HRM context.

Performance management is the process by which organizations set goals, determine standards, assign and evaluate work, and distribute rewards. But when you operate across different countries and continents, performance management strategies cannot be one dimensional. HR managers and line managers need systems that can be applied to a range of cultural values. This important and timely text offers a truly global perspective on performance management practices. Split into two parts, it illustrates the key themes of rater motivation, rater-ratee relationships and merit pay, and outlines a model for a global appraisal process. This model is then screened through a range of countries, including Germany, Japan, USA, Turkey, China, India and Mexico. Using case studies and discussion questions, and written by local experts, this text outlines the tools needed to understand and 'measure' performance in a range of socio-economic and cultural contexts. It is essential reading for students and practitioners alike working in human resources, international business and international management.

In response to the increasing interest in the growth and developments in the Indian economy, and the dynamic nature of the rapidly changing Indian business environment, this textbook is designed to provide a comprehensive guide to doing business in the Indian context.

Written by academic experts in their respective fields, this book is divided into three parts: the Indian business context, conducting business in India, and India and the world. Key information is presented on a wide range of topics, including:

• Both the shortcomings and opportunities associated with the Indian business environment
• The economic development model in India
• Critical skills for negotiation and incentives for foreign investors, including case studies of Italian companies that have entered the Indian market in different ways
• Business culture in India, including particular customs and etiquette

In addition to the pedagogical features, each chapter contains a set of key issues, and there is also a list of useful websites covering a wide range of business needs. This book introduces students to business in India, and will be also be of use to investors, organisations and managers who are already doing business, or intend to start one, in India.

In response to the increasing interest in the growth and developments in the Indian economy, and the dynamic nature of the rapidly changing Indian business environment, this textbook is designed to provide a comprehensive guide to doing business in the Indian context.

Written by academic experts in their respective fields, this book is divided into three parts: the Indian business context, conducting business in India, and India and the world. Key information is presented on a wide range of topics, including:

• Both the shortcomings and opportunities associated with the Indian business environment
• The economic development model in India
• Critical skills for negotiation and incentives for foreign investors, including case studies of Italian companies that have entered the Indian market in different ways
• Business culture in India, including particular customs and etiquette

In addition to the pedagogical features, each chapter contains a set of key issues, and there is also a list of useful websites covering a wide range of business needs. This book introduces students to business in India, and will be also be of use to investors, organisations and managers who are already doing business, or intend to start one, in India.

Focusing on HRM developments in thirteen developing countries across Asia, Africa and the Middle East, this book explores the contextual functions of HR in these countries. In addition, it analyzes the more general issues of HRM in cross-national settings to give readers an understanding of HR that is both comparative and contextual.
Covering the policies and practices of China, South Korea, Taiwan, India, Nepal, Pakistan, Iran, Saudi Arabia, Algeria, Nigeria, Ghana, Kenya and South Africa, each chapter follows a framework that draws out all of the unique and diverse configurations of HRM.
This important text is an invaluable resource for all HRM practitioners, students and scholars of HRM, international HRM and international business.

Contents:
Figures Tables Contributors Preface Acknowledgements Foreword Randall S Schuler and Paul R Sparrow 1. Introduction: Dynamics of Managing Human Resources in Asia-Pacific Pawan S Budhwar 2. Transfer of HRM to MNC Affiliates in Asia-Pacific Ingmar Björkman 3. Human Resource Management in China Fang Lee Cooke 4. Human Resource Management in Korea Chris Rowley and Dr. Johngseok Bae 5. Human Resource Management in Japan John Salmon 6. Human Resource Management in Hong Kong Andrew Chan and Steven Lui 7. Human Resource Management in Taiwan Pei-Chuan Wu 8. Human Resource Management in India Debi Saini and Pawan S Budhwar 9. Human Resource Management in Thailand Sununta Siengthai 10. Human Resource Management in Vietnam Turong Quang 11. Human Resource Management in Malaysia Kamel Mellahi and Geoffrey T Wood 12. Human Resource Management in Singapore Naresh Khatri 13. Human Resource Management in Australia Margaret Patrickson and Wahyu Sutiyono 14. Conclusion: Challenges for HRM in Asia-Pacific Yaw A Debrah and Pawan S Budhwar Index

This book presents an HRM scenario in a number of South-East Asian and Pacific Rim countries and highlights the growth of personnel/HR function in these countries, their dominant HRM system(s), along with the influence of different factors on their HRM and the challenges faced by HR functions in these nations. An excellent addition to the
subject area, this is accessible for both academics and practitioners in the field.

Contents:
1. Introduction: dynamics of human resource management in developing countries Pawan S Budhwar and Yaw A Debrah
Part I. Human Resource Management in Asia
2. Human resource management in China Malcolm Warner
3. Human resource management in South Korea Won-Woo Park
4. Human resource management in Taiwan Tung-Chun Huang
5. Human resource management in India Pawan S Budhwar
6. Human resource management in Nepal Dev Raj Adikhari and Michael Muller
7. Human resource management in Pakistan Shaista E Khilji
8. Human resource management in Iran Monir Tayeb
9. Human resource management in Saudi Arabia Kamel Mellahi and Geoffrey T Wood
Part II Human resource management in Africa
10. Human resource management in Algeria Mohamed Branine
11. Human resource management in Nigeria Franca Ovadje and Augustine K. Ankomah
12. Human resource management in Ghana Yaw A Debrah
13. Human resource management in Kenya Ken Kamoche
14. Human resource management in South Africa Geoffrey T Wood and Kamel Mellahi
15. Conclusion: international competitive pressures and the challenges for HRM in developing countries Yaw A Debrah and Pawan S Budhwar

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.

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.

Performance management is the process by which organizations set goals, determine standards, assign and evaluate work, and distribute rewards. But when you operate across different countries and continents, performance management strategies cannot be one dimensional. HR managers and line managers need systems that can be applied to a range of cultural values. This important and timely text offers a truly global perspective on performance management practices. Split into two parts, it illustrates the key themes of rater motivation, rater-ratee relationships and merit pay, and outlines a model for a global appraisal process. This model is then screened through a range of countries, including Germany, Japan, USA, Turkey, China, India and Mexico. Using case studies and discussion questions, and written by local experts, this text outlines the tools needed to understand and 'measure' performance in a range of socio-economic and cultural contexts. It is essential reading for students and practitioners alike working in human resources, international business and international management.

Rapid developments in the fields of Human Resource Management (HRM) and International HRM (IHRM) are being highlighted in the literature. There is also a continuous increase in the levels of globalisation and internationalisation of business. Over the last few decades, countries in the Middle East (mainly due to their petroleum resources) have attracted significant amounts of foreign direct investment. With the increase in globalisation, both academics and practitioners are interested in learning about the nature of HRM systems prevalent in the region. Considering such facts, this book presents the HRM scenario in a number of countries in the Middle East. It aims to highlight the growth of personnel/HR function in these countries, their dominant HRM system(s), along with the influence of different factors on their HRM and the challenges faced by HR functions in these nations.

Rapid developments in the fields of Human Resource Management (HRM) and International HRM (IHRM) are being highlighted in the literature. There is also a continuous increase in the levels of globalization and internationalization of business. Over the last few decades, countries in the Middle East (mainly due to their petroleum resources) have attracted significant amounts of foreign direct investment. With the increase in globalization, both academics and practitioners are interested in learning about the nature of HRM systems prevalent in the region. Considering such facts, this book presents the HRM scenario in a number of countries in the Middle East. It aims to highlight the growth of personnel/HR function in these countries, their dominant HRM system(s), along with the influence of different factors on their HRM and the challenges faced by HR functions in these nations.