Dr. Alok Chakrawal, Professor of Commerce and Business Administration, Saurashtra University, Rajkot, Gujarat, India.
Dr. Pratibha Goyal, Professor, School of Business Studies, Punjab Agricultural University, Ludhiana, Punjab, India.
Prof. D.P. Singh, Director, National Assessment and Accreditation Council (NAAC), India.
This well-organized and much needed volume explores topics ranging from how to conduct international human resource management using both qualitative and quantitative methods, to defining “culture”, employee selection, performance management, union-management relations, and careers. Distinguished scholars discuss:national culture and cultural effects methodological issues in IHRM international performance management and appraisal international compensation international labor relations expatriate management.
Handbook of Research in International Human Resource Management is a timely reference for all professors, graduate students, and advanced practitioners in the rapidly growing area of human resource management whose work is conducted in an international context, and can be used in courses on international business, international human resources, and IO psychology.
What if you can:
• Predict which high performers were at risk of leaving six months before they walked out the door?
• Merge external data with your own business metrics to project workforce demand six, nine or even eighteen months from now?
• Triage incoming resumes overnight to predict employee success and tenure before you hire?
All this and more is possible with sophisticated technology and analytics as demonstrated by companies such as Google, Walmart, and American Express. To leverage analytics, you need to walk a path through reliable data, techniques of analysis, and formulation of hypothesis. This book is a practical, do it yourself handbook to convert analytics into an area of strength and maintain competitive advantage.
development (HRD) functions, this practical guidebook describes how to apply specific research methods to common HRD problems.
Topics covered include performance problem analysis, performance solutions
and assessing solution adequacy. Background sections on the theoretical and
research aspects of the methods are included, with examples drawn from
the field showing the approach used in practice. The book concludes with a
discussion of special issues including legal and ethical concerns, reporting
results, sample size and statistical analysis issues, and confidentiality and