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Comparative human resource management

Research output: Contributions to collected editions/works › Chapter › peer-review

Standard

Comparative human resource management. / Brewster, Chris; Haak-Saheem, Washika.
Human Resource Management in an Emerging South Asian Economy: The Case of Brunei. ed. / Tamer K. Darwish; Pengiran Muda Abdul Fattaah. Taylor and Francis Inc., 2020. p. 21-36.

Research output: Contributions to collected editions/works › Chapter › peer-review

Harvard

Brewster, C & Haak-Saheem, W 2020, Comparative human resource management. in TK Darwish & PM Abdul Fattaah (eds), Human Resource Management in an Emerging South Asian Economy: The Case of Brunei. Taylor and Francis Inc., pp. 21-36. https://doi.org/10.4324/9780429030963-3

APA

Brewster, C., & Haak-Saheem, W. (2020). Comparative human resource management. In T. K. Darwish, & P. M. Abdul Fattaah (Eds.), Human Resource Management in an Emerging South Asian Economy: The Case of Brunei (pp. 21-36). Taylor and Francis Inc.. https://doi.org/10.4324/9780429030963-3

Vancouver

Brewster C, Haak-Saheem W. Comparative human resource management. In Darwish TK, Abdul Fattaah PM, editors, Human Resource Management in an Emerging South Asian Economy: The Case of Brunei. Taylor and Francis Inc. 2020. p. 21-36 doi: 10.4324/9780429030963-3

Bibtex

@inbook{f4d4ebd07fe842a892cdd9d88d94ed49,
title = "Comparative human resource management",
abstract = "This chapter focuses on comparative human resource management (HRM). It explores the differences between nations in the way that they manage their human resources. Within a context of increasing globalisation, the chapter highlights how context matters to HRM. Fundamental to understanding these differences between countries are two concepts: the notions of cultural and institutional differences, and the notions of convergence and divergence. The chapter contributes to a better understanding of the main concepts and theories relevant to comparative HRM. First, this chapter shows that cultural and institutional explanations are valuable to the comparative HRM approach. Further, it argues that convergence of trends is apparent, but final convergence remains unrealistic. Finally, it outlines some of the key theoretical, empirical, and practical challenges posed by a comparative approach to HRM.",
keywords = "Management studies",
author = "Chris Brewster and Washika Haak-Saheem",
year = "2020",
month = feb,
day = "1",
doi = "10.4324/9780429030963-3",
language = "English",
isbn = "9780367142636",
pages = "21--36",
editor = "Darwish, {Tamer K.} and {Abdul Fattaah}, {Pengiran Muda}",
booktitle = "Human Resource Management in an Emerging South Asian Economy",
publisher = "Taylor and Francis Inc.",
address = "United States",

}

RIS

TY - CHAP

T1 - Comparative human resource management

AU - Brewster, Chris

AU - Haak-Saheem, Washika

PY - 2020/2/1

Y1 - 2020/2/1

N2 - This chapter focuses on comparative human resource management (HRM). It explores the differences between nations in the way that they manage their human resources. Within a context of increasing globalisation, the chapter highlights how context matters to HRM. Fundamental to understanding these differences between countries are two concepts: the notions of cultural and institutional differences, and the notions of convergence and divergence. The chapter contributes to a better understanding of the main concepts and theories relevant to comparative HRM. First, this chapter shows that cultural and institutional explanations are valuable to the comparative HRM approach. Further, it argues that convergence of trends is apparent, but final convergence remains unrealistic. Finally, it outlines some of the key theoretical, empirical, and practical challenges posed by a comparative approach to HRM.

AB - This chapter focuses on comparative human resource management (HRM). It explores the differences between nations in the way that they manage their human resources. Within a context of increasing globalisation, the chapter highlights how context matters to HRM. Fundamental to understanding these differences between countries are two concepts: the notions of cultural and institutional differences, and the notions of convergence and divergence. The chapter contributes to a better understanding of the main concepts and theories relevant to comparative HRM. First, this chapter shows that cultural and institutional explanations are valuable to the comparative HRM approach. Further, it argues that convergence of trends is apparent, but final convergence remains unrealistic. Finally, it outlines some of the key theoretical, empirical, and practical challenges posed by a comparative approach to HRM.

KW - Management studies

UR - http://www.scopus.com/inward/record.url?scp=85089042066&partnerID=8YFLogxK

U2 - 10.4324/9780429030963-3

DO - 10.4324/9780429030963-3

M3 - Chapter

AN - SCOPUS:85089042066

SN - 9780367142636

SN - 9780429633805

SP - 21

EP - 36

BT - Human Resource Management in an Emerging South Asian Economy

A2 - Darwish, Tamer K.

A2 - Abdul Fattaah, Pengiran Muda

PB - Taylor and Francis Inc.

ER -

Links

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