STRATEGIC HUMAN RESOURCE MANAGEMENT - SCHULER, RANDALLS, JACKSON, SUSAN E (WILEY)
Keywords: Overview of SHRM Looking Inside for Competitive Advantage . Understanding Human Resource Management in the Context of Organizations and Their Environments . Implications of the Converging Economy for Human Resource Management. Human Resources and the Resource-Based View of the Firm. The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management . Alignment of HR Strategies and the Impact on Business Performance . Global Dimensions Converting Global Presence into Global Competitive .Human Resource Strategy in International Context . Reframing Global Mindset: From Thinking to Acting . A Quarter-Century Review of Human Resource Management in the US: The Growth in Importance of the International Perspective. European Human Resource Management: Researching Developments over Time. HRM in China Fang Lee Cooke . HRM in India. . Strategy into Action. HR Strategy and Competitive Advantage in the Service. Managing the Human Resource Architecture for Knowledge-Based Competition .New HR Metrics: Scoring on the Business Scorecard. Strategies for Responsible Restructuring. . Role of the HR Department and HR Professionals a The Three-Dimensional People Strategy: Putting Human Resources Policies into Action . Truss Seeing the Elephant: Human Resource Management Challenges in the Age of Globalization .The Changing Role of the Corporate HR Function in Global Organizations of the Twenty-First Century . People Processing Systems and Human Resource Strategy . Strategic Human Resource Management: A Look to the Future . Integrative framework for understanding HRM in context. .. Used with permission The influence of information technology on HRM The influence of globalization on HRM The influence of intangible assets on HRM A model of the basic strategic HRM components A model for integration strategy and strategic HRM Dimensions of theory in SHRM with the addition of a complexity perspective HR investments and firm results Strategy/capability/organization assessment Drivers of global value: the star framework Stakeholders and their concerns. ., Managing Human Resources through Strategic Partnerships 8th ed.. Used with permission Contextual and dynamic framework for strategic HRM. . Managing Human Resources through Strategic Partnerships, .Used with permission Directional convergence (type 1) Final convergence (type 2) High-performance work systems: commonly . A typology of competitive strategies and business outcomes in services Market characteristics, competitive dynamics and HR strategy in services Multilevel perspective of the HR architecture in knowledge-based competition The knowledge profile of human capital HR challenges associated with knowledge management Human capital characteristics and employment modes. Note: Adapted from Lepak and Snell, 1999, and Snell, Lepak, and Mundt, 1999 Example of human capital in an HR architecture Business scorecard HR scorecard Aligning HR practices around value propositions Common language Differentiation: your organization's workforce(s) Linking HR scorecard to business scorecard The two-dimensional model of people strategy