- The Oxford Handbook of Human Resource Management
- List of Figures
- List of Tables
- List of Contributors
- Human Resource Management: Scope, Analysis, and Significance
- The Development of HRM in Historical and International Perspective
- The Goals of HRM
- Economics and HRM
- Strategic Management and HRM
- Organization Theory and HRM
- HRM and the Worker: Towards a New Psychological Contract?
- HRM and the Worker: Labor Process Perspectives
- HRM and Societal Embeddedness
- Work Organization
- Employment Subsystems and the ‘HR Architecture’
- Employee Voice Systems
- EEO and the Management of Diversity
- Recruitment Strategy
- Selection Decision-Making
- Training, Development, and Competence
- Remuneration: Pay Effects at Work
- Performance Management
- HRM Systems and the Problem of Internal Fit
- HRM and Contemporary Manufacturing
- Service Strategies: Marketing, Operations, and Human Resource Practices
- HRM and Knowledge Workers
- HRM and the New Public Management
- Multinational Companies and Global Human Resource Strategy
- Transnational Firms and Cultural Diversity
- HRM and Business Performance
- Modeling HRM and Performance Linkages
- Family-Friendly, Equal-Opportunity, and High-Involvement Management in Britain
- Social Legitimacy of the HRM Profession: A US Perspective
Abstract and Keywords
Globalization has impacted significantly on many firms, with substantial implications for human resource management (HRM). Geopolitical, social, economic, and technological changes have created opportunities for managers and employees to interact with culturally diverse populations. The development of cultural diversity in the workforce presents substantial and complex challenges for HR scholars and managers as they strive to determine the potential implications of cultural diversity for firm effectiveness. This article examines cultural diversity issues, which are increasingly viewed as a critical aspect of management in transnational firms.
Helen De Cieri is Professor of Human Resource Management and Director of the Australian Centre for Research in Employment and Work (ACREW) at Monash University. Her research is concerned with strategic human resource management, global HRM, and HRM in multinational networks, and she is co-author of Human Resource Management in Australia (McGraw-Hill) with Robin Kramar.
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