Rules of procedure of the Senate Committee on Human Resources /

At head of title: 95th Congress, 1st session. Committee print.

Federal Programs for the Development of Human Resources

Mode of access: Internet.

Foster care : implementation of the Multiethnic Placement Act poses difficult challenges : report to the Chairman, Subcommittee on Human Resources, Committee on Ways and Means, House of Representatives /

"B-279242"--P. 1.

Human Resources Development. Hearings, Ninetieth Congress, Second Session [on] Deprivation and Personality, a New Challenge to Human Resources Development

Mode of access: Internet.

Continuing financial management problems at the Equal Employment Opportunity Commission : report to the Chairman, Committee on Labor and Human Resources, United States Senate /

"B-205343"--Prelim. p.

An Aging society : meeting the needs of the elderly while responding to rising federal costs : report to the Chairman, Subcommittee on Intergovernmental Relations and Human Resources, Committee on Government Operations, House of Representatives /

"B-223880"--P. [1].

Financial management problems at the Equal Employment Opportunity Commission : report to the chairman, Committee on Labor and Human Resources /

"B-205343"--Prelim. p.

International human resource management:review and critique

The research agenda for the field of international human resource management (IHRM) is clear. For a better understanding and to benefit substantially, management scholars must study IHRM in context (Jackson, S.E. and Schuler, R.S. 1995. Understanding human resource management in the context of organizations and their environment. Annual Review of Psychology, 46: 237–264; Geringer, J.M., Frayne, C.A. and Milliman, J.F. 2002. In search of 'best practices' in international human resource management: research design and methodology. Human Resource Management, forthcoming). IHRM should be studied within the context of changing economic and business conditions. The dynamics of both the local/regional and international/global business context in which the firm operates should be given serious consideration. Further, it could be beneficial to study IHRM within the context of the industry and the firm's strategy and its other functional areas and operations. In taking these perspectives, one needs to use multiple levels of analysis when studying IHRM: the external social, political, cultural and economic environment; the industry, the firm, the sub-unit, the group, and the individual. Research in contextual isolation is misleading: it fails to advance understanding in any significant way (Adler, N.J. and Ghadar, E. 1990. Strategic human resource management: a global perspective. Human Resource Management in International Comparison. Berlin: de Gruyter; Locke, R. and Thelen, K. 1995. Apples and oranges revisited: contextualized comparisons and the study of comparative labor politics. Politics & Society, 23, 337–367). In this paper, we attempt to review the existing state of academic work in IHRM and illustrate how it incorporates the content and how it might be expanded to do so.

Managing human resources in Asia-Pacific

This book presents an HRM scenario in a number of South-East Asian and Pacific Rim countries. It highlights the growth of the personnel/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. An excellent addition to this subject area, each chapter has been written by an area specialist. As the most topical and up-to-date book in its field, this outstanding book is suitable for both academics and practitioners in the field.