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2015/2016  KAN-CBLCV2000U  Strategic Human Resource Management in the Asia-Pacific Region

English Title
Strategic Human Resource Management in the Asia-Pacific Region

Course information

Language English
Course ECTS 7.5 ECTS
Type Elective
Level Full Degree Master
Duration One Quarter
Start time of the course First Quarter
Timetable Course schedule will be posted at calendar.cbs.dk
Max. participants 60
Study board
Study Board for BSc og MSc in Business, Language and Culture, MSc
Course coordinator
  • Charles Tackney - Department of Intercultural Communication and Management (ICM)
Main academic disciplines
  • Corporate governance
  • Globalization and international business
  • Human resource management
Last updated on 17-02-2015
Learning objectives
To achieve the grade 12, students should meet the following learning objectives with no or only minor mistakes or errors: - define human resource management as a professio, explain core HRM elements, and describe how HRM may contribute to organizational performance.
  • - distinguish strategic human resource management (SHRM) from HRM and be able to discuss the origins, merits, and limitations of this distinction for the Asia-Pacific.
  • - explain regional diversity in employment and management participation patterns throughout the region in terms of comparative employment ecology models for the Asian nations against the referent models of the European Union and the U.S.
  • - describe factors contributing to change in the region, including the impact of the East Asian financial crisis.
Course prerequisites
No course prerequisites, although an interest in Asian and human resource management is expected. Gaduate student status.
Synopsis-based oral examination:
Exam ECTS 7,5
Examination form Oral exam based on written product

In order to participate in the oral exam, the written product must be handed in before the oral exam; by the set deadline. The grade is based on an overall assessment of the written product and the individual oral performance.
Individual or group exam Individual
Synopsis must be individually written.
Size of written product Max. 5 pages
Proper referencing of course material expected in Synopsis.
Assignment type Synopsis
Written product to be submitted on specified date and time.
15 min. per student, including examiners' discussion of grade, and informing plus explaining the grade
Grading scale 7-step scale
Examiner(s) Internal examiner and second internal examiner
Exam period Autumn
Aids allowed to bring to the exam Limited aids, see the list below:
Synopsis. An explanatory figure or two is acceptable.
Make-up exam/re-exam
Same examination form as the ordinary exam
Course content and structure

Strategic Human Resource Management in the Asia-Pacific Region studies the key features of human resource management (HRM) field, examines the emergence and development in the U.S. of the strategic human resource management domain (SHRM), and considers the merits of SHRM deployment in Asia. Comparative employment ecology models of the enterprise are used to explore national variation in managerial prerogative, employee participation, and organizational identity in the Asia-Pacific region in terms of enterprise efficiencies and effectiveness. Through lectures, discussion, case studies, and a synopsis-based oral examination, students will acquire a basic knowledge of HRM functions, the salience of strategic HRM developments, and how both interact for diversity and change in national settings of the Asia-Pacific region

Teaching methods
Teaching Methods: Lecture with discussion, class exercises, cases.
Further Information

Possible Lesson Plan:


Lesson plan:


  1. Introduction: HRM / SHRM
  2. Comparative Employment Ecologies:
  3. Recruitment, selection and diversity training
  4. Performance and rewards: compensation
  5. Industrial relations
  6. Organization and Corporate Culture
  7. Employee participation
  8. Knowledge management
  9. Japan 1
  10. Japan 2: Women in the Workforce
  11. Case: To Whom Does This Company Belong?
  12. China 1
  13. China 2
  14. Singapore
  15. Philippines
  16. Indonesia
  17. Australia
  18. Strategic Human Resource Management in Process
Expected literature

Suggested Readings: Strategic Human Resource Management in the Asia-Pacific Region



Text: Varma, A., & Budhwar, P. S. (Eds.). (2014). Managing human resources in Asia-Pacific (second edition). London: Routledge.


Akhtar, S., Ding, D. Z., & Ge, G. L. (2008). Strategic HRM practices and their impact on company performance in Chinese enterprises. Human Resource Management, 47(1), 15-32.

Boxall, P. (1996). The strategic HRM debate and the resource-based view of the firm. Human Resource Management Journal, 6(3), 59.

Chartered Institute of Personnel and Development. Retrieved from http://www.cipd.co.uk/hr-resources/factsheets/strategic-human-resource-management.aspx

Huselid, M. (1995). The impact of human resource management practices on turnover productivity and corporate financial performance. Academy of Management Journal, 38(3), 635-672.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

Kaufman, B. E. (1010). SHRM theory in the post-Huselid era: Why it is fundamentally mis-specified. Industrial Relations, 49(2), 286.

Kaufman, B. E. (2001). The theory and practice of strategic HRM and participative management antecedents in early industrial relations HRMR 11 pgs 505 533. Human Resources Management Review, 11, 505-533.

Kaufman, B. E. (2012). Strategic human resource management research in the United States: A failing grade after 30 years? Academy of Management Perspectives, May, 12-36.

Kramar, R., & Parry, E. (2014). Strategic human resource management in the Asia Pacific region: Similarities and differences? Asia Pacific Journal of Human Resources, 52, 400-419.

Rowley, C., & Warner, M. (2007). The management of human resources in the Asia Pacific into the 21st century. Management Revue, 18(4), 374 - 391.

Tackney, Charles T. (2001).The modes of social relation in Japanese management practice. In The International Handbook of Organizational Culture and Climate (Cary L. Cooper, Cartwright, Sue, and Earley, P. Christopher, Eds. New York: John Wiley. 376-390.

Tackney, Charles T. and Toyoko Sato (August 2012). Japan’s Supreme Court Discourse and Lifetime    Employment: Cultural Cognition and U.S. Labor Relations. Social Issues in Management Division, Academy of Management 2012 Conference. Boston.

Toh, S. M., & Leonardelli, G. J. (2012). Cultural constraints on the emergence of women as leaders. Journal of World Business, 47(4), 604-611.

Volkmar, J. A., & Westbrook, K. L. (2005). Does a decade make a difference? A second look at western women working in Japan. Women in Management Review, 20(7), 464-477.

Xiaoya, L., Marler, J. H., & Cui, Z. (2012). Strategic human research management in China: East meets West. Academy of Management Perspectives, May, 55-70.

Last updated on 17-02-2015