• - 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.

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

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

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.