Maximizing human capital in Asia : from the inside out
著者
書誌事項
Maximizing human capital in Asia : from the inside out
J. Wiley & Sons (Asia), 2009
- : pbk
大学図書館所蔵 全7件
  青森
  岩手
  宮城
  秋田
  山形
  福島
  茨城
  栃木
  群馬
  埼玉
  千葉
  東京
  神奈川
  新潟
  富山
  石川
  福井
  山梨
  長野
  岐阜
  静岡
  愛知
  三重
  滋賀
  京都
  大阪
  兵庫
  奈良
  和歌山
  鳥取
  島根
  岡山
  広島
  山口
  徳島
  香川
  愛媛
  高知
  福岡
  佐賀
  長崎
  熊本
  大分
  宮崎
  鹿児島
  沖縄
  韓国
  中国
  タイ
  イギリス
  ドイツ
  スイス
  フランス
  ベルギー
  オランダ
  スウェーデン
  ノルウェー
  アメリカ
注記
Includes bibliographical references (p. 205-207) and index
内容説明・目次
内容説明
Organizations do not fully appreciate the link between people and business. They are too driven by short-term financial pressures, resulting in the failure to acknowledge the relationship between leadership, people management processes and business growth. Last but not least, employees' true needs are also not satisfied. What is the solution? As "growth" is the objective of all parties, HR must build an employee value proposition that would achieve this. This value proposition has to premise itself on satisfying employees' needs that will result in highly engaged employees, who in turn will deliver high-quality products and services, bringing about happy customers. This interactive process will maximize the human capital and business growth through a strong employer and product brand. In particular, to be successful in Asia, it is important to synergize East with West in all decision making. Three approaches are recommended: Global for Local, Local for Local and Local for Global. The first is having a mindset of a global framework allowing for local customization when necessary. The second is encouraging local for local initiatives to capitalize on local advantages.
The third is sharing best experiences and strengths for global benefit. In the case of talent management, organizations should strongly encourage diversity and inclusion, to take advantage of the strengths of the talents that come from different cultures- to maximize the company's human capital, from the inside out . This is a unique opportunity and should not be missed.
目次
Acknowledgments. Introduction: Lessons Learned: From Personnel Management to Talent War. Chapter 1: What is HR? HR Evolution in Asia. Customer Insight of Asian Employees. The EVP: A Model Tested in China. Building a Good EVP in Asia. What is HR? Frequently Asked Questions. Chapter 2: Personal Growth and Business Growth. Organic Growth. Inorganic Growth: Mergers and Acquisitions. Keys to M&A Success in Asia. Links among Leadership, HR Processes, and Business Growth. Personal Growth and Business Growth: Frequently Asked Questions. Chapter 3: Leadership. Good Leadership. Why is Leadership High in the EVP? Why is Engagement Important? D&I. Is Inclusive Leadership Becoming More Important? What Makes Good Leaders in Asia? How are Leaders Acquired? 360-Degree Feedback. Succession of Leaders. Asian Leadership Competencies. Leadership: Frequently Asked Questions. Chapter 4: Company Culture. What is Company Culture? Customers' Experience and Employees' Experience. Turning Employees' Experience into a Good Employer Brand in Asia. Measuring the Success of a Company's Culture. Company Culture: Frequently Asked Questions. Chapter 5: Acquisition. Staffing. Strategic Acquisition (Recruitment). A Checklist for a Strong Acquisition Function in Asia. Acquisition: Frequently Asked Questions. Chapter 6: Development. Importance of Development. How Do Companies in Asia Do Development? Management and Talent Development Review. Coaching. Why is Coaching Important? Mentoring. Key Elements in a Development Function in Asia. Development: Frequently Asked Questions. Chapter 7: Performance Management. The Role of Performance Management. Is Forced Ranking Necessary? Target Setting. Improving a Performance Management System. Key Elements in a Performance Management System in Asia. Performance Management: Frequently Asked Questions. Chapter 8: Rewards Management. The Importance of Rewards Management in Asia. Performance Rewards: Pay for Performance. Dos and Don'ts in Rewards Management in Asia. Rewards Management: Frequently Asked Questions. Chapter 9: How is HR Organized in Asia? HR Roles. Business HR. Functional Experts. Administrative Experts, Shared Services Centers. Outsourcing. Pitfalls to Avoid in Organizing HR Roles in Asia. How is HR Organized in Asia? Frequently Asked Questions. Chapter 10: Summary: How to Succeed in Asia. Global Framework, Local Content (Global for Local Approach). Local for Local Approach. Local for Global Approach. Concentrating on Strengths. Labor Legislation and Good Industrial Relations. Attractive Rewards and Incentives. Speed and Freedom to Act. D&I. How to Succeed in Asia? Frequently Asked Questions. Chapter 11: The Future of HR in Asia. Changing Roles. The Future of HR in Asia: Frequently Asked Questions. Conclusion: Food for Thought. Company Values and Culture. Distribution of Wealth. Job Descriptions and Rewards Packages. Protectionism. D&I. Bibliography. Index.
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