Marion Festing - Böcker

The eighth edition of this market-leading text explores the core issues in international human resource management from a practical and academic perspective. Written by a team of internationally recognised experts, International Human Resource Management covers the latest developments and research in the field and provides a valuable insight into current practices. In-depth case studies throughout the text demonstrate the different principles and models and how to apply these to a range of settings and contexts.

Wales (UK), Karl-Klaus Pullig, University of Paderborn (Germany), Max RingI- steuer, Catholic University ofEichstatt (Germany), Ewald Scherm, University of Hagen (Germany), Stefan Schmid, Catholic University of Eichstatt (Germany), Karl-Heinz Schmidt, University of Paderborn (Germany), Ursula Schneider, University of Graz (Austria) and Joachim Wolf, University of Hohenheim (Ger- many). For support in the organization of the review process the editors thank Christopher Gramley. The outcome of the review process was that 13 papers were selected for pub- lication in two special isslIes which both address the field of international human resource management. There were many other very well-written and high quality papers but due to space limitations, the editors could not include more contribu- tions. For those interested in the other papers of the IHRM-conference we recom; mend the conference proceedings which are available from the University of Paderborn (E-mail: Testing@notes.uni-paderborn.de).The selected papers can be related to three broad IHRM-approaches which are described below: * Cross-cultural management approach: early work in this field (especially in Anglo-Saxon cOllntries) emphasized a cross-cultural management approach which examines human behavior within organizations from an international perspective. * Comparative HRM: A second approach developed from the comparative indus- trial relations and HRM literature seeks to describe, compare and analyse HRM systems in various countries. * HRM in mulfinationalJirms: A third approach seeks to focus on aspects ofHRM in multinational firms, especially expatriate management and HR in subsidiaries.

sity of Essen (Germany), Odd Nordhaug, Norwegian School of Economics and Business Administration (Norway), Michael Poole, University of Wales (UK), Karl-Klaus Pullig, University of Paderborn (Germany), Max Ringlstetter, Catho- lic University of Eichstatt (Germany), Ewald Scherm, University of Hagen (Ger- many), Stefan Schmid, Catholic University of Eichstaett (Germany), Karl-Heinz Schmidt, University of Paderborn (Germany), Ursula Schneider, University of Graz (Austria), Wolfgang Weber, University of Paderborn (Germany) and Joachim Wolf, University of Hohenheim (Germany). For support in the organiza- tion of the review process the editor thanks Christopher Gramley. The outcome of the review process was that 13 papers were selected for pub- lication in two special issues which both address the field of international human resource management. There were many other very well-written and high quality papers but due to space limitations, the editors could not include more contribu- tions. For those interested in the other papers of the IHRM-conference we recom- mend the conference proceedings which are available from the University of Pa- derborn (Email: MFesting@notes.uni-paderborn.de ).The selected papers can be related to three broad IHRM-approaches which are described below: * Cross-cultural management approach: early work in this field (especially in Anglo-Saxon countries) emphasized a cross-cultural management approach which examines human behavior within organizations from an international perspective. * Comparative HRM: A second approach developed from the comparative indus- trial relations and HRM literature seeks to describe, compare and analyse HRM systems in various countries.