Titlebook: Global Trends in Human Resource Management; Emma Parry,Eleni Stavrou,Mila Lazarova Book 2013 Palgrave Macmillan, a division of Macmillan P

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HRM in Scandinavia — Embedded in the Scandinavian Model?Norway and Sweden); second, to analyse how the HR practice is embedded in the historical, cultural, social and political characteristics of the Scandinavian countries, including Scandinavian management; and third, to compare the Scandinavian HR practice with HR practice in a number of (deliberately

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Divergent Norwegian and North American HRM Regimes: Implications for Norwegian MNEsferent local human resource management (HRM) policies and practices. These differences are not arbitrary but products of different industrial relations regimes. Using a comparative data set the initial purpose of this chapter is to assess the ‘distance’ between the Norwegian and the North American H

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The Development of Employee Financial Participation in Europemes directly linked to employee rewards, altering the relationship between employees and the organization. In this chapter we discuss the incidence and characteristics of financial participation in eight European Union countries. We address the following questions in the chapter. One, what is the in

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https://doi.org/10.1007/978-3-658-31142-1o a variety of geographical locations. In this context, managing human resources has become increasingly dynamic and complex. Employers have to deal with the demands of managing people in different national settings and to understand the context in which they are operating by developing human resour

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https://doi.org/10.1007/978-3-662-68927-1ndl & Mayrhofer, 2010). Today, in numerous industrialized countries, women represent the majority of HR specialists, and increasingly occupy managerial HR positions (Brandl, Mayrhofer & Reichel, 2008a). Such a rise in the proportion of women working in an occupation is termed ‘feminization’ (e.g. Ph