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International Human Resources Management of Japanese, American, and European Firms in Asia : The Roles of Headquarters and Subsidiaries

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  • Hiromichi Shibata

    (Yokohama National University, Merrill Lynch)

  • Andrew Doyle
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    Abstract

    The main role of the headquarters international human resources departments/business units of seven Japanese firms we researched is to manage the Japanese expatriates at their subsidiaries in Asia; they have little involvement with the management of local employees. The headquarters international human resources departments/business units at five researched American firms tend to maintain strong company value/mission that drives use of their performance appraisal/promotion systems for employees worldwide. In addition, the headquarters human resources departments/business units of the American firms tend to supervise senior-level managers regardless of their nationalities. Although two researched European firms manage senior-level managers worldwide, their international human resources management systems are not as rigid as those of American firms.

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    Bibliographic Info

    Paper provided by East Asian Bureau of Economic Research in its series Microeconomics Working Papers with number 21893.

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    Date of creation: Aug 2006
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    Handle: RePEc:eab:microe:21893

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    1. Peter B. Doeringer & Christine Evans-Klock & David G. Terkla, 1998. "Hybrids or hodgepodges? Workplace practices of Japanese and domestic startups in the United States," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, ILR Review, Cornell University, ILR School, vol. 51(2), pages 171-186, January.
    2. Jacoby, Sanford M., 2004. "Labor Markets and Firm Benefit Policies in Japan and the United States. Edited by Seiritsu Ogura, Toshiaki Tachibanaki, and David A. Wise. Chicago: The University of Chicago Press, 2003. Pp. ix, 400. ," The Journal of Economic History, Cambridge University Press, Cambridge University Press, vol. 64(03), pages 926-927, September.
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