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SECTION I. NATURE OF HUMAN RESOURCE MANAGEMENT
1. Nature of Human Resource Management
2. Strategic HR Management and Planning
3. Organization/Individual Relations and Retention

SECTION II. STAFFING THE ORGANIZATION
4. Legal Framework of HRM
5. Managing Equal Employment and Diversity
6. Jobs and Job Analysis
7. Recruiting in Labor Markets
8. Selecting Human Resources

SECTION III. DEVELOPING HUMAN RESOURCES
9. Training Human Resources
10. Talent Management and Development
11. Performance Management and Appraisal

SECTION IV. COMPENSATING HUMAN RESOURCES
12. Total Rewards and Compensation
13. Variable Pay and Executive Compensation
14. Managing Employee Benefits

SECTION V. MANAGING EMPLOYEE RELATIONS
15. Risk Management and Worker Protection
16. Employee Rights and Responsibilities
17. Union/Management Relations

In a globalized economy, students of human resource management (HRM) must not only be knowledgeable about the best and universally applicable HRM theories and practices that are available, but also be informed about the contextual conveniences and limitations that may affect the actual operations of HRM in a specific country or region. HRM is a highly context-bound subject matter because different countries have different laws and regulations governing the employment of their people. A HRM textbook can only be as good as how it has adapted the best theories and practices it has identified to fit the local context.

To strike a balance between the ideal scenario and the current state of knowledge dissemination in HRM, we have updated Human Resource Management: An Asia Edition to highlight universally usable HRM theories and practices sourced from leading research and reports that may be applicable to HRM in Asia. In this new edition, we want to show case studies from countries such as Hong Kong, Malaysia, Singapore, and China to facilitate student discussions.