ABSTRACT
In a recent analysis of developments in the field of international human resource management (IHRM), Schuler et al. (2002) highlighted the need to examine HRM in context. In many ways, this approach was adopted to write this book. Thus, the analysis of HRM system(s) in the selected countries has been conducted in the context of sociocultural, economic, political and legal set-ups and the changing business conditions. The structuring of the chapters according to the framework introduced in chapter 1 has helped to highlight the influence of core factors on HRM policies and practices in each country, as well as the context-specific nature of HRM. For example, the economic environment significantly influences HRM in all the countries, but its impact varies from country to country. For instance, in Japan the recessionary conditions of the past decade are undermining traditional employment practices and precipitating changes in the system. India has witnessed a boom in foreign direct investment since it liberalized its economy. However, the arrival of foreign firms in the Indian labor market is forcing local firms, in pursuit of efficiency, to rationalize their HRM practices.
