ABSTRACT
This introduction presents an overview of key concepts discussed in the subsequent chapters of this book. The book focuses on the emergence and formulation of human resource (HR) strategy. It discusses factors explaining variance in HR strategy adoption across firms. The book describes the number of normative models offered by HR practitioners with the descriptive models proposed by HR researchers to explain within-firm variance in HR strategy formulation. It focuses on the people-flow subsystem, its objectives of human resource composition and competence, and such HR practices as planning, recruitment and selection, organizational entry, career development and internal labor market structuring, training, and development, downsizing, and retirement. The book revolves around performance management, examining issues such as job analysis, performance appraisal approaches and dilemmas, and performance feedback. It discusses compensation strategy, with such issues as pay structure and administration and the use of individual and/or group-based pay-for-performance.
