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International Human Resource Management

International Human Resource Management — Thoroughly updated and revised, this 5th edition (2016), authored by Ibraiz Tarique, Dennis Briscoe, and Randall Schuler, now includes key terms, learning objectives, discussion questions and an end-of-book inegrative case.  It has been designed to lead readers through all of the key topics in a highly engaging and approachable way.  This book focuses on IHRM wihin multi-national enterprises (MNEs) and covers topics including:

  • MNE and country culture
  • organizational structure, strategy and design
  • international joint ventures and  cross-border mergers and acquisitions
  • labour standards, ethics and codes of conduct
  • selection and management of international assignees
  • training and management development
  • compensation and benefits
  • health and safety and crisis management
  • IHRM departments and professionals
  • comparative HRM

For more information visit the Routledge website.

 Managing Human Resources Managing Human Resources, Eleventh Edition, explains how successful companies manage human resources in order to compete effectively in a dynamic, global environment. Long known and respected as a tightly integrated, clear, higher-level text, MANAGING HUMAN RESOURCES, Eleventh Edition, presents strong organizing themes: teams, diversity, global issues, corporate social responsibility/ethics/sustainability, and metrics/analytics. These themes are highlighted in interesting boxed features throughout the eleventh edition. The text also follows an organizational structure that emphasizes the HR Triad (employee, line manager, HR manager) with the understanding that effective human resource management requires mutual understanding and collaboration among HR professionals, managers, and all other employees. New to the eleventh edition is an emphasis on preparation for the PHR/SPHR certification exam. Because organizations differ from each other in so many ways--including their locations, competitive strategies, products and services, and corporate cultures--these experienced authors use many different companies to illustrate how employers address the challenge of managing human resources effectively. This new edition includes examples of companies in many different industries, sizes, and countries. For more information go to: (Jackson/Schuler/Werner).
  Global HRM Book Series Edited and authored by the best and most well known researchers in the field of human resource management (HRM), this series of books offeres students accessible coordinated and compreshensive textbooks on global HRM. To be used individually or together these books cover the main bases of the areas, including titles on global alliances, corporations, leadership, legal systems, staffing and compensation systems.

For more details on the full series visit:

Managing Human Resources in Cross-Border Alliances

Table of Contents

1. Managing human resources in cross-border alliances
2. International joint ventures
3. Managing human resources in internatiional joint ventures
4. International mergers and acquisitions
5. Managing human resources in international mergers and acquisitions
6. Managing cultural diversity in cross-border alliances
7. Managing cooperation, control, structure, and exit in corss-border alliances
8. Cross-border alliances and the HRM profession

  Strategic Human Resource Management The second edition of this popular volume, edited by Randall S. Schuler and Susan E. Jackson, provides management students and senior practitioners with a completely new and updated guide to the latest work in the field. This selection of important and highly readable articles from authors around the world charts key developments that have changed the theory and practice of SHRM over the last six years.
 Managing Organizations and People Managing Organizations and People, Sixth Edition, was written to provide a single, comprehensive source of a variety of cases that have proven useful in many management, organizational behavior, and human resource management courses. As with the Fourth Edition, this casebook contains several "class" cases such as "Dick Spencer", "Dowling Flexible Metals", "The Luggers Versus the Butchers", and "Peoples Trust Company". It also contains twenty-one new cases, many of which depict recent events at well-known companies. In total, this edition contains forty-six cases that we think provoke student interest and that you may find appropriate to use as a single text for a management, organizational be havior, or human resource management course taught entirely by the case method, or as a supplement to a textbook in one of these fields.
Schler Encyclopedic Dictionary of Org Behavior Organizational Behavior has come of age as a mature field of scholarship, addressing some of the most complex and important issues in business and management. Scholars require a terminology which helpds to identify and draw distinctions between ideas, but newcomers to this field have an additional need for clear definition and explanation and are often frustrated by the welter of what they see as 'jargon'. This is what The Blackwell Encyclodpedic Dictionary of Organizational Behavior provides--clear, concise and informative definitions and explanations of key concepts and issues, with an emphasis on current and developing trends. The Dictionary provides comprehensive and balanced coverage, giving equal emphasis to macro and micro perspectiv es, and to theory and practice, making it useful to the widest readership range.
Managing HR in the Information Age Managing HR in the Information Age  As a consequence of the trends and events in 1990s, the essence of this sixth volume in the SHRM/BNA series on HRM is getting, managing, and using human resource-related information and communications in organizations. Addressed under this general umbrella are topics such as: the sources and types of HR information
in external and internal environments; who collects the information and how it is collected; how is the information managed; what are the forms of communica tion within the organization; what are the ways in which line managers and HR managers can share the information and communication processes; and what effect are the new needs and uses of communication and information having upon the structure of the HR profession, its roles, and the HR department.
This third edition of HUMAN RESOURCE MANAGEMENT in Australia will greatly assist in providing the reader with an in-depth understanding of the critical issues of the 1990s. In addition to providing understanding, it will also offer examples of what firms are doing with these issues and what they could be doing. Thus you are offered possible courses of action and, as you read this second edition, you will acquire an understanding of the issues and of what firms are doing and could be doing as they seek to manage their human resources more effectively.

Over the past two decades, INTERNATIONAL HUMAN RESOURCE MANAGEMENT (IHRM) has evolved into an important field of research, teaching and practice. Until recently the focus of IHRM was on how to best manage human resources (HRs) in the multinational enterprise; however, IHRM has now evolved to incorporate two more perspectives, cross-cultural HRM and comparative HRM. Significant developments are taking place in the corporate world which have serious implications for IHRM. These include globalization, increasing foreign direct investments into emerging markets, growing intensity of cross-border alliances, growth of multinationals from emerging markets (such as China and India), increasing movement of people around the globe and an increasing trend in business process outsourcing to new economies. This emerging global economic scenario is creating immense opportunities for IHRM students and researchers.