Show simple item record

HR at a crossroads

dc.contributor.authorUlrich, Dave
dc.date.accessioned2017-06-16T20:16:09Z
dc.date.available2017-06-16T20:16:09Z
dc.date.issued2016-04
dc.identifier.citationUlrich, Dave (2016). "HR at a crossroads." Asia Pacific Journal of Human Resources 54(2): 148-164.
dc.identifier.issn1038-4111
dc.identifier.issn1744-7941
dc.identifier.urihttps://hdl.handle.net/2027.42/137572
dc.publisherWiley Periodicals, Inc.
dc.publisherRBL Group and Ministry of Manpower
dc.subject.otherHR value added
dc.subject.othertalent
dc.subject.otherleadership
dc.subject.othercapability
dc.subject.otherHR competencies
dc.subject.otherHR crossroads
dc.subject.otherHR market value
dc.subject.otherHR organization
dc.titleHR at a crossroads
dc.typeArticleen_US
dc.rights.robotsIndexNoFollow
dc.subject.hlbsecondlevelManagement
dc.subject.hlbtoplevelBusiness and Economics
dc.description.peerreviewedPeer Reviewed
dc.description.bitstreamurlhttps://deepblue.lib.umich.edu/bitstream/2027.42/137572/1/aphr12104.pdf
dc.identifier.doi10.1111/1744-7941.12104
dc.identifier.sourceAsia Pacific Journal of Human Resources
dc.identifier.citedreferenceUlrich D, W Brockbank, J Younger and M Ulrich ( 2012 ) Global HR competencies: Mastering competitive value from the outside‐in. McGraw‐Hill, New York.
dc.identifier.citedreferenceRowley C and D Ulrich ( 2013 ) Leadership in the Asia Pacific: A global research perspective. Routledge, London.
dc.identifier.citedreferenceTreverton G ( 2003 ) Reshaping national intelligence for an age of information. Cambridge University Press, Cambridge, UK.
dc.identifier.citedreferenceUlrich D ( 1997 ) What is organization? Leader to Leader 5, 40 – 46.
dc.identifier.citedreferenceUlrich D ( 1998 ) Intellectual capital = Competence * commitment. Sloan Management Review 39 ( 2 ), 15 – 26.
dc.identifier.citedreferenceUlrich D ( 2015a ) Leadership capital index: Realizing the market value of leadership. Berrett Kohler, San Francisco, CA.
dc.identifier.citedreferenceUlrich D ( 2015b ) Leadership capital index: The market value of leadership. Berrett‐Kohler, San Francisco, CA.
dc.identifier.citedreferenceUlrich D ( 2015c ) The future of HR is about relationships. www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/03/24/the‐future‐of‐hr‐is‐about‐relationships.aspx
dc.identifier.citedreferenceUlrich D (ed) ( 2010 ) Leadership in Asia: Challenges and opportunities. McGraw Hill, Singapore.
dc.identifier.citedreferenceUlrich D, J Allen, N Smallwood, N Brockbank and J Younger ( 2009 ) Building culture from the outside in. Strategic HR Review 8 ( 6 ), 20 – 27. [Note that these six competencies are from the 2012 (Round 6) HR competence research and there are emerging results from 2016 (Round 7), yet to be published.]
dc.identifier.citedreferenceUlrich D, W Brockbank and M Ulrich ( 2010 ) Capturing the credible activist to improve performance of HR professionals. People and Strategy 33 ( 2 ), 22 – 30.
dc.identifier.citedreferenceUlrich D, W Brockbank, M Ulrich and D Kryscynski ( 2015 ) Toward a synthesis of HR competency models: The common HR ‘food groups’. People and Strategy 38 ( 4 ), 56 – 64.
dc.identifier.citedreferenceUlrich D and J Dulebohn ( 2015 ) Are we there yet? What’s next for HR? Human Resource Management Review 25, 188 – 204.
dc.identifier.citedreferenceUlrich D and E Filler ( 2015 ) CEOs and CHROs: Expectations, connections, and succession. Skills to build robust and resilient organizations. Leader to Leader 2015, 33 – 41.
dc.identifier.citedreferenceUlrich D and J Grochowski ( 2012 ) From shared services to professional services. Strategic HR Review 11 ( 3 ), 136 – 142.
dc.identifier.citedreferenceUlrich D and N Smallwood ( 2004 ) Capitalizing on capabilities. Harvard Business Review 2004, 119 – 128.
dc.identifier.citedreferenceUlrich D and R Sutton ( 2011 ) Asian leadership: What works. McGraw Hill, Singapore.
dc.identifier.citedreferenceUlrich D and W Ulrich ( 2011 ) Why of work: Creating the abundant organization. McGraw Hill, New York.
dc.identifier.citedreferenceUlrich D, J Younger and W Brockbank ( 2008 ) The 21st century HR organization. Human Resource Management 47 ( 4 ), 829 – 850.
dc.identifier.citedreferenceUlrich D, J Younger, W Brockbank and M Ulrich ( 2012 ) HR from the outside in: Six competencies for the future of human resources. McGraw‐Hill, New York.
dc.identifier.citedreferenceYeung A and D Ulrich ( 1990 ) Effective human resource practices for competitive advantages: An empirical assessment of organizations in transition. In RJ Niehaus and KF Price (eds) Human resource strategies for organizations in transition, 311 – 326. Plenum Publishing Company, New York.
dc.identifier.citedreferenceYeung A, M Warner and C Rowley ( 2008 ) Guest editors’ introduction: Growth and globalization – Evolution of HRM practices in Asia. Human Resource Management 47 ( 1 ), 1 – 13.
dc.identifier.citedreferenceAllen J and D Ulrich ( 2013 ) Talent accelerator: Secrets for driving business growth in Asia. RBL Group and Ministry of Manpower, Singapore.
dc.identifier.citedreferenceBassi L, D Creelman and A Lambert ( 2014 ) The smarter annual report: How companies are integrating financial and human capital reporting. Creelman Lambert and McBassi & Company.
dc.identifier.citedreferenceChakrabarti A, K Singh and I Mahmood ( 2007 ) Diversification and performance, evidence from East Asian firms. Strategic Management Journal 28 ( 2 ), 101 – 120.
dc.identifier.citedreferenceThe Conference Board ( 2014 ) CEO challenge. www.ceochallenge.org
dc.identifier.citedreferencede Waal A and C Tan Akaraboworn ( 2013 ) Is the high performance organization framework suitable for Thai organizations. Measuring Business Excellence 17 ( 4 ), 76 – 87.
dc.identifier.citedreferenceDanish RQ and A Usman ( 2010 ) Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International Journal of Business and Management 5, 159.
dc.identifier.citedreferenceGladwell M ( 2011 ) Outliers: The story of success. Back Bay Books, New York.
dc.identifier.citedreferenceLawler E and J Boudreau ( 2015 ) Global trends in human resource management: A twenty year analysis. Stanford University Press, Palo Alto, CA.
dc.identifier.citedreferenceMichaels E, H Handfield‐Jones and B Axelrod ( 2001 ) The war for talent. Harvard Business School Press, Boston, MA.
dc.identifier.citedreferenceNankervis A, S Chatterjee, F Cooke and M Warner ( 2013 ) New models of HRM in China & India. Routledge, London and New York.
dc.identifier.citedreferenceMichaels E, H Handfield‐Jones and B Axelrod ( 2001 ) The war for talent. Harvard Business School Press, Boston, MA.
dc.identifier.citedreferenceOsman I, TC Ho and M Galang ( 2011 ) The relationship between human resource practices and firm performance: An empirical assessment of firms in Malaysia. Business Strategy Series 12, 41 – 48.
dc.identifier.citedreferenceRowley C, J Benson and M Warner ( 2004 ) Towards an Asian model of human resource management? A comparative analysis of Japan and Korea. International Journal of Human Resource Management 15 ( 4–5 ), 917 – 933.
dc.identifier.citedreferenceRowley C and G Redding ( 2012 ) Building human and social capital in Pacific Asia. Asia Pacific Business Review 18 ( 3 ), 1 – 7.
dc.identifier.citedreferenceRowley C and D Ulrich ( 2012 ) Setting the scene for leadership in Asia. Asia Pacific Business Review 18 ( 4 ), 451 – 464.
dc.owningcollnameInterdisciplinary and Peer-Reviewed


Files in this item

Show simple item record

Remediation of Harmful Language

The University of Michigan Library aims to describe library materials in a way that respects the people and communities who create, use, and are represented in our collections. Report harmful or offensive language in catalog records, finding aids, or elsewhere in our collections anonymously through our metadata feedback form. More information at Remediation of Harmful Language.

Accessibility

If you are unable to use this file in its current format, please select the Contact Us link and we can modify it to make it more accessible to you.