Annotated Bibliography: MGN440 HRM Theory and Practice, Sem 2

This annotated bibliography, prepared for MGN440 HRM Theory and Practice, examines four journal articles focusing on strategic, sustainable, and decent work approaches to human resource management, particularly within the Asia-Pacific context. The first annotation summarizes an article discussing convergence and divergence in HRM, emphasizing context-specific analysis and future research agendas in the Asia-Pacific region. The second annotation explores sustainable HRM from a top management perspective, highlighting stakeholder salience and dimensions such as transparent HR practices and employee wellbeing. The third annotation analyzes HRM strategies in multinational firms, emphasizing the need for differentiated strategies and the impact of globalization. The final annotation discusses international labor standards and decent work, critically analyzing Thailand's experiences and offering suggestions for theory, policy, and practice. Each annotation includes a summary of the article's main arguments, an evaluation of the source's usefulness, and a reflection on how the source informs the understanding of key HRM concepts, contributing to a comprehensive overview of the subject matter.

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Annotated Bibliography
Human Resource Theory and Practice
MGN440

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Table of Contents
Annotation 1....................................................................................................................................3
Annotation 2....................................................................................................................................4
Annotation 3....................................................................................................................................6
Annotation 4....................................................................................................................................8

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Annotation 1
Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-
Pacific: Context-specific analysis and future research agenda. Human Resource
Management Review, 26(4), 311-326.
Summary:
The context-specific research in respect of HRM has been carried in this article in which
four main themes have been focused. The convergence and divergence on the human resource
management have been discussed and with that the integrated framework has been presented by
the help of which it is possible to carry the cross-national research of HRM. The key aspects in
relation to the dominant national HRM system are focused on the research. In the Asian pacific
context there are various challenges which are faced and all of them are discussed in proper
manner. In order to carry further research, there is the agenda which has been presented. By the
help of that there will be effective maintenance of the policies for the management of human
resource.
Evaluation:
The aspects which are covered in the article are very important as by that the challenges
which are faced by the HRM are identified and proper measures for the elimination of the same
will be taken. There are various emerging economies in the world and the focus is being diverted
towards them. Economic dominance is attained by the economies and has attracted global trade
towards them. There are various factors which are responsible for the growth of the economies
such as the increased contribution made by them for global economic growth. Global foreign
direct investment is made in this region and there are various intelligence centers which are
opened in the region.
Due to all of the factors which have been identified there is the interest which is
developed in the management for the carrying out of the research on that issues which are
important for the regions identified. The HRM is affected by various aspects which include the
social-cultural aspects and also the historical developments which have taken place. The

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challenge is faced by the department because of the increasing demand for the talent. There will
be new recruitments which will be required for the meeting of the requirements.
Reflection:
From the article, it is assessed that HRM is increasing the scope in all the emerging
economies and they are contributing towards the development of best practices in the global
environment. The labor requirements are increasing and to satisfy the same there are various
training programs which are launched for existing as well as the new talent that is hired. There
are different models which are used in various nations and by that the challenges which are faced
are controlled. The laws which are applicable in the country are implemented and there are
certain issues which are faced in this process. All of these have emerged because of the changes
taking place in the economic environment. All the forces which affect the HRM in Asia pacific
region are required to be evaluated in best manner so that their impact can be controlled and best
results are attained.
Annotation 2
Järlström, M., Saru, E., & Vanhala, S. (2018). Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3), 703-724.
Summary:
In this article, the analyzation has been made on the manner in which top managers
develop the sustainable human resource management and the responsibility areas of the same.
The priority which is required to be given to various stakeholders will be identified in this
research. There are four dimensions which are identified by the qualitative research which is
performed and they include transparent HR practices, equality, and justice, employee wellbeing,
and profitability. All the areas are managed under them and the roles of all will be specified. The
sustainability in HRM is required to be maintained and for that there are various aspects which
need to be focused.
Evaluation:

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The sustainability in the human resource is required to be maintained and in that process,
there is the importance which is given to the stakeholders. There is the consideration of various
aspects by which the priority of all is identified and then the measures for the same are
undertaken. There are various resources and actions which are contributed back to the
community and are considered under the philanthropic responsibility. In the research it is
identified that the focus is made on all the positive results which are derived from the various
concepts but the relation which exists among the environmental outcomes and HRM practices
has not been considered. In order to maintain the stakeholder support it has been suggested that
multiple bottom lines shall be focused. The stakeholders have various interests in the business
such as the investors want to obtain the return on the investments which are made by them.
Customers expect that the quality of the products and services shall be maintained and they shall
be provided with the innovative products at the low cost and that too as per their convenience.
It is required that all the responsibilities for the society shall be fulfilled and legal
regulations shall have complied in an effective manner. There are ethical practices which are to
be followed and by that, human resources will be managed in most adequate manner and there
will be attainment of the sustainability. The members that are involved in the company shall be
provided with better working conditions and fair payments. There shall be good work-life which
is ensured and by that long term retention will be made possible. The suppliers want that they
can trust in the business for their repayments and all of these shall be incorporated in the human
resource practices as by that the sustainability of the business will be ensured.
Reflection:
The article focuses on the maintenance of sustainability in human resource practices. The
data has been collected with the help of HR barometer research and in that focus is made on the
challenges which will be faced in the future. There is the consideration of the qualitative and
quantitative information in this and by that the assessment has been made possible. The opinion
which is made by the top managers in the sustainable HRM is presented and for that all the data
has been collected. The sustainable HRM is related to the stakeholders and social responsibility
in various manners and they have been identified in an appropriate manner. The responsibility of
the management towards various stakeholders has been taken into consideration. The ethics are

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to be followed in the business and their relation with the sustainable HRM is considered and it is
identified that they both are related to one another. The research provided all the results which
are required for the proper analyzation of the situation. By the help of them there will be
attainment of the best practices in the labor market and the overall position of the human
resource will be improved. The workforce will be managed in the best manner and that will help
them in working with full potential which will be beneficial to the company in any manner. Due
to this there is the need for the adoption of the best practices which will ensure sustainable
human resource management.
Annotation 3
Chew, I. K., & Horwitz, F. M. (2011). Human resource management strategies in practice: Case-
study findings in multinational firms. Asia Pacific Journal of Human Resources, 42(1),
32-56.
Summary:
In the changing environment, there is increased pressure due to competition. Due to the
same there is an increase in the value of motivated and skilled labor. There are various HRM
strategies which are developed to support all workforce. The firm is required to identify human
capital initiatives and adapt them to enhance shareholder value and competitiveness. There are
certain internally consistent strategies which are formulated for the human resource and
applicable in the boundaries of the nation so that the issues which are faced can be addressed. It
is identified that in all the businesses there is the need for the differentiated strategies.
Evaluation:
There is the consideration of the strategies which are used by the multinational
companies for human resources. In this several countries are taken into consideration and they
are focusing on attracting the foreign direct investments in which main were the employment
creating investments in various industries. The strategies which are adopted by the firms and
their impact are taken into account in the given research. With the increasing globalization and
the use of new techniques there is the change in the strategies which are used by the companies.
There are various issues which are faced by the companies and to deal with them in an effective

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manner there is the consideration of the several strategies which are available for the human
resources.
In the case of the chemical company there were different strategies which were used and
they were provided with the customized service approach. Under this strategy there is the
attentive and prompt response which is provided to the customers and they are more effective for
customer satisfaction. It is considered that there shall be high employee involvement in the
business and with that the payment shall be flexible which will be based on the performance.
Most of the companies use this strategy in order to motivate the employees to attain the provided
targets and provide the best performance. There is a significant amount of investment which is
made in the resource development and technical aspects related to the human resource. There is
an integration which is maintained between the career development and performance
management. The global staff diversity is getting promoted and there are the skilled staffs which
are involved in all the actions which are performed. The goals of the organization are aligned in
such manner that they along with the human resource are given the priority. The values in the
business are developed in such manner that they focus on human resource.
Reflection:
By the help of this research, it has been identified that there are various strategies which
are adapted for being used in the multi-national companies. It has been determined that there are
various human resource aspects on which the focus is made and the company is not dependent on
single resource. The cross-cultural HRM is discussed and all the elements which are involved in
this have been discussed. The manner in which the strategies are developed and diffused is also
evaluated in the research. There are the primary qualitative research methods which have been
used. Interviews have been made and all the responses which are made have been recorded. The
findings have been used to make the required decisions. The strategies which are to be used by
the company in relation to the human resource have been taken into consideration. By that there
are effective decisions which are taken and that helps the companies in maintaining the
requirements of the human resource by which appropriate results will be obtained. The strategies
will be working as the guidelines and all will be required to comply with them in order to attain
the required results.

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Annotation 4
Suttawet, C., & Bamber, G. J. (2018). International labour standards and decent work: a critical
analysis of Thailand's experiences, with suggestions for theory, policy, practice and
research. Asia Pacific Journal of Human Resources, 56(4), 539-565.
Summary:
In the maintenance of the appropriate labour there is the need to adopt the proper labour
standards which are set by the international labour organization. The manner in which the
standards are incorporated in the system and there is the adoption of the decent work is discussed
in the research case. There have been two markets which have been identified in the labor market
and they include the state-owned and private organizations. It has been recommended in the
research that the tripartite agency shall be reformed in Thailand by which the better human
resource management and decent work will be promoted.
Evaluation:
The meaning of the labor standards which are adopted by the ILO has been defined and it
states that they are the important recommendations, conventions, protocols, and declarations
which affect the industrial relations and the national labor laws. Due to this it is highly required
that they shall be taken into account while making any of the decisions in relation to the
workforce. There are two types of markets which are involved and it has been identified that the
standards which are there in relation to the decent work are contrasting and patchy in Thailand.
The article says that decent work will be implemented and by that managers will be encouraged
to deploy all the staff in better innovative and productive manner. The working lives of the
people will be improved by the adoption of decent work and also the social and economic
development will be made possible. It will be beneficial for the whole nation and there will be
growth which will be maintained.
All those aspects by which the implementation of this new system will be affected shall
be considered and eliminated to the best. There will be required innovations which will be

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adopted and that will be affecting the overall performance of the workforce and the company.
The laws in this respect are developed and they create an obligation on all to comply with them
which leads to the attainment of the targets which have been decided. The main standards which
are involved in the ILO conventions include the elimination of the forced and compulsory labor
in which the people who are forced to work as labor will now be free. There is the freedom of the
association which has been provided together with the right of collective bargaining. In the
employment there are several discriminations which are involved and by these standards there
will be elimination of the same. The child labor will be abolished which is a bad aspect in the
working force. All of them are promoted and with that decent work is also taken into notice. It is
difficult to measure decent work as in that there are various elements which are involved. The
conflicts arise in the workplace due to the interest conflict and that needs to be resolved in the
proper manner. There is the need to adapt the required strategies by which the standards are
implemented in best manner.
Reflection:
The workplace decency and other aspects have been covered and in that the labor
standards which are set by ILO in Thailand have been considered. There are various laws and
they all need to be followed so that the best results are attained and there is the creation of the
decent work environment. The ill practices such as child labor, forced labor and discrimination at
the workplace have been eliminated by the help of the standards and laws which have been made
in this context. The overall benefit of this will be received by the complete society and economy
and development will be taking place in complete nation.