HANDBOOK OF
HUMAN RESOURCE
MANAGEMENT IN
EMERGING MARKETS
Edited by Frank Horwitz and Pawan
Budhwar
Edward Elgar, 2015
Emerging markets account for
more than 50 per cent of global
economic output and in 10
years their equity market capitalization
is expected to reach
US$80 trillion, 1.2 times more
than the developed world.
In western countries, diversity
management practices
have been focused on change
in organizations. Typical practices
include flexible work,
work-life balance, diversity
awareness training, etc.
For emerging markets, the
focus is on linking economic development,
nation building and
the resolution of inequalities at
the societal level.
Talking point
The labour mobility policies
of the EU allow workers from
these transitional markets
into the more mature Western
European markets, draining
their home markets. How
should Western markets respond
to this influx of workers?
reviews
By Alyson Nyiri, CHRL
MARKETING
ABOVE THE NOISE:
ACHIEVE STRATEGIC
ADVANTAGE WITH
MARKETING THAT
MATTERS
By Linda Popky
Bibliomotion, 2015
Marketing and HR share
many similarities. Both are
focused on conversations, content
and communities. Via
the Internet, both disciplines
can have real conversations
with real people but as Popky
points out, this is only the beginning.
Marketing and HR
need to provide content to
these conversations and must
show up in the communities
where the audiences are gathering
online and off.
In the language of marketing,
the key is to engage in
conversations – find a topic
of interest, ask a question and
then listen to the response.
Talking point
While Popky’s book is primarily
for those charged
with marketing, what HR
will find interesting is how
the strategies used to engage
customers could be used to engage
employees.
THE STAY INTERVIEW: A
MANAGER’S GUIDE TO
KEEPING THE BEST AND
THE BRIGHTEST
By Richard Finnegan
AMACOM, 2015
Written for front line managers,
The Stay Interview provides
a step-by-step process for managers
to conduct meetings with
employees.
Stay interviews are private,
individual meetings with each
employee, meant to reinforce
good relationships, forge new
ones and help repair those that
are strained.
The interview is not intended
to craft development plans.
It reveals what is important to
employees and how their desires
can be satisfied. They are
focused on making employees’
work lives more rewarding and
comfortable.
Talking point
The Stay Interview questions:
When you come to work each
day, what things do you look
forward to? What are you
learning here? Why do you
stay here? When was the last
time you thought about leaving
our team? What prompted
it? What can I do to make
your experience at work better
for you?
NO-DRAMA
LEADERSHIP: HOW
ENLIGHTENED LEADERS
TRANSFORM CULTURE
IN THE WORKPLACE
By Marlene Chism
Bibliomotion, 2015
No-Drama Leadership introduces
a new model for leadership.
First is the change in language:
the drama perspective is about
seeing obstacles and the enlightened
perspective is about
seeing opportunities. Second,
considering all employees across
the organization as leaders
creates an identity transformation
needed in organizations.
No-Drama Leadership builds
a culture of enlightened leaders
who are aware, aligned and
accountable.
Chism uses these three values
to demonstrate how enlightened
leaders can navigate through
change, enhance communication
across the organization and
execute course corrections.
Talking point
Chism quotes Peter Drucker,
who predicted that when we
write of our time in a few
hundred years, the most important
event those historians
will see is not technology or
the Internet, but of a change in
the human condition. Because
of so many choices, people
have to manage themselves. n
HRPATODAY.CA ❚ JULY/AUGUST 2015 ❚ 47
