**Meet the editor**

Dr. Josiane Fahed-Sreih is a full-time associate professor of Management in the School of Business at the Lebanese American University. She is the founder and currently director of the Institute of Family and Entrepreneurial Business at the Lebanese American University. She is also Assistant Dean at the school. She holds a PhD from Sorbonne University and is a fellow member of

the Family Firm Institute, USA. She holds the responsibility of the Middle East Coordinator for the Family Firm Institute, USA and is a family wealth and family business consultant. She is the winner of the 2007 International Award from the Family Firm Institute in the USA, in recognition for outstanding achievement in furthering the understanding of family business issues that occur between two or more countries. She participated and organized international conferences, workshops and seminars, presented at major conferences locally and internationally, and consulted on management issues in many countries, especially the Middle East: Saudi Arabia, Dubai, Jordan, Qatar, Kuwait, Syria, Bahrain, Oman, France, Cyprus and Lebanon. She currently sits on five boards of directors as a shareholder, two as a chairman of the board, and one as an independent director in the private sector; she is also involved as an advisor on boards of community service organizations.

Dr. Fahed-Sreih speaks regularly to trade and professional groups, and presents her research in academic conferences worldwide. She is frequently invited as a keynote speaker to recognized family business and corporate governance conferences. Her research interests are in management, family business management, boards of directors functioning, and corporate governance. She has published three books: *Facts and Figures Concerning Family Businesses in Lebanon* (2004), *Conflict in Family Businesses: Conflict Models and Practices* with Palgrave Macmillan (2017), and *How to Manage Family Businesses: The 10 Imperatives for Success* with Cambridge Scholars. Moreover, she has contributed many compendiums on family business management in the Middle East in articles, chapters in books, book reviews, and academic articles in rated internationally refereed journals. She is on the editorial board of and acts as a reviewer for academic family business and management journals.

Contents

**Preface VII**

Chapter 1 **Introductory Chapter: Human Resources in the**

**Twenty-First Century 3** Josiane Fahed-Sreih

Chapter 2 **HR Planning for Crisis Management 11**

Chapter 3 **Sign of 'Cross-Vergence' in Global HRM-CSR? The UK and Japan**

Chapter 4 **Analysis of the Buzz Formation Models: Models of New**

Irene Campos-García and José Ángel Zúñiga-Vicente

Chapter 6 **HRM Systems Effects as a Basis for Strategic HR Planning 83**

Sofia Kosheleva and Aleksandra Bordunos

Chapter 5 **Downsizing and Employer Branding: Is there a**

**Section 2 Human Resources Planning 9**

Seif Athamneh

**Compared 25** William Il-kuk Kang

**Marketing 51** Jun Oheki

**Relationship? 61**

**Section 1 Introduction 1**

## Contents

#### **Preface XI**


Preface

and its image.

performance using HRMS.

Human management has been used throughout history to allocate skills and abilities to suit‐ able tasks to ensure efficient productivity. The purpose of this book is to show and address a number of human resources (HR) common topics found in a corporation of the 21st century. Moreover, the book is a collection of the latest studies of human resource management (HRM) authored by scholars in the field of HRM. This collection addresses the functions of HR experts from human resource planning (HRP) during crises, to the management of HR and the introduction of corporate social responsibility (CSR) to this function, to the latest trends in the field. The book covers multiple topics in the discipline of HR, including HRM, HRP, human resource management systems (HRMS), and their roles within a corporate set‐ ting. HR experts regularly engage in many different roles that affect company performance

The first chapter briefly introduces the reader to the various usual roles the HR professio‐ nals undertake on a daily basis, as well as a few tools and techniques used. The second chapter portrays the preparation for, and management of, potential crises that may occur in the company; it shows how HRP can take the initiative to help prevent or dilute crises that can affect the organization by training employees to keep them well informed of their role during crises. The third chapter discusses the possible relation between HRM and CSR and how HRM practices have changed as a consequence of developing CSR. It also shows how CSR and HRM are becoming complementary because of the effects of globalization and the progress of technology. The fourth chapter delves into the mathematical analysis of buzz marketing and how buzz theory can be applied to collective behavior; this chapter studies the strength of expressions in group interactions performed by individuals based on the lev‐ el of dominant opinions. The fifth chapter mainly focuses on the downsizing process in modern corporations; it also portrays how the downsizing process may affect the employer brand in the short and long term. The chapter attempts to interpret the role HRP during downsizing. The sixth and final chapter introduces HRMS and sheds light upon their impor‐ tance to the HR expert and the organization. The chapter's purpose is to show how HRMS in corporations can be used to protect the employees while trying to achieve maximum effi‐ ciency. It also demonstrates how HRP can balance employees' well-being and organization

*Human Resource Planning for the 21st Century* is a collection of studies on HRM and HRP com‐ bined into a book that can help readers grasp the roles that HR experts usually engage in. As an academic book; readers will learn of a few uncommonly known roles of HRM and HRP as well as their tools and practices used by current HR experts. The chapters are important to those who want to learn more about how HR functions within companies. The book ex‐ plains how HR professionals can plan for crisis management, which is an essential tool to learn how to train employees for damage control. It raises readers awareness of the converg‐

ing of global CSR and HRM as one of the effects of globalization.

## Preface

Human management has been used throughout history to allocate skills and abilities to suit‐ able tasks to ensure efficient productivity. The purpose of this book is to show and address a number of human resources (HR) common topics found in a corporation of the 21st century. Moreover, the book is a collection of the latest studies of human resource management (HRM) authored by scholars in the field of HRM. This collection addresses the functions of HR experts from human resource planning (HRP) during crises, to the management of HR and the introduction of corporate social responsibility (CSR) to this function, to the latest trends in the field. The book covers multiple topics in the discipline of HR, including HRM, HRP, human resource management systems (HRMS), and their roles within a corporate set‐ ting. HR experts regularly engage in many different roles that affect company performance and its image.

The first chapter briefly introduces the reader to the various usual roles the HR professio‐ nals undertake on a daily basis, as well as a few tools and techniques used. The second chapter portrays the preparation for, and management of, potential crises that may occur in the company; it shows how HRP can take the initiative to help prevent or dilute crises that can affect the organization by training employees to keep them well informed of their role during crises. The third chapter discusses the possible relation between HRM and CSR and how HRM practices have changed as a consequence of developing CSR. It also shows how CSR and HRM are becoming complementary because of the effects of globalization and the progress of technology. The fourth chapter delves into the mathematical analysis of buzz marketing and how buzz theory can be applied to collective behavior; this chapter studies the strength of expressions in group interactions performed by individuals based on the lev‐ el of dominant opinions. The fifth chapter mainly focuses on the downsizing process in modern corporations; it also portrays how the downsizing process may affect the employer brand in the short and long term. The chapter attempts to interpret the role HRP during downsizing. The sixth and final chapter introduces HRMS and sheds light upon their impor‐ tance to the HR expert and the organization. The chapter's purpose is to show how HRMS in corporations can be used to protect the employees while trying to achieve maximum effi‐ ciency. It also demonstrates how HRP can balance employees' well-being and organization performance using HRMS.

*Human Resource Planning for the 21st Century* is a collection of studies on HRM and HRP com‐ bined into a book that can help readers grasp the roles that HR experts usually engage in. As an academic book; readers will learn of a few uncommonly known roles of HRM and HRP as well as their tools and practices used by current HR experts. The chapters are important to those who want to learn more about how HR functions within companies. The book ex‐ plains how HR professionals can plan for crisis management, which is an essential tool to learn how to train employees for damage control. It raises readers awareness of the converg‐ ing of global CSR and HRM as one of the effects of globalization.

In summary, readers can expect to learn how marketing concepts using mathematical mod‐ els such as buzz theory can be used to extrapolate data on employee group functions from their different expressive interactions. Moreover, it explains the possible risk of downsizing on the company's brand name. It can help readers understand how effective HRP can be during the process to maintain and increase the organization's efficiency. Furthermore, the book can teach readers the multiple benefits of HRMS in modern times and how they are incorporated in companies by HR to help increase employees' output.

> **Josiane Fahed-Sreih, Ph.D.** Lebanese American University Byblos, Lebanon

**Introduction**

**Section 1**

**Section 1**
