This module considers the issues involved in the management of people in an international context. You will explore how national and regional differences in political, economic and social contexts impact on the employment relationship, You will also evaluate contemporary policies and practices to identify the human resource opportunities and challenges which face international enterprises in the 21st century. Emerging trends in global leadership and teams, the war for talent, the quest for the well-being of individuals and the need for work practices which are sustainable will be emphasized.
On successful completion of the module, students will be able to:
This module is delivered by means of interactive in-class sessions and independent study. There is an emphasis on experiential learning which dovetails with academic concepts to engage students in deep learning. Examples of practical in-class activities include digital media downloads, case study analyses, and knowledge-sharing of academic reading. These will be used to stimulate debate and further shared and individual learning.
In-class and independent study will be supported by directed reading/handout materials. Canvas will be used as a principal means of communication and to circulate teaching and reading materials as well as provide links to electronic and video/audio resources.
Due to the experiential nature of the learning on this degree, and the importance of professional development enabling students to develop practical skills, learn from and interact with others, attendance is compulsory. Any students not attending a minimum of 80% of their timetabled sessions will be at risk of academic failure or termination from the course.
| Definitive UNISTATS Category | Indicative Description | Hours |
|---|---|---|
| Scheduled learning and teaching | 18 interactive sessions 20 interactive sessions | 54 (KH) 60 (Mumbai) |
| Guided independent study | 246 (KH) 240 (Mumbai) | |
| Total (number of credits x 10) | 300 | |
The module is assessed via three elements designed to build learning and confidence across the module. A multiple choice test assesses general knowledge across module topics, the written report develops understanding of the policies and practices needed to manage the global workforce, and the poster presentation promotes awareness of the ethical challenges and labour debates involved in doing business in the international sphere. Formative feedback occurs in-class on a weekly basis through activities such as WorldUpdate Summative feedback occurs at several points across the module. Both forms of feedback are designed to support cumulative learning and the building of confidence.
| Learning Outcome | Assessment Strategy |
|---|---|
| 1) understand the conceptual, cultural and socio-economic framework within which international human resource management takes place. | MCQ, Report, Presentation |
| 2) analyse the policy requirements of organisations in the key areas of HRM including employee resourcing, performance management and talent management. | MCQ, Report, Presentation |
| 3) evaluate strategies and procedures appropriate to both organisational needs and good practice in international human resource management taking account of different national traditions. | MCQ, Report, Presentation |
| 4) identify changes in 21st people management owing to the forces of globalization. | MCQ, Report, Presentation |
| Description of Assessment | Definitive UNISTATS Categories | Percentage |
|---|---|---|
| MCQ | Written exam | 30% |
| Individual Report | Coursework | 50% |
| Group Poster Presentation | Practical exam | 20% |
| Total (to equal 100%) | 100% | |
It IS NOT a requirement that any element of assessment is passed separately in order to achieve an overall pass for the module.
Dowling, P., Festing, M., & Engle, A.D. (2013)) International Human Resource Management Cengage EMEA.
Bamber, G., Lansbury, R., Wailes, N., & Wright, C.F. (eds.) (2016) International and Comparative Employment Relations: National Regulation, Global Changes, London: Sage.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016) International Human Resource Management, London: CIPD.
Crawley, E and Swailes, S. and Walsh. D (2013) Introduction to International Human Resource Management, Oxford: Oxford University Press
Dicken, P. (2014) Global Shift: Mapping the Changing Contours of the World Economy. London: Sage.
Edwards, T., Rees, C. (2011) International Human Resource Management: Globalization, National Systems and Multinational Companies, Harlow: Pearson.
Harzing, A-W., & Pinnington, A. (eds.) (2014) International Human Resource Management, London: Sage.
Ozbilgin, M., Tatli, A., & Jonsen, K. (2015)Global Diversity Management: An Evidence-based Approach. Basingstoke: Palgrave Macmillan
Thomas, D.C., & Lazarova, M.B. (2014). Essentials of International Human Resource Management: Managing People Globally. London: Sage
Varma, A., & Budhwar, P. (eds.) (2014) Managing Human Resources in Asia-Pacific, London:Taylor & Francis
Journals and & Periodicals
Asia Pacific Journal of Management
Cross-cultural and Strategic Management
European Business Review
Human Resource Management, the Journal
Human Relations
Human Resource Management Journal
International Journal of Human Resource Management
International Journal of Cross-cultural Management
International Journal of Management Reviews
Journal of Global Mobility: The home of expatriate management
Journal of International Business Studies
Journal of International Management
Journal of Management
Journal of Management Studies
Journal of World Business
Management International Review
Scandinavian Journal of Management