Over the years, many companies have faced internationalisation by entering foreign markets. Consequently, HR professionals have had to evolve their strategies, practices and processes. Today, HR professionals are required to manage international assignments, work alongside HR professionals from other countries and adapt their HR practices to multicultural and cross-cultural environments. This unit helps you to link academic and practical developments in the field of international human resource management and provide a world-wide outlook of HR practitioners to understand global HRM issues. This unit provides in-depth understanding of strategic, international and cross-cultural HRM. This unit introduces you to the key concepts theories and current issues underlying international and comparative human resource management (IHRM). The focus of this unit is on HRM strategies, policies and practices in multinational corporations (MNCs), public sector, voluntary sector and their approach to the management and development of human resources across borders. This unit further develops your knowledge and understanding of the currently accepted body of knowledge on the principles and practice of HRM and HRD, within employing organisations with regard to sectoral, national and international context.The unit aim to expose students to current research through the evaluation and critique of current research work. Students will be given the opportunity to examine and discuss research work
• Introduction – the purpose is to provide an overview of the
emerging field of international HRM.
• Domestic vs. international HRM, differences between IHRM and
Comparative HRM - we examine how cultural environment can
influence HRM
• Approaches to IHRM and Comparative HRM – you will be
acqquinted with the implication that international merger and
acquisitions, joint ventures and the context of SMEs have for
international human resource management
• Transfer of HRM Practices – you will expand on the role of staffing,
recruitment and selection in international operations in order to
sustain international operations.
• International HRM and HRD policies and practices – broadening
out the discussion to the multinational level, and addressing issues
around performance management, appraisals, training and
development.
• The current trends in HRD and IHRM and future challenges –
identify and comment on the observed trends and future direction
of international business ethics and HRM, mode of operations,
ownership issues and safety, security and terrorism