This course enables students to critically explore the
management of people from an international perspective, analysing the complex
HRM and employment relations policies, strategies and practices that
organizations pursue in the context of globalisation. The course explores the functional and
strategic requirements of HRM in the international organization and how
international issues of workforce mobility and other economic, technological,
political, cultural, environmental and social pressures impact on HRM and
employment relations.
Bamber,
G.J., Lansbury, R.D., Wailes, N., & Wright, C.F. (2015).
International and Comparative
Employment Relations: National regulation, global changes, 6th
edition. Thousand Oaks, CA: SAGE
ISBN 9781473911550
Plus, readings, microcredentials, and videos available in the Learning Management System (LMS) eLearn.
Identify
and discuss variations within a range of international organizations in their
approaches to strategic human resources management.
Explore
a range of theoretical perspectives on strategic human resources management and
on the role played by internationalization within the overall strategic
development of various business organizations.
Determine
the influence of internal organizational characteristics and external
environmental forces on the chances of success or failure of the organization’s
internationalization human resources strategy.
Utilize
a range of analytical tools and concepts to support the critical analysis of
‘best practices’ in international business practice.
Assess
the influence of a complex range of internal and external factors upon the
success or failure of specific strategic initiatives related to
internationalization or transnational business development from a human
resources perspective.
Apply
the concepts and techniques of differing Multi-National Corporations’ (MNC)
perspectives in order to critically analyze both quantitative and qualitative
evidence on business case situations, generating and evaluating a range of
strategic options.
Debate
appropriate strategies to solve cases within small and large groups, support
arguments with appropriate analysis, and model listening skills appropriate to
international human resources managers.
Exhibit
cultural understanding and sensitivity in discussions and decisions of human
resources managers.
