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Schedule -- Fall 2020
Wednesdays 8:30-11:20a.m.

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.