Building on prior learning in International Business Environment, Business Strategy and Human Resource Management (HRM) this module examines HRM in an international context. Brief retrenchments following the bursting of the dot-com bubble in 2000 and the global financial crisis of 2007/08 notwithstanding, foreign direct investment (FDI) has grown dramatically over the past 25 years. FDI manifests itself as foreign affiliates of international companies. Currently more than 800,000 of these foreign affiliates are in existence, all of which need to be staffed. These staffing needs bring with them challenges unique to the multinational enterprise that domestic firm do not have to contend with. This module will explore the additional complexities introduced by conducting HRM across national borders. HRM is a complex and often contested topic in a domestic context. Once organisations start operating across national borders, these complexities and challenges grow exponentially. This module will explore these complexities and outline some of the key differences between domestic and international HRM and look into the additional challenges emanating from having to fulfil various HR functions in an international context. A particular emphasis will be put on the management of globally mobile employees. The module will also offer an international perspective on industrial relations, exploring a situation where the employer in the form of a multinational company now often transcends national boundaries, whereas the representation of employees has remained largely bound to the national context.
Aims
Students will gain an insight into:
1. the key HR challenges facing organisations working internationally;
2. the impact of national culture on how individuals react to HR interventions in different countries;
3. differences in HR policies and practices in different countries
4. the management of globally mobile employees
5. the management of employee relations in multinational enterprises
Learning Outcomes
On completing this module, students will be able to:
1) identify the main differences between domestic and international human resource management
2) discuss the impact of national culture on HR interventions
3) outline differences in HR systems between countries
4) explain the different staffing options for multinational enterprises
5) identify the elements of the expatriate cycle and discuss possible HR interventions at each stage
6) discuss the role of expatriates in the multinational enterprise
7) identify the various stakeholders in determining 'expatriate success'
8) outline the challenges of international employee relations
Aims
Students will gain an insight into:
1. the key HR challenges facing organisations working internationally;
2. the impact of national culture on how individuals react to HR interventions in different countries;
3. differences in HR policies and practices in different countries
4. the management of globally mobile employees
5. the management of employee relations in multinational enterprises
Learning Outcomes
On completing this module, students will be able to:
1) identify the main differences between domestic and international human resource management
2) discuss the impact of national culture on HR interventions
3) outline differences in HR systems between countries
4) explain the different staffing options for multinational enterprises
5) identify the elements of the expatriate cycle and discuss possible HR interventions at each stage
6) discuss the role of expatriates in the multinational enterprise
7) identify the various stakeholders in determining 'expatriate success'
8) outline the challenges of international employee relations