The module focuses on understanding how to procure and allocate human resources for international markets; identifying training and development needs; utilising and motivating human resources internationally; developing cross-cultural literacy; building a corporate culture; understanding policies and practices for managing international operations; managing information systems; engaging in strategic international human resource management.
The main aim of the unit is to enable students to acquire a critical understanding of the diverse national contexts in which organisations operate and the strategic role of HRM in the context of globalisation; to develop a sound understanding of key HR strategies, structures, and processes in multinational organisations; to learn about the changing role of the HR manager in the context of different stakeholder demands; to examine HRM policies and regulations in different countries and to apply them with reference to the specific nature of companies and businesses; identify appropriate interventions for the strategic implementation of HR practices, particularly international recruitment and training; to understand the ongoing challenges in motivating different kinds of employees, both in terms of rewards and pay as well as through the ways individuals and groups can be supported in their work; to understand the changing nature of jobs and careers in an international perspective and under influence of the current knowledge economy.
The main aim of the unit is to enable students to acquire a critical understanding of the diverse national contexts in which organisations operate and the strategic role of HRM in the context of globalisation; to develop a sound understanding of key HR strategies, structures, and processes in multinational organisations; to learn about the changing role of the HR manager in the context of different stakeholder demands; to examine HRM policies and regulations in different countries and to apply them with reference to the specific nature of companies and businesses; identify appropriate interventions for the strategic implementation of HR practices, particularly international recruitment and training; to understand the ongoing challenges in motivating different kinds of employees, both in terms of rewards and pay as well as through the ways individuals and groups can be supported in their work; to understand the changing nature of jobs and careers in an international perspective and under influence of the current knowledge economy.