MNM3IHRM-Managing International HRM

Module Provider: International Business and Strategy
Number of credits: 10 [5 ECTS credits]
Level:NA
Terms in which taught: Autumn / Spring / Summer module
Pre-requisites:
Non-modular pre-requisites:
Co-requisites:
Modules excluded:
Current from: 2019/0

Email: liz.houldsworth@henley.ac.uk

Type of module:

Summary module description:

This elective seeks to equip managers who will be working in organisations operating internationally to better understand the challenges of managing people in different locations.  It considers the how the forces referred to as ‘globalisation’ and the increasing dominance of multinational enterprises has impacted people management.  In particular, it considers the spread of U.S derived ‘best practices’ whilst also providing a critique of this in terms of its universal applicability in different locations around the globe.    

Aims:

This elective pathway aims to equip learners to better understand the challenges of managing human resources in an increasingly global environment. 

Assessable learning outcomes:

By the end of the module it is expected that programme members should be able to: 

 

• define the impact of globalisation on the management of people 

• outline a theoretical framework for understanding the forces that make management practices more similar worldwide and those, such as culture and context, which ensure that differences remain 

• appreciate the challenges that might apply in the implementation of different people management strategies in different locations.   

Additional outcomes:

?Effectively organise, plan, and work towards the completion of their studies. • Understand and apply the principles of critical analysis. • Communicate their analysis effectively through a written report. • Appropriately apply IHRM theory to practice 

Outline content:

The module has three sections:   

- Comparative HRM theory: key theoretical frameworks of globalisation, internationalisation and regionalism and other factors such as institutional theory. The debates of universalism vs contextual, convergence vs divergence, globally integrated vs locally adaptive.  The importance of context in understanding IHRM 

- Comparative HRM in practice: understanding the impact of location, culture, varieties of capitalism etc. on different elements of HR practice through a comparative lens with a focus on communication and employee relations, reward, performance management and training and development.   

- International HRM theory and practice: internationalisation in terms of ethnocentric, polycentric, geocentric or regiocentric.  Global integration vs local adaptation.  Management of  expatriates. 

Global context:

Given the content of the module international case studies are used. Students will be encouraged to reflect on their own experiences within international organisations.  

Brief description of teaching and learning methods:

The primary learning transmission will be through self-study. Participants will receive learning materials online, which will consist of a study guide and a practice application document. An assignment brief is also provided. 

Summative assessment- Examinations:

Summative assessment- Coursework and in-class tests:

At the completion of the module, programme members will be required to submit an individual written assignment. (up to.3,500 words) 

Formative assessment methods:

Students work through study material developing skill and knowledge as they progress 

Penalties for late submission:

These are in accordance with the programme specification.? 

Penalties for late submission on this module are in accordance with the University policy.? 

Assessment requirements for a pass:

The pass mark for the individual assignment is 50% 

Reassessment arrangements:

Reassessment by 100% assignment (capped at 50%); deadline to be advised by the Examinations Manager following the relevant Programme Examiners’ Meeting. 

Additional Costs (specified where applicable):

Last updated: 8 April 2019