BHM320 INTERNATIONAL HUMAN RESOURCE

MANAGEMENT

Number of Aston Credits: 10

Number of ECTS Credits: 5

Staff Member Responsible for the Module:

Professor Pawan S Budhwar, Work & Organisational Psychology Group

South Wing Room 8012, Extension 3049
Email: p.s.budhwar@aston.ac.uk
Availability: see ‘office hours’ on door
Or contact Jenny Thompson, SW 8002, Extension 3257

Pre-requisites for the Module:

None

Module Objectives and Learning Outcomes:

By the end of the course, students will have:

A good knowledge and understanding of the main issues involved in the

management of human resources in the international context.
The capacity to contribute to the development and review of management policy,
practices and systems in the field of international human resource management.
Knowledge of different international perspectives on human resource
management.
Knowledge of the operation of human resource management in multinational
enterprises/ different countries.
Acquired skills in library-based research, team working and team discussion and
in written and oral presentations.
Been able to evaluate critically and analyse case studies based on the functional
areas of international human resource management.
Module Content:

Week 1 Introduction – HRM to International HRM

Introduction to the module, differences between HRM and IHRM, factors
affecting IHRM.

Week 2 International HRM, Challenges and Approaches

Key issues in IHRM, challenges to IHRM, main approaches to IHRM,
issue of nationality, local versus global.

Week 3 IHRM, National culture and Cross-cultural Communication

Meaning, elements, and dimensions of national culture, cross-cultural
encounters, cultural profiles, cross-cultural communication – issues and
way out.

Week 4 Diversity Management

What and why of diversity, dimensions of diversity, reasons for increasing
diversity, management of diversity and challenges and barriers to
managing diversity at the work place.

Week 5 HR Issues in Expatriation and Repatriation

Reasons for the use of expatriates, why expatriates fail, management of
expatriates (recruitment, training and development), and repatriation.

Week 6 HR Issues in Acquisitions & Mergers and Joint Ventures

What, why, how and when of international alliances, basic assumptions
about mergers and acquisitions, issues related to failure, success and
different stages of mergers and acquisitions, HR issues in each stage and
how to succeed in international alliances.

Week 7 HR Issues in Business Negotiations

What, why and how of international business negotiation (IBN)? Context
and process of IBR, management of IBN and contributions of HRM in the
same.

Week 8 HR Outsourcing
What, why, why not, developing a contract and management of HRO.

Week 9 Revision

Week 10 Examination

Corporate Connections:

Many of the students on this course have worked for organisations and their experience is
shared with the module participants. Moreover, the lecturer has over 10 years research
experience in the field of IHRM of various countries and different kinds of organisations
(including multinationals), this will be useful for providing cross-national comparative
analysis of HRM systems.
International Dimensions:

This module creates awareness regarding the theory and practice of IHRM. It prepares
students regarding the core aspects of HRM in the international context and the
challenges faced by an international HRM manager.

Contribution of Research:
Most of the teaching on this module is strongly supported by key research findings from various
sources on specific lecture topics from around the globe. The tutor has been involved in IHRM
research for the last 14 years and has carried out research projects involving over 30 countries.
Also, students on this module tend to be from different parts of the world and bring first hand
experiences of different contexts which make the discussions useful and context specific.

Method of Teaching & Learning:

Sessions will comprise weekly lectures supported by seminar discussion, videos, case
studies, debate and experimental exercises. It is vital that students prepare in advance for
teaching sessions, as the emphasis will be on group activity and involvement.

Method of Assessment:

Course assignment (40%): Final exam (60%).

For the course assessed work (40%) the students will be required to write an assignment
of approximately 2500 words on one of the core topics of the course. It will require a
combination of analytical, evaluative, problem solving and presentation skills. The
students will be required to provide key debates, research evidence and appropriate
examples to support their analysis and discussion.

A 2 hour close book exam will constitute the remaining 60% of the marks.

Learning Hours:

Eight 2 hour lecture 16

Eight 1 hour group 8
presentations/discussions
Research, Reviewing, Writing 16
Assignment
Working in Groups 16
Reading and preparation for 44
class discussion/exam
Total 100
Essential Reading:

Brewster, C., Sparrow, P.R., Vernon, G. and Houldsworth, L. (2011) International HRM.
rd
3 Edition. Wimbledon: CIPD.

Dowling, P. J., Festing, M. and Engle, A. (2008) International Human Resource

Management. London: Thomson.

Additional Reading:

Budhwar, P., Schuler, R. and Sparrow, P. (2009) (Eds) Major Works in International
Human Resource Management. Sage.

Briscoe, D.R. and Schuler, R.S. (2009) International Human Resource Management.
London: Routledge.

Budhwar, P. (2004) (Ed.) Managing Human Resources in Asia-Pacific. Routledge:

London.

Evans, P., Pucik. V. and Bjorkman, I. (2011) The Global Challenge: International Human
Resource Management. New York: McGraw Hill

Scullion, H. and Linehan, M. (2005) (Eds.) International Human Resource Management.

London: Palgrave.

Online Resources:

Overheads on Blackboard-System

Recommended Journals:

International Journal of Human Resource Management, Human Resource Management,

Journal of World Business, Journal of International Business Studies, Academy of
Management Executive, HRM Journal, People Management.