BHM320 INTERNATIONAL HUMAN RESOURCE MANAGEMENT

Number of Aston Credits: Number of ECTS Credits:

10 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. International HRM, Challenges and Approaches Key issues in IHRM, challenges to IHRM, main approaches to IHRM, issue of nationality, local versus global. 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. 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. HR Issues in Expatriation and Repatriation Reasons for the use of expatriates, why expatriates fail, management of expatriates (recruitment, training and development), and repatriation. 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. 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. HR Outsourcing What, why, why not, developing a contract and management of HRO. Revision Examination

Week 2

Week 3

Week 4

Week 5

Week 6

Week 7

Week 8

Week 9 Week 10

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

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.