MWM3IHRM-Managing International HRM

Module Provider: International Business and Strategy
Number of credits: 10 [5 ECTS credits]
Level:7
Terms in which taught: Spring term module
Pre-requisites:
Non-modular pre-requisites:
Co-requisites:
Modules excluded:
Current from: 2018/9

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

• conceptualise better their pre-existing and future experiences as international employees or managers of international teams

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 into 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.  Managing 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:
N/A

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:

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

Assessment requirements for a pass:
The pass mark for the individual assignment is 50%

Reassessment arrangements:

Reassessment by individual assignment (capped at 50%).  Date of resubmission to be advised by Programme Admin.

Additional Costs (specified where applicable):

Last updated: 24 April 2018