Unit information: International Human Resource Management in 2020/21

Unit name	International Human Resource Management
Unit code	EFIM30024
Credit points	20
Level of study	H/6
Teaching block(s)	Teaching Block 1 (weeks 1 - 12)
Unit director	Professor. Peter Turnbull
Open unit status	Not open
Pre-requisites	Introduction to Management (EFIM10015) or Management Research Methods (EFIM20025) or Organisation Theory (EFIM10013) or International Business Management (EFIM20003)
Co-requisites	None
School/department	School of Management - Business School
Faculty	Faculty of Social Sciences and Law

Description including Unit Aims

This unit explores all three interpretations of international human resource management (IHRM), namely: (i) cross-cultural management, (ii) comparative employment systems and HRM, and (iii) the HR policies of trans-national and multi-national enterprises. The first approach focusses on the deep-seated cultural values that organisations need to recognise if they are to management people effectively in different countries. The second highlights how differences between nations, most notably institutions such as the body of local employment law, education systems, trade unions, employer associations and the like, will influence management practice in general and the management of human resources in particular. The third approach focuses on key areas of HR practice that influence the performance of international companies, such as recruitment, training, remuneration strategies and the like.

Intended Learning Outcomes

By the end of this course, students should be able to:

1. Demonstrate knowledge and understanding of the process of managing human resources in international organisations.
2. Demonstrate knowledge and understanding of the context of IHRM, including the strategies and structure of firms, the institutions of host countries, the international regulatory environment, and international trade unionism and the new social movements.
3. Review and critically evaluate the effectiveness of IHRM, the impact of cultural values and ‘institutional embeddedness’.
4. Apply social, economic and political theories to questions pertinent to the management of human resources in an international context.
5. Read and interpret theoretical and research-based literature on IHRM and demonstrate an ability to communicate such information effectively.
6. Demonstrate an ability to evaluate and formulate policies relating to the management of workforces in international organisations, including conformance to international labour standards.

Teaching Information

Teaching will be delivered through a combination of synchronous and asynchronous sessions including lectures, tutorials, drop-in sessions, discussion boards and other online learning opportunities.

Assessment Information

Summative 1 2500 word assignment (60%). Summative 2: timed open book assessment 1 question from 3. 1,000 word essay plus references (40%).

Reading and References

• Edwards, T. and C. Rees (2011). International Human Resource Management: Globalization, National Systems and Multinational Companies. Essex: Pearson Education Limited.
• Harzing, A-W and A. Pinnington (eds) (2014). International Human Resource Management. London: Sage.

Students may also find the following journals of interest during the semester and when researching their assignments:

• International Journal of Human Resource Management
• Human Resource Management (US)
• Human Resource Management Journal
• British Journal of Industrial Relations
• European Journal of Industrial Relations
• Human Relations