International Human Resource Management
- The main study objective is to learn how to conduct strategic human resource management in an international setting
- Уou will learn about: international human resource management and why businesses may choose to go international; the challenges and development in international human resources management; the stages of internationalization of companies and methods of entry into international business
- You will learn about: the institutional context of international business; different employment standards and laws that relate to international human resource management; obstacles to multinational bargaining; approaches to multinational enterprises and labor relations.
- Уou will learn how to develop leaders in a multinational organization; how companies plan development activities for their leaders based on their strategic objectives and company culture.
- You will be introduced to the concept of strategic human resource management and learn about different strategies companies take to doing their business; and about different strategic theories of human resource management.
- You will learn what takes place in M&As and why they often fail; how the soft side impacts the success of M&A and how HRM can guide the post-acquisition integration process.
- You will learn about: sustainable human resource management;. the paradoxical tensions in human resource management and the coping strategies used to deal with them; the sustainable human resource model.
- You will learn how companies manage their expatriates; who is an expatriate and why companies use expatriates; what challenges there are in international assignments and how to manage the whole expatriation process.
- You will learn how companies can find the balance in deciding whether to standardise or localise their common HRM practices and policies; what impacts the decision to standardise or localise and how that decision impacts the operations of the company.
- Topic 1. Introduction to IHRMThe internationalization of business. Internationalization of HRM. The development of IHRM. Differences between international and domestic HRM. Creating the international organizations: Strategy and structure. Stages in the development of MNCs. Factors influencing how MNCs organize for global business. Stages of international involvement.
- Topic 2. Institutional context of international human resource managementEquivalent employment standards as stated by various international organisations. MNCs and issues in IHRM. Extraterritorial laws. Application of national law to local foreign-owned enterprises. International labor relations. Multinational enterprises and labor relations. International frameworks of ethics.
- Topic 7. Global leadership developmentDifferent ways to develop leaders. 70-20-10-principle. Experiental learning. Working in cross-boundary project assignment.
- Topic 3. Strategic HRMWhat is Strategic HRM? Why strategic HR? Competitive strategies. Strategic theories of HRM. Behavioral perspective. Employee role behaviors for competitive strategies. Cybernetic model of HR system. Responsibilities of SHRM.
- Topic 6. Role of HRM in post-acquisition integrationWhat happens in mergers and acquisitions (M&A)? Why M&A’s often fail? Soft side of the M&A process. Change management.
- Topic 8. Sustainable HRMParadoxical tensions in HRM. Categories of paradoxical tensions in HRM. Coping strategies. Sustainable HRM. Objectives of sustainable HRM. Sustainable HRM models. Factors influencing the formulation and implementation of HR policies.
- Topic 4. Expatriates and global mobilityExpatriate management, expatriate selection, adjustment, performance, and development. Motives for transferring managers across borders.
- Topic 5. Global integration-local responsiveness of HRM practicesSolving the global-local dilemma. Standardizing or localizing HRM practices and policies. Reasons for standardizing and localizing
- Interim assessment (4 module)0.4 * essay + 0.3 * individual and group activities at the seminars + 0.3 * reflection papers
- Employment relations and international human resource management. (2014). Routledge. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsnar&AN=edsnar.oai.tilburguniversity.edu.publications.65228fd0.4559.48ed.b42b.fb5f0a60847f
- International Human Resource Management, 5th edition. (2018). Sage Publications Ltd. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsnar&AN=edsnar.oai.tilburguniversity.edu.publications.e8a0c5fa.6722.4383.abb1.51ca685b3229
- Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach? International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
- Michael Armstrong, & Stephen Taylor. (2020). Armstrong’s Handbook of Human Resource Management Practice. London: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=2331872