BE443-6-AU-SO:
International Human Resource Management

The details
2020/21
Essex Business School
Southend Campus
Autumn
Undergraduate: Level 6
Current
Thursday 08 October 2020
Friday 18 December 2020
15
24 April 2019

 

Requisites for this module
(none)
(none)
(none)
(none)

 

(none)

Key module for

BSC N120 International Business and Entrepreneurship,
BSC N121 International Business and Entrepreneurship (Including Year Abroad),
BSC N123 International Business and Entrepreneurship (Including Placement Year),
BSC N124 International Business and Entrepreneurship (Including Foundation Year),
BSC N124CO International Business and Entrepreneurship (Including Foundation Year),
BSC N355 International Business and Finance,
BSC N356 International Business and Finance (Including Placement Year),
BSC N357 International Business and Finance (Including Year Abroad),
BSC N358 International Business and Finance (Including Foundation Year)

Module description

The module focuses on understanding how to procure and allocate human resources for international markets; identifying training and development needs; utilising and motivating human resources internationally; developing cross-cultural literacy; building a corporate culture; understanding policies and practices for managing international operations; managing information systems; engaging in strategic international human resource management.

The main aim of the unit is to enable students to acquire a critical understanding of the diverse national contexts in which organisations operate and the strategic role of HRM in the context of globalisation; to develop a sound understanding of key HR strategies, structures, and processes in multinational organisations; to learn about the changing role of the HR manager in the context of different stakeholder demands; to examine HRM policies and regulations in different countries and to apply them with reference to the specific nature of companies and businesses; identify appropriate interventions for the strategic implementation of HR practices, particularly international recruitment and training; to understand the ongoing challenges in motivating different kinds of employees, both in terms of rewards and pay as well as through the ways individuals and groups can be supported in their work; to understand the changing nature of jobs and careers in an international perspective and under influence of the current knowledge economy.

Module aims

The main aim of the unit is to enable students to acquire a critical understanding of the diverse national contexts in which organisations operate and the strategic role of HRM in the context of globalisation; to develop a sound understanding of key HR strategies, structures, and processes in multinational organisations; to learn about the changing role of the HR manager in the context of different stakeholder demands; to examine HRM policies and regulations in different countries and to apply them with reference to the specific nature of companies and businesses; identify appropriate interventions for the strategic implementation of HR practices, particularly international recruitment and training; to understand the ongoing challenges in motivating different kinds of employees, both in terms of rewards and pay as well as through the ways individuals and groups can be supported in their work; to understand the changing nature of jobs and careers in an international perspective and under influence of the current knowledge economy.

Module learning outcomes

Analyse and evaluate differing international perspectives in relation to the management of human resources.

Appraise how national institutional and cultural differences lead to differences in country-specific HRM practices and underpin the differing perspectives on HRM.

Analyse and evaluate the way in which the external forces referred to above affect international businesses.

Exercise judgement regarding the skills required by international managers for the management of cultural diversity.

Analyse the impact of international businesses on their host countries' systems and evaluate convergence or divergence in HRM practices and approaches.

Critically review HRM practices in a range of countries, in relation to work and organisational design, employee resourcing, reward and benefit systems, the management of performance, and the professional development of different kinds of employees.

To undertake appropriate research about HRM practice and decide about appropriate interventions

Module information

No additional information available.

Learning and teaching methods

The following learning and teaching methods will inform the pedagogic process of the course: - Lectures; - Seminars and tutorials (for discussion of case studies, journal articles, presentations) - Group work; - Signposting to additional resources

Bibliography*

This module does not appear to have a published bibliography.

Assessment items, weightings and deadlines

Coursework / exam Description Deadline Weighting
Coursework   Individual Essay    100% 

Overall assessment

Coursework Exam
100% 0%

Reassessment

Coursework Exam
100% 0%
Module supervisor and teaching staff
Dr Caleb Kwong, email: ckwong@essex.ac.uk.
Dr Caleb Kwong
ckwong@essex.ac.uk

 

Availability
No
No
No

External examiner

No external examiner information available for this module.
Resources
Available via Moodle
Of 28 hours, 10 (35.7%) hours available to students:
18 hours not recorded due to service coverage or fault;
0 hours not recorded due to opt-out by lecturer(s).

 

Further information
Essex Business School

* Please note: due to differing publication schedules, items marked with an asterisk (*) base their information upon the previous academic year.

Disclaimer: The University makes every effort to ensure that this information on its Module Directory is accurate and up-to-date. Exceptionally it can be necessary to make changes, for example to programmes, modules, facilities or fees. Examples of such reasons might include a change of law or regulatory requirements, industrial action, lack of demand, departure of key personnel, change in government policy, or withdrawal/reduction of funding. Changes to modules may for example consist of variations to the content and method of delivery or assessment of modules and other services, to discontinue modules and other services and to merge or combine modules. The University will endeavour to keep such changes to a minimum, and will also keep students informed appropriately by updating our programme specifications and module directory.

The full Procedures, Rules and Regulations of the University governing how it operates are set out in the Charter, Statutes and Ordinances and in the University Regulations, Policy and Procedures.