Both international trade and FDI have increased sharply in the past few decades. Increasing globalization has had a tremendous impact on the competitive position of various countries
The main vehicle for the transfer of HRM across international borders and various cultures is the MNE/MNC. Not only are MNEs major players in international business but they are also major players in the practice of HRM internationally.
The practice of HRM in different countries is often culturally specific and HR specialists need to take this into account. This module is aimed, therefore, at the HRM practices adopted in different countries and different cultures
IHRM practices are theoretically and practically examined through case studies, journal articles and textbooks as well as through the experiences of HRM practitioners in various MNEs
Grading for Internals(40 Marks) 5 marks 5- 7 marks Presentation Tests 3- 5 marks Case study Discussion & participation 5 - 8 marks Assignments 10 –15 marks Term Paper 10 -15 marks MST’s
Find a recent example of an MNC either establishing or closing down a subsidiary in a particular country. Describe reasons for establishment/closure with respect to environment both macro and micro? (end of Week 1)
Compare the HR practices in view of cultural aspects of any one developed and Developing country? (end of Week 4)
Prepare a brief report of Expat compensation in India. Include all the possible laws/rules relating to it. (end of Week 9)
Cost cutting measures (in HRM) used by MNCs during recession trends. (end of Week 12)
Term Paper – Human Resource Practices in Other Countries (Compulsory)
To be submitted after the MST’s.
An overseas posting is a difficult and complicated process. Cultural adaptation and feelings of alienation pose a great challenge for the expatriate. It is important then that the HR department in the home country is clear about the status of HR policies and practices in the host country. This information is vital when an expatriate is trying to understand what is expected of them in their new environment.
Your task is to choose any country, other than India, as a research focus. Prepare a presentation for the class outlining key HR practices in that country. The relevant HR areas may include recruitment & selection, training & development, performance appraisal, compensation and labor relations.
You might also like to make connections between these practices and the underlying cultural dimensions of the country. This brief presentation is to be completed and presented as a group assignment (2 students).
At end of semester, anyone who feels that s/he has not scored well and wants to improve grades can submit this term paper. What would be the deadline for submission would be announced as and when final grades for the course are prepared
Management Incidents : One of my goals for this course is to have each of you become aware of the many HRM issues & dilemmas that managers face in their daily work. During the semester I would like you to think about contemporary HRM issues & realize that our field has useful information regarding many of these issues. The assignment is to write on 3 management problems or issues that you have identified through your own personal experience, or found in current newspapers or magazines. Each paper will be no more than 3 typed pages with the following format:
Describe the problem/dilemma/issue. Example: You found an article that describes the huge salaries paid to CEOs. Why do you think this is a problem? (Summarize the problem, describe the source material & list in references.) Each problem must relate to one of the chapters covered in the part of the course being covered; i.e., 1st, 2nd , 3rd. Describe your own experience or impression related to this issue. What solution would you propose?
Why that you selected) similar to, and different from Indian practices?
Presentation Topics Role of HR department in recession Recessions impact on HRM policy of new organization Review on most powerful women in Indian business Succession planning: developing effective international leader Critical view on performance based compensation system Managing employee safety and health at the workplace A review on performance appraisal management: a global prospective Handling of employee grievance Implementing positive discipline at the workplace Use/importance of work life balance in organizational set up Correlation in retention and job satisfaction Attitudes of employees towards organization Emotional intelligence level of the employees in given organization Career management programs: attracting, developing and retaining employees
Bacon, Nicolas & Blyton, Paul; Militant and moderate trade union orientations: what are the effects on workplace trade unionism, union-management relations and employee gains; International Journal of Human Resource Management, Vol. 13(2), 2002.
Bae, Johngseok et al.; Human resource strategy and firm performance in Pacific Rim countries; International Journal of Human Resource Management, Vol. 14(8), 2003.
Budhwar, Pawan S. & Boyne, George; Human resource management in the Indian public and private sectors: an empirical comparison; International Journal of Human Resource Management, Vol. 15(2), 2004.
Camelo, Carmen, Martin, Fernando, Romero, Pedro M., Valle, Ramon; Human resources management in Spain: is it possible to speak of a typical model?; International Journal of Human Resource Management, Vol. 15(6), 2004.
Chandrakumara Anil & Sparrow, Paul; Work orientation as an element of national culture and its impact on HRM policy-practice design choices: Lessons from Sri Lanka; International Journal of Manpower, Vol. 25(6), 2004.
Deery, Stephen & Kinnie, Nicholas; Call Centres and Human Resource Management: A Cross-National Perspective; Employee Relations, Vol. 26(5), 2004.
Dieu Donne Hack-Palay. (2007). Expatriate and homesickness. Research paper in International Business. Center for international business studies. Paper No. 1-07.