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Course Module - IHRM


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Course Module - IHRM

  1. 1. International Human Resource Management (IHRM) Code: MB-IB-304 Course Instructor Deepika Arora (DA) Email: [email_address] Phone: 01612888633
  2. 2. Why IHRM???? <ul><li>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 </li></ul><ul><li>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. </li></ul>
  3. 3. Why IHRM???? <ul><li>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 </li></ul><ul><li>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 </li></ul>
  4. 4. 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
  5. 5. Classroom Policies <ul><li>Attendance Criteria – 75% </li></ul><ul><li> ( NO COMPROMISES!! ) </li></ul><ul><li>You are expected to be class on/before scheduled time. You will be allowed to enter in class in first 10 minutes of lecture. After that you are welcome to class but would not be awarded attendance. </li></ul><ul><li>Make sure you are not absent on Presentation day or Activity day or case study discussion day or tests. Zero marks would be awarded to absentees. </li></ul><ul><li>You’ll be informed well in advance about the important deadlines. </li></ul><ul><li>DO NOT COPY ASSIGNMENTS. All the copied assignments and master assignment would be straight away cancelled </li></ul>
  6. 6. Lesson Plans <ul><li>Impact of Globalization on HRM – (Week 1 & 2) </li></ul><ul><ul><li>Internationalization and the international division of labor </li></ul></ul><ul><ul><li>Recent developments in theory and empirical research in IHRM </li></ul></ul><ul><ul><li>Human resource management in cross-border mergers and acquisitions </li></ul></ul><ul><li>Cases - Chicago Food And Beverage Company, Why Doesn’t This HR Department Get Any Respect? </li></ul><ul><li>Assignment 1 to be submitted at end of Week 1 </li></ul>
  7. 7. Lesson Plans <ul><li>Cross Cultural Management (Week 3 to 6 ) </li></ul><ul><ul><li>Environmental pressures to study cross-cultural management at international levels </li></ul></ul><ul><ul><li>Cross-national differences in human resources and organization and between regions, nations, groups & individual </li></ul></ul><ul><ul><li>Culture based interventions at various levels within organizations, overcoming cross-cultural differences through political insights and skills </li></ul></ul><ul><ul><li>Thinking Globally Act Locally </li></ul></ul><ul><li>Cases - Fred Bailey: An Innocent Abroad, Leading Clever People, Under Japanese Bosses, General Motors in Spain, Swedco </li></ul><ul><li>Assignment 2 at end of Week 4 </li></ul>
  8. 8. Lesson Plans <ul><li>Composing an international staff, key issues in international recruitment & selection (week 7) </li></ul><ul><ul><li>Recruiting and selecting approaches </li></ul></ul><ul><ul><li>Cases: metropolitan motor company (MMC), does absence make the heart grow fonder or is it a question of out of sight, out of mind? </li></ul></ul><ul><li>Training and development of international staff (week 8) </li></ul><ul><ul><li>Types of training, methods of training and development </li></ul></ul><ul><ul><li>Accommodating & training of the family members </li></ul></ul><ul><ul><li>Cases: MATS cross-cultural training, executive coaching, senior team development, cross-cultural training: the melting pot </li></ul></ul>
  9. 9. Lesson Plans <ul><li>International compensation (Week 9) </li></ul><ul><ul><li>Multinational compensation systems, factors affecting compensation systems </li></ul></ul><ul><ul><li>Case: Conflicting Expectation where pay & performance collide </li></ul></ul><ul><ul><li>Assignment 3 to be submitted at end of week 9 </li></ul></ul><ul><li>Strategic performance management (Week 10) </li></ul><ul><ul><li>Performance Appraisal Methods for international employees </li></ul></ul><ul><ul><li>Cases: Putting People First For Organizational Success- The Rob Parson at Morgan Stanley Case Study, ABB Strategic HRM, Executive Assessment, Saving $20 million with a new appraisal system </li></ul></ul>
  10. 10. Lesson Plans <ul><li>Issues On Expatriate And Repatriate (Week 11) </li></ul><ul><ul><li>Repatriation And Knowledge Management </li></ul></ul><ul><ul><li>Essential Skills For International Assignments In Mnc’s </li></ul></ul><ul><ul><li>Benefits From Expatriate Assignments </li></ul></ul><ul><ul><li>Expatriate Adjustment And Failure </li></ul></ul><ul><ul><li>Challenges Of Repatriation </li></ul></ul><ul><ul><li>GTE Repatriation Case Study </li></ul></ul><ul><li>Women’s Role In International Management (Week 12) </li></ul><ul><li>Assignment 4 at end of week 12 </li></ul>
  11. 11. Assignments <ul><li>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) </li></ul><ul><li>Compare the HR practices in view of cultural aspects of any one developed and Developing country? (end of Week 4) </li></ul><ul><li>Prepare a brief report of Expat compensation in India. Include all the possible laws/rules relating to it. (end of Week 9) </li></ul><ul><li>Cost cutting measures (in HRM) used by MNCs during recession trends. (end of Week 12) </li></ul>
  12. 12. Term Paper – Human Resource Practices in Other Countries (Compulsory) <ul><li>To be submitted after the MST’s. </li></ul><ul><li>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. </li></ul><ul><li>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. </li></ul><ul><li>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). </li></ul>
  13. 13. Tests <ul><li>Test 1 at end of week 3 </li></ul><ul><li>Test 2 at end of week 7 </li></ul>
  14. 14. Term project for Improvement(3 marks) <ul><li>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 </li></ul><ul><li>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: </li></ul><ul><ul><li>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? </li></ul></ul><ul><ul><li>Why that you selected) similar to, and different from Indian practices? </li></ul></ul>
  15. 15. 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
  16. 16. Books to be Referred <ul><li>Dowling and Welch, International Human Resources Management, engage Learning Publication </li></ul><ul><li>Ashwathappa, K. and Dash, S. International HRM, Tata Mc.Graw –Hill </li></ul><ul><li>Rao P.L. International Human Resources Management. Excel Books </li></ul><ul><li>Gupta, S.C. International Human Resources Management, Macmillan India Ltd </li></ul>
  17. 17. Journals and Periodicals <ul><li>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. </li></ul><ul><li>Bae, Johngseok et al.; Human resource strategy and firm performance in Pacific Rim countries; International Journal of Human Resource Management, Vol. 14(8), 2003. </li></ul><ul><li>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. </li></ul><ul><li>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. </li></ul><ul><li>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. </li></ul><ul><li>Deery, Stephen & Kinnie, Nicholas; Call Centres and Human Resource Management: A Cross-National Perspective; Employee Relations, Vol. 26(5), 2004. </li></ul><ul><li>Dieu Donne Hack-Palay. (2007). Expatriate and homesickness. Research paper in International Business. Center for international business studies. Paper No. 1-07. </li></ul>