Global Human Resource Management

1. DSC 1H (HR)/(IB): Global Human Resource Management
Unit-I: Introduction to IHRM: Difference between IHRM and Domestic HRM, Reasons for
emergence of IHRM, Organizational dynamics and IHRM: Role of culture in IHRM,
Organizational Processes in IHRM, Challenges of International Human Resource Management.
The student is expected to get thorough understanding about the nature and complexity of
International HRM activities and thereby gets competency to analyze critical problems faced by
international companies.
Unit-II: Recruitment, Selection in International context: International Managers- Parent country
nationals, third country nationals, host country nationals, Recruitment methods using head-
hunters, cross-national advertising, e-recruitment; Selection criteria and techniques, Selection
tests, interviews for international selection.
The student will get the knowledge about different sources of recruitment, various stages of
international recruitment and selection process and also different methods used by multinational
corporations for selecting their employees
Unit-III: Performance Management: A conceptual background, performance management cycle,
models, Appraisal of expatriate, Third and host country employees, issues and challenges in
international performance management, country specific performance management practices.
The student acquires clear understanding on the performance appraisal process and issues and
challenges involved in the process.
Unit-IV: Training and development in international context: Training and development of
international staff, types of expatriate training, HCN training, Career Development, repatriate
training, developing international staff and multinational teams, knowledge transfer in
multinational companies.
The student is expected to understand the complexity in international training and also various
training methods and their pros and cons.
Unit-V: International Compensation: Forms of compensation and factors that influence
compensation policy, Key components of international compensation, compensation practices
across the countries, social security systems across the countries, global compensation: emerging
issues.
References:

2. 1. Monir H. Tayeb, International Human Resource Management, Oxford University Press, 2005.
2. Peter J. Dowling, Denice E. Welch, International Human Resource Management, Cengage
Learning.
3. Aswathappa K, Sadhna Das, International Human Resource Management, Mc Graw Hill.
4. Evans, Pucik, Barsoux, The Global Challenge: Framework for International Human Resource
Management - Tata McGraw-Hill Irwin.
5. Tony Edwards, Chris Rees, International Human Resource Management, Person Education.
6. Rao P. L., International Human resource Management, Excel Books.
7. Chris Brewster, International Human resource Management, University Press.

3. BBA –SIXTH SEMESTER
DSC 1H (HR)/(IB): Global Human Resource Management
Objective of the paper: to make the students familiar of International business and its
implications on various HRM functions and thereby provide appropriate solutions to the complex
HR challenges resulting from complexity of Internationailization.
Unit-1:
 Outcome: The student is expected to get thorough understanding about the nature and
complexity of International HRM activities and thereby gets competency to analyze
critical problems faced by international companies.
Lecture Topics to be covered Methodology Assignment
1 Introduction to IHRM Lecture
2,3 Domestic HRM Vs. IHRM,
Organizational Dynamics and IHRM
Discussion
4 Culture and HRM Lecture
5 Organizational processes in IHRM Discussion
6,7 Challenges of IHRM Lecture Class test on Unit 1
Unit-2:
 Outcome: The student will get the knowledge about different sources of recruitment,
various stages of international recruitment and selection process and also different
methods used by multinational corporations for selecting their employees
Lecture Topics to be covered Methodology Assignment
8 Recruitment, Selection in International
context
Lecture
9,10 Advantages and disadvantages of
employing PCNs, TCNs and HCNs
,,
11,12,13 Recruitment mehods: Head hunters,
Crossnational advertising, e-recruitment
Case study
14 e- recruitment lecture
15 Selection criteria and techniques ,,
16 Selection tests, ,,
17 interviews for international selection Role play

4. Unit-3:
 Outcome: The student acquires clear understanding on the performance appraisal process
and issues and challenges involved in the process.
Lecture Topics to be covered Methodology Assignment
18 Performance Management: A
conceptual background
Lecture
19,20,21 performance management cycle,
models, Appraisal of expatriate
PPT
22 Third and host country employees,
issues and challenges in international
performance management,
Discussion
23 country specific performance
management practices.
,, Learners should collect
information about
performance appraisal
practices.
Unit-4:
 Outcome: The student is expected to understand the complexity in international training
and also various training methods and their pros and cons.
Lecture Topics to be covered Methodology Assignment
24 Training and development in
international context: Training and
development of international staff, ,
Lecture
25,26 types of expatriate training, HCN
training,
Role Play Gather information on
training methods
followed by MNCs
27,28 Career Development, repatriate
training,
Lecture
29 developing international staff and
multinational teams
Case study and
Interaction
30 knowledge transfer in multinational
companies.
Lecture
Unit-5:

5.  Outcome: the student can understand various compensation practices followed by MNCs
and can understand and analyze components of International compensation.
Lecture Topics to be covered Methodology Assignment
31 International Compensation: Forms
of compensation compensation
practices across the countries,
Lecture
32,33 Global compensation: emerging
issues.
,,
34,35 social security systems across the
countries,
discussion
36 Factors that influence compensation
policy,
Lecture
37,38 Key components of international
compensation,
PPT
39,40 Case study on International
Compensation
Discussion
41,42,43 Revision Discussion and
clarification of
doubts

6. GHRM COURSE OUTCOMES
After learning this course the student is expected to attain the following attributes:
 The student is expected to get thorough understanding about the nature and complexity of
International HRM activities and thereby gets competency to analyze critical problems
faced by international companies.
 The student will get the knowledge about different sources of recruitment, various stages
of international recruitment and selection process and also different methods used by
multinational corporations for selecting their employees
 The student acquires clear understanding on the performance appraisal process and issues
and challenges involved in the process.
 The student is expected to understand the complexity in international training and also
various training methods and their pros and cons.