course module of IHRM

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course module of IHRM

  1. 1. International HRM <ul><li>Introduction to:- </li></ul><ul><li>Lectures, Assignments, Class Discussions, Activities, Case discussions, Presentations, paper…………… </li></ul><ul><li>-Sukhjinder baring </li></ul><ul><li>[email_address] </li></ul>
  2. 2. Summary of Module: <ul><li>Industries are waking up to the challenges thrown in by globalization. To survive in this highly globalized world managers are being pressurized to improve quality, increase productivity, cut down waste and eliminate inefficiency. The collective efforts of the countries, employers and employees assume relevance in this context and this is where IHRM can play a crucial role. </li></ul>
  3. 3. AIM <ul><li>This module is aimed, at human resource specialists who are concerned about how people are managed and the HRM practices adopted in different countries and different cultures. </li></ul>
  4. 4. Module of Lecture series/Syllabi <ul><li>Lecture 1: Introduction to IHRM and different terms related to subject </li></ul><ul><li>Lecture 2: Managing Human Resources in a foreign subsidiary: Cultural & behavioral differences in different countries </li></ul><ul><li>Lecture 3: cross cultural studies of Hofstede, Kluckhohm & Strodbeck </li></ul><ul><li>Lecture 4: Ethical relativity versus ethical absolutism </li></ul><ul><li>Lecture 5: IHR planning & staffing: Practice & problems </li></ul>
  5. 5. Lecture……. <ul><li>Lecture 6: Compensation Systems: Multinational compensation systems, factors affecting compensation systems. </li></ul><ul><li>Lecture 7: Training & development: General practices, approaches & short-comings. </li></ul><ul><li>Lecture 8: Appraising performance of subsidiary staff: Appraisal systems, acceptance & resistance. </li></ul><ul><li>Lecture 9: Expatriates: Determination of needs, selection process, attributes contributing to success & failure, </li></ul><ul><li>Lecture 10: special issue of female expatriates and expatriate re-entry </li></ul><ul><li>Lecture 11: Accommodating & training of the family members: Education & vocational guidance, amenities & facilities </li></ul>
  6. 6. International HRM: Class Discussion <ul><li>The process of procuring, allocating, and effectively utilizing human resources in an international business is called IHRM. It has three dimensions-hr activities, types of employees and countries of operation. Prepare a report of HR strategies followed in any country like: USA, Canada, Japan, Australia, England, France, Greece, Italy, Mexico, Singapore, Sweden, China, Venezuela. </li></ul>
  7. 7. Assignment 1 <ul><li>Develop a case on HR issues that you observed during your summer training in the company, mention the problems and propose some solutions. Present it in class (2-3 minutes) </li></ul>
  8. 8. Assignment 2 <ul><li>Find a mixture of business news/ articles/papers from journals (atleast 5)*** published within 1st June 2010 to 1st October2010 that pertains to one of the HR topics covered in syllabus. Write an executive summary (maximum one page for each) that provides </li></ul><ul><li>(1) clear identification (in reference format) of your information source, </li></ul><ul><li>(2) an overview of the article contents, </li></ul><ul><li>(3) why the issue is important in to business in general, and </li></ul><ul><li>(4) What the implications are for utilizing this information globally (e.g., some pros and cons of using it in other countries or a recommendation).  </li></ul><ul><li>NOTE: in item 4, you need not restrict your comments to your specific global focus – you can comment on other areas based on what you have learned so far in the class. Whether your article is from a print source or an online source, attach a print copy of the article to your executive summary.  Highlighting of key passages in the article is generally helpful. Make sure you do not duplicate an article used previously by anyone in class </li></ul><ul><li>*** Atleast 1 article/paper searched from college library </li></ul>
  9. 9. Presentation Topics <ul><li>Global Perspective of HR </li></ul><ul><li>Multiculturalism </li></ul><ul><li>HRM in cross borders: any merger or acquisition </li></ul><ul><li>Think globally, act locally, from the perspective of key HRM functions practiced by Coke </li></ul><ul><li>Trends in International staffing </li></ul><ul><li>Cultural factors important to Hr managers </li></ul><ul><li>Expatriates failures </li></ul><ul><li>Compensation at international level </li></ul><ul><li>Appraising performance- issue in global context </li></ul><ul><li>Managing HR in foreign subsidiary. </li></ul>
  10. 10. Case study discussions <ul><li>Employee retention </li></ul><ul><li>Reemployment or rehiring </li></ul><ul><li>HR dilemmas in the Indian retail sector </li></ul><ul><li>Labor disputes </li></ul><ul><li>CSR---Global Recession </li></ul><ul><li>Enhancing employability </li></ul><ul><li>Coaching Culture </li></ul><ul><li>HRIS </li></ul><ul><li>Doing Business in India: pg 193, Ashwathapa </li></ul><ul><li>Global HRM AT Colgate Palmolive Co. – pg65, Ashwathapa </li></ul>
  11. 11. Activity 1 <ul><li>Use the internet to research five different international companies that interest you and check out what they say about careers or their employees. Put this information in a bulleted format report. Be prepared to make a presentation to the class about your findings. </li></ul>
  12. 12. Activity 2 <ul><li>Pick one of the five topics mentioned below regarding contemporary issues in managing human resources. Research this topic and write a paper about it. Focus on finding current information and current examples of international companies dealing with these issues. (No duplication of companies) </li></ul><ul><li>Downsizing, </li></ul><ul><li>workforce diversity, </li></ul><ul><li>sexual harassment, </li></ul><ul><li>work-life balance issues, </li></ul><ul><li>controlling HR costs. </li></ul>
  13. 13. Activity-3 Role plays
  14. 14. Role Plays <ul><li>Two companies have something to offer the other if they can only discover how to go about it. Can they agree on the best method of exchange to mutual advantage. </li></ul><ul><li>Technically brilliant, Michelle is a real asset to the company. However her interpersonal skills are woefully inadequate and she is a disruptive element in the team. </li></ul>
  15. 15. Role plays <ul><li>As a service engineer , Steve is only adequate. He is scruffy, disorganized and not too worried about the quality of work that he does. Since the engineer works alone, how can the appraising manager motivate him to change. </li></ul><ul><li>George Williams has been recruited to run a new section which is not performing as well as expected. His trade skills are good, although some changes in his practices may be necessary, but his attitudes to his staff and the example he sets require attention. </li></ul>
  16. 16. Role plays <ul><li>Harold brown is 58 and has achieved a comfortable position in life. He is content to coast for the next few years until retirement. The team cannot afford a passenger and th appraising manager needs to remediate him to take a full and active part in the team’s activities. </li></ul>
  17. 17. Role play <ul><li>This role play concerns an employee accused of theft having apparently been caught red-handed. He is not popular with his foreman, who is accusing him, and he is a recent arrival. The manager is faced with evidence and denials. THE SEQUENCE OF EVENTS is not in dispute. He is forced into considering whether the employee’s intention was to steal or not. Should the case lead to dismissal. </li></ul>
  18. 18. Role play <ul><li>This role play concerns a situation in which an employee has failed consistently to perform to an adequate standard. Despite several attempts by the supervisor and the manager to coach and encourage , reults have not improved. A formal disciplinary hearing is called for. </li></ul>
  19. 19. Role play <ul><li>This case concerns a written warning that has been issued to an employee and now he has done the same thing again. Do you issue a final warning or are there extenuating circumstances? The original warning letter forms part of the brief. </li></ul><ul><li>A fork lift driver has a history of small accidents. One more accident, involving an injury, prompts the manager to speak to the driver with the intention of improving his driving. </li></ul>
  20. 20. Role play <ul><li>The annual Christmas lunch at this factory is the occasion for an employee to fall out with his supervisor and swing a punch at him. Who was to blame, and where did the drink come from? Should the manager deal with the supervisor as well? </li></ul>
  21. 21. Grading System <ul><li>1. Assignments 5 marks </li></ul><ul><li>2. Mid Semester Exam 15 marks </li></ul><ul><li>3. Presentation 5 marks </li></ul><ul><li>4. Activities 5 marks </li></ul><ul><li>5. Case Study and class discussions 5 marks </li></ul><ul><li>6. Hourly Tests 5 marks </li></ul>
  22. 22. Book <ul><li>International Human Resource Management- K. Aswathapa and Sadhna Dash, Tata McGraw-Hill Companies </li></ul>
  23. 23. THANKS <ul><li>ANYTHING I FORGOT </li></ul><ul><li>ANYTHING U WANT TO KNOW OR ASK </li></ul><ul><li>ALL THE BEST FOR COMING SEMESTER </li></ul>

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