Postgraduate Course: International and Comparative Human Resource Management (CMSE11179)
Course Outline
| School | Business School |
College | College of Humanities and Social Science |
| Course type | Standard |
Availability | Available to all students |
| Credit level (Normal year taken) | SCQF Level 11 (Postgraduate) |
Credits | 15 |
| Home subject area | Common Courses (Management School) |
Other subject area | None |
| Course website |
None |
Taught in Gaelic? | No |
| Course description | Aims
The course is in two parts. The first seeks to provide students with a solid conceptual and analytical framework for understanding the changing context of international HRM. Key themes and controversies introduced and evaluated include: the debate on convergence versus embeddedness of national employment relations systems in the context of globalisation; regionalisation versus globalisation as the main influence upon national systems; emerging patterns of human resource management in Eastern Europe and China; and the determinants of MNC labour strategies and their influence upon host nation employment systems and practices. Having established this analytical and contextual foundation, the focus of the course then moves on to consider key substantive HR issues facing multinational corporations, and how they might beneficially be managed within an international context. This extends beyond the conventional preoccupation in much international HRM literature upon the expatriate management function, to a broader, critical treatment of the way MNCs manage their international workforces in such areas as international reward strategies and employee engagement and voice. Also considered is the important role that international HRM specialists need to play in addressing corporate social responsibility concerns in such areas as child labour, and in responding to global migration patterns.
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Entry Requirements (not applicable to Visiting Students)
| Pre-requisites |
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Co-requisites | |
| Prohibited Combinations | |
Other requirements | For Business School PG students only, or by special permission of the School. Please contact the course secretary. |
| Additional Costs | None |
Information for Visiting Students
| Pre-requisites | None |
| Displayed in Visiting Students Prospectus? | No |
Course Delivery Information
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| Delivery period: 2013/14 Semester 2, Available to all students (SV1)
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Learn enabled: Yes |
Quota: None |
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Web Timetable |
Web Timetable |
| Course Start Date |
13/01/2014 |
| Breakdown of Learning and Teaching activities (Further Info) |
Please contact the School directly for a breakdown of Learning and Teaching Activities |
| Additional Notes |
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| Breakdown of Assessment Methods (Further Info) |
Please contact the School directly for a breakdown of Assessment Methods
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| No Exam Information |
Learning Outcomes
On completion of this course, the student will be able to:
1. A Knowledge and understanding
Students will gain:
¿ a secure knowledge and understanding of the globalisation phenomenon and associated theoretical debates concerning its impact upon national labour systems and practices;
¿ appreciation of the rapid transformation of the HRM context in Eastern Europe and Asia;
¿ awareness of the activities of MNCs and how these are embedded in distinctive institutional, national and international contexts;
¿ understanding of the challenges of integrating organisational HRM strategies on a global scale;
¿ understanding of the reality of how international HRM policies and practices are negotiated and developed;
¿ understanding of key ethical dilemmas associated with international HRM policies and practices.
2. B Intellectual skills
On completion of the course, students should be able to
¿ digest, analyse and synthesise a broad range of factual and theoretical material in reaching a reasoned and informed understanding of international developments in the labour sphere, including the role and impact of increasing MNC activity;
¿ demonstrate critical facility and confidence to challenge contrary viewpoints.
3. C Professional/subject specific/practical skills
On completion of the course students should:
¿ have secured sound practical knowledge of effective approaches in such key areas as: managing expatriates, devising international reward strategies, managing international employee engagement; and corporate social responsibility;
¿ have the ability to locate appropriate academic and practitioner resources germane to the field of international HRM;
¿ have internalised a degree of cultural sensitivity and awareness required of an international HRM practitioner;
¿ have improved their analytical and writing skills in accordance with accepted academic conventions.
4. D Transferable skills
On completion of the course students should:
¿ be able to competently communicate and exchange ideas in both large and small group settings;
¿ be able to critically evaluate evidence and present a balanced argument;
¿ be able to plan, organise and prioritise work effectively.
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Assessment Information
Coursework assignment ¿ 30%
Exam ¿ 70%
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Special Arrangements
| None |
Additional Information
| Academic description |
Not entered |
| Syllabus |
Not entered |
| Transferable skills |
Not entered |
| Reading list |
Key text:
Edwards, T and Rees, C (eds) (2011), International Human Resource Management: Globalization, National Systems and Multinational Companies (Harlow: Pearson).
Much reliance will also be placed on current periodical material, including: European Journal of Industrial Relations; Human Resource Management Journal; International Journal of Human Resource Management; International Labour Review; Industrial and Labor Relations Review; British Journal of Industrial Relations; and Industrial Relations Journal.
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| Study Abroad |
Not entered |
| Study Pattern |
Not entered |
| Keywords | International, human resource management |
Contacts
| Course organiser | Mr Colin Duncan
Tel: (0131 6)50 3810
Email: |
Course secretary | Miss Rachel Allan
Tel: (0131 6)51 3757
Email: |
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