MNM3IHRM: Managing International HRM

Module code: MNM3IHRM

Module provider: International Business and Strategy; Henley Business School

Credits: 10

Level: 7

When you'll be taught: Full year

Module convenor: Dr Charmi Patel, email: charmi.patel@henley.ac.uk

Pre-requisite module(s):

Co-requisite module(s):

Pre-requisite or Co-requisite module(s):

Module(s) excluded:

Placement information: No placement specified

Academic year: 2024/5

Available to visiting students: No

Talis reading list:

Last updated: 19 November 2024

Overview

Module aims and purpose

This elective seeks to equip managers who will be working in organisations operating internationally to better understand the challenges of managing people in different locations.Ìý It considers the how the forces referred to as ‘globalisation’ and the increasing dominance of multinational enterprises has impacted people management.Ìý In particular it considers the spread of U.S derived ‘best practices’ whilst also providing a critique of this in terms of its universal applicability in different locations around the globe.Ìý

Aims: This elective pathway aims to equip learners to better understand the challenges of managing human resources in an increasingly global environment.

Ìý

Module learning outcomes

By the end of the module, it is expected that the student will be able to:

1. define the impact of globalisation on the management of people

2. outline a theoretical framework for understanding the forces that make management practices more similar worldwide and those, such as culture and context, which ensure that differences remain

3. appreciate the challenges that might apply in the implementation of different humanÌý resource management practicesÌý in different locations.

Module content

The module has five sections:Ìý

- Comparative HRM theory: key theoretical frameworks of globalisation, internationalisation and regionalism and other factors such as institutional theory.Ìý

- The debates of universalism vs contextual, convergence vs divergence, globally integrated vs locally adaptive.Ìý The importance of context in understanding IHRM.

- Contextual factors shaping HRM: key theoretical frameworks necessary to understand human resource management in context. The focus is upon:

• theories around culture

• institutional theory

- Comparative HRM in practice: understanding how context impacts the deployment of HRM practices with a particular focus upon:

• time off

• reward

- International HRM theory and practice: internationalisation in terms of ethnocentric, polycentric, geocentric or regiocentric.ÌýÌý

- Global integration vs local adaptation.Ìý Management ofÌý expatriates. Towards Global managers: Considers whether there is a global cadre of managers emerging – shared set of competencies. Ends with a study of careers of MBA graduates across 5 regions including: UK and Ireland, CentralÌý Europe; Northern Europe;Ìý Southern Africa;Ìý Caribbean.

- Global context: Given the content of the module international case studies are used. Students will be encouraged to reflect on their own experiences within international organisations.

Structure

Teaching and learning methods

The primary learning transmission will be through self-study. Participants will receive learning materials online, which will consist of a study guide and a practice application document. An assignment brief is also provided.

Study hours

At least 0 hours of scheduled teaching and learning activities will be delivered in person, with the remaining hours for scheduled and self-scheduled teaching and learning activities delivered either in person or online. You will receive further details about how these hours will be delivered before the start of the module.

Please note the independent study hours above are notional numbers of hours; each student will approach studying in different ways. We would advise you to reflect on your learning and the number of hours you are allocating to these tasks.

Semester 1 The hours in this column may include hours during the Christmas holiday period.

Semester 2 The hours in this column may include hours during the Easter holiday period.

Summer The hours in this column will take place during the summer holidays and may be at the start and/or end of the module.

Assessment

Requirements for a pass

The pass mark for the individual assignment is 50%

Summative assessment

Penalties for late submission of summative assessment

This module is subject to the Penalties for late submission for Postgraduate Flexible programmes policy, which can be found at:

/cqsd/-/media/project/functions/cqsd/documents/qap/penaltiesforlatesubmissionpgflexible.pdf

The Module Convenor will apply the following penalties to work submitted late:

• where the piece of work is submitted up to one calendar month after the original deadline (or any formally agreed extension to the deadline): 10% of the total marks available for that piece of work will be deducted from the mark;Ìý
• where the piece of work is submitted more than one calendar month after the original deadline (or any formally agreed extension to the deadline): a mark of zero will be recorded.

You are strongly advised to ensure that coursework is submitted by the relevant deadline. You should note that it is advisable to submit work in an unfinished state rather than to fail to submit any work.

Formative assessment

Formative assessment is any task or activity which creates feedback (or feedforward) for you about your learning, but which does not contribute towards your overall module mark.

Students work through study material developing skill and knowledge as they progress.

Reassessment

Additional costs