2022/23 Semster 2 BMG935 CRN 43037(QAHE) – International HRM (Level 7)

Module Co-ordinator – Dr Uju Ugochukwu

Contact details

Module Tutors Contact details

Dr Elizabeth Achinewhu-Nworgu Elizabeth.achinewhu-nworgu@qa.com

Nii Asare-Addy nii.addy@qa.com

Dr Uju Ugochukwu Ugochukwu.uju@qa.com

David Olatundn David.Olatundn@qa.com

Rose Buddington rose.buddington@qa.com

Dr Kabiru Oyetunde Kabiru .Oyetunde@qa.com

Dr Amarachi Amaugo Amarachi.amaugo@qa.com

Dr Okolai, Jennifer jennifer.okolai@qa.com

Office Hours On appointment

Online availability:

AIMS

This module explores particular issues relating to multinational companies, such as

how and why they develop particular forms of business strategy, what distinguishes
their approach to people management and to industrial relations and why there is
variation in transfer of HR practices across international subsidiaries.

It aims to analyse specific HRM areas in the international arena such as comparative
employee relations and participation, international staffing and expatriation, training
and career development, compensation and performance management and
managing diversity.

The aim throughout is to explore the complex interplay between distinctive home and
host country employment models and the development and transfer of human
resource practices and approaches to industrial relations in multinational companies.

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RATIONALE

Effective Human Resource Management in an international context is considered an

important strategic area of business activity. Enhancing student understanding of
how human resource management can be used to improve competitive advantage of
organisations using current literature, on-line research and communication will be
explored. This module examines the emergence of HRM as a discipline and practice
within an international context and will consider debates associated with the
utilisation of human resources, including migration and labour markets.

LEARNING OUTCOMES
A successful student will be able to:

1. Understand the international human resource management strategies and

practices developed and implemented by organisations, operating on a global
basis
2. Understand how effective international human resource management can be
used to improve competitive advantage of organisations.
3. Identify, analyse and synthesise materials from primary and secondary source
materials that assist in the understanding of international HRM.
4. Critically assess and evaluate the cultural impact on IHRM strategies and
practices in an organisational setting.

TEACHING AND LEARNING METHODS

Learning materials and case studies will be the primary method of knowledge
transfer. Analysis of subject material, using application where appropriate, will be
undertaken as well as guidance to reading and further research.

Students will be expected to engage in independent learning and use a range of

resources in building knowledge and understanding of the subject matter.

CONTENT :

This module examines specific HRM areas such as organisational HRM, the
employee resourcing process, managing performance and compensation and
employee relations.
Managing HRM flow: HR planning; recruitment and selection policies, systems and
practices; processes for managing international employees.

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Evaluating employee effectiveness: international issues in the identification of
employee potential; training and development programmes; performance
management systems.
Reward systems: theories of pay and behaviour; compensation systems; expatriate
remuneration, standardised versus localised pay systems
Integrating HR policies: matching HR policies and company culture; employee
commitment; cross-cultural communications; managing diversity.
Strategic IHRM - Impact of external and internal contexts on IHRM practices.
Institutional and cultural perspectives - impact of cultural differences on individuals,
organisations and working practices; managing a cross-cultural organisation.
Staffing the multinational organisation - analyse expatriation policies and practices
including reintegration to the home country
Examining ethical consideration with staffing international organisations
Examining the implications of worldwide pandemic on staffing business operations
Examining the role of technology on IHRM practices

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 TOPIC OUTLINES (which could be subject to change)

Topic 1: The Nature of International HRM

 HRM and organisational performance
 Strategic focus on HR
 Trends Shaping Human Resource Management
 The Enduring Context of IHRM
 Globalisation and Competition Trends
 Differences between Domestic and International HRM

Additional reading to support lecture content :

Beardwell and Thompson, Chapter 1
Dowling, Chapter 1

Topic 2 : The Organisational Context

 Structural responses to international growth.
 Identifying control and co-ordination mechanisms.
 Defining modes of operation utilised in global markets.
 Factors influencing standardisation

Additional reading to support lecture content :

Beardwell and Thompson, Chapter 17
Sparrow et al., Chapter 2

Topic 3: International Business Operations

 Staffing international operations (ethnocentric, polycentric, geocentric,
regiocentric)
 Allocation of human resources to the organisation’s various international
operations to ensure effective strategic outcomes.
 Central role of international assignments.
 The changing role of expatriates
 Repatriation, including identify the various stages of the process.

Additional reading to support lecture content :

Edwards and Tees, Chapter 2

Topic 4 : Re-entry and career issues

 The process of re-entry or repatriation and job-related issues
 Social factors, including family factors that affect re-entry and work adjustment
 Multinational responses to repatriate concerns return on investment (ROI) and
knowledge transfer
 The design of a repatriation programme
 Impact of Covid 19 on repatriation

Additional reading to support lecture content :

Redman, Wilkinson and Dundon. Chapter 11

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Topic 5: Recruiting and Selecting Staff – Talent Management
 Importance of international talent management
 Staffing with expatriates or international assignees and expatriate failure
 The international recruitment function
 Expatriate failure
 Barriers to females taking international assignments
 Factors Influencing the Growth of Global Talent Management
 Successful expatriation and best practices

Additional reading to support lecture content :

Edwards and Tees, Chapter 10.

Topic 6: Training and Development

• The localised approach to global training and development
• The strategic role of training in international business operations and
assignments.
• Use of technology in training and development.
• The developmental aspect of international assignments and its relation to
international career paths.
• Preparing HR for the future of work, jobs and the workforce.

Additional reading to support lecture content :

Redman, Wilkinson and Dundon, Chapter 5

Topic 7 : Pay and Compensation

 Examine the complexities that arise when firms move from compensation at the
domestic level to compensation in an international context.
 Detail the key components of an international compensation programme.
 Outline the main approaches to international compensation and the advantages
and disadvantages of each approach.
 Identify the challenges of dealing with various tax structures and pensions

Additional reading to support lecture content :

Edwards and Tees, Chapter 11.

Topic 8 : Performance Management

• The importance of and need for an effective system for managing performance of
its global operations that assists strategic cohesion and competitiveness.
• The purposes of international performance management.
• Performance management of expatriates and non-expatriates and those on non-
standard tasks and assignments such as commuters and virtual workers
• Issues related to performance appraisal of international employees
• Identify and overcome the major challenges to international performance
management.
• Changing trends in performance management internationally

Additional reading to support content: Redman, Wilkinson and Dundon, Chapter 7.

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Topic 9 :
Formative assessment support

Additional reading to support content: Caligiuri et al (2020), International HRM

insights for navigating the COVID-19 pandemic: Implications for future research and
practice, Journal of International Business Studies,

Topic 10 : IHRM Trends and Future Challenges

 International business ethics and HRM
 Challenges for the HR Function of the multinational firm
 HR functions which can benefit from cloud computing services.
 The advantages and limitations of cloud-enabled organisations for HRM
 Identifying measures for successful cloud implementation
 The new/next generations of employees


ASSESSMENT- Submission deadline - 11th of May 2024; 23:59pm

This module is 100% coursework assessed and comprises of one individual

assignment. The assessment is to be completed on an individual basis. Full details of
the assessment are available under the “Assignment” tool, within the module area on
BlackBoard Learn

The word count for this assignment is 3000 words with a +10% margin.

Word Count Penalties

The following penalties will be applied, if submissions go beyond 3000 words :
+10% - no penalty
>10% - 20% = 5% penalty
>20% - 30% = 10% penalty
>30% - 40% = 15% penalty
>40% - 50% = 20% penalty
>50% = maximum mark of 50%

Determining the word count : The permissible word count will primarily originate
from content pages (i.e. the main body of the assignment and exclude title
pages/cover sheet, appendices, bibliographies, reference lists,
diagrams/graphs/images/tables.

You must include the appropriate word count on the front cover of your assignment.

Presentation style
1. This assignment must follow at least basic university presentation guidelines.
Use at least 1.5 line spacing, size 12 and Ariel font.
2. This assessment is NOT a report and therefore doesn’t require an Executive
Summary, nor a Contents/Index page.

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3. It is advised that students avail of the services of Turnitin prior to final
submission, to check for similarity and any potential plagiarism issues.
4. It is advised that students avail of the services of Studiosity prior to final
submission.
5. All assignments must display the final word count, on the cover page (excluding
all references /bibliography lists, appendices)

The minimum pass mark is 50% overall, across this module.

The assignment marking criteria and the university’s Level 7 Qualitative Criteria will
be used to assess your performance. Your feedback and marks will be based on the
extent to which you have met these criteria.

NB Fuller details are available on each assessment within Blackboard, including

supplementary submission forms.

Student Feedback
All assignments will be returned to students within four weeks of submission
(excluding university holidays). Detailed feedback and annotation using the
Grademark facility in Turnitin will be used to offer personalised feedback.

PLAGIARISM
Students found plagiarising or engaging in any other forms of cheating, will be
subject to the relevant university regulations and could fail the module.

Turnitin, the plagiarism detection software will be utilised for all written assignments.
Further details, including a link to the software, are available in the module area
within BlackBoard Learn.

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RESOURCE LIST

Required/Recommended Reading
Beardwell, J. and Thompson, A., (2017) Human resource management: a
contemporary approach, 8th ed. Harlow: FT Prentice Hall, ISBN 9781292119595 e-
book.
Dessler, G., (2020), Human Resource management, 16th ed. Harlow: Pearson
Education. ISBN-13: 9781292309187, e-book
Dowling, P, Engle, A, Festing, M, (2017), International Human Resource
Management, 7th ed. Cengage Learning, ISBN: 9781473730229 e-book.
Edwards, T, Rees, C, (2017), International human resource management:
globalization, national systems and multinational companies, 3rd ed., Pearson,
ISBN 9781292004105, e-book.
Reiche,B., Harzing, A., Tenzer, H., (2019) International Human resource
Management, 5th Ed., Sage, ISBN ISBN 978-1-5264-2696-3 (ebook); ISBN 978-1-
5264-2697-0 (pbk)
Soumyasanto, S. (2020), Digital HR strategy: achieving sustainable transformation in
the digital age, Kogan Page, ISBN: 9781789661231 e-book
Sparrow, P, Brewster, C and Chung, C, (2017), Globalizing Human Resource
Management, Taylor and Francis, ISBN 9781315668611 e-book.
Thite, M. (2019), eHRM, Routledge, ISBN 9781315172729 e-book
Torrington, D., Hall, L. and Taylor, S., Atkinson, C., (2020), Human resource
management. 11th ed. Harlow: Financial Times Prentice Hall. ISBN9781292261645
e-book 9781292129112. (10th ed)
Wilkinson, A., Redman, T., and Dundon, T., (2017), Contemporary human resources
management : text and cases, 5th ed., Pearson ISBN 9781292088266 e-book

Useful Journals

There are a number of indicative journals recommended for this module and are
accessible electronically through the library link in BBL, or you can access them
through the University Library webpage within the Portal. These include :

Chartered Institute of Personnel and Development (CIPD)

Human Resource Management International Digest
Human Resource Management Journal
Industrial Labour Organisation (ILO)
International Journal of Human Resource Management
Personnel Today

SUMMARY DESCRIPTION
In the competitive global economy, human resources are arguably an organisation’s
main source of competitive advantage. This module introduces students to the
concept of International Human Resource Management, regarded as an important
strategic area of business activity. It aims to develop knowledge and understanding
of the core activities of international human resource management. Learning will be
by teaching, discussion and independent study. Assessment is by coursework only.

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