Revised on 23 Dec 2005
Course Title
:
Global Human Resource Management
Course Code
:
MGT6314
Semester Hours (SH)
:
3
Credit Unit (CU)
:
3
Level
:
P6
Prerequisites
:
International Organizational Behaviour (MGT5313)
Precursors
:
Nil
Semester A/B/S
:
Seminar 39
Total Hours
(Group size)
:
Seminar 39 (40)
Teaching Pattern
1.
Aims and Objectives
1.1
Aim
This course aims to provide students with an understanding of the principles and
concepts of human resource management in the contemporary international
environment.
1.2
Objectives
Upon completion of this course students should be able to:
2.
(a)
Understand theories and concepts of global human resource management
and its relevance to organisational goals.
(b)
Have the capacity to apply techniques, processes, procedures and
knowledge introduced in creating effective human resource management
policies, strategies and decisions in an international perspective.
(c)
Apply practically, global human resource management skills introduced.
Syllabus
2.1
Definitions and Overview
Defining global human resources management (HRM) and national cultures and
the inter-relationship.
MGT6314.DOC
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Review variables between domestic and global HRM.
2.2
Strategic global HRM
Relate the role, the management and planning of global HRM to enterprise
strategy. Identify the difficulties and practical successes in achieving this
integration.
Introduce in a comparative context some of the local practices within different
international environments such as Hong Kong, Japan, US, China and so on.
Review methods by which international HRM departments and functions are
incorporated into business strategies and strategic plans.
Review of the external and organisational conditions which can be found in
differing organisational environments.
Examine issues of international strategic management as it relates to HRM, such
as the global environment and cross-cultural factors.
Identify steps in developing and maintaining international HRM strategies and its
objectives.
2.3
Global HRM Practices
2.3.1
Recruitment, Staffing & Selection
Identify key issues and techniques for assessing international staffing
needs and relevant planning for the acquisition and development of
needed employees from external and internal sources.
Methods for recruiting and selecting employees internationally and
evaluation of the effectiveness of alternative techniques.
Techniques for job analysis; use and validation of testing methods for
different cultures; assessment of the candidate's match with
organisational characteristics and job requirements.
Legal, regulatory, cultural, market issues affecting the recruitment and
selection of employees cross-culturally and employment in international
environments.
2.3.2
Performance Appraisal
Review the factors and criteria for international performance appraisal,
its limitations and constraints.
2.3.3
MGT6314.DOC
Training and Development
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Employee development and its place in the international HRM system.
Learning theories underlying employee development.
Employee and management development approaches and methods.
Design, conduct and evaluation of international development programs.
2.4
Remuneration and Compensation
The international variant forms of principles and philosophies of remuneration
and job based and skill based payment systems. Design and development of
equitable international compensation schemes and strategic imperatives
2.5
Occupational Health
Review of occupational health issues in the workplace and how this relates to
ethics. Developing an international approach to the management of health and
safety.
2.6
Grievance and Discipline: Procedures and Handling
The nature and aims of grievance procedures. Methods for dealing with various
issues in differing environments. Managerial issues, processes and forms of
discipline.
2.7
Termination and Dismissal
The global framework of dealing with termination, and dismissal procedures.
Related problems regarding termination internationally and management
responsibility.
2.8
Future Globalisation of HRM
HRM issues and planning for the future growth and challenges presented by the
globalisation of enterprises.
3.
Teaching Methods
Classes will be taught in a seminar basis including interactive styled lectures
supplemented with practical activities, case studies, group discussion and student led
segments.
4.
Assessment
Examination
Coursework
MGT6314.DOC
:
:
50% (2 hours)
50%
- 3 -
5.
Booklists
5.1
Essential Reading
Dowling, P., Schuler, R.S., 1990, International dimensions of human resource
management, PWS-Kent.
Evans, P., Doz, Y., Laurant, A., (Editors), 1989, Human resource management in
international firms; change, globalisation, innovation, Macmillan.
Mendenhall, M., & Oddou G., (Editors) 1991, Readings and cases in
international human resource management, PWS-Kent.
5.2
Supplementary Reading
Butler, John E., Napier N.K., 1991, Strategy and human resources management,
South-Western.
Desatnick, R.L., 1977, Human resource management in the multinational
company, Gower Press.
Hendry C., 1994, Human Resource strategies for International Growth,
Routledge.
Illman, P.E., 1980, Developing overseas managers and managers overseas,
Amacon.
Sheth, J.N., Eshghi, G.S., (Editors) 1989, Global human resource perspectives,
South-Western.
Peterson, R.B., 1993, Managers and national culture: a global perspective,
Quorum.
Torbiorn, I., 1982, Living abroad: personal adjustment and personnel policy in
overseas settling, Wiley.
Tung, R.L., 1988, The new expatriates: managing human resources abroad,
Ballinger.
The above will be supplemented with a lecturer supplied reading list with
appropriate additional contemporary academic journal and publication
references.
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