The Module aims to introduce students to a range of topics and issues related to the international and comparative dimensions of Human Resource Management. The need to understand how work and employment is managed and regulated in an increasingly globalised context is of fundamental importance to organisations and to workers. Overall the module aims to introduce the student to how globalisation is changing the way we work and are employed, how organisations manage across different national contexts and how HRM is developed and understood in the context of the growing role and impact of multinational corporations and new pressures on them to manage their workforce responsibly.
BSc (Hons) Management (Accounting and Finance)
Gain the skills required to become a dynamic manager and focus on accounting and finance from second year onwards.
Study core and specialist areas of business and management according to your personal or academic interests or career ambitions. Specialise in accounting and finance whilst still benefitting from a huge amount of choice across this flexible course.
Graduate employers look for candidates with work experience, practical skills and professionalism. This course is available with an optional work placement year. Put theory into practice, build your confidence, earn a salary and enhance your employability.
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BSc Management (Accounting and Finance)
Year of entry: 2020
Course unit details:
International and Comparative Human Resource Management
|Unit level||Level 3|
|Teaching period(s)||Semester 2|
|Offered by||Alliance Manchester Business School|
|Available as a free choice unit?||No|
To understand the international dimensions of human resource management and the diversity of practices in terms of how they influence the question of work and employment.
To also explain factors influencing multinational companies in their deployment and transfer of human resource and industrial relations practices across their organisation, subsidiaries and partner firms.
1. To explain the distinctive nature of the management of human resources and industrial relations in multinational companies in a globalised context.
2. To understand the main ways in which national systems of HRM vary and how questions of training and welfare regimes – for example – impact on HRM strategies.
3. To identify the nature of HR strategies arising from their embeddedness in distinct national environments and styles of HRM.
4. To understand both the structural and political factors that influence a multinational company’s HR and employment relations strategy.
5. To understand key aspects of IHRM such as the management of international staff, the impact of migration, different systems of worker representation, worker and management training and development issues, diversity/equality issues in a global context, and reward/payment systems.
6. To debate the need for - and role of - new forms of transnational employment regulation and ethically based/CSR strategies in the context of a more globalised system of work and employment.
In general the module will cover questions of globalisation and work, the nature of national systems of HRM and the role of regulatory and welfare institutions in terms of international aspects of work and HRM, the impact and nature of systems of training in a global perspective, the changing nature of the workforce in terms of flexibility and migration (for example), issues of equality and diversity in a transnational context, the nature of HRM strategy in multinational corporations and how it varies, the growing impact in positive and negative terms of multinational corporate power on how we work, the management of international staff and mobility issues within multinational corporations, the importance or corporate social responsibility and transnational labour standards, the role of trade unions and non-government organisations (NGOs), and reward and payment issues within MNCs and IHRM.
Teaching and learning methods
There will be 11 two-hour lectures and 8 one-hour seminars.
- It will also provide the students with an understanding of developing country contexts, the changes in the public sector from a IHRM perspective, and the role and meaning of labour standards and international labour organisations thus facilitating careers in management, public positions, NGOs and trade unions.
- Oral communication
- There are some further employability skills which will be developed. Communications skills and presentation skills will be a part of the group work in the seminars. Argument and counter-argument techniques will be developed with reference to the different positions on certain topics and the student will be expected to engage with such polemics and develop their ability to argue and sustain ¿ and modify ¿ a position/view. The use of a diverse set of literatures from various disciplines such as management and sociology will assist the development of academic and materials search skills.
- Problem solving
- The module is an academic module in a leading research-based university. The focus is on academic content and the developing of knowledge and critical understanding. The module will help students hoping to engage with the transnational dimension of HRM by highlighting different types of MNC environments, different issues related to the management of international staff, their pay and their training, and matters related to managing diversity and change in MNCs.
- In addition, the use of the Internet as a way to find reports and materials is something that is encouraged as an additional feature of the module. Searching for e-journal articles and papers will allow the student to develop more `navigational¿ skills in relation to the vast body of materials that may exist. Finally, awareness of leading organisations ¿ employers, trade unions, national and transnational government agencies, and non-government organisations ¿ will also allow the student to develop a `political¿ and `real world¿ understanding of the broader environment of business.
The main form of formative assessment will be oral feedback to non-assessed presentations in the seminars.
The main form of summative assessment will be a two and a half hour closed book exam.
The teaching staff urge to students to see them should there be any concerns. There will be collective feedback sessions at the final lecture alongside an overview of the module and the content. Staff involved will have office hours posted on their doors and will meet with students to discuss issues related to feedback. Seminars will allow for an ongoing discussion on features of the module. Questions of examinations will be dealt with collectively at the lecture-based revision sessions.
Miguel Martinez Lucio (2014) International Human Resource Management London: Sage
Rubery, J. & Grimshaw, D. (2003) The Organisation of Employment: An International Perspective, London: Palgrave.
|Scheduled activity hours|
|Assessment written exam||2.5|
|Independent study hours|
Programme Restrictions: Available to students on BSc Management/Management (Specialism), Accounting, ITMB, IM and IMABS.
For Academic Year 2019/20
Updated: March 2019
Approved by: March UG Committee
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