H. R ELECTIVE INTERNATIONAL HUMAN RESOURCE MANAGEMENT COURSE DURATION: 2 HRS PER WEEK FOR 10 WEEKS COURSE CREDITS: 02 1.

INTRODUCTION TO IHRM (3 HRS) • Meaning and scope; reasons for going global • Difference between domestic HRM and IHRM • Forces of change and global work environment • Organizational dynamics and IHRM: Role of culture in international HRM, culture and employee management issues, organization processes in IHRM, linking HR to international operations • Challenges of IHRM • International HRIS 2. THE ORGANIZATIONAL CONTEXT (2 HRS) • Introduction; path to global status • Control mechanism in an organization: Formal (reporting, structure, etc) and informal (culture, etc) • Mode of operation of a firm in international context 3. IHRM: RECRUITMENT, SELECTION, AND TRANSFERS (4 HRS) • Issues in staff selection • Staffing and international allocation of human resources • Approaches to staffing: Ethnocentrism, polycentrism, geocentrism, regiocentrism • Transfer to staff for international business activities: International assignments • Expatriates and their roles • Role of non – expatriates • Corporate HR • Recruitment, selection, and staffing in international context: International managers (parent country nationals, host country nationals, third country nationals); recruitment methods and selection criteria and techniques for international workforce. • Selection criteria • Issue of female expatriates • Performance of expatriates: Influencing factors 4. TRAINING AND DEVELOPMENT (2 HRS) • Scope of T&D in IHRM • Role of expatriate training • Components of effective pre departure training programs

• •

Effective of pre departure training Development of staff through international assignments

5. COMPENSATION (3 HRS) • International compensation: Forms, factors influencing, compensation practices, social security systems. • Objectives of international compensation • Key components of an international compensation program • Approaches to international compensation • Global compensation: Emerging issues 6. RE-ENTRY AND CAREER ISSUES (2 HRS) • The repatriation process • Individual reaction to re-entry • Multinational responses • Designing a repatriation program 7. GLOBAL HR ISSUES (2 HRS) • HRM in the host country context • Standardization and adaptation of work practices • Retaining, developing, and retrenching staff • HR implications of language standardization • Monitoring the HR practices of host country subcontractors 8. PERFORMANCE MANAGEMENT (2 HRS) • Introduction: Performance appraisal and management • Multinational performance management • Performance management of international employees, expatriates, third, and host country employees • Performance appraisal of international employees • Appraisal of host country nationals (HCN) employees • Issues and challenges in international performance management REQUIRED READING • • PETER J. DOWLING & DANICE E. WELCH: International HRM (Cengage Learning) OR ASHWATHAPA: International HRM (TMH)

Sign up to vote on this title
UsefulNot useful