Course Overview:

This course is designed to provide students with the necessary skills and knowledge
to manage human resources in an international business environment. The course
covers topics such as globalization, intercultural management, talent management,
and brand positioning in the context of international human resource management.

Course Objectives:

Upon completion of the course, students will be able to:

● Develop and implement an international human resources strategy that is

aligned with the company's global strategy.
● Identify and manage the multicultural components and characteristics of the
company and their HR interactions.
● Define and implement HR management processes in an international context.

Course Outline:

Week 1: Introduction to International Human Resource Management

● Globalization: opportunities, risks, and challenges

● Cultural diversity in international business
● The role of HR in international business

Case Study: "The challenges of HR management in a global company"

Week 2: Managing Intercultural Communications and Negotiations

● Intercultural communication and its importance in international HR

management
● Negotiation in a multicultural environment
● Cultural factors to consider in international business

Case Study: "Negotiating a cross-cultural business deal"

Week 3: Talent Management in an International Environment

● Talent acquisition in a global context

● Employee mobility and cross-cultural training
● Global compensation and benefits
Case Study: "Talent management in an international company"

Week 4: Digital HR Management

● HR technology and its impact on international business

● HR analytics and data management in an international context
● Online recruitment and employer branding

Case Study: "Digital HR management in a global company"

Week 5: HR Management in Different Cultural Environments

● Cultural differences in HR management

● The role of HR in different cultures
● Factors that contribute to the success of international mobility

Case Study: "HR management in a diverse cultural environment"

Week 6: International HR Strategy

● Developing an international HR strategy

● Aligning HR strategy with the company's global strategy
● Measuring the success of international HR strategy

Case Study: "Developing an international HR strategy"

Assessment Methods:

● Weekly assignments (40%)

● Case studies (30%)
● Final project (30%)

Case Study 1: "The challenges of HR management in a global company"

Description: This case study focuses on the challenges that a global company faces
when managing its human resources across different countries and cultures. It
explores the difficulties of creating a consistent HR policy while respecting local
cultural differences.

Tasks for Students:

 ● Analyze the case study and identify the key challenges faced by the company
in managing its global workforce.
● Develop a list of potential solutions to the challenges identified.
● Evaluate the potential impact of each solution on the company's operations
and its global workforce.

Sample Answer:

The key challenges faced by the company include dealing with different labor laws,
employee expectations, and cultural differences across its various locations. To
address these challenges, the company could establish a global HR policy that
outlines the minimum standards and expectations for all employees while still
allowing for local variations. This would ensure consistency in HR practices across
the organization while still respecting cultural differences. However, the company
should also work closely with local HR teams to ensure that the policy is adapted to
local needs and legal requirements.

Case Study 2: "Negotiating a cross-cultural business deal"

Description: This case study focuses on a hypothetical scenario in which two

companies from different cultural backgrounds are negotiating a business deal. It
explores the challenges and opportunities that arise when negotiating with people
from different cultures.

Tasks for Students:

● Analyze the case study and identify the key cultural differences between the
two companies.
● Develop a negotiation strategy that takes into account these cultural
differences.
● Evaluate the potential risks and benefits of the negotiation strategy.

Sample Answer:

The key cultural differences between the two companies include different
communication styles, different attitudes towards time and punctuality, and different
approaches to decision-making. To negotiate successfully, the companies should
adopt a communication strategy that is sensitive to these cultural differences. For
example, the company from a more time-sensitive culture could suggest a specific
deadline for a decision, while the other company could propose a more flexible
timeline that allows for more consultation with stakeholders. This approach would
enable both parties to work together more effectively, leading to a successful
business deal.

Case Study 3: "Talent management in an international company"

Description: This case study focuses on the talent management strategy of a global
company. It explores the challenges and opportunities of managing a diverse
workforce and outlines best practices for talent management in an international
context.

Tasks for Students:

● Analyze the case study and identify the key talent management challenges
faced by the company.
● Develop a talent management strategy that takes into account the company's
international context.
● Evaluate the potential impact of the talent management strategy on the
company's operations and workforce.

Sample Answer:

The key talent management challenges faced by the company include dealing with
different cultural backgrounds, providing cross-cultural training, and creating a fair
and consistent compensation structure. To address these challenges, the company
could establish a talent management program that includes cross-cultural training,
an international mentorship program, and a fair and transparent compensation
structure. This approach would help to create a more engaged and motivated
workforce while also ensuring that the company is able to retain its top talent.

Case Study 4: "Digital HR management in a global company"

Description: This case study focuses on a global company's use of HR technology to

manage its global workforce. It explores the benefits and challenges of using HR
technology in an international context.

Tasks for Students:

● Analyze the case study and identify the key benefits and challenges of using
HR technology to manage a global workforce.
● Develop a strategy for using HR technology in an international context.
● Evaluate the potential impact of the HR technology strategy on the company's
operations and workforce.

Case Study 1: Expatriation and Impatriation Management

Fictitious scenario:

Sophie is the HR Director of ABC Corporation, a global technology company based in

the United States. The company has decided to open a new branch in China, and
Sophie is in charge of managing the expatriation and impatriation of several
employees. One of them is John, an American engineer who will be working in China
for two years, and the other is Ling, a Chinese software developer who will be coming
to the United States for a training program.

Tasks:

1. Identify the cultural differences and challenges that John and Ling may face
during their expatriation and impatriation.
2. Develop a plan to support John and Ling during their transition, including
language and cultural training, and support for their families.
3. Assess the impact of the expatriation and impatriation on the employees'
career development and propose a career plan to ensure their growth and
retention.

Sample answer:

Cultural differences and challenges:

1. John may face challenges adapting to the Chinese work culture, which is
more hierarchical and relationship-oriented, while American culture is more
individualistic and task-oriented. Ling may have difficulties adjusting to the
American communication style, which is more direct and assertive than the
Chinese style.

Transition plan:

2. To support John and Ling during their transition, Sophie can arrange for
language and cultural training, assign a mentor or buddy, provide relocation
assistance, and offer support for their families, such as finding schools for
their children or organizing social events.

Career development plan:

3. Sophie can work with John and Ling to set specific goals and objectives for
their expatriation and impatriation, offer training and development
opportunities, and provide regular feedback and performance evaluations to
ensure their growth and retention.

Case Study 2: Multicultural Management

Fictitious scenario:

Maria is the HR Manager of XYZ Corporation, a global fashion company with

headquarters in Italy. The company has recently acquired a new subsidiary in Japan,
and Maria is in charge of managing the integration of the Japanese employees into
the company's culture and values.

Tasks:

1. Identify the cultural differences between Italian and Japanese work cultures
and their implications for HR management.
2. Develop a plan to integrate the Japanese employees into the company's
culture, including training on the company's values and mission, and
communication strategies to bridge cultural gaps.
3. Assess the effectiveness of the integration plan and propose adjustments
based on feedback from the employees.

Sample answer:

Cultural differences and implications:

1. Italian work culture values creativity, innovation, and individualism, while

Japanese work culture emphasizes teamwork, consensus-building, and
respect for authority. These differences can impact HR management
practices, such as recruitment, performance evaluation, and leadership
development.

Integration plan:

2. To integrate the Japanese employees into the company's culture, Maria can
offer training on the company's values and mission, organize cross-cultural
communication workshops, appoint cultural ambassadors, and provide
opportunities for the employees to share their ideas and opinions.

Effectiveness assessment:

3. Maria can conduct surveys or focus groups to gather feedback from the
Japanese employees and identify areas for improvement. Based on the
feedback, she can adjust the integration plan and communicate the changes
to the employees.