Module title: HRM in an International Context

SCQF level: 11:
SCQF credit value: 20.00
ECTS credit value: 10

Module code: HRM11111
Module leader: Jennifer O'Neil
School The Business School
Subject area group: Management
Prerequisites

There are no pre-requisites for this module to be added

2019/0, Trimester 2, Face-to-Face, Edinburgh Napier University
Occurrence: 001
Primary mode of delivery: Face-to-Face
Location of delivery: CRAIGLOCKHAR
Partner: Edinburgh Napier University
Member of staff responsible for delivering module: Jennifer O'Neil
Module Organiser:


Learning, Teaching and Assessment (LTA) Approach:
Learning & teaching methods including their alignment to LOs
Class contact (3 hours per week) includes lecture input, short discussions and on 4 occasions the extended discussion (in learning groups), of a case study which requires the integrated application of theory and ideas from the previous block of teaching. Students are required to follow a reading plan which prepares them for class interaction and also to find their own examples to illustrate differing national practice.

Embedding of employability/PDP/scholarship skills
The participative nature of the module through the use of learning groups will develop verbal communication skills. The preparation for the assessment and for class discussion will require students to use research skills to identify relevant materials in the library and on the internet.

Assessment (formative and summative)
Students are assessed on the submission of a portfolio which comprises the 4 case studies on international HR practice comparisons which they will have worked on in their learning groups and discussed in class. These write ups will be integrated by a reflective summary applying theory relating to national cultural differences; and the portfolio will be completed by an additional fifth case which requires them to analyse the needs of an organisation and make appropriate recommendations. The first 4 cases will be submitted periodically throughout the semester using the WebCT portfolio which will allow formative feedback on progress, and ensure that the work for the assessment is paced throughout the semester.

Research/ teaching linkages
The use of current journal on international practice will ensure that the learning is underpinned by the most recent research and up to date information about organisational practice. Where possible visiting lecturers will be used to make input regarding practice in their countries.

Supporting equality and diversity
The nature of the assignment and the module subject matter sh

Formative Assessment:
The University is currently undertaking work to improve the quality of information provided on methods of assessment and feedback. Please refer to the section on Learning and Teaching Approaches above for further information about this module’s learning, teaching and assessment practices, including formative and summative approaches.

Summative Assessment:
The University is currently undertaking work to improve the quality of information provided on methods of assessment and feedback. Please refer to the section on Learning and Teaching Approaches above for further information about this module’s learning, teaching and assessment practices, including formative and summative approaches.

Student Activity (Notional Equivalent Study Hours (NESH))
Mode of activityLearning & Teaching ActivityNESH (Study Hours)
Face To Face Practical classes and workshops 39
Independent Learning Guided independent study 159
Face To Face Centrally Timetabled (Digital) Exam 2
Total Study Hours200
Expected Total Study Hours for Module200


Assessment
Type of Assessment Weighting % LOs covered Week due Length in Hours/Words
Report 50 1, 2, 3 10 HOURS= 0, WORDS= 3000
Centrally Time Tabled Examination 50 1-3 13 HOURS= 2, WORDS= 0
Component 1 subtotal: 50
Component 2 subtotal: 50
Module subtotal: 100

Description of module content:

After a brief introduction to models of national culture, the focus of the module is the HR issues and practices of organisations operating across national boundaries with a multi cultural workforce. It covers a range of key HRM areas: (1) global manpower planning, recruitment & selection (3) international performance management, training and development; (3) comparative employment regulation, employee voice and the management of conflict (4) the ethical considerations specific to international operations. These are explored through the use of examples and cases drawn from a range of international contexts and MNC practice. Students are encouraged to reflect on the approach to HRM in their own culture/country and contribute to the consideration of similarity and difference.

Learning Outcomes for module:

LO1: have a comprehensive understanding and critical awareness of the requirements and implications of HRM activity as it relates to organisations operating in an international context.
LO2: have a critical appreciation of the ways in which a value-adding HRM function can contribute to global organisational effectiveness.
LO3: be able to contribute to the determination of international HRM strategy, policy and practice appropriate to differing national contexts and the needs of MNCs.

Indicative References and Reading List - URL:

Core - BROSCOE, D. R, SCHULER, R. AND CLAUS L (2009) INTERNATIONAL HUMAN RESOURCE MANAGEMENT: POLICY AND PRACTICE FOR MULTI-NATIONAL ENTERPRISES: ROUTLEDGE, 2nd ed.
Recommended - BLYTON, P AND TURNBULL P (2004) EMPLOYEE RELATIONS: PALGRAVE, 3rd ed.
Recommended - TAYEB, M. H (2005) INTERNATIONAL HUMAN RESOURCE MANAGEMENT: OXFORD UNIVERSITY PRESS, 1st ed.
Recommended - BREWSTER, C. SPARROW, P. VERNON, G AND HOUDLSWORTH, E. (2011) INTERNATIONAL HUMAN RESOURCE MANAGEMENT: CIPD, 3rd ed.
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