Description
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce.
International Human Resource Management (IHRM)
Rotterdam Business School
International Human Resource Management (IHRM)
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
Career opportunities
o o
The minor prepares you for employment in areas such as international recruitment and selection, human resource development, and performance management.
Required entrance level
Depending on the planning of both the student and school management, the minor International Human Resource Management is taken before or immediately after the final placement. In all cases the student is to have completed the first two years of the study (of course it is possible to repair the deficiencies encountered in semesters 3, 4 and 5).
o
Competencies
Following competencies for the minor International Human Resource Management are formulated: o The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of IHRM; o The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of international human resources o The ability to formulate the responsibilities and tasks for the proper running of a IHR Department
The ability to formulate the relevant leadership features in resolving IHR related issues; The ability to understand the importance of generating (quantitative) IHR data and IHR information relevant for the evaluation and development of corporate or organisational strategy; The ability to apply relevant scientific insights, theories and concepts, to combine several subjects, to gather information and draw conclusions in a methodical and reflective manner. The ability to act carefully and punctually and to produce output that is literate, numerate and coherent. His role will combine the 4 quadrants
Programme Semester 6 and 7 (30 ECTS)
The IHRM-minor consists of four courses and one project: (i) Strategic International Human Resource Management; (ii) Recruitment and Selection in a Global Context; (iii) International Human Resource Development; (iv) Managing a Global Workforce, and; (v) Integrated Project. The IHRM programme covers two semesters (6 and 7).
Minor International Human Resource Management
Course I: Strategic International Human Resource Management (Semester 6)
Course II: Recruitment and Selection in a Global Context (Semester 6)
Course III: International Human Resource Development (Semester 7)
Course IV: Managing a Global Workforce
(Semester 7)
Integrated Project (a) (Semester 6)
Integrated Project (b) (Semester 7) Course III: International Human Resource Development
Semester 6 Per semester 15 ECTS are awarded. In semester 6 the following themes are discussed:
Course I: Strategic International Human Resource Management
o o o o o o o o o o o
o o o o o o
Strategic management and IHRM Comparative human resource management HRM in Europe, East Asia, and Developing Countries Culture in international human resource management HRM in cross-border mergers and acquisitions Approaches to IHRM
Strategy and human resource development Training and development in Europe, East Asia, and Developing Countries Multilingual and multicultural human resource development Evaluation and assessment IHRM in the host-country context International industrial relations International labour legislation Managing corporate responsibility IHRM trends HRM research and methods Strategic international human resource management/Recruitment and selection in a global context/International training and development/Managing a global workforce
Course IV: Managing a Global Workforce
Integrated Project (b)
Course II: Recruitment and Selection in a Global Context
o o o o o o
Strategy and recruitment and selection Recruitment and selection in Europe, East Asia, and Developing Countries International compensation and performance management Expatriate management HRM research and methods Strategic international human resource management/Recruitment and selection in a global context/International training and development/Managing a global workforce
Instruction methods
Integrated Project (a)
Various teaching methods are used. The emphasis is on a combination of interactive lectures, working groups and tutorials with a high degree of self-study. There is ample contact with the professional practice.
Assessment method(s)
Semester 7 In semester 7 the following themes are discussed:
The subjects dealt with in the semesters will be tested independently by means of examinations. For the project a report is to be written and a presentation is to be given. o All examinations must have a result of at least 5.5 o The grades of written reports must be at least 5.5
Credits
30 ECTS
Study load
On average 15 hours per week, including selfstudy and group assignments.
Educational unit: ECTS: Day: Location: Room:
Specialisation 30 Monday Kralingse Zoom to be announced; rooms for groupwork will be provided
Language of instruction
English
Contact information
Practical information
Title of the Minor: Code: Institute: Year(s): Min. participants: Max. participants: Exclusions:
International Human Resource Management IBMHRM Rotterdam Business School 3 and 4
Rotterdam University Rotterdam Business School Study programme International Business and Management Studies Co-ordinator minor: Mr E. Guldemond E-mail: [email protected] Kralingse Zoom 91, Room W1.119 3063 ND Rotterdam
Educational Programme Code ECTS Contact Hours per Week Study Load Lectures Workgroup sessions Self study For Project Exams ROM
International Human Resource Management minor part 1 30 Year of Study 3 Block 3 and 4 4 56 hrs 16 hrs 220 hrs 124 hrs 4 hrs Total 420 hrs
Student driven Contribution to IBMS Profile/Competencies Functional Key-Areas Competencies ? The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of (I)HRM (level 3). ? The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of Human Resources (level 3). ? The ability to formulate the responsibilities and tasks for the proper running of a HR Department; the ability to formulate the relevant leadership features in resolving HR related issues (level 3). ? The ability to understand the importance of generating (quantitative) HR data and HR information relevant for the evaluation and development of corporate or organisational strategy (level 3). International Business Competencies ? Intercultural adaptability (level 3) Interpersonal Competencies ? Co-operation (level 2) ? Communication (level 3) Task-oriented Competencies ? Analysing and information processing (level 3) ? Creative problem solving (level 2) ? Planning and organising (level 3) Intra-personal Competencies ? Learning and self-development (level 3) Dublin Descriptor(s) 1. Knowledge and understanding 2. Applying knowledge and understanding 3. Making judgements 4. Communication 5. Learning skills Relation with other modules/subjects IBMRS208R2 Advanced Research Methods IBMOM108R2 International Environment & Business IBMOM208R2 Social Behaviour & Management IBMOM308R2 Organizational Behaviour & Management IBMOM408R2 Organizational Design & Management Learning Track The minor prepares the student for employment in areas such as international recruitment and selection, human resource development, and performance management. Starting Level The minor is meant for 3 and 4 year students They should have attended courses of the core modules in the major programme of IBMS: Organizational Behaviour & Management, Organizational Design. Moreover, the experience that is gained during the one semester placement at a company will be relevant for a successful completion of this minor. Proficiency in English Learning Objectives
rd th
At the end of this minor the student must be able to: ? Explain – and perform – general IHR tasks related to job analysis, planning of labour needs, recruitment, selection, training & development, compensation, performance management, communication, labour relations, staff health & welfare, IHR strategy development, and intercultural competencies; ? Align IHR strategies with the corporate or organisational strategies, with relevant international developments, and with intercultural diversity, and assess the effectiveness and efficiency of existing IHR tools & instruments in these contexts; ? Assume the ethical responsibility for developing and executing IHR policies & practices. His role will be that of a mentor, facilitator; ? Spot complex issues and to search information from a broad range of resources. To be able to integrate theory and practice. To be able to indicate the information needs in complex situations. To draw conclusions from complex research data. Instruction Method(s) Weekly lectures of 3 hours are interactive and dialogue-inducing. (max. 32 students) Guest lecturers upon request and based on availability. Students also need to study and present at least once per block international human resource management topics. Weekly workgroup sessions of 50 minutes per group. (max. 6 students) Assessment 1. Written exam Assessment/ 1. Week 15 in Block 3 and Week 26 Method(s) 2. Case studies Exam in week in Block 4 in 2011 3. Presentations 2. Weekly 4. Written report 3. Week 13 and Week 24 4. Week 26 Lecturers assessment based on individual and groups product(s). Block 3 ? Strategic International HRM: - Individual exam - Case studies - Presentation ? Integrated Project (a): - Assessed in Block 4 Block 4 ? Recruitment and Selection in a Global Context - Individual exam - Case studies - Presentation ? Integrated Project (a): - Written report - Presentation Structure Grading Weight See Assessment Method(s) Minimum requirement All four blocks have to be passed with at least 5.5 (Required) Attendance 100 % in order to comply with the learning objectives. Less attendance may - on an individual basis - occur in consultation with the lecturer. Short outline of Educational Unit
70% 15% 15%
5 ECTS
70% 15% 15% 85% 15%
5 ECTS
5 ECTS
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
Educational Programme Code ECTS Contact Hours per Week Study Load Lectures Workgroup sessions Self study For Project Exams ROM
International Human Resource Management minor part 2 30 Year of Study 4 Block 1 and 2 4 56 hrs 16 hrs 220 hrs 124 hrs 4 hrs Total 420 hrs
Student driven Contribution to IBMS Profile/Competencies Functional Key-Areas Competencies ? The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of (I)HRM (level 3). ? The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of Human Resources (level 3). ? The ability to formulate the responsibilities and tasks for the proper running of a HR Department; the ability to formulate the relevant leadership features in resolving HR related issues (level 3). ? The ability to understand the importance of generating (quantitative) HR data and HR information relevant for the evaluation and development of corporate or organisational strategy (level 3). International Business Competencies ? Intercultural adaptability (level 3) Interpersonal Competencies ? Co-operation (level 2) ? Communication (level 3) Task-oriented Competencies ? Analysing and information processing (level 3) ? Creative problem solving (level 2) ? Planning and organising (level 3) Intra-personal Competencies ? Learning and self-development (level 3) Dublin Descriptor(s) 1. Knowledge and understanding 2. Applying knowledge and understanding 3. Making judgements 4. Communication 5. Learning skills Relation with other modules/subjects IBMRS208R2 Advanced Research Methods IBMOM108R2 International Environment & Business IBMOM208R2 Social Behaviour & Management IBMOM308R2 Organizational Behaviour & Management IBMOM408R2 Organizational Design & Management Learning Track The minor prepares the student for employment in areas such as international recruitment and selection, human resource development, and performance management. Starting Level The minor is meant for 3 and 4 year students They should have attended courses of the core modules in the major programme of IBMS: Organizational Behaviour & Management, Organizational Design. Moreover, the experience that is gained during the one semester placement at a company will be relevant for a successful completion of this minor. Proficiency in English
rd th
Learning Objectives
At the end of this minor the student must be able to: ? Explain – and perform – general IHR tasks related to job analysis, planning of labour needs, recruitment, selection, training & development, compensation, performance management, communication, labour relations, staff health & welfare, IHR strategy development, and intercultural competencies; ? Align IHR strategies with the corporate or organisational strategies, with relevant international developments, and with intercultural diversity, and assess the effectiveness and efficiency of existing IHR tools & instruments in these contexts; ? Assume the ethical responsibility for developing and executing IHR policies & practices. His role will be that of a mentor, facilitator; ? Spot complex issues and to search information from a broad range of resources. To be able to integrate theory and practice. To be able to indicate the information needs in complex situations. To draw conclusions from complex research data. Instruction Method(s) Weekly lectures of 3 hours are interactive and dialogue-inducing. (max. 32 students) Guest lecturers upon request and based on availability. Students also need to study and present at least once per block international human resource management topics. Weekly workgroup sessions of 50 minutes per group. (max. 6 students) Assessment 1. Written exam Assessment/ For Blocks 1 and 2 will be Method(s) 2. Case studies Exam in week announced 3. Presentations 4. Written report Lecturers assessment based on individual and groups product(s). Block 1 ? International Human Resource Development: - Individual exam - Case studies - Presentation ? Integrated Project (b): - Assessed in Block 2 Block 2 ? Managing a Global Workforce - Individual exam - Case studies - Presentation ? Integrated Project (b): - Written report - Presentation Structure Grading Weight See Assessment Method(s) Minimum requirement All four blocks have to be passed with at least 5.5 (Required) Attendance 100 % in order to comply with the learning objectives. Less attendance may - on an individual basis - occur in consultation with the lecturer. Short outline of Educational Unit
70% 15% 15%
5 ECTS
70% 15% 15% 85% 15%
5 ECTS
5 ECTS
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
doc_846120567.pdf
HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce.
International Human Resource Management (IHRM)
Rotterdam Business School
International Human Resource Management (IHRM)
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
Career opportunities
o o
The minor prepares you for employment in areas such as international recruitment and selection, human resource development, and performance management.
Required entrance level
Depending on the planning of both the student and school management, the minor International Human Resource Management is taken before or immediately after the final placement. In all cases the student is to have completed the first two years of the study (of course it is possible to repair the deficiencies encountered in semesters 3, 4 and 5).
o
Competencies
Following competencies for the minor International Human Resource Management are formulated: o The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of IHRM; o The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of international human resources o The ability to formulate the responsibilities and tasks for the proper running of a IHR Department
The ability to formulate the relevant leadership features in resolving IHR related issues; The ability to understand the importance of generating (quantitative) IHR data and IHR information relevant for the evaluation and development of corporate or organisational strategy; The ability to apply relevant scientific insights, theories and concepts, to combine several subjects, to gather information and draw conclusions in a methodical and reflective manner. The ability to act carefully and punctually and to produce output that is literate, numerate and coherent. His role will combine the 4 quadrants
Programme Semester 6 and 7 (30 ECTS)
The IHRM-minor consists of four courses and one project: (i) Strategic International Human Resource Management; (ii) Recruitment and Selection in a Global Context; (iii) International Human Resource Development; (iv) Managing a Global Workforce, and; (v) Integrated Project. The IHRM programme covers two semesters (6 and 7).
Minor International Human Resource Management
Course I: Strategic International Human Resource Management (Semester 6)
Course II: Recruitment and Selection in a Global Context (Semester 6)
Course III: International Human Resource Development (Semester 7)
Course IV: Managing a Global Workforce
(Semester 7)
Integrated Project (a) (Semester 6)
Integrated Project (b) (Semester 7) Course III: International Human Resource Development
Semester 6 Per semester 15 ECTS are awarded. In semester 6 the following themes are discussed:
Course I: Strategic International Human Resource Management
o o o o o o o o o o o
o o o o o o
Strategic management and IHRM Comparative human resource management HRM in Europe, East Asia, and Developing Countries Culture in international human resource management HRM in cross-border mergers and acquisitions Approaches to IHRM
Strategy and human resource development Training and development in Europe, East Asia, and Developing Countries Multilingual and multicultural human resource development Evaluation and assessment IHRM in the host-country context International industrial relations International labour legislation Managing corporate responsibility IHRM trends HRM research and methods Strategic international human resource management/Recruitment and selection in a global context/International training and development/Managing a global workforce
Course IV: Managing a Global Workforce
Integrated Project (b)
Course II: Recruitment and Selection in a Global Context
o o o o o o
Strategy and recruitment and selection Recruitment and selection in Europe, East Asia, and Developing Countries International compensation and performance management Expatriate management HRM research and methods Strategic international human resource management/Recruitment and selection in a global context/International training and development/Managing a global workforce
Instruction methods
Integrated Project (a)
Various teaching methods are used. The emphasis is on a combination of interactive lectures, working groups and tutorials with a high degree of self-study. There is ample contact with the professional practice.
Assessment method(s)
Semester 7 In semester 7 the following themes are discussed:
The subjects dealt with in the semesters will be tested independently by means of examinations. For the project a report is to be written and a presentation is to be given. o All examinations must have a result of at least 5.5 o The grades of written reports must be at least 5.5
Credits
30 ECTS
Study load
On average 15 hours per week, including selfstudy and group assignments.
Educational unit: ECTS: Day: Location: Room:
Specialisation 30 Monday Kralingse Zoom to be announced; rooms for groupwork will be provided
Language of instruction
English
Contact information
Practical information
Title of the Minor: Code: Institute: Year(s): Min. participants: Max. participants: Exclusions:
International Human Resource Management IBMHRM Rotterdam Business School 3 and 4
Rotterdam University Rotterdam Business School Study programme International Business and Management Studies Co-ordinator minor: Mr E. Guldemond E-mail: [email protected] Kralingse Zoom 91, Room W1.119 3063 ND Rotterdam
Educational Programme Code ECTS Contact Hours per Week Study Load Lectures Workgroup sessions Self study For Project Exams ROM
International Human Resource Management minor part 1 30 Year of Study 3 Block 3 and 4 4 56 hrs 16 hrs 220 hrs 124 hrs 4 hrs Total 420 hrs
Student driven Contribution to IBMS Profile/Competencies Functional Key-Areas Competencies ? The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of (I)HRM (level 3). ? The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of Human Resources (level 3). ? The ability to formulate the responsibilities and tasks for the proper running of a HR Department; the ability to formulate the relevant leadership features in resolving HR related issues (level 3). ? The ability to understand the importance of generating (quantitative) HR data and HR information relevant for the evaluation and development of corporate or organisational strategy (level 3). International Business Competencies ? Intercultural adaptability (level 3) Interpersonal Competencies ? Co-operation (level 2) ? Communication (level 3) Task-oriented Competencies ? Analysing and information processing (level 3) ? Creative problem solving (level 2) ? Planning and organising (level 3) Intra-personal Competencies ? Learning and self-development (level 3) Dublin Descriptor(s) 1. Knowledge and understanding 2. Applying knowledge and understanding 3. Making judgements 4. Communication 5. Learning skills Relation with other modules/subjects IBMRS208R2 Advanced Research Methods IBMOM108R2 International Environment & Business IBMOM208R2 Social Behaviour & Management IBMOM308R2 Organizational Behaviour & Management IBMOM408R2 Organizational Design & Management Learning Track The minor prepares the student for employment in areas such as international recruitment and selection, human resource development, and performance management. Starting Level The minor is meant for 3 and 4 year students They should have attended courses of the core modules in the major programme of IBMS: Organizational Behaviour & Management, Organizational Design. Moreover, the experience that is gained during the one semester placement at a company will be relevant for a successful completion of this minor. Proficiency in English Learning Objectives
rd th
At the end of this minor the student must be able to: ? Explain – and perform – general IHR tasks related to job analysis, planning of labour needs, recruitment, selection, training & development, compensation, performance management, communication, labour relations, staff health & welfare, IHR strategy development, and intercultural competencies; ? Align IHR strategies with the corporate or organisational strategies, with relevant international developments, and with intercultural diversity, and assess the effectiveness and efficiency of existing IHR tools & instruments in these contexts; ? Assume the ethical responsibility for developing and executing IHR policies & practices. His role will be that of a mentor, facilitator; ? Spot complex issues and to search information from a broad range of resources. To be able to integrate theory and practice. To be able to indicate the information needs in complex situations. To draw conclusions from complex research data. Instruction Method(s) Weekly lectures of 3 hours are interactive and dialogue-inducing. (max. 32 students) Guest lecturers upon request and based on availability. Students also need to study and present at least once per block international human resource management topics. Weekly workgroup sessions of 50 minutes per group. (max. 6 students) Assessment 1. Written exam Assessment/ 1. Week 15 in Block 3 and Week 26 Method(s) 2. Case studies Exam in week in Block 4 in 2011 3. Presentations 2. Weekly 4. Written report 3. Week 13 and Week 24 4. Week 26 Lecturers assessment based on individual and groups product(s). Block 3 ? Strategic International HRM: - Individual exam - Case studies - Presentation ? Integrated Project (a): - Assessed in Block 4 Block 4 ? Recruitment and Selection in a Global Context - Individual exam - Case studies - Presentation ? Integrated Project (a): - Written report - Presentation Structure Grading Weight See Assessment Method(s) Minimum requirement All four blocks have to be passed with at least 5.5 (Required) Attendance 100 % in order to comply with the learning objectives. Less attendance may - on an individual basis - occur in consultation with the lecturer. Short outline of Educational Unit
70% 15% 15%
5 ECTS
70% 15% 15% 85% 15%
5 ECTS
5 ECTS
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
Educational Programme Code ECTS Contact Hours per Week Study Load Lectures Workgroup sessions Self study For Project Exams ROM
International Human Resource Management minor part 2 30 Year of Study 4 Block 1 and 2 4 56 hrs 16 hrs 220 hrs 124 hrs 4 hrs Total 420 hrs
Student driven Contribution to IBMS Profile/Competencies Functional Key-Areas Competencies ? The ability to understand and integrate the availability, employability, motivation and vitality of people (employees) as the key factors of (I)HRM (level 3). ? The ability to identify, evaluate and develop the broad spectrum of functions and responsibilities related to the management of Human Resources (level 3). ? The ability to formulate the responsibilities and tasks for the proper running of a HR Department; the ability to formulate the relevant leadership features in resolving HR related issues (level 3). ? The ability to understand the importance of generating (quantitative) HR data and HR information relevant for the evaluation and development of corporate or organisational strategy (level 3). International Business Competencies ? Intercultural adaptability (level 3) Interpersonal Competencies ? Co-operation (level 2) ? Communication (level 3) Task-oriented Competencies ? Analysing and information processing (level 3) ? Creative problem solving (level 2) ? Planning and organising (level 3) Intra-personal Competencies ? Learning and self-development (level 3) Dublin Descriptor(s) 1. Knowledge and understanding 2. Applying knowledge and understanding 3. Making judgements 4. Communication 5. Learning skills Relation with other modules/subjects IBMRS208R2 Advanced Research Methods IBMOM108R2 International Environment & Business IBMOM208R2 Social Behaviour & Management IBMOM308R2 Organizational Behaviour & Management IBMOM408R2 Organizational Design & Management Learning Track The minor prepares the student for employment in areas such as international recruitment and selection, human resource development, and performance management. Starting Level The minor is meant for 3 and 4 year students They should have attended courses of the core modules in the major programme of IBMS: Organizational Behaviour & Management, Organizational Design. Moreover, the experience that is gained during the one semester placement at a company will be relevant for a successful completion of this minor. Proficiency in English
rd th
Learning Objectives
At the end of this minor the student must be able to: ? Explain – and perform – general IHR tasks related to job analysis, planning of labour needs, recruitment, selection, training & development, compensation, performance management, communication, labour relations, staff health & welfare, IHR strategy development, and intercultural competencies; ? Align IHR strategies with the corporate or organisational strategies, with relevant international developments, and with intercultural diversity, and assess the effectiveness and efficiency of existing IHR tools & instruments in these contexts; ? Assume the ethical responsibility for developing and executing IHR policies & practices. His role will be that of a mentor, facilitator; ? Spot complex issues and to search information from a broad range of resources. To be able to integrate theory and practice. To be able to indicate the information needs in complex situations. To draw conclusions from complex research data. Instruction Method(s) Weekly lectures of 3 hours are interactive and dialogue-inducing. (max. 32 students) Guest lecturers upon request and based on availability. Students also need to study and present at least once per block international human resource management topics. Weekly workgroup sessions of 50 minutes per group. (max. 6 students) Assessment 1. Written exam Assessment/ For Blocks 1 and 2 will be Method(s) 2. Case studies Exam in week announced 3. Presentations 4. Written report Lecturers assessment based on individual and groups product(s). Block 1 ? International Human Resource Development: - Individual exam - Case studies - Presentation ? Integrated Project (b): - Assessed in Block 2 Block 2 ? Managing a Global Workforce - Individual exam - Case studies - Presentation ? Integrated Project (b): - Written report - Presentation Structure Grading Weight See Assessment Method(s) Minimum requirement All four blocks have to be passed with at least 5.5 (Required) Attendance 100 % in order to comply with the learning objectives. Less attendance may - on an individual basis - occur in consultation with the lecturer. Short outline of Educational Unit
70% 15% 15%
5 ECTS
70% 15% 15% 85% 15%
5 ECTS
5 ECTS
Since the 1990s, foreign direct investments, world trade and worldwide mergers and acquisitions have increased. Multinational companies (MNCs) were rapidly operating in various countries around the globe. In recent years, a trend towards internationalization of Small and Medium sized Enterprises (SMEs) is observed. As a result, there is a considerable growth of interest in international human resource management (IHRM). IHRM can be defined as “a range of people management functions, processes and activities, which involve consideration of more than one national context” (Özbilgin, 2005: 7). HRM issues in a global context are by far more complex and challenging than HRM issues in a national context. Over the past decade, there has been a rapid development of the field of international human resource management. Operating in a global environment requires the development of skills, knowledge and experience of people for organizations to succeed. In order to do so, international human resource managers work in more dynamic and diverse environments than their counterparts in national contexts. Therefore, international human resource managers themselves need to posses varying competencies depending on the region and nature of the workforce.
doc_846120567.pdf