International Human Resource Management

Distance Learning Course of 9 Lessons

Course Description

For many years, human resource management was seen as the “poor relation” of the business functions. Limited to a low-key administrative role, concerned with employee welfare and payroll administration, or at best a trouble-shooting role concerned with resolving labour-management conflicts, human resource professionals were rarely seen as having any significant role to play in determining the organisation’s overall strategy. In the words of Peter Drucker, personnel was the “trash can”.

How things have changed. Increasingly, managers are now realising that the key resource determining the effectiveness of an organisation is its human resources: its people. As long ago as the late 1970s and early 1980s, North American and European managers were beginning to realise that what made Japanese businesses so different, so superbly competitive, was their approach to managing people.

The American management consultants, Peters and Waterman, searching for examples of business excellence in the US, decided that the key lay in the distinctive cultures of their “excellent” businesses.

Current debates in strategic management focus on the conditions for the creation of sustainable competitive advantage. It is becoming clear that many of the traditional marketing and product development bases of competitive strategy can be imitated by competitors relatively easily – the advantage gained through such strategies is often simply not sustainable.

This is less the case with human resource management. The way an organisation treats its staff, an organisation’s culture and its approach to teamwork and innovation are all potentially distinctive and value-creating characteristics that have the potential to create competitive advantage.

Furthermore, the very idiosyncrasy and social complexity of such characteristics means that once created any advantage is likely to be sustainable simply because competitors will find it difficult to imitate.

Tuition & Fees

830.00 CAD

Unit 1: Approaches to International Human Resource Management

Introduction

Objectives

What is human resource management?

What is international HRM?

References

Unit 2: Context of International HRM

Introduction

Objectives

The organisational context

The cultural context

References

Unit 3: Staffing the Organisation

Introduction

Objectives

Human resource planning

Approaches to international staffing

Expatriate staffing

Integration without parent-country expatriates

Selecting expatriates

Selecting host- and third-country nationals

International differences in selection practices

Summary

References

Unit 4: Managing Performance in an International Context

Introduction

Objectives

What is performance management?

Appraising individual performance

Expatriate performance management

Appraising host-country nationals

Summary

References

Unit 5: Training and Developing the International Workforce

Introduction

Objectives

Training and career development for expatriates

Training and development of host-country nationals

Training and culture in the local environment

Developing a global perspective

Summary

References

Unit 6: Reward Management for International HRM

Introduction

Objectives

Aims of international reward management

Components of international remuneration

Approaches to international reward management

Taxation

Pay and motivation in an international context

Summary

References

Unit 7: Repatriation Policies and Practices

Introduction

Objectives

The repatriation process

Career development issues

Easing the repatriation process

Summary

References

Unit 8: Employee Relations and the International Firm

Introduction

Objectives

Trade union recognition

Country of origin and employee relations

Response from labour

Regional integration and employee relations

Summary

References

Unit 9: Issues and Challenges in International HRM

Introduction

Objectives

Country case studies: China and India

Social responsibility in an international context

Strategic IHRM

Summary

References

Appendix

Qualification 1: International Human Resource Management Diploma

International Human Resource Management Diploma issued by Stonebridge Associated Colleges, entitling you to use the letters SAC Dip after your name.

Qualification 2: International Human Resource Management Certificate of Completion

International Human Resource Management Certificate of Completion issued by eLearn Canada college.

With this course you will have unlimited access to your own personal tutor who specialises in their field of study. It is your personal tutor’s role to ensure that you receive constructive feedback and to deal with any queries you may have. You are more than welcome to telephone, fax or email your personal tutor.

You will also have access to a dedicated and friendly team of administrators and course advisors who offer sound and professional guidance and advice when you need it. This ensures that you will never feel neglected and that you will always succeed!

Assessment Method

After each lesson there will be a question paper, which needs to be completed and submitted to your personal tutor for marking. This method of continual assessment ensures that your personal tutor can consistently monitor your progress and provide you with assistance throughout the duration of the course.

This course is an online course. With online study you have access to your entire course from the start of your studies. You can access your course materials, and submit all of your question papers to your personal tutor, online from anywhere in the World using your unique student account.

Study Hours

This is only an approximate figure and is dependent upon how much time you can dedicate to your studies and how well you grasp the learning concepts in the course material. Furthermore, at the end of each lesson there is a question paper that needs to be completed and returned to your tutor. You should allow at least 1 – 2 hours of study to complete each question paper. The approximate amount of time required to complete the course is: 135 hrs.

Requirements

There is no experience or previous qualifications required for enrollment on this course. It is available to all students, of all academic backgrounds.

On completion of this course you will be eligible to join the following Professional Associations(s):

Qualifications Register

Anyone who is studying for or has completed a course endorsed by an Ofqual approved awarding body is eligible to join Qualifications Register.  The Qualifications Register (QR) is an independent register that aims to serve both members of the public and those professionals who hold recognised qualifications.

QR’s primary aim is to provide transparency to members of the public and employers. The QR is a searchable database that allows them to find a practitioner and view the relevant qualification and endorsements the practitioner holds. The member of the public is then able to make an informed decision in relation to the suitability of the practitioner.

For practitioners QR helps you market your skills, endorsements and feedback transparently to a wider audience. It also gives you access to a community to help make you more able to progress and succeed in your field of expertise.

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