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)