Registry
Module Specifications
Archived Version 2011 - 2012
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Description The purpose of this module is to examine and critically assess the role of human resource management in international firms, in particular those that operate in an European context. It analyses the main external and internal factors that affect international HRM. In this module students will develop knowledge of key human resource management processes and practices (for example, global staffing, reward management and employee voice) in multinational corporations. It has been designed to help students develop a strong theoretical and practical insight into current practices in international HRM and their integration with wider business strategy. Students are expected to attend lectures, prepare for and contribute to class discussions. | |||||||||||||||||||||||||||||||||||||||||
Learning Outcomes 1. Evaluate the main external factors that affect International HRM 2. Explain the impact of organisational context on International HRM 3. Critically evaluate key international HRM practices, such as global staffing and compensation 4. Discuss new developments and main challenges in International HRM | |||||||||||||||||||||||||||||||||||||||||
All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml |
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Indicative Content and
Learning Activities What is International HRM?Human resource management in international firms.Managing cultural differencesImpact of national culture on HRM practices. Managing a cross-cultural organisation.Varieties of capitalism & IHRMImpact of different types of capitalism (for instance, liberal market economies and co-ordinated market economies) on IHRM practices.Employment relations in MNCs in IrelandHRM practices in foreign and domestic multinational corporations (MNCs) in Ireland.Global staffingThe process of acquiring, deploying, and retaining a global workforce in organizations with operations in different countries.International compensationReward systems in organizations with operations in different countries.Employee participation in MNCsUnion and non-union voice in international firms. International regulations that affect employee participation in MNCs.IHRM: new developments & challengesCurrent trends, developments and challenges in the field. | |||||||||||||||||||||||||||||||||||||||||
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Indicative Reading List
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Other Resources None | |||||||||||||||||||||||||||||||||||||||||
Programme or List of Programmes |
GDHRM | Grad Dip in Human Resource Management |
MHRM | MSc in Human Resource Management |
- See the module specification for HR567 in 2003 - 2004
- See the module specification for HR567 in 2004 - 2005
- See the module specification for HR567 in 2005 - 2006
- See the module specification for HR567 in 2006 - 2007
- See the module specification for HR567 in 2007 - 2008
- See the module specification for HR567 in 2008 - 2009
- See the module specification for HR567 in 2009 - 2010
- See the module specification for HR567 in 2010 - 2011
- See the module specification for HR567 in 2011 - 2012
- See the module specification for HR567 in 2012 - 2013
- See the module specification for HR567 in 2013 - 2014
- See the module specification for HR567 in 2014 - 2015
- See the module specification for HR567 in 2015 - 2016
- See the module specification for HR567 in 2016 - 2017
- See the module specification for HR567 in 2017 - 2018
- See the module specification for HR567 in 2018 - 2019
- See the module specification for HR567 in 2019 - 2020
- See the module specification for HR567 in 2020 - 2021
- See the module specification for HR567 in 2021 - 2022
- See the module specification for HR567 in 2022 - 2023
- See the module specification for HR567 in 2023 - 2024
- See the module specification for the current year