InternationalHRM

1、SyllabusInternational Human Resources and Employment Relations LER 400Coordinator: Dr Elaine FarndaleCourse : Spring 2010Office : 215a WillardTime : Monday, Wednesday, Friday, 11:15amEmail : - 12:05pmOffice hours : Wednesdays 1:30-3pmor by Location : 211 HHD East appointmentAim of the cou

2、rseBy the end of the course, students will have gained an insight into:- The diversity of HR & ER in an international context and the key HR/ER challenges facing organizations working internationally;- Cross-cultural management: the impact of national culture on how individuals react to HR/ER interv

3、entions in different countries;- Comparative HR/ER: the impact of national institutions and systems on designing HR/ER policies and practices in different countries;- Strategic IHRM: the linkage between corporate internationalization strategies and IHRM strategies, and how multinational organization

4、s manage the global-local dilemma;- The impact of internationalization on the role of HR/ER professionals in multinational organizations.Content of the courseInternational HR & ER builds on the foundations of human resource management and employment relations ideas, by considering what the HR/ER con

5、cepts actually mean in different countries around the world. As companies and organizations become increasingly international, issues of national culture, systems and institutions can often stand in the way of a seamlessprogression of HR and ER across national boundaries. From a cultural perspective

6、, the course compares how people in different countries see themselves and others around them, and how expectations, values and beliefs can differ. From an institutional perspective, we will compare how national level legislation, state intervention, trade union influence, and the respective power o

7、f shareholders versus stakeholders all impact on patterns of HR/ER practices in different countries. Finally, the course investigates how multinational organizations are managing their way through this complexity, making strategic choices in international HR/ER to ensure they achieve the ultimate ba

8、lancing act of thinking global but acting local. Different perspectives are considered to find an answer to the question of whether there is one best way of achieving this balance for superior firm performance. Also, the impact of internationalization on HR and ER professionals and functions is unco

9、vered.Required text (available at the bookstore):Brewster, C., Sparrow, P. and Vernon, G. (2007)nternational Human Resource Management London: CIPD. ISBN 978-1843981596.EvaluationParticipation5%Short assignments20%In-class examination (week 8)25%Finals examination25%Final paper (2000 words)25%100% T

10、otalClass participationThis is a seminar course. Students are expected to attend all classes prepared to discuss the readings. Students can miss up to one class period without penalty for good reas on you must contact the instructor to notify of absence at least one week in advance.Additional absenc

11、es may result in a 20% deduction in the participation grade per absence.Short assignments, examinations and final paper? Short assignments, e.g. quizzes, will mainly be carried out during class. They are designed to facilitate class discussion and learning. No late short assignments will be accepted

12、. Further details about the assignments will be given in class.? The examination (week 8) is carried out during class and cannot be taken on an alternative date (other than under exceptional circumstances).? The final paper is aimed at allowing students to explore a topic of individual interest. A s

13、hort description of the paper topic and how it will be researched is due oMarch 25. A hard copy of the final paper is due onApril 15 . Late papers will be marked down by half a letter grade for each day that they are late. Further details about the paper will be given in class.Academic integrityPenn

14、 State defines academic integrity as the pursuit of scholarly activity in an open, honest and responsible manner. All students should act with personal integrity, respect other students dignity, rights and property, and help create and maintain an environment in which all can succeed through the fru

15、its of their efforts (Faculty Senate Policy 49-20). Dishonesty of any kind will not be tolerated in this course. Dishonesty includes, but is not limited to, cheating, plagiarizing, fabricating information or citations, facilitating acts of academic dishonesty by others, having unauthorized possessio

16、n of examinations, submitting work of another person or work previously used without informing the instructor, or tampering with the academic work of other students. Students who are found to be dishonest will receive academic sanctions and will be reported to the University s Judicial Affairs offic

17、e for possible further disciplinary sanction.NondiscriminationThe Pennsylvania State University is committed to the policy that all persons shall have equal access to programs, facilities, admission, and employment without regard to personal characteristics not related to ability, performance, or qu

18、alifications as determined by University policy or by state of federal authorities. The Pennsylvania State University does not discriminate against any person because of age, ancestry, color,disability or handicap, national origin, race, religious creed, sex, sexual orientation, or veteran status.Th

19、e Pennsylvania State University encourages qualified people with disabilities to participate in its programs and activities and is committed to the policy that all people shall have equal access to programs, facilities, and admissions without regard to personal characteristics not related to ability

20、, performance, or qualifications as determined by University policy or by state or federal authorities. If you anticipate needing any type of accommodation in this course or have questions about physical access, please tell the instructor as soon as possible.The information contained in this syllabu

21、s is correct and complete, but may be subject to minor change as the course progresses.*Revised January 10, 20103International Human Resources and Employment Relations (LER 400)Compulsory textbook : Brewster, C., Sparrow, P. and Vernon, G. (2007)nternational Human Resource Management London: CIPD. I

22、SBN 978-1843981596.WeekSessionLiterature1Introduction to IHRM & Globalization (Jan 11, 13, 15)? Compulsory textbook chapter 1: International human resource management: an introduction,1-10.? Scullion, H. (2005). International HRM: an introduction. International Human Resource Management. A critical

23、text.H. Scullion and M. Lineham (eds.), 3-10. London/NY: Palgrave Macmillan.2Ethics & globalization (Jan 20, 22)? Wheeler, H. N. 2005. Globalization and business ethics in employment relations. In Budd, J. W. & J. G. Scoville (Eds.), The Ethics of Human Resources and Industrial Relations, pp. 115-14

24、0, Labor and Employment Relations Association Series, USA.3National culture & organizational life(Jan 25, 27, 29)? Compulsory textbook chapter 2: The impact of national culture, 13-38? Compulsory textbook chapter 3: Culture and organizational life, 39-61? Hofstede, G. (1980). Motivation, leadership,

25、 and organization: do American theories apply abroad. Organizational Dynamics 9, no. 1: 42-63.4Comparative HRM theory (Feb 1,3, 5)? Compulsory textbook chapter 4: Comparative HRM: theory and practice, 65-78.? Brewster, C. (2007). Comparative HRM: European views and perspectives.International Journal

26、 of Human Resource Management18(5): 769-787.5Comparative HRM practices (Feb 8, 10, 12)? Compulsory textbook chapter 6: Comparative HRM: recruitment and selection, 97120.? Compulsory textbook chapter 7: Comparative HRM: reward, 121-147.? Compulsory textbook chapter 9: Comparative HRM: flexibility and

27、 work-life balance, 167-186.6Strategic International HRM (Feb 15, 17, 19)? Compulsory textbook chapter 11: International HRM: theory and practice, 205-216 (*not full chapter).? Harzing, A-W. (2004). Strategy and structure of multinational companies. International human resource managemen(2nd edition

28、). A-W Harzing and J Van Ruysseveldt (Eds.), 33-64. London: Sage Publications.? Taylor, S, S Beechler, and N Napier. (1996). Toward an integrative model of strategic international human resource managemerAcademy of Management Review 21, no. 4: 959-85.7Transfer of practices (Feb 22, 24, 26)? Edwards,

29、 T. (2004). The transfer of employment practices across borders in multinational companies. International human resource managemen(2nd edition). A-W Harzing, and J Van Ruysseveldt (Eds.), 389-410. London: Sage Publications.8Examination -in class (Mar 1,3, 5)9Comparative employee relations (Mar 15, 1

30、7, 19)? Compulsory textbook chapter 10: Comparative HRM: employee relations and communications, 187-202.? Gill, C. 2006. Industrial relations in Western Europe.Global Industrial Relations. M J Morley, P Gunnigle & D G Collings (Eds.), 71-85. Oxon: Routledge.? Kim, D-O. 2006. Industrial relations in

31、Asia: old regimes and new orders.Global Industrial Relations. M J Morley, P Gunnigle & D G Collings (Eds.), 146-177. Oxon: Routledge.10International staffing & global compensation (Mar 22, 24, 26)? Compulsory textbook chapter 12: Managing international working, 233-262.? Collings, D.G., Scullion, H.

32、 and Morley M.J. 2007. Changing Patterns of Global Staffing in the Multinational Enterprise: Challenges to the Conventional Expatriate Assignment and Emerging Alternatives.Journal of World Business, 42 (2): 198213.? Briscoe, D. R., Schuler, R. S., & Claus, L. 2009. Global compensation, benefits, an

33、taxes. International Human Resource Management (y edition), 236-285. Oxon: Routledge.11Global talent management: the role of HR(Mar 29, 31, Apr 2)? Farndale, E., Scullion H., & Sparrow, P. (2010). The role of the corporate HR function in Global Talent Management. Journal of World Business 45(2).12The internationalization of HR departments (Apr 5, 7, 9)? Compulsory textbook chapter 5: Comparative HRM: the role of