| Using examples of HRM practices covered in the module and the underlying arguments and theories about Policy diffusion and the international transfer of HRM practice from one country to another, critically evaluate the argument that “there are important limits to the degree of likely homogenization of international HR management styles” (Ferner and Quintanilla, 1998: 711)? please cite every point, all theory use or apply most show the diagram of the theory and make sure the theory chosen is compactable with bout the host country and the country which the HRM practice propose to transfer to, minimum of 3 theories and maximum of 4. The module sets out to explore how and if HRM operates in international context. This is done in two ways: by considering differences in national HRM policies and practices (indeed questioning the extent to which HRM can be seen to be a global phenomenon), and also by examining how businesses overcome the people problems associated with operating in more than one country. The module assumes the student has a degree of familiarity with HRM practices in at least one country and a desire to uncover similarities and differences with others and understand the factors that account for such differences and similarities. In that regard, the module covers themes and debates about the nature and process of globalisation, the concepts and debates about the International transfer of HRM practice (Policy diffusion) and the critical role Multinational corporations (MNCs) play in these processes. Marking Criteria for Element– Time Constrained Individual Case Study Marking criteria instruction - Knowledge and understanding of the topic
- Integration of theory into practice: Excellent integration of theory into practice
- Analytical skills: Analytical originality and autonomy
- Coherent line of thought: Balanced and coherent arguments
- Complementary use of relevant sources of information: Complementary use of relevant sources of information
- Academic and problem-solving skills: Excellent academic and problem-solving skills
- Presentation skills (Harvard System of Referencing, word limit, formatting*, style of writing*, use of language*, and self/peer assessment*)
- Identification of issues and recommendations: Identify issues that the majority of students did not consider and provide insightful recommendations
Clue of where to get ideas from and ideas from external source are recommended | Week | Lecture | Seminar/Workshop | Student-managed Learning | | 1 | Introduction to the Module Globalisation | | Dicken, Chapter 1 Edwards and Rees, Chap. 1 | | 2 | International HRM: Theoretical models | Competing concepts and definition of Globalisation; Foreign Direct Investment (FDI), Multi/Transnational Corporations | Dicken, Chap 5 Brewster et al., chap. 1 Edwards & Rees, chap. 3 Schuler, et al. 1993, IHRM 4(4) | | 3 | International Structure And Strategy in MNCs | Internationalisation strategy and IHRM Orientation | Edwards & Rees, chap 5 Harzing & Pinnington, chap. 1 Harzing (2000) JIB | | 4 | Policy diffusion and International transfer of HR Strategy and practice | Country of origin effect and the role of MNCs | Edwards, Rees, Chap., 7 Harzing & Pinnington, chap. 8 Ferner A. (1997) Ferner A. and Quintanilla, J. (1998) | | 5 | International HRM: Cultural and Institutional influences and constraints | Convergence and divergence hypotheses: culture and institutions | Brewster et al., chapters 2 & 3 Harzing & Pinnington, chap. 3 Edwards, Rees, Chap., 3 | | 6 | Comparative HRM: HRM in developed and emerging economies | Comparative Case Study | Brewster et al., Chapter 4 Edwards & Reese, chapter 3 Harzing & Pannington, Chap. 3 Hoftede, (2001) | | 7 | Ethics and Corporate Social Responsibility. | MNCs and global labour standards – Child labour | Harzing & Pinnington, chap. 18 Edwards & Reese, chapter 13 Dicken, chap.., 15 | | 8 | International HRM orientation and Resourcing | Purlmutter’s typology of international employee resourcing | Brewster et al., chaps 6 & 14 Edwards and Rees, Chap. 10 Harzing & Pinnington, Chap. 6 Perlmutter (1969) | | 9 | Global Employment Law and Industrial Relations | Comparing Core, minimum standards and Voluntary Codes of Conduct | Brewster et al. chapters 5 & 6 Edwards and Rees, chapter 12 Harzing & Pinnington, chap. 17 Ferner, chap 4 in Edwards (2003) | | 10 | Training, development and Global Talent Management | Management development and Policy diffusion (case of Swedco) | Brewster et al, chapter 11 Harzing & Pinnington Chap. 11 Black, et al. 1991 AMR | | 11 | Performance and Reward Management | Towards Universal best practice | Brewster et al., chaps. 9 & 10 Harzing & Pinnington, chap. 13/14 | | 12 | Review of Module and assignment discussion | | |
Assignment answer with 3000 words Using examples of HRM practices covered in the module and the underlying arguments and theories about Policy diffusion and the international transfer of HRM practice, critically evaluate argument that “there are important limits to the degree of likely homogenisation of international HR management styles” (Ferner and Quintanilla, 1998: 711)? |
