Course syllabus MRLZ - Mezinárodní řízení lidských zdrojů (ŠAVŠ - Sklad předmětů)

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Název:
Mezinárodní řízení lidských zdrojů
Semestr:
-- obsah této položky nebyl definován --
Garant předmětu: Vidhu Maggu, MBA, Ph.D.
Garantující pracoviště:
Předpoklady pro zápis:
žádné
Dotace hodin:
prezenční, 1/1 (počet hodin přednášek týdně / počet hodin cvičení týdně)
kombinovaná, 0/8 (počet hodin přednášek za období / počet hodin cvičení za období)
Typ studia předmětu: normální
Forma výuky:
přednáška, cvičení
Způsob ukončení:
zkouška (3 kredity)
Cíl předmětu:
As the world is integrating, businesses locate cross-nationally, and employees and managers move through the multinational company from one country to another.
This poses important questions for the management of human resources within the firm: are local or home-based management practices, or some global set of practices, most suited to local workplaces? How do managers and employees from different countries work together? Do multinational companies act as a law unto themselves as they move around the globe, or do local states tie them down and embed them within national rules, cultures and practices?
Answers to these questions are critical to the future of work, as that future comes to reflect a more globalised workplace, with standards and ideas about authority relations, payment systems and types of recruitment drawn from different sources and not just the nation state. This course will examine these issues through practical examples, case studies and the latest research. As the world is integrating, businesses locate cross-nationally, and employees and managers move through the multinational company from one country to another.
This poses important questions for the management of human resources within the firm: are local or home-based management practices, or some global set of practices, most suited to local workplaces? How do managers and employees from different countries work together? Do multinational companies act as a law unto themselves as they move around the globe, or do local states tie them down and embed them within national rules, cultures and practices?
Answers to these questions are critical to the future of work, as that future comes to reflect a more globalised workplace, with standards and ideas about authority relations, payment systems and types of recruitment drawn from different sources and not just the nation state. This course will examine these issues through practical examples, case studies and the latest research.
 
Výukové metody:
Lectures, case studies, team work, role plays, self-assessments, class discussions
 
Obsah předmětu:
1.
Introduction/approaches to IHRM (dotace 1/1)
 
a.HRM General, definiton of IHRM and key terms in IHRM
b.Strategic Human Resources Management
c.
Outlining the differences between domestic and international HRM

2.
Understanding IHRM from a cultural perspective (dotace 1/1)
 
a.
Definitions of culture and cultural concepts
b.
Results of various intercultural mgmt. studies
c.
Reflections on cross-cultural mgmt. research

3.
The organisational context of IHRM (dotace 1/1)
 
a.
Issues of standardization & localization
b.Structural responses to international growth
c.Control & coordination mechanisms, including cultural control

4.Cross border mergers, acquisitions and HRM (dotace 1/1)
 
a.Cross-border alliances and specific HRM tasks
b.
Equity-based alliances (M&As, IJVs)and HRM
c.
Globalizing SMEs

5.
Sourcing human resources for global market- staffing, recruitment and selection (dotace 1/1)
 
a.
Issues related to approaches to staffing foreign ops.
b.
Types and reasons for international assignments
c.Expatriate & non-expatriate roles in supporting international business activities
d.
IHRM recruitment and selection

6.
International Performance management (dotace 1/1)
 
a.
Multinational performance management at the global & local level
b.Performance management of expatriates & non-expatriates
c.Issues related to performance appraisal of international employees
d.Performance appraisal.

7.
International training and development (dotace 1/1)
 
a.
Role of training to support expatriate adjustment & on-assignment performance
b.Components of pre-departure training programs such as cultural awareness, preliminary visits, & language skills
c.
Relocation assistance
d.
Training & developing international mgmt. teams

8.International compensation (dotace 1/1)
 
a.
Examining the complexities caused by moving compensation from a domestic to an international context
b.
Main approaches to international compensation & the advantages/disadvantages of each
c.
TCN compensation

9.
Equal opportunities and diversity management in the global context (dotace 1/1)
 
a.
Understanding the concepts of equal opportunity, diversity management and work-life balance.
b.
Understanding the source of discrimination and disadvantage in workplaces
c.
Understanding the source of discrimination and disadvantage in workplaces
Evaluate the gaps between aspirations of equal opportunity and diversity management and actual practices in workplace.

10.
CSR and sustainability through ethical HRM practices (dotace 1/1)
 
a.
Understanding the concepts of ethics, labour standards and corporate social responsibility
b.
Differentiating perspectives of ethics and corporate social responsibility
c.
Explaining how ethical employment practices can contribute to sustainable business success and social development
d.Evaluating the gaps between aspirations of CSR and actual practices in workplace

11.
Global Institutional context (dotace 1/1)
 
a.
Discussing recent trends & issues in the global workforce context
b.
Presenting issues of codes of conduct & NGOs as MNEs
c.Discussing HR implications of offshoring
d.
Outlining key trade union concerns regarding MNEs

12.
IHRM trends and future challenges. (dotace 1/1)
 
a.International business ethics & HRM
b.Mode of operation &IHRM
c.
Ownership issues relating to IHRM requirements of organizations other than the large multinational, such as non-government organizations (NGOs)
d.Safety, security, & terrorism issues

 
Výstupy předmětu:
Po úspěšném absolvování předmětu student:
 
-
Explain the nature of the different approaches to and strategies for HRM in international business activities, and their impact on employees
-
Understand ethical considerations which face human resource professionals and line managers as they relate to employee rights and employer responsibilities
-
Understand the implications of changes in the global organisation of firms and the international workforce for HRM policy choices
-
Understand the key analytical concepts and models in international HRM

Metody výuky a studijní zátěž (počet hodin studijní zátěže):
Druh
Prezenční studiumKombinované studium
Přímá výuka
     Účast na přednáškách
12 h
0 h
     Účast na cvičeních/seminářích/tutoriálech12 h
0 h
Samostudium
     Průběžná příprava na přímou výuku
12 h
0 h
     Zpracování samostatné (seminární) práce
36 h
0 h
     Příprava na závěrečný test
12 h
0 h
Celkem
84 h
0 h
 
Požadavky na ukončení:
DruhPrezenční studiumKombinované studium
Aktivita na přednáškách/cvičeních/seminářích30 %
0 %
Vypracování semestrální práce
30 %
0 %
Absolvování závěrečného testu40 %
0 %
Celkem
100 %
0 %
 
Způsob hodnocení:
Active participation on lectures and seminars - 30 pts
Term paper - 30 pts
Final test - 40 pts
 
Podpora distančních forem studia:
-- obsah této položky nebyl definován --
 
Literatura:
Základní:
Jazyk výuky: Angličtina
FESTING, M. -- ENGLE, A. -- DOWLING, P. International Human Resource Management: Managing People in a Multinational Context (7th ed.) . London: Routledge, 2017. ISBN 978-1-4737-1902-6.

Doporučená:
Jazyk výuky: Angličtina
ARMSTRONG, M. -- TAYLOR, S. Armstrong's handbook of human resource management practice. 13th vyd. London: Kogan Page, 2014. ISBN 978-0-7494-6964-1.

Studijní plány:
-- obsah této položky nebyl definován --
 
Vyučován v období:
Vyučující předmětu: Vidhu Maggu, MBA, Ph.D. (garant)
Vyučován v jazyce:
čeština, angličtina
Místo výuky:
Mladá Boleslav, Praha


Poslední změnu provedl Mgr. Luděk Švejdar dne 10. 2. 2020.

Type of output: