COURSE GUIDE 2014/2015. International HRM & EU Labour Law

Transcription

1 COURSE GUIDE 2014/2015 Details: Course Title: International HRM & EU Labour Law Course Code: MBIB-IHRMEULL-14 Period 2014/2015 Term A & C Course Variant: Full time Type of Course: Obligatory course Developer /Authors (Int. HRM) Alex Ekow Asampong Room, , Tel: 1.111, [email protected], Developer /Authors (EU Labour Law) Mihra Hamzic Room, , Tel: 1.113, [email protected], Utrecht, 2011 This material is subject to copyright. rnal use are permitted. International Human Resource Management and EU Labour Law : Univer This material is subject to cop rnal use

2 2 Contents 1. Course details Course Goals and Learning Objectives IHRM Place in the Curriculum and Related Courses Study Burden Pre-Requisites Exemption Possibilities Framework Competencies IBMS Didactics and Student Activities Assessment Concepts Fraud Course Materials and Literature...14

3 3 1. Course details The course, International HRM & EU Labour Law (MBIB-IHRMEULL-14), is made up of two parts, namely: International Human Resource Management and European Union Labour Law. 1.1 Course description IHRM International Human Resource Management Human Resource Management, which refers to those activities undertaken by an organisation to effectively utilize its human resources plays a significant role in the running of the organisation. The central theme of this course is to help students in acquiring skills and knowledge in the sustainance of the high increase in international business activity in the latter part of the 21s Century. The 2012 World Investment Report issued by the United Nations indicated that the foreign affilitates of Multinational Enterprises employed an estimated 69 million workers who generated $28 trillion in sales. This shows that globalization of business is increasing rapidly, while the roles of International Human Resource Management practitioners have also become very important. The field of International Human Resource Management has been characterized by the following three main broad approaches. Figure 1: Inte-relationship Between Approaches to IHRM A B Cross Cultural Management IHRM in the Multinational Context Comparative HR And IR Systems

4 4 In the figure above, it could be noted that there is an inevitable overlap between the three approaches where there is an attempt to provide an accurate view of the global realities of operating in the international business environment. The three approaches of International Human Resource Approaches could be briefly described as follows: 1. The Cross Cultural Management Approach: This approach examines the human behaviour within organizations from an international perspective. 2. The Comparative Industrial Relations and HRM Approach: This seeks to describe, compare and analyse HRM systems in various countries. 3. The HRM in Multionational Firms Approach: This seeks to focus on all aspects of HRM activities in multinational organisations. In this course, much emphasis is placed on the HRM in Multionational Firms Approach. The main objective of this approach is to assist students explore the implications that the process of internationalization has for the activities and policies of HRM. The main interest lies in how HRM is practiced in multinational enterprise (MNEs). It is also significant to note here that, the course also recognizes the fact that small, internationalizing firms, also face international HRM issues and many of these issues will be addressed by the course. The Approach of Course and Text Book used The course and the text book take a very different view of IHRM designed to assist and equip students to apply rich IHRM ideas, theories, approaches and models that may be very useful for student s professional life.

5 5 The team of the textbook used for the course remains an excellent example of collaborative work (across a significant number of time zones) in the 21 st Century with tri-continental representation from the Asia Pacific, Europe and North America. Knowledge and experiences based in Africa would also be made known during classes The selected topics will help students grasp the principles and models in the chapters and better apply these ideas to arrange of settings or contexts. Some of the topics include the Definition and General Concept of IHRM, the Cultural Context of IHRM, IHRM in Cross-Border Mergers & Acquisition, International Compensation, International Performance Management, International Training, Development and Careers, Sourcing Human Resources for Global Markets - Staffing, Recruitment and Selection, IHRM Trends and Future Challenges. Conclusion The International Human Resource Management Course will provide both scientific knowledge and practical experience to prepare students very well to execute their professional obligation effectively for the performance of the organisation. 2. Course Goals and Learning Objectives IHRM Upon completion of the International Human Resource Management course: 1. Students can properly define International HRM, understand differences between domestic and International HRM and apply strategic view of International HRM. 2. Students can describe and analyse the cultural context of International HRM 3. Students can understand and develop knowledge for cross-border mergers and acquisition, international alliances and SMEs 4. Students can develop the skills for sourcing human resources for global markets-staffing, recruitment and selection

6 6 5. Students will understand and apply skills for international performance management, such as performance management appraisal of international employees 6. Students will develop knowledge and skills for international training, development and careers Course Description European Union Labour Law Labour law as it is in effect in the various European countries is increasingly subject to international influences. Whereas fifty years ago national labour law was still a home-grown product, these days a large part of the EU member states' national labour law comes from Brussels. This is true of the legal rules on equal treatment, working times and transfer of undertakings, for instance. That is why it is hardly possible to be acquainted with the national labour law of these countries without some knowledge of European labour law. More and more European employees are also working 'across the border', for example in the context of posting of workers (secondment), which raises questions about the law that applies to their employment contract. IBMS students will be working as managers, projectleaders, consultants and they need to develop a legal radar when it comes to EU labour law. As an international business professional you will take major decisions on an every day basis. In the area of HRM this will be connected to people. This course aims at the acquisition of knowledge, understanding and applying the basic rules of EU labour law on an introductory level. You do not have to become a jurist, but a competent international business professional who is aware of the most important legal aspects of EU labour law which applies to the employee and the employer. Course Goals and Learning objectives EU Labour Law The goal of this course is to understand, recognize and apply the most important legal aspects and principles of EU labour law in order to develop the legal radar necessary for future managers. Upon successful completion of this course students will be able to: Understand the place that labour law has in the European Union legal system To apply rules regarding EU labour law to real life cases Solve simple cases in the field of European labour law Understand and recognise the basic legal issues concerning free movement of workers including posting of workers in EU Understand and recognise the basic legal issues on equal treatment and non discrimination

7 7 Understand and recognise the basic legal issues on working time Understand and recognise the basic legal issues concerning worker protection and participation These learning goals are formulated in consultation with the professional field. 3. Place in the Curriculum and Related Courses The International HRM course is highly related and linked to other courses in the curriculum of the IBS programme. By focusing on both theories and practice, it aims to form a bridge to other courses (and projects) in the study programme of general courses such as the Business Administration, Organisational Behaviour and Culture, Management and Organisation. EU Labour law A related course in the curriculum is the course LAW in year one where you have gained basic knowledge about the legislation procedures, decisionmaking procedure and functioning of the European Union. The course Business Ethics in year two deals with an introduction of international labour law. International exchange students may have a different background. In that case you will be able to pass this course as well, however you should pay more attention to the basics of EU law in the provided literature and course materials. 4. Study Burden International HRM and EU Labour Law EC Study Hours International HRM 3 84 EU Labour Law 2 56 Total The study load standardization for IHRM part is 3EC (84 hours) in a 7 weeks period. The contact time per week is 150 minutes. This is divided in lectures (90 minutes) and tutorials (60 minutes). The study load in a 7 weeks period is generally divided in the following categories: The study load standardization for EU labour law is 2EC (56 hours) in a 7 weeks period. The contact time per week is 90 minutes. One week for lectures and the other week for tutorials.

8 8 5. Pre-Requisites There are no formal pre-requisites. However, for the international HRM, students need to have good background knowledge in Business Administration, Organisational Behaviour and Culture, and some knowledge in Management and Organisation. For the EU Labour Law part, basic knowledge of EU law makes it easier to understand the concepts and topics discussed in EU labour law. The basics are thought in the first year course LAW. 6. Exemption Possibilities Exemption possibilities are to be discussed with the teacher and only with permission of the Exam Board. 7. Framework Competencies IBMS Competency Model for International Human Resource Management Level 1 The ability to describe, understand and evaluate the general HRM positions and responsibilities. The ability to relate HR policies & practices to overall organisational or corporate objectives in accordance with international labour law. Level 2 As level 1, plus the ability to assume the responsibility for the development and integration of HR positions in organisational or corporate strategic context. Level 3 As level 2, plus the ability to assume strategic responsibility in formulating relevant HR policies & practices for the further development of the organisation or corporation in international and intercultural context.

9 9 This course contributes to the development of the functional key area competency IHRM that is part of the national framework for a BBA (IBMS) degree. For IHRM part of this course, the competencies are tested under level one, two and three. The EU Labour Law part contributes to the development of the legal part of the IHRM competency and will be tested under level Didactics and Student Activities 8.1. Didactics and Student Activities (International Human Resource Management) The teaching methods for the course include PowerPoint presentations, tutorials, extensive training, feedback sessions, videos to show practical information, self study, group work, students presentations and role plays. Week / Type of session Topics with Pages and Assignments 1 Chapter 1 Lectures, training and class exercises 2 Chapter 2 Lectures, training and class exercises 3 Chapter 4 Lectures, Training and Class Exams. 4 Chapter 5 Lectures, training and class exercises Introduction: Pages 1-19 The cultural context of IHRM: Pages Case study 1: Spanning the globe, P. 284 IHRM in cross-border mergers & acquisitions, International alliances and SMEs: Pages Trial Exams for chapters 1 and 2 Sourcing human resources for global markets- staffing, recruitment and selection: Pages Case study 4: Strategic forecasts and staffing formulation: Executive and managerial planning for Bosch-Kazakhstan, P. 298

10 10 5 Chapter 6 Lectures, trining, class exams 6 Chaper 7& 8 Lectures, training and class exercises 7 Chapter 10 / Questions and class exams as well as the final preparation for main exams International performance management: Pages Trial exams for chapters 4 and 6 International training, development and careers:pages , & International compensation: Pages Case study 6: Expatriate compensation at Robert Bosch GmbH: Coping with modern mobility challenges, P.312 IHRM trends and future challenges: Pages Plus Trial exams for chapters 7 & 8. (Recap of lessions, thorough discussions for exams preparation) 8.2 EU Labour Law Didactics and Student Activities Teaching methods In order to obtain the competence(s) as stated in chapter 7 which a future manager should posess we will make use of a mix of teaching methods containing lectures, tutorials, group activities. The course is completely thought in English and the literature and all study materials are in English. Because EU labour law only comes to life when practicing and applying to real life cases we will make use of caselaw. Cooperation and communication are important aspects of this part of the course. Lecture Every second week a lecture will be provided in the lecture auditoriums. The lecture includes a power point presentation of the theory of EU labour law and discussing important caselaw by the lecturer. The lectures are necessary to provide the student with basic knowledge and theory on EU labour law.

11 11 Students are supposed to have read the relevant study material before coming to the lecture. The schedule for the reading material will be timely provided on sharepoint. This is highly recommended in order to be able to follow the lecture. Tutorials The tutorial will follow in the week after the lecture and will be used for theory and practice. These tutorials will take place in regular class rooms. Here there is room for interactive class discussions, (in)class assignments and feedback by the lecturer. The students will be given cases which they have to discuss /solve individually or in groups. The students will be asked to prepare homework for the tutorials. The homework will be provided during lectures/tutorials and on sharepoint. The class will be devided in groups of approximately 5 who will cooperate throughout the term. The groups will have to hand in a written group assignment which counts for 40% of the grade (see next chapter of this course guide for more specific information). There will be time scheduled to work on the written group assignment during the tutorials.

12 12 9. Assessment The students will be assessed with an exam and an assignment making the total weighted final mark. The schedule below shows the weighting of the grades. Type of Assessment Weighting Min. Mark EXAM 60% 5,5 ASSIGNMENT 40% 5,5 Final mark 100 % 5,5 Exam for the IHRM Part Based on the topics, cases and exercises done in class, students will be given questions to solve during the exam. The exam will include open ended questions. Students are supposed to pass the exam with a mark of 5.5 or higher. When a student fails the exam, there is one resit opportunity. Assignment for the EU Labour Law Part The assignment consists of a written group report. This report has to be prepared throughout the duration of the course. The written group report has to be handed in to the teacher in week 7. The exact deadline will be discussed in class. The written group report consists of two parts. In the first part you will be asked to create a case within one of the main EU labour law topics and to detail a solution to that case. The second part consists of a small research in the professional field and reporting your findings in the report. All other details about the assignment are to be found in the assignment instruction on sharepoint. Questions about the assignment can be asked during the tutorials. The students will work in groups of 5. Every student within the group of 5 is equally responsible for the whole assignment. In case the number of students in class cannot be divided by 5 a group of 4 students can be requested. The teacher will make the final decision in group formation. Resit and compensation standards and regulations The student receives 5 EC in Osiris if: - The final mark for both the exam and assignment is 5.5 or higher. Note here that a student will not receive 5 EC if he/she fails to pass both parts of the course IHRMEULL. - The exam and assignment can be re- assessed one time in the following term. - If you fail the resit opportunity for the exam and/or assignment you will have to repeat the course in the following academic year. However, you will have to repeat only the part of the course (IHRM or EULL) that you failed.

13 Concepts Role of teacher and student In this course we have the following vision which is derived from the HU vision. Each student is a professional and each professional is a potential student. Our motto is Life Long Learning which means that the student has the control over his/her learning process and makes own choices. The teacher is the professional who gives lectures, stimulates the students to express their opinions, supports them in applying the theory to cases, advices the students in case of questions and advices the students with regard to their assignment in case there are questions. The teacher also provides feedback to the students on the assignment. The student is the professional in training. Proactive participation and independent self-study are expected from the student. The student expresses his opinion on the subjects discussed in class, gives examples from own (working) experiences and asks questions. Students will work on in-class assignments. The students come to lectures and tutorials well prepared. 11. Fraud Fraud cases are considered serious academic offence. Lecturers and examination invigilators refer all cases to the Exam Board. Fraud cases incur punishment such as being banned from one examination to exclusion from all block exams for more serious cases. Ultimately, fraud leads to expulsion. Fraud cases include the following: Reproducing and submitting an assignment which is done in the past for grading. Copying text or ideas from books, the Internet, etc. without proper source citation ; Copying answers from other students during examinations; and Allowing other students to copy their assignments or examination answers

14 Course Materials and Literature International Human Resource Management Required International Human Resource Management (Peter AJ. Dowling, Marion Festing and Allen D. Engle, SR.) 6 TH Edition. Optional Cultures and Organizations: Software of the Mind, 3 rd Edition.Geert Hofstede, Gert Jan Hofstede Michael Minkov Cengage Learning, ISBN EU Labour Law Title: Author(s): EU Labour Law A.C.L. Davies ISBN: Edition: 1st Publisher: Edward Elgar Publishing, Inc. This book is selected for you after an extensive research for qualitative and suitable English literature on EU labour law. This book provides you with accessible explanation of the most important topics of EU labour law. It is published in Next to the book you will find more course materials on sharepoint. Please check sharepoint on a regular basis for the most up to date information and materials. 13. Course Evaluation The course is evaluated at the end of training. During the exams session for the International HRM, students will get the opportunity to evaluate the course. For the EU Labour law, students will evaluate the course digitally on sharepoint. The main purpose of the evaluation is to obtain students opinions on the course for further improvements.