COURSE STRUCTURE MSc in International Human Resource Management

COURSE STRUCTURE MSc in International Human Resource Management Core Modules Module Code Module Name Module Co-ordinator Credits HR914 Global Staffing Professor Dennis Nickson 20 HR915 Business Systems Professor Paul Thompson 10 HR918 Labour & Diversity in a Global Context Professor Tom Baum 10 HR919 Comparative Employment Relations Professor Paul Stewart 20 HR920 Methods of Professional Enquiry Dr Colin Lindsay 10 HR943 Research Methods for HR Professionals Dr Colin Lindsay 20 HR924 Dissertation Professor Tom Baum 60 Elective Modules (choose three elective modules for a total of 30 credits) Module Code Module Name Module Co-ordinator Credits 41910 Employment Issues & the Law Kay Gilbert 10 41937 Employee Relations Dr Kirsty Newsome 10 41938 People Resourcing Charles Ford 10 HR913 Human Resource Development Dr Stephen Gibb 10 HR931 The Psychology of Risk Management Dr Calvin Burns 10 HR911 Employee Reward Kay Gilbert 10 Exemptions Students who possess the WSQ Specialist Diploma in Human Capital Management awarded by HCS Singapore shall normally be granted exemption of 60 credits towards the Postgraduate Diploma and MSc. Exemption will normally be from the following classes: HR 920 Methods of Professional Inquiry HR943 Research Methods for HR Professionals Plus all elective classes. Students who possess the WSQ Professional Diploma in HRM or the WSQ Advance Certificate in HRM awarded by HCS Singapore shall normally be granted exemption of 40 credits towards the Postgraduate Diploma and MSc. Exemption will normally be from the following classes: HR 920 Methods of Professional Inquiry Plus all elective classes. The place of useful learning The University of Strathclyde is a charitable body, registered in Scotland, number SC015263

HR914 Module Descriptor: Global Staffing This is a core class for students on: MSc International Human Resource Management 20 credits

Module coordinator: Professor Dennis Nickson Contact information: Room 8-47 Graham Hills Building Direct telephone: +44 (0)141 548 3970 Email: d.p.nickson@strath.ac.uk Consultation times: to be advised Pre-requisites: Exemptions: None required None available Aim of the module The aim of the class is to provide students with knowledge and critical understanding of the context and content of human resource management in a globalizing economy by focusing on the activities of multinational companies. Objectives This module is primarily focused on human resource management within multinational companies providing a broad base to understand how companies address the challenges of managing globally. The module focuses on key challenges in staffing the multinational enterprise considering aspects such as recruitment and selection, training and development, compensation and performance management. The firm-level analysis will complement the broader comparative frameworks which other modules are developing to allow for students further their understanding of comparative HRM and issues surrounding the globalization of business. Learning outcomes 1. Subject specific knowledge and skills (i) To provide understanding of the relevant theoretical debates and issues effecting human resource management in the global context. (ii) To develop a critical and reflective understanding of the nature of international human resource management and competing models of management. (iii) To understand the preparation required to be an international manager and how multinational organizations can best manage international career moves. (iv) To examine the development and nature of human resource management as practice and concept in the global context, focusing on how multinational companies manage their human resources. 2. Cognitive abilities and non-subject specific skills (i) To present findings from case studies and group based discussion in a confident and competent manner. (ii) To be actively involved in structured and unstructured class debates and discussions. (iii) To demonstrate an ability to write a soundly argued and suitably referenced essay. 1

Teaching methods The class will utilise a variety of teaching and learning methods. The emphasis will be on adopting a student-centred approach to teaching and learning to encourage a high degree of student-driven learning. Within the formal teaching time there will be a mix of lectures, tutorials, case study-based discussion and videos. Students are also expected to read independently and undertake research for the class. Indicative Module Content Introduction to the class and understanding the people issues facing MNCs A reprise of the importance of national culture in MNCs and developing a country case study Organisational culture as a means to bind the MNC The diffusion of HRM practices in the global economy Issues in expatriation Skills and competencies in international management/women in international management Performance Management in the MNC Reward Management in the MNC Guest speakers Group presentations, module review and revision Key Texts: Brewster, C., Sparrow, P. and Vernon, G. (2007) International Human Resource Management, CIPD, 2 nd edition. Briscoe, D., Schuler, R. and Tarique, I. (2012) International Human Resource Management: Policies and Practices for Multinational Enterprises, Routledge, 4 th edition. Dowling, P. and Welch, D (2008) International Human Resource Management: Managing People in a Multinational Context, Thomson Publishing, 5 th edition. Edwards, T. and Rees, C. (2011) International Human Resource Management: Globalization, National Systems and Multinational Companies, London: Financial Times/Prentice Hall, 2 nd edition. Evans, P, Pucik, V. and Bjorkman, I. (2011) The Global Challenge: International Human Resource Management, McGraw-Hill International Edition, 2 nd edition. 2

Harzing, A. W. and Pinnington, A. (eds.) (2011) International Human Resource Management, Sage, 3 rd edition. Harris, H., Brewster, C. and Sparrow, P. (2003) International Human Resource Management, CIPD. Hollinshead, G., (2010) International and Comparative Human Resource Management, McGraw-Hill. Lucas, R., Lupton, B. and Mathieson, H. (2006) Human Resource Management in an International Context, CIPD. Mead, R. and Andrews, T. (2009) International Management: Cross Cultural Dimensions Blackwell, 4 th edition. Scullion, H. and Collings, D. (eds.) (2006) Global Staffing, Routledge. Scullion, H. and Linehan, M. (eds.) (2005) International Human Resource Management: A Critical Text, Palgrave MacMillan. Sparrow, P., Brewster, C. and Harris, H. (2004) Globalizing Human Resource Management, Routledge. Journals include: Asia Pacific Journal of Human Resources, European Industrial Relations Review, European Journal of Industrial Relations Industrial Relations Journal, International Labour Review, Work, Employment and Society, Economic and Industrial Democracy, International Journal of Human Resource Management, Journal of World Business (formerly the Columbia Journal of World Business), Journal of International Business, etc., as well as popular journals and newspapers such as the Financial Times and The Economist. You should browse these journals throughout the year. In addition to these indicative references there will also be further reading lists for individual classes. Websites The European Trade Union Confederation can be found at http://www.etuc.org http://www.eurofound.europa.eu/ is the website of The European Industrial Relations Observatory (EIRO). The site offers news and analysis and up-to-date information on key developments in industrial relations in Europe. The International Labour Organization is a specialised agency of the United Nations responsible for labour issues globally http://www.ilo.org/ 3

Assessment The assessment comprises of two pieces of work: a group presentation and an end of module examination. The Group-based assessment will be a problem-based learning task. The examination will require you to answer three questions from a wider number. All will be answered in essay format. Questions will be drawn from the whole class. The overall assessment will be: Group based assessment 40% Examination 60% Important Information about assessment (coursework and examinations) Further information about assessment is available in the relevant section of the Course Handbook which was provided to you at the start of the course. An electronic copy of the Course Handbook is also available on the general course page in My Place. It is extremely important that you re-read the following relevant sections when preparing and submitting all coursework Academic Dishonesty and Plagiarism Submission and the use of Turnitin Penalties for Late Submission Pass Mark and re-assessment in the event of failure in coursework or examination Examinations 4

HR915 Module Descriptor: Business Systems This is a core class for students on: MSc International Human Resource Management 10 credits

Module coordinator : Professor Paul Thompson Contact information: Room 849, Graham Hills Building Direct telephone: +44(0)141 548 3284 Email: p.thompson@strath.ac.uk Consultation times: to be advised Teaching Team : Professor Phil Taylor Contact information: Room 842, Graham Hills Building Direct telephone: +44(0)141 548 3555 Email: philip.taylor@strath.ac.uk Consultation times: to be advised Pre-requisites: Exemptions: None required None available Rationale and aims The study of human resources and its management is too often undertaken without adequate contextualisation. That absence is particularly damaging in a more complex and volatile international environment. This module seeks to fill that gap through a focus on comparative political economy and the variety of business systems that frame and shape employment policies and practices at firm and state level. The primary empirical object of the module is the structures, strategies and practices of the transnational firm, and their consequences for employment relations. This is then linked to the now extensive debates about the character and scope of globalisation and global flows of goods and labour. Bringing these two themes together, the course will examine in detail theory and practices of global value chains and production networks with respect to labour issues. The consequences of these dynamics for policy making with respect to corporate governance and responsibility will provide an additional practical focus. Learning outcomes (i) (ii) (iii) (iv) (v) (vi) To examine the development and nature transnational corporate activity and its implications for HR managers and other economic actors in international organisations To provide understanding of the relevant theoretical debates and issues effecting the business context of international human resource management. To develop a critical and reflective understanding of the nature of globalization and its implications for the management of human resources. To equip students with contextual knowledge that underpins policy debates and decisions on corporate governance and responsibility. To be able to read and interpret a range of secondary documentation To present findings from case studies and group based discussion in a confident and competent manner. 1

(vii) (viii) To be actively involved in structured and unstructured class debates and discussions. To demonstrate an ability to write a soundly argued and suitably referenced essay or report Indicative content Debating globalisation Global economic flows and conditions of competition FDI and the international division of labour The spatial dimension Trading blocs Transnationals and the internationalisation of the firm Strategies and structures of the international firm The state and the emergence of financialized economies Modes of economic coordination Global value and supply chains Production networks Labour and its place Applications and sector case studies Business services and outsourcing Logistics and the distribution industries Computer Games Extractive industries Global and corporate governance, corporate social responsibility 2

Textbook Dicken, P (2011), Global Shift: Mapping the Changing Contours of the World Economy (6th edition), London: Sage. Useful reading Held, D., McGrew, A., Goldblatt, D. and Perraton, J. (2003) Global Transformations, Oxford: Polity Press. Coates, D. (2000) Models of Capitalism: Growth and Stagnation in the Modern Era. Oxford: Polity Press Hirst, P and Thompson, G (1996), Globalization in Question, Cambridge: Polity Press. Rubery, J and Grimshaw, D (2003), The Organisation of Employment, London: Palgrave. Morgan, G., Whitley, R. and Moen, E. (2005) Changing Capitalism? Oxford University Press. Sklair, L. (2002) Globalization, Capitalism and Its Alternatives, Oxford University Press. Ritzer, G. (2010) Globalization: A Basic text, Wiley-Blackwell. Relevant journals:: European Industrial Relations Review, European Journal of Industrial Relations Industrial Relations Journal, International Labour Review, Work, Employment and Society, Economic and Industrial Democracy, Socio-Economic Review, International Journal of Human Resource Management, Journal of World Business, Journal of International Business Assessment The assessment comprises of two pieces of work, an extended essay or report and an end of module examination. The essay or report will be on a key aspect of comparative political economy.. The examination will require you to answer three questions from a wider number. All will be answered in essay format. Questions will be drawn from the whole class. The overall assessment will be: Essay/Report 40% Examination 60% Important Information about assessment (coursework and examinations) Further information about assessment is available in the relevant section of the Course Handbook which was provided to you at the start of the course. 3

An electronic copy of the Course Handbook is also available on the general course page in My Place. It is extremely important that you re-read the following relevant sections when preparing and submitting all coursework Academic Dishonesty and Plagiarism Submission and the use of Turnitin Penalties for Late Submission Pass Mark and re-assessment in the event of failure in coursework or examination Examinations 4

HR918 Module Descriptor: Labour and Diversity in a Global Context This is a core class for students on: MSc International Human Resource Management 10 credits

Module coordinator and main lecturer: Professor Tom Baum Contact information: Room 8-37 Graham Hills Building Direct telephone: +44 (0)141 548 3954 Email: t.g.baum@strath.ac.uk Consultation times: by appointment Teaching Team: Professor Dennis Nickson Contact information: Room 8-47 Graham Hills Building Direct telephone: +44 (0)141 548 3970 Email: d.p.nickson@strath.ac.uk Consultation times: by appointment Pre-requisites: Exemptions: None required None available Rationale This module aims to explore causes and patterns of labour mobility in a global context. A key focus will be on the issue of diversity management within and between nation states in an era of more integrated markets and the practical implications these have for managers working in different political and economic contexts. Introduction This module will provide students will the opportunity to explore patterns of labour mobility across nation states and how these have varied across space and time. It will also enable students to critically explore the organisational issues related to diversity management in a global context. Class aims and objectives On completion of this module participants will be able to: 1 Review and critically evaluate major contemporary research and debates in the fields of labour flow, labour mobility and diversity management in a global context. 2 Debate and critically evaluate attempts to conceptualise labour power, labour mobility and labour flows across national borders. 3 Explore the impact of culture on attitudes to and management of migrant labour and workplace diversity 4 Critically discuss and review social divisions relating to trans-national labour mobility in terms of gender, race and ethnicity. 5 Critically discuss the implications of labour flow and mobility for migrant labour in contemporary societies. 6 Explore and evaluate the notion of diversity management on a global scale. 1

7 Consider the effectiveness of employment law in relation to diversity in a global context. 8 Understand the possible implications of demographic and wider socioeconomic change on future labour migration Indicative Content Conceptualising and contextualising labour power and labour mobility Explore what is understood by term labour power, labour mobility and labour flows across borders Analysing social divisions and inequality in global context Dimensions of division and inequality Gender, Ethnicity and production networks Gender, ethnicity and culture Migrant labour in contemporary economies Understanding mobilities, migration and the flows of migrant labour International and internal migration Managing migrant labour Organising migrant labour Diversity management: significance and challenges Exploring the concept of diversity management and the challenges of global diversity management Exploration of the key drivers for diversity management at global, regional and national, sectoral, organisational and individual levels. Women, men and management in international organisations Policy responses: individual, organisation, government, civil society Employment law in a global context Rationale and effectiveness of employment law Diversity and the law A future perspective on labour migration Demographic change and the international labour market A global war for talent Consequences for developed and developing economies Case examples National contexts: the UAE, Singapore A transnational context: Western Europe post 2004 Sectoral perspectives: Domestic service; international hotel chains; oil and gas technology; medical, para-medical and care work 2

Indicative Reading List There is no specific text for this class. Students are expected to read and research widely around the topic and the reading list below is indicative of the material available. You are encouraged to explore aspects of the class that are of particular interest, especially in relation to countries/ environments with which you are familiar. Additional suggestions for reading will be provided on a week-by-week basis. Adler, P.A. and Adler, P. (2004) Paradise Laborers. Hotel Work in the Global Economy Ithaca: Cornell University Press Amit, V. (ed) (2011) Going First Class? New Approaches to Privileged Travel and Movement, Oxford: Berghahn Books Anderson, B. (2000) Doing the Dirty Work? The Global Politics of Domestic Labour, London: Zed Books Bales, K. (2000) Disposable People: New Slavery in the Global Economy, London: University of California Press Bauder, H. (2006) Labor Movement. How Migration Regulates Labor Markets Oxford: OUP Baum, T. (2011), Migrant Labour in the International Hotel Industry, Geneva: International Labour Organization Glyn, A. (2006) Capitalism Unleashed: Finance, Globalization and Welfare Oxford: OUP Kuptsch, C. (ed) 2006) Merchants of Labour Geneva: International Labour Organization/ International Institute for Labour Studies Ozbilgin, M. and Tatli, A (2008) Global Diversity Management London: Palgrave Macmillan Rodriguez, M.R. (2010) Migrants for Export. How the Philippine State Brokers Labor to the World, Minneapolis: University of Minnesota Press Ruhs, M. and Anderson, B.(eds) (2010) Who Needs Migrant Workers?: Labour Shortages, Immigration, and Public Policy, Oxford: OUP Rubery, J., Smith, M. and Fagan, C. (2000) Women s Employment in Europe: Trends and Prospects London: Routledge Urry, J. (2007) Mobilities Cambridge: Polity Module participants will also be required to draw heavily from current research evidence and debates in academic journals. These journals would include, for example; International Human Resource Management Journal, Work, Employment and Society and Organisation, International Migration, Gender, Work and Organization, Cross Cultural Management etc.. Relevant resources to support the class are currently available in the Library and will be supplemented as required from the Departmental book allocation. 3

Assessment The assessment will be an individual essay assignment and an end of semester examination. The exam will be a three hour paper based upon answering three essay style questions selected from a total of approximately six questions. The overall assessment will be: Individual essay 40% Examination 60% Important Information about assessment (coursework and examinations) Further information about assessment is available in the relevant section of the Course Handbook which was provided to you at the start of the course. An electronic copy of the Course Handbook is also available on the general course page in My Place. It is extremely important that you re-read the following relevant sections when preparing and submitting all coursework Academic Dishonesty and Plagiarism Submission and the use of Turnitin Penalties for Late Submission Pass Mark and re-assessment in the event of failure in coursework or examination Examinations 4

HR919 Module Descriptor: Comparative Employment Relations This is a core class for students on: MSc International Human Resource Management 20 credits

Module Co-ordinator : Professor Paul Stewart Contact Information: Room 9.08, Graham Hills Building Direct telephone: +44(0)141 548 3219 Email: paul.stewart.100@strath.ac.uk Consultation times: to be advised Pre-requisites: Exemptions: None required None available Aims of the module To examine current issues in the field of comparative employment relations including from a political economy perspective. To outline and examine comparative employment relations in the context of the international political economy together with the strategies and practices utilised by international firms. To analyse comparative employment relations from a range of social and institutional perspectives and from a range of distinct environments. Objectives One of ways to understand the development of employment relations is by grounding them in an international comparative context which in turn requires an understanding of three interrelated processes: the social and historical development of what is known as the political economy of contemporary international business organisation in its various contexts; the employment relationship itself and the conflicts that surround it including the mechanisms utilised by management and labour to negotiate or manage relationships that may or may not be conflictual; the nature of contemporary political economy for employment and employees more widely whether in terms of those considered to be outside the orbit of multinational firms or those on their margins impacted by the consequences of international business. Comparing employment relationships in a variety of international contexts will offer illustration of the ways in which these three interrelated processes. Teaching methods A flexible and interactive approach will be employed, combining lectures and studentled class discussions. Students should not expect a purely didactic approach to learning but must be willing to engage teamwork and contribute to discussion and debate in class. Class Discussion Most sessions will feature a lecture followed by a student-led class discussion. Small groups of students will be selected to work together to lead discussion and debate in the class centred on a problem related to either a class reading or a hypothetical but realistic scenario provided by the course tutor. 1

The presenting students will need to demonstrate critical thinking and engagement with other students. Critical thinking is a questioning approach based on logical thinking, hypothesizing, problem-solving, information processing and evaluation. In many instances thinking outside the box will be needed. To help with your reading and thinking, there are supplementary guides. The other students will need to be drawn into the discussion both to bounce off ideas and to generate other ideas by spiralling. Key Texts: Rubery, J and Grimshaw, D (2003) The Organisation of Employment, London: Palgrave. Beynon, H,Grimshaw, D, Rubery, J. and Ward, K. (2002) Managing Employment Change: The New Realities of Work. Oxford University Press: Oxford. Marchington, M, Grimshaw, D, Rubery, J. and Willmott, H. (eds.) (2004) Fragmenting Work: Blurring Organizational Boundaries and Disordering Hierarchies. Oxford: OUP. Rubery, J. (2005) 'Labour markets and flexibility' in S. Ackroyd, R. Batt and P. Thompson (eds.), Handbook on Work and Occupations. Oxford: OUP. Hall, P and Soskice, D (eds) (2001) Varieties of Capitalism: The Institutional Foundations of Comparative Advantage. Oxford: OUP Amable, B (2003) The Diversity of Modern Capitalism. Oxford: OUP Coates, D. (2000) Models of Capitalism: growth and stagnation in the modern era. Cambridge: Polity Press Bauman, Z (2004) Wasted Lives, Modernity and its Outcasts. Cambridge: Polity Hirst, P and Thompson, G (1996), Globalization in Question, Cambridge: Polity Press. Stewart, P, Richardson, M Danford, A, Murphy, K, Richardson, T and Wass, V (2009) We Sell Our Time No More. Workers Struggles Against Lean Production in the British Car Industry. London: Pluto. Reading As a Master s student you are required to gain the knowledge that covers most, if not all of the main areas of the subject. As part of this learning you must understand the principal theories, principles and concepts related to the subject as well as the range of theories, principles and concepts. A number of books cover different issues, topics and developments for this module. There are readings to accompany each lecture plus general recommended reading that contributes to lectures throughout the class. Neither set of lists are exhaustive; you will come across additional reading yourself. 2

General Reading Dicken, P (2006), Global Shift (4th edition), London: Paul Chapman Callinicos, A (2010) Bonfire of Illusions. The twin crises of the liberal world. Cambridge: Polity Edwards, T and Rees, C (2006), International Human Resource Management, London: Prentice Hall. Harzing, A-W and Van Ruysseveldt, J (2004), International Human Resource Management (2 nd edition), London: Sage. Keating, M and Thompson, K (2004), International human resource management: overcoming disciplinary sectarianism, Employee Relations, 26:6. Mason, P (2009) Meltdown. The end of the age of greed. London: Verso. Mészáros, I (2010) The Structural Crisis of Capital. (2010) New York: Monthly Review Press (Introduction & 1,2 & 7) Rubery, J and Grimshaw, D (2003), The Organisation of Employment, London: Palgrave. Tayeb, M (2003), International Management, London: Prentice Hall. Thompson, P. (2003) Disconnected Capitalism: Or, Why Employers Can t Keep Their Side of the Bargain, Work, Employment and Society, 17:2, 359 78. Sluther, L (2009) Clean Clothes: a global movement to end sweatshops. London: Pluto Press (esp chapters 1,3,5 and 7-10) (*If you get the chance, try to see the movie Gomarrgh based on the book by award winning journalist Roberto Saviano. This is an expose of the links between the apparel industry in southern Italy and the mafia. Saviano is still in hiding!) There are various chapters in the above books that are useful for particular lectures and you should consult these books regularly. It is also important that you read articles in journals. These journals can provide more up-to-date material and case study material. There are a range of employment and comparative employment related journals relevant for this course, including; Industrial Relations Journal; International Journal of Human Resource Management; Work, Employment and Society; Economic and Industrial Democracy; British Journal of Industrial Relations; Journal of International Business; Employee Relations; European Industrial Relations Review, le Monde Diplomatique. You should also regularly read a relevant broadsheet newspaper and popular business journal such as the Financial Times and The Economist. Indicative Content Managing the Employment Relationship in an International Context and the comparative analysis: concepts and methods Countries, Companies and Culture Perceived Best Practice: The American Model The Transfer of HRM: Lessons from Japanisation 3

Understanding the employment relationship in Developing Countries Internationalising organisations International management From Japanisation to Lean Production to High Performance Work Organisation: to what extent is HPWO just a development of the idea of Japanisation? The changing character of the employment relationship. What about the Workers? What about the unorganised and the migrant labour force? Assessment The assessment comprises three pieces of work: ONE ESSAY (2,000) 30% Mid semester piece of mini collective group work 10% End of module examination. 60% The written assessment and mid semester mini group work together comprise 40% of the total assessment and the examination 60%. The essay should be submitted by 4.00 pm on Friday 14 th December. The examination will take place during the January examination a diet and details will be available nearer the time. The examination will require you to answer three questions from a wider number. All will be answered in essay format. Questions will be drawn from the whole class. The assessment comprises of three pieces of work: a mini group presentation, an individual essay and an end of module examination. The examination will require you to answer three questions from a wider number. All will be answered in essay format. Questions will be drawn from the whole class. The overall assessment will be: Group based assessment 10% Essay 30% Examination 60% Important Information about assessment (coursework and examinations) Further information about assessment is available in the relevant section of the Course Handbook which was provided to you at the start of the course. An electronic copy of the Course Handbook is also available on the general course page in My Place. 4