International Human Resource Management Overview

International Human Resource Management (IHRM) Overview

• IHRM encompasses organizational behavior and cross-cultural management.
• Dr. Gouri Mohan, Assistant Professor in People and Organizations at IESEG School of Management, teaches the course.
• This course covers topics like Leadership & Culture, Leadership & Gender, Multinational Teams, and Social Networks.
• The curriculum also includes modules on teaching leadership, HRM, and research methods.

Research Focus

• Mohan's research centers on the intersection of leadership, diversity, and social networks within teams.

Course Structure

• The course involves 9 sessions covering IHRM topics.
• Topics include Introduction to IHRM, cross-cultural management, organizational design, HR planning, recruitment, and international performance management.
• Additional modules cover compensation, training and development, and a concluding session.
• Each session will explore both the fundamentals of HRM and its applications in international contexts.

Course Evaluation

• The course grade is based on different components.
• Individual written paper (40%) due one week after the final class
• Group Project (30%) presented during session
• Participation in class discussions (20%)
• Peer assessment of group projects (10%)

Final Exam

• The final exam will be based on topics covered in class and applied in the context of the course.
• Using pen and paper.
• Detailed guidelines and grading criteria will be provided in session 8.
• The exam counts 40% of the final grade.

Classroom Ground Rules

• No social media or personal communication during class.
• Laptops are not allowed during the class except for participation in online activities.
• No non-class related work during class.

HRM Concepts

• HRM policies, practices, and systems directly influence employee behavior and performance.
• HR managers are responsible for a wide range of responsibilities including: Developing and implementing HR systems; contributing to company strategy

HR Roles

• Strategic partners contribute to company strategy by understanding how HR practices can give a company a competitive edge.
• Generalist HR professionals develop and execute HR systems to support strategy implementation.
• HR specialists function in specific sub-functions within HR, focusing on best practices to develop and support critical capabilities that align with organizational priorities.

Elements of HRM

• Organizational Design, Recruitment & Selection, Performance Management, Training & Development, and Compensation Management.

International HRM Concepts

• Multinational companies are structured with parent countries, host countries, and potentially third countries.
• A parent or host country national (PCN or HCN) is defined by their nationality or headquarters location, while third-country nationals (TCNs) have ties to neither of these.

Expatriates (Expat)

• Expatriates are employees performing job assignments outside their home countries.

Importance of Cultural Considerations

• Cultural differences play a significant role in organizational contexts.
• Differences can present business challenges.

Case Study Discussion

• The case study involves Andrew Robinson's experience in Taiwan.
• Students are required to discuss relevant questions related to the case in group setting.

Specific Questions for Analysis

• Analyzing the HR planning, recruitment, compensation, and training and development elements relevant to the specific case study

Additional Key Concepts

• Explaining the difference between IHRM and domestic HRM.