GBM6010 Global Human Resource Management

Part A: Module Introduction

Introduction to Module
Introduction to HRM & IHRM

Dr Xiaoni Ren
1 Module Aim and Learning Outcomes

2 Lecture & Seminar Programme

3 Key topics
Assessment
4 Assessments and Reading
 Module Aim
The module GBM6010 aims to assess the impact of effective global
human resource management on an organisation's international
operations.

• To provide an understanding of how globalisation and national contexts

have shaped and influenced MNCs and their HRM policies and practices.

• To consider the role of multinational companies (MNCs) in the analysis

of global HRM

• To critically evaluate the key HRM functions in a global context -

including recruitment and selection, training and development, and pay
and reward.
 Learning Outcomes
1. Critically evaluate the convergence-divergence debate, identifying the
main issues and theories relating to globalisation and the
internationalization of the firm

2. Evaluate the role of the MNC as central to the analysis of international

HRM

3. Compare and contrast national cultures and institutional systems in order

to evaluate the HRM strategies, policies and practices in different countries
that MNCs operate

4. Identify and evaluate a range of HRM policies and practices of MNCs

including international management recruitment and selection, training
and development, and pay and reward
 Key topics

• Introduction to HRM and global HRM

• Globalisation and role of MNCs
• Understanding of national differences using cultural and institutional
theories
• MNC international business and HRM strategies
• Key drivers of and methods for global HRM integration
• Diffusion of HR practices across boarders within MNCs
• Recruitment and selection of international managers
• Training and development of international managers
• International pay and reward strategies
 Module Assessment
Assessment Type Word Count Weighting Date of Submission

CTEST1 1500 words equivalent 40% Mid-term

Online Class Test
(Open Book)

WRIT1 2500 words equivalent 60% End of term

Project-Based 1) Group video presentation
Individual Report
2) Individual report
 Module topics and assessments

• Introduction to HRM and global HRM

• Globalisation and its impact on global HRM

• National culture and its impact on HR practices

• National institutional environment and its impact on HR practices Online class test

• MNC strategy/structure and its impact on HR practices

• Global HRM integration

• Recruitment and selection for international managers Project-based report

(including group video presentation)
• Training and development for international managers

• Pay and reward for international managers

 Reading and Research

Lecture and
Textbooks
Seminar
materials

Reputable Journal
Internet articles
sources
 Core Textbooks

• Edwards, T. and Rees, C. (2017) International HRM: Globalisation,

National Systems and Multinational Companies. 3rd Ed. Harlow:
Pearson.
• Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G. (2016)
International HRM. 4th ed. London: CIPD

Other suggested books are available in the module handbook.

Part B: Introduction to HRM and GHRM
GBM6010 Global Human Resource Management

Part B: Introduction to HRM and GHRM

Dr Xiaoni Ren
xren@cardiffmet.ac.uk
1 Defining HRM

2 HR Objectives, Functions and Roles

3 Defining Global HRM

Assessment
4 Importance of global HRM
 Defining HRM
• The concept of HRM first appeared in the 1980s and the use of the term
grew in the 1990s.

• HRM is about how people are employed, managed and developed in

organisations (Armstrong and Taylor, 2020).
• It focuses on people in the organisation (Aswathappa, 2013).

• Organisational performance depends on individual employees’ capabilities

and knowledge. Thus, HRM is crucial to the survival, performance and
success of the organisation (Brewster et al., 2016).

• Boxall and Purcell (2011) regard HRM as all those activities associated with
the management of employment relationships in an organisation.
What do you think are the main HR activities within
an organisation?

https://www.youtube.com/watch?v=8ciAnHfIiFA
 Objectives of HRM
(Aswathappa, 2013, p.13)

The main objective of Societal Objectives

HRM is to ensure the

Organisational
availability of willing Objectives
and competent
workforce to an
Functional
organisation. Objectives

Personal
Objectives
Does every company need an HR department?
 HR Department in a small-sized organisation

Owner

Production Marketing Accounts Office

Manager Managers Manager Manager

Personnel
Assistant

(Aswathappa, 2013, p.16)

HR Department in a large-sized oragnisation

Chairman

Director Director Director Director HRM

Production Finance R&D

Deputy Deputy Deputy

Director Director Director
Recruitment Training Promotions

(Aswathappa, 2013, p.16)

Five main roles for the HRM department
(Ulrich and Brockbank, 2005)
Should every aspect of HRM be the responsibility of those
who work in the HR function or department?
 A joint responsibility

• The supervisor, team leader or line managers has a crucial role in bringing
HRM policies and practices to life (Purcell et al., 2003).

• The various day-to-day HR activities were once the sole remit of the HR
department. But now they have been devolved to line managers in order to
allow for faster decision-making (Carbery and Cross, 2013)

• The HRM function is seen as a ‘management team player... working jointly

with the line manager solving people-related business issues’ (Schuler, 1990,
p51).
• HR professionals provide support and guidance to line managers in these HRM
activities (such as employee selection, discipline and performance management)
(Carbery and Cross, 2013).
From Domestic HRM to International HRM

• Domestic HRM involves managing HR in companies that operate in only

one country.

• When a company has operations across a number of different countries, it

needs to manage HR in an international or global context.

• But, is managing people the same everywhere?

 Defining International/Global HRM
• The worldwide management of people in a multinational company (MNC)
(Poole, 1990)

• ‘How MNCs manage their geographically dispersed workforce in order to

leverage their HR resources for both local and global competitive advantages’
(Scullion, 2005, p.5)

• ‘The ways in which HRM function contributes to the process of globalisation

within MNCs’ (Sparrow and Braun, 2007, p.96 )

• It is about managing an international workforce including expatriates,

frequent commuters, cross-cultural team members and specialists involved in
international knowledge transfer; and managing international HRM activities
through the application of global rule-sets (Lucas, et al., 2010).

• It refers to all HR practices used to manage people in companies operating in

more than one country (Bratton and Gold, 2017).
 International/Global HRM –
why increasingly important?

Growth and
significance of
MNCs

Effective IHRM A need to

Growing interest in
as a success manage
International Human
factor in employees on
Resources
international Management international
business assignments

Transfer HR
practices within
MNCs across
borders (Scullion, 2005 cited in
Carbery and Cross, 2013)
 Further reading
• Armstrong, M. and Taylor, S. (2020) Armstrong’s Handbook of Human Resource
Management Practices. 15th ed. London: Kogan Page
• Aswathappa, K. (2013) Human Resource Management: Text and Cases. 7th ed. Delhi:
McGraw-Hill Publishing Co.
• Bratton, J., and Gold, J. (2017) Human Resource Management: theory and practice.
6th ed. Basingstoke: Palgrave MacMillan.
• Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G. (2016) International HRM.
4th ed. London: CIPD
• Boxall, P. and Purcell, J. (2011) Strategy and Human Resource Management.
Basingstoke: Palgrave MacMillan.
• Carbery, R. and Cross, C. (2013) Human Resource Management: a concise
introduction. Basingstoke: Palgrave MacMillan.
• Lucas, R., Lutpon., B., and Mathieson, H. (2010) HRM in an international context.
London: CIPD.
• Marchington M., and Wilkinson, A. (2012) Human Resource Management at Work.
5th ed. London: CIPD.
 Seminar Activity

• Read the article ‘Impact of globalisation on HRM’

• Can be found in the ‘Lecture 2’ section On Moodle

• Look up any words you don’t understand in the dictionary

• Do your best to answer all the questions

• Bring your answers/notes to the seminar