RegisterSign In

International Human Resource Management

My Distance Learning College

Description

For many years, human resource management was seen as the "poor relation" of the business functions. Limited to a low-key administrative role, concerned with employee welfare and payroll administration, or at best a trouble-shooting role concerned with resolving labor-management conflicts, human resource professionals were rarely seen as having any significant role to play in determining the organization's overall strategy. In the words of Peter Drucker, personnel was the "trash can".

How things have changed. Increasingly, managers are now realizing that the key resource determining the effectiveness of an organization is its human resources: its people. As long ago as the late 1970s and early 1980s, North American and European managers were beginning to realize that what made Japanese businesses so different, so superbly competitive, was their approach to managing people.

The American management consultants, Peters and Waterman, searching for examples of business excellence in the US, decided that the key lay in the distinctive cultures of their "excellent" businesses.

Current debates in strategic management focus on the conditions for the creation of sustainable competitive advantage. It is becoming clear that many of the traditional marketing and product development bases of competitive strategy can be imitated by competitors relatively easily - the advantage gained through such strategies is often simply not sustainable.

This is less the case with human resource management. The way an organization treats its staff, an organization's culture and its approach to teamwork and innovation are all potentially distinctive and value-creating characteristics that have the potential to create competitive advantage.

Furthermore, the very idiosyncrasy and social complexity of such characteristics means that once created any advantage is likely to be sustainable simply because competitors will find it difficult to imitate.

Topics in this course include:

  • Approaches to International Human Resource Management
  • Context of International HRM
  • Staffing the Organization
  • Managing Performance in an International Context
  • Training and Developing the International Workforce
  • Reward Management for International HRM
  • Repatriation Policies and Practices
  • Employee Relations and the International Firm
  • Issues and Challenges in International HRM


Outcomes

International Human Resource Management Diploma

International Human Resource Management Diploma issued by My Distance Learning College, entitling you to use the letters SAC Dip after your name.

Assessment

After each lesson there will be a question paper, which needs to be completed and submitted to your personal tutor for marking. This method of continual assessment ensures that your personal tutor can consistently monitor your progress and provide you with assistance throughout the duration of the course.

course quick facts
course code DED9441
cost $260.00
estimated time to
complete course
135 Hours
course materials
available
365 Days