SHRM in an International Context
(Unit 9: SHRM in an International Context)
Unit 9: SHRM in an International Context
Organisations are increasingly operating in a global setting. Even if their business is UK based, it is likely that they’re involved in an international supply chain, or facing competition from abroad. We will explore the concept of globalisation and the implications for the HR function.
To build on this, we will examine the nature of Multi-National Corporations (MNCs) to understand how HR management differs in these businesses. HR functions in all MNCs share the challenge of coordinating managers, employees and people policies in more than one country.
This diversity presents a range of challenges, including how the organisational culture transfers into other national cultures, which may be very different to the home culture. We will explore how HRM can be integrated with the strategic direction of the organisation and support the development of global people practices that add value across national boundaries.
In this unit we shall:
- Consider the concept of globalisation and the implications for organisations
- Understand what a multi-national corporation (MNC) is and the SHRM challenges they face
- Identify different strategies used by MNCs to manage SHRM challenges
- Consider the importance of culture for globalisation and MNCs
On completion of this unit you will:
- Define and explain the concept of globalisation
- Explain how globalisation is impacting on work and organisations
- Appreciate the implications of globalisation for the practice of SHRM
- Examine the structure, role and activities of international Human Resource Management functions in MNCs and the factors influencing these configurations
Unit 9 Reading
The reading in this unit will introduce the challenges facing SHRM in an international and global context. You will explore the challenges and opportunities presented by globalisation, and the different ways SHRM can manage the workforce in an international setting, to achieve strategic goals. A key part of this is understanding and managing the connection between organisational and national cultures.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T. (2018) Strategic Human Resource Management (2nd Ed.). Oxford: Oxford University Press.
- Chapter 1 – The Global Context of Strategic Human Resource Management
Beardwell, J. and Thompson, A (2014) Human Resource Management: a contemporary approach (7th Ed). Pearson.: Harlow. Online via the Essex eLibrary.
- Chapter 17 – International HRM
Mullins, L.J. with Christy, G. (2016) Management & organisational behaviour. 11th ed. Harlow: Pearson. Online via the Essex eLibrary.
- Chapter 18 – Organisational Culture and Change
What is Organisational Culture ? Why Culture Matters To Your Organization
By the end of this unit you need to reflect on the learning experience in the overall module and how you will be able to apply it to your personal and/or professional life.
Write a short (approx 300-500 words) summary to explain:
- The key things you learned in this module
- Whether your learning from this module has resulted in changed behaviour/ performance/ perspectives, and if so, in what areas – study/ work/ home life? Give specific examples.How they can aid your personal and professional development?
- Has it helped your career? How – be specific.
- Is there room for further development in any of the topics covered?
My Personal and Professional Background:
Founder of Advertising and Communication firm in Hong Kong
Founder of Digital, Social Media & ICT firm in Hong Kong
Founder of Professional Cleaning Product and Service Company in Hong Kong
1 Journal Entry
in total 500 words