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Strategic International Human Resource Management

  • Course Code: MSc International Human Resources/ MSc Internation
  • Course Title: BBM-7-SIH
  • Country: UK
  • University: School of Business

1. Short Description

The module investigates and analyses current practice and developments in Strategic Personnel and Development with full regard to International context. It focuses clearly on the importance of Strategic HRM as being a key to the success and competitive edge of today’s organisations.

2. Learning Outcomes

2.1 Knowledge and Understanding

Students at the end of the module should be able to:

  • Demonstrate a comprehensive understanding of the external and internal influences on the strategic philosophy and practice in an organisation;
  • Demonstrate a comprehensive understanding of strategic HRM theories, concepts and techniques in different organisational cultural settings.

2.2 Intellectual Skills

Students at the end of the module should be able to:

  • Deal with complexity, ambiguity and/or contradictions in the knowledge base, and make confident
  • selection of strategic HR policies and plans in line with the strategic direction of an organisation;

Evaluate critically current research and advances scholarship in the international strategic human resource management.

2.3 Practical Skills

Students at the end of the module should be able to:

  • Produce an in-depth analytical and evaluative project.

In addition, the following skills will be enhanced:

  • Interpersonal skills will be developed during group work and seminar discussions;
  • Analysis and problem solving skills in class in seminar work and graded projects;
  • Independent study and learning by reading in preparation for seminars and for the graded project and examination questions;
  • Communications skills via class discussion, presentations and projects;
  • Use of IT by accessing electronic databases in researching for seminar presentations and graded projects.

2.4 Transferable Skills

Students at the end of the module should be able to:

  • Continue to advance personal knowledge and understanding and to develop new skills to a high level through research, discussion, debate, practice, feedback and reflection;
  • Think critically and analytically;
  • Appreciate strategic and innovative thinking;
  • Intellectually take risks;

5. Assessment of the Module

The assessment of the module is specifically designed to meet not only the Learning Outcomes of the Module descriptor but also test the application of Transferable Skills.

Learning Outcomes:

Produce an in-depth analytical and evaluative project.

Deal with complexity, ambiguity and/or contradictions in the knowledge base, and make confident selection of strategic HR policies and plans in line with the strategic direction of an organisation.

Demonstrate a comprehensive understanding of the external and internal influences on the strategic philosophy and practice in an organisation.

Demonstrate a comprehensive understanding of strategic international human resource theories, concepts and techniques in different organisational cultural settings.

Evaluate critically current research and advanced scholarship in international strategic human resource management.

Continue to advance personal knowledge and understanding and to develop new skills to a high level through research, discussion, debate, practice, feedback and reflection.

Transferable Skills:

Critical and analytical thinking

Strategic and innovative thinking

Intellectual risk taking

Emotional intelligence

Research

Solution

Introduction

Strategic international human resource management, the human resource functions are actively involved in the strategic activities of a firm. It is the linkage between the international human resource management in relation with the strategic needs of the business. The organisation undertaken under this report is Tesco which is an British multinational groceries and general merchandise retailer and it is headquartered in United kingdom (Noe and et. al., 2017). The report will analyse the HR policies of the organisational and it will also examine the concept of performance management and its effectiveness in the business.

Main Body

The advantages and disadvantages to a firm in attempting to pursue a uniform system of performance management across its international operations.

Human resource practices comprises of means by which human resources personnel can develop the leadership of their staff. That can be facilitated by development of extensive training courses and motivational programs for example devising different systems that can direct and assists management in performing present performance appraisal. Where as human resource policies comprises of providing guidelines that are adopted by organisations. Tesco organisation model involves and offers training and development to all the employees across different global location so that their efficiency and effectiveness of their employees can be enhanced as per needs so uniform performance management cannot help the business as the skills set of employees differ from different locations. . They have developed their organisational culture by extending their logo every little helps to prove their commitment towards employees and customers. The human resource strategy of the business resolves around providing work simplification, challenging unwritten rules, rolling out of all the head office employees and performance management which is related with achieving steering wheel target (Morschett, Schramm-Klein and Zentes, 2015).

Performance management can be elaborated as an process that focusses on creating a work environment that help the employees to perform to the at their best abilities. It also ensures that the goals are met in an effective and efficient manner.

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