Course detail

International Human Resource and Information Management

FP-EihrimPDAcad. year: 2018/2019

a) Introduction to international dimensions of Human Resource Management and Management/Organisational Behaviour: aimed at providing the necessary background in management theory and practice.
b) Core theories, concepts and concerns relating to recruitment, selection, training, motivation, leadership and staffing strategies at international level.
c) Exploring data, information and knowledge: an examination of the ways in which information is used and distorted in organisations and the impact of ICT-enabled applications on management.
d) Information and knowledge: potential value and competitive advantage. Introducing and exploring key applications and their role within the international organisation. This will include key features, relationships and implications for data, information, knowledge and for people and their relationship to IS and culture.
e) Development of people and their relationship IS and culture as a mechanism for discussing both success and failure within the organisational environment. Highlighting changing roles and skills requirements which provide wider implications.

Language of instruction

English

Number of ECTS credits

7

Mode of study

Not applicable.

Guarantor

prof. Ing. et Ing. Stanislav Škapa, Ph.D.

Department

Faculty of Business and Management (FP)

Learning outcomes of the course unit

a) Critically assess and demonstrate a clear understanding of the main theories/models in international HRM
b) Augment critical understanding of relevant theories and debates in the use of information systems to support modern organisations
c) Highlight an international awareness and openness to the world in terms of work organisation and information systems support, based on appreciation of social and cultural diversity
d) Demonstrate a critical understanding and appreciation of global business context and its association for managing people, information and knowledge
e) Demonstrate independent study and research skills through the critical application of models, theories and concepts in class discussion, written work and the analysis of case studies.
f) Work collaboratively in internationally diverse teams

Prerequisites

Successful completion of the course is conditional on the knowledge of management and information systems.

Co-requisites

Not applicable.

Planned learning activities and teaching methods

Interactive lectures, discussions and seminars, which include exercises, case studies, videos and plenary discussions.

Assesment methods and criteria linked to learning outcomes


50% Case study based group role-play competition with two consultancy teams of mixed nationalities meet ‘head to head’ in a business meeting with senior management (assessors) to discuss diagnosis and prognosis of international HRM issues in the case organisation. After the assessment, students should submit 1000 words case analysis in an essay style, detailing the case analysis supported with relevant literature and exemplars. To comply with the NBS’ Group Work Policy, students should also submit 1) group work evidence; 2) peer assessment form; 3) 500words, individual reflection of group work.
The assessment will be marked using grade based assessment sheet with written comments against both individually assessed group-work criteria and the criteria for the role-play competition.
Learning outcomes assessed: a); d); f)

50% 2000 words, essay style
Information / Knowledge focus in relation to organisational issues
Learning outcomes assessed: b); c); e)

Course curriculum

Introduction to international dimensions of Human Resource Management and Management/Organisational Behaviour: aimed at providing the necessary background in management theory and practice.
b) Core theories, concepts and concerns relating to recruitment, selection, training, motivation, leadership and staffing strategies at international level.
c) Exploring data, information and knowledge: an examination of the ways in which information is used and distorted in organisations and the impact of ICT-enabled applications on management.
d) Information and knowledge: potential value and competitive advantage. Introducing and exploring key applications and their role within the international organisation. This will include key features, relationships and implications for data, information, knowledge and for people and their relationship to IS and culture.
e) Development of people and their relationship IS and culture as a mechanism for discussing both success and failure within the organisational environment. Highlighting changing roles and skills requirements which provide wider implications.

Work placements

Not applicable.

Aims

This module provides management students the opportunity to study two core sub disciplines, Human Resource Management (HRM) and Information Systems (IS) as a coherent whole. The focus of this ‘coherent whole’ will emphasise both the uniqueness of both disciplines but also their interrelatedness in terms of their contribution to the development and changing needs of organisational practises. These disciplines are often taught as independent ‘silos’ under the management rubric but in fact share a common concern reflected in changing organisational needs, practises, structures, and cultures, as well as changing roles reflected by and through technological deployment, sustainability and information use.

Specification of controlled education, way of implementation and compensation for absences

Attendance at lectures is not compulsory, but is recommended. Attendance at seminars is checked by the tutor. Lessons are composed on the basis of weekly schedules. Way of substituting missed lessons is fully in competence of a teacher.

Recommended optional programme components

Not applicable.

Prerequisites and corequisites

Not applicable.

Basic literature

Beynon-Davies, P. (2009) Business Information Systems, Basingstoke, Palgrave Macmillan (EN)
Brewster, C., Sparrow, P. and Vernonet, G. (2011) International Human Resource Management, 3rd Ed. London: CIPD. (EN)
Dowling, P. and Welch, D. (2008) International Human Resource Management: Managing People in a Multinational Context, London: Thomson. (EN)
Hislop, D. (2009) Knowledge Management in Organizations, Oxford: Oxford University Press (EN)
Harzing, A.W. and Pinnington, A.H. (2011) International Human Resource Management. London: Sage. (EN)
Laudon, K.C. and Laudon, J.P. (2014) Management Information Systems: managing the digital firm, 13th Ed. Boston: Pearson. (EN)

Recommended reading

Not applicable.

Classification of course in study plans

  • Programme MGR-EBF-D Master's

    branch MGR-EBF , 2. year of study, winter semester, compulsory

Type of course unit

 

Lecture

50 hours, optionally

Teacher / Lecturer

prof. Ing. et Ing. Stanislav Škapa, Ph.D.

Syllabus

a) Introduction to international dimensions of Human Resource Management and Management/Organisational Behaviour: aimed at providing the necessary background in management theory and practice.
b) Core theories, concepts and concerns relating to recruitment, selection, training, motivation, leadership and staffing strategies at international level.
c) Exploring data, information and knowledge: an examination of the ways in which information is used and distorted in organisations and the impact of ICT-enabled applications on management.
d) Information and knowledge: potential value and competitive advantage. Introducing and exploring key applications and their role within the international organisation. This will include key features, relationships and implications for data, information, knowledge and for people and their relationship to IS and culture.
e) Development of people and their relationship IS and culture as a mechanism for discussing both success and failure within the organisational environment. Highlighting changing roles and skills requirements which provide wider implications.