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Global HRM Strategies

Human Resources

(
HRM71006
)
Unit Code
HRM71006
Level
Level 7
Distance Learning
£475
Class Room
£1490
Verification
BLOCKCHAIN-BASED
Unit Code
HRM71006
Level
Level 7
Distance Learning Fee
£475
Face to Face Fee
£1490
Verification
BLOCKCHAIN-BASED
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Total Fee £1600

£2360 (£1600 during the tuition waiver period)

Please see the Tuition Fee section to see if you are eligible for a scholarship.
Course Overview

This module aims to provide a comprehensive exploration of human resource management (HRM) from a global perspective, emphasising the importance of understanding diverse cultural, legal and socio-economic contexts in which HRM practices are embedded. As organisations operate increasingly in international contexts, understanding the complexities of managing a global workforce becomes paramount. Students will delve into key topics including global talent management, cross-cultural leadership and the challenges and opportunities of managing employees in different regions of the world.

Furthermore, the module underscores the significance of well-being in HRM, elucidating its dual importance: as a strategic imperative to enhance performance and commitment and as an ethical responsibility of organisations to their workforce. Through case studies, discussions and research, students will grasp the intricacies of integrating well-being strategies in global HRM practices. By the end of this module, learners will be equipped with the knowledge and skills to develop, implement and evaluate HRM practices that cater to the unique demands of global operations while promoting the well-being of their employees.

Course Content

Understanding Global Workforce Dynamics

  • Fundamentals of Global HRM
    • Defining Global HRM and Its Significance
    • Exploring the Scope and Challenges of Managing a Global Workforce
    • Aligning HRM Practices with Global Strategies
  • Cultural Diversity and Inclusion
    • Understanding Cultural Nuances and Their Impact on HRM
    • Strategies for Fostering Diversity and Inclusion in Global Settings
    • Addressing Cultural Biases and Promoting Cultural Intelligence
  • Legal and Socio-Economic Considerations
    • Navigating International Labor Laws and Regulations
    • Understanding Socio-Economic Factors Affecting Global HRM
    • Ethical Considerations in Global Workforce Management

‍Well-Being in Global HRM

  • Conceptualizing Employee Well-Being
    • Defining and Measuring Well-Being in The Workplace
    • The Impact of Well-Being on Performance, Commitment, and Retention
    • Psychological and Physical Aspects of Employee Well-Being
  • Strategies for Promoting Well-Being
    • Designing Workplace Initiatives for Health and Well-Being
    • Balancing Work-Life Integration in a Global Context
    • Supporting Mental Health and Resilience in Diverse Work Environments
  • Evaluating Well-Being Programs
    • Metrics and Tools for Assessing Well-Being Initiatives
    • Feedback Mechanisms and Continuous Improvement
    • Case Studies on Successful Well-Being Programs in Global Companies

‍Global Talent Management

  • Talent Acquisition and Mobility
    • Strategies for Global Talent Sourcing and Recruitment
    • Managing International Assignments and Talent Mobility
    • Integrating Repatriation Strategies into Talent Management
  • Talent Development and Retention
    • Designing Global Career Development Programs
    • Retention Strategies for a Global Workforce
    • Succession Planning in a Global Context
  • Challenges in Global Talent Management
    • Addressing Skills Gaps and Labor Market Fluctuations
    • Navigating Cross-Border Communication and Collaboration Issues
    • Leveraging Technology for Global Talent Management

‍ Cross-Cultural Leadership

  • Understanding Cross-Cultural Dynamics
    • The Role of Leadership in Diverse Cultural Settings
    • Overcoming Cultural Barriers to Effective Leadership
    • The Importance of Cultural Adaptability and Sensitivity
  • Developing Cross-Cultural Leaders
    • Identifying and Nurturing Leadership Potential in a Global Context
    • Training and Development Strategies for Cross-Cultural Competencies
    • Case Studies of Successful Cross-Cultural Leaders
  • Leading Global Teams
    • Strategies for Managing and Motivating Multicultural Teams
    • Communication and Conflict Resolution in Diverse Teams
    • Fostering Innovation and Collaboration in Global Teams

‍ Performance Enhancement in Global HRM

  • Global Performance Management
    • Designing and Implementing Global Performance Appraisal Systems
    • Aligning Performance Metrics with Global Business Objectives
    • Addressing Feedback and Improvement in a Multicultural Context
  • Reward and Recognition in a Global Context
    • Developing Compensation and Benefits Strategies for a Global Workforce
    • Cultural Considerations in Reward and Recognition Programs
    • Aligning Rewards with Performance and Well-Being
  • Ethical Responsibility and Performance
    • Promoting Ethical Practices in Global HRM
    • The Impact of Corporate Social Responsibility on Performance and Reputation
    • Case Studies on Ethical Dilemmas in Global HRM

‍Integrating Well-Being into Global HRM Strategies

  • Holistic Approaches to HRM
    • Integrating Physical, Mental, and Social Well-Being into HRM Practices
    • Developing Policies and Programs that Support Comprehensive Well-Being
    • Leveraging HRM to Create A Culture of Well-Being
  • Technology and Well-Being
    • Utilizing Technology to Support Well-Being Initiatives
    • The Role of HRis (Human Resource Information Systems) in Promoting Well-Being
    • Addressing the Challenges of Remote Work and Digital Well-Being
  • Global Initiatives and Collaborations
    • Collaborating with International Health and Well-Being Organizations
    • Benchmarking and Learning from Global Best Practices
    • Fostering Community and Support Networks Across Global Operations

‍Leadership and Change Management In Global HRM

  • Leading Change in Global HRM
    • Understanding the Dynamics of Change in Global Organizations
    • Strategies for Leading and Managing Change in HRM
    • Communicating and Embedding Change Across Global Operations
  • Developing Agile and Resilient HRM Practices
    • Building Agility and Resilience into HRM Strategies
    • Preparing for and Responding to Global Crises and Uncertainties
    • Fostering Adaptability and Continuous Learning
  • Evaluating and Sustaining Change
    • Measuring the Impact of HRM Changes on Global Operations
    • Ensuring the Sustainability of HRM Initiatives
    • Continuous Improvement and Innovation in Global HRM Practices
Learning Outcome & Assessment Criteria

1.  Understand the complexities and nuances of managing a diverse global workforce

  1. Analyse key challenges and opportunities of HRM practices across different cultural and socio-economic contexts
  2. Compare and contrast HRM practices in at least two distinct global regions
  3. Investigate real-life case studies demonstrating the impact of global contexts on HRM strategies
  4. Evaluate the effectiveness of HRM strategies tailored for specific global regions

‍

2.  Recognise the importance of employee well-being in the context of global HRM and its impact on performance and commitment

  1. Appraise the role of well-being initiatives in enhancing employee performance and organisational commitment
  2. Discuss ethical considerations regarding employee well-being in a global context
  3. Design a well-being strategy tailored for a specific global region or cultural context
  4. Measure the potential impact of well-being initiatives on global HRM outcomes

‍

3.  Develop strategies to integrate and promote well-being in global HRM practices

  1. Formulate a comprehensive well-being strategy for a global organisation
  2. Present recommendations for promoting well-being within diverse global teams
  3. Reflect critically on the challenges of implementing well-being initiatives across various cultural contexts
  4. Propose methods to monitor and evaluate the effectiveness of implemented well-being strategies

‍

4.  Grasp the intricacies of cross-cultural leadership and its role in global HRM

  1. Differentiate between leadership styles across various global regions
  2. Assess the impact of cross-cultural leadership on team dynamics and performance
  3. Conduct research on successful cross-cultural leadership case studies
  4. Design training modules or sessions aimed at enhancing cross-cultural leadership skills
Assessment
  • The assessment strategy for this course is designed to test all the learning outcomes.
  • Learners must demonstrate successful achievement of all learning outcomes to pass the course.
Assessment Marking Criteria

Scholarships

Citizens of the following countries are eligible for a 50% scholarship upon writing a personal statement. All scholarships are to be approved by the Academic Board. The list of countries are: Sri Lanka, Indonesia, Philippines, Bhutan, Morocco, Vietnam, Papua New Guinea, Laos, Cambodia, India, Nigeria, Ghana, Bangladesh, Laos, Myanmar, Pakistan, Nepal and South Africa. Please talk to your student counselor and ask for the Coupon Code to get the 50% Tuition Waiver.

  • The assessment criteria for a pass will be presented with the summative exercise.
  • Further information and guidance on the assessment will be made available through the tutor.
Unit Pass Requirements

To pass the unit a 40% overall grade must be achieved.

Frequently Asked Questions
What is included in the cost of my programme?
  • All course material, including online modules and written assignments
  • Unlimited personal tutor support with online sessions
  • Dedicated student support
  • Access to an online community learning forums
  • Assignment marking and feedback
Am I eligible for this programme?

You are eligible if you meet our stipulated entry requirements.

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