Faculty
Rikke Kristine Nielsen, Kenneth Børgesen

Course Coordinator
Henrik Holt Larsen

A basic knowledge of organization theory and/or organizational behaviour is advantageous but not a requirement, as is knowledge (theoretical and/or practical) of transnational contexts and processes

Human resource management (HRM) is a key field in today’s business world, and is practised in many different ways. This course focuses on international/intercultural human resource management. The first looks at national, regional and sectoral differences in the way HRM is practiced (what could be called comparative HRM). The second builds upon this basis and looks at how multi-national/global companies develop HRM practices to span and draw benefit from transnational differences. This course also provides a summary introduction to the evolution of HRM as a discipline or academic field of study and a realm of corporate or organizational practice. The course introduces a variety of theories, perspectives and approaches to the study and practice of human resource management and development, as well as theories and perspectives on what the causes and consequences of international/cultural difference and globalization. Basic HR issues such as recruitment, selection and retention of employees, competence and skill development, career planning and development and incentives and motivation are taken up from a international perspective. Topics are discussed and analysed using on theory, cases and practical problems. The class will be a combination of student presentation, lectures, guest lecturers, group work and plenum discussion. Students are encouraged and required to actively participate in class.

The course functions as an eye-opener and a first peak into the world of the human resources that should help students understand and ponder the complex interaction between business performance and people management in an international context. This course enables students to navigate the muddy waters of a field where different and at times conflicting rationales are in play combining intercultural understanding with a global outlook on business as well as insight into the “humane” side of business success.

After having attended the course, the student should demonstrate:

- Comprehensive general knowledge about HRM as a discipline or academic field of study and a realm of corporate or organizational practice

- Ability to describe, classify, structure, and combine the concepts, theories, methods, and models of the course.

- Analyse and synthesise concrete problems within human resource management by applying the concepts, theories, methods, and models of the course.

- Ability to evaluate and discuss solutions to problems within international human resource management at an independent and reflected academic level.

- Familiarity with specific core topics within the field of HRM, in particular how organizations attract, retain and develop individuals

- ability to contextualize the way organizations deal with human resources based on a thorough knowledge about key aspects of comparative and international human resource management

- Ability to critically analyze theoretical and/or practice oriented HRM challenges, in particular the ones relevant to internationally oriented organizations.

The exam is a 4-hour open book exam. The assessment is done by one of the lecturers of the course

a. Brewster, C. et al. International Human Resource Management. London: CIPD, 2. ed. 2007

b. 10 individually chosen research-based articles from the EmeraldManagementXtra-database.

c. 10 research-based articles chosen by the lecturers.