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Engineering (BE)
Apr’26 month certification
FAQ – Apr’26 Month Certification Drive
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BMS – SEM 6 – HRM in Global Perspective

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Course Content

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Module 1 – International HRM: An Overview 21 Topics

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Lesson Content

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1.11 Qualities of Global Managers

1.21 Dealing with Cultural Shock

1.20 Managing Diversity in Workforce

1.19 Difference Between Comparative HRM and IHRM

1.18 Comparative HRM: Meaning and Importance

1.17 Importance of cultural sensitivity to international managers

1.16 Problems of Cross Cultural Issues in Organization

1.15 Role of IHRM in Cross Cultural Management

1.14 Convergence of Cultures

1.13 Components of IHRM: Cross Cultural Management Meaning and Features

1.12 Organizational Dynamics and IHRM

1.1 International HRM Meaning and Features

1.10 Limitations of IHRM

1.9 Approaches to IHRM; Ethnocentric, Polycentric, Geocentric and Regiocentric

1.8 Difference between International HRM and Domestic HRM

1.7 Functions of IHRM

1.6 International HRM Scope

1.5 Significance of IHRM in International Business

1.4 Reasons for emergency of IHRM

1.3 Evolution of IHRM

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Module 2 – Global HRM Functions 17 Topics

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2.9 Cross Cultural Ttraining, Issues in Cross Cultural Training

2.17 Trade Union

2.16 International Industrial Relations Meaning

2.15 Benchmarking International Practices

2.14 Reward System Meaning

2.13 Motivation System Meaning

2.12 Problems Faced in International Performance Management

2.11 Criterion Used for Performance Appraisal of International Employees

2.10 International Performance Management Meaning, factors

2.1 International Recruitment and Selection Meaning

2.8 HRM Perspectives in Training and Development

2.7 Approaches to International Compensation

2.6 Components of International Compensation Programme

2.5 International Compensation Meaning Objectives

2.4 Managing Global Diverse Workforce

2.3 Global Staffing

2.2 Sources of International Labour Market

Module 3 – Managing Expatriation and Repatriation 13 Topics

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3.2 Expatriation Meaning

3.1 Concepts of PCNs (Parent Country Nationals), TCNs (Third-Country Nationals), HCNs (Host-Country Nationals)

3.3 Factors in selection of expatriaties

3.4 Advantages of using Expatriates

3.5 Limitations of Using Expartiaties

3.6 Reasons for Expartiate Failure

3.8 Women and Expatriation

3.7 Role of Non-expatriates

3.9 Characteristics of Effective Expartriate Managers

3.10 Repatriation Meaning and Process

3.12 Role of Repatriates

3.11 Factors Affecting Repatriation Process

3.13 Challenges faced by Repatriates

Module 4 – International HRM Trends and Challenges 19 Topics

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4.10 How Projects are Managed Across the World

4.19 Knowledge Management and IHRM

4.17 Growth in Strategic Alliances, Impact on IHRM

4.18 Cross Border Mergers and Acquisitions

4.16 Managing HR in Virtual Organization

4.15 Difference Between Virtual Organization and Traditional Organization

4.14 IHRM and Virtual Organization Meaning and Features of Virtual Organization

4.13 Role of Technology on IHRM

4.12 HR/IR in MNCs

4.11 Challenges in Managing International Projects

4.1 Emerging Trends in IHRM

4.9 Managing International Projects and Teams Meaning

4.8 Opertionalizing Corporate Ethics of HR in Overall Corporate Ethics Programme

4.7 Criminalization of Bribery

4.6 International Corporate Code of Conduct

4.5 Global Values

4.4 Business Ethics

4.3 Importance of Offshoring

4.2 Offshoring Meaning

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