KS International Management 2

Workload Education level Study areas Responsible person Hours per week Coordinating university
3 ECTS M2 - Master's programme 2. year Business Administration Robert Breitenecker 1 hpw Universität Bergamo
Detailed information
Original study plan Master's programme Joint Master's Program Global Business - Russia/Italy 2021W
Objectives The ultimate objective of the course is to transfer the main logics and methodologies of the principal human resource and diversity management tools in an international and multi-cultural context.

By the end of the course, students will have gained an inside into:
- The universalistic and the contextual paradigms in the management of people in international contexts
- The impacts of cultural diversities and socio-economic institutions on designing effective human resource policies and practices in different countries
- The key challenges in human resource and employee relations facing MNCs and their employees
- The challenge of designing strategic management systems able to balance the global and local imperatives

Subject Issue Title and essence
Тема 1 Human resource management in international contexts

  • Best-practice vs best-fit approach
  • Cross-national differences in human resources and organization
  • HRM in Europe and in developing countries

Тема 2 Designing human resource management practices in international contexts (1):Selection and recruitment

Тема 3 Designing human resource management practices in international contexts (2): Training and development

Тема 4 Designing human resource management practices in international contexts (3):Compensation and Performance appraisal

Тема 5 Managing international employees

  • Expatriates
  • Repatriates
  • International Careers

Тема 6 Diversity management in MNCs

Criteria for evaluation
Methods The course will exist of through theory-grounded study, as well as through practical and micro-founded analysis of organizational practices. Critical issues and problems related are identified and examined in order to enhance a pragmatic approach.
Language English
Study material Main literature (provisional)
1. Brewster, C. Sparrow, P. and Dickmann, M. (eds.) (2008) International Human Resource Management: Contemporary Issues in Europe (2nd edition), Routledge, London
2. Adler J. (2008). International Dimensions of Organizational Behavior, Mason: Thomson-South-Western.
3. Harzing, A.W., Pinnington A. (2011) International Human Resource Management, 3rd edition, London: Sage Publications.
4. Mayrhofer, W., Brewster, C., Morley, M. and Ledolter, J. (2011) Hearing a Different drummer? Evidence of convergence in European HRM, Human Resource Management Review 21 (1): 50-67
5. Taylor, S. Beechler S. Napier N. (1996) Toward an Integrative Model of Strategic International Human Resource Management, Academy of Management Review 21: 959-985.
6. Horwitz, F. M. (2011), Future HRM challenges for multinational firms in Eastern and Central Europe. Human Resource Management Journal, 21: 432–443
7. Brewster, C and Viegas-Bennett, C. (2010) Perceptions of business cultures in Eastern Europe and their implications for international HRM, Human Resource Management Journal 21(4): 2568-2587
8. Schuler, R. S., Budhwar, P. S. and Florkowski, G. W. (2002), International Human Resource Management: Review and Critique. International Journal of Management Reviews, 4: 41–70.
9. Edwards T., Kuruvilla, S. (2005), International HRM: national business systems, organizational politics and the international division of labour in MNCs, International Journal of Human Resource Management, 16:1, 1-21.
Changing subject? No
On-site course
Maximum number of participants 40
Assignment procedure Assignment according to priority