Unit convenor and teaching staff |
Unit convenor and teaching staff
Unit Convenor
Jane Maley
Contact via Email
Please view consultation hours via iLearn - https://ilearn.mq.edu.au/login/MQ/
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Credit points |
Credit points
3
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Prerequisites |
Prerequisites
HRM201 and HRM250
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Corequisites |
Corequisites
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Co-badged status |
Co-badged status
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Unit description |
Unit description
This unit explores the critical issues facing organisations when managing their human resources at home and abroad. It focuses on the connection between corporate strategies and the effective management of human resources, which at times may require differing policies across countries. The unit is based on the principle that competitive firms require appropriate policies, and strategies for managing their employees at every level of the enterprise. A number of recent developments have made international human resources management increasingly crucial for organisations.
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Information about important academic dates including deadlines for withdrawing from units are available at https://www.mq.edu.au/study/calendar-of-dates
On successful completion of this unit, you will be able to:
Name | Weighting | Hurdle | Due |
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In class Quiz | 10% | No | Week 6 |
Individual Essay | 30% | No | Week 10 |
Class Participation | 10% | No | Ongoing |
Final Exam | 50% | No | University Exam Week |
Due: Week 6
Weighting: 10%
Students that do not attend the class quiz time will be awarded a mark of '0' for the task, except for cases in which an application for special consideration is made and approved.
This penalty does not apply for cases in which an application for Special Consideration is made and approved. Note: applications for Special Consideration Policy must be made within 5 (five) business days of the due date and time.
Due: Week 10
Weighting: 30%
Late essays must also be submitted through Turnitin. No extensions will be granted. There will be a deduction of 10% made from the total available marks for each 24 hour period or part thereof that the submission is late (for example, 25 hours late in submission incurs a 20% deduction). Late submissions will be accepted up to 96 hours after the due date and time.
This penalty does not apply for cases in which an application for Special Consideration is made and approved. Note: applications for Special Consideration Policy must be made within 5 (five) business days of the due date and time.
Due: Ongoing
Weighting: 10%
No extensions will be granted. Students who have not participated in the task prior to the deadline will be awarded a mark of '0' marks, except for cases in which an application for special consideration is made and approved.
This penalty does not apply for cases in which an application for Special Consideration is made and approved. Note: applications for Special Consideration Policy must be made within 5 (five) business days of the due date and time.
Due: University Exam Week
Weighting: 50%
Required text |
The text is available from the Co-Op Bookshop. Copies are held in the Library's Reserve section. |
Unit web page | The web page for this unit can be found at: https://ilearn.mq.edu.au/login/MQ/ |
Technology Used and Required |
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Delivery Format and Other Details |
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Recommended readings |
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Week |
Lecture Topic & Readings |
Tutorial Topic |
1 | Introduction - Globalising HRM: Changing business practice. Chapter 1, Brewster et al., (2016) . Cooke, Fang Lee, et al (2019). How far has international HRM travelled? A systematic review of literature on multinational corporations (2000–2014).Human Resource Management Review 29(1) 59-75. | No tutorial |
2 | The cross-cultural context of international HRM. Chapter 2, Brewster et al., (2016). | Expectations and time for questions |
3 | The impact of national culture on the firm. Chapter 3, Brewster et al., (2016). Farndale, E., & Sanders, K. (2017). Conceptualizing HRM system strength through a cross-cultural lens. The International Journal of Human Resource Management, 28(1), 132-148. | Convergence debate |
4 | Culture and organisational life. Chapter 4, Brewster et al., (2016). | South Korean MNC |
5 | Comparative HRM. Chapters 5 & 6 Brewster et al., (2016). Budhwar, P. S., & Debrah, Y. (2001). Rethinking comparative and cross-national human resource management. International Journal of Human Resource Management. | Modern day slavery |
6 | Flexibility and work-life balance. Chapter 7, Brewster et al., (2016) . | Class mobility |
7 | Global recruitment and selection of global employees. Chapter 8, Brewster et al., (2016). Harris, H., & Brewster, C. (1999). The coffee-machine system: how international selection really works. International Journal of Human Resource Management, 10(3), 488-500. | Union membership differences across borders |
Mid Semester Break | ||
8 | Global performance management. Chapter 9, Brewster et al., (2016). Maley, J. (2014). Sustainability: the missing element in performance management. Asia-Pacific Journal of Business Administration, 6(3), 190-205. | Recruitment across different cultures |
9 | Global compensation. Chapter 10, Brewster et al., (2016). | Performance management across borders |
10 | Global HR development. Chapter 11, Brewster et al., (2016). Goergen, M., Brewster, C. and Wood, G. (2009). Corporate Governance and Training. Journal of Industrial Relations 51 (4): 461-489. | Differences in pay across borders |
11 | Managing the global manager. Chapter 14, Brewster et al., (2016). Harvey, M., & Moeller, M. (2009). Expatriate mangers: A historical review. International Journal of Management Reviews, 11(3), 275-296. | The expensive expatriate manager |
12 | Managing global diversity , Chapter 15, Brewster et al., (2016). | Revision |
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Our graduates will take with them the intellectual development, depth and breadth of knowledge, scholarly understanding, and specific subject content in their chosen fields to make them competent and confident in their subject or profession. They will be able to demonstrate, where relevant, professional technical competence and meet professional standards. They will be able to articulate the structure of knowledge of their discipline, be able to adapt discipline-specific knowledge to novel situations, and be able to contribute from their discipline to inter-disciplinary solutions to problems.
This graduate capability is supported by:
We want our graduates to be capable of reasoning, questioning and analysing, and to integrate and synthesise learning and knowledge from a range of sources and environments; to be able to critique constraints, assumptions and limitations; to be able to think independently and systemically in relation to scholarly activity, in the workplace, and in the world. We want them to have a level of scientific and information technology literacy.
This graduate capability is supported by:
Our graduates should be capable of researching; of analysing, and interpreting and assessing data and information in various forms; of drawing connections across fields of knowledge; and they should be able to relate their knowledge to complex situations at work or in the world, in order to diagnose and solve problems. We want them to have the confidence to take the initiative in doing so, within an awareness of their own limitations.
This graduate capability is supported by:
As local citizens our graduates will be aware of indigenous perspectives and of the nation's historical context. They will be engaged with the challenges of contemporary society and with knowledge and ideas. We want our graduates to have respect for diversity, to be open-minded, sensitive to others and inclusive, and to be open to other cultures and perspectives: they should have a level of cultural literacy. Our graduates should be aware of disadvantage and social justice, and be willing to participate to help create a wiser and better society.
This graduate capability is supported by:
The unit content for this subject is reviewed on a regular bases and updated if required. The assessment and text-book for this subject has not changed since 2017.
Woellner R, Zetler J, "Satisfying the Taxpayer's Burden of Proof in Challenging a Default Assessment: The Modern Labours of Sisyphus?" (December 2014) Journal of Australasian Law Teachers Association
Woellner R, Zetler J, "Judge Not Lest Ye Be Judged - The Trials of a Modern Litigant" (December 2013) Journal of Australasian Law Teachers Association
Julie Zetler,'Legal and Ethical Impact of Electronic Health Records on Privacy and Confidentiality' (Doctorate, Faculty of Laws, University of Sydney, 2015).
Zetler J, Bonello R, Essential Law, Ethics and Professional Issues in CAM (Elsevier, 2012).