GOVERNMENT COLLEGE

UNIVERSITY FAISALABAD
FACULTY OF ECONOMICS & MANAGEMENT SCIENCES

Course Specifications

International Human Resource Management

BAM-665
Fall 2024-25

https://gcuf.edu.pk/dept-lyallpur-business-school
 COURSE SPECIFICATIONS
Basic Information
Course Title: International Human Resource Management
Course Code: BAM-665
Course credits/week: Theory: 03 Lab: Nil Total: 03
Pre-requisite(s): Human Resource Management,
Organizational Behavior, Principles of
Management
Co-requisite(s):
Program(s) on which the course is given: BBA 7th
Is the course major or minor element of the Major: Minor:
program:
Department offering the program: Lyallpur Business School
Department offering the course: Lyallpur Business School
Academic year/level: 4th
Revision #:
Last revised on (date):

Course Description:
The course ‘International Human Resource Management’ is designed to
provide students with an understanding of the complexities involved in
managing human resources in an international context. It aims to equip
students with the knowledge, skills, and practical tools necessary for
managing global human resources effectively.
The course starts with an introduction to the basics of human resource
management and how it differs from international human resource
management. Students will learn about the various aspects of international
human resource management, including cultural differences, legal
frameworks, recruitment, selection, training, compensation, and performance
management.
Students will learn about the cultural dimensions that impact international
human resource management, such as power distance, individualism vs.
collectivism, uncertainty avoidance, and masculinity vs. femininity. The
course will also cover the challenges associated with managing a diverse
workforce in different countries, and how to develop policies and practices
that respect and value cultural differences.
Students will also learn about the legal and regulatory frameworks that
govern international human resource management, including labor laws,
immigration laws, and employment contracts. The course will examine how
these laws and regulations impact HR policies and practices in different
countries.
The course will also cover the various recruitment and selection methods
used in international human resource management, including expatriation,
localization, and third-country nationals. Students will learn about the
advantages and disadvantages of each method, and how to select the best
method based on organizational needs.
Students will also learn about the training and development needs of global
employees, and how to design and deliver effective training programs. The
course will cover topics such as cross-cultural training, language training, and
leadership development.
The course will also cover the various compensation and benefits packages
used in international human resource management, including expatriate
compensation, local compensation, and global compensation. Students will
learn about the various factors that impact compensation and benefits
packages, such as tax laws, currency fluctuations, and cost of living
differences.
Finally, the course will cover the performance management process in
international human resource management, including performance appraisal,
feedback, and rewards. Students will learn about the challenges associated
with managing performance in different cultural contexts, and how to
develop effective performance management systems.
Overall, this course will provide students with a comprehensive
understanding of the complexities involved in managing human resources in
an international context. Upon completion of the course, students will be
equipped with the knowledge and skills necessary to manage global human
resources effectively.

Course Objectives:
This course ensures that the students:
 Understand the complexities and challenges of managing human
resources in an international context, and the differences
between domestic and international HR management.
 Develop knowledge of the cultural dimensions that impact
international human resource management, and how to manage
a diverse workforce in different countries.
 Gain knowledge of the legal and regulatory frameworks that
govern international human resource management, including
labor laws, immigration laws, and employment contracts.
 Understand the various recruitment and selection methods used
in international human resource management, and how to select
the best method based on organizational needs.
 Develop knowledge of the training and development needs of
global employees, and how to design and deliver effective
training programs.
 Gain understanding of the compensation and benefits packages
used in international human resource management, and how to
develop effective compensation and benefits policies.
 Learn how to manage performance in an international context,
including performance appraisal, feedback, and rewards.
 Develop practical skills in managing global human resources
effectively, including cross-cultural communication, leadership,

https://gcuf.edu.pk/dept-lyallpur-business-school
 and decision-making.
 Understand the importance of ethical and sustainable practices
in international human resource management.
 Develop critical thinking skills to analyze and solve complex
human resource management problems in an international
context.

Program Learning Outcomes (PLOs):

On completion of program, the student will be able to:
1. PLO1: Demonstrate professionalism: To articulate a vision for
inclusive business practices that integrates indigenous knowledge with
contemporary approaches. Moreover, they could demonstrate effective
communication and collaboration skills to lead diverse teams towards
achieving shared goals.
2. PLO2: Application of Managerial Skills: To solve business issues
while applying technical knowledge with understanding of business
environment and exploit business opportunities.
3. PLO3: Analysis of Business Practices: To evaluate the
effectiveness of different business models, considering indigenous
knowledge and contemporary practices.
4. PLO4: Contribute to Societal Development: To develop and
implement action plans that leverage graduates’ skills and knowledge
to address local community challenges for collective growth.
5. PLO5: Navigate the Local Business Landscape: To identify and
analyze key trends/opportunities and challenges of local business
environment.

Course Learning Outcomes (CLOs):

After completing this course, participants should be able to:
1. Define the key concepts and principles of international human
resource management (REF: PLO 2).
2. Identify the cultural dimensions that impact international human
resource management, and how to manage a diverse workforce
in different countries (REF: PLO 2).
3. Evaluate the various recruitment and selection methods used in
international human resource management, and select the best
method based on organizational needs (REF: PLO 3).
4. Develop effective training and development programs for global
employees, and deliver them in a culturally sensitive manner
(REF: PLO 3).
5. Develop compensation and benefits policies that are effective
and appropriate for global employees (REF: PLO 3).
6. Manage performance in an international context, including

https://gcuf.edu.pk/dept-lyallpur-business-school
 performance appraisal, feedback, and rewards (REF: PLO 3).
7. Demonstrate effective communication, leadership, and decision-
making skills in managing global human resources (REF: PLO 1).
8. Apply ethical and sustainable practices in international human
resource management (REF: PLO 4).

Course Skill Identification:

Based on the course learning outcomes, students will develop the following
skills:
1. Critical thinking and conceptual skills
2. Problem solving
3. Analyzing the local and global landscape for contemporary
management challenges

https://gcuf.edu.pk/dept-lyallpur-business-school
 Weekly Contents Log

Week Module
Content Chapter 1: International Business and International Human Resource Management
Source (Page 11 – 34) – International Human Resource Management By Dennis Briscoe and
Randall Schuler, 2nd Edition
Intended Learning Objectives Status Remarks
After completing this Chapter, students
International should be able to understand:
Business and  The internationalization of business
1-2 International  The internationalization of HRM
Human Resource  The three major forms of IHRM
Management  The state of development of IHRM
 Differences between international
and domestic HRM
 HRM problems experienced by MNEs
 The global role of the HRM
professional
3-4 Country culture Content Chapter 5: Country culture and MNE culture (Page 113 – 136) – International Human
and MNE culture Source Resource Management By Dennis Briscoe and Randall Schuler, 2 nd Edition
Intended Learning Objectives Status Remarks
After completing this Chapter, you should
be able to understand:
 The concept of culture, using a
number of different models
 Research on national cultures,
characteristics on which they have
been found to differ, and ways in
which they have been found to
cluster on similar characteristics
  Examples of cultural constraints in
managerial and HR practices and
processes
 The impact of culture on IHRM
 A general model for developing
personal cultural competency
 The basic interactions between MNE
culture and country culture
 The nature of research in IHRM and
how the concept of culture impacts it
5-6 Country culture Content Chapter 5: Country culture and MNE culture (Page 113 – 136) – International Human
and MNE culture Source Resource Management By Dennis Briscoe and Randall Schuler, 2 nd Edition
(Contd.) Intended Learning Objectives Status Remarks
After completing this Chapter, you should
be able to understand:
 The concept of culture, using a
number of different models
 Research on national cultures,
characteristics on which they
have been found to differ, and
ways in which they have been
found to cluster on similar
characteristics
 Examples of cultural constraints in
managerial and HR practices and
processes
 The impact of culture on IHRM
 A general model for developing
personal cultural competency

https://gcuf.edu.pk/dept-lyallpur-business-school
  The basic interactions between
MNE culture and country culture
 The nature of research in IHRM
and how the concept of culture
impacts it
Content Chapter 8: Global workforce planning, forecasting, and staffing the multinational
Source enterprise (Page 201 – 228) – International Human Resource Management By Dennis
Briscoe and Randall Schuler, 2nd Edition
Intended Learning Objectives Status Remarks
After completing this Chapter, you should
be able to understand:
Global workforce
 The components of the global labor
planning,
market and the global labor force
forecasting, and
7-8  Differences among the traditional
staffing the
categories of international assignees
multinational
such as PCNs, HCNs and TCNs
enterprise
 The many other types of
international employees that MNEs
use in staffing their global operations
 How MNEs can decide which
international employee to use in their
global staffing decisions

MID TERM EXAM

9-10 Staffing the Content Chapter 9: Staffing the global enterprise (Page 229 – 260) – International Human
global enterprise Source Resource Management By Dennis Briscoe and Randall Schuler, 2 nd Edition
Intended Learning Objectives Status Remarks
After completing this chapter, you should
be able to:
 Describe the general process of

https://gcuf.edu.pk/dept-lyallpur-business-school
 selection of international assignees
(IAs) for international assignments
 Explain the major criteria used for
selecting IAs
 Discuss the issue of failure in an IA
assignment and reasons for it
 Describe many challenges to the
effective selection of IAs
 Explain the essential nature of
repatriation and inpatriation
 Describe the characteristics of
successful IA selection programs and
exemplary practices
Content Chapter 10: Training and management development in the global enterprise (Page
Source 261 – 304) – International Human Resource Management By Dennis Briscoe and
Randall Schuler, 2nd Edition
Intended Learning Objectives Status Remarks
By the end of this chapter, students should
be able to understand:
Training and  The role and importance of training
management in the MNE
11-12 development in  The nature of and problems with
the global training of foreign workforces
 Issues of language and culture in the
enterprise
training of foreign workforces
 The training and preparation of
international assignees
 The development of global
executives in the global enterprise
 The nature and development of a
global mind-set

https://gcuf.edu.pk/dept-lyallpur-business-school
 SEMINAR 1 – To Be Conducted by Industry Expert
Content Chapter 11: Global compensation, benefits, and taxes (Page 305 – 351) –
Source International Human Resource Management By Dennis Briscoe and Randall Schuler,
2nd Edition
Intended Learning Objectives Status Remarks
By the end of this chapter, students should
be able to understand:
 The basic objectives of global
compensation
 The seven options available for
design of a compensation system for
expatriates
Global  The most commonly used system for
compensation, expatriate compensation: the
13-14
benefits, and balance sheet approach
taxes  The two major components of the
balance sheet approach: incentives
and adjustments
 The major approaches to managing
taxes
 Major problem areas with managing
compensation and taxes
 Design of a global compensation
system
 A number of critical components of
compensation and benefits for the
global workforce
SEMINAR 2 - To Be Conducted by Industry Expert

https://gcuf.edu.pk/dept-lyallpur-business-school
 FINAL TERM EXAM

https://gcuf.edu.pk/dept-lyallpur-business-school
Question Paper:
Each question in the mid and final-term papers will follow and based on CLOs
of the subject
Mid-term Question Paper: 3-4 questions /5-6 marks for each
question
Final-Term Question Paper: 4-5 questions/6-7 marks for each
question

Pedagogy Adopted and Tools:

The pedagogy adopted by teachers shapes their actions, judgments, and
teaching strategies by taking into consideration theories of learning,
understandings of students and their needs, and the backgrounds and
interests of individual students.
Pedagogy Adopted Tools
Integrative approach: Integrative White Board
teaching methods have four main Text-Book/Reference Books
objectives: Projector – (Slides)
1. Understand the learning Case Studies/Research Articles
process
2. Divide problems based on
relevancy
3. Showing the use of the
theoretical lessons in practical
scenarios
4. Incorporating concepts in
business environment

Method of Assessment:

Method Details
Quiz Two surprise quiz tests will be conducted during
the semester
Assignment Week Assigned Week Due
6 8
10 12
Community/Social 9th week
Activity
Industrial visit ----
Group Project ----
Mid-Term 8th Week as per Academic Calendar
Final-Term 16th Week as per Academic Calendar

Required Learning Resources:

Text Book(s): International Human Resource Management By

Dennis Briscoe and Randall Schuler, 4 th Edition

Case studies
Examination / Weighting of Assessments:

Quizzes + Assignments + Class

20%
Participation + G. Projects
Mid-Term Examination 30%
Final-Term Examination 50%
Grading Criteria:
Letter Grade Percentage Marks
A 85% or above
A- 80% to 84%
B+ 70% to 79%
B 65% to 69%
B- 60% to 64%
C+ 55% to 59%
C 50% to 54%
C- 45 % to 49%
D 40% to 44%

DRESS CODE:
Formal business attire only (Dress Trouser, Shirt, Tie, Dress Shoes) Jeans and
Joggers NOT ALLOWED.
Not sure what this dress code means? Read When Job-Hunting: Dress for
Success.

Instructor Responsibilities:
In keeping with the format of this class, I see myself as your immediate
supervisor. In that sense, I plan to mentor you so that you learn how to make
the best decisions possible, understand and apply key management
concepts, and prepare you to become productive employees upon
graduation. I will do my best to help each of you grow into the best manager
you choose to become. Thus, besides class time -- where I will often put you
on the spot -- I expect there will be many times we will communicate outside
of class, and I will do my best to help you in a timely fashion.

Student Responsibilities:
You are expected to arrive to class on time, professionally dressed, and
prepared for the day. It would be best if you were fully prepared to discuss
and debate the course material assigned for that date. You are expected to
participate at all levels and offer objective praise and criticism of your
classmates’ analyses and conclusions. This course is not for the meek or
timid. It would be best if you contributed to a greater understanding of
research methods. This course is a combination of doing (homework),
thinking, and discussing.

Class Participation and Individual Conduct:

https://gcuf.edu.pk/dept-lyallpur-business-school
You should make every effort to attend each class meeting. In addition, it is
important that you prepare for each class by reading the relevant book
chapters before the class session in which it will be discussed. You will also
be expected to participate in class discussions and complete in‐class
exercises that will be based on these reading assignments. Your
participation grade will be based on contribution and attendance (be
punctual, attend classes, come prepared by doing the readings, and show
initiative in the discussion). Note that students who only “show up” should
not expect even an average score. You must be present in class in order to
receive credit for in‐class exercises, quizzes, participation, etc.
Eating, sleeping, reading, texting, listening to or working on unrelated
materials, sidebar conversations, or “multi‐tasking” using a computer or
other electronic devices is not permitted. Laptops (and similar devices) may
be used in class for course-related activities such as taking notes. Students
may bring drinks such as water.

General Expectations & Classroom Etiquettes:

In terms of performance in this class, I have very high expectations and
anticipate outstanding work from each of you. I hope for a very positive
experience for us all. Keep in mind that if you do not deliver outstanding
work, then you will be graded to reflect this. I ask that you contact me
directly and immediately if you ever have any questions or concerns
regarding the class, any particular assignments, or your grade(s). I am
always willing to help.
I do ask that all students be respectful and courteous to other class
members as well as the professor. This includes turning off cell phones and
other electronic devices before class begins and arriving to class on time, as
walking in late is disruptive to other classmates and the professor. Those
who walk in late will likely not receive attendance credit for that day.

Bloom Taxonomy
The question papers will be designed based on the following bloom
taxonomy parameters.

https://gcuf.edu.pk/dept-lyallpur-business-school
 Contact Details:

Course Specifications Developed By: Reviewed By

Dr. Sharjeel Saleem Prof. Dr. Muhammad Abrar
Associate Professor Professor,
Lyallpur Business School (LBS), Lyallpur Business School (LBS),
FE & MS, Government College University FE & MS, Government College University
Faisalabad, Pakistan. Faisalabad, Pakistan.
Email: [email protected] Email: [email protected]
Dated: 02-09-2024

https://gcuf.edu.pk/dept-lyallpur-business-school