Universität Wien FIND

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Achtung! Das Lehrangebot ist noch nicht vollständig und wird bis Semesterbeginn laufend ergänzt.

040227 KU Organization and Human Resources in International Firms (MA) (2021S)

4.00 ECTS (2.00 SWS), SPL 4 - Wirtschaftswissenschaften
Prüfungsimmanente Lehrveranstaltung

service email address: opim.bda@univie.ac.at


Hinweis: Ihr Anmeldezeitpunkt innerhalb der Frist hat keine Auswirkungen auf die Platzvergabe (kein "first come, first served").


max. 52 Teilnehmer*innen
Sprache: Englisch


Termine (iCal) - nächster Termin ist mit N markiert

Attendance of the first webinar on 2.03.2021 is mandatory.

Dienstag 02.03. 09:45 - 11:15 Digital
Dienstag 09.03. 09:45 - 11:15 Digital
Dienstag 16.03. 09:45 - 13:00 Digital
Dienstag 23.03. 09:45 - 13:00 Digital
Dienstag 13.04. 09:45 - 13:00 Digital
Dienstag 20.04. 09:45 - 13:00 Digital
Dienstag 27.04. 09:45 - 13:00 Digital
Dienstag 11.05. 09:45 - 13:00 Digital
Dienstag 18.05. 09:45 - 13:00 Digital
Dienstag 15.06. 09:45 - 13:00 Digital
Dienstag 22.06. 09:45 - 11:15 Digital
Dienstag 29.06. 15:00 - 16:30 Digital


Ziele, Inhalte und Methode der Lehrveranstaltung

The main goal of this course is to draw students’ attention to the importance and specifics of international dimension in modern HRM, to analyze the ways of dealing with challenges arising in the way of successful implementation of HRM policies as well as to learn the best-practice examples in the field.
Starting with the introduction of the specific features, distinguishing the international HRM from a broader field of HRM, the course consequently introduces the participants to the external and internal factors influencing the HRM practices of international firms. Further the discussion highlights the cross-cultural complexity and multidimensional nature of such fundamental practices as stuffing, recruitment, selection, as well as training and development of personnel in international firms. Also the subsequent analysis of performance management, motivational techniques and compensation policies in global firms gives an overview of the problems and best-practice solutions offered both by academics and practitioners in the field of international HRM. The discussion of the role of ethics and CSR in links the course to its final point where we look into the future in anticipation of the coming trends and challenges related to the management of human resources in global firms of XXI century.
Upon the completion of this course the students should be not only aware of the importance of international dimension in today’s HRM, but they should also be able to analyze the relevant activities of the firms operating in international environments and to come up with solutions to the existing or potential problems related to cultural, institutional and other aspects of global HRM. Managing expatriates, inpatriates and international employees means dealing with the differences in values, attitudes, expectations of both employees themselves, and the members of their families, and their larger communities. The international assignments can end up in disappointments and re-entries can face resistance. At the end of the course, the students should possess the knowledge about both general approaches and specific tools of managing these and other similar situations, and, moreover, they should be able to apply this knowledge in order to analyze the problems and offer efficient, theory-backed solutions for the real-world firms.
The core feature of this course is a strong focus on the link between theoretical concepts learnt during the lectures and their practical applications in the real world environments by real firms. In order to highlight this link, the theoretical concepts are being consistently explained using the multiple examples of international firms currently operating in the global environment. Even more importantly, during the course the students are supposed to work in small groups on the business cases illustrating the challenges and opportunities related to the HRM decisions of the international firms. Working through the histories of internationally well-known companies, analyzing the reasons for their failures and successes, students can use their knowledge in order to test the applicability of theoretical concepts and come with viable and scientifically-based solutions for the future.

Art der Leistungskontrolle und erlaubte Hilfsmittel

The course is delivered primarily through online lectures and online team-based presentations.
Each student is strongly encouraged to participate in online discussions. Attendance is registered via an online tool and the participation is evaluated through the public chat function in the webinar tool. The participation is an important part of evaluation.
Students are strongly advised to read the assigned material from the reference books and articles, and to express opinions, comments, and insights relative to the discussion topic.
The overall level of students' knowledge is tested at an open-questions exam taking part at the end of the semester.

Mindestanforderungen und Beurteilungsmaßstab

The minimum requirement for participation is 75% of the classes held in the respective semester.
The minimum requirement for the exam is 50% of the maximum grade assigned to the exam.
The distribution of grades will be based on the following:
0%-50%: failed the course (5)
51%-62%: enough to pass (4)
63%-74%: satisfactory (3)
75%-87%: good (2)
88%-100%: very good (1)

Participants are also encouraged to take part in the public lectures, organized at the faculty (for the schedule please refer to at https://im.univie.ac.at/windsperger/im-public-lectures/?no_cache=1). In these lectures, top professionals from multiple internationally active companies present and discuss with the audience various topics relevant for the global business. The attendance and participation in these lectures is voluntary and rewarded with a bonus of 5% added in case of the attendance of all lectures announced in the respective semester.

The grading is based on the following scheme:
Participation - 10%
In-class assignments - 20%
Team-based case study project - 40%
Final Exam - 30%


The exam questions cover such topics as:
Role of culture in HRM
Understanding IHRM
Global Staffing Decisions
Knowledge management, Training and Development
Global Leadership
Performance Management
Rewards Management
HRM in M&As
Diversity and other current topics in IHRM

By the time of completion of the course the participants are expected to be able to apply the theoretical knowledge to the analysis of the real-life situations.
The exam questions include direct requests to illustrate the discussion of specific theoretical concepts with the examples learned through the preparation of the assigned case study and participation in the presentations of the colleagues.


REICHE, B. S., HARZING, A.-W. K., & TENZER, H. (2018). International human resource management. Los Angeles, SAGE.
DOWLING, P. J. (2013) International Human Resource Management, 6th Edition. Cengage Learning EMEA

Additional Readings:
HARZIG, A.K. (2014) International Human Resource Management, 4th Edition. Sage Publications Ltd (UK)
REES, G. (2014) Strategic Human Resource Management: An International Perspective. Sage Publications Ltd (UK)

Other Materials: Other class materials such as lecture slides and handouts are to be made available before the actual start of the classes / particular sessions.

Zuordnung im Vorlesungsverzeichnis

Letzte Änderung: Di 11.05.2021 14:27