Teaching Methodologies
Teaching and learning methodologies specific to the curricular unit articulated with the pedagogical model (PT):
The teaching of the curricular unit has an eminently theoretical-practical character, using the following methods:
Expository method – presentation and analysis of concepts and theoretical approaches
Base method – reflection and analysis of real cases
Case method – solving practical cases
Learning Results
The learning objectives (LO) of this curricular unit are:
LO1) Know the social and organizational effects of economic globalization;
LO2) Identify the phases and strategies of internationalization, understanding their implications for human resources management;
LO3) Frame and understand the influence of different national cultures on organizational practices and performance;
LO4) Know the theoretical delimitation of the concepts of international HR management and international strategic HR management,
relating them to organizational business internationalization strategies.
LO5) Understand and interpret the role and competencies of international HR management professionals, in order to enhance the
adaptation of fundamental practices to international contexts and strategies.
LO6) Implement and manage expatriation and repatriation processes, aligning organizational needs with people’s motivations, expectations
and sociocultural adjustment.
Program
Organizations in the Context of Globalization
1.1. Process Phases and Strategies for Internationalization
1.2. Implications of Internationalization for HRM
2. The National Dimension in Organizational Cultures
2.1. Relevance of Cultural Intelligence
2.2. Development of Intercultural Competencies
2.3. Approaches to Cultural Dimensions
3. HRM in an International Context
3.1. Role and Core Competencies of IHRM Professionals
3.2. Impact of International Contexts on Recruitment, Assessment, Training, and Development Practices
3.3. Strategic International HR Management and Alignment with the Internationalization Strategy
4. Expatriation and Repatriation Processes
4.1. Concepts and Objectives of Expatriation, Impatriation, and Flexipatriation
4.2. Motivations, Expectations, and Sociocultural Adjustment of Expatriates
4.3. Cycles of an International Mission and Management of the Repatriation Process
4.4. Expatriation as a Process of Learning and Knowledge Diffusion
Internship(s)
NAO
Bibliography
Armstrong, M., & Taylor, S. (2023). Armstrong’s handbook of human resource management practice: A guide to the theory and practice of
people management (16th ed.). London, UK: Kogan Page.
Dessler, G. (2023). Human resource management (16th ed.). Harlow: Pearson.
Farndale, E., Bonache, J., McDonnell, A., & Kwon, B. (2023). Positioning context front and center in international human resource
management research. Human Resource Management Journal, 33(1), 1–16.
Finken, L., & Pilz, M. (2024). Intercultural sensitivity of expatriate human resource managers towards training practices in their host
countries. Human Resource Development International, 27(1), 8–35.
Finuras, P. (2023). Globalização e gestão das diferenças culturais (3.ª ed.). Edições Sílabo.
Reiche, B. S., Harzing, A. W., & Tenzer, H. (2022). International human resource management. Sage.
Rego, A., & Pina e Cunha, M. (2009). Manual de gestão transcultural de recursos humanos. Editora RH