《國(guó)際外派人員管理（英語(yǔ)）》教學(xué)大綱

PAGEPAGE23《國(guó)際外派人員管理》(英語(yǔ))教學(xué)大綱課程編號(hào)：051002B課程類型：□通識(shí)教育必修課□通識(shí)教育選修課√專業(yè)必修課□專業(yè)選修課學(xué)科基礎(chǔ)課總學(xué)時(shí)：32講課學(xué)時(shí)：16實(shí)驗(yàn)（上機(jī)）學(xué)時(shí)：16學(xué)分：2適用對(duì)象：人力資源管理（國(guó)際班）先修課程：人力資源管理各門課程一、課程簡(jiǎn)介與教學(xué)目標(biāo)（一）課程簡(jiǎn)介本課程系統(tǒng)的闡述了國(guó)際外派人員管理的理論和方法，主要針對(duì)跨國(guó)公司的國(guó)際外派人力資源這個(gè)特殊人群，從戰(zhàn)略、招聘、績(jī)效管理、薪酬管理、培訓(xùn)與開(kāi)發(fā)、職業(yè)生涯管理、回任管理、權(quán)益保護(hù)等不同模塊對(duì)國(guó)際外派人員管理進(jìn)行了深入分析和闡述，幫助學(xué)生更好的理解和掌握關(guān)于國(guó)際人員外派管理的知識(shí)。（二）課程教學(xué)目標(biāo)本課程主要內(nèi)容是跨國(guó)公司海外派遣人員的招聘與選拔、績(jī)效管理、激勵(lì)管理等，采用案例、情景模擬、小組討論等方式，以當(dāng)前國(guó)際外派人員管理經(jīng)典公司為模板，將當(dāng)前最新國(guó)際外派人員管理模式展示出來(lái)。結(jié)合目前的管理現(xiàn)狀和與時(shí)俱進(jìn)的思想，重點(diǎn)講解的內(nèi)容和方法包括：在課程教授過(guò)程中，輔以案例分析，熱點(diǎn)問(wèn)題討論等形式加強(qiáng)學(xué)生對(duì)知識(shí)點(diǎn)的理解和把握。此外，將思政融入課程教學(xué)，幫助學(xué)生理解和掌握管理與思想政治工作關(guān)系，提高學(xué)生運(yùn)用基本理論指導(dǎo)生活工作實(shí)踐的能力，樹(shù)立正確的人生觀、價(jià)值觀、道德觀的正確理想信念。本課程系針對(duì)國(guó)際人力資源管理專業(yè)同學(xué)所設(shè)計(jì)之一學(xué)期二學(xué)分課程，教學(xué)的目標(biāo)在于：協(xié)助學(xué)習(xí)者了解并掌握，跨國(guó)公司海外派遣的基礎(chǔ)知識(shí)。掌握跨國(guó)公司海外派遣人員的招聘與選拔、績(jī)效管理、激勵(lì)管理實(shí)務(wù)。二、教學(xué)內(nèi)容及其與畢業(yè)要求的對(duì)應(yīng)關(guān)系（一）教學(xué)內(nèi)容要求教師細(xì)講、精講跨國(guó)公司海外派遣人員的招聘與選拔、績(jī)效管理、激勵(lì)管理實(shí)務(wù)。（二）教學(xué)方法和手段針對(duì)目前我國(guó)在國(guó)際人力資源管理方面數(shù)據(jù)少，信息少的實(shí)際情況，建議任課教師能夠堅(jiān)持以下工作：指導(dǎo)學(xué)生關(guān)注兩類跨國(guó)公司：財(cái)富世界500強(qiáng)公司尤其這些公司的在華分公司的外派人員管理；有海外分公司的中國(guó)500強(qiáng)企業(yè)的外派管理。引導(dǎo)學(xué)生通過(guò)四種方式獲得以上公司信息：1）通過(guò)媒體報(bào)導(dǎo)獲得信息；2）通過(guò)這些公司自己的網(wǎng)站獲得信息；3）通過(guò)學(xué)界對(duì)這些公司的研究文獻(xiàn)獲得信息；4）通過(guò)自己的社會(huì)關(guān)系獲得信息。3.將思政融入課程教學(xué)，幫助學(xué)生理解和掌握如下內(nèi)容：1）管理與思想政治工作關(guān)系2）樹(shù)立正確的人生觀、價(jià)值觀、道德觀的正確理想信念3）運(yùn)用基本理論指導(dǎo)生活工作實(shí)踐的能力3．教師本人在帶領(lǐng)學(xué)生獲得以上信息的同時(shí)，以以上兩類公司為研究對(duì)象，設(shè)計(jì)各種相關(guān)專題案例，指導(dǎo)學(xué)生做好課堂無(wú)領(lǐng)導(dǎo)小組討論，做好課下研究性學(xué)習(xí)。4．為達(dá)到學(xué)習(xí)效果最大化，建議授課教師在課程授課方式方面借鑒英美大學(xué)本科生授課方式。具體可以做如下安排：教師授課時(shí)間和學(xué)生無(wú)領(lǐng)導(dǎo)小組討論、課堂呈現(xiàn)時(shí)間的比例為1：1，學(xué)生課下學(xué)習(xí)以研究性學(xué)習(xí)為主，由授課教師指定研究課題，學(xué)生以團(tuán)隊(duì)為單位對(duì)課題進(jìn)行研究。學(xué)生依照自愿方式組成問(wèn)題解決型團(tuán)隊(duì)，學(xué)生的團(tuán)隊(duì)合作能力是平時(shí)學(xué)生學(xué)業(yè)成績(jī)?cè)u(píng)價(jià)的重要指標(biāo)，所有平時(shí)學(xué)業(yè)成績(jī)均以小組的整體表現(xiàn)給出小組評(píng)價(jià)。在評(píng)價(jià)比例方面，建議平時(shí)的出勤、作業(yè)完成情況、課堂討論/回答問(wèn)題/課堂作業(yè)展現(xiàn)占總分?jǐn)?shù)的30%；期末采取開(kāi)卷考試，試卷問(wèn)題以研究性、開(kāi)放式問(wèn)題為主。這種評(píng)價(jià)方式，在平時(shí)可以培養(yǎng)學(xué)生的開(kāi)放式思維，尤其可以培養(yǎng)學(xué)生的團(tuán)隊(duì)合作能力尤其團(tuán)隊(duì)歸屬感，為學(xué)生未來(lái)就業(yè)做好準(zhǔn)備；期末開(kāi)卷多為研究性開(kāi)放式問(wèn)題，可以培養(yǎng)學(xué)生問(wèn)題研究能力，為未來(lái)就業(yè)做好獨(dú)立管理、獨(dú)立決策做好準(zhǔn)備。5．教學(xué)過(guò)程中需要注意的問(wèn)題：教學(xué)過(guò)程中，建議通過(guò)大量案例研究、討論來(lái)引導(dǎo)學(xué)生對(duì)理論知識(shí)的理解，切莫空談理論，要使學(xué)生看到這是一門實(shí)踐性很強(qiáng)的課程，而非象牙塔里的枯燥無(wú)味的理論課。同時(shí)，還要注意培養(yǎng)學(xué)生的批判思維、研究性學(xué)習(xí)等就業(yè)能力，為其未來(lái)就業(yè)做好準(zhǔn)備。知識(shí)的傳遞只是本課程目的之一，還有一個(gè)更重要的目的是帶領(lǐng)學(xué)生學(xué)會(huì)做真正的人力資源管理，擁有較強(qiáng)的實(shí)踐能力。（三）考核方式本課程評(píng)價(jià)采用平時(shí)成績(jī)與期末考試成績(jī)兩種方式，平時(shí)成績(jī)占60%；期末成績(jī)占40%。平時(shí)成績(jī)含平時(shí)出勤表現(xiàn)記錄、課堂呈現(xiàn)、小組討論和個(gè)人問(wèn)題回答四部分，期末考試采用考試或者論文方式。（四）學(xué)習(xí)要求學(xué)習(xí)本課程要求在課程學(xué)習(xí)前，學(xué)生已熟練掌握人力資源管理中職位分析、招聘計(jì)劃制作、培訓(xùn)計(jì)劃制作、績(jī)效管理各種工具使用、薪酬設(shè)計(jì)等各模塊的具體實(shí)務(wù)方法。學(xué)生已經(jīng)修完［國(guó)際人力資源管理］在課程學(xué)習(xí)過(guò)程中，要求學(xué)生緊密跟隨任課教師的實(shí)務(wù)教授，直到能夠獨(dú)立工作；在課下，要求學(xué)生能夠認(rèn)真完成教師所布置的各項(xiàng)實(shí)務(wù)工作。三、各教學(xué)環(huán)節(jié)學(xué)時(shí)分配教學(xué)課時(shí)分配序號(hào)章節(jié)內(nèi)容講課工作坊／頭腦風(fēng)暴／案例研究課堂展現(xiàn)與點(diǎn)評(píng)合計(jì)第一部分：回到基礎(chǔ)1課程介紹0.50.52導(dǎo)論110.52.5第二部分:跨國(guó)公司海外派遣人員選拔與培訓(xùn)3跨國(guó)公司海外派遣人員勝任力指標(biāo)110.52.54跨國(guó)公司海外派遣人員招聘與選拔22155跨國(guó)公司海外派遣人員培訓(xùn)－派遣前培訓(xùn)11.50.53第三部分:跨國(guó)公司海外派遣人員績(jī)效與激勵(lì)管理6跨國(guó)公司海外派遣人員績(jī)效管理12147跨國(guó)公司海外派遣人員薪酬與福利管理22158不得不談的跨國(guó)公司海外派遣人員家庭關(guān)系管理1113第四部分：跨國(guó)公司海外派遣人員回任與員工保留9跨國(guó)公司海外派遣人員回任管理211410外派人員權(quán)益問(wèn)題110.52.5合計(jì)12.512.5732四、教學(xué)內(nèi)容第一章：導(dǎo)論跨國(guó)公司海外派遣的關(guān)鍵驅(qū)動(dòng)因素跨國(guó)公司海外派遣員工數(shù)量增加的驅(qū)動(dòng)因素跨國(guó)公司海外派遣主要問(wèn)題跨國(guó)公司海外派遣成敗狀況及成敗影響因素教學(xué)重點(diǎn)、難點(diǎn)：跨國(guó)公司海外派遣的驅(qū)動(dòng)要素；跨國(guó)公司海外派遣人員數(shù)量增加的驅(qū)動(dòng)要素跨國(guó)公司海外派遣主要問(wèn)題跨國(guó)公司海外派遣成敗及成敗影響因素課程的考核要求：1.要求理解：跨國(guó)公司海外派遣的驅(qū)動(dòng)要素；跨國(guó)公司海外派遣人員數(shù)量增加的驅(qū)動(dòng)要素跨國(guó)公司海外派遣主要問(wèn)題跨國(guó)公司海外派遣成敗及成敗影響因素復(fù)習(xí)思考題：請(qǐng)簡(jiǎn)述跨國(guó)公司海外派遣的驅(qū)動(dòng)要素；請(qǐng)簡(jiǎn)述跨國(guó)公司海外派遣人員數(shù)量增加的驅(qū)動(dòng)要素請(qǐng)簡(jiǎn)述跨國(guó)公司海外派遣主要問(wèn)題請(qǐng)簡(jiǎn)述跨國(guó)公司海外派遣成敗及成敗影響因素第二章跨國(guó)公司海外派遣人員勝任力指標(biāo)海外派遣人員勝任力指標(biāo)的復(fù)雜性海外派遣人員核型勝任力指標(biāo)思政切入點(diǎn)：1.學(xué)生的人生觀、價(jià)值觀、道德觀與其能力有著密不可分的關(guān)系，對(duì)其有著不可忽視的影響。教學(xué)重點(diǎn)、難點(diǎn)：海外派遣人員核心勝任力指標(biāo)；課程的考核要求：1.要求理解：海外派遣人員勝任力指標(biāo)的復(fù)雜性；2.要求掌握：1）海外派遣人員核心勝任力指標(biāo)復(fù)習(xí)思考題：請(qǐng)簡(jiǎn)述海外派遣人員核心勝任力指標(biāo)第三章基于勝任力指標(biāo)的國(guó)際外派人員招聘與選拔海外派遣人員招聘與選拔流程海外派遣人員甄選指標(biāo)模型海外派遣人員招聘與選拔工作實(shí)施注意事項(xiàng)思政切入點(diǎn)：1.運(yùn)用辯證的思想去選拔海外派遣人員教學(xué)重點(diǎn)、難點(diǎn)：1.海外派遣人員甄選指標(biāo)模型課程的考核要求：1.要求理解：1）海外派遣人員招聘與選拔流程的特殊性2.要求掌握1）海外派遣人員甄選指標(biāo)模型復(fù)習(xí)思考題：請(qǐng)簡(jiǎn)述海外派遣人員甄選指標(biāo)模型第四章：基于勝任力指標(biāo)的國(guó)際外派人員培訓(xùn)第一節(jié)跨國(guó)公司海外派遣人員培訓(xùn)－派遣前培訓(xùn)第二節(jié)跨國(guó)公司海外派遣人員培訓(xùn)－派遣后培訓(xùn)第三節(jié)跨國(guó)公司海外派遣人員培訓(xùn)－回任培訓(xùn)教學(xué)重點(diǎn)、難點(diǎn)：海外派遣培訓(xùn)三個(gè)階段的不同性：派遣前、派遣過(guò)程中、回任課程的考核要求：1.要求理解：1）海外派遣培訓(xùn)三個(gè)階段的不同性：派遣前、派遣過(guò)程中、回任2.要求掌握1）海外派遣培訓(xùn)三個(gè)階段的培訓(xùn)課程內(nèi)容：派遣前、派遣過(guò)程中、回任復(fù)習(xí)思考題：1.請(qǐng)簡(jiǎn)述海外派遣培訓(xùn)三個(gè)階段的課程內(nèi)容：派遣前、派遣過(guò)程中、回任第五章：國(guó)際外派人員績(jī)效管理海外派遣人員績(jī)效管理的復(fù)雜性與績(jī)效影響因素海外派遣人員績(jī)效計(jì)劃海外派遣人員績(jī)效輔導(dǎo)海外派遣人員績(jī)效評(píng)估國(guó)際知名跨國(guó)企業(yè)海外派遣人員績(jī)效管理比較思政切入點(diǎn)：1.對(duì)任何事都要公平、公正的對(duì)待，有正確的道德觀，正確評(píng)價(jià)事物第六章：國(guó)際外派人員薪酬福利管理國(guó)際外派薪酬影響因素外派人員薪酬管理原則國(guó)際外派薪酬設(shè)計(jì)模式國(guó)外外派薪酬結(jié)構(gòu)設(shè)計(jì)國(guó)際外派薪酬稅收問(wèn)題及對(duì)策國(guó)際外派薪酬支付方案問(wèn)題及對(duì)策思政切入點(diǎn)：1．從專業(yè)理論學(xué)習(xí)中引導(dǎo)學(xué)生樹(shù)立正確的做人做事準(zhǔn)則和堅(jiān)持辯證唯物主義的世界觀與方法觀。第七章：國(guó)際外派人員回任管理外派回任概況回任人員留任失敗原因回任適應(yīng)回任人員知識(shí)管理成功回任策略思政切入點(diǎn)：1.在工作中發(fā)揮吃苦耐勞、艱苦樸素的優(yōu)良品質(zhì)，如何優(yōu)秀完成本職工作教學(xué)重點(diǎn)、難點(diǎn)：1.外派回任人員知識(shí)管理2.成功回任策略課程的考核要求：1.要求理解：外派回任人員留任失敗原因外派回任人員適應(yīng)難度2.要求掌握1）外派回任人員知識(shí)管理實(shí)務(wù)2）外派回任人員保留策略復(fù)習(xí)思考題：1.請(qǐng)簡(jiǎn)述如何做好外派回任人員知識(shí)管理2.請(qǐng)簡(jiǎn)述如何做好外派人員保留第八章：外派人員權(quán)益問(wèn)題外派人員權(quán)益內(nèi)容外配人員權(quán)益受損：基本特征、基本類型、基本原因外派人員權(quán)益保護(hù)基本措施教學(xué)重點(diǎn)、難點(diǎn)：外派人員權(quán)益受損相關(guān)內(nèi)容外派人員權(quán)益保護(hù)基本措施課程的考核要求：要求理解：外派人員權(quán)益基本內(nèi)容外派人員權(quán)益受損內(nèi)容2.要求理解；外派人員權(quán)益保護(hù)基本措施復(fù)習(xí)思考題：1.請(qǐng)簡(jiǎn)述外派人員權(quán)益基本內(nèi)容與權(quán)益保護(hù)基本措施；五、考核方式、成績(jī)?cè)u(píng)定（黑體，小四號(hào)字）考核方式：本課程所采用考試方式進(jìn)行考核。成績(jī)?cè)u(píng)定：分?jǐn)?shù)分配比例為：平時(shí)60%，期末40%。主要參考書(shū)目1、書(shū)籍類\o"FamilyIssuesintheProcessofExpatriationandRepatriation:ImplicationsforInternationalHumanResourceManagement"［1］Herod,Roger,InternationalAssignmentPrograms:TacklingtheCriticalIssues(GlobalHRManagementSeries)

BkltEdition,SocietyForHumanResourceManagement,2010Steidl,Iris,FamilyIssuesintheProcessofExpatriationandRepatriation:ImplicationsforInternationalHumanResourceManagement,VDMVerlag,2008Andresen,Maike,etc,ed.,Self-InitiatedExpatriation:Individual,Organizational,andNationalPerspectives(RoutledgeStudiesinInternationalBusinessandtheWorldEconomy)

1stEdition,Rouledge,2012Bond,Marc;Bond,Rita,InternationalRelocation:APracticalGuidetoLiving&WorkingOverseas(SpecialPublication),AmerAssnofPetroleumGeologists;StillinShrinkWrapedition,20002、需要及時(shí)關(guān)注的網(wǎng)站、期刊、公共微信號(hào)等網(wǎng)址The

SocietyforHumanResourceManagement

(SHRM),/pages/default.aspx

The

InternationalAssociationforHumanResourceInformationManagement(IHRIM),中國(guó)人力資源開(kāi)發(fā)網(wǎng)：中國(guó)人力資源管理網(wǎng)：等等期刊雜志《財(cái)富》雜志中文：《哈佛商業(yè)評(píng)論》雜志《中國(guó)人力資源開(kāi)發(fā)》HumanResourceManagementJournal,byWiley,/journal/10.1111/(ISSN)1748-8583TheJournalofHumanResources,/journals/journals/jhr.htmlTheInternationalJournalofHumanResourceManagement,/toc/rijh20/current等等公共微信中國(guó)人力資源開(kāi)發(fā)研究會(huì)環(huán)球人力資源智庫(kù)執(zhí)筆人：劉俐伶課程聯(lián)合建設(shè)人：劉俐伶、魏華穎、毛暢果教研室主任：系教學(xué)主任審核簽名：《InternationalAssignment》(English)TeachingProgramCoursenumber：051002BCoursetype：□GeneralEducationRequiredSubjects□GeneralEducationElectiveSubjects√□Professionalrequiredcourses□Professionalelectivecourses□BasicsubjectcoursesTotalclasshours:32Lecturehours:32Experimental(computer)hours:Credits:2Applicableobject:(professionalname)InternationalHumanResourceManagementPrecourse:Coursesofhumanresourcemanagement1、Courseintroductionandteachingobjectives（1）CourseintroductionThiscoursesystematicallyexpoundsthetheoriesandmethodsofinternationalexpatriatemanagement,mainlyforthespecialgroupofinternationalexpatriatehumanresourcesofmultinationalcompanies,andmakesin-depthanalysisandelaborationoninternationalexpatriatemanagementfromdifferentmodulessuchasstrategy,recruitment,performancemanagement,salarymanagement,traininganddevelopment,careermanagement,returnmanagement,rightsprotection,etc,Helpstudentsbetterunderstandandmastertheknowledgeofinternationalpersonnelassignmentmanagement.（2）TeachingobjectivesofthecourseThemaincontentofthiscourseistherecruitmentandselection,performancemanagement,incentivemanagement,etc.oftheoverseasdispatchedpersonnelofmultinationalcompanies.Bymeansofcases,scenariosimulation,groupdiscussion,etc.,takingthecurrentclassicinternationalexpatriatemanagementcompaniesasthetemplate,thelatestinternationalexpatriatemanagementmodeisdisplayed.Combinedwiththecurrentmanagementsituationandtheideaofkeepingpacewiththetimes,thecontentsandmethodsofthekeyexplanationinclude:inthecourseofteaching,supplementedbycaseanalysis,hotissuesdiscussionandotherformstostrengthenstudents'understandingandgraspofknowledgepoints.Inaddition,IntegratingIdeologicalandpoliticaleducationintothecourseteachingcanhelpstudentsunderstandandmastertherelationshipbetweenmanagementandideologicalandpoliticalwork,improvestudents'abilitytousebasictheoriestoguidelifeandworkpractice,andestablishcorrectidealsandbeliefsofcorrectoutlookonlife,valuesandmorality.Thiscourseisaonesemestertwocreditcoursedesignedforinternationalhumanresourcemanagementstudents1）Helplearnerstounderstandandmasterthebasicknowledgeofmultinationalcompany'soverseasassignment.2）Masterthepracticeofrecruitmentandselection,performancemanagementandincentivemanagementofoverseasdispatchedpersonnelofmultinationalcompanies.2、Teachingcontentanditscorrespondingrelationshipwithgraduationrequirements（1）TeachingcontentTeachersarerequiredtoelaborateontherecruitmentandselection,performancemanagementandincentivemanagementofoverseasdispatchedpersonnelofmultinationalcompanies.（2）TeachingmethodsandmeansInviewofthefactthattherearefewdataandinformationaboutinternationalhumanresourcemanagementinChina,itissuggestedthatteachersshouldadheretothefollowingwork:oneGuidestudentstopayattentiontotwotypesofmultinationalcompanies:FortuneGlobal500companies,especiallytheexpatriatemanagementoftheirbranchesinChina;ExpatriatemanagementofChina'stop500enterpriseswithoverseasbranches.twoGuidestudentstoobtaintheabovecompanyinformationinfourways:1)Obtaininginformationthroughmediareports;2)Getinformationthroughtheirownwebsites;3)Throughtheacademicresearchliteratureofthesecompaniestoobtaininformation;4)Getinformationthroughone'sownsocialrelations.3.Integrateideologicalandpoliticaleducationintothecourseteachingtohelpstudentsunderstandandmasterthefollowingcontents:1)Therelationshipbetweenmanagementandideologicalandpoliticalwork2)Establishacorrectoutlookonlife,values,moralvaluesofthecorrectidealsandbeliefs3)Theabilityofusingbasictheorytoguidelifeandworkpractice3.Whileleadingthestudentstoobtaintheaboveinformation,theteachertakestheabovetwokindsofcompaniesastheresearchobjects,designsvariousrelatedspecialcases,andguidesthestudentstodowellinclassleaderlessgroupdiscussionandafterclassresearch-basedlearning.4.Inordertomaximizethelearningeffect,itissuggestedthatteachersshouldlearnfromtheundergraduateteachingmethodsofBritishandAmericanuniversities.Specificarrangementscanbemadeasfollows:theratioofteachers'teachingtimetostudents'leaderlessgroupdiscussionandclassroompresentationtimeis1:1,students'afterclasslearningismainlyresearch-basedlearning,researchtopicsaredesignatedbyteachers,andstudentsstudytopicsasateam.Studentsformproblem-solvingteamsonavoluntarybasis.Students'teamworkabilityisanimportantindicatorofstudents'academicperformance.Allacademicperformanceisevaluatedbytheoverallperformanceofthegroup.Intermsofevaluationproportion,itissuggestedthatattendance,homeworkcompletion,classroomdiscussion/answerquestions/classroomhomeworkpresentationaccountfor30%ofthetotalscore;Thefinalexaminationisopen,andthepaperquestionsaremainlyresearchandopen-ended.Thiskindofevaluationmethodcancultivatestudents'openthinking,especiallytheirteamcooperationability,especiallytheirsenseofbelonging,soastopreparefortheirfutureemployment;Mostoftheopeningpapersattheendofthetermareopen-endedresearchquestions,whichcancultivatestudents'problemresearchabilityandprepareforindependentmanagementanddecision-makinginfutureemployment.5.Problemsneedingattentionintheteachingprocess:intheteachingprocess,itissuggestedtoguidethestudentstounderstandthetheoreticalknowledgethroughalargenumberofcasestudiesanddiscussions,insteadofemptytalkabouttheory,sothatstudentscanseethatthisisapracticalcourseratherthanaboringtheoreticalcourseintheIvorytower.Atthesametime,weshouldalsopayattentiontothecultivationofstudents'criticalthinking,research-basedlearningandotheremployability,soastopreparefortheirfutureemployment.Thetransferofknowledgeisonlyoneofthepurposesofthiscourse,andamoreimportantpurposeistoleadstudentstolearntodorealhumanresourcemanagementandhavestrongpracticalability.（3）AssessmentmethodTheevaluationofthiscourseadoptstwoways:usualscoreandfinalexamscore,andtheusualscoreaccountsfor60%;Thefinalgradeis40%.Thefinalexaminationisintheformofexaminationorthesis.（4）LearningrequirementsoneLearningthiscourserequiresthatbeforelearningthecourse,thestudentshavemasteredthespecificpracticalmethodsofthemodulesinhumanresourcemanagement,suchaspositionanalysis,recruitmentplanmaking,trainingplanmaking,useofvariousperformancemanagementtools,salarydesign,etc.twoStudentshavecompleted[InternationalHumanResourceManagement]threeInthecourseoflearning,studentsarerequiredtocloselyfollowthepracticalteachingofteachersuntiltheycanworkindependently;Afterclass,studentsarerequiredtocompletethepracticalworkassignedbyteachers.3、ClasshourallocationofeachteachinglinkAllocationofteachinghoursSerialNumberChapterContentLectureWorkshop/brainstorming/casestudyClassroompresentationandcommentstotalPartone:backtothebasics1Courseintroduction0.50.52introduction110.52.5Thesecondpart:theselectionandtrainingofoverseasdispatchedpersonnelofmultinationalcompanies3Competencyindexofoverseasdispatchedpersonnelofmultinationalcompanies110.52.54Recruitmentandselectionofexpatriatesfrommultinationalcompanies22155Trainingforoverseasdispatchedpersonnelofmultinationalcompanies-predispatchtraining11.50.53Thethirdpart:theperformanceandincentivemanagementofoverseasdispatchedpersonnel6Performancemanagementofexpatriatesfrommultinationalcompanies12147Salaryandwelfaremanagementofexpatriatesfrommultinationalcompanies22158Familyrelationshipmanagementofoverseasdispatchedpersonnelofmultinationalcompanies1113Thefourthpart:returnandretentionofexpatriatesfrommultinationalcompanies9Returnmanagementofoverseasdispatchedpersonnelofmultinationalcompanies211410Rightsandinterestsofexpatriates110.52.5Tatol12.512.57324、TeachingcontentChapterone:introductionSectiononeKeydrivingfactorsofmultinationalcompanies'overseasassignmentSection2ThedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedemployeesofmultinationalcompaniesSection3Themainproblemsoftransnationalcorporations'overseasassignmentSection4Thesuccessandfailurestatusandinfluencingfactorsofmultinationalcompanies'overseasassignmentThekeypointsanddifficultiesofteachingareasfollows1．Thedrivingfactorsofmultinationalcompanies'overseasdispatch;2．Thedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedpersonnelofmultinationalcompanies3．Themainproblemsoftransnationalcorporations'overseasassignment4．Thesuccessorfailureofmultinationalcompanies'overseasassignmentanditsinfluencingfactorsAssessmentrequirementsofthecourse:1.Understandingrequired:1)Thedrivingfactorsofmultinationalcompanies'overseasdispatch;2)Thedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedpersonnelofmultinationalcompanies3)Themainproblemsoftransnationalcorporations'overseasassignment4)Thesuccessorfailureofmultinationalcompanies'overseasassignmentanditsinfluencingfactorsReviewquestions:onePleasebrieflydescribethedrivingfactorsofmultinationalcompanies'overseasassignment;twoPleasebrieflydescribethedrivingfactorsoftheincreaseinthenumberofexpatriatesfrommultinationalcompaniesthreePleasebriefusonthemainproblemsofmultinationalcompanies'overseasassignmentfourPleasegiveabriefaccountofthesuccessorfailureofthemultinationalcompany'soverseasassignmentanditsinfluencingfactorsChaptertwothecompetencyindexofoverseasdispatchedpersonnelSectiononeThecomplexityofcompetencyindicatorsforoverseasdispatchersSectiontwoKaryotypecompetencyindexofoverseasdispatchedpersonnelStartingpointofIdeologicalandPoliticalEducation:1.Students'Outlookonlife,valuesandmoralityarecloselyrelatedtotheirability,whichhasanimpactthatcannotbeignored.ThekeypointsanddifficultiesofteachingareasfollowsoneCorecompetencyindexofoverseasdispatchedpersonnel;Assessmentrequirementsofthecourse:1.Understandingrequired:1）Thecomplexityofcompetencyindicatorsofoverseasdispatchedpersonnel;2.Requiredtomaster:1)CorecompetencyindicatorsofoverseasdispatchedpersonnelReviewquestions:onePleasebrieflydescribethecorecompetencyindicatorsofexpatriatesChapterthreebasedonthecompetencyindexofinternationalexpatriaterecruitmentandselectionSection1RecruitmentandselectionprocessofoverseasdispatchedpersonnelSection2AnindexmodelforoverseasdispatchedpersonnelselectionSection3MattersneedingattentioninrecruitmentandselectionofoverseasdispatchedpersonnelStartingpointofIdeologicalandPoliticalEducation:1.UsedialecticalthinkingtoselectoverseasdispatchedpersonnelThekeypointsanddifficultiesofteachingareasfollows1.TheselectionindexmodelofoverseasdispatchedpersonnelAssessmentrequirementsofthecourse:1.Understandingrequired:1)Particularityofrecruitmentandselectionprocessofoverseasdispatchedpersonnel2.Requirements1)AnindexmodelforoverseasdispatchedpersonnelselectionReviewquestions:onePleasebrieflydescribetheselectionindexmodelofoverseasdispatchedpersonnelChapterfour:InternationalexpatriatetrainingbasedoncompetencyindexSection1trainingforoverseasdispatchedpersonnelofmultinationalcompanies-predispatchtrainingSection2trainingforoverseasdispatchedpersonnelofmultinationalcompanies-postdispatchtrainingSection3trainingforoverseasdispatchedpersonnelofmultinationalcompaniesThekeypointsanddifficultiesofteachingareasfollowsoneThedifferencesofthethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturnAssessmentrequirementsofthecourse:1.Understandingrequired:1)Thedifferencesofthethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturn2.Requirements1)Therearethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturnReviewquestions:1.Pleasebrieflydescribethecoursecontentsofthethreestagesofoverseasassignmenttraining:beforeassignment,duringassignmentandafterreturnChapterfive:performancemanagementofinternationalexpatriatesSection1ComplexityofperformancemanagementofoverseasdispatchedpersonnelanditsinfluencingfactorsSection2ExpatriatePerformancePlanSection3PerformancecoachingforoverseasdispatchersSection4PerformanceevaluationofexpatriatesSection5Acomparativestudyontheperformancemanagementofoverseasdispatchedpersonnelofinternationalwell-knownmultinationalenterprisesStartingpointofIdeologicalandPoliticalEducation:1.Treateverythingfairlyandjustly,haveacorrectmoraloutlook,andevaluatethingscorrectlyChaptersix:salaryandwelfaremanagementofinternationalexpatriatesSection1InfluencingfactorsofinternationalassignmentsalarySection2SalarymanagementprinciplesofexpatriatesSection3InternationalexpatriatesalarydesignmodelSection4SalarystructuredesignofoverseasassignmentSection5ProblemsandCountermeasuresofinternationalsalarytaxSection6ProblemsandCountermeasuresofinternationalsalarypaymentschemeStartingpointofIdeologicalandPoliticalEducation:1.Guidestudentstoestablishcorrectprinciplesoflifeandworkandadheretotheworldoutlookandmethodologyofdialecticalmaterialism.Chapter7:managementofinternationalexpatriatesreturningtotheirpostsoneGeneralsituationofexpatriatetwoReasonsforfailureofretentionofreturningpersonnelthreeBacktoofficeadaptationfourKnowledgemanagementofreturningstafffiveSuccessfulreturnstrategyStartingpointofIdeologicalandPoliticalEducation:1.Givefullplaytotheexcellentqualityofhardworkandplainlivinginthework,andhowtofinishtheworkwellThekeypointsanddifficultiesofteachingareasfollows1.Knowledgemanagementofexpatriates2.SuccessfulreturnstrategyAssessmentrequirementsofthecourse:1.Understandingrequired:1）Reasonsforfailureofexpatriatestostayinoffice2）Adaptationdifficultyofexpatriates2.Requirements1)Knowledgemanagementpracticeofexpatriates2)RetentionstrategyofexpatriatesReviewquestions:1.Pleasebrieflydescribehowtodoagoodjobinknowledgemanagementofexpatriates2.PleasedescribehowtoreserveexpatriatesChaptereight:rightsandinterestsofexpatriatesSection1RightsandinterestsofexpatriatesSection2Damagetorightsandinterestsofoutsourcingpersonnel:basiccharacteristics,basictypesandbasicreasonsSection3Basicmeasurestop