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International Human Resource Management
Submission Deadline: Dec. 20, 2014
Lead Guest Editor
Department of Management Studies and Research Centre, CMR Institute of Technology, Bangalore, Karnataka, India
Guest Editors
  • Department of Management Studies and Research Centre, CMR Institute of Technology, Bangalore, Karnataka, India
  • Department of Management Esfahan, Science and Research Branch, Islamic Azad University, Toyserkan, Hamedan, Iran
  • CMR institute of Technology, Visvesvaraya Technological University, Bangalore, Karnataka, India
Guidelines for Submission
Manuscripts can be submitted until the expiry of the deadline. Submissions must be previously unpublished and may not be under consideration elsewhere.
Papers should be formatted according to the guidelines for authors (see: http://www.sciencepublishinggroup.com/journal/guideforauthors?journalid=176). By submitting your manuscripts to the special issue, you are acknowledging that you accept the rules established for publication of manuscripts, including agreement to pay the Article Processing Charges for the manuscripts. Manuscripts should be submitted electronically through the online manuscript submission system at http://www.sciencepublishinggroup.com/login. All papers will be peer-reviewed. Accepted papers will be published continuously in the journal and will be listed together on the special issue website.
Published Papers
Authors: Priyameet Kaur Keer Anand
Pages: 12-16 Published Online: Dec. 27, 2014
Views 4129 Downloads 372
Authors: Jayanta Kumar Basak, Suban Kumar Chowdhury, Masum Miah
Pages: 1-11 Published Online: Nov. 5, 2014
Views 5036 Downloads 345
International HRM is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates. Companies that function globally comprise international and multinational firms. International firms are those where operations take place in subsidiaries overseas which rely on the business expertise or manufacturing capacity of the parent company; they may be highly centralized with tight controls. Research has shown that the nature of international HRM is changing fast. Among some of the larger international organizations, these changes have created a completely different approach to international HRM, one they dubbed ‘globalized HRM’. Whereas international HRM has tended to operate in the same way as local HRM but on a wider scale, globalized HRM exploits the new technologies available in order to manage all the company’s staff around the world in the same way that it has traditionally managed staff in the home country. The aim of this special issue is to extend the conceptual and empirical research on the International Human Resource Management. We welcome conceptual and empirical papers that make clear contributions to thinking about pertinent issues in the field of IHRM within the broader socio-cultural, institutional and economic contexts.
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