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In the current global business environment many changes and issues emerged in the process of establishing a business set up in global markets and to run it successfully across the borders. This issue includes multinational workforce, cultural diversity, host country laws, create effective communications systems among diverse employees, develop monitoring program, know the needs and requirements of diverse employees, asses the role of labour unions in the host country, know individuals and their culture, attitudes, values, traditions and norms. Cultural theorist like Hofstede believes 'cultural influences play an enormous in the way employees behaves in organizations and that the introduction of technology produces only superficial similarities'. (Hofstede, 1991: 17). Formulate international human resource strategies in order to develop organization culture and human resources simultaneously in international context in order to create a relationship among diverse individuals to work for common objective and accomplishments of tasks individually and collectively. Cox (1991) stated that 'a multitude of useful ideas can be generated out of workforce diversity'. These are all the issues that are being faced by firms in the arena of international business.

It's the people who make and break the organization. It's understood that human resource is the greatest asset of the organization and the achievement of the corporation success can only be accomplished by or through the people. And at this stage domestics human resource management becomes disable to address all afore mentioned issues. International business environment, at this point, demands an international view of human resource management that can address all these issues effectively and efficiently. This demand tells us that why international human resource management has become so vital and important in current business environment. The international human resource management helps us to develop a framework useful for establishing a workforce that has the capacity to handle cultural diversity and overcome the strategic issues faced by the organization while operating globally. It helps the organization to run its operations smoothly. 'The organization's style, values, traditions, and leadership are critical encouragements to the cooperation and commitment of its members. These can be viewed as intangible resources which are common ingredients of the whole range of a corporation's organizational routines'. (Gant, 1991: 122). It meets the challenges of cross-cultural dissimilarities. It's the international human resource management that manages the expatriates, that provides policies, procedures and guidelines about the recruitment process and training and development in an internationally competing environment.

It is concluded that International human resource professional are responsible for the relocation of employees and orientation and induction of employees from different nationalities and help them to familiar and adapt new culture and environment. The international human resource management deals through more functions, different and changing perspectives, requires more intermingling with employees and involvement of their personal life. This aspect of international human resource management is influenced by more external env本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。