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Journal of Organisational Transformation and Social Change Volume 2 Number 2
© 2005 Intellect Ltd
Article. English Language. doi: 10.1386/jots.2.2.83/1

Towards a generic international human resource management (IHRM) model
Jie Shen University of South Australia
Abstract

Keywords

Reflecting the prevailing Western literature and based on an empirical study in
Chinese multinational enterprises (MNEs), this study develops an IHRM model and argues that it can be widely applicable. The model indicates that an MNE’s
IHRM policies and practices are the interaction of the home HRM system, firmspecific factors and host-contextual factors. The firm-specific and host-contextual factors have a differentiated, changing and concurrent impact on IHRM policies and practices. There is also interplay between IHRM policies and practices.
Intervening factors and their impact may vary over time and in different contexts.

IHRM
IHRM model intervening factors
Chinese IHRM multinational enterprises (MNEs)

Internationalization and the effective use of international human resources are two major issues facing firms in today’s global economy. As more and more firms operate internationally, there is a clear need to develop an understanding of how to manage human resources that are located outside the domestic environment. An IHRM system is a set of distinct activities, functions and processes that are directed at attracting, developing, and maintaining the human resources of a multinational enterprise (MNE). These activities, functions and processes result from the strategic activities of multinational enterprises and impact on the international operations and goals of enterprises
(Schuler et al. 1993; Scullion 1995; Taylor et al. 1996). IHRM seeks to assist organizations to make the most effective use of

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