The Role of the International Human Resources ManagerFor many people, international human resources management (IHRM) is synonymous with expatriate management. IHRM, however, covers a much broader spectrum than just expatriate management. It involves worldwide management of people. Although international human resources (IHR) managers undertake the same activities as their nationally based colleagues, the scope and complexity of these tasks will depend on the degree of internationalization of the organization. In this article, Dr Hilary Harris, Director of the Center for Research on Expatriate Management (CReME), examines the factors that influence the role of the CSR manager and how this impacts choices in terms of policy and practice of the CSR. International Human Resource ManagementIn any organization, the primary objective of the human resource management function is to ensure that the most effective use is made of its human resources. To achieve this, HR professionals undertake a variety of activities related to sourcing, development, reward and performance management, human resource planning, employee engagement and communications. If the organization has a strategic HR function, these activities will support and inform the organizational strategy. Human resources professionals are also widely used in organizational change and development initiatives. The IHR manager will also work towards the same goals, however, the scope and complexity of their role increases due to cross-border working. A useful model of the nature of international human resource management is presented below: Source: Adapted from PV Morgan 1986. International Human Resource Management: Fact or Fiction, Personnel Administrator, vol. 31, n.9, p44.Figure 1. International partner model H...... middle of the document ......c, the CSR manager should equally alert senior management to any discrepancy between the internationalization of the organization declared and effective practice of CSR. One major European airline found that, although they had a stated corporate goal of being a global organization, their actual human resources policies and practices were almost completely ethnocentric! The Center for Research in Expatriate Management (CReME) is a joint collaboration between the Cranfield School of Management and Organizational Resource Advisors Inc. (ORC). CReME is based at Cranfield University School of Management in Bedfordshire, telephone 01234 751122 References Hofstede, G. (1991) Cultures and Organizations: Software of the Mind. McGraw-Hill, Maidenhead, Berks.Trompenaars, F and Hampden-Turner, C. (1997) Riding the Waves of Culture. Nicholas Brealey Publishing, London.