ABSTRACT
The development of international management teams, and the management of expatriot appointments will be discussed, with by considering the implications of Human Resources Management (HRM) for industrial relations. Strategic integration, as a distinguishing feature of HRM, refers to both the integration of HR strategy with Corporate Strategy, and to the internal consistency of HR policies and practices. However, both these solutions call into question the role of the HRM function at corporate level, and may thereby undermine its influence on corporate strategy. Flexibility therefore becomes a policy goal of HRM. From an HRM perspective its importance lies in ensuring that when decision making power is delegated, or when relationships with customers are at stake, the employee will act in accordance with organisational policy. The use of communication to enhance and maintain commitment is not just a matter of keeping employees informed, but also of listening to their views and ideas and taking them into account.
