The late twentieth century was a technological turning point for the world as industries around the globe flourished leaps and bounds. Both service and product based businesses benefited from technological advancements becoming more and more efficient and productive. This revolution helped businesses grow not just in monetary terms but also with regards to physical boundaries wise. The internet has helped small and large organizations alike cater the world. Briscoe and Schuler (2004) emphasize upon the role of small and medium firms in globalization. It is common to see Chinese goods extensively used in Europe and Americas. HSBC has off shore call centres and NIKE industries in Thailand and McDonalds operating in different continents of the world are considered common in today’s business world. However, it is important to realize the working minds behind such ventures that made all of this possible.
The global advancement of businesses over the years has affected all aspects of organizations. Global advents have brought opportunities for businesses but have equally posed threats and created obstacles for ventures. In different departments of an organization one of the most challenging departments is the Human Resource Department (HRD), which deals directly with people working in the organization. As organizations grow into multinational companies, operating across the globe, the work for HRD grows complex and so does its policies. The concept of International Human Resource Management (IHRM) is perhaps as old as international businesses itself but it has been explored recently in many dimensions including both academic and practising personnel alike. One of the most common ways of advancing globally for firms is acquisitions or joint ventures (Monks et al., 2001) ...