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In the changing global business environment, strategic international human resource management (SIHRM), which is a specialised area of Human Resource Management (HRM), is currently an interesting and new area of research (Collings, Morley & Guingle, 2008).
The justification of this statement is premised on the great influence that the human resource (HR) has on firm performance.
The distinction between SIHRM and Strategic Human Resource Management (SHRM) lies in the big picture, that is, in the area of coverage.
The difference is the higher complexity that confronts SIHRM and the need for sensitivity to different cultures and different environments (Welfare, 2006).
Although, both share common similarity in the alignment of human resource practices with organisational strategy to achieve competitive advantage at different levels (Werbel & DeMarie, 2005).
There are certain classical studies in this area, which shed light on the background knowledge of this research.
Samuel Emeka Mbah is a lecturer in the University of Lagos, Nigeria.
He lectures International and Comparative HRM, Equality and Diversity in HRM, Corporate Workforce planning at Undergraduate and graduate levels.
His Areas of research interest and industry include Strategic HRM, Multinational HRM and Comparative HRM; Oil & Gas, public sector.
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