越来越多的公司正在争取扩大到外国的土地上，“全球化”一词太普遍了；现在听到到这似乎是一个小的现代商业模式。公司走向全球的一些根本原因是技术进步、成本效率和贸易专业化。以上提到的只是冰山一角还有更多的优惠政策，吸引企业全球化。然而，随着组织向外伸手的市场，许多未能认识到国际人力资源管理的重要性（概念）。这些组织不以或不重视企业经常遭遇挫折和“连锁效应”的影响。据列于等人（1997），而国际化企业加大了对组织和员工的机会，它具有必然性创造了无数的人力资源管理（HRM）对多元文化的劳动力，各种相关的挑战。更经常的是，这些挑战在本质上证明是非常复杂和微妙的。在这篇文章中，我们将首先考虑国内和国际人力资源管理之间的差距，推动管理的重要性和知识和技能，所以相关的因素和要素，但在我们的现代组织结构稀缺。最重要的是，我们将研究人力资源经理和外籍人士经常面临的问题和挑战。
加拿大约克代写论文:现代商业模式
Increasingly, companies are being wooed to expand into foreign lands and 'globalisation'; a word so commonly hear nowadays till it seems to be a facet of modern business model. Some underlying reasons for companies to go global are technologies advancement, cost efficiency and trade specialisation. The above mentioned are just the tip of an iceberg as there are much more incentives which attract companies to globalize. However, as organisations reach outward for the market, many failed to recognise the importance of international human resource management (IHRM). Those organisations which hold little regard or no importance for IHRM often suffered setbacks and 'chain effect' consequences.According to Stening et al (1997), while internationalisation of business has increased opportunities for organisations and staff, it has inevitability created a myriad of Human resource management (HRM) challenges related to multicultural workforce that is diverse. More then often, these challenges prove to be much complex and subtle in nature. In this essay, we will first look into the disparity between domestic and international HRM, the factors and elements that impetus the importance of IHRM and the knowledge and skill that are so relevant, yet scarce in our modern organisations structure. On top of that, we will be looking into the areas of problems and challenges that HR managers and the expatriates constantly faced.
