Not surprisingly there is no consensus on the definition of International HRM as
it has moved from the infancy stage of development to a more mature and established
field, however in tracking the evolution of definitions, Scullion (2005) suggests that
definitions have broadly concentrated on examining the HR issues, problems strategies,
policies, and practices that firms pursue in relation to the internationalisation of
their business. It was also suggested that IHRM needs to understand how multinational
enterprises manage their geographical dispersed workforce in order to leverage
their HR resources for both local and global competitive advantage (Scullion, 2005),
thus, reflecting the third approach to the study of IHRM mentioned above.