A stream of SHRM research that originated in the international HRM domain also has particular relevance for strategic HRM in
the supply chain. Relationships between corporate and subsidiary HR practices and the dual needs of providing consistency across
units while allowing for local adaptations (Bartlett & Ghoshal, 1998; Schuler, Dowling, & DeCieri, 1993) have many parallels with
the relationships among firms in a supply chain. Taylor, Beechler, and Napier (1996) posited that multinational corporations can
select from among three approaches to managing their affiliates: exportive, adaptive, and integrative. We believe that these same
approaches are useful for describing potential HR system options for supply chain interactions.