Published Paper Details:

An International Human Resource Management termreferring to the instance where an organization�s humanresource management (HRM) entails managing employees inmore than one nation is one of the most disciplines that growrapidly in recent decades. It is because of the growing need ofbusiness activities that require international studies andsupported by many scholars who conduct research on thisfield. Many researches attempt to bridge the lack ofintegration between the theory and practices. Company should implement and maintain global bestpractices on its human resources function. In recruiting globalemployees, there is a need to balance between local nationalsand expatriates. The internet and social networking as one ofsourcing strategies is widely used, providing effective andefficient sourcing methods. In the training and development,the integration of talent management and expatriatemanagement in global career development will havesignificant and useful implications. Global mindset is a keyaspect that should be developed in the global leaderdevelopment program. Integrated career planning will berequired to minimize the problems that can arise whenexpatriates return to their parent company after an overseasassignment.This paper begins with a conclusion that gives clear definitions of global competitiveness and strategic human resource management within contemporary organizations. Global competitiveness is able to be achieved only on the condition that all countries around the world move towards the achievement of their objectives in line with the emerging technologies and developments taking place all over the world.