The JGM BitBlog: Tracing the Evolution of IHRM - From Expatriate Management to Digital Transformation
Joonghak Lee, Gachon University, Seongnam, Korea
Chungil Chae, Wenzhou-Kean University, Wenzhou, China
Jong Min Lee, Yonsei University, Seoul, Korea
Rita Fontinha, University of Reading, Reading, UK
How has international human resource management (IHRM) research evolved over the past 25 years, and what does this mean for businesses today? A recent bibliometric study offers insightful answers by mapping the developmental trajectory of IHRM from 1995 to 2019.
IHRM, focusing on the global management of human resources, has witnessed significant growth alongside the rise of multinational enterprises (MNEs). The study analyzed 1,507 scholarly articles to identify key research themes and how they have branched out over time.
In the mid-1990s, research primarily concentrated on two themes: expatriate management and HRM practices within MNEs. This focus mirrored the challenges companies faced in managing overseas operations and the need to deploy staff internationally to maintain control and consistency.
As we moved into the early 2000s, these themes began to diversify. Expatriate management split into more specialized areas such as individual expatriate adjustment, high-performance work systems in various contexts, and subsidiary staffing strategies. This shift reflected a deeper understanding of the complexities involved in global HR practices, including cultural nuances and the balance between global integration and local responsiveness.
Between 2015 and 2019, the research became even more nuanced, introducing themes like strategic IHRM, knowledge transfer, and the effects of digital transformation. Notably, there was a resurgence in expatriate management research, now encompassing self-initiated expatriates, virtual assignments, and the role of technology in global work arrangements.
So, what implications does this evolution have for today's businesses? Firstly, it highlights the necessity for organizations to adapt their HR strategies to a rapidly changing global environment. With the advent of digital technology, companies must embrace virtual collaboration tools and AI-driven HR analytics to enhance efficiency and employee engagement.
Secondly, the increasing focus on diversity-beyond cultural differences to include gender, race, and sexual orientation-suggests that inclusive HR practices will become even more critical. Companies that proactively address these areas are likely to attract and retain top talent in a competitive global market.
Lastly, the study indicates that future research will delve into areas like the gig economy's impact on IHRM, alternative work arrangements, and managing remote or virtual teams. Businesses should keep an eye on these emerging trends to stay ahead.
Understanding the evolution of IHRM research provides valuable insights for practitioners and policymakers alike. By recognizing past developments and current trends, organizations can better navigate the complexities of managing a global workforce in the digital age.
To read the full article, please see the Journal of Global Mobility publication:
Lee, J., Chae, C., Lee, J.M. and Fontinha, R. (2024), "Understanding the evolution of international human resource management research: a bibliometric review over the past 25 years (1995–2019)", Journal of Global Mobility, Vol. 12 No. 4, pp. 691-714. https://doi.org/10.1108/JGM-09-2023-0062
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Professor Jan Selmer, Ph.D.
Founding Editor-in-Chief
Journal of Global Mobility (JGM)
Department of Management, Aarhus University
E-mail:
selmer@mgmt.au.dkTwitter: @JanSelmer_JGM
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