951). Companies have to consider the way expatriates would be managed if managed by the home or central company and if managed by the international company that governs the territory in which expatriates work (Brewster, Mayrhofer & Morley, 2004).
Working internationally can be the source of much conflict and confusion if not approached properly. However, HR functions and challenges when working strategically with international companies, clients and expatriates can be mitigated and minimized if companies take the time they need to establish a proper framework and communications system when working internationally.
References
Brewster, C., Sparrow, P., & Harris, H. (2005 Jun) Human Resource Management:
Towards a new model of globalizing HRM. The International Journal of Human Resource Management, 16(6):...
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