International HRM is the process of managing people across international boundaries by multinational companies. It involves the worldwide management of people, not just the management of expatriates. Companies that function globally comprise international and multinational firms. International firms are those where operations take place in subsidiaries overseas which rely on the business expertise or manufacturing capacity of the parent company; they may be highly centralized with tight controls. Research has shown that the nature of international HRM is changing fast. Among some of the larger international organizations, these changes have created a completely different approach to international HRM, one they dubbed ‘globalized HRM’. Whereas international HRM has tended to operate in the same way as local HRM but on a wider scale, globalized HRM exploits the new technologies available in order to manage all the company’s staff around the world in the same way that it has traditionally managed staff in the home country. The aim of this special issue is to extend the conceptual and empirical research on the International Human Resource Management. We welcome conceptual and empirical papers that make clear contributions to thinking about pertinent issues in the field of IHRM within the broader socio-cultural, institutional and economic contexts.