【正文】 egitimacy (合法性) in their external environment. This external environment is made up of a broad variety of stakeholders. This adherence to rationalized myths in an attempt to retain legitimacy results in both survival and constraints on organizational actions.. Agency theory Agency theory is perhaps one of the most related theories to human resource practices. From the legal perspective, an agency relationship exists between an employer and an employee. Agency theory posits that this relationship may be subject to difficulties to the extent that the employer and the employee (in legalese, the principal and the agent, respectively) have differing goals, and when monitoring the employee39。s new country)。s Pudong hitech zone. I have been even happier since my daughter was born 10 months ago, she said. She seems to like the city as much as we do, and I hope that growing up in a bilingual environment will benefit her in the future. In recent years, Shanghai has witnessed a huge rise in the number of foreigners moving to the city to live. According to the municipal labor and social security bureau, the number of expatriate workers living in the city grew from 4,000 in 2000 to more than 60,000 at the end of last year. Sun Hande, director of the bureau39。s into a global enterprise.To this end, in 1992 the pany opened its first international operation in Hong Kong. According to finance director Richard Taylor, We marketed the product as39。 Strategic IHRM (SIHRM)1. International businessThe cases for begainningACTION 1. Name one campany or two with running IB.2. Harry Ramsden’s goes internationalThe internationalization of business just as many large panies such as Motorola, GE, etc., have been required to go global over the past decade, small and mediumsized firms (SMEs) have done the same, such as Harry Ramsden39。 IHRMKey terms216。s goes internationalDeepfried fish and chips have been a perennially (持續(xù)不斷地,一直地), popular food in England. But they have historically been very local in their operation. One of England39。s has (as of 1999) opened additional branches in Singapore, Dublin, Ireland, Dubai, United Arab Emirates (阿拉伯酋長國), and Melbourne, Australia。 including investors, customers, employees, partners, suppliers, environment and society.廣義的國際人力資源管理是指：理解、研究、應(yīng)用與改善全球環(huán)境下影響企業(yè)人力資源管理過程的內(nèi)、外部情景中所有人力資源活動(dòng)，以提高投資者、顧客、員工、合作者、供應(yīng)商、環(huán)境與社會(huì)等多種利益相關(guān)者的體驗(yàn)。s that had recent immigrants from E1 Salvador, Mexico, Russia, and Vietnam on its payroll, none of whom spoke much English, the munity hospital in Seattle that hires nurses from the Philippines and doctors from Europe and Asia, the local government puter services agency in Lansing, Michigan, that recruits programmers from India and Pakistan, and the local college in North Carolina that employs professors from other countries. Of course, there are local organizations with equivalent workforces in many countries other than the US. The hiring or recruiting of immigrants (or, even, the first generation since immigration) in local, domestic firms can lead to many of the same internationalization concerns as those faced by an MNE, such as how to merge the cultures, languages, and general work expectations of employees from different countries, and such as how to respond to employees who bring to their new work situations sometimes very different attitudes toward supervision and have very different expectations related to the practice of management. The point is that there is no place to hide, even for HR managers of such domestic firms. They, too, must develop all the knowledge and experiences necessary to succeed in an internationalized environment.Even in quite small firms, employers (and their HR managers) must rely on the hiring of recent foreign immigrants to fill job openings and thus have to cope with many of the same international issues as do larger international firms.In the US and the European Union, shortages of certain types of employees, particularly ones with technical backgrounds, has made it necessary to even recruit such employees from other countries. This contributes to the global plexities that HR managers in all types of firms must now confront and learn to deal with. Government agencies and nongovernmental organizationsEven though this text primarily discusses IHRM in the business context, many other types of organizations are also international or have to deal with many of these international issues. For example, government agencies such as the State Departments from all countries and their embassies in other countries and NGOs such as the Roman Catholic Church (and any other religion that sends representatives to other countries), World Vision or Habitat for Humanity, which has lowine housing projects in some sixty countries, all send hundreds of people from their parent countries and from their headquarters operations to their overseas operations (and usually also employ many local and thirdcountry people to staff their activities around the world). Many international HR activities for these organizations are similar to those faced by their mercial counterparts. The point is, problems associated with locating, pensating, and managing employees in multiple countries are not much different for IBM than they are for the International Red Cross or the World Health Organization. Human Resource managers, even in these types of organizations, must also bee globally savvy(理解,悟性). IHRM Defination SIHRM is defined as human resource management issues, functions, and policies and practices that result from the strategic activities of MNEs and that impact the international concerns and goals of those enterprises (Schuler et al., 1993). While this definition is certainly consistent with the definition of HRM presented within a single country or domestic context, it facilitates the inclusion of a significant number of factors discussed in the international literature。 The meanings of some term