Heuristically oriented, for pedagogic purposes, globalisation and international personnel management and development trajectories are examined from a comparative perspective. The paper concludes that a normative operational definition of the human resource management (HRM) paradigm may be partnered with attempts to diffuse a neo‐liberal inspired corporate governance regime internationally. However, caution is expressed against uncritical determinism. There is evidence from emergent studies that institutional factors offer scope for diverse interpretations of international HRM (IHRM) experimentation observable across different jurisdictions. Throughout, the paper enquires as to the empirical research questions interrogation of this material give rise to, with implications for those associated with international training and development.
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