The benefits of global teams for international organizations: HR implications
本文探讨全球团队与国际人力资源管理的关系，指出企业应对缓慢，HR应更关注“人”而非“资源”，以发挥全球团队对组织绩效的积极作用。
In this special issue we aim to advance the theoretical, \nconceptual and empirical knowledge about the relationship \nbetween global teams and human resource management \nin international organizations. We argue that although the \nprevalence of global teams in international organizations is \nrapidly rising, simultaneously affecting the management of \nfirms on global, regional and local levels, the response of firms \nand scholars alike to such changes has been slower, especially \nin the area of IHRM. The HR function in organizations could \nplay a vital role in understanding, managing and leveraging \nthe benefits of global teams to ensure that they contribute \npositively to the performance of firms, organizational units, \nand people. We demonstrate that there is still a disconnect \nin this respect and we highlight several areas in which the \nincreasing use of global teams may challenge our conventional \nunderstanding of IHRM issues, and at the same time offer \nsolutions for improvement in international organizations. \nThe selected articles in this special issue provide both \ntheoretical and practitioner implications by highlighting the \nneed to explore the relationship between global teams and \nIHRM more generally and fully, as well as the need for HR \npractitioners and IHRM scholars to focus more on the ‘human’ \nand less on the ‘resources’ aspect. We trust that readers of this \nissue will agree that the articles all offer novel insights into \nkey issues that open new avenues for further research in this \nnascent yet promising area.