Dr Haiying Kang is a lecturer at RMIT University, Australia holding a PhD in Human Resource Management from the University of South Australia. Her research interest is international human resource management.Dr Jie Shen is a professor of HRM in Shenzhen International Business School, Shenzhen University. He received PhD degree at Brunel University. His research interests are HRM, IHRM, and organizational behaviour.

• 1: Introduction.- 2: Methodology.- 3: International recruitment and selection.- 4: International training and development.- 5: International performance appraisal.- 6: International reward and compensation.- 7: The use and management of non-traditional expatriates.- 8: The effects of IHRM policies and practices on HCNs’ attitudes toward expatriates.- 9: Discussion and conclusions.

Dr Haiying Kang is a lecturer at RMIT University, Australia holding a PhD in Human Resource Management from the University of South Australia. Her research interest is international human resource management.Dr Jie Shen is a professor of HRM in Shenzhen International Business School, Shenzhen University. He received PhD degree at Brunel University. His research interests are HRM, IHRM, and organizational behaviour.

• 1: Introduction.- 2: Methodology.- 3: International recruitment and selection.- 4: International training and development.- 5: International performance appraisal.- 6: International reward and compensation.- 7: The use and management of non-traditional expatriates.- 8: The effects of IHRM policies and practices on HCNs’ attitudes toward expatriates.- 9: Discussion and conclusions.

Dr Haiying Kang is a lecturer at RMIT University, Australia holding a PhD in Human Resource Management from the University of South Australia. Her research interest is international human resource management.Dr Jie Shen is a professor of HRM in Shenzhen International Business School, Shenzhen University. He received PhD degree at Brunel University. His research interests are HRM, IHRM, and organizational behaviour.

• 1: Introduction.- 2: Methodology.- 3: International recruitment and selection.- 4: International training and development.- 5: International performance appraisal.- 6: International reward and compensation.- 7: The use and management of non-traditional expatriates.- 8: The effects of IHRM policies and practices on HCNs’ attitudes toward expatriates.- 9: Discussion and conclusions.