Abstract: This paper critiques several exiting strategic
international human resource management (SIHRM) frameworks and
discusses their limitations to apply directly to emerging multinational
enterprises (EMNEs), especially those generated from China and
other BRICS nations. To complement the existing SIHRM
frameworks, key variables relevant to emerging economies are
identified and the extended model with particular reference to
EMNEs is developed with several research propositions. It is
believed that the extended model would better capture the recent
development of MNEs in transition, and alert emerging international
managers to address several human resource management challenges
in the global context