 Hi students, we are discussing international joint ventures and their development stages. And you know that we are specifically concerned about the role of human resource management in international management. And in this topic particularly, we are going to discuss about the different changing roles of the human resource manager in managing an international joint venture. Human resource manager plays a very important role in creating a collaborative and learning environment in an international joint venture. And you know that international joint venture is the combination of two firms which are working under the umbrella of two larger M&E's and they come together to work on a particular joint venture. And so it is a mixing of culture, it's a mixing of people and the HR manager has to play a very important role in that. So let's see how the HR manager role it changes and emerges during the international joint venture. All right, so the first thing that an HR manager does is to play the role of a partnership role. The HR manager should take into account the needs of all the stakeholders and demonstrate a thorough understanding of the business and the market. So the HR manager does not only need to know the requirement of human resource. The HR manager has to know the requirement of the business, the requirement of the market, the requirement of the demand and supply of human resource as well as that product and service which the company is offering to the local market. And similarly, the HR manager has to know what type of people are required to perform all types of functions in that particular organization. So the HR manager needs to know the requirement of production or requirement of marketing, requirement of human resource, the requirement of R&D and all the other functions which may be under operation in that international joint venture. So the human resource manager has to play a partnership role for creating an environment in which people can work together for the same purpose. Secondly, the human resource manager plays the role of a change facilitator and strategy implementer. HR manager is supposed to be knowing the overall strategy of the organization, what the organization wants to implement and according to what they want to implement and achieve, what type of people are required to achieve that objective. And secondly, the human resource manager plays the role of the change implementer. You know that change is brought about by the people and if the right people are incorporated in the organization, if the right people are then and then you need to develop the right attitude in those people in order to bring about any change. And particularly because an international joint venture is an organization which is newly formed so the HR manager has to play a very important role of change facilitator in that particular organization and change has to be brought about by the people. So HR manager is the one who is selecting the people and then who is creating the environment for those people to work in that particular area and that is why that person is particularly concerned about the change facilitation role. And if that person is not able to do that, the change will not be properly implemented. And similarly, the HR manager has to create a stable learning environment because when change is taking place, what is happening that people need to learn new things, they need to understand the new environment, they need to understand and learn about the new environment. So if there will be a stable learning environment which can be created by an HR manager, that would be facilitating the organization to move forward successfully. So an HR manager plays a very important role of change facilitator and strategy implementer. All right, so the third role of an HR manager is that of an innovator's role. Now innovation, obviously the HR manager cannot do innovation in product development or what kind of service that there has to be provided but the HR manager innovates in the processes of implementing and administering the strategy of an organization. So the HR manager can innovate regarding the organizational structure. Or in sub-tsizo, there is a huge opportunity of innovation, your learning methods, your learning outcomes, your organizational structures, all of these things, they can be innovated according to the requirement of the organization. And this is something which the HR manager is capable of doing and is also responsible of undertaking. And now the fourth role is that of a collaborator's role. So the HR manager's strengths, they should lie in creating a win-win situation between the two entities which are coming together. So the HR manager should rather than creating a competitor's role, the HR manager should play a collaborator's role who brings together the people from both the two entities and creates a win-win situation for both of them. So that is the last and final role of the HR manager, that of being a collaborator's role.