The Audio PANCE and PANRE Board Review Podcast Episode 21

Welcome to episode 21of the FREE Audio PANCE and PANRE Physician Assistant Board Review Podcast. The Audio PANCE and PANRE is an audio board review series that includes10 Multiple Choice PANCE and PANRE Board Review Questions in each episode. I hope you enjoy this free audio component to the examination portion of this site. The full series is available to all members of the PANCE and PANRE Academy. You can download and listen to past FREE episodes here,oniTunes, on Google Play Music or StitcherRadio. You can listen to the latest episode, download the transcript and take an interactive quiz of the questions below. Download the FREE PDF transcript for FREE here. Listen Carefully Then Take The Quiz If you can't see the audio player click here to listen to the full episode. Questions 1-10 The Audio PANCE and PANRE Episode 21 1. A 28-year-old female, who has experienced occasional painful migratory arthralgias, complains now of a tender, swollen, and hot left ankle. The joint was aspirated and the synovial fluid showed 55,000 WBCs, 75% polymorphonuclear lymphocytes, low glucose level, and no crystals. Which of the following would be the most likely diagnosis? A. Rheumatoid arthritis B. Septic arthritis C. Gouty arthritis D. Osteoarthritis Click here to see the answer Answer: B. Septic arthritis Septic arthritis presents with a large number of WBCs, predominantly polymorphonuclear, and with glucose levels much lower than serum levels. 2. When the diagnosis of gonococcal urethritis is confirmed, which of the following is the treatment of choice? A. Ceftriaxone (Rocephin) B. Azithromycin 1g orally in a single dose C. Ceftriaxone 250 mg IM in a single dose PLUS Azithromycin 1g orally in a single dose D. Doxycycline (Vibramycin) Click here to see the answer Answer: C. Ceftriaxone 250 mg IM in a single dose PLUS Azithromycin 1g orally in a single dose. Because of resistance, the CDC now recommends dual therapy with Ceftriaxone 250 mg IM in a single dose PLUS Azithromycin 1g orally in a single dose Alertnative regimens if ceftriaxone is not available include Cefixime 400 mg orally in a single dose PLUS Azithromycin 1 g orally in a single dose 3. Erythema nodosum is characterized by A. subcutaneous red tender nodules. B. brown pigmentation on the lower extremities. C. tender lymph nodes in the groin. D. scaling red macules. Click here to see the answer Answer: A, subcutaneous red tender nodules. Erythema nodosum produces erythematous red tender nodules, especially on the shins. 4. Use of systemic corticosteroids can cause which of the following adverse effects in the eye? A. Cortical blindness B. Optic atrophy C. Glaucoma D. Papilledema Click here to see the answer Answer: C. Glaucoma Glaucoma can be caused by the long-term use of steroids. 5. It is determined that a woman has a nonexistent rubella titer level during her first trimester of pregnancy. When should she receive the rubella vaccine? A. During the first trimester of pregnancy B. During the second trimester of pregnancy C. During the third trimester of pregnancy D. After delivery of the infant Click here to see the answer Answer: D. After delivery of the infant The patient should not receive the rubella vaccine during the course of her pregnancy as the possibility of transmission of the rubella virus does exist. During the time that the patient is without protective titer she should avoid anyone with active rubella infection. The proper time to receive the vaccine is after delivery of the infant. 6. A patient with which of the following is at highest risk for coronary artery disease? A. Congenital heart disease B. Polycystic ovary syndrome C. Acute renal failure D. Diabetes mellitus Click here to see the answer Answer: D. Diabetes mellitus Patients with diabetes mellitus are in the same risk category for coronary artery disease as those patients with established atherosclerotic disease. 7. A 44-year-old female presents with ongoing arthralgias and myalgias with intermittent flares of arthritis. She is found to have a malar rash that worsens with sun exposure. She is known to have progressive renal damage and has recurrent infections that are slow to respond to therapy. She takes ibuprofen (Motrin) as needed for her joint pain and takes no other medication. Which of the following tests would be the initial test recommended to screen for this diagnosis? A. Rheumatoid factor B. Antihistone antibodies C. Anti-Smith (Anti-Sm) antibodies D. Anti-nuclear antibodies (ANA) Click here to see the answer Answer: D Anti-nuclear antibodies (ANA) ANAs are the best screening test used in the evaluation for SLE. 8. Upon stroking of the lateral aspect of the sole from the heel to the ball of the foot, the great toe dorsiflexes and the other toes fan. This is a positive A. Kernig's sign. B. Brudzinski's sign. C. Babinski's sign. D. Gower's sign. Click here to see the answer Answer: C. A Babinski test is performed by stroking the lateral aspect of the sole from the heel to the ball of the foot, the great toe dorsiflexes and the other toes fan in a positive test. For your knowledge: Kernigs sign is positive when pain is noted on straightening the knee after flexing both the hip and knee. Brudzinskis sign occurs with neck flexion resulting in resultant flexion of the hips. It is a sign of meningeal irritation. A positive Gowers sign is noted in certain types of muscular dystrophy and is described as children rising to stand by rolling over prone and pushing off the floor with arms while the legs remain extended. 9. Which of the following strategies promotes improved carbohydrate metabolism and is recommended for all Type 2 diabetic patients? A. Low-carbohydrate, high-protein diet B. Routine aerobic exercise C. Metformin (Glucophage) D. Acupuncture Click here to see the answer Answer: B. Routine aerobic exercise Routine exercise improves carbohydrate metabolism and insulin sensitivity. 10. Acute rebound hypertensive episodes have been reported to occur with the sudden withdrawal of A. verapamil (Calan). B. lisinopril (Prinivil). C. clonidine (Catapres). D. hydrochlorothiazide (HCTZ) Click here to see the answer Answer: C, Clonodine Clonidine (Catapres) is a central alpha agonist and abrupt withdrawal may produce a rebound hypertensive crisis. Looking for all the episodes? This FREE series is limited to every other episode, you can download and enjoy the complete audio series by joiningThe PANCE and PANRE Exam Academy. I will be be releasing new episodes every two weeks. The Academy is currently discounted, so sign up now. This Podcast is also available on iTunes and Stitcher Radio for Android iTunes:The Audio PANCE AND PANRE Podcast iTunes Stitcher Radio:The Audio PANCE and PANRE Podcast Stitcher While you are over there, download and subscribe to Brian Wallaces' excellentPhysician Assistant Exam Review Podcast.Follow along with Brian who covers new topics twice monthly and really does an amazing job! Cheers, Stephen Pasquini PA-C document.createElement('audio'); http://traffic.libsyn.com/pasquini/The_Audio_PANCE_and_PANRE_Episode_21.mp3Podcast: Download () | EmbedSubscribe: Apple Podcasts | Android | Email | Google Podcasts | Stitcher | RSS | PANCE and PANRE Podcast PlayerView all posts in this seriesThe Audio PANCE and PANRE Board Review Podcast Episode 1The Audio PANCE and PANRE Board Review Podcast Episode 3The Audio PANCE and PANRE Board Review Podcast Episode 5The Audio PANCE and PANRE Board Review Podcast Episode 7The Audio PANCE and PANRE Board Review Podcast Episode 9The Audio PANCE and PANRE Board Review Podcast Episode 11The Audio PANCE and PANRE Board Review Podcast Episode 13The Audio PANCE and PANRE Board Review Podcast Episode 15The Audio PANCE and PANRE Board Review Podcast Episode 17The Audio PANCE and PANRE Board Review Podcast Episode 19The Audio PANCE and PANRE Board Review Podcast Episode 21The Audio PANCE and PANRE Board Review Podcast Episode 23The Audio PANCE and PANRE Board Review Podcast Episode 25Cardiology 1: The A udio PANCE and PANRE Podcast Topic Specific Review Episode 27Pulmonology 1: The Audio PANCE and PANRE Podcast Topic Specific Review Episode 29Gastroenterology 1: The Audio PANCE and PANRE Podcast Topic Specific Review Episode 31EENT 1: The Audio PANCE and PANRE Board Review Podcast Topic Specific Review Episode 33Genitourinary 1: The Audio PANCE and PANRE Board Review Podcast Topic Specific Review Episode 35Musculoskeletal 1: The Audio PANCE and PANRE Board Review Podcast Topic Specific Review Episode 37Reproductive System 1: The Audio PANCE and PANRE Board Review Podcast Topic Specific Review Episode 39Episode 41: The Audio PANCE and PANRE Board Review PodcastEpisode 43: The Audio PANCE and PANRE Board Review PodcastMurmur Madness: The Audio PANCE and PANRE Episode 45Episode 47: The Audio PANCE and PANRE Board Review Podcast Comprehensive Audio QuizEpisode 49: The Audio PANCE and PANRE Board Review Podcast Comprehensive Audio QuizEpisode 51: The Audio PANCE and PANRE Board Review Podcast Comprehensive Audio QuizEpisode 53: General Surgery End of Rotation Exam The Audio PANCE and PANRE PodcastEpisode 55: The Audio PANCE and PANRE Board Review PodcastEpisode 57: The Audio PANCE and PANRE Board Review PodcastEpisode 59: Emergency Medicine EOR The Audio PANCE and PANRE Board Review PodcastEpisode 61: The Audio PANCE and PANRE Board Review PodcastEpisode 63: The Audio PANCE and PANRE PA Board Review PodcastPodcast Episode 65: Hepatitis B Breakdown With Joe Gilboy PA-CPodcast Episode 67: Ten PANCE and PANRE Board Review Audio QuestionsPodcast Episode 69: Ten PANCE and PANRE Board Review Audio QuestionsPodcast Episode 71: Ten PANCE and PANRE Board Review Audio QuestionsPodcast Episode 73: Ten FREE PANCE and PANRE Audio Board Review QuestionsPodcast Episode 75: Ten FREE PANCE and PANRE Audio Board Review QuestionsPodcast Episode 77: The Audio PANCE and PANRE Board Review Podcast You may also like -Episode 61: The Audio PANCE and PANRE Board Review Podcast Ten MixedNCCPA PANCE Content Blueprint Multiple Choice Questions Welcome to episode 61of the FREE Audio PANCE and PANRE Physician Assistant Board Review Podcast. Join me as Icover ten PANCE and PANRE Board review questions from []The Audio PANCE and PANRE Board Review Podcast Episode 9 Welcome to episode 9of the FREE Audio PANCE and PANRE Physician Assistant Board Review Podcast. The Audio PANCE and PANRE is an audio board review series that includes10 Multiple Choice PANCE and PANRE Board Review Questions in []Episode 63: The Audio PANCE and PANRE PA Board Review Podcast Ten MixedNCCPA PANCE Content Blueprint Multiple Choice Questions Welcome to episode 63of the FREE Audio PANCE and PANRE Physician Assistant Board Review Podcast. Join me as Icover ten PANCE and PANRE Board review questions from []

An Explanation of the Truman Doctrine

The Truman Doctrine was a key part of the Cold War, both in how this conflict of posturing and puppets began, and how it developed over the years. The doctrine was policy to support free peoples who are resisting attempted subjugation by armed minorities or by outside pressures, and announced on March 12th, 1947 by US President Harry Truman, making the doctrine US government policy for decades. The Start of the Truman Doctrine The doctrine was dreamed up in response to crises in Greece and Turkey, nations which Americans believed were in danger of falling into the Soviet sphere of influence. The US and the USSR had been in alliance during the Second World War, but this was to defeat a common enemy in the Germans and the Japanese. When the war ended and Stalin was left in control of Eastern Europe, which he had conquered and intended to subjugate, the US realized the world was left with two superpowers, and one was as bad as the Nazis they had just defeated and far stronger than before. Fear was mixed with paranoia and a little bit of guilt. A conflict was possible, depending on how both sides reacted... and they produced one. While there was no realistic way to free Eastern Europe from Soviet domination, Truman and the US wanted to stop any further countries falling within their control, and the presidents speech promised monetary aid and military advisors to Greece and Turkey to stop them buckling. However, the doctrine was not just aimed at these two, but expanded worldwide as part of the Cold War to cover assistance to all nations threatened by communism and the Soviet Union, involving the US with western Europe, Korea, and Vietnam among others. A major part of the doctrine was the policy of containment. The Truman Doctrine was developed in 1950 by NSC-68 (National Security Council Report 68) which assumed the Soviet Union was trying to spread its power across the whole world, decided that the US should stop this and advocated a more active, military, policy of containment, fully abandoning previous US doctrines like Isolationism. The resulting military budget rose from $13 billion in 1950 to $60 billion in 1951 as the US prepared for the struggle. Good or Bad? What did this mean, in practice? On the one hand, it meant the US involving themselves in every region of the world, and this has been described as a constant battle to keep freedom and democracy alive and well where they are threatened, just as Truman announced. On the other, it is becoming increasingly impossible to look at the Truman doctrine without noticing the terrible governments who were supported, and the highly questionable actions taken by the free west, in order to support opponents of the Soviets.

Questions On Marketing Management Course Code Essay

Academic Year 2015-2016 Semester: Fall Branch: lebanon-beirut Program: Course Title: Marketing Management Course Code: BE200 Student Name: nadine mohammad nasser Student ID: 150083 Section Number: Tutor Name: bilal fadllah Total Mark: Awarded Mark: Mark details Allocated Marks Questions Q1 Q2 Q3 Total Weight 25 25 50 100 Marks Marks deduction Criteria Presentation Referencing Word Count E-Library Total Up to 5 5 5 5 20 Marks 100 Student’s Total Mark /100 Notes on plagiarism: A. According to the Arab Open University By-laws, the following acts represent cases of cheating and plagiarism: ï‚ § Verbatim copying of printed material and submitting them as part of TMAs without proper academic acknowledgement and documentation. ï‚ § Verbatim copying of material from the Internet, including tables and graphics. ï‚ § Copying other students’ notes or reports. ï‚ § Using paid or unpaid material prepared for the student by individuals or firms. B. Penalties for plagiarism ranges from failure in the TMA to expulsion from the university. Declaration: I hereby declare that the submitted TMA is my own work and I have not copied any other person’s work or plagiarized in any other form as specified above. Student Signature †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Tutor’s Feedback Question 1: A) The management aproach through which commodity as goods and services moves from import or concept to the customers. And it build up from four elements which called 4p’s: identify, selectionShow MoreRelatedProject Management Techniques to Practice Problem Solutions1520 Words   |  7 PagesCourse: Code: IT Project Management BIT 361 Handout date: Assignment #: 1 6/2/2014 Home Assignment Student Name: _________________________ Semester: Lecturer: Due date: Spring 2014 Dr. Fadi Abu-Amara Dr. Amer Ibrahim 20/2/2014 Maximum Mark: 100 ID:___________________________________ 1-Learning Outcomes being assessed LO2. Analyze, describe and apply project management techniques to practical problem solutions. 2-Handing in format instructions ï‚ · Sign thisRead MoreAcc 11410 Words   |  6 Pagesï » ¿Jasmine Travis BUS3061 Professor Jerry Thomas July 17, 2014 1. Question 1: Proficient-level: There are several important functions performed in an organization, among which accounting is one of them. Define the accounting function and discuss how it differs from double-entry bookkeeping. Accountants analyze and interpret financial information, prepare financial statements, conduct audits, design accounting systems, prepare special business and financial studies, prepare forecasts and budgetsRead MoreBusiness 115 Final Exam Study Guide Essay1334 Words   |  6 Pages3.5 hours to complete the exam. It consists of 30 multiple choice questions worth 5 points each. There are 5 essay questions worth 20 points each. Be sure to save and save often while you are working on the exam, and submit the exam when you are finished. To earn full credit your response to each essay question should answer the question completely and average 2 – 3 paragraphs in length. The exam reflects the following course objectives and possible topics: TCO 1 Chapters 1, 2, 3Read MoreSP15 SCM 305 Syllabus1256 Words   |  6 Pagesï » ¿The University of Kansas - School of Business Course Syllabus – SCM 305 Business Decision Making Spring 2015, Wescoe 3140 1:00-2:15, Tuesday/Thursday Instructor: Joe Walden E-mail: joewalden@ku.edu Office: 118i Summerfield Office hours: Tuesday/Thursday: 9:00-11:30 PM; Monday/Wednesday 8:00-10:30; Or by appointment TAs: Jamie Mack Pamela Carper Deepa Anant Jill Carroll Angie Kim Course Description: This course is an introduction to decision making encounteredRead MoreChallenges Of Email Marketing711 Words   |  3 Pagespersonalized and responsive way to reach customers. Marketing automation and email campaigns also provide value by communicating in a relevant way. Email marketing automation is a way to automate e-mailing to market to your customers or future customers. Automation is an important tool, and it is often overlooked or misunderstood. If we only have to remember one sentence that summarizes these actions and that characterizes the performance in email marketing, it is: Send the right message at the rightRead MoreWant A Better Content Marketing Strategy Essay810 Words   |  4 PagesWant a better content marketing strategy? Think like a lawyer. On my path to becoming a content marketer, I made a pit stop at law school. Yes, I wrote case briefs and stayed up until 4 am studying to pass two state bar exams (Missouri and Florida). That’s my unfair competitive advantage amongst my fellow content marketers. I approach strategy differently because of my legal training. It taught me how to conduct extensive research, develop arguments for multiple audiences, and manage a calendarRead MorePreparing to Teach in the Lifelong Learning Sector Assignment 11143 Words   |  5 PagesUnderstand own role and responsibilities in lifelong learning May 2013 1.1 – Summarise key aspects of legislation regulatory requirements and codes of practice relating to own role and responsibilities It is the policy of where i work to treat all job applicants and employees fairly and equally, regardless of their sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age or perceived age, race, colour, nationality, national origins, ethnicRead MoreComputer Programs And Software Applications1098 Words   |  5 Pages1) Programmer 2) A programmer’s job is mostly project based. They create applications, using their knowledge of code, and remove all the bugs before setting it forward to the company. A programmer works closely with analysts and management to understand about a problem in the code, and create/edit the expected outcome towards a company. Some duties include: Correcting errors by making appropriate changes and then rechecking the program to ensure that the desired results are produced. ConductingRead MoreBUSN115 Final Exam Study Guide1656 Words   |  7 Pagesto complete the exam. It consists of 25 multiple choice questions worth 6 points each. There are 7 essay questions, 6 worth 15 points and 1 worth 10 points. Be sure to save and save often while you are working on the exam, and submit the exam when you are finished. To earn full credit your response to each essay question should answer the question completely and average 2 – 3 paragraphs in length. The exam reflects the following course objectives and possible topics: TCO 1 ChaptersRead MoreBusiness Analysis : Core Mark Company1573 Words   |  7 PagesCore-Mark Company was one and still one of the global leaders in the fresh and broad-line supply solutions. It is one of the most recognized brands globally. The company employs about 30,000 people globally. The company offers a full range of products, marketing programs as well as technology solutions, servicing North America. Core-Mark Company is to ensure that it exist and provide service to everyone who is in touch with them. The company exists to create value for our share owners on a long-term basis

International HRM Function and Organisational Strategy n MNCs

Question: Discuss about theInternational HRM Function and Organisational Strategy n MNCs. Answer: Introduction Many organizations have required going global for the past decades, and this has become vital if they can survive in their developing global economy. There has been little attention that has been paid to the human resource management despite having an acknowledgment in regards to the problems and the high failure rates in the process of internationalization (Harzing, 2001). One of the causes of the failure is the lack of understanding and the implementation of the policies for the employee's transfer from one country to another. The primary reason for the success of the MNC is the capability to be able to move the HRM practices from their parent organization to the overseas subsidiary enterprises. Therefore they must decide on the management of their HRM policies as well as practices in the parent firms and the country to where they are planning to internationalize (Morris, Snell and Wright, 2006). Moreover, their decisions in regards to the strategy they are adopting need to be take n into the consideration even though it is standardized or localized it short be a blend of the two. In this essay, it will describe the challenges of integrating of the global HRM function as well as organizational strategy in the multinational organization. Further, it will identify how the changes could be managed effectively (Novicevic and Harvey, 2001). It will show the benefits and the disadvantages in which a group could face in the adaptation of these strategies, whether it is a global integration or perhaps a local responsiveness. Additionally, the essay will examine on whether the decisions have been made on a decentralized level or centralized level (Paauwe and Boselie, 2003). To conclude, it will focus on the role of the human resource professional in delivering the global strategy to invest, design as well as provide on the HR practices. Today many companies are operation at international levels due to the increase in globalization as well as the aspect of easy mobility and communication between countries. The principal purpose of the organizations that are operating at international boundaries is for the management of the different stresses of the drive for the integration and differentiation (Rosenzweig, 2006). Moreover, the international human resource has the same activities as the national human resource administration in areas such as planning and staffing. Nonetheless, the domestic HRM is usually operated in one nation while the international human resource is exploited in many countries. The IHRM is usually a branch of management studies which aims at examining the design and the effects of enterprises human resource practices in the cross-cultural contexts. The IHRM occupies a position in the interstices of the international business, human resource management as well as organizational behaviors (Scullion an d Starkey, 2000). Theoretical studies have explored that academic studies explain that international HRM is the interplay in regards to three dimensions which are human resource activities, individuals being employed in the organization and the different countries that the group is operating (Scullion and Starkey, 2000). These complexities which differentiate these variables is what makes a difference between international human resource management and the domestic HRM. The Concept of the IHRM The IHRM has been defined broadly as the set of distinct activities, the functions as well as the processes which are aimed at drawing, acquiring along with sustaining the multinational human resources (Sheehan, 2005). This idea is a combination of the numerous system of the human resource management that is used to manage people in the MNC, at home and even overseas. International business is certainly one wherein the operations are taken subsidiaries in overseas and rely on the business expertise of the parent company (Stahl, Miller and Tung, 2002) .These organization when they are set abroad they bring their management attitudes and the business cycles. The human resource manager of these organization has not ignored the international influence on the work they do. The IHRM is vital in the provision of a solution to the global business issues. Theorist have explained that IHRM can be regarded as an extendable of HR which is concerned with owning people functioning overseas (Storey, 2007). These individuals might be expatriate staff that are selected from or maybe work within their home countries or even from the several country nationals. Functions of International Human Resource Management in MNCs The major role of the IHRM entails recruitment and selection, development and training, labor relations, recruitment and selection and performance evaluation (Taylor, 2007). On recruitment and selection, the organization usually employ new and qualified individuals for international operations. The selection process entails choosing from a pool of people whose qualification closely matches the requirements of a given job. Staffing aspect is usually a complex function for the IHRM. The global organization is often faced with the problem of managing and staffing function in that it affects the type of candidate are preferred by the company. In essence, an organization that uses ethnocentric approach, the parent country nationals prefer to staff dominant positions at headquarters and subsidiaries. In the aspect of recruiting and selection methods, these firms prefer the practices of the headquarters to be widespread in the countries of the subsidiaries (Sheehan, 2005). The aspect of the local culture has gained a great impact on the practices of recruiting and selection. Nonetheless, in some countries, their local laws usually requires them to use the specific approach in choosing the right candidate. Thus they are expected to make a balance in regards to internal corporate consistency and the sensitivity to the local labor practices. Another important role of IHRM in MNC is to the development and training that is usually aimed in the offering of the sufficient training to the personnel in the company and enable them to be able to fulfill their goals, better performance, and growth in the workplace (Sheehan, 2005). On the global perspective, the human resource development experts are responsible for training and developing of workers who are located at the subsidiaries across the globe; there is a specialized training that is undertaken in preparing them for assignment abroad. Performance evaluation is another important aspect in MNC. This function is usually cond ucted by the administration or perhaps development intentions. The administration often performs assessment especially when they are in doubt on the performance of a given candidate and when they need to determine the working conditions of the employees, promotion aspect, rewards, and layoffs (Scullion and Starkey, 2000). Another point of IHRM is on the issue of benefits and the remuneration. This plays a significant role in the hiring of new employees since pay is the major source of why individuals live in the world. In the development of an international system of compensation as well as benefits the MNCs usually, have concerns. One of them is an issue of comparability. A system for payment that is good usually disperses the salaries to the workers that are internally equivalent as well as competitive within the marketplace. The second concern is an issue of cost. Many MNCs usually struggle in the reduction of the expenses, primarily payroll. Finally on the major concern of the M NC is the problem of labor relations. It describes the role of the management and the workers in the workplace. In most of the cases, it is the government that regulates on the labor relations practices (Rosenzweig, 2006). The international approach to the human resource management requires many steps. There is a need for explicit recognition by the parent organization, particularly when there is a need to reflect on some of the assumptions as well as values of the home culture. Organizations need to amend in their traditional ways for the management of people. The human aspect is acknowledged as the major factor to the success of the team. In the multinational companies, their major objective in regards to the human resource management functions is to make certain on the most efficient use is rendered on the human resource. In achievement of this, the human resource professional usually embark on a vast variety of activities such as sourcing , the growth , reward and performance ma nagement , and employee security as well as communications (Novicevic and Harvey, 2001) . In case the company possesses an important human resource function these routines will support as well as notify on the organizational technique. The human resource professional is normally utilized extensively in the adjustments in organizations and initiatives for the growth (Harzing, 2001). In the MNCs, the HR actions need to be coordinated each at home country as well as at different national subsidiaries looking at the necessity of parent country national, the host countries and third Nationals. Figure 1: The figure below shows the international human resource management Organizational Strategy of International Human Resource in MNCs To respond to the challenges in the business, IHRM is forced to formulate strategies as well as the practices which will make the firms successful. On a macro level, the global strategy of HRM general to ensuring that the enterprise's overarching value, goals, as well as objectives, are catered for by the human resource policies, practices, and the procedures (Festing and Eidems, 2011). On the meso level, the executive of the human resource are concerned in dealing with the issues that relate to the unions more so the host country. The micro level, the executives of the human resource, are attempting to foster a mindset that is global among the workforce through the development of the human resource competencies and the business related issues. In the implementation of the IHR strategy, the management team usually ascertain on the current and the intended nature of operations of the organization in the international levels. It is the work of the managers to determine the extent to wh ich the human resource policies as well as practices to be standardized based on the overall strategy of the organizations. They are responsible for accessing extent to which the culture, economic, political, and the statutory factors will impinge on the attempts to applying of the standard human resource if integration is the key element in the organizational strategy. Moreover, there is need to ensure there is a computerized database of the global human resource when integration is required. In the process of integration, it is recommended, to work with the senior management to manage to determine the competencies that are needed to attain the global goals of the organizations (Harzing, 2001). Additionally it is vital that you work with national human resource managers , in the composition of the International Human resource policies as well as practices particularly in regions of sourcing , reward and the develop. Challenges of Integrating International Human Resource Management Function in MNCs The major problem for the MNCs is the need to achieve the target about the aspect of competing demands of the global integration and coordination versus the local responsiveness (Festing and Eidems, 2011). The main challenges of the IHRM include the failure rates of the expatriation as well as repatriation, deployment, getting the right skill mixes in the firm in regards to the geographical location, knowledge as well as innovation dissemination. Additionally, there could be challenges to the labor laws, different political climate and the various values and attitudes (Farndale, Scullion and Sparrow, 2010). The IHRM issues include the extent to which the human resource policy and practices could vary in different countries, the problems of managing individuals in various cultures and environments, aspect for selecting, deployment, development and the reward expatriates who might be nationals from the parent company. Culture and environmental diversity have been the main problem assoc iated with the international human resource management (De Cieri, Cox and Fenwick, 2007). According to Haley stated that culture in which individuals are emphasized, its the quality of the relationships internationally that are vital. Further, where cultures are regarded as the ideologies emphasize, sharing the common belief is more significant than the membership of the group (De Cieri, Cox and Fenwick, 2007). Other challenges are faced by MNCs in implementing of IHRM functions such as management of the international assignments, workers and the family adjustment, selection of the right individual for the international task, culture as well as communication barriers. The staffing policy is a significant challenge for the IHRM. The success of an organization relies on identifying as well as attracting competitive applicants through the process of recruitment. Nonetheless, this process was difficult to draw a significant number of the candidate. The relation in regards to attracting, recruitment, development and reward are competitive factors to the elaboration of a global talent management (Budhwar and Sparrow, 1997). Other aspects such as lack of the motivation, and the skills have decreased the strategic value of the multinational corporation. Lastly, the aspect of the international compensation systems is a challenge for the integration of IHRM functions which requires having international dialogue and collaboration. Conclusion The international human resource management has a significant role in the survival of the MNCs to survive in the global business. The human resource management usually scrutinizes on the process by which the international firms manages on their human resource across different national contexts regarding procuring , utilization and effectiveness in using of human resources in the multinational corporation whilst balancing the integration along with demarcation of the actions of the human resource in foreign locations . International human resource management helps the organization to remodel and plays the role of an innovator. The HRM professionals have begun to frame their research in regards to the theories of the structure and increased on international context to extend the use of these methods. References Budhwar, P.S. and Sparrow, P.R., 1997. Evaluating levels of strategic integration and devolvement of human resource management in India. International Journal of Human Resource Management, 8(4), pp.476-494. De Cieri, H., Cox, J.W. and Fenwick, M., 2007. A review of international human resource management: Integration, interrogation, imitation. International Journal of Management Reviews, 9(4), pp.281-302. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of World Business, 45(2), pp.161-168. Festing, M. and Eidems, J., 2011. A process perspective on transnational HRM systemsA dynamic capability-based analysis. Human Resource Management Review, 21(3), pp.162-173. Harzing, A.W., 2001. An analysis of the functions of international transfer of managers in MNCs. Employee Relations, 23(6), pp.581-598. Morris, S.S., Snell, S.A. and Wright, P.M., 2006. A resource-based view of international human resources: Toward a framework of integrative and creative capabilities. Handbook of research in international human resource management, pp.433-448. Novicevic, M.M. and Harvey, M., 2001. The changing role of the corporate HR function in global organizations of the twenty-first century. International Journal of Human Resource Management, 12(8), pp.1251-1268. Paauwe, J. and Boselie, P., 2003. Challenging strategic HRMand the relevance of the institutional setting. Human Resource Management Journal, 13(3), pp.56-70. Rosenzweig, P.M., 2006. The dual logics behind international human resource management: Pressures for global integration and local responsiveness. Handbook of research in international human resource management, pp.36-48. Scullion, H. and Starkey, K., 2000. In search of the changing role of the corporate human resource function in the international firm. International Journal of Human Resource Management, 11(6), pp.1061-1081. Sheehan, C., 2005. A model for HRM strategic integration. Personnel Review, 34(2), pp.192-209. Stahl, G.K., Miller, E.L. and Tung, R.L., 2002. Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. Journal of World Business, 37(3), pp.216-227. Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA. Taylor, S., 2007. Creating social capital in MNCs: the international human resource management challenge. Human Resource Management Journal, 17(4), pp.336-354.