This document discusses the concepts of fit and flexibility in strategic international human resource management (IHRM) for multinational companies (MNCs). It makes three key points:

1) There are two types of fit that should be considered for IHRM - an external fit between IHRM activities and the organizational context, and an internal fit between different IHRM functions. 

2) For MNCs, the external fit must also account for cross-cultural and cross-national environments in host countries. IHRM is important for facilitating adaptation to these environments. 

3) The internal fit is more complex for MNCs which have various organizational configurations between the corporate office, strategic business units

Organizational Life Cycles and Strategic International Human Resource Management in Multinational Companies: Implications For Congruence Theory PDF

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