Explain the reason international human resource management is important to all managers? Answer with translation

Human resources were one of the most important departments or gear in the firm and organization to manage the employee, especially while the organization went internationally. This is because while an organization goes internationally, it will have access to foreign resources and hiring. The world has many different types of people in terms of skills, personality, perspective, and so on. This has caused the complexity of human resources management to increase to another stage such as cross-cultural management, strategic environment analysis, and other elements.

人力资源是公司和组织中管理员工的最重要的部门或设备之一，尤其是在组织走向国际时。这是因为当一个组织走向国际时，它将获得外国资源和招聘。世界上有许多不同类型的人，无论是在技能、个性、观点等方面。这使得人力资源管理的复杂性上升到了跨文化管理、战略环境分析等要素的另一个阶段。

While human resources went on the international stage, the managers needed to deal with many aspects of elements that differed from domestic human resources. For example, the aspect of rules and regulations, cultural differences, salary, training approach, and so on will be the problem. For example, salary payment approach, overseas employment allowance, and so on. Especially while there was improper handling of employee treatment issues, it would quite possibly cause an international dispute which could impact the company's reputation and cause loss. This has shown how important it is to handle the working hour, salary, and benefits of foreign workers.

在人力资源走向国际舞台的同时，管理者需要处理许多与国内人力资源不同的要素。比如规章制度、文化差异、薪酬、培训方式等方面都会出现问题。例如工资支付方式、海外就业津贴等。尤其是在员工待遇问题处理不当的情况下，极有可能引发国际纠纷，影响公司声誉，造成损失。这表明处理外籍工人的工作时间、工资和福利是多么重要。

Other than that, international human resources management allows the managers to hire foreign employees to fulfill the company, department's needs, and wants. However, which nationality employee to be hiring for what position will be another challenge. The choosing of the managers in managing international human resources will directly influence the operation of the company and subsidiaries that spread through different countries. Each type of hiring would have its pros and cons, to control this is one of the roles of managers. For example, hiring the host country national could have a better understanding of the rules and culture of the foreign subsidiary to make the work progress more smoothly. It was really important for the managers to hire suitable employees to correct positions to avoid the cost of selection errors.

除此之外，国际人力资源管理允许经理雇用外国员工来满足公司、部门的需求和愿望。然而，为哪个职位招聘哪个国籍的员工将是另一个挑战。管理国际人力资源的管理者的选择，将直接影响到公司和分布在不同国家的子公司的经营。每种类型的招聘都有其优点和缺点，控制这是经理的角色之一。例如，聘请东道国国民可以更好地了解外国子公司的规则和文化，从而使工作进展更加顺利。对于管理者来说，聘请合适的员工来纠正职位以避免选择错误的成本非常重要。

In conclusion, the management of international human resources is the most effective method for the managers to recruit, and retain suitable employee resources for the company to ensure the productivity, performance, and sustainability of the company to remain growth even on the worldwide international stage. 

综上所述，国际化人力资源管理是管理者招聘、留住适合公司员工资源的最有效方法，以确保公司的生产力、绩效和可持续性，即使在全球国际舞台上也能保持增长。