Objective - The COVID-19 pandemic has compelled organizations to transition from the existing working model to a hybrid or fully virtual one. The need to address pandemic constraints, coupled with a growing trend towards more flexibility in global mobility, has prompted companies to review their policies regarding international virtual work and establish new rules. Employees will still travel to the host country; however, the frequency and duration of travel will be reduced. This new model of international work for virtual assignments is emerging as an alternative to the traditional model, and in the coming years, it is expected to be the primary focus of human resource management. Therefore, the aim of this article is to contribute to a better understanding of how organizations can reframe existing HR practices to support international virtual assignees in enhancing their job performance.

Methodology/Technique - This article attempts to examine the current state of international virtual assignments, the challenges, and future directions in developing HR practices for international virtual assignments, which are considered the most emerging form of work, based on a comprehensive literature review.

Findings and Novelty - According to the research, it has been proven that the biggest challenge for international virtual assignees, not yet fully addressed by HRM practices, is virtual work combined with occasional international travels. It is confirmed that further research focusing on the development of supportive HRM practices for these specific assignees is essential.

Type of Paper - Review

Keywords: virtual assignments, virtual work, expatriates, HR practices, global mobility

JEL Classification: M50, M55, M59.

URI: http://gatrenterprise.com/GATRJournals/JMMR/vol8.4_5.html

DOI: https://doi.org/10.35609/jmmr.2023.8.4(5)

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