What benefits can human resource management strategy bring to international organizations?When one company is one international company, it needs have offices are located in overseas. So, its staffs will be different countries' people and people's cultures are totally different. It will influence how they cooperate to work in teams efficiently together. If they feel difficult communication, then will have possible to bring poor performance or inefficient productivities. So, one firm has office(s) in overseas. The human resource (HR) department needs to consider how to deal to let every different countries' staffs feel easy communication in order to cooperate efficiently. It will increase to need for highly qualified multicultural managers as organizations globalize their operations. Therefore, a resource-based view of human resource management is needed to utilized. In view of human capital needs to provide insight into the value of managers to have unique local market knowledge, i.e. social knowledge. So, they can help organizations to develop / maintain a distinct competitive advantage in the markets they enter, if they hope to enter overseas market to sell their services to the country market successfully. It brings these question: How will these global population and economic change impact the HR management practices of global organizations in overseas market development? How to maintain resources in various increase competitive advantage against global competitors, when the organization needs to develop overseas market?I shall indicate case, such as how Japan firms can implement human resource strategy to manage their foreign employees when their organizations hope to enter overseas market? The typically Japanese ways in which Japanese companies have long arranged their human resource stragegies are certainly changing.However, Japan's organizational culture is different to overseas countries, e.g. US, UK etc. western countries' organizational cultures. Hence the Japan company needs to change it's culture to attempt to adapt western countries' staffs cultures, when it plans to set up office(s) in any western (countries). Because it needs to employ western staffs who owned the country's sales experiences to assist its Japanese salepsople to cooperate to sell its poducts to any western country (countries)' market more easily in possible. Alos, it means the Japan firm HR manafers or any department managers need to change whose management attitude to adapt the western countries staffs working culture to cooperate to work in order to achieve to raise performance or improve productive efficiencies.Hence, the Japan firm's Japanese human resource manager needs to concern how to particular qualify management system to adapt western working culture, consensus decision-making, building foreign employee loyalty to its overseas branch images and avoiding a look of gender equality in the workplace. Japan forms like to train employees, making them to own with a range of skills and abilities that they can contribute to the company throughout their career. Lifetime employment also leads to a decreased turnover rate for company. However, this kind of continue training method, it is not absolute to be adapted to some western countries because some western countries' staffs who do not accept their employers force them often need continue training courses to improve or raise their skills aim. They only like to spend time to attend one time training course finishing or sometime attend in house training courses in their companies. They feel that company is wasting their working time to learn non-essential or unuseful knowledge or skill.