International joint ventures are an increasingly impportant way for organizations to expand internationally. There is no apparent reason for this trend not to continue as pressures from global competition, the need to learn quickly and the need to use valued scarce resource wisely are likely to be with us for sometime. But, as organizations learn, it is one thing to enter into an IJV, organizations want them to be as successful as possible. Examination of many IJV failuers, in conjuction with the reason for their establishment, indicates that the quality of human resource management can be critical. This paper attemps: a. to illustrate all the organizational/human resource management issues that need to be managed in the IJV process; b. to provide a framework for examining; and c. to highlight the roles of the senior HR leaader and the HR department in the IJV process. A four-stage model of IJVs based on the importance of learning and longer-term relationship, along with several theoretical perspectives, is used to generate several testable testable propositions regarding HR issues and activies in IJVs.