In dynamic, global competitive markets, successful organizations are likely to be equipped with managers capable of adapting to ever-changing roles and with the ability to achieve and sustain optimal performance levels. The global market is currently impacting the practice of human resource management in the United States and will continue over the next decade. Labor laws, pay disparities, intense competition and fluctuating currency values ​​are the challenges that are forcing organizations around the world to compete in the market. with products that require a large amount of labor, and it is now becoming increasingly difficult for some of these organizations to retain employees overseas. As Mello (p. 610) mentioned, a larger percentage of the U.S. workforce is moving its operations overseas to developing countries such as China, leaving an increasing number of U.S. domestic workers without jobs. Foreign markets for products and services are not the only things that drive these organizations to enter these global markets. There are other reasons why these companies are entering global market arenas. For example, foreign labor markets have attracted the interest of many organizations to expand globally (Gersten, 1991). Workforce growth rates in developing countries alone will continue to increase by approximately 700 million people by 2010, while the U.S. workforce will continue to grow by only 25 million. This shows that the US growth rate will decline and productivity growth rate opportunities will increase in developing countries. The other factors that are driving these workforce numbers are the current workforce in the United States. ......days. All HR professionals must be aware of the trends in their field and must plan to meet future needs in this world of globalization. Reference: Crossley, M. & Vulliamy, G. (1997). Reference books in international educationQualitative educational research in developing countries: CurrentPerspectives., vol. 35. Deardorff, A. V., (2003). World Economy: What Might Critics of Globalization Believe? May 2003, vol. 26 Issue 5, p639-658, 20p;Gertsen, (2000). Intercultural competence and expatriates. International Journal of Human Resource Management 341-362. 20Mello, J. A. (2006). Strategic human resource management (2nd ed.). Mason, Ohio: Southwest. Schermerhorn JR, (2001). Management Update 2001, 6th Edition, New York, John Wiley and Sons, Inc.