Differences Between Domestic and International Hrm

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Differences between domestic and international HRM 1. Introduction With the development of globalization, the blending and collision of domestic enterprises and foreign enterprises is becoming more and more fierce (Xinqi, 2004). More and more foreigners are sent out of their own countries and work in another country. It is probably no exaggeration to say that every day in every country in the world, there are people being sent out and sent in. And the increase of expatriates between one country and another country inevitably bring new challenges to human resource management, such as culture shock and the differences between domestic HRM and international HRM. Many firms underestimate the complexities and problems involved in…show more content…
In developing countries, if multinational managers of the company have a good personal relationship with the host- country government officials, it will be helpful to solve potential problems such as work permits and other important certificates, which are cause by vague eligibility and compliance criteria (Dowling, et al. 2008). There are more other human resource activities that are not needed in domestic HRM, but here they will not be introduced one by one in detail. 2.2 International HRM has more involvement in employees’ personal lives than domestic HRM. In the domestic environment, the human resource department of the company has a limited involvement in its employees’ personal lives. In domestic environment, company will provide health insurance programs for employees. And the company will also provide help and convenience for employees and their families when the employees have an assignment to transfer in domestic (Dowling, et al. 2008). However, company can not just do what it does when it is in domestic. It must involve more in its employees’ personal lives. And this is necessary for the selection, training and effective management of staffs (Dowling, et al. 2008). In my opinion, there are two reasons for a greater degree of involvement in employees’
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