International vs Domestic Human Resource Management - Desklib

This presentation discusses the importance of human resource management in the workplace and highlights the reasons for MNC failure in managing HR in foreign environments. It also explains the difference between International and Domestic HRM. The presentation concludes by emphasizing the significance of compliance with laws, training and development, and other activities that generate more productivity of employees effectively.

Human Resource
Management

Table of Content
•Introduction.
•Reason for MNC failure is that they dont understand enough about the differences in
managing HR in foreign environments.
•Difference between International and Domestic HRM.
•Conclusion .
•References

Introduction
The main objective of human resource
management is to managed and sustain all the
working system which regulates within the
workplace effectively. The human resource
management is is further designed by company to
maximize the employee performance and provide
them all the resources which they are seeking to
complete their task in productive process

Reason for MNC failure is that they dont understand enough about the
differences in managing HR in foreign environments
The concept of managing the human resource is effectively work on
companies work as per the effectively working in dynamic manner. As the
human resource manager typically handle the recruiting, selecting, training
and development that helps to gain more development of employees
performances effectively. there are some of main practises of human resource
management in workplace that can use by HSBC multinational company:
 On going training: In human resource management there is one of factor
that empowering , motivating and influence with positivity elements
towards organisational gaols. In this HR manager of specific company
make conduct training and development program to empowering
employees skills and knowledge to gain more learning outcomes.

Continue..
The main reason that every HR practises fails in international business
environment that company fails to understand the norms and culture of
that particular international environment. Through this , many company
not able to survive in international market effectively. there are certain
challenges on which it proven that HR of MNCs not sustain in foreign
environment:
For the very first time that he has employees in another country faces
many issues such that
1. Compliance with labour laws- it is one of the most major factor on
which company face problems while working in foreign environment.
Every company has its own culture with different set of rules and
regulations on which individual company needs follow that to sustain full
stop as the HSBC is leading multinational banking service and they

Difference between International and Domestic HRM.
International HRM Domestic HRM
According to this HRM practices
involved with the management of
employees that individual can handle or
single country operates HR practices. In
other words domestic human resource
management can refers the placed and the
work practice which follows by single
company is conducted on national
boundaries also deals with the few and
Limited external factors so it can reduce
the complicated practice such as from
external factors are one of the main
issues.
According to this HRM is involved with
the management of employees that it
refers on three Nations such as parent
home country. Also referred that
International human resource
management conducts on international
level there is a faces all external and
internal factors together to regulate the
company. There is a greater complexity
involved in handling different people
countries as they work out the national
boundaries

Conclusion
From above Presentation is summarised about human resource practises where
importance of HR work in workplaces along with highlighted some of the important point
that reflect how HR fails their its practise in company. compliance of laws, training and
development along with other activities generates more productivity of employees
effectively
.

REFERENCES
Scoppetta, A. and Jodar, L.A., 2019. Career Management & Age Management. A
Discussion Paper from the Employment Thematic Network. European Commission–
ESF Transnational Cooperation.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Tantawy, N., 2020. Investigating teachers’ perceptions of the influence of professional
development on teachers’ performance and career progression. Arab World English
Journal (AWEJ) Volume, 11.

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