Differences Between Domestic and International HRM

This presentation explores the differences between domestic and international human resource management (HRM) and their impact on organizations. It discusses the functions and complexities of HRM, with a focus on Tesco as a case study. The presentation also highlights the external factors that affect international HRM and the limited scope of domestic HRM.

INTERNATIONAL HUMAN
RESOURCE MANAGEMENT

INTRODUCTION
THE DIFFERENCES BETWEEN DOMESTIC AND INTERNATIONAL
HRM
CONCLUSION
REFERENCES
TABLE OF CONTENT

Human resources management is an important part of organisation which
include different functions which have to be performed by the management
in order to achieve better results. There are a number of functions such as
hiring selection placement orientation compensation management and many
other which are included under this discipline. Human resources
management act as an important part for organisation which help in
performing number of functions and achieving the business objectives. In
context of the present time it is identified that there are a number of
functions which are performed under the human resources management .in
context of the present report the chosen organisation in this report is Tesco.
It is a British multinational retail organisation which is selling products and
services under the retail industry. It is dealing consumer goods which
include food products clothing products and many others
INTRODUCTION

Domestic HRM and international HRM are two different concept which are
directly related to the functioning of organisation. It is identified the Tesco
is operating at global as well as domestic level. The global market of Tesco
cover all over the world where the domestic market of Tesco is UK. It is
identified from the personal experience that the global market of Tesco is
related to different HRM practices as compares into the domestic
environment.
International HRM can be defined as that of activities which are related to
aiming the management of organisation in relation to the human resources
at international level. It is a activity which is performed by the organisation
in order to achieve the competitive advantage at national and international
level.
THE DIFFERENCES BETWEEN
DOMESTIC AND INTERNATIONAL HRM

Domestic HRM can be defined as a process of producing allocating and
effectively utilising the human resources at local level of country. Under
this organisation will use to perform the functions of managing human
resources in the local area of the country where it is working.
In context of international HRM is identified that it is very complicated as
well as affected heavily by the external factor such as cultural differences
and institutional factors.
It is also identified the domestic HRM is concerned with managing limited
number of HRM activities at national level which do not impacted by
external factors such as cultural difference and institutional factor.
CONTINUE

It is also identified the domestic HRM is less complicated due to influence from
external environment.
In context of domestic HRM system human resources manager doesn't require
any kind of such separate system where they can follow common administration
HR programs to employee belongings from the single nationality.
Text of international HRM and require a greater involvement of personal life of
an employee. The HR manager within multinational organisations such as Tesco
must ensure that executive posted the foreign currently understands all the
aspect of compensation packages as well as for an assessment. There as to
ensure that all the functions are covered appropriately. On the other side in a
domestic environment their involvement of HR manager on the department with
an employee family is limited where they don’t need to interrupt in personal life
of a employee.
CONTINUE

It is also analysed that international HRM has deal with more external
factors and domestic factors. This is because the domestic HRM deal with
less external factors in comparison of international practices. There is high
risk involved under the international HRM done in the domestic HRM.
CONTINUE

It can be concluded from the above mentioned information that human
resources management play an important role within organisational
functioning. It is also identified that there are a number of functions in
HRM which are directly related to the decision making ability as well as
profitability of organisation. For manager to use these functions which can
impact on decision making as well as functioning of organisation
CONCLUSION

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