Differences between International and Domestic HRM Practices

This report provides a comparative analysis of domestic and international Human Resource Management (HRM) practices. It explores the differences in operational levels, highlighting how international HRM operates on a global scale while domestic HRM focuses on local contexts. The report examines the activities involved, such as expatriate management in international HRM versus the standard HR activities in a domestic setting. It discusses the level of personal involvement of HR personnel, which is generally less in international HRM due to cultural and geographical distances. The report also identifies factors affecting HRM, organizational disputes, and the level of risk involved, showing that international HRM is often more complex due to external influences, cultural differences, and higher costs. The conclusion summarizes these differences, emphasizing the impact of these factors on the overall management of human resources. The report uses references to support the analysis.

Difference in International
and Domestic HRM

 Factors affecting International and Domestic HRM
 Level of Operation
 Activities
 Personal Involvement
 Factors Affecting
 Organisational Disputes
 Risk Involved
 Conclusion
 References
Table to Content

Difference in Domestic and
International HRM

HRM is practice of managing people in an organisational
context. In this practices of HRM are different when
management of Human Resources is practiced at local
level and its practices are different in international
level.
INTRODUCTION

 International Human Resource Management is
practiced at international and global level. In this the
type of practice and operation might be different but
company manages human resource of various nationals
who are working for the company.
 On the other hand in relation with domestic
management Tesco have to manage people who are
from UK. Tesco is multinational company and this is
why it manages HRM at international level.
Level of Operation

Activities of Tesco in context of international HRM include many other activities like
expatriate management etc. Expatriate management refers to managing employees of
organisation from other countries to work for Tesco in UK.
On the other hand domestic environment does include such activities and all the activities
are only HR activities which are necessary and basic activities of Human Resource
Management.
Activities

 In context of international HRM, HR
personnel do not have any personal
involvement with expatriate.
 On the other hand in domestic
environment HR personnel does not
have to have much personal
involvement with employee as all
the employees are from the same
culture and same nation.
Personal Involvement

 In the international HRM, there are various external factors which affect
management of human resources in the country.
 On the other hand in domestic HRM such factors does not affect
management and does not make it complicated because there is no
influence of external factors.
Factors Affecting

 In context of International HRM, chances of
organisational disputes are higher than in domestic
human resource management.
 Disputes happen because of cultural differences,
difference in thoughts and perceptions of people and
employees of different nations.
Organisational Disputes

 In international HRM risk involved is high this is
because cost associated with international HRM is
higher than which is involved with domestic HRM.
Risk Involved

 On the basis of above discussion it can be concluded
that there are various factors which differentiate in
domestic HRM and international HRM. These factors
are operations and activities involved, level of
management of HR.
CONCLUSION

 Pudil, P and et.al., 2018, May. Analysis of investment into further
education as a part of international and domestic HRM. In Proceedings of
the international conference on management, leadership &
governance. (pp. 302-308).
 Rivas, R.C., 2016. International Recruitment and Selection–More than a
Simple Extension of Policies and Practices Across National
Borders. Available at SSRN 2795580.
REFERENCES