Exploring Key Differences: Domestic and International HRM Practices

This essay provides a detailed comparison between domestic and international Human Resource Management (HRM), highlighting the key factors that differentiate the two. Domestic HRM is defined as HRM practices within a country's borders, while international HRM involves managing human resource activities at a global level. The essay identifies differences in activities, such as managing expatriates in international HRM, and the influence of external factors, which are more complex in the international context. Best practices for both domestic and international HRM, such as providing employee security and training, are discussed, along with the application of Systems Management Theory, which emphasizes interdependence and synergy within businesses. The essay references academic sources to support its analysis of the complexities and nuances of HRM in both domestic and international settings.

International Human Resource Management

Task 1
Key factors that underpin the differences between domestic and
international HRM are described as what are the characteristics and
qualities which they contain. Domestic HRM is defined as the human
resource management which functions within the borders of a
country. International HRM is defined as the organizations which use
human resource activities at an international level and work on it.

 Activities - Domestic HRM works with managing limited number of activities
which are of Unilever. On the contrary, International HRM is concerned with
managing additional activities which are expatriate management.
 External Factors – Domestic HRM is affected by less external factors from the
business environment of Unilever and is therefore, less complicated. Whereas,
International HRM is affected more by the external factors and creates more
complications in its working.

The theory and practice which are described as –
 The best practices for domestic and international HRM are –
 Provide security to employees of Unilever so that they are able to work effectively
and are able to deliver their best performance.
 Training should be provided to the employees as per their interests and skills.

The theory applied for domestic and international HRM is –
 Systems Management Theory – This theory asserts that the businesses consist of
multiple components which work on harmony and through this the value of the
company is concerned. The success of the organization depends upon
interdependence, interrelations and synergy. This helps the organization in working
with the employee and other aspects which are considered important.

REFERENCES
Books and Journals
 Horak, S. and et.al., 2019. International human resource management in an era of
political nationalism. Thunderbird international business review. 61(3). pp.471-480.
 Ayentimi, D.T. and et.al., 2018. A conceptual framework for international human
resource management research in developing economies. Asia Pacific Journal of
Human Resources. 56(2). pp.216-237.