Exploring HRM: A Report on Domestic vs. International Practices

This report provides an overview of human resource management practices, highlighting the critical differences between domestic and international approaches. It emphasizes the importance of HRM in achieving organizational goals such as profitability, market growth, and customer satisfaction. The report identifies factors that differentiate domestic and international HRM, including the need for more varied HR activities, a broader perspective on compensation and legal compliance, and a high emphasis on adapting the employee mix to the host country. It concludes that issues such as language, culture, working criteria, and employment rights significantly impact HR decision-making in international contexts. The report references academic sources to support its analysis of innovative HRM strategies and the importance of sustainable human resource management. Desklib provides similar solved assignments for students.

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Introduction
Human resource management is the vital
practice for an organisation. It covers all
the planning, organising, hiring and
selecting best individuals for the company.
Managing Human resource will result in
achieving profits, market growth and
customer satisfaction. Employees are the
gems for organisation in order to prepare
strategies, complete tasks and bring ideas
for innovation.

Factors which underspin the difference between
domestic and international HRM practices
Human resources are the most valuable
assets for an organisation. All the working
activities and functions are performed by
the employees. The staff put their valuable
contribution in achieving company's goals
and targets. Without managing workplace,
the organisation will not be able to secure
higher positions into market. There are
many factors which influence in managing
HR practices into different markets. The
employees belongs to different
backgrounds, perception, beliefs and
culture.

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More and varied HR activities: In international market context, the
HR activities goes varied as compared to domestic market. In the
international market, the employees require more training to get cope
up into new market. Whereas, in Domestic market, the employees will
not require much trainings and strategies to cope in the home country.
This difference is need to be analysed by the Unilever while choosing
employees for international country.
Need for broader perspective: In order to hire and manage workplace
into international country, the mangers need to think beyond from
basic. As at domestic level, managers need not to look at the laws and
policies much often for giving compensations and pays. But by hiring
employees at international level in Unilever, the managers need to look
for the international compensation packages and analyse their cost of
living also a minimum wage pays. In addition to this, they need to be
particular about the country laws and politics which might impact on
Unilever's operations.

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High emphasis on change in employee mix:In the international
market, the focus puts on changing the nationality of the employees
(Chams, and García-Blandón, 2019). The companies mainly want
people from host countries who are easily able to adopt working
environment. In order to maintain a positive image of the company,
they placed the employees into foreign countries through changing
their nationality.

Conclusion
The report has concluded that, There are various issues come across while
working at international level. These are mainly language, culture, working
criteria and employment rights which impact on the HR decision making.

References
Vrontis, and et.al 2021. Artificial intelligence, robotics, advanced
technologies and human resource management: a systematic
review. The International Journal of Human Resource
Management, pp.1-30.
Azizi, and et.al 2021. Innovative human resource management
strategies during the COVID-19 pandemic: A systematic narrative
review approach. Heliyon, 7(6), p.e07233.
Chams, N. and García-Blandón, J., 2019. On the importance of
sustainable human resource management for the adoption of
sustainable development goals. Resources, Conservation and
Recycling, 141, pp.109-122.

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