Tesco Case Study: Differentiating Domestic HRM and IHRM Strategies

This report provides a comparative analysis of domestic Human Resource Management (HRM) and International Human Resource Management (IHRM), focusing on Tesco as a case study. It highlights the fundamental differences between managing employees within a single country (domestic HRM) versus managing human resources across multiple nations (IHRM). The report emphasizes that IHRM operates at an international level, involving employees hired to cross national boundaries and encompassing a broader range of activities with higher risk exposure compared to domestic HRM, which operates within national boundaries with a narrower scope and limited risk. Key factors driving the increasing significance of IHRM, such as the availability of a quality workforce, minimizing failures, and gaining a competitive advantage, are also discussed. The conclusion underscores the importance of understanding these differences for multinational corporations to effectively manage activities at an international level and leverage the benefits of global competition. Desklib provides similar solved assignments and study tools for students.

INTERNATIONAL HUMAN
RESOURCE
MANAGEMENT

• Table of Contents
• INTRODUCTION
• MAIN BODY
• Differences between domestic HRM and International HRM.
• TASK 4
• CONCLUSION
• REFERNCES:
• Books and Journals:

INTRODUCTION
• It is important to understand the differences between domestic HRM and
International HRM.
• Domestic HRM is the management employees within the one country while
international HRM signifies the managing human resources in the three
categories of nation that is home country, host country and third country.
• The presentation is prepared on the Tesco company which is the world's
third largest retailer company in groceries and general merchandise (Foss,
N. J. and Pedersen, T., 2019).

Differences between domestic HRM and
International HRM.
International HRM
• It work at international level.
• The employees get hired with a purpose
to cross the national boundaries.
• The range of HRM activities are broader.
• There is high risk of exposure in
accomplishing the international tasks.
• Domestic HRM
• It works within one country.
• Employees get selected to work within
the national boundaries.
• These have narrow range of HRM
activities (Gall, G. ed., 2019).
• It has limited risk of exposure as it is
working in domestic boundaries.

DUE TO THE FOLLOWING REASONS THERE HAS
BEEN AN INCREASE IN THE SIGNIFICANCE OF IHRM:-
• Availability of quality workforce
• Minimising Failures
• Gain competitive advantage

CONCLUSION
• It has been concluded that it is vital to understand the
differences of DHRM and IRHM in order to get benefits of
competition at international level.
• It has been identified that the scope of IHRM is broader which
includes higher risk factors than DHRM.
• The manager of MNC companies much identified the
significant factors and risks so that can manage the activties
in an effective manner even at international level.

REFERNCES
• Books and Journals:
Foss, N. J. and Pedersen, T., 2019. Microfoundations in
international management research: The case of knowledge
sharing in multinational corporations. Journal of International
Business Studies, 50(9), pp.1594-1621.
• Gall, G. ed., 2019. Handbook of the Politics of Labour, Work
and Employment. Edward Elgar Publishing.